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Gloria Masters Articles

Guest post by: Gloria Masters

Potential And Performance - Click To Read Article
When looking at potential and performance it seems that commonly, there is, a difference between what people can and do achieve. Although there are potentially many reasons for this, while this gap exists, the impact on teamwork, motivation, profit margins and the culture of a company is significant and needs to be addressed. When considering potential, the following questions highlight whether it is underperformance due to unrealised potential, rather than lack of ability, that you are seeing.

MANAGERS AND LEADERS – IS THERE A DIFFERENCE? - Click To Read Article
More and more New Zealand Companies seem to be providing learning and development programmes that focus on ‘Leadership training for Managers’. Is there a difference between being a leader and a manager – and if so how is this manifested?

RETENTION OF STAFF - Click To Read Article
Why is retention of staff such an issue these days? Surely staff are lucky enough to be employed in a full time job without you having to worry about whether or not you’re going to keep them? Retention of staff is an issue that should be ranked priority number one. Regardless of the current economy - we do not have enough skilled staff with the appropriate skill base to fill all the available jobs – and it’s not going to improve. Simply put, the workforce growth rate is declining. In the long run there will be more jobs than workers. The future will be that there is increased competition for fewer qualified workers, which will necessitate an enormous emphasis on the need to retain the workers we already have.

PERFORMANCE MANAGEMENT - Click To Read Article
Performance Management according to Wikipedia ‘ensures that goals are consistently being met in an effective and efficient manner’. So, as leaders of companies and organisations - how can we ensure this is done properly? Is there a way to resource team members, to ensure objectives are met for all concerned? What steps need to be taken to maximise the ‘buy in’ needed from both Team Leaders and Team Members?

SUCCESSFUL CHANGE MANAGEMENT - Click To Read Article
Many companies throughout New Zealand are increasingly puzzled as to why there is such resistance to change in the workplace. I believe the answer is the fear that the ‘thought of change’ evokes in people. Change in itself denotes the act or process of substitution, alteration or variation, thereby making something different. For most people this act of difference is threatening because it changes the status quo. Most of us like continuity, sameness and order because it is what we have come to expect. It asks nothing of us other than to be present. With change comes a threat, our perception of output and efficiency is suddenly being questioned and this creates fear.

Motivation - Click To Read Article
When considering instilling or lifting motivation in your workplace, I think it is important to recognise that there are many types widely used here in New Zealand. I do not believe that one size fits all, nor do I believe that there is a specific formula on the way to motivate people. However, the following outlines what I see most corporations and companies engaging in to varying degrees:

Building Confidence at Work - Click To Read Article
Should building confidence at work be your concern? Why should you invest in making people feel better about themselves? Surely it is up to the individual to deal with this in his or her own way? Unfortunately, you cannot afford to ignore this any longer, as what we are now discovering is that an individual’s lack of confidence and belief in themselves impacts on everyone around them, and ultimately the organisation as a whole. Lowered motivation, decreased productivity and fewer profit margins develop in direct proportion to lack of initiative taken by a Company in addressing this. Simply put lack of confidence is blocking motivation, attitude and ultimately performance in some workplaces here in NZ.

Mediocrity at Work - Click To Read Article
Mediocrity can be seen as the decision to produce an inferior to middling performance. Take a moment to reflect on your Company and notice what efforts are made regarding pride in performance and attitude to work in general. If you are noticing that your team seem happy to accept that: • Okay is good enough, or that • Some effort is better than none - or even that; • We’re okay as long as we break even You could be part of a growing number of companies and corporations who are experiencing the ‘Mediocre Phenomenon’.

‘Stop Selling – Start Helping’ (Quote by Zig Ziglar) - Click To Read Article
Although, you would all agree that every client should be given special treatment and unique customised service - in today’s economic climate it is becoming harder to achieve. Taking into account funding cuts, budgetary restraints and with job losses at a premium it is less likely that ‘added’ resources can go into top end ‘wooing’ of Clients. Other possible reasons for this include having higher targets to reach in less time, constant restructuring resulting in less staff, more pressure, less resources and so on. The bottom line is that although you can’t resource your client base the way you used to, there are some fundamental and easy ways for you to continue ‘looking after your clients’ that don’t cost you a cent.

