Must Watch New Funny Comedy Video Episode 1
Hi welcome back with me Jackie handy and this is number five in my series of
Leadership Fundamentals. In the last four videos we've been talking about
everything to do with Values. Personal Values, organisational Values and
importantly how you can use those in your working lives as a leader. So how
you can use them to frame your organisational culture, how you can use
them to create advertisements that are captivating to bring people into your
business, and how you can use them to help you with the interview and
recruitment process. Today we're going to move from Values and expand a
little more into ethos, because when we talk about Values that's very much about
how certain words like teamwork, collaboration, openness and so on.
It's how they come to life, but also ethos I believe includes boundaries. Now
I don't really like the word boundaries because it does sound a little bit kind
of, dare I say 'parent-child' mentality, but it is also important to recognise that
as human beings we need to understand our boundaries. We need to understand
what we have the power to influence and where we need to seek guidance. We need
to understand what the behaviorus are that we are expected to exhibit. Even the
simple things, I mean beyond Values. I mean things like timekeeping, dress
code perhaps and general behaviours in your day-to-day working lives.. We
need to understand right from day one what the expectation is.
I sometimes talk about this with groups that I work with. I talk
about Supernanny. Now I've just said we don't want to be parent-child about this,
but to use the example of Supernanny if
you've ever watched it you'll know, that Supernanny makes it really clear with
the children what they can and can't do and furthermore, as soon as they cross a
boundary line she stops them she will say in her own wonderful way, 'that
behaviour is unacceptable'. What she'll do from there is, depending on how old
they are, she will pop them on said 'naughty step'
for a number of minutes, until they can't down and they realise then that they
can't do that moving forward. And what children also do is they will sometimes
test those boundaries, you know they'll do it again and see if they can get away
with it. They will push their luck and Supernanny is there with her 'that
behaviour it's unacceptable' and back on the naughty step and they learn so
quickly don't they? If you haven't watched it by the way it's it's good to
watch, whether you have children or not. But I think the same applies for leaders
of teams. We're not of course treating our people like children and we
are not going to pop them on a naughty step for 26 minutes for example - that
would just be cruel and probably unethical! But what we are in a position
to do, what we are absolutely responsible for, is framing the expectations that we
have for everybody in our team - ourselves included. Right at the outset. So I call
this a team ethos. You may combine this with some of the Values that we've
already talked about in previous videos, but also then think about asking your
people, 'how do you want our team to be?' 'what do you want from me and from each
other?' Now that all sounds lovely and collaborative right, but you will get so
much information from people and you will be surprised in that you will get
people that are volunteering stuff that they want, that you think 'oh blimey you
know that's the boring stuff if you like that I thought leader police would have
to influence', but sometimes they will come up with these things. An
example being timekeeping. I don't know what the timekeeping is like in
your organisation or what the rules and regulations are around timekeeping, but
where I used to work, we used to have to start at a certain time of day and
at that time we were expected to be at our desks and ready for work. So what
does that mean? How many people have breakfast in the
office? Some people do. You may or may not have the luxury
of a kitchen or a canteen area to enjoy your breakfast. You may or may not have
the opportunity to have your breakfast before your work commute.
So what what we all agreed is that we could come in early and we could have
our breakfast at our desks no problem, but by 8:30 we had to have gotten our
breakfast material away and in the kitchen and we needed to be there, ready
for work. So that's just a simple guideline that was brought about by the
team collaborating together, deciding upon what we felt was fair for everybody
and coming up with that kind of boundary, if you like. So everybody now agreed that
it doesn't matter whether you have breakfast at your desk or not, but
you have to have finished it and it be out of the way of ready by 8:30. Now how
did that help us? Because it sounds kind of quite a schoolmarm ish doesn't it? But
actually how it helped us, is each and every time somebody new joined our
team, they also knew right from day one, what the boundaries were. When they
see everybody else exhibiting those behaviours they naturally follow suit,
because that's the natural human reaction is. We follow suit with people
that are experienced. So think about the things that you want as part of your
behaviours in your business. Maybe it's timekeeping, maybe it's dress code, maybe
it's how we talk to one another, maybe it's time away from desk,
maybe it's lunch breaks. Who knows? You will decide that, but
think about the key elements to your business and the key behaviours that you
want, through the way in which your team demonstrate those behaviours. Put it out
to them in a team meeting, collaborate and come to a consensus on what you
believe is your team ethos
Đăng ký:
Đăng Nhận xét (Atom)
Không có nhận xét nào:
Đăng nhận xét