Building Team ‘Awesome’ – Where Are Your Strengths?

Focusing on building the right team to get the job done often makes us forget one thing … ‘change’ happens!

Focusing on building an ‘awesome’ team to deliver solutions to solve problems embraces the most important thing to remember … ‘change’ happens!

team

Introducing Team ‘Awesome’

  • Team ‘awesome’ is agile enough to be able to be responsive and proactive to change.
  • Team ‘awesome’ is able to recognise and resolve problems by making smart and informed decisions.
  • Team ‘awesome’ delivers relevant and real solutions for customers rather than delivering products and services to customers

How to Start to Build Team ‘Awesome’

Focusing on the behaviours you see, and the problems they present, instead of focusing on what strengths team members may have that are unseen, underutilized or untapped is where the secret to building and ‘awesome’ team lies.

Do you recognize any of these behaviours in your team?

The Procrastinator

Do you have team members who are indecisive and never seem to finish what they start?

  • Are these team members lacking confidence in the tasks they are expected to complete? If so, ask them why they feel this way and how you can help them to believe in themselves, particularly if the expectations in their role have changed.
  • Are these team members expected to complete tasks that they are under-skilled for?  Have you assessed your employee’s capacity and capability before having an expectation of them? If not, they may procrastinate to avoid being seen as incompetent.
  • Are these team members lost in the detail and cannot concentrate long enough to tick all the boxes to get the job done?  Find out if this person needs lots of information to commit or decide, and if so, how can you support this need?
  • Have you spent enough time explaining what you expect from these team members and the timeline you want them to complete tasks within?

The Antagonist

Do you have team members who create havoc and are sometimes a thorn in the side of other members of your team?

  • When this team member behaves this way are they aware of the impact on other team members?  Determine if this is a subconscious behaviour or one that is deliberate, and if so why?
  • Have these team members always behaved this way or has something changed that made their behaviour change, and if so why?
  • Are your antagonist team members bored and creating situations where they are the hero to challenge themselves?  How can you challenge them to refocus their attention?
  • What is the reward that these team members get by behaving this way?  How else can you reward them for other behaviours that are more appropriate, and in ways that will deliver higher productivity and is conducive to a healthy work culture?
  • Are other team members encouraging these behaviours by submitting or even enabling these team members?  Is being seen as having influence and authority the driver for these team members?

The People Pleaser

Nothing is too hard for these team members.  Give them any task and they will do their absolute best to see it through.

  • Are the team members that you identify as people pleasers capable of the tasks they attempt? How can you make these people feel that their contribution is valued while ensuring they are performing the tasks fit with their skill set and experience?
  • What are these team members looking for in your workplace?  Approval, a sense of belonging, popularity, or other drivers compel people pleasers to behave the way they do.  Identifying what the motivation is for the individual is key to ensuring that the potential of that employee is not lost in the effort and whether their behaviour may be more for personal gain than business productivity.
  • People pleasers often behave the way they do through fear and insecurity in the possibility of losing their role. By pleasing others they may feel that they will be liked and needed by the business, protecting them from their role being compromised.
  • If you channelled the energy that people pleasers spend on pleasing, into tasks that enable them to work to their strengths and give them a sense an opportunity to build a reputation on what they accomplish rather than what they do and say, what difference would that make to your business?

The ‘Accidental’ Leader

Have you got team members who have become accidental leaders? The role they are engaged in is not a leadership role but due to the team dynamics, they have had to stand up and take the lead, or maybe they were appointed into a leadership role but it is not their strength?

  • How can you identify who you natural leaders are, and when you do, how can you create an environment where they can lead, creating a more efficient and effective workplace?
  • Role misalignment can see accidental leaders thrust into an environment with an expectation that they are not engaged to perform.  How do you recognize natural leaders and appointed leaders who are misaligned?  When you do, how do you approach the dynamic of the workplace to take advantage of these leaders skills? Consider that working with these leaders strengths may alter or enhance culture with increased productivity and profitability.

The Quiet Achiever

The quiet achiever comes in, puts their head down and gets on with the task at hand.  Often this silent force pushes through workloads that others avoid, without complaint.

  • Is your visibility of the quiet achiever low?  Are you aware of what they have to offer, and if you are not what is your business missing out on?
  • Are your quiet achievers working to their capacity or just pushing through a workload?  Think about how you can start to introduce incentivization for these people to encourage them to challenge themselves and how you will do this.
  • Do your quiet achievers pick up the slack for other team members who may be taking advantage of their goodwill?  If you change how you measure the performance of your team and focus on their strengths to introduce key performance indicators, will this identify gaps in performance and open up opportunities?