Managing difficult people at work - Click To Read Article
Did you know that a typical Manager wastes up to 25% of her/his time dealing with misunderstandings, personality conflicts and controversy? Underpinning any major difficulty at work is usually a ‘people issue’ - whether it be stress, poor communication, low morale or poor productivity, all have their basis in the relationships of the people involved. This more than anything underpins the need to invest in team members and their ability to work well together. Behind a successful business are its people. Investing in them results in them giving of their best – a win/win for everyone. But what if day after day a particular team member is still really difficult to work with and you can see this affecting even the most placid of people in the office? There is hope! As a Manager there are some things you can do that will help:

TEAMBUILDING – IS IT REALLY JUST GAMES THAT YOU PLAY? - Click To Read Article
This article explores the most effective way of building and maintaining a Team so that every individual is intrinsically motivated to perform. It identifies the reason some Teams excel and why others fail, and gives some practical ideas on how to negotiate the weaknesses that can exist in any Team. The role of I - as in any individual within a team is also explored, as well as the importance of a team's vision - individually and collectively. Strategies on how to promote best workplace practice are promoted - building on the Team's collective belief system. The role of communication in teamwork is discussed as is the importance of assessing each individual's mindset when putting a Team together to complete a project or deadline. Simple ideas are built on to create successful and workable strategies for any Team Leader to implement.

Workplace Culture - Click To Read Article
Quite simply good workplace culture can be fostered by many things. But there are some that need to be top of mind when you are looking to either improve or establish yours. Naturally this needs to be implemented at the Board and Executive Team level initially to enhance a buy-in from all team members. What is significant is what you as the leadership team emanate regarding Company beliefs and traditions, as the team will naturally reflect that out in the marketplace. Another useful strategy for you to consider when building your workplace culture, is to recruit like-minded people who share the same vision you have for the company. By bringing people on board that are as passionate about what they do as you are, you ensure the creation of a strong culture right from the beginning of the Company's existence. To learn more read on.

Emotional Intelligence - Click To Read Article
This article explores the role Emotional Intelligence has in the workplace. Some of the main benefits include: - The ability to persist and stay motivated in the face of frustration - The ability to control impulses - The ability to control emotion - The ability to empathise with others Emotions, properly managed, can drive trust loyalty and commitment to create greater productivity gains, innovations and accomplishments within workplaces. Leaders worldwide are discovering, attention to emotions have been shown to save time, expand opportunities, and focus energy for better results.

Vision and Goal Setting - Click To Read Article
The “Vision and Goal Setting” article focuses on the value of establishing a vision in order to have a sense of direction and purpose in business. It also discusses ways of focusing clearly on goals and how to achieve them. Suitable for both Management level and individuals it encompasses discussion on how to activate the untapped power of our their minds as they think about a unique strategy to ensures success in their workplace. The article encourages the reader to clearly articulate their vision, define it in a specific and measurable way, and plan the key steps needed in order to achieve it. Both practical and highly motivating, this article creates a palpable excitement, enthusing people to take greater personal responsibility and ownership of projects as they achieve results quickly.

Effective Communication at Work - Click To Read Article
This article explores the role effective communication plays in the workplace. It encourages the reader to think about firstly what they emanate when communicating and secondly the impact they are having. Attention is given to the clues our body language gives off when we are feeling respected, valued and an important part of the workplace. Conversely it also examines how people can 'be left' feeling when communication is poorly conducted and undermining in nature. Ideas are then given for managing personal styles of communication in the workplace, as well as methods addressed for improving our own interactions with both internal and external clients. This is well worth reading if you are managing people or leading an organisation.

Attitude at Work - Click To Read Article
This article explores the role attitude plays in the workplace. It does not delineate between small operator owned businesses and large corporates, for the very reason that attitude exists in each one of us, and has a major impact on motivation, satisfaction and ultimately performance at work. Points to consider are how our personal attitude impacts on others, and how we can begin to grow this in our team members. Techniques are then given to support that. Impetus is also given to people whose negativity is playing havoc at work and impacting on other team member's. This article is worth reading if you are leading people, or simply if you want to feel happier in your place of work.

Personal Accountability - Click To Read Article
This Article explores the significance that personal accountability plays in the workplace. What becomes apparent to the reader are the people within their organisations who completely lack this skill and the repercussions of that. Conversely the benefits of those who excel at this skill is explored and identified. This is a must see for any leader of any team who wishes to see top performance within their workplace.

Referred by: http://www.irisbarrow.co.nz/



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