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Creating Teams That Build Each Other Up

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It has been a cliché for top execs to “create & sustain employee engagement.” They would normally push this responsibility to HR to deliver, like any given projects. What they fail to recognize is that they're all the more responsible in building the organizational culture they wanted to see. When you look at the practices inside some companies you would notice that they will only hire & retain people that are part of their “cliques” or those that would say “yes” every time.  While it’s helpful for some execs to have a team that doesn’t opposes your decisions, however, sometimes even if their allies are poor managers, they care less. How would you then create an engaged workforce when there’s no consistency in the organizational values emanating from decision makers?  In identifying talents for “high potential executives”, FAST COMPANY leaders’ criteria are: track record (37%); broad view of the org. (37%); empathetic (37%); ability to execute (26%); active l...
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Relationship Currency

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“I don’t need to go out of my way to build relationships, I just let my work speak for me.”  We think that our performance is enough to pay us dividends. Wrong! Establishing a strong personal & professional network will let us stay updated & gain access to info., resources & people we may not otherwise never have. Carla Harris in STRATEGIZE TO WIN, states that building relationships is more important than our performance on the job. Relationship currency can be acquired by ta king deliberate steps to share ideas & work with people on a project. We must intentionally reach out with frequency. Let’s take MARIA DAS GRACAS SILVA FOSTER, the CEO of Petrobras. In 1998 while working as a chemical engineer at Petrobas she met DILMA ROUSSEF, who'll later become the Pres. of Brazil. It’s through her professional ties with her that she held various critical positions, then on 2012, she was appointed to the board & became CEO of Petrobas. Set aside the scand...
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KNOWING THEIR STRENGTHS

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Each person possesses great potential that only needs to be unleashed. Organizations must be able to spot their strengths and nurture it to get the greatest return. Investing in growing these strengths is the best strategy. At the inception of their career it’s critical for them to know their strength as they sometimes have inaccurate perception of themselves. Do “strength evaluation” or “employee skills assessment” . Studies reveal that people are more productive if they know their strengths. People are more engaged if they receive feedback on how they can grow and where they fit into the organization’s vision. We need to create a culture that celebrates the utilization of strength of our people.  I find it interesting that at ZAPPOS, an online shoe company they were able integrate in their culture this idea. When a colleague notices that one goes above & beyond his work, or if his efforts was overlooked they can award bonuses to each other without management conse...
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