The Whinger

Have you got team members who are never satisfied, never happy and always complaining no matter what you do for them?

  • People often whinge because whining about something is often easier than working to fix problems.  You need to discover why this behaviour keeps occurring to be able to establish a new purpose for these employees and to give them a reason why they would want to change their behaviour.
  • Is there a real reason for the whining that is being caused by the work environment that can be addressed rather than being dismissed?
  • Are their triggers that set off the whining, and if so what are that triggers, and what chain of reactions do these triggers put into motion?  Often taking the time to understand why people believe they need to behave a certain way is a great investment in discovering what motivates and what demotivates individuals and your team.

The Clock Watcher

The clock watcher’s timesheets are regimented and this is reflected in when they arrive at work and when they leave on time every day.  The clock watchers in your team may also be the ones who come in on time and then proceed to make their breakfast or socialize, procrastinating before they start work.

  • Why is your clock watcher disengaged? If they are bored and unhappy is it because their role does not challenge them, or are they only there to collect the weekly pay?
  • Clock watching is not only negative for the business but also impacts on the employee and the team collectively, with productivity suffering and everyone is affected. How can you help these employees to re-engage and take ownership of what they contribute?
  • Enriching the clock watchers job and time managing the activities may shine a light on their strengths and weaknesses, helping you support these employees and improve and enable their level of job satisfaction and value of the contribution they make to the business.

The ‘Big Picture’ Person

When it comes to getting things done it may be a challenge for the ‘big picture’ employee. They can see what needs to happen and inspire others to help them understand how this will happen but they may struggle to focus on making it happen.

  • The big picture person is important to encourage the team to work to achieve long-term goals and projects incrementally.  If you have a balance on your team with members who enjoy detail and process, these people will align well with the big picture person.  Who is on your team and is the mix right?
  • How can you embrace the vision of the big picture person to know where the business direction is going at an operational level? If you do this how will this make the employee feel, and what difference will that make to their level of engagement?
  • Often the big picture person is seen as a dreamer and not a doer. Finding the right vehicles for the big picture person to dream and deliver may help your business continue to gain momentum.  Is this important to help your business remain relevant and provide more insight for other employees?

The Manipulator

The manipulator is often the employee who feels that they have to position other team members by any means to make them look good.  This can be harmless or they can be very destructive.

  • If you have identified a manipulator the default is often to discipline them or spend time putting out fires they have started.  What if you looked at how they are manipulating to identify what they are trying to achieve by doing this?
  • If the manipulator is trying to make themselves look like a hero, how can you give them ownership of a task or project or offer them professional learning to teach them how to do this without creating collateral damage.
  • Often the manipulator’s behaviour is a cry for help.  They are feeling insecure or incompetent and this makes them fearful of their longevity and value to the business.  They often do not understand that they are being destructive or causing the behaviour that they do and may be horrified to think that this is what they are known for.  Showing the manipulator how to demonstrate value, how that is measured and rewarded is a learning process that can realign what once was a challenging employee into a champion employee.

The Follower

The follower just wants to be told what to do, how to do it and get on with doing it.

A follower can become stuck in a rut with little thought or attention to detail when they go through the motions to get the job done.  What if you changed some of the tasks or the ways they were to be done and supported this with training and guidance?

  • Often followers are motivated by basic safety needs and not by incentives and rewards.  Reframing their roles to expand what they do may challenge this. If you leverage the strengths and apply them to new job duties they may respond positively because they see themselves as team players. This will only work if they believe you are not trying to take them away from where they know they are capable. This process, if successful, reinforces their roles rather than changes them in their eyes.
  • How often do you see too many followers and inadequate leadership in teams?  When this happens you have a ‘pack mentality’ that is not conducive to productivity or profitability. If you identify the strengths of all your team members could this help you to change this dynamic?
  • Followers need guidelines or they operate by habit.  Is your business structured to facilitate this or do your team members just operate as they see best?

The Bully

These team members are your human resource nightmare.  This type of employee has the potential to create staff complaint or churn.

