Ever wondered why some workplaces are buzzing with positivity, while others feel like a drag? The secret sauce is: HIGH-QUALITY CONVERSATIONS!
They’re the cornerstone of a thriving workplace culture!
Let’s dive into why workplace conversations matter and how you can create an environment that fosters better communication. 🌏🤝
Continue reading Discover the secret to a thriving workplace
The term “human resources” has been used to describe the people who work for an organisation for decades. However, in recent years, there has been a growing movement to replace the term with more human-centric language. Proponents argue that the term is outdated and does not accurately reflect the value and importance of employees. This article explores the case for retiring the term “human resources” and what actions HR professionals can take to facilitate the change.
One of the biggest challenges faced by #21CenturyLeaders, is receiving regular, honest, #feedback.
You can overcome this challenge by using the following technique.
When you are conducting your regular one on one #conversations with your direct reports or peers, consider saying the following:
“Like yourself, I’m eager to improve myself as a leader, and I want to be the best leader I can be for our organisation. Over time, I have learned that it is challenging to improve without feedback. No doubt I have a view about how I’m performing and behaving, but it is never quite the same as hearing other people’s perspectives on how I am doing.
In that context, I would appreciate it if you would be willing to provide me with specific regular feedback? By regular, I mean every month or so, while sometimes it would also be helpful if you gave me immediate feedback if you saw something that needed instant attention.”
Is this something you would be interested in helping me with?”
(Assuming they agree – which most people will)…
To help them be effective with their feedback to you, they will need clarity and structure. In this context, there are four questions I recommend you ask them to focus on.
Continue reading The no-fuss way for leaders to seek feedback
Anna is a confident senior leader with seven people reporting to her, and Jo, one of her direct reports, is a trusted colleague.
Last week, Jo asked Anna if they could have a chat about something “sensitive”. Anna agreed.
Here is their dialogue from the start of their meeting.
Anna: What sensitive issue would you like to discuss with me?
Jo: It’s about Jason. He has asked if I can share some feedback with you on his behalf, but he doesn’t feel comfortable telling you.
Anna: Why doesn’t Jason feel comfortable telling me whatever he wants you to say to me? As you know, I have an open-door policy, and anyone can give me feedback. I always tell everyone they can say to me whatever they like, and I will listen. I thought I had a good relationship with Jason, which is disappointing news. And he has been part of our team for nearly a year now. I can’t believe he can’t tell me what is wrong. What is it that he wants you to say to me?
Have you ever been in Anna, Jo or Jason’s position? All three are tricky, aren’t they?
Why, in 2022, do we continue to accept the terms “human resources”, “human capital” and “human assets”? The last time I checked, we are all human beings.
You may say, “They are only words and aren’t you getting a little too politically correct!” The fact is, words have meanings.
Continue reading Why do we continue to use the term, “human resources”?
Here’s a formula.
High-quality conversations lead to high-quality decisions, which lead to high quality actions and ultimately, high-quality results and performance. The reverse is also true. Low-quality conversations eventually lead to low-quality results.
Achieving high quality results and performance are worth the effort to learn how to conduct high-quality conversations.
The point of leverage in this model is high quality conversations. But what is a high quality conversation?
Continue reading High-Quality Workplace Conversations Matter