Lapaas Digital

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  • Improving Commitment And Engagement Of a Team

    Improving Commitment And Engagement Of a Team

    We have frequently seen, many people are very committed to their work and try to improve it. Even organizations also focus a lot on improving the commitment and engagement of a team. But have you ever thought about why they do so? Why do they especially focus on commitment and engagement? Just think of it. 

    Yes, you are right. They work so on commitment and engagement because it increases the productivity of work and also develops better relationships among team members. This, in result, gives significant benefits to the organization.

    This gives an idea of how deeply organizations work for its success and development.

    Let’s explore more about it.

    WHAT’S IN IT

    Introduction

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    As we are discussing the commitment and engagement of team members, it’s essential for us to first know furthermore about them. So, here the question is, What are Commitment and engagement?

    Commitment in a team means all the members of the team agreed and contributed to achieving team objectives. The team must be specifically committed towards their goal. It increases their focus, and also they surely achieve their goal successfully.

    Generally, engagement of a team means all the team members get engaged to each other for a particular work. Team members equally share a relationship with their organization; they have a mental as well as an emotional connection towards their team and workplace.

    Difference Between Commitment and Engagement

    Before studying more about improving the commitment and engagement of a team is essential to know the difference between them. Very frequently, people think that commitment and engagement both are the same. But they are not. There is a vast difference in them. 

    People who had already worked in a team or currently working with a team almost know the difference in them or maybe some might not. Therefore, we need to know about them. 

    So, let’s compare them and know more about them.

                  COMMITMENT                                                  ENGAGEMENT

    It specifically describes persons/teams enthusiasm towards the company/organization they are working for.Moreover, it describes persons/  team enthusiasm towards their job.  
    Refers to teams/employee/persons satisfaction and identificationwith an organization.Refers to the involvement of person/  employee/team making their efforts for attaining organizational objectives/goals.
    It is a company/organization oriented. It is work/job oriented
    Act as personal motivation.It is an emotional/mental connection.
    It is a bond that a person/employee shares with an organization.The fundamental concept, which is both qualitative and quantitative.

    Why improve the commitment and engagement of a team?

    10 Ways to Improve Team Efficiency And Productivity

    As we are talking about improving commitment as well as the engagement of a team, definitely a question is arising in your mind. Why should we have to improve the commitment as well as the engagement of employees? Is it necessary to focus on it? Why is it necessary? 

    So, here is the answer. If the organization does not focus on the engagement and commitment of its employees and team, then it will affect the overall working of an organization. Just think, have you ever worked in a team, either in a game; school or college.

    Yes, you have. I think you have experienced that when you all work together with engagement and commitment towards your work, then you have achieved your goal with success. And when you all hadn’t engaged with your team and were not committed towards work at that time you hadn’t completed and achieved your work successfully, even a lot of arguments had occurred between the team members.

    Particularly, the same happens in organizations as well. Therefore, it’s the reason why organizations focus on the commitment and engagement of the team. So, the team can achieve organizational goals successfully with strong determination and less argument.

    How to improve the commitment and engagement of a team?

    Organization as well as managers know that they have to improve the engagement and commitment of a team. But the main difficulty arises here because they don’t know how to improve this. And without improving them, the organization can not build team-spirit in the team chiefly. 

    So, here are some ways through which an organization can improve them:

    • Encourage flexibility
    • Communication
    • Promote short breaks
    • Feedback
    • Clarify objectives/goals
    • Provide a good working environment
    • Build a good relationship
    • Conduct skills grooming and training programs.

    Encourage flexibility

    The best way particularly to improve it is to give flexibility to the team members. Don’t make a strict working schedule for the team. Give team flexibility to work as per their own. This will make them relaxing and more engaged as well as committed to their work. Flexibility will increase their productivity.

    Communication

    Communication is very important in building a team spirit. Managers must communicate with their team frequently, and this will establish a good bond between them. Leaders need to clear all the doubt of the team members. This will build trust, and the team will engage better.

    Promote short breaks

    Taking five-fifteen minutes short break will relax the team and will relieve their stress. A leader should promote taking a short break, it will refresh the team’s mind. It will also increase team focus on their work and goal. Taking a break from the computer will also relax the eyes of employees.

    Feedback

    Adjusting Your Employee Feedback Methods | Exude

    Taking five-fifteen minutes short break will relax the team and will relieve their stress. A leader should promote taking a short break, and it will refresh the team’s mind. It will also increase team focus on their work and goal. Taking a break from the computer will also relax the eyes of employees.

    Clarify objectives/goals

    One of the effective ways of improving them is to clarify all the objective and goals of the organization to the team. Clear all the doubts of the team related to objectives. This will make team more committed and engaged in their work.

    Provide a good working environment

    Above All, Good working environment plays a vital role in improving t of employees and team. Leader and them manager should try to make a unique, creative and comfortable environment for the team. This will quickly increase team engagement.

    Build a good relationship

    Building a good relationship with the team also seems to improve their commitment and engagement. A leader must focus on creating a friendly and caring relationship with the team. This will build trust among the team, and they will engage more and commit to work.

    Conduct skills grooming and training programs

    It is one of the most effective ways of making the team engaged and committed. Providing several skills grooming training programs will not only increase the skills and abilities of the team, but it will make them feel worthy in the organization. This, in result, will increase the commitment and engagement of the team.

    Importance of commitment and engagement

    Firstly, Team commitment and engagement is significant for being a successful organization. For taking an organization to a new peak of success, every organization focuses on improving it. But many people don’t know several other benefits and importance of it. 