  • The typical reaction to a bully is negative and often this may just reinforce the bully to keep doing what they are doing. Likewise, calling them on that behaviour could also create a challenge.  Find out why this behaviour is happening in a non-confrontational way and you might find what pieces are missing that is causing this so you can remediate.
  • A bully often behaves this way because they feel inadequate and they are trying to compensate for what they are lacking.  Find out what is lacking and you may be on the way to defusing that behaviour,
  • Bullies often push to get their own way to validate how they think and how they behave.  Creating a collaborative work environment that is KPI’d on both individual and group efforts may help the bully to conform to achieve outcomes or be seen as the problem if they don’t.

The Innovator

Every team needs innovators to shift thinking from delivering services and products to delivering solutions.

  • Innovators are only an asset to a team when they are given the space and opportunity to discover and innovate.  How will you support this?
  • Innovators need to be measured to ensure that they focus on what the business needs to achieve.  How will you measure your innovators’ input and contribution to solutions and team performance?
  • Innovation can detract from the core business.  How can you structure your team aims and objectives to keep that focus while embracing innovation to remain relevant and competitive?

The Attention Seeker

Everyone likes attention but some employees seek it more than others.  These people can consume time and resource if left unchecked.

  • Why is your attention seekers attention seeking?  Are they looking for acknowledgement or recognition, and if so, why?
  • When you identify what the attention seeker’s motivation is you are able to understand what they need to perform effectively without feeling the need to find reassurance and reinforcement.
  • Rewarding autonomy and initiative may assist to reaffirm worth and value for the attention seeker.  This may work so long as that recognition is visible, and positions them as important in the team environment.

The Social Butterfly

Some employees see the workplace as a social environment.  Although it is good to create healthy relationships in the workplace balance is key.

  • What does the social butterfly want from the workplace?  Are they lonely, have low self-esteem or see their workmates as their friends first and foremost?  Workplaces can satisfy the need to belong, but it is important to nurture a culture where an employee feels they belong and are accepted, but are focussed on delivering what the business needs.  How will you elevate the social butterfly from someone who is perceived as someone who spends too much time around the water cooler, to one who is recognized as a productive and valued team member?
  • Harness the social butterflies talents!  Maybe they can run the social club or coordinate events?
  • Tightening the parameters around time management with performance measurement is another option, shining the light on what is really getting done.

The Reclusive

When an employee feels confronted or intimidated they may become reclusive and go within themselves.

Finding out why your team member is reclusive is the first step to understanding how to change that circumstance.

Being reclusive does not have to mean being unproductive, however, you need to be able to have transparency as to what these team members are actually doing.  If this assessment shows a strong work ethic it may not indicate any overarching challenges that exist but may indicate a person who prefers to work this way.

Respecting the reclusive team member is important, regardless of why they are reclusive, as this suggests that this is their natural default behaviour or by circumstance, they behave this way.  Tread carefully to encourage these team members to have a voice and you may learn a lot from what they have to say.

The Imposter

These team members often get promoted or secure a role without really having the qualifications or experience to perform in that role.

  • Imposters spend their time trying not to get found out.  Symptoms of this are poor performance, delegation and micromanagement.  Treating those symptoms may mean professional learning and mentoring or realignment of their roles. Be careful not to treat only the symptoms.  Focus on true change management.
  • The longer an imposter goes unchecked the more they are likely to impact the productivity of the team performance.  Regular team health checks are important.
  • An imposter will have more impact the higher their level of responsibility.  When you look at your team do you see an imposter impeding decision making and actions?  If so, how will you address this?

Team ‘awesome’ is a work in progress!

Profiling your people and making them feel supported as you go through this process will build trust and confidence and allay fears.

This is not about changing the job description but rather changing the job design. Emphasise and measure the strength and offset the impact of weaknesses by enabling other team members who demonstrate that those weaknesses are their strengths to align the team dynamic to compliment.

 

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5 step game changer that will make you a sales superstar

How would you like to learn how to become a sales superstar?

  • Do you want to learn how to stay ahead of your competitors?
  • Are you tired of chasing leads that don’t eventuate?
  • Do you want to better understand who your customers are and what they want?
  • Would you like to understand how you could sell your products or services differently to get much better results?

COMING SOON in January 2017            

  Register your interest in our FREE Webinar

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Originally posted 2016-12-07 15:00:00.

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Beat Your Sales Budget in 3 Easy Steps

Achieving your sales budget is critical to the performance of your business but it is often a pressure cooker of wishful thinking and expectation based on projection and perception. This is acutely felt on the front line with your sales people who you depend on to achieve your set sales budget.

Given this the sales person should be one of the most supported members of your team.  Unfortunately they are often not.

