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Four Ways to Initiate Leadership Potential in Your People

1. See potential as more than black and white.
Everyone has the ability to lead and excel, labeling people as either having or not having potential is not productive. While not everyone may be destined for a specific role, most people have the capability to lead specific projects or expand their role in some way. Take time to think about what you’re actually working with, don’t label people.

2. Get more people involved.
It’s easy to rely on top performers to take the lead on everything. Managers often fail to realize that this causes your top performers to burn out. Involving more people in important projects will help you identify the potential of all of your employees. Skill recognition across your team is essential for designating tasks.

3. Value all forms of leadership.
Leadership can look very differently on certain individuals. Some leaders may have a laid back approach and therefore appear less assertive. It is important to respect and recognize different leadership styles that might be better suited for certain individuals.

4. Search for leadership styles that are different than your own.
Are you unconsciously looking for individuals with similar leadership styles to your own? Accepting and bringing in individuals with varying leadership styles will add diversity and value to your team. It is important to surround yourself with people who are different from you and respect that fact that your team requires minds that don’t always think alike.

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The Employee Experience & the Future of Work

Understanding and improving the employee experience is critical for companies operating in a highly competitive global economy. Providing an engaging experience will help companies succeed in attracting and retaining skilled employees. A strong employee experience also drives a strong customer experience.

The challenge of creating such an environment is not getting any easier. Productivity in the United States is rising by only about 1 percent annually, even as employees are working more hours. Research shows that the average vacation time taken is down to 16 days in 2016 from 20 in 2000, putting even more pressure on employees seeking a healthy work-life balance.
Companies need a new approach—one that builds on the foundation of culture and engagement to focus on the employee experience holistically, considering all the contributors to worker satisfaction, engagement, wellness, and alignment.
HR and business leaders face both the demand and the opportunity to rethink the roles, structure, tools, and strategy they use to design and deliver an integrated employee experience. Newer models tend to address a variety of issues: meaningful work, the purpose of the organization, employee talent development and growth, rewards and wellness, the work environment, fairness and inclusion, and authenticity among management and leadership.

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Working Together: Multi-generational Workforces

Workplaces today can potentially employ staff ranging in age from 18 to 80, which has implications for employers in terms of managing the needs and expectations of Baby Boomers, Generation X, Millennials and Generation Z. Generational differences are affecting the workplace and employers need to create a strategy to address this. We’re typically afraid of what we don’t know or understand and these generational differences are often misunderstood, leading to conflicts in the workplace. Communication is the primary leadership trait in dealing with workplaces involving various generations. It is difficult to communicate with someone unless you understand how that person receives information, which is often filtered through generational markers such as culture, economic status, social unrest, war technology shifts and more
In order to overcome these barriers you must demonstrate some degree of flexibility among different age groups who have different personal and professional goals, needs and aspirations. Make sure to create a workplace that is open and flexible encompassing differring ways of working and work attitudes. Managers must learn to use multiple communication channels when addressing their direct reports. This can include different meeting formats, style of personal communication and use of digital media. As various generations bring different expectations to the workplace, frequent feedback, evaluation, and encouragement will be increasingly important for managers to include as part of their daily work routines. Most importantly, companies must create a space for knowledge sharing. Let older and more experienced generations of employees act as mentors for the younger generations, while at the same time creating an environment where younger generations can inspire older workers with new, innovative, solutions and ways of working.

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Fake News in HR

The term #FakeNews has become commonplace in today’s vocabulary because of its use by the current US Administration. While some news is indeed false, some reports are leading people to make decisions that are not rooted in logic or reason. One such idea is that “Sitting at work is killing you” and more people should work standing up. It has been bandied around so much that most people simply accept it as a fact.

Nothing could be further from the truth. A recent Swedish Study found that more people are injured by standing for long periods of time than sitting. Injuries to the lower back, joint problems, varicose veins, pregnancy difficulties and other afflictions not to mention the doubling of heart disease are common. The lesson here is that everything should be fact-based. The old adage of taking everything with a grain of salt and moderation are wise approaches. Both standing and sitting should be combined as part of a healthy regimen while at work from #HireToretire.

E. Samadhin

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