Susan Scott's Blog, page 82

Fierce Tip of the Week: Take the First Step

“You don’t have to see the whole staircase. Just take the first step.” – Martin Luther King, Jr.

Think of a goal that allures you this month. Oftentimes when we commit to something unknown, we do not know exactly where it will take us. Let’s be honest – that is the case most of the time.

The thing is: We all just need to take the first step. Go to the goal one step at a time – whether that step is a conversation, a task, or research.

One of the women on our marketing team, Chelsey Elliott, and I were talking about stretch goals last week. The thing about stretch goals is sometimes it can seem absolutely impossible to go farther than you are at the present moment.

That’s the point of the “stretch”…right?

This stretch applies to hitting an increased sales quota, taking on an overwhelming project, or even running a distance you have never run. Although the goals may be different – the front end of the process is the same. Break the goal down. Carve off tangible pieces.

Think about the opportunities this week. Then take the first step, whether it is in the office or outside.

What will you take the first step toward this week?

Fierce Resources: Start With Why

This week’s Fierce Resource comes from Ted.com and showcases Simon Sinek, the author of Start With Why. 

In How Great Leaders Inspire Action, Simon Sinek talks about the power of starting with why. It may seem like an obvious question to ask and, often, the question is overlooked. Posing the question - why? - can be seen as non-compliant or challenging the status quo. On the flip side, it can influence your team and organization to really dig in and explore what actually matters.

If you started asking the question why, what would you discover? Would asking change the way your organization operates? 

“The Golden Circle. Why, How, What. This little idea explains why some organizations and some leaders are able to inspire and others aren’t. Every single person on the planet knows what they do, some know how they do it. Whether it’s your differentiating value proposition, proprietary process, or usp. But very few know why they do what they do. And by why, I don’t mean to make a profit, that’s a result. Why does your organization exist?“

To watch the full TedTalk, click here. 

What Does it Mean to Show Up Authentically as Learners and Leaders?

As you prepare to go back to school, are you thinking about what you want to do differently? As educators we want to prepare our classrooms so the return to school is exciting and engaging.  We want THIS year to be THE year!

When I was a teacher I struggled with the pressure of getting through lessons due to all the objectives I had to meet. This happened even when I could see my students weren’t understanding the topics, nor were they engaged in learning.

At points, I had to pause, be real, and ask the students themselves, “What is going on? What can we do to have a better lesson, to better understand this?” Taking the time to address these concerns with my students created an authentic bond.

My students and I respected each other as learners and leaders and they felt empowered to share candid feedback and I shared mine.  Together, we moved forward, more engaged and with a mutual respect that we would have open conversations about learning in our classroom. We became a team.

Last month, I started a new journey as the Executive Director of Fierce in the Schools. Part of our mission at Fierce is to work with as many students as we can, to teach them the skills to have the conversations that are central to their success at school, at work, in relationships, and in life.

In our Field Guide, we have activities that have been created for educators to facilitate classroom conversations with their students.

One of our 7 Principles is: Come Out From Behind Yourself Into the Conversation and Make It Real.  What we know is that students hunger for authentic relationships- they can sniff unreal from a mile away. No matter how good your lesson or how amazing it’s content, it will rarely be experienced as relevant if the key ingredient-YOU-is missing from the equation.

As you plan for the school year, consider asking yourself -how can I build more authentic relationships in my classroom? THIS year is THE year- the year to be you and to allow your students to be them! 

Are you interested in learning more about fierce conversations in education?

Join us this morning from 8-9am PST for a Fierce in the Schools webinar: Leveraging Diverse Perspectives, register now.

Fierce Tip of the Week: Get Real

At Fierce, we do not have annual performance reviews. The goal is to have open, honest conversations, 365 days a year, with the people central to your success – set aside rank and title. Talking about performance is one of many conversations you should be having with your leaders and team.

In the vein of progress, one of the other conversations we have started to have with our fierce team members consists of self-evaluation, on a bi-annual basis, his or her meaning, and growth around each of the Fierce core values.

One of our Fierce values is Be Real.

We describe it like this: There is no faking it at Fierce. We present ourselves—our capabilities and our knowledge—exactly as we are. We don’t pretend to be anything we aren’t. We are transparent with each other and our clients, and we embrace what makes each of us unique.

We ask our employees how they are aligning with our value “be real”. What does this value mean to them? What does it look like?

So in the spirit of one of the Fierce values, this week’s tip is to get real. Are you having the conversations you need to have with the people central to your success?

If not, today is a good time to start.

Fierce Resources: Why You Need to Tie Performance to Leadership Development

This week’s Fierce Resource comes from TLNT.com and was written by Shawna Berthold.