A couple of questions that should be asked by the business:-

  • Are the sales people that we have on our team the right ones to take the field?
  • Do they have what it takes to win the game?
  • Are they well aligned with the business?
  • Do they know how to bat (sell) for the team?
  • Do they know how to  hit home runs to bring that winning performance to the workplace?

What makes a great salesperson?

Passion fohar what they do

Sales is not a natural process for many even if they purport to be a salesperson.  It is important that sales people are aligned to what is expected of them.  An employee that is asked to meet a sales budget but is not able to close a sale is going to fail and become a legacy for the business.

#Sales Success Tip:  Recruit wisely! Look at how the sales person will respond to a sales environment and how they think on their feet when faced with overcoming objections.

Belief in what they sell

The last thing you wapost-it-note-for-sale-1240322-1278x916nt to see is a salesperson who is selling your products or services from a script and not believing in the value they have to offer.  Your customers will see right through your sales people if they do not believe that what they are selling has a benefit or value to them that is being communicated clearly.

#Sales Success Tip:  Ask your sales person to tell you why they believe your products or services deliver benefit or value.

Desire to take ownership of what they are selling

keys-1306991-639x829Give your sales person the opportunity to demonstrate that they understand what the product or service can do for the customers.  A true salesperson will want to become an expert on the subject matter and will deliver an elevator pitch that illustrates this in a short period of time.

This gives the sales person confidence and credibility to communicate efficiently and with effect to attract and convert customers.

 

#Sales Success Tip:  Give your sales person the sales tools to take ownership of what they are selling. If they don’t embrace this opportunity this is an indication that they may not be the right fit or may need further training

What makes an organised salesperson?

Strategy to plan and execute the sales life cycle

chess-by-candlelight-2-1312386-1280x960An organised sales person or sales manager will ensure they have an operational sales strategy with milestones to measure and report progress aligned to the sales budget.

Without a sales strategy the sales efforts are reactive and not proactive meaning poor use of time and other resources,

#Sales Success Tip:  A strategic approach to sales takes the guess work out of the life cycle.  It establishes expectation and incremental progression that delivers indicative reporting.  This increases visibility and transparency of a sales person’s performance.

Access to quantified and qualified sales data

brain-in-hand-1312350-1279x849

A comprehensive sales strategy should have data as its fuel!  Quantified and qualified data will accelerate the lead generation and the sales conversion processes.  Take care to view data with a lean and agile approach. Qualified data will always have an assumptive element.  Look at trends and insights to gain sales intelligence.

#Sales Success Tip:  Data when quantified and qualified will shape sales and influence decision making to justify resource to budget ratios.

Setting goals

Basic RGBSuccessful sales people set goals for themselves.  This enables them to feel that each step they make towards converting and retaining customers is noted and celebrated.  The sales journey can be long and arduous depending on what the sales objective is.  Smart goals help define the journey and help the sales person keep their eye on the prize.

#Sales Success Tip:  Smart goals help sales people break down the process and keep focus.  Understanding what those smart goals look like and how to measure them is an advantageous sales tool. 

Time management

world-time-1-1586162-1279x1637Time is an often misused resource by the sales person trying to get to budget.  The consummate professional sales person is disciplined in their time management. They invest their time before spending it by gaining insights into who their customers are, benchmarking how they should position themselves and understanding what best practice sales approach is.  This helps them to position what they are selling, where they are selling, why they are selling and to whom they are selling.

 

#Sales Success Tip:  It is really easy to be a reactive sales person by default. Proactive sales positioning gives a salesperson control of the sales process.

What makes a successful salesperson?

Relationships

paper-people-1316581-1279x920The connection that a great sales person makes with their customers is measured first and foremost by the feedback and referrals that result from that relationship before it is measured by budget performance.  The investment in robust and transparent relationships builds a foundation that will bring financial reward that is sustainable and scalable.

#Sales Success Tip: Customers want to trust and respect a sales person. When they see genuine interest, empathy and a desire to listen to what their needs and wants they open the sales window.  The investment in nurturing the customer relationship by the sales person establishes the success of the customer interaction and anchors their value to the business. 

Communication

listening-to-some-music-1199808-1280x960Are you listening to what your customers are saying?  If so where are they communicating with you and how are they wanting to communicate?  The answers to these questions will help you answer another question. What do my customers want to know?  Too much communication or the wrong communication can be detrimental to engaging successfully with your customers.

#Sales Success Tip: Sales people like to talk. Lets not pretend they don’t.  The challenge is to listen. Only when they listen successfully to what is said, what insights are telling you and what trends or challenges are defining in the marketplace can you start to tell a story that will resonate with your customers.

