Stuart Andrews

Employees are a company's most valuable asset.

Credits to Andrew Lokenauth for this great post.

Never push loyal people to the point where they stop caring.

Bad managers keep you trapped in dead-end jobs.

Great Managers create opportunities for you to grow and advance.

Salary increases make you happy once a year.

Healthy workplaces keep you happy all year.

When companies promote based on favoritism and office politics, it sends a message that hard work doesn't matter.

It creates a toxic work environment where people feel undervalued and unappreciated.

And many companies make the mistake of promoting the wrong people.

And when companies start promoting the wrong people, they lose their best people.

Great work cultures create opportunities for you to advance.

They have your back and propel you forward.

They promote your growth.

They invest in you.

99% of all jobs can be taught.

Give people a chance.

If someone has great soft skills and is emotionally intelligent, just promote them.

Agree?

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What does it take to be an inclusive leader?

Inclusive leadership is emerging as a unique and critical capability that helps organizations adapt to diverse customers, markets, ideas, and talent.

According to HBR, what leaders say and do makes up to a 70% difference as to whether an individual report feeling included. This really matters because the more people feel included, the more they speak up, go the extra mile and collaborate — all of which ultimately lifts organizational performance. Key traits include:

1. Visible commitment: Actively living values and goals through actions. It prioritizes genuine diversity, going beyond words. It requires tangible efforts to integrate diversity and inclusion into an organization's culture, seeking diverse perspectives, challenging norms that perpetuate inequality, and being accountable for fostering inclusivity.

2. Humility. Humility is crucial for inclusivity at work. It involves recognizing limitations, embracing mistakes, valuing feedback, and learning from others. Humble individuals create an environment where everyone feels valued and empowered to contribute, knowing they don't have all the answers. They appreciate others' skills, graciously step back, and allow others to shine.

3. Awareness of bias. Awareness of bias means recognizing biases that influence us. It involves understanding how unconscious biases can cause unfairness and inequality. To be aware of bias, we must identify blind spots, challenge assumptions, and seek fairness. It includes actively reducing bias in decision-making and advocating for equal opportunities.

4. Curiosity about others. Curiosity about others is a genuine interest in diverse perspectives and experiences. It means having an open mindset and meaningful conversations with people from different backgrounds. Curiosity builds empathy and connections, enhancing our understanding of others. Non-judgmental listening is key to grasping perspectives without bias.

5. Cultural intelligence. Cultural intelligence is adapting to diverse cultures, and respecting norms and values. Culturally intelligent individuals learn about customs and understand how differences impact communication. They build connections by being adaptable, promoting trust and inclusivity.

6. Effective collaboration. Effective collaboration is harmonious teamwork towards shared goals. It empowers others, values diverse perspectives, and fosters cohesion. Creating an inclusive environment where all feel respected and included is crucial. Successful collaborators seek input, encourage diverse opinions, and leverage individual strengths for collective success.

Are you an inclusive leader? What steps are you taking to ensure that your team feels included and valued?

Source Article: HBR – The Key to Inclusive Leadership, Dr Juliet Bourke GAICD

#StuartAndrews #InclusiveLeadership #DiversityandInclusion #Humanresources #leaders #leadership

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Have you ever paused to reflect on why your
enthusiasm for a role started to fade?

Here’s the truth:

→ You outgrow environments that undervalue
your contributions.
→ You outgrow teams that overlook your potential.
→ You outgrow cultures where boundaries are
ignored or respect feels like an afterthought.

It’s not always the work itself.

It’s the way you’re treated within the role
that makes you feel like you’ve outgrown it.

True growth happens when you realize you deserve to be:
↳ valued
↳ respected
↳ supported

A job should challenge and inspire you.

If it doesn’t, it’s not a failure to walk away;

It’s a sign of GROWTH.

How do you revive your company's core values?

Core values are the fundamental beliefs and principles that guide the behavior and decision-making of an organisation.

They serve as the foundation of a company's culture and are critical in shaping its identity, strategy and purpose.

Revamping the core values of a company is to identify the existing values and assess their effectiveness.

Here are some tips on how to revive your company's core values:

👉 Minimize your list of values: Focus on a smaller number of values that truly represent the organisation's culture. This helps to avoid diluting their impact and ensures that they are meaningful to employees.

👉 Crowdsource for core values: Gather input and ideas from stakeholders to help identify and prioritize the most important values that align with the organisation's mission, vision, and culture. This can also help to increase employee engagement and foster a sense of community.

👉 Make values experienceable: Ensure that the values of the company are actively demonstrated and integrated into the daily actions and behaviors of employees.

👉 Throw a culture party: Create an event that can be used to engage employees, highlight the company's mission and vision, and showcase the behaviors and actions that are expected of all team members.

👉 Convert values to high performance behavior: Take the core values of a workplace and translate them into tangible actions that drive high performance. It also involves helping employees understand the meaning and purpose behind the values and provide resources for them to embody the values in their work.


Source article: SHRM – 9 ways to revamp and revive core values.


#StuartAndrews #Management #Leadership #Culture #Leaders #HR

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What tactics do you use to foster effective teamwork?

Teamwork is essential for any organisation looking to achieve its goals and objectives. The tactics of teamwork involve the use of different strategies and techniques to build and maintain an effective team.

These are some tactics of teamwork that every team needs, also known as the 5Cs:

👉 Common purpose: Managers have more influence over team culture when all members share the same mission and purpose.

👉 Connection: Teams that relate to one another via their innate talents create productive, engaging cultures on their own.

👉 Communication: Great managers treat each team member as an individual, so they must be able to convey expectations geared to each member and model effective communication in the workplace.

👉 Collaboration: This involves working together to achieve a common goal. Teams that collaborate well are more likely to achieve their goals and objectives.

👉 Celebration: Recognition of an individual's accomplishments is vital to that employee's engagement. But teams need to be acknowledged as it promotes cohesion and sets a good example for others.

Finally, the importance of trust and respect among the team members is crucial. When team members trust and respect each other, they are more likely to work together effectively. This can be achieved through open communication, transparency, and mutual support.

By implementing these tactics, teams can work together effectively to achieve their goals and objectives.

Acknowledgement: Gallup.
Source article: The 5 Tactics of Teamwork: A Blueprint for Team Management

#StuartAndrews #Leadership #Management #Humanresources #Teamwork

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