Time & Attendance
By Staff Report
Mar. 10, 2014
Dear Aiming to Please:
Your instincts are on point with wanting to introduce a leadership model throughout your organization. Whenever people work together as a unit, it strengthens their sense of ownership, morale and level of engagement.
In his 2001 book, “Leadership Theory and Practice,”Peter Northouse defines leadership as a process whereby one individual influences a group of individuals to achieve a common goal. To be an effective leader, managers must influence their employees in a positive way to reach the organization’s goals. When you become a leader, it is no longer about you. It is about helping others find success. Your success as a leader comes not from what you do, but from how your team performs. Growing the team to embrace a leadership model and have positive outcomes at the same time is nothing short of a win-win.
One of the first steps is to identify (through focus groups, department meetings and one-to-one meetings) the values, beliefs, vision and goals that are important to your employees. You need an organizational foundation upon which to build — it can’t simply come from the top. Employees at all levels of the organization need to identify what they need and want from their leaders. You are likely to uncover gaps, which isn’t a bad thing since it helps you get where you need to be. Don’t rush through this part — it is hard work and it takes time.
Once you understand the things that your employees value, you can begin to think about a leadership model. The model should be simple. You shouldn’t have to look at a sheet of paper, a laminated index card or a poster on the wall to know what the organization values and believes.
Truth be told, it isn’t about the leadership model itself, but about the individual pieces and parts that comprise the model. I use the example of a performance management system. Most people are concerned about the system, its capability and functionality. In reality, the greatest thing about a performance management system is the action that happens as a result of the system. As with a leadership model, it is simply the mechanism to make it happen.
To really make an impact, tie your leadership model to your goals and objectives as well as your performance management process. Reward those who actively demonstrate the organization’s vision and values.
Whatever model you subscribe to, it must have the ability to get people to want to change, to improve and to be led. A leadership model should involve assessing employee motivation, identifying their needs and then meeting them, and most important, valuing them. Employees want to feel like their contributions make a difference. Enabling them to own the process is crucial to successful implementation.
SOURCE: Margaret Walker, Principal at FutureSense Inc., Costa Mesa, California, Jan. 29, 2014
Come see what we’re building in the world of predictive employee scheduling, superior labor insights and next-gen employee apps. We’re on a mission to automate workforce management for hourly employees and bring productivity, optimization and engagement to the frontline.
Staffing ManagementManaging employee time-off requests: A guide for business owners
Summary Vacation, sick time, PTO banks, and unpaid leave are only a few forms of employee time off — Mo...
Staffing Management4 proven steps for tackling employee absenteeism
Summary Identifying the cause of employee absenteeism not only helps uncover deeper-rooted issues — Mor...
absence management, Employee scheduling software, predictive scheduling, shift bid, shift swapping
Staffing ManagementEmployee or contractor? 6 worker misclassification FAQs
Misclassification of employees as independent contractors led to overtime violations, according to a La...
compliance, Department of Labor, employee engagement, FLSA, HR technology, Worker misclassification