Daily Quote: Secret On Increasing Employee Engagement

 

Daily Quote: When people know we truly care about them—and not just about what we can get out of them—they tend to go the extra mile.

Reflection: Recently, I was pondering the lack of engagement and dis-satisfaction of employees at their workplaces. According to a 2014 Aon Hewitt survey, only 61% of worldwide workers said they feel engaged at their jobs. Why aren’t the numbers higher? Boredom, authoritarian management styles and lack of respect and trust are the usual culprits for these negative attitudes.

Self-Coaching: Over the next week checkout how your employees are feeling about their jobs and make a plan based on their input how to put mor joy and fun into the workplace. This effort would be appreciated and I promise will improve everyone’s “quality of worklife.

Click through to this insightful article on workplace satisfaction.

http://www.fastcompany.com/3047366/hit-the-ground-running/why-you-should-treat-your-employees-like-your-most-loyal-customers

 

 

Part I: Message for Leaders– Don’t Micro-manage employees

My view based on consulting with organizations for forty plus years—Problem of Micromanagement. Trying to get people to do an assignment or task your way is exhausting. Focusing on a sense sense of urgency takes effort and jeopardizes self-initiative, morale of workers, and quality service. Are people doing an assignment fast enough?  Are they doing it the way I want it done? Are they staying late to complete their task or just punching the clock? Is enough being done to create a more responsive and productive work place environment?

Micromanagement takes a lot of work and energy in the wrong direction. How about being a constructive boss who respects others opinions and ideas.  If you want things done right and goals reached involve others in the decision-making and make them feel important by sharing in the rewards of success–living wage, bonuses and profit sharing. By building an open and trusting relationship the owner and boss will empower employees. This people first approach will pay dividends in many subtle but powerful ways. This type of respectful approach will build loyalty and help create a team of employees that will in turn show respect to customers and support the organization imperatives of productivity and profitability.  Be careful dismissing this point too quickly — even if you would never micromanage, you could be creating the wrong incentives for people in your organization.

Seven Small Dose Learning Steps to support Personal Choices

Here is the neuroscience behind why most people fail to succeed in making personal changes.

Here are 7 proven ways to support effective Personal Growth and Change goals:

  1. Strong willpower  and grit are learned skills. You have to work on being mentally tough. Develop more “grit”. For example, working out, the smallest amount of weight is hard at first, but as you work on it and improve over time, that small weight that seemed hard will become a lot easier.
  2. Execute without making excuses for not doing the change activities.
  3. Focus on positive rewards and feedback instead of negatives
  4. Hold yourself accountable. Write it down. Track changes on daily basis.
  5. Take on a small dose change rather than a bold audacious or life changing goal. Use the Plus-One Method for change.
  6. Pick a doable and manageable smart goal
  7. It’s okay to stumble and screw up. Just get back-up and keep at it. Never give-up it builds your resilience.

Daily Quote and Reflecting: Coping with Losses and Transitions in Life.

Daily Quote: ” Chaos is the primal state of pure energy for every true new beginning…living during these turbulent times of rapid and unexpected change is one of the most difficult tasks a person will face in the 21st Century. In adapting to new realities, people need a map  to chart a course through chaos. William Bridges

It  may just mean doing a better job at whatever you’re doing or trying new things that are more fulfilling . There are men and women who make the world better just by being the kind of people they are –and that too is a strong commitment to living life “on purpose. They have the gift of kindness or courage or loyalty or integrity. It matters very little whether they’re behind the wheel of a truck or a country doctor or bringing up a family.

Interesting discussion about athletes on ESPN sports talk by Mike and Mike a few days ago–They talked about how professional players have an attitude that does not help them get through life transitions. For example, I am going to do this thing I love forever, I don’t need the help, I am bullet proof and  will play forever. These are false ideas and significant obstacles to dealing with reality when it hits and their career is over. They setup a difficult and sometimes painful situation for getting through life’s transitions.

Another difficult area in losses or transitions is whether the unfortunate event is an on time and off time loss–I am 65 and it is time to retire (on time) or I am 25-year-old soldier and I loss both of my legs or a rookie all-star football athlete who sustains a career ending injury, or you are 44 and get fired because of circumstances or incompetence…etc. If you want more information on how to handle these situations see the National Best selling book called  Transitions by William Bridges. This book discusses the many scenarios and struggles people confront when facing loses or in the need to start over in life because of tragedies or just circumstances.   Finding one’s way is difficult so we need support and education to cope with losses and find new opportunities for creating a stable life and new identity.