Take the politics out of sales budgeting.

wooden-dictator-1246248-1280x960Don’t make sales all about the people or leave room for agendas in sales teams.  Team budgets can lead to individual sandbagging and budget negotiations that may be detrimental to revenue performance.  A true sales superstar will be motivated by sales performance to budget when it is clearly defined.  A team bonus is successful when it does not impede the individual’s performance being recognized.

#Sales Success Tip: Team work is important but not when it breeds sales cannibalism.  Structure sales bonus’ and incentives to recognize the individual and the team as a second tier bonus.

 

 

 

 

 

 

 

 

 

Originally posted 2016-11-29 18:27:35.

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10 Sales Productivity Hacks to Attract, Convert and Retain Customers

Attracting, converting and retaining customers is the goal but hacking the process you use to make that happen will only increase your productivity from start to finish.

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10 Sales Productivity Hacks

1/  Identify who your ‘real’ customers are

What do they want you to deliver for them?  Don’t guess.  Invest the time and resource to find this out.

How you spend your time by identifying who your customers  really are. This will help you to retain and grow your customer base.

Each year, you are likely to lose 14% of your business’ customers. Source: Businessbrief.com

productivity

 

2/  Take a good look at what products or services you offer.

Would they appeal to a different customer or industry if they were presented in a different context.  If so, create the story and run a couple of key case studies to validate.

3/ Set mini goals that will lead to a successful conversion.

Aim to kick over those mini goals one by one. Make sure you celebrate each time you do this.  This approach can be communicated well in any good CRM and helps you to see that you are making progress towards your end goal.

90 percent of leads are never closed. What can you do about this?Source: WebPower

4/ Invest in sales onboarding and ongoing training!

What your sales people learn in the first couple of weeks will establish them will get them started but a lot of what they are told in that initial period will be lost due to information overload. It is important that you keep supporting your sales team with interactive training.

 44% of salespeople have an 80% probability they won’t close the sale. Source: Hubspot

5/  Make sure that when you recruit your sales people are well aligned.

Ask yourself are they able to perform the role that you are appointing them to perform?

The process of onboarding an employee is an investment and a costly one if not done effectively.

92% of sales people give up after four “no’s”, and only 8% cent of sales people ask for the order a fifth time.

When you consider that 80% of prospects say “no” four times before they say “yes”, the inference is that 8% of sales people are getting 80% of the sales.

Source: Marketing Donut

6/ Invest in helping your customers to engage and own the solutions you are selling them and reap the rewards.

Increasing customer retention rates by 5% increases profits by 25-95% Source: Bain & Company

7/ Ask your customers for referrals.

You will be surprised how many would be happy to support you if the service you are providing is meeting their needs and wants.

91% of customers say they’d give referrals. Only 11% of salespeople ask for referrals. Source: Dale Carnegie

8/ Social Selling when used strategically builds relationships and establishes trust and transparency

Sales reps who leverage social media in their sales process are 79% more likely to attain their quota.

Source: Aberdeen

9/ Leverage qualified data to inform and give you insights into your customer’s behaviour and journeys.

This lets you deliver a more intuitive experience that will lead to a higher level of conversion.

McKinsey analysis of more than 250 engagements over five years has revealed that companies that put data at the center of the marketing and sales decisions improve their marketing return on investment (MROI) by 15 – 20 percent.

10/ Have a sales strategy!

Silly as it sounds a lot of businesses have the team and tools but practice opportunistic and reactive sales practices.

Originally posted 2016-11-28 12:53:49.

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Tame the ‘sales’ lion to remain relevant

tame the sales lionThe business’ expectation to meet and exceed budgets is nothing new.  What is new is the amount of choice business can now access to attract, retain and convert sales.  The challenge for business is to tame the ‘sales’ lion by identifying where to focus sales and marketing resource to optimize sales conversion. This is the only way your business can regain and retain the mantle of  ‘king of the business sales jungle’.

 

The ‘sales’ roar can be appeased by taking the time to plan a sales strategy for the ‘pride’ to follow. The ‘sales’ herd needs to know who to ‘hunt’ (customers) and what their ‘prey’ like to consume (products/services) and where they like to graze (channels and platforms)

5 Training Exercises to Tame Your Business ‘Sales’ Lion

1/ Understanding who your customers really are.

It is surprising how many businesses believe they know who their customers are but have done little to understand how their customers think and act.  The shift in customer loyalty and behaviour means that who your customers used to be often is not who they are now.

