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While
training is always important, it's even more critical today if you and
your organization are to obtain the maximum benefits from a positive business
climate
Manufacturing News Center
« Continued
from Previous Page
- 21 Tips for Successful Leadership Continued:
- Inspire ethical behavior by showing a willingness for
incurring the costs. Exhorting your managers and employees
to be ethical is a less powerful message than showing them your
willingness to pay a price for ethics, like losing money by exchanging
new merchandise for damaged goods. In other words, walk the talk.
- Link exit interviews to employee development. Employees
are never so honest as when they decide to leave an organization.
Ask defectors what problems should be corrected.
- Let yourself be seen by staff and colleagues.
Demonstrate that you care by visiting your managers and their employees.
- Communicate up, down, laterally, within and outside
the organization-verbal, written and listening are all critical.
One size does not fit all. The message must meet the needs
of the listener.
- Accept that progress cannot be monitored from the office.
By being present, you will be able to offer praise when
it is warranted.
- Eliminate that which no longer adds value. It's
tough enough to identify products, processes and activities that
no longer provide significant benefit, but it is even more difficult
to do away with dated strategic thinking.
- Before a management planning session, get input from
employees. Survey managers and employees before the meeting.
At the meeting, after the group has exhausted their ideas on an
item, reveal the suggestions from the people you polled.
- Conduct an external environmental assessment and an
internal organizational assessment. Look for opportunities
that major trends (political, economic, social, technological) offer
your organization. Determine, too, what your team does well and
its weaknesses and other internal opportunities and shortcomings.
Now, make plans to shore up the negatives and leverage the positives.
- Create an accountability document. List each
action plan in chronological order and who is responsible for what
and when. At weekly staff meetings, track progress on the tasks
based on the document.
- Communicate the results of the strategic planning session
down the line. Share the results with all employees. Tell
them what they can do to support the action plans.
- Share your mission and vision statements with customers
and suppliers. They will help define the relationship with
both over time.
To learn about AMA's leadership seminars, training resources to build
your career, strengthen your team and prepare your organization, click
here.
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