    Here are the points describing the importance of them:

    • Increases team and employees productivity.
    • Enhances the culture of an organization.
    • Increases profitability of an organization.
    • Greater team satisfaction.
    • Less absenteeism.
    • High retention.
    • Team loyalty increases
    • High sales
    • Long-run success

    Conclusion

    Firstly, For a successful organization, it’s necessary to improve the commitment and engagement of the team. Team members’ commitment and engagement can take a company to a new peak. It not only builds team spirit but also increases the productivity of the employees as well. Although commitment and engagement are not the same, still they both affect each other indirectly.

    It’s not challenging to maintain commitment and engagement if a team, but all an organization needs to do is to put efforts. And the team also needs to cooperate with the organization. Therefore, every team should coordinate with its organization. And every organization should also put their efforts into improving the commitment and engagement of a team.

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  • Understanding People’s Emotions

    Understanding People’s Emotions

    In today’s competitive market, in a vast competition, it’s easy to get demotivated in every step. By understanding people’s motivation, we can help him/her to get motivated and deal with a situation. People work incorporates and many other places as well.

    People work hard, try to do their best, but in certain situations, they feel demotivated, they feel like it’s over, and I can’t do it anymore. At this time, a leader and colleagues need to understand the person’s motivation for helping them. 

    Let’s learn in detail about understanding people’s motivation.

    WHAT’S IN IT 

    Introduction

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    In this busy world, we all feel demotivated at a particular stage of time. We don’t feel any worth doing our work. At this stage, all we need is motivation, which drives us to achieve our goal.

    So, the first thing that comes is what is motivation? What does motivation mean?

    Motivation is a desire, need or process that stimulates people to do something to achieve a goal or objective. We can also say it as an internal process.

    E.g., I want to become a Human Resource Manager in my life. Then what I’ll do to achieve it? Yes, I’ll work hard, and I’ll gain all the necessary skills to become an HR manager. 

    But, during this procedure, a moment will come when I’ll feel demotivated. I’ll think about quitting. At this time, the thing that will stimulate me and drive me to achieve my decided goal will be my motivation.

    Hence, anything that stimulates us to achieve our desired goal can be called motivation.

    The need for understanding people’s motivation

    As we know about motivation again, a question arises: Why do we need to understand people’s motivation? Just think of it.

    For understanding a need for motivation, let’s take an example:

    A leader leading a team notices that some of his team members are not working correctly. He tries to determine the reason behind this, but he didn’t find any appropriate reason for it. Then, he tried to motivate them by giving them some incentives, but no improvement happened in their work.

    After many struggles, he found out that incentives were not the real requirement of the team members; their actual need was appreciation and praise.

    So, now I think you got the reason for the need to understand people’s motivation.

    Not everyone has the same requirement. Needs and requirements vary from person to person. Some people get motivated with money, incentives and some with praise. There are different requirements for different people.

    Hence, the leader needs to understand people’s motivation. To not waste his time and give the right motivation to the right people.

    How to understand people’s motivation

    Understanding People’s Emotions

    It’s a fundamental question: How to understand people’s motivation?

    We know that someone needs motivation. But how will we help them when we don’t know what motivation he/she’s lacking. So, before motivating a person, we need to understand their real motivation. We need to understand what motivation is being required by them. 

    Various ways through which we can understand people’s motivation are:

    • Give them priorities
    • Check yourself
    • Listen to them
    • Have a complete look 
    • Look for something you have common
    • Follow the win-win approach

    Give them priorities

    Most frequently, our primary focus is on ourselves, whether it’s a group discussion or a normal conversation with anyone. We give priority to ourselves. 

    To understand the team motivations, we need to give them priorities. We have to focus on their points also. By understanding their point, it will be easy for us to understand and find their real motivations.

    Check yourself

    Before understanding other people, we need to understand and check yourself. Sometimes, the main issue lies within us only. It is noticed that mostly our perceptions are impacted by our bias only. 

    Therefore, first, we are required to relieve the impact of our own bias. When we alleviate our bias impact, then automatically, our perception of seeing others will change. We will understand others better than before, and this will also help us understand their motivations. 

    Listen to them

    To understand people’s motivation, we need to listen to them. Yes, listening is hard, but for understanding others, we have to look to theirs’ agenda as well. When we listen, we get to know more about them, and we will get some idea of their perception as well. 

    After listening, we’ll go back to all the conversations that happened and analyze it. Then, we’ll get the real conclusion of the discussion. And we’ll know more about other people’s perceptions too.

    Have a complete look

    To have a comprehensive understanding of what motivates a person needs, we have to have an in-depth examination of that person. We have to find out what all things he/she is purposely, not sharing, and what all things are influencing them.

    People should ask them some questions through which we can get an idea of the motivation they need. We have to observe and listen to them carefully so that we can build a trustful and meaningful relationship. 

    Look for something you have common

    The best way to establish a good connection is to find some common ground. This will help us to know a person well; he/she will share something more about themselves. And we’ll get to know more about them as well of the things that motivates them the most. 

    Hence, if you want to know about others, then look for something familiar in both of you.

    How to motivate people

    Motivating people is not as difficult as it seems. If we are having a good connection with the person, then this task becomes more comfortable. Your motivation will not only stimulate a person to do better but also it will make them feel good at work. Therefore, correctly motivating a person is very important. 

    There are several ways through which we can motivate a person:

    • Have one-on-one-conversations
    • Praise, appreciate and compliment them
    • Help for developing new skills
    • Trust them
    • Provide them with all the resources they need
    • Co-operate them in their work
    • Involve them actively
    • Encourage them
    • Ask them how you can help them

    Have one-on-one-conversations

    It is one of the most effective techniques for motivating people. Leaders need to do one-to-one-conversation with the person. This will strengthen the relationship with people by spending more time hearing ideas, issues, suggestions and problems as well as performance issues and work.

