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Tag Archives: Organizational culture

Empowering Your Workforce: Bringing Your Company Together through Thought Leadership

downloadBy: Mitchell Levy

Thought leadership is often viewed by marketers as a platform that is focused externally. But while thought leadership is an effective means of influencing customers, it’s also a very successful way of empowering employees.

Over the last decade, various organizations have shifted their policy towards encouraging employee empowerment. Studies have shown that organizations with empowered employees perform better than their competitors by up to 202%. Empowered employees are known to be more engaged, inspired and productive in their work. They are more likely to take initiative and are expected to last longer within the company.

Though thought leadership is a great tool for spreading your brand message, it can also be used as an effective means of empowering your staff from inside your organization.

How Thought Leadership Empowers Your Employees

Influence is the currency of thought leadership. That’s because an effective thought leader can have a profound effect on the people they influence. As a tool for change, influence has a longer lasting effect than simply giving out orders on the office floor or through e-mail. It can refocus your company and empower your entire workforce. Here are just a few of the ways thought leadership can empower your employees:

 Thought Leadership allows employees to see the bigger picture of the organization by sharing the company’s long term goals and long standing principles.
 Thought Leadership encourages employees to excel at their responsibilities, inspiring them to come up with solutions that allow them to go above and beyond their roles.
 Thought Leadership provides employees incentives outside of monetary gain. They understand the larger, more intangible goals of the organization: success, satisfaction and service.
 Thought Leadership allows employees to discover the importance of their roles in the organization. It allows them to see the worth in their actions and become proud of their accomplishments.

This is why thought leadership should help influence the organizational culture beyond one that is geared towards customers, but one also focused on staff and employees. The infusion of thought leadership into an organization’s culture can unite and empower the organization.

Empowerment through Influence

As mentioned earlier, influence is the currency of thought leadership. But to gain influence over your employees, it’s important to equip them with the right tools, skills, and responsibilities to make sure they perform to the best of their professional abilities.

On average, only 29% of employees are actively engaged in their work. While managers can increase salaries, improve benefits, and promote key staff, nothing takes the place of genuine leadership.

Thought leadership utilizes edu-training tools that empower your workforce by making them advocates of the organization. These internal initiatives provide insight and ideas that are of value to employees. They are activities and platforms that help inspire the staff and bring the organization together. Whether it’s through an internal social media platform, speaking, training or other forms of internal communication, these are all means of introducing a culture of empowerment into the organization.

Followers are the lifeblood of any thought leader, but followers can be found inside as well as outside of the organization. In truth, empowered employees are the most effective followers of all. They look to their leaders for more than just their next pay check. They look to them for inspiration and ideas.

About the Author: Mitchell Levy is the CEO and Thought Leader Architect at THiNKaha who has created and operated fifteen firms and partnerships since 1997. Today, he works with companies who are active in social media to leverage their IP and unlock the expertise of the employee base to drive more business. He is also an Amazon bestselling author with eighteen business books, including the recently released #Creating Thought Leaders tweet. Mr. Levy has provided strategic consulting to over 100 companies and has advised over 500 CEOs on critical business issues. Get a free copy of his latest ebook at http://mitchelllevy.com.

 

 

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Modernizing Your Human Resource Strategies to Fit the Digital Age

Whether it’s a small business or a large enterprise, a start-up or an established corporation, the influence a competent Human Resources Management team have on a business’ success should never be underestimated. After all, the people in this team have a hand in how new hires view the company and how old-hand employees feel about their employment. An effective HR team will be able to help promote and maintain a work environment that not only makes it conducive for employees to perform efficiently but also stimulates creativity and initiative.

It is essential that a member of a Human Resources team know and understand their established responsibilities and tasks. That’s a given. What experienced HR managers sometimes neglect, however, is the need for continued evolution in strategies and practices in order for the department to stay updated with the changing work force. You can’t expect to use the same coaching methods or recruitment processes from ten years – or even five years – ago and expect it to yield the same outstanding results now as it did then. Especially in today’s digital age, modernizing your strategies is a sure way of demonstrating growth and adaptability.

Here are some tips, tricks, and modern techniques you can employ to help boost your HR management skills.

In Employment and Recruitment

Utilize social media. It is a well-known idea that people in Human Resources are notoriously slow in making use of advances in technology. It’s about time you prove this idea wrong. Gen-Y prospective employees spend more time online and hanging out in social media websites than they do anywhere else. A more established online presence – and publicity for the company – is not the only reason to take advantage of social media in your recruitment processes, though. Prompting conversations and discussions online pertinent to your industry will also introduce you to people with brilliant ideas. People who might be a perfect fit for your company in the future. People from everywhere in the state or the country. You don’t need to post ads on Illinois newspapers or check out Louisiana human resources websites to find the perfect prospective hire. They’ll find you.

Be proactive; not reactive. When it comes to finding talent, waiting for applications is not exactly giving your business the best advantage. It doesn’t have to be a fresh face; the idea is to actively look for people that will fit the role rather than just posting a job ad and sorting through the willing. Taking note of special skills employees have will also help you in identifying the perfect fit should a position matched with the skill open up.

Hire for culture fit as well as skills. This is an often overlooked criterion in picking the perfect new employee. Most HR people will focus on skills and experience, education and background, and forget to pay attention to how exactly the applicant will fit in the current company culture. On top of the required skills and experience, you want someone who can adapt to the established culture within the organization. This will help the employee view the company in a more long-term light.

Training, Development, and Employee Relations

Motivate. That’s pretty general, but motivation is also relative to position, age, length of stay in the company, and the industry. Of course, no matter the mentioned factors, financial compensation is always a factor in motivating employees. That’s not the only thing an HR team should be focusing on, though. Generation Y workers are pretty vocal in their preference for a more dynamic workplace, transparent management, and non-financial benefits rather than just a high salary. In something as subjective and relative as this, it helps you to come up with better methods when you can measure the level of success. Try a motivational technique with one employee and see if there are results. It is then up to you to adjust based on the outcome.

Embrace technology. It doesn’t bite. A well planned and competently executed merging of high tech help with your HR duties will not only save money and time, but should serve as a perfect opportunity for you to say hi to the digital age. Use online payroll apps, software geared towards HR management, and even applicant tracking. Technology is not only for those in the IT industry. By making use of different software and apps, you’re not only making your job smoother but also lessening your carbon footprint – what with your reduced use of paper and other office supplies – while you’re at it.

Consistency is key. No matter what policy you enforce, it is essential that you not only be transparent about it, but consistent as well. You hold everybody responsible – including yourself and everybody in your department. Consistency in leadership promotes trust and is one of the reasons why employees stay.

Be open to changes. Words like flexible hours and telecommuting might be thrown around. It doesn’t mean these will be enforced, but it doesn’t hurt for you to be open to the possibilities. This just helps you adjust accordingly and be ready for when the company decides to go for the changes.

Cedric Loiselle is an experienced writer who enjoys imparting useful information to many readers. The topics he usually writes about include business and finance, home improvement, and health.

 

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