Well what a whirlwind the last few weeks has been!
All good, I hasten to add……but it has meant that it has been too long since I wrote an article for my journal. Following my own progression I thought I would share with you the approach I take to delivering success within the workplace. I hope you enjoy.
Gaining an insight into how we operate at our optimum is integral. To explore this, I completed a Myers-Briggs test. The questionnaire is designed to indicate psychological preferences in how people perceive the world around them and make decisions. It gives you an understanding that we all have specific preferences in the way we construe our experiences, and these preferences underlie our interests, needs, values, and motivation. By knowing this, it will mean you become more aware of identifying your own strengths and weaknesses within a working environment.
To compliment this, I ensure that I complete a 360 feedback questionnaire. This feedback is based on how I deliver in relation to the values of the business. Listening to others constructive comments about how you operate will lead to you recognising your areas of development
- Getting to know the Team
Making sure you understand the direction of the business and vision is imperative. I have found that by speaking to and listening to key stakeholders around me, it has meant I am able to deliver my goals effectively. Whether it is the overall vision set by the CEO, or the current priorities of a Head Office Function, it is important to understand key individual’s priorities and factor in how they will impact on your strategy.
Awareness of your external suppliers and how they can contribute to your results should not be overlooked. For you to deliver success 3rd party contribution is sometimes required.
Consider your team skillset. Do they have the resources to deliver your strategy? Listening and understanding what impacts on how an individual delivers their role leads to you being able to assess what changes may need to be implemented in order to drive success.
- Defining roles and responsibilities
The business will have a vision. This is the company’s road map, indicating what the company wants to become by setting a defined direction for the company’s growth. Knowing and understanding how each individual can contribute to reaching this, is vital.
Each member of a team needs to understand what their role is and how they need to perform in order to meet the expectation. Whether it is an individual who is physically completing the task, or the individual who decides how the task should be completed; a clear definition of their responsibility and skillset is necessary.
Everybody in the organisation has an impact on how the end result is delivered. Defining their role and responsibility leads to clarity and accountability.
It should be noted that even though the expectation maybe set you should always be open to review ways of working and methodology. Technology and development evolves and can impact on roles within an organisation. Structures need to be flexible and capable of change.
Feedback is a two way communication. Only by holding honest conversations, will it lead to clear and open communication at all levels and is the first step to improving performance, whether at an individual, team, management, leadership or organisational level. Needless to say it drives self-development and awareness.
People may not always want to hear the truth but for performance to improve, honest feedback is necessary. Remember feedback is a two way exercise. Always encourage to receive feedback from your team. Sometimes what you believe may be the correct process for delivering an outcome may in reality not be the best way. Other people’s inputs could significantly improve the process!
- Acknowledgement and Reward
As I have written in previous articles, (http://www.andy-stone.co.uk/employee-engagement/) you want an environment where people want to come to work; a place which is inclusive and where individuals are empowered to make decisions. A business which offers career progression and recognises individuals for their hard work. By creating this culture the team will strive to deliver success.
- Celebrating Success
Celebration is fun…….By celebrating success we reinforce the motivation that will carry us through to the next goal. It is important that an individual as well as an organisation celebrates success. Always ensure you take time to recognize the work and effort that was put into achieving a result. This does not always need to be a big success!
Recognising an individual or team and how their contribution to the overall success is important. A ‘well done’ or ‘thank you’ will go a long way. Celebrate behaviour as well as KPIs performance. Not everything is about the numbers!