    Praise, appreciate and compliment them

    Nothing can motivate people more than praising, appreciating and giving complimenting them. Leaders, as well as managers, must have a habit of praising, appreciating and complementing their workers. 

    This technique stimulates people to do their work with more commitment. This not only increases productivity, loyalty and satisfaction, but employees also stay with the organization.

    Help for developing new skills

    Leaders should help its members to develop new skills related to their future goals and targets. This will motivate team members to work with full productivity. They will also come to know about leaders’ concerns towards them. People will feel that their leaders are increasing their strength for future goals/roles.

    Trust them

    Understanding People’s Emotions

    Leaders must believe and trust their employees. They have to give them challenging roles and responsibilities and must trust them. It is imperative to trust and believe in the knowledge and skills of the employees.

    Leaders’ trust will act as a motivation for their employees. Therefore, leaders must trust the ability, skills, and must support their employees.

    Provide them with all the resources they need

    How an employee will work without resources? Every manager and leader must know that their employees can’t work efficiently without having relevant resources. They will feel demotivated if you are assigning them work but not giving them proper resources.

    Therefore, employees must be given the power to access the relevant data, proper equipment, and make some decisions.

    Co-operate them in their work

    People want motivation while working, and no one can motivate them more than their team leader. Leaders must motivate their employees and co-worker by co-operating in their work. People will feel motivated as their leader is helping them in their work, which will also increase productivity.

    Involve them actively

    No leader can travel one way; he/she must be multi-directional. He must not do all the work independently; instead, he/she must actively involve their employees and team members in it.

    Whatever be the work or issue, all the members must be actively involved in it. It must be discussed with all the members; then, only conclusions should be drawn. This will motivate people as they will feel their worth in the organization and team.

    Encourage them

    Encouraging is one of the essential steps for motivating people. People are scared to fail; at this time, some encouragement stimulates them to work with efficiency. Some encouraging phrases by leaders act as the biggest motivation for the employees. 

    Ask them how you can help them

    A leader must ask his employees and colleagues if they need any help. Mostly, people don’t need any help but asking them this will give them a good feeling, and they will get motivated towards their work.

    Importance of motivation in one’s life

    Motivation is significant in every person’s life. It develops a pleasant working environment for the employees to work. Motivation not only stimulates and satisfies them, but there are several more benefits to it. 

    Some of them are given below:

    • Motivation increases the productivity of employees.
    • Establishes a better relationship between leaders and employees.
    • Maintains the stability of the workforce.
    • Gives a job as well as personal satisfaction.
    • Increases team empowerment.
    • It helps to achieve goals more efficiently.
    • Increases efficiency level of the employees.
    • Fewer chances of failures.
    • Increases creativity and innovations.

    Conclusion

    On the whole, motivation not only stimulates people to work but also creates a happy and pleasant working environment. For motivating a person, it is very important to understand them and also to find what all kinds of motivation will stimulate them to work.

    Leaders must motivate their team and also help them so that they can work well with team spirit. Motivation is essential not only for employees but also for every person for being successful in their lives.

    Also You can Read our Blog on Manager Dependency – A Negative Aspect Of A Company

    FAQ’s

  • Six Ways to build communication skills

    Six Ways to build communication skills

    Communication is the base to exchange our thought with each other. We understand other people’s thoughts just because of communication. Therefore, all of us must build communication skills. We have often seen many people hesitate to talk with other people. This happens because they have a lack of communication skills.

    No one can master communication skills. It may take a lifetime to build our communication skills. All we can do is improve our communication skills by learning and practising. Building communication skills makes us impressively communicate our thoughts.

    WHAT’S IN IT 

    Introduction

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    When we talk about communication skills, the first and primary question arises: What is communication? Simply, communication is the act through which we transfer or exchange our thoughts and information with one another. In communication, two or more persons participate in communicating with each other.

    Now, we know about communication, but here’s another question, What do we mean by communication skills? Communication skills are the skills and abilities that we all use while communicating with people. Communication skills allow us to represent our emotions, thoughts and information impressively.

    Types of communication

    We all use different types of communications for communicating with others. Such kinds of communications provide us with a different medium through which we interact with people. There are three major types of communications that we all use for communicating. They are:

    • Verbal communication
    • Non-verbal communication
    • Visual communication

    Verbal communication

    Verbal communication is the communication in which we communicate with other people by speaking. This type of communication is also called ‘oral communication’ where we transmit orally with another person. We use such communication during calls, presentations, face-to-face conversations, meetings, etc.

    Non-verbal communication

    Basically, in non-verbal communication, we use non-verbal mediums to communicate. In such communication, we exchange our thoughts by writing, body language, sign, gestures and facial expressions. It is useful for expressing our emotions and feelings. We use open body and close body language to express our thoughts.

    Visual communication

    In visual communication, we use sketches, drawings, charts, graphs, photographs to communicate our thoughts and information. We use visual communications for supporting our verbal and non-verbal communications. This visual feel helpful for creatively expressing our thoughts and information.

    Elements to focus on communication skills

    Communication skills let us communicate in a better way. In our life and even in business, we need to focus on the main elements of communication skills. These elements will help us in improving our communication skills.

    They are:

    • Speaking 
    • Listening
    • Writing
    • Reading

    Speaking

    Ways to build communication skills

    Focusing on our speaking will improve our verbal communication. All we need to do is just practice and practice. We can improve our speaking skills only when we speak. Try to talk with people. We can also improve our speaking skills by speaking in interviews, presentations, conversation with other people, calls, video conferencing, etc. This will automatically improve our speaking skills. So, try to speak frequently.

    Listening

    Another active element of communication skills is listening. Have you ever seen a child, how do they learn their communication skills? Just by listening to their parents. We can’t improve our communication skills without listening skills.