2/ Identifying if what you sell can be sold differently to open up new streams of revenue for your business.

It is not uncommon for businesses to default and sell the way they always have. This is because they have been successful selling this way so there has not been an urgency to change.  With disruption inevitable in all industries, taking steps to disrupt yourself through sales innovation and how you frame sales and distribution of your products and services is crucial to remain relevant and current.  This process will undoubtedly identify new customers that you may not be aware of so it is a win-win process.

3/ Recognize that you cannot do it on your own.

Collaboration with likeminded or complimentary business models can help you grow your business and your brand recognition and reputation. The competitive business model has evolved and collaboration with businesses that will mutually benefit by collaborating creates opportunity in itself.  Remember this may not even be businesses that operate within your industry.

4/ Aligning your employees to the right roles

Expecting all employees to be ambassadors for your brand and act as defacto sales people is unrealistic. Even dedicated sales team members need ongoing support and training to help them to continually align and adjust their sales approach with what your customers want. Being assumptive and ambiguous in your approach is fraught with danger, given the speed of change.

5/ Reward and recognize

The value proposition for the engaged sales person is not as simple as it used to be.  Financial reward for performance is still important but change in behaviour in customers is now also happening in the sales team.  Astute sales people look for recognition, equity, kudos, promotion and other measurements of achievement. Expecting your sales team to perform and punishing lack of performance will demotivate a true performer as they, more often than not, have a need to achieve to be self-fulfilled in their sales role as it is in their DNA if they are a true ‘hunter’.

Turn your ‘sales’ lion into a ‘sales’ pussy cat.

If you do not disrupt your business and become innovative and agile in your sales approach you risk losing market share or worse still losing your competitive edge.  Your sales people will ‘purr‘ when they feel they have more control of the sales process they are expected to execute with knowledge and a value offering that has substance.

This means:-

  • knowing who their customers are and what new customers look like
  • having a product/service offering that has broad appeal, access and application to communicate.
  • being able to tap into a sales network that is solution driven and strengthens brand awareness and reputation.

This drives value- driven conversations and encourages sales people to be confident in what they are selling which gives customers a reason to engage and interact.

If your want to explore the possibilities and learn more…..

 

 

 

Originally posted 2016-11-21 08:35:23.

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6 Indicators of Business Culture Shock

What are the clear indicators that your business is suffering from ‘culture shock’?

Change is constant and disruption inevitable in today’s business climate. You really should’t be surprised that, with the pace of change, it is almost certain that the employees in your business are more than likely to be suffering from some form of ‘culture shock’.

If you understand what the indicators of ‘culture shock’ are then you are better able to align your employees and give them the tools and skills they will need to engage and embrace change and innovation

indicators

6 Indicators Your Business is Suffering from Culture Shock

1/ Denial

Behaviours may include:-

  • Making excuses rather than embracing solutions to avoid change and doing things differently.  This is also commonly seen as ’employees choosing to believe that change comes and goes and will pass if you choose not to acknowledge it’
  • Avoiding discussing changes that may effect the status quo of their role or the business’ operations.
2/ Fear

Behaviours may include:-

  • Too busy doing the job to have time to consider other options that may be better for the business.
  • Employing or surrounding themselves with people like themselves to avoid confrontation and change in the way things are done.
3/ Ignorance

Behaviours may include:-

  • Default activity is always toward traditional process with no interest in new ways of doing things.
  • Lack of interest and engagement in educational and training activities that are offered or may be an opportunity for them to upskill.
4/ Defiance

Behaviours may include:-

  1. Opening disagreeing or questioning the validity of suggested initiatives because challenging an initiative suggests that the employee may stall or delay change.
  2. “This is the way we have always done business” is their ‘catch cry’ and they don’t want to be convinced that this should be changed. This can be due to either fear or denial.
5/ Acceptance

Behaviours may include:-

  • Compliant but passive in the implementation of change management initiatives.
  • Saying ‘yes’ without understanding why a task should be performed just because it is easier to agree.
  • The motivation for their behaviour is always to first and foremost protect their jobs as their top priority.
  • Believing that they can’t change or have any control of what is happening around them.
6/ Control

Behaviours may include:-

  • Talking with authority and knowledge on subject matter where they have not had any expertise.
  • Unwillingness to collaborate with others to make change happen.
  • Creating silos or teams that are isolated from the core business because they believe what they are doing is the right way to do things.

