Creating Teams That Build Each Other Up


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 listener (26%). Empathy was given importance which refers to how they care for people & the ability to simultaneously achieve results & build relationships.
Would you hire someone that truly motivates people or a lone achiever that only care about himself?

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