Why You Need to Tie Performance to Leadership Development talks about the challenges of developing talent within your organization. In the 21st century workplace the practice of holding annual performance reviews are dwindling, so how do you keep track of top talent? Take a moment to reflect on the leadership development training that you have in place.

Does your organization offer training that inspires your potential leaders to become the next generation of great leadership? Do you have conversations with individuals to make sure they are on the right path?

“Learning should be tailored to the specific strengths and developmental needs of each individual. Instead of viewing training through the lens of providing employees with the skills they need for their current roles, it should be seen as a way to develop the workforce to meet the challenges of the future. And the best way to do this is to make the connection between performance management and leadership development.”

To read the full article, click here.

Corrective Leadership: How Should Managers Use Praise and Criticism to Improve Performance?

Fierce CEO, Halley Bock, was interviewed in this CFA Magazine article by Lori Pizzani. It was originally posted here.

Which would you rather hear from your boss: praise or criticism? Now ask yourself: Which has more impact on your job and career? Does criticism or a compliment resonate longer with you and teach you more?

The results of a survey of more than 2,500 employees from various companies around the globe found that 57% of participants preferred negative feedback from their bosses and 43% preferred positive feedback. For the purposes of the survey, negative feedback included suggestions for improvement, exploration of new and better ways to do things, and pointing out something that was done in a less-than-optimal way. Positive feedback included praise, reinforcement, and congratulatory comments.

Professional services firm Zenger Folkman in Salt Lake City released the results in February 2014. Why would employees prefer to hear negative comments from their manager? A significant number of respondents, 72% expected their performance to improve if they were given corrective feedback.

The perception that bosses are eager to point out what’s wrong is false. The survey found that giving negative or corrective feedback is something that most managers frequently avoid.

“People believe constructive criticism is essential to their career development, ” says Zenger Folkman CEO Jack Zenger. “They want to hear it from their leaders, but their leaders don’t feel comfortable offering it up.” Thus, he concludes, “The ability to give corrective feedback constructively is one of the critical keys to leadership.”

To read the full article, click here.

Fierce Tip of the Week: Hold Yourself Able

 

At Fierce, we believe that accountability is a bias towards action: an attitude, a personal, private, non-negotiable choice about how to live your life.

The reality is, as much as you may want to, you can’t hold someone accountable.

In Fierce Accountability , we talk about the difference between holding someone accountable and holding someone able. When you hold someone able, you choose to recognize the capacity of each person you are connecting with to achieve the goals you agreed upon.

Where can you take a more accountable position in your life? At work? On certain projects? With your partner? With your kids?

This week’s tip is to hold yourself able with your commitments. Trust and make the choices you need to make for the important relationships and objectives in your life right now.

You are the only one who can.

Fierce Resources: 7 Ways to Create a Happier Workforce

This week’s Fierce Resource comes from the HR Insights Blog on YourERC.com.

7 Ways to Create a Happier Workforce provides ideas on how to increase employee happiness that inevitably increases engagement and impacts the bottom line. One of the key ideas to attaining a healthy and happy mentality is knowing how to manage your workload and take care of your own personal self. When managers and leadership model a balanced approach to work and life, employees will see this and follow suit. How do you model your work-life balance?

“Research points to the fact that happier employees are more productive, creative, and committed (Lyubomirsky & King, “The Benefits of Frequent Positive Affect: Does Happiness Lead to Success?”). Additionally, some studies show that happier people tend to receive better performance evaluations and higher compensation. Happier employees are also more likely to stay at their organizations. In his book, The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work, Shawn Anchor finds that happiness among employees and organizations gives them a competitive advantage.”

To read the full article, click here.

5 Company Culture Hacks for a Happier Workforce

Fierce CEO, Halley Bock, was interviewed in this Inc.com article by Ilya Pozin. It was originally posted here.

What do chocolate, puppies, and a brisk walk have in common? These things can all make us happier throughout the day, and they can all be incorporated into your company culture to inspire a happier workforce.

Company culture is suddenly a business buzzword, but it shouldn’t be hard to see why. Recently, Gallup found 70 percent of American workers were disengaged on the job, costing the economy an estimated $550 billion in lost productivity. The average worker is only staying in a job for about 4.4 years before hopping to a better opportunity. Great company culture can keep people productive and help you retain your best employees.

So what do most top-notch company cultures have in common? Let’s call it the happiness factor.

Research has found happy employees work harder and are more productive than their less cheerful counterparts. In fact, recent research from the University of Warwick discovered happiness increases productivity by up to 12 percent.

This probably explains why the top employers usually enjoy more-robust bottom lines. In fact, a mere 1 percent rise in employee engagement at a single Best Buy store equalled $100,000 more in the store’s annual operating budget.

Happy workers are also more likely to stick around. Companies on Fortune’s list of the 100 Best Companies to Work For had increased retention, even in the high turnover field of tech. Among the best tech companies, the turnover rate was 5.9 percent, while the turnover rate for the industry at large was more than double at 14.4 percent.

It’s no coincidence that Pharrell Williams’ song “Happy” has become this spring’s anthem. The song is so remarkable to us that we at Pluto.TV dedicated a whole channel to 24/7 “Happy.”

If you’re also looking for some ways to bring out the smiles in your office, here are five happiness hacks to get you started:

1. Chocolate improves everything.

Is there anything chocolate can’t do? If there is, we haven’t encountered it yet. Researchers from the University of Warwick gave study participants a test. But before the test, they got a little something sweet. Participants who had chocolate beforehand actually did 10 to 12 percent better than their candy-free counterparts.

What does this mean for your company culture? Should you go out and buy a chocolate fountain? Maybe not, but it can’t hurt to have the sweet treat around the office. Workers like to snack during the day, and your team might need a sugary pick-me-up, especially as the afternoon grows longer. Providing a little chocolate in the break room for those with a sweet tooth is a quick and easy way to improve mood and, it turns out, productivity.

2. Get moving.

It’s time to think about your company’s employee wellness program. Healthy employees are happier, more likely to show up, and more likely to add positive value to your company. Companies from L.L. Bean to Johnson & Johnson have invested in wellness programs because they know employees who feel their best also put their best foot forward at work, not just on their morning jog.

Plus, the endorphins released during exercise can lead to an improved mood. Your wellness program could be as complicated as a large-scale, incentivized initiative or as simple as getting the team to take a yoga class or a long walk during lunch. Whatever you decide, make sure wellness and movement become important parts of your company cultures.

3. Bring Fido to work.

Could a pooch be your company’s best friend? Research has found employees are more productive, happier, and less stressed when they can bring their four-legged friends into the office. A 2010 study by Central Michigan University discovered just the presence of a dog in the office led to employees collaborating more effectively.

A pet-friendly office won’t be right for every organization, but you might want to consider the policy. After all, research from Virginia Commonwealth University School of Business found having animals in the workplace buffers stress and makes the job more satisfying. Pet lovers will be happier having Mr. Whiskers or Spot in the office, and taking pets for walks throughout the day can help keep your best people moving, combat stress, and return to their work refreshed.

  4. Provide feedback.

Your team craves feedback, yet much of corporate communication seems perilously broken. In a recent survey by Fierce, Inc., less than one-third of employees said their company would be willing to change practices based on employee feedback. When employees don’t feel heard, they don’t feel respected or happy in the workplace. When this happens, they begin to dream of greener pastures.

Improve your existing employee feedback program or implement one that actually listens to the ideas of your best people. Set up a quarterly or monthly meeting where the whole team can talk through smart suggestions, and be sure to recognize when the company has implemented an employee-suggested concept. This way, your team can see their contributions and feedback really do matter.

5. Give back.

Most employees want to work for a company they can be proud of, and this means giving back and doing good in the world. This is especially important for Millennial workers: Research by the Intelligence Group discovered 64 percent of Millennials say making the world a better place is a professional priority.

Your company needs to be more socially responsible and more in touch with your local community. You know the good feeling you get after you’ve done something great for another person? This is the kind of happiness with which you want to empower your team.

Get out in the local community and see how you can help, start a volunteer drive, or even offer volunteer days off. You don’t have to be a charity in order to make a difference, and your do-gooder employees will likely feel good as well.

Happy employees are more productive workers, so it’s time to make happiness a priority for your company culture. Using some of these outside-of-the-box methods, you can give your team a smile and give your company a productivity boost.

What do you think? How do you improve employee happiness? 

Fierce Tip of the Week: Find Your Happy Place

“Happiness is a journey, not a destination” by Souza is one of my favorite quotes. I love the sentiment, and yet, it can be so difficult to practice.

Being a part of the next best thing is a huge focus in American culture. Oftentimes when I talk with my friends from Greece, they truly don’t understand why some of their American friends never seem to enjoy what they have.

I am guilty of this at times. Are you?

It takes practice to pause and enjoy the steps along the way. It can feel counterproductive to stop, and if you feel that way, it probably means you need to.

Once we check one item off of a to-do list, another one appears. It is a never-ending cycle.

This week’s tip is to find your happy place in the journey. Take time each day to be grateful for the project you are working on, the coworkers you have, the place you live, etc.

Where will you put this into practice? What are you grateful for?