Developing your employees is always more important than developing your technology.  That is simply because the technology alone cannot transform your business.

Your employees will not engage because you train them to do a task.  Your employees will engage when they understand, embrace, take ownership and engage in the process of change.

You must first ask yourself how digitally mature are your employees?

What are their credentials to enable them to be capable to perform the tasks and roles that you are expecting them to?

Technology is the toolkit. It is your people who are the facilitators of  your business’ change and innovation.  Take the time to get to know what your employee’s digital capabilities and readiness is.

 

 

Originally posted 2016-05-07 11:25:09.

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Ink Dots Art

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Aliquam bibendum, libero eu rutrum feugiat, urna orci porta magna, id scelerisque neque nunc sit amet felis. Donec pellentesque tempus mauris, et feugiat magna pellentesque quis. Mauris in ultricies arcu. Vestibulum dolor ipsum, pretium et mollis sed, sollicitudin ac mi.

Aliquam euismod erat in nunc suscipit auctor. Sed malesuada ante eu libero molestie ultrices. Duis varius mattis imperdiet. Nunc egestas, leo vel ultricies euismod, dui enim viverra est, ut pharetra quam justo et magna. Sed aliquam, libero pharetra venenatis posuere, justo mi feugiat leo, ut aliquet orci metus in nulla. Mauris mollis elementum fermentum. Donec id felis vitae arcu accumsan consequat.

Praesent nibh urna, viverra vel volutpat vel, mollis eu magna. Praesent libero magna, volutpat vel ultrices malesuada, rutrum vel elit. In luctus mi id magna tincidunt aliquet. Sed eu tortor nisl, eu viverra mauris. Cras pellentesque ultricies volutpat.

Originally posted 2014-04-06 13:29:39.

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Standard Image Post

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Aliquam bibendum, libero eu rutrum feugiat, urna orci porta magna, id scelerisque neque nunc sit amet felis. Donec pellentesque tempus mauris, et feugiat magna pellentesque quis. Mauris in ultricies arcu. Vestibulum dolor ipsum, pretium et mollis sed, sollicitudin ac mi. Aliquam euismod erat in nunc suscipit auctor. Sed malesuada ante eu libero molestie ultrices. Duis varius mattis imperdiet. Nunc egestas, leo vel ultricies euismod, dui enim viverra est, ut pharetra quam justo et magna. Sed aliquam, libero pharetra venenatis posuere, justo mi feugiat leo, ut aliquet orci metus in nulla. Mauris mollis elementum fermentum. Donec id felis vitae arcu accumsan consequat. Praesent nibh urna, viverra vel volutpat vel, mollis eu magna. Praesent libero magna, volutpat vel ultrices malesuada, rutrum vel elit. In luctus mi id magna tincidunt aliquet. Sed eu tortor nisl, eu viverra mauris. Cras pellentesque ultricies volutpat.

Nulla a elit ut lorem venenatis sagittis laoreet in quam. Etiam semper adipiscing ullamcorper. Maecenas vel nulla nulla, sit amet laoreet diam. Aliquam accumsan laoreet posuere. Phasellus cursus, ante et lacinia faucibus, dolor ipsum ultrices lacus, sit amet facilisis dolor est bibendum metus. [highlight style=”alt”]This is highlight shortcode in action[/highlight]. Curabitur in ultricies urna. Praesent dolor justo, pulvinar eu tristique eget, ornare sed dui. Fusce imperdiet ipsum et enim sollicitudin eget dignissim ligula interdum. Phasellus bibendum, urna id ornare gravida, lorem ipsum commodo ipsum, in congue ante orci et velit.

Duis varius mattis imperdiet. Nunc egestas, leo vel ultricies euismod, dui enim viverra est, ut pharetra quam justo et magna. Sed aliquam, libero pharetra venenatis posuere, justo mi feugiat leo, ut aliquet orci metus in nulla. Mauris mollis elementum fermentum. Donec id felis vitae arcu accumsan consequat. Praesent nibh urna, viverra vel volutpat vel, mollis eu magna.

This is dropcap shortcode in action. There are 4 different dropcaps. Check them out in Shortcodes section. Vestibulum ornare lacinia blandit. Donec ac dolor risus, sit amet congue felis. Aliquam molestie mi sit amet risus laoreet in varius eros blandit. Donec sed nisi quis erat porta suscipit sed id quam. Maecenas sodales arcu est. Ut at nibh velit. Aenean tristique mauris vel eros aliquam sollicitudin. Cras tempus iaculis nisl nec adipiscing. Integer lobortis orci vitae massa auctor nec sagittis dolor condimentum.