    All we need to do is just listen to Some motivational speakers, successful people. And try to understand how they communicate with the audience. This will eventually improve our communication skills.

    Writing

    It is another powerful element of communication skills. Writing helps us to improve the writing skills that we all use to communicate with others through writing. We can improve our skills by writing every day. We can write letters to our friends either in paper or messages, writing a routine diary, posters, emails, etc.

    Reading

    Reading is another best element of communication skills. It is challenging to master this technique because nowadays, people spend less time reading. Therefore, for building these skills, all we need to do is read. Read a daily newspaper, book, novel, magazines, etc. The more time we’ll spend reading, the more our skill will improve.

    Six ways to build communication skills

    Ways to build communication skills

    We all want to build communication skills. Many people try several techniques to develop communication skills, but nothing happens. We have seen many people start building communication skills, but they quit in between. They do so just because of a lack of determination. 

    Therefore, to build communication skills, we all need to be determined to learn communication skills. We can’t build communication skills in a day. We need to work continuously work on it without quitting. 

    Here are some effective six ways to build communication skills.

    • Spend alone time for thinking
    • Read quality books and articles
    • Write before you say
    • Practice saying more in fewer words.
    • Try to do public speaking and also ask feedback.
    • Active listening

    Spend alone time for thinking

    For building excellent communication skills first, you have to stop talking and need to spend some alone time for thinking. You have to do your inspection. Just think about yourself and what you want to do. And try to communicate all those things in your mind itself. 

    After a busy day, spend some time and think about what all you did the whole day and what all conversations you had with people. This will help you to remind and focus on your critical areas of communications.

    Read quality books and articles

    We have discussed old reading before also. Reading is key to building excellent communication skills. It will give you new ideas, and it will also increase your knowledge. Always read high-quality books, articles, blogs, etc.

    This will give you ideas and will build your communication skills. You will learn how you can write in an impressive way of communicating and will also improve your pronunciation and verbal communication.

    Write before you say

    Before communicating with people, you can write and read what you want to say. Many times it happens when we try to communicate we forget what we want to say and also we don’t get words which we need for communicating. Therefore, for building communication, first, write all the points that you want to say and then read it twice or thrice. 

    Through this technique, you will not face such problems and can communicate easily with others. After a period automatically, your communication skills will build up, and you will no longer need this technique for communicating.

    Practice saying more in fewer words

    For building effective communication and for being an effective communicator, you need to say more in fewer words. You have to describe all the things clearly and concisely. So practice daily and try to say more in fewer words. You can exercise this technique by writing emails, memos, letters, messages. You can also write a routine diary as well. 

    This technique will help you in building your communication skills, and you can communicate in a better way than before.

    Try to do public speaking and also ask feedback

     It is also one of the most effective ways of building communication skills. Try to do public speaking. Whenever you get a chance, don’t miss it, use it to develop your communication skills. Whether it’s a class presentation, marriage or birthday, whatever, try to speak in public.

    And afterwards, ask four friends for your feedback. And next time try again and improve the points which you lacked in previous ones. This will not only build your communication skills but also increase your confidence.

    Active listening

    We have discussed these earlier also. For becoming an excellent communicator, you have first to need to become a good listener. You have to become an active listener. You need to listen to what other people are saying to you. Just listen to them carefully and respond to them based on what they have said. 

    This technique will help you to converse in a better way. Through these people will engage with you and they will also cooperate with you for making conversation.

    Conclusion

    Communication is necessary for communicating with other people. We can’t understand other people’s minds and thoughts without communication. And for communication, we all need excellent communication skills for expressing our feelings and for sharing our information with other people. Therefore, for persuasively expressing ourselves, we all need to build our communion skills.

    Building communication skills is not much difficult. All we have to do is practice daily. We should never quit building and improving communication skills. We can never master communication. So, we should keep practising and learning without stopping.

    Also You can Read our Blog on How To Be An Effective Coach And Mentor?

    FAQ’s

  • How to keep employees enthusiastic and motivated?

    How to keep employees enthusiastic and motivated?

    Employees are an essential part of an organisation. You cannot grow your company until you have a solid workforce of employees. So, keeping them enthusiastic and motivated is very important so that they can work with 100% commitment and focus.

    Thus in this blog, I will tell you, some of the ways that you can use to keep your employees motivated and enthusiastic.

    WHAT’S IN IT 

    Celebrate small Success and milestones

    employees enthusiastic

    Keep your employees vibrant by celebrating even small successes; appreciate them for their efforts. They will stay motivated and enthusiastic because they will fell, they also have value in the company. 

    Create a well-defined growth path for your employees

    If the employee sees that, in this company, I can have growth means they see a growth path in their career from manager to the general manager then vice president and then CXO’s in your company. 

    Then, they will work hard for promotion. Also, they will be highly motivated from their vision of becoming that senior manager, CXO etc.

    Free food for Employees working beyond office hours

    Give them free breakfast when they come early to the office and give them free dinner when they stay late in the office. Next time, they will not mind staying late or arriving early to the office.

    Also, provide them with unlimited coffee or tea during office hours. For this, you can install a coffee machine in your office. I bet you this can be the best investment to boost the productivity of your workers.

    Also, don’t limit the quantity of consumption to 2-3 a day, provide it unlimited. Let me tell you the reason behind it. Researches have shown that when something is unlimited, we don’t value it much, but when it is limited, we appreciate it higher. 

    So, in our case when you will provide them unlimited coffee, they won’t consume that much, but when you limit it to 3 times a day, they will make sure that they consume that much quantity fully. Also, they will value you higher as they will think that our company takes good care of us.

    These small supporting conveniences will help you much greater than you think to increase your employee’s productivity and enthusiasm.