Let me summarize some of the questions that Bridges and others have raised that you might ask yourself  that you can face the many transitions life:

  1. Are you being honest with yourself about the situation or circumstances you are facing?
  2. What challenges does this life transition present? What is changing? What are up and downsides to this change?
  3. What will actually be different because of this challenging situation?
  4. What losses might I experience? How can I prepare or get out ahead of these possible changes?
  5. What strengths do I have and what are my weaknesses or voids that have been created by this loss?
  6. What does success look like once I have confronted and overcome this transition or loss?

One of the most tragic things I know about human nature is that all of us tend to put off living or don’t ask for help when we need it. We are all dreaming of some magical time over the horizon instead of enjoying the moment and using the time right in front of us to prepare for the expected or unexpected events that confront us all at some point in life.

The First Rule of Change: It’s Always Happening

The First Rule of Change: It’s Always Happening

“It is essential to follow your commitments 100% of the time—Do you have a clear and meaningful life compass.”  HBR May 22, 2012 Clay Christensen’s

As the world’s wisdom traditions teach and science is now verifying, our lives are in fact defined by constant change and ambiguity of constant change . Whether you’re looking to change a behavior, improve your health or other circumstances, or simply for a way to bring hope and resilience into your life as it is, The DRIVE 4 CHANGE MODEL will help you trust and coach yourself to discover your true strengths and motivations for personal development and change.

No Drive = No Change

DRIVE MODEL—Dealing with Motivation 4 Constant Change   

D = Development of “Life Purpose and Goals” through Self-awareness

R = Reality

I = Introduction of Solutions

V = Validate commitment for change and action plan for accomplishing desire results

E = Execute against plan and continuous improvement and change through feedback

The Glue for Successful Self-Coaching: Five phase T.R.U.S.T. Process

Emerson once said: “Trust men and they will be true to you; treat them greatly, and they will show themselves great”

Emerson was talking about how to learn to trust, connect with others and build loyalty. His point of view is that trust doesn’t start with the other person,but begins by looking in the mirror and deciding what it takes for you to trust others. Do you give trust away automatically until the person disappoints you or do you make others earn trust ?  Essentially, Emerson is talking about how to connect emotionally with others.

Since coaching goes nowhere fast if there is not a trust connection, I thought how could I tie the nebulous and sometimes vaporous concept of trust into a concrete and tangible process for coaching.  So for the last year I have noodling and experimenting with my coaching clients and now would like to share the “process with structure” TRUST framework with you. Here is the framework:

FIVE PHASE T.R.U.S.T. SELF COACHING PROCESS 

” Real friendships are built on selflessness, and selflessness is built on trust”. Wickism

1. Tell the Truth

2. Reality Check 

3. Understanding by Listening and Empathy

4. Solutions by Partnering

5. Together set Action Plan

Next blog I will explain in more detail the first step to the Self-Coaching process--Tell the Truth.

If you want the full model and tips for executing your Self-Coaching process sign up for Self-Coaching newsletter at http: thewick.wordpress.com/us

Thanks for your interest and support.

Life is not a Dress Rehearsal–Finding Purpose by Crafting and Living Your Mission Statement

Daily Quote: “Remember Life is a journey. And your mission statement is your mental map for living a life of meaning and on purpose.” MWH

Reflection: Over the years, it becomes apparent that living a life of Meaning and On Purpose is not an easy task because crafting and following a  Personal Mission takes commitment and flexibility. Like a bullet train, your circumstances change people come and go in your life, priorities shift and change is about the only thing we can count on in life. Certainty is not an attainable state for living a quality life.

Some goals will be achieved others need to be renewed and dreams need to  change. All of this is reality and is okay – because change means opportunity and self development possibilities. As you grow, transform, and reshuffle your goals and dreams, it is important to allow yourself the freedom to choose, expand and re-frame your mission statement. For now, if you have developed a mission statement and a clear purpose for living take time to celebrate because you are just 1% of humanity that has taken the time to provide direction for living their life. Well done. Tell your friends about your newly stated purpose in life. Go print your mission statement out and post it next to your mirror and computer, so you can refer back to it often.

The next step is learning how to live your mission. This can be difficult just like keeping resolutions or trying to change a personal habit. The process generally it takes focus, engagement and perseverance to stick with your values and mission in a chaotic and complex world. I am here to help and support your efforts.  Learn more about how Dr.Mark can help by joining up for the weekly Self-Coaching Community where you will be challenged with Self-Awareness exercises and tips on how to live a more meaningful life. When you join the community I will send a weekly challenge for growth and development and a Circle of Life newsletter containing ideas on to change or stay on trap with your new life plan. Send your e-mail to thewick.wordpress.com to receive more information. Get started today on a new and energizing path to living a better “quality of life.

Thanks for your interest. Coach Mark