Take Responsibility for Change
Take Responsibility for Change
Although it is easy to point a finger and blame a particular staff member, it is also a good idea to look at where you can take responsibility for how your staff behave and help to bring about changes.
The 5 tips below have been used repeatedly by management in organisations when working with their staff:
1. Be consistent - if your behaviour is erratic and unreliable then your staff will find it hard to take you seriously. When we demand or expect consistent, reliable, responsible behaviour from people who work for us, we need to set the example. Otherwise it creates feelings of resentment and reactive behaviour which is not conducive to a positive, efficient, working environment.
2. Follow through - if you say you're going to do something, DO IT! The biggest repetitive area this crops up in is PDRs (Professional/Performance Development Reviews). So many times the staff member finds the appointment for their PDR is put off for weeks at a time. Again, feelings of resentment and not being valued are typically reported when this happens.
3. Show respect - if you behave in a way that is respectful to people around you, including those who work for you, you'll find that they will behave similarly back to you. It is human nature to mimic behaviour and we tend to respond to others in a way that reflects how they are to us.
4. Listen to them - listening is a totally free and easy tool to show someone respect and interest. You may not agree with or act on what they say, that's OK. What IS very important is the act of paying attention, listening without interruption, without being distracted, and responding appropriately. People feel valued when they are listened to.
5. Recognise and acknowledge their thoughts, opinions and visions - this is the natural follow-on from the tip to listen to them. By giving them the time and opportunity to voice their thoughts, opinions and vision they feel respected, acknowledged and worthy. And you never know, sometimes your staff member may come up with a fantastic concept that is of huge value to your team, department or the whole organisation.
In conclusion, we are emotional beings and we respond positively when treated well and we react negatively when we feel devalued.
Knowing this you can apply any or all of the 5 tips above and you will find that your staff will respond to you better than ever before. Be a true leader and you will see that those who work for you have more to give than you ever imagined.
Take Responsibility for Change - To learn more about this author, visit Hani Al-Qasem's Website.
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If you manage or supervise others, both in the home as well as in the work environment, you may find the information in this article useful. Staff can often seem to let you down, behave in ways that appear to be inefficient, conflictual or disinterested, and this is an additional and unnecessary burden on top of all the other issues you face at work.
Although it is easy to point a finger and blame a particular staff member, it is also a good idea to look at where you can take responsibility for how your staff behave and help to bring about changes.
The 5 tips below have been used repeatedly by management in organisations when working with their staff:
1. Be consistent - if your behaviour is erratic and unreliable then your staff will find it hard to take you seriously. When we demand or expect consistent, reliable, responsible behaviour from people who work for us, we need to set the example. Otherwise it creates feelings of resentment and reactive behaviour which is not conducive to a positive, efficient, working environment.
2. Follow through - if you say you're going to do something, DO IT! The biggest repetitive area this crops up in is PDRs (Professional/Performance Development Reviews). So many times the staff member finds the appointment for their PDR is put off for weeks at a time. Again, feelings of resentment and not being valued are typically reported when this happens.
3. Show respect - if you behave in a way that is respectful to people around you, including those who work for you, you'll find that they will behave similarly back to you. It is human nature to mimic behaviour and we tend to respond to others in a way that reflects how they are to us.
4. Listen to them - listening is a totally free and easy tool to show someone respect and interest. You may not agree with or act on what they say, that's OK. What IS very important is the act of paying attention, listening without interruption, without being distracted, and responding appropriately. People feel valued when they are listened to.
5. Recognise and acknowledge their thoughts, opinions and visions - this is the natural follow-on from the tip to listen to them. By giving them the time and opportunity to voice their thoughts, opinions and vision they feel respected, acknowledged and worthy. And you never know, sometimes your staff member may come up with a fantastic concept that is of huge value to your team, department or the whole organisation.
In conclusion, we are emotional beings and we respond positively when treated well and we react negatively when we feel devalued.
Knowing this you can apply any or all of the 5 tips above and you will find that your staff will respond to you better than ever before. Be a true leader and you will see that those who work for you have more to give than you ever imagined.
Take Responsibility for Change - To learn more about this author, visit Hani Al-Qasem's Website.
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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