    Employee to employee engagement

    employees enthusiastic

    Figure out ways that you can use to make your employees not only a colleague to each other but a family. 

    One way you can do so is by putting a board on one of your walls in the office and put sticky notes and a pen on a table near it. On this board, workers can put remarks about their colleagues when he does something good to him. 

    For example, one of your employee’s Ram helped the other, Shyam, in terms of money when he was facing a problem financially. So, here Shyam can write it on the sticky notes and paste them on the board.

    This will make Ram happy and also when other employees will read it and appreciate him, and he will be much more motivated and enthusiastic. 

    Give your Employees Awards

    Give them awards like the employee of the week, month, year etc. Because of this, they will remain excited about getting the award and will also work hard and committed to achieving it.

    People are emotional, and business is logical. So, you have to keep them enthusiastic by using logical means so that they work logically for growing your business.

    ESOP’s (Employees Stock Option Plan)

    ESOP’s mean you are giving some shares of your company to your employees. For this, your company needs to be a private limited company, it cannot be done if you have registered your company as proprietorship, LLP or partnership firm.

    You can give them ESOPs based on their performance or longevity. Here, performance means they helped you increase your sales, revenue, growth etc, and longevity means he/she is there in the company for a long time.

    So, after getting the shares, they will work more hard, focussed and committed because they know if the company grows, their value of the shares will also increase. They can even be ready to work on holidays. Also, it will help you to retain your employees in your company. And lastly, it will also help you to conserve your cash flow as you will be giving them ESOPs in place of some of their salaries.

    Before giving ESOPs, you must decide how many shares of the company will you dilute for giving to the employees, how much shares will you give to which employee and what will be the period in which you will provide them with shares.

    For example, you decide to dilute 7% shares of your company; next, you decided I will give 1.2% to the CEO, and finally, you decide I will provide him with these shares in the next 6 years with 0.2% shares offered every year.

    Provide your Employees Incentives and Commissions

    Give them some incentives or commissions for getting that much sales, profit etc, in the company. This will keep them motivated for getting these rewards, and they will work fully to achieve those goals given to them.

    Sirota’s three-factor Theory

    Sirota's Three-Factor Theory

    Dr Sirota has surveyed over 13.6 million employees since 1972 from 841 companies of160 countries. By the survey, he found that employees are motivated and are willing to work hard when they join the company. 

    But, this motivation vanishes late as the employee doesn’t get proper awards, incentives, growth etc.

    So, to keep the employees enthusiastic, Dr Sirota has created a three-factor theory. Now, we will talk about this three-factor theory.

    Equity

    It means to treat all your employees equally regardless of their position, caste, sex, colour etc. 

    Next, make sure that the place where they will work should have a safe working environment with all the safety equipment and measures provided. 

    Also, provide them with regular training. This can help you to keep their morale high and they will work better.

    Achievement

    The most significant way to motivate your employees is by giving them rewards and awards. 

    Next, make sure that the employees can easily convey their issues to you. This will make them feel more relaxed and tension free.

    Give challenging work according to your employee’s interest to them.

    Make sure that your employees understand your organisation vision.

    Camaraderie

    Camaraderie means the culture which provides trust, teamwork, friendship, effective leadership etc. This needs to be implemented in your office team culture so that your team members feel enthusiastic.

    Avoid any conflicts between your employees.

    Try to focus on the fact that your team members work in a team with trust in their colleagues.

    According to Dr Sirota, if your organisation follows this three-factor theory, you can keep your employees enthusiastic.

    Conclusion

    To sum up, I will now tell you what you learnt in this blog. Firstly, celebrate small success and milestones with your employees. Second, create a well-defined growth path so that they know of their growth in the company.

    Third, provide them with small conveniences like free food, coffee etc. Fourth, maintain an employee to employee management so that they consider their colleagues as their family. 

    Fifth, give them awards frequently for good performance.

    Sixth, give them ESOPs, incentives and commissions. Finally, I told you about Dr Sirota three-factor theory.

    After reading the blog, I believe that you will be able to keep your employees enthusiastic.

    Also You can Read our Blog on Manager Dependency – A Negative Aspect Of A Company

    FAQ’s

  • Building A Happier, More Satisfied Team

    Building A Happier, More Satisfied Team

    Working in an organization means working with a team. Teamwork is not as simple as it seems. The most challenging responsibility of a leader is to build a team spirit and build a happier, more satisfied team. It’s a challenging task that a leader can ever face. But it becomes comfortable with the cooperation of the team.

    Keeping a team happy and satisfied leads to higher productivity. Therefore, it’s essential to keep the team happy and satisfied.

    Let’s figure more about it.

    WHAT’S IN IT 

    Introduction

    Happier and Satisfied Team

    Building a happier and more satisfied team is very important for the leaders. The team that stays happy and satisfied loves their work. Such a team stays focused as well as enthusiastic at work. Happier and satisfied people enjoy their work, and they collaborate better with their colleagues as well.

    Leaders and teams can work well only when they feel happy, satisfied and surrounded by positivity. People love to work with happy and positive people/teams. Such teams accomplish their goal quickly and also come with great innovative ideas. 

    Therefore, a positive, happy and satisfied team and people always succeed in their work. 

    Why build a happier, satisfied team?

    We all know the more happy and satisfied will be the person; the better will be the result. When you feel comfortable, you work with your full spirit, and when you are not satisfied at that time, you don’t work correctly. Why does this happen? 

    It’s effortless. Happiness and satisfaction are directly linked to our work. When our team feels happy and satisfied with the work, they do the complete job better. They never get bored with their work. We have frequently seen that many motivational speakers say to keep a team happy and satisfied. But why did they say though?

    They say, though, because a happy and satisfied team works effectively. They give better results. It’s why in most companies and corporations, organizations and leaders focus on making their team jovial and satisfied.

    A happy and satisfied person is as important as the profit of a company. Therefore, it is always advised to focus on building a happy and satisfied team for achieving the goal of an organization.

    Benefits of happier, satisfied team

    Happier and Satisfied Team

    A happy and satisfied team is one of the significant elements of an organization. Many organizations mainly focus on the satisfaction and happiness of the team. But still, some organizations don’t focus on the team’s happiness and satisfaction. And they didn’t find the reason behind the low production of the team.

    This happens because their team is not happy and satisfied. This kind of organization doesn’t know the benefits of a more pleased and satisfied team.

    So, let’s discuss the benefits of a happier and satisfied team:

    • A happy and more satisfied team is more productive than other employees/teams.
    • A happy and satisfied team tends to have a low-stress level, which results in less absenteeism.
    • These teams maintain the right work-life balance.
    • They achieve their goals more effectively.
    • Such a team makes a positive working environment.
    • This team is more loyal than any other team.
    • The happy and satisfied team is more creative than others and came up with great ideas and innovations.
    • Such a team collaborates and supports each other. 
    • Happy teams provide better services and are more likely to stay in the organization.

    Ways to make a happier, more satisfied team

    Now, we all know the significance of a happy and satisfied team. Here comes the biggest challenge. As we have stated in the starting, building a happier, more satisfied team is itself the biggest challenge for the leader. Leaders must find appropriate ways to make a happier, satisfied team.

    We all know that not all happiness and satisfaction always comes from money. Apart from money, many other things matter for the joy and comfort of the employees. 

    Some of those are given below:

    • Always be honest and real
    • Communicate and listen to them
    • Encourage them and say ‘Thank you.’
    • Let them know they are supported
    • Find common interests
    • Give them opportunities
    • Make some time to enjoy and fun
    • Team building activities
    • Support their creativity and innovations

    Always be honest and real

    The team will never feel happy and satisfied if the leader will hide anything from them. People like honest and real people. If the leader shows a fake side, then no employee will feel good and satisfied, even they will also not trust him. Therefore, it’s essential, to be honest, and real with the team.

    Communicate and listen to them

    The best way to build a happier, more satisfied team is to communicate with them and to hear their thoughts. The team will feel happy and satisfied if the leader frequently communicates with them and shares his strategy and ideas with the team.

    It is essential to ask the team members; this will make them feel their worth and value in the team. This will establish a happy and satisfied team.

    Encourage them and say ‘Thank you’

    A good leader always encourages its team members. Encouragement and saying thank you to the team will make team members happy and satisfied. Encouragement will motivate team members to work efficiently. Saying ‘Thank you’ to the team for their work will make them feel good, and they will work in a better way.

    Let them know they are supported

     People feel good when someone supports them. Leaders must show their team members that they are being supported by him. Let team members know that you are supporting them. This will make them happy and enthusiastic.

    Find common interests

    For communicating with the team, leaders must find the common interest between the team members and him. He should talk about that common topic that will make team members happy. Leaders should also tell some stories related to that shared interest. This story related to common interest will make a good bond between the leader and the team.

    Give them opportunities

    The Art to Being Open to Opportunities; They Shall Not Pass - SR Group | Coaching - Mentoring - Training - Speaking

    The best way to make team members happy and satisfied is to give them various opportunities and voice. The team likes dealing with new tasks. New tasks give them new opportunities to grow. People learn new skills through new assignments. People get bored by doing the same work. Therefore, new tasks and opportunities make them feel happier and satisfied.

    Make some time to enjoy and fun

    Working continuously makes people tired and frustrated. Therefore, it’s essential to make time for relaxing and fun. Leaders should organize some fun activities related to work for the team members. This will provide relaxation to the team members, and this, as a result, makes them happier and more satisfied.

    Team building activities

    Leaders need to conduct some team building activities for the team members. Team building activities will not only increase the skills of the team, but it will also establish better coordination between the team members. When members share a better relationship, they will feel happier and more satisfied with the teamwork.

    Support their creativity and innovations

    One of the best ways to make team members happier and satisfied is to support their creativity and innovations. People feel so glad when someone supports and encourages their creativity and innovations. Leaders must help team members whether their creativity will come in work or not, leaders must support them. This will make the team happier, more satisfied.

    Maslow’s Hierarchy of needs

    To build a happier, more satisfied team, one must go through Maslow’s Hierarchy of needs to know the team members’ needs. Maslow’s Hierarchy gives a complete look at the thinking of people’s wants and needs. This theory describes in detail all the basic needs of the people.

    Maslow hierarchy consists of five elements:

    • Physiological (Physical) needs
    • Safety/Security 
    • Social (Love/Belonging) needs
    • Self-esteem/Ego
    • Self Actualization

    Maslow’s Hierarchy

    This theory of Maslow states that the need for a person starts with the basic needs after achieving basic needs; the person strives to make its psychological needs. Then after this, only the higher needs, i.e. self-fulfilment needs can be met.

    The diagram shown above describes each level:

    Physiological (Physical) needs

    Physical needs are the biological needs that are the essential needs of a person to live. It includes air, water, food shelter, etc. These are the basic and the most substantial needs of a person because, without them, a person can’t live. So, it is the 1st satisfaction that a person wants.

    Safety/Security

    Security or safety is the next basic need of a person after physical needs. Every person wants safety and security in its life and workplace. Therefore, managers must provide a safe environment and workplace for its employees. 

    Social (Love/Belonging) needs

    After basic needs, a person strives for its psychological needs. In psychological needs, the first comes belongingness and love needs. In this, the person comes in relationship and love with another person, and sometimes when a person cant comes over it, they feel loneliness. Therefore, managers should help the person by ensuring its engagement and motivation

    Self-esteem/Ego

    Now, here arises another psychological need of a person, self-esteem/ego. At this level, a person seeks for self-esteem. They want pride and accomplishment. Therefore, a manager must ensure to make employees feel valued and respected in the organization

    Self Actualization

    This need for a person can be fulfilled only after fulfilling the above-stated needs of a person. In self-fulfilment, a person wants to achieve its full potential, including creative activities.

    Therefore, a manager needs to help its employees to achieve their objective; otherwise, employees will feel demotivated and unsatisfied. They will look for another place to seek satisfaction and happiness.

    Conclusion

    Finally, it is apparent that building a happier, more satisfied team is very important for leaders and managers. A happier and more satisfied team will not only keep the team happy but also increase the organization’s productivity. It will increase the profit and will take the organization to a new height of success.

    A happy and satisfied team gives their best for their work and tends to stay in the organization. They bring new creative ideas and innovations for the organization. Such teams also create a positive working environment in the workplace. Therefore, managers and leaders must focus on building a happier, more satisfied team.

    Also You can Read our Blog on Manager Dependency – A Negative Aspect Of A Company

    FAQ

  • How Good Are Your Motivational Skills?

    How Good Are Your Motivational Skills?

    Having good Motivational skills as a leader of an organization can help you to motivate your team to work with more determination and efficiency. 

    So, in this blog, I will talk about and help you determine how good your motivational skills are? And will also suggest ways to improve it.

    WHAT’S IN IT 

    What are Motivational Skills?

    Motivational Speaker and Skills Training - Smart Irtekaz

    Firstly, before knowing about motivational skills, you must understand what motivation is? So, motivation is defined as your willingness to do work or the intensity of your desire to engage in an activity.

    Also, we can say motivation as a process that drives encouragement and inspiration in us to move towards our goal.

    Motivation is mainly of two types:

    1. Intrinsic or internal motivation: This type of motivation comes from inside by the pleasure, interest, or enjoyment in the task itself. So, here you do not need external support or reward for doing the job.
    2. Extrinsic or External motivation: This type of motivation comes from external sources like some reward, a person, fear, fame, etc. 

    So, now we come to our main question, i.e., What are motivational skills? These are the skills that describe how well you motivate others. Thus, it mainly includes external motivation, i.e., motivating others by using external sources like reward, fame, fear, etc. However, you can also use internal motivation by combining a person with work they are passionate about.

    So, as a leader, you need to have excellent motivating skills because if you combine a high motivational team with meaningful work, you will have outstanding results.

    How good are your motivational skills?

    So, after knowing about motivational skills, you must understand the current level of your motivational skills. 

    Let me ask you some questions, and you must answer them honestly. 

    1. Do you reward your team member for taking the initiative or for excellent performance?  
    2. Have you hired untrained staff?  
    3. Do you think you do micromanagement? (micromanagement means you closely observes and controls the work of your team members) 
    4. Do you bully your team members to get work done from them?  
    5. Do you provide your team members challenging and well-designed work?
    6. Did you think everyone is motivated by the same factor, and do you motivate your team members by that same factor only?

    Answer these questions in yes or No honestly in your mind before reading further.

    So, now let me tell you all the answers to the above questions so that you can check your motivational skills. The answer of first and fifth is yes while the answer of the second, third, fourth and sixth is No. If you have chosen the correct answer of a question, give yourself 1 point and otherwise 0.

    If you get a score of 6, then you have excellent motivational skills and if your score is greater than 2 and less than 6, then your skills are satisfactory, and if the score is less than 2, you have inadequate skills, and you must improve them.

    I have talked about why the answers to the above questions were that in the below section.

    Ways to improve your Motivational skills?

    9 Effective Ways to Improve Your Blog | SEO Site Checkup

    Talking only about the skill will be of no benefit to you. So, I will now tell you some of how you can improve your motivational skills. For this, I will take the questions which I asked in the previous section and use them to get the ways that you can use to improve your motivational skills.

    Rewarding Employees

    So, the first question I asked you was, how often do you reward your employees? So, as a leader, you need to reward your employees for their excellent performance. This reward can be anything that they value. 

    Also, the reward can even be a medal, trophy, etc. It will boost your team member’s morale, and they feel like an essential part of the team. Also, the employees who don’t get the reward will work hard to get the reward next time. 

    So, here the reward can act as a motivation factor for your employees.

    Hire Trained staff

    Secondly, I asked you a question about hiring trained staff.

    Many startups in the early stages don’t have many resources to hire more experienced and trained staff because of which they hire less trained staff for their roles. As a result, these appointed members lose motivation quickly because of no confidence in their roles.

    So, the solution to this can be instead of spending more on office infrastructure and interior, tools ( mainly for the service-based industry), and other unnecessary things spend more on hiring good employees and their training.

    Avoid Micromanagement

    Thirdly, I asked you a question about micromanagement.

    Micromanagement means closely observing the work of your employees and managing every detail of the business. 

    You should try to avoid micromanagement because it will destroy your team member’s morale as they will feel untrusted. Thus, they will lose their motivation. 

    Don’t Bully your team

    Are You Being Bullied at Work? Here's What to Do

    Fourthly, I asked you if you bully your team members.

    Bullying your team members in public and even in private can be the biggest demotivation for them. While rewarding them can be the biggest motivation. So, try to get the work done by rewarding them instead of bullying.

    Work should be Well-designed

    Fifth, I asked you about how well-designed work you provide to your employees.

    Here, making the work well-designed means you are creating the work according to the skills and interest of your team members. 

    I think this is the most important part of keeping your workers motivated because of no award, and fame can motivate them if they find the job unsatisfying.

    So, hire only those employees who you think are passionate in doing that work. Also, design the work according to their interests. 

    Everyone has different Motivation factor

    Sixth, I asked you if everyone has the same motivation factor.

    It is not true that everyone has the same motivation factor. A team member who gets motivated by some reward does not mean that everyone in your team will get motivated by that award only. Some might get motivated by a cash bonus, and some want to gain status in the company etc.

    So you need to find out every individual’s motivation factor and use it to motivate them.

    Conclusion

    After reading the blog, I think you must have got to know about the level of your motor skills and must have got some ideas to improve it.

    Motivational skills are essential for a leader to have. A motivated team and meaningful work can bring astounding results for your organisation. 

    The final thing which I want to say is that there is no use of reading the blog if you are not applying it. Apply all the ways in your organisation to get results.

    To sum up, I will tell you again all the ways of improving motivational skills in short which we talked about above.

    So, firstly reward your employees with rewards, money, holidays, trips etc. Second, try to hire a properly trained staff. Third, don’t bully your team. It is the most demotivating factor. Fourth, don’t micromanage. Trust your team, and they will show you results. Fifth, make well-designed work for them. Finally, everyone has a different motivating factor. Find it for every employee and use it to motivate them.

    Also You can Read our Blog on Manager Dependency – A Negative Aspect Of A Company

    FAQ‘s

  • How To Use Small Wins To Enhance Motivation

    How To Use Small Wins To Enhance Motivation

    If you are working on a big goal that takes months or years to achieve, then it’s easy to lose motivation and give up before you reach your dream. So, here is a simple technique to avoid that: You can break your big goal into smaller ones so that you can achieve small wins and that will enhance your motivation.

    Thus, In this blog, I will talk about small wins, their benefits, and how can you use them.

    WHAT’S IN IT

    What are Small Wins?

    The Power of Small Wins - Awakened Zen

    Small wins are small goals that you achieve while moving towards your goal, or it can even be a little progress during a day towards your goal. 

    For example, you have a goal of starting a business and achieve sales of 1lakh by this year. So, you break down into small goals of making a website by the end of this month, then get my first customer by this date, getting Rs50K sales by this date etc and then finally reaching your main goal.

    These wins make the goal to achieve much more comfortable as you get motivated, energetic every time you accomplish a goal you set for that particular day, week, and month.

    Why Small Wins matter?

    A great life is not built by revolution; a great life is built by evolution. Small and steady wins the race. You must have heard of these lines before. These lines also tell us the importance of celebrating small wins. 

    Now, I will tell you some of the reasons that tell us why small wins are important that you must look into.

    • They will keep us motivated throughout our journey towards our goal

    If you have a big goal, it might appear like a mountain to you, which may seem difficult to climb or achieve. So, when you break that goal into smaller ones like first climbing 50 meters of that mountain. These smaller goals will appear to be much easier and achievable.

    Also, you will get motivated, and you will start getting more confidence in you for achieving your bigger goal when you achieve that smaller goal.

    • Helps you break complex goals into smaller goals

    Sometimes the goals you want to achieve are complex and look hard to meet with a very dangerous path. But, when you break it into smaller ones, the path will become simpler and ultimately will help you to travel this perilous path with ease.

    Research on Small wins

    Survey reveals NHS research and innovation priorities | AHSN Network

    The Harvard researchers conducted research where they studied 238 managers from twenty-six project teams which were in turn from seven different countries. At the end of the day, the managers were asked to write in a journal about the quality of the day. Also, the researchers studied 12,000 of these journal entries.

    The researchers found that the days which the managers called their best days, on these days managers have made some kind of incremental progress.

    In their journals, they said we were dealing with a computer bug, and we made a small win towards the vision of the organisation. Or they were dealing with a difficult customer, but we made some progress in building the relationship. 

    And the days the managers recorded worst days, it was because there was some kind of a setback during their days. 

    This, I believe, is a very powerful insight. If you want to stay motivated, develop a truly focussed mindset, feel emotionally alive, feel inspired, drive higher levels of drive and stay on your best game then you need to celebrate small wins at the end of every single day.

    Also, the days on which these managers receive appreciation or encouragement from their colleagues, they consider as their best day. On that day, they were very happy and motivated.

    How to use small wins to enhance motivation?

    I have discussed below some of the ways that you can use, to use small wins to enhance your motivation, performance etc. 

    The Nightly 3 Ritual

    At the end of your day, think about three great things that happen to you during the day. Also, write that down on the piece of paper for better results.

    Let me tell you the reason for doing so. According to science, our brains are hard-wired for negativity; we have negativity bias in mind. So, our brains focus on what’s negative in our environment.

    Thus, we focus more on what went wrong during the day versus all the progress and the things that went right. So, writing out the good things that happened to us during the day will release dopamine in your brain so that you feel better, feel more energetic.

    Keep a daily progress Journal

    Journaling increases awareness, deepens your intentions, boosts performance. So, write about your progress, where you are winning.

    Doing this will help you to train your brain to focus on progress, to focus on where you are winning, to focus on what’s positive. Thus, according to science, that will fuel you emotionally, it will make you feel stronger, grow your confidence and will take your productivity to the next level.

    Create a culture of appreciation and encouragement

    As the above Harvard study also shows that a person feels more motivated when he/she gets appreciated by their colleagues. So, make culture in your organisation for appreciating each other when your team or organisation achieves a smaller goal you have set.

    Also, they will be highly motivated to achieve the next goal and ultimately will increase the chances to reach that ultimate big goal set by your organisation.

    Focus on the present moment

    Tony Horton Quote: “Focus on the present