If you look up the word leadership in the dictionary, you will find that it doesn't only refer to a person in charge of a group. The word leadership also refers to the acts of guidance, management, and direction.
Recently, McKinsey published an article about how leaders should act to become the best version of themselves. And we couldn't be more on the same page with what they had to say.
More than often, leaders are being perceived only for their management skills. However, even though the way they are conducting their business is vital for the organization, it is not the only part that counts. Having the correct mindset along with leadership competence is the correct combination.
Unfortunately, many people seem to forget to consider any psychological aspects of their teams. Instead, they just expect immediate actions. Actually, many executives live with a perception that there are too few capable people they can work with within their working team.
The reason for that stands in our human nature. We expect individuals to get at least the results we would if we were to handle the same task. And that is normal. However, due to this, many leaders continuously feel the need to make changes within their teams and approaches.
So, just as trying to make two pieces of paper stick together without any sort of glue, trying to change employees' behavior without changing the way their leader thinks will be to no avail as well.
But, let's talk from a leader's perspective for a second. One of the best ways to start molding your team is to think about yourself and isolate your strongest trait. Discover what part of your personality really makes you stand out and help your team grow in that direction. Show the people you work with who you really are. This will aid your team to follow in your footsteps and fill your shoes when needed.
Strong leaders express their feelings and opinions on every occasion. By doing the same, you will be able to forge trust and encourage your teammates to do the same. If you feel that an employee has done a good job, let them know immediately. On the other hand, don't be afraid to speak your mind when one of your aces makes an error. Signaling someone that they made a mistake doesn't turn you into a bully, nor would it make that person want to look for another job:Offer advice on the matter and don't threaten them with repercussions. We all make mistakes, including you.
Last but not least, don't forget that it is normal for team members to tend to mimic their leader's approach. So, our proposal is this: stop trying to change your employees and start with yourself, first and foremost. Make the change you want to see starting from ground zero, which is you, their leader.
Recently, we raised the alarm on the Great Resignation. We took the chance to discuss the matter and offered some tips on how to tackle the issue. Yet, this being such an important topic, we decided to extend the discussion.
The secret for a successful business is to actually manage to keep the employees within the company, not just bring them into the team.
Feedback is not a one-way road. You don't only ask for the employees' opinions and leave them hanging. You have to also be able to start a conversation based on these insights and act upon them.
Ask any team leader about the decisions they make when it comes to leading their employees, they will tell you that everything they do is to benefit the organization.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment.
Discussing an issue makes people feel more confident about finding a solution.
Each organization is unique, and its culture is cultivated in every single interaction between employees.
There is no such thing as private and professional happiness. There is just one universal happiness formed by multiple parts.
There's no secret that in order to have high-performing teams, all members need to be happy.
To be successful in business, you need more than talented people on your team.
As a general rule, people don't usually like showing off their vulnerabilities
Does happiness have to end when the workday begins?
We went looking for answers. This is what we discovered.
Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members.
Sadly, on average, people tend not to be very fond of their jobs. They see their work as a necessity but not as something enjoyable.
Management has no idea that their employees are unhappy and are ready to abort the ship
People have become more acutely aware that we need to have a digital way of working relating to HR.
Always follow up with your employees to understand their situations and problems that they might face.
Rather than focusing on engagement, concentrate on happiness.
Alexander talks about how Frank Digital works towards a happier work environment
Marija shares her story of using Hapkey at Ombori.
Hapkey's CEO, Marcus Castenfors, had the pleasure of interviewing Henrik Kniberg this week.
Hapkey's CEO Marcus Castenfors joined the podcast "Fika med oss" this week to talk about employee happiness and organizational change.