Everything is extremely customizable. Easily change every element on the page.
That’s why Highend is so powerful. Flexibility & Power.

Originally posted 2014-03-31 23:59:49.

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Gallery Post

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Aliquam bibendum, libero eu rutrum feugiat, urna orci porta magna, id scelerisque neque nunc sit amet felis. Donec pellentesque tempus mauris, et feugiat magna pellentesque quis. Mauris in ultricies arcu. Vestibulum dolor ipsum, pretium et mollis sed, sollicitudin ac mi. Aliquam euismod erat in nunc suscipit auctor. Sed malesuada ante eu libero molestie ultrices. Duis varius mattis imperdiet. Nunc egestas, leo vel ultricies euismod, dui enim viverra est, ut pharetra quam justo et magna. Sed aliquam, libero pharetra venenatis posuere, justo mi feugiat leo, ut aliquet orci metus in nulla. Mauris mollis elementum fermentum. Donec id felis vitae arcu accumsan consequat. Praesent nibh urna, viverra vel volutpat vel, mollis eu magna. Praesent libero magna, volutpat vel ultrices malesuada, rutrum vel elit. In luctus mi id magna tincidunt aliquet. Sed eu tortor nisl, eu viverra mauris. Cras pellentesque ultricies volutpat.

Nulla a elit ut lorem venenatis sagittis laoreet in quam. Etiam semper adipiscing ullamcorper. Maecenas vel nulla nulla, sit amet laoreet diam. Aliquam accumsan laoreet posuere. Phasellus cursus, ante et lacinia faucibus, dolor ipsum ultrices lacus, sit amet facilisis dolor est bibendum metus. [highlight style=”alt”]This is highlight shortcode in action[/highlight]. Curabitur in ultricies urna. Praesent dolor justo, pulvinar eu tristique eget, ornare sed dui. Fusce imperdiet ipsum et enim sollicitudin eget dignissim ligula interdum. Phasellus bibendum, urna id ornare gravida, lorem ipsum commodo ipsum, in congue ante orci et velit.

Duis varius mattis imperdiet. Nunc egestas, leo vel ultricies euismod, dui enim viverra est, ut pharetra quam justo et magna. Sed aliquam, libero pharetra venenatis posuere, justo mi feugiat leo, ut aliquet orci metus in nulla. Mauris mollis elementum fermentum. Donec id felis vitae arcu accumsan consequat. Praesent nibh urna, viverra vel volutpat vel, mollis eu magna.

This is dropcap shortcode in action. There are 4 different dropcaps. Check them out in Shortcodes section. Vestibulum ornare lacinia blandit. Donec ac dolor risus, sit amet congue felis. Aliquam molestie mi sit amet risus laoreet in varius eros blandit. Donec sed nisi quis erat porta suscipit sed id quam. Maecenas sodales arcu est. Ut at nibh velit. Aenean tristique mauris vel eros aliquam sollicitudin. Cras tempus iaculis nisl nec adipiscing. Integer lobortis orci vitae massa auctor nec sagittis dolor condimentum.

Everything is extremely customizable. Easily change every element on the page.
That’s why Highend is so powerful. Flexibility & Power.

 

Originally posted 2014-03-31 21:34:23.

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Youtube Post

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Aliquam bibendum, libero eu rutrum feugiat, urna orci porta magna, id scelerisque neque nunc sit amet felis. Donec pellentesque tempus mauris, et feugiat magna pellentesque quis. Mauris in ultricies arcu. Vestibulum dolor ipsum, pretium et mollis sed, sollicitudin ac mi.

Aliquam euismod erat in nunc suscipit auctor. Sed malesuada ante eu libero molestie ultrices. Duis varius mattis imperdiet. Nunc egestas, leo vel ultricies euismod, dui enim viverra est, ut pharetra quam justo et magna. Sed aliquam, libero pharetra venenatis posuere, justo mi feugiat leo, ut aliquet orci metus in nulla. Mauris mollis elementum fermentum. Donec id felis vitae arcu accumsan consequat.

Praesent nibh urna, viverra vel volutpat vel, mollis eu magna. Praesent libero magna, volutpat vel ultrices malesuada, rutrum vel elit. In luctus mi id magna tincidunt aliquet. Sed eu tortor nisl, eu viverra mauris. Cras pellentesque ultricies volutpat.

Originally posted 2014-03-31 21:25:02.

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