Leaders face a near perfect storm today. Making sales and profit goals are tougher in the “new normal’, employee disengagement is near epic levels and Gallup research cites nearly one in three payroll dollars are lost because of disengagement.

The savvy leader begins to sort and understand what is going on in the larger economy and their own organization. One of the biggest challenges is an epic rush of resumes. Recent survey data from the Wall Street Journal, November 2009 cited nearly 87% of employees are distracted by thoughts, daydreams or plans to leave the organization. The 87% looks like this…60% actively seeking other employment, 21% networking, and 6% updating resumes. Bottomline, organizations may be about to experience a massive round of “free agency employees.”

The challenge for leaders is to reach out and engage employees… inspiring a new age of honesty and engagement. And reach out to actively disengaged employees. Often disengaged employees are fearful and they no longer trust…trust has evaporated. The loss of trust is serious and there is a cause and effect. The organization may not have met their needs.

Here are 3 tips to purge the wrong attitudes for excuses, whining and negativity.

1. “It’s the economy”, words of the employee blaming the economy. Every organization faces a tough economy. An employee who substitutes excuses for results is not a team player. The response: Discuss expectations of no tolerance for excuses. When mistakes happen, as they certainly will, the correct response is a simple “I’m sorry” and the employees adjustments if any to be sure mistakes are minimized.

2. “If only we had….” The whiner’s theme. It’s ok to find gaps and soft spots in the organization. But it serves no one to put energies into whining without smart solutions. The response: Ask that the whining to stop. Reach out and ask what could be better, what is missing? Ask employees for their personal commitment to help.

3. “Negative Nancy’ this is the naysayer, the one who loves to rain on everyone’s parade. The Response: When Negative Nancy says we “can’t”…respond… “I understand why we haven’t…tell us how we can”.

Try this as a leader. Write down all the things going on in your organization which bug you. Keep writing until you have at least a list of 20. Throw out the ones which are numbers…like sales numbers, profit…those results are simply symptoms of people issues. You want to focus on the human element. After the list of 20 personality irritants..the human things…group into patterns…keep working until you’ve sorted into a list of 3.

You’ve begun to sort and clarity…all will help you focus on the most important blockers to your organizations success. Your purpose is to clarify the 3 big blockers…the things that bug you…what does it call you to do? You may be ready for expert help to go to the next step. The next step is hard work…but the payoff is huge.

We’ve tackled big issues and big challenges and have been involved in just about every important phase of business. http://lighthouse-leadership.com By the way, do you want to learn more about creating a powerful workplace culture? If so, download our brand new free ebook Three Elegant Strategies for Your Organizations Survival Elegant Courage Jodi lead the cultural turnaround which was core to financial recovery. Mike is innovative and persistently explores new ideas.

Author: Mike Krutza
Article Source: EzineArticles.com
Hybrid and Electric Cars

When:
Wednesday, February 24, 2010 from 5:30 PM – 10:00 PM (GMT)

Where:
The Guoman Tower Bridge Hotel
St Katharine’s Way,
London E1W 1LD
United Kingdom

The Business Scene and Economy are changing rapidly.
Corporates increasingly struggle to keep customers and staff engaged.
The Discussion will consider:

• What will the business environment look and behave like in the future?
• How can corporates and individuals grow and thrive in this brave new world?
• The Economy – Where do we go from here?
• Bonus Culture – Good, Banned or Evil?
• Interim Management and Part Time Workers – What’s next?
• The New Economy – Freeze, Flee or Fight?

The audience will also have a chance to ask their own questions on the night too.

“The global financial storm has produced a global shift in awareness, not only have the rules changed – future sustainable business will need to understand that there is a new value equation out there – value 2.0 if you wish – achieving great performance will depend on truly understanding how to deliver and support this value.” – Gary Sage February 2010

You should attend if you need to:

• Develop high-potential employees
• Grow future senior managers/leaders?
• Retain and engage key staff?
• Reduce costs yet maintain high value?
• Build critical business relationships?
• Understand where business and markets will be in 3-5 years?

Management is vitally important in a time of recession. Indeed, the recession is making the development of your business and your talented people more critical.  Staff turnover remains high in the UK, despite the contraction in the number of people out of work and the face of business is rapidly changing as the way we do business is evolving.

As part of your strategic business practice and also management, development and leadership programmes, naturally you will already be examining the ideas about ‘How to Get Great Performance’.

No doubt you have discovered, the rules have changed.  If this is the case, are you now ready to go to the next stages and learn about how to get great performance in a recession at both INTERMEDIATE and ADVANCED level?

You could have a happier, more cohesive, more effective leadership team to help you exploit and grow through the recession rather than be damaged by it.  Isn’t it worth a few hours of your time to find out how?

Thought Leaders:
Rainmaker – Gary Sage of SageHagan.
Gary Sage is a ‘Super Skiller’.  He is a gifted consultant and Communications Coach whose personal clients span the globe.  Gary has coached and conducted seminars and workshops on five continents to thousands of people and successfully taken his unique methodology into organisations from as diverse a background of; international banks to luxury goods manufacturers to multinational computer companies, to sole traders.

Rainmaker – Gordon Lovell-Read of Orgmentor.
Gordon is an experienced C-level executive with an outstanding track record of leading, and delivering, change in global companies. A recognised transformation expert and leadership guru, he can often be found engaged where individuals or organizations need to intercept, or outpace, significant market trends through fundamental shifts in strategy, thinking and behaviours. Having been involved in integrating over thirty corporate acquisitions, he is particularly well versed in the challenges and opportunities around cultural diversity and the building of shared service functions to drive out synergies.

Cost: Is to cover room hire as all profit will be going to the charity: ActionAid

All prices listed above exclude VAT.

Next step – book now: Places are limited so click the button now. Additional donations gratefully received.

Registered Charity No 274467

Hosted By:
Erudyte Ltd

Erudyte Ltd is proud to bring to our clients, Rainmakers who have had hands on experience as being leaders, delivered on their goals and now share a vision to create a better world.

Our Rainmakers are driven by a deep passion towards making a measurable, significant and permanent difference in the world and are therefore people who have all made things happen – people who have brought an edge of demonstrable value into an organisational environment.

They do this by imparting their knowledge through popular methods such as speaking, consulting, training and one to ones or a seamless programme working alongside existing training schedules, consulting processes or conference events.

Rainmakers will take you and your organisation
to the edge – beyond the boundaries!

Are you a leader? Would you consider yourself ambitious for yourself and your organisation? Of course you are!

Ambition is good. It drives us forward and stretches us so that take on new ideas and experiment. It makes us do things. It makes us grow as people and those benefits accrue to the company we work for.

But what happens to an organisation whose leader(s) lacks ambition? This can occur when the company makes enough profit to satisfy the earthly needs of the major shareholders or when the effort to play on a bigger stage is considered to be a step too far (i.e. too frightening). The status quo is a safe haven.

This all too common phenomenon can have some serious drawbacks for employees and the economy as a whole. Innovation suffers as great ideas are discussed and then discarded (as in “put it on the back burner for now”). The effect on staff moral is huge if they see this happening. Most people, if they are honest, want to work for a “go getter” company. It’s cool, it’s fun and it gives you great bragging rights to your friends. How many people want to talk about their work if they think they are in a deadbeat company?

So if you are ambitious and find yourself working for such a company what happens? You’d get demotivated pretty quickly wouldn’t you? What’s the point of suggesting new ideas when you know they’re never going to see the light of day? So you either put up with it (unlikely, unless all your earthly needs and more are met) or you look for new challenges elsewhere. And this is where the economy as a whole can suffer. We need innovation spread across the whole economy in lots of company and not grouped into a few. This increases competition which increases innovation which increase competition and so on. All the while the economy benefits as the amount of business being carried out in the market increase along with the confidence that this brings. If also leads to an increase in tax revenue to fund social programmes etc.

As we enter what is being talked of as one of the worst recessions ever, lack of ambition will hurt us all even more.

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