Creating clarity is some of the true work of leadership in any organization. If the members of the organization are the least bit uncertain about the purpose, the primary focus, the organizational objective, or especially the behaviors expected in the organization then the organization will struggle.
In this segment from the weekly Small Business Samaritan Radio Program, Chris and Judi explore this concept with SBS founder, Phillip Saxton.
The Small Business Samaritan Radio Program can be heard weekly from 12p to 1p on Saturdays and 5p to 6p on Sundays on Wall Street Radio BIZ 1190 AM in Atlanta, Georgia.
Building Trust in the Workplace – Setting the Foundation
Building trust in the workplace is absolutely essential for effective teams. Without trust, people are left to second guess motives and typically assume the worst of situations and one another.
With a foundation of trust, mental energy is not wasted on all this drama. People can focus on the task. There are no hidden agendas, and people aren’t afraid to ask difficult question in meetings or hold each other accountable.
You have got to develop managers in order to build the business.
Many people know intellectually that they need to invest in their managers. Few actually do it.
This is a critical step for organizational leaders to realize. Management development goes beyond just learning the next level of processes and procedures on software, on the floor, or in the office. It needs to include training around how to build people, reinforce the key behaviors within the organization, and leadership skills.
So often the longest tenured or most technically adept employee is elevated to manager. Then everyone wonders what happened to what used to be an “A player”. Their people are threatening to quit and everyone, including you, is frustrated. Being able to do a task well does not mean you are able to lead and manage people well. You have to develop managers.
Chris and Judi visit with Phillip Saxton of Small Business Samaritans Radio on what you can do to prevent this in your organization.
Do you look forward to a good disagreement in work meetings? Do you actually dig for disagreement?
This week Chris and Judi talk about why great teams are able to have really good arguments and why it is actually necessary. They also explain the necessary components to healthy disagreements.
Effective Teams Essential #2 – Embrace Conflict
Effective teams know that some conflict is necessary to make sure all facts are considered and the organization is making the best choice. In order for conflict to be beneficial, team members must feel comfortable speaking up while at the same time having an appreciation for team members with different perspectives.
This week Chris and Judi talk about Effective Teams Essential #2 – Embracing Conflict.