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In 60 Seconds ~ August 2008 |
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*** Click here to see what people are saying about Kathleen's New Book Leadership by Engagement! For more information the
upcoming Book Launch for Leadership by Engagement **** Visit Our Website!
Centre for Character ***
Click Here to find out about our
*** Click here to find out more about True Colours®
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The
Centre for Character Leadership is proud to announce the
release of
Leadership by Engagement Please click here to register!
Now available for the Pre-Publication
Price of $14.95 Intentional Act of Character John Walker, Dean of the George Brown Centre for Hospitality and Culinary Arts has, according to Toronto Life, created a revolution at the college. John hired the iconic John Higgins of Gleneagles, Buckingham Palace, The Four Seasons Hotels, Sutton Place Hotel and the King Edward Hotel. Together they have modernized the program and curriculum. Student interest has never been higher. This year 6,500 applicants competed for 1,500 available spots. Partnerships have been formed with India, Panama and Italy. The public is invited to visit the new student run restaurant, Chefs’ House on King Street in Toronto. Click here to see the full story in Toronto Life on-line. John Walker has an assertive, approach to leadership. And this is leadership in a unionized public environment with many stakeholders. We admire John for his vision, courage and commitment and are grateful for his endorsement of Leadership by Engagement. “Leadership and accountability go hand in hand - they are a partnership that will make you successful, and you will need both. Accountability is your willingness to accept responsibility for the outcomes expected of you, without blaming other people or your external environment. If you do not take responsibility you are passive, a victim. True leaders are active. They take hold of what needs to be done and influence the outcome: by clarifying to their people what is expected of them, by having the courage to deliver positive and constructive feedback, and by modeling best practices to cultivate the mutual trust necessary for lasting success. First among these should be reading Leadership by Engagement and then putting into practice the ideas and models it so effectively and engagingly presents to the busy leader of today’s workplace.” Engaging One on One The summertime is a blip on the communication realm. People are on holidays, preoccupied by decent weather and planning for the fall. September is a time to reconnect. To start (or restart) rich communication. Too often leaders are missing opportunities to get to know their team members and their workplace concerns. Unfortunately, many managers avoid one-on-one discussions with those whom they took the time to interview and hire, and in doing so avoid one of the best ways to engage them. Engagement is necessary for effective leadership, and character is necessary for true engagement. By sitting down regularly with your people, you will get to know them, and they will see your character and your concern for their success – which will gain their trust. For some, however, the one-on-one is an awkward exchange at best, but it needn’t be. Here are some quick tips for turning a one-on-one into a win-win: Invite: Select a convenient time and place to meet your team member. In today’s busy work environment, a distracted employee won’t open up unless he or she is comfortable. Listen: Practice open listening. Truly hear what the person is saying, without jumping in and imposing suggestions or solutions. The point of the one-on-one is for the individual to take ownership of challenges. Acknowledge: Pay attention to what is being said, and how. By picking up on tone of voice and body language you will be better able to show empathy and respect for what the person is saying by acknowledging it. Caring is not at odds with business, it is the foundation of building trust in business. Ask: Summon solutions from the person, and then explore the pros and cons of each. An employee who learns to solve his or her own problems will feel an increased sense of engagement in your organization. Continue: Work with the person to form a SMART action plan. Document the plan and set the time for another one-one-one. Continual follow-up is necessary to monitor the employee’s progress and to help maintain engagement. By following these steps you will earn the trust of your employees, enhance engagement, and see the immediate and long-term results of your leadership efforts. Not only will you be helping your employees, but you will also be helping yourself by minimizing the stress of sit-downs and thereby boosting your own engagement. Taking the time to listen to even one voice is a first step to a powerful win-win for you and your team. Enjoy the result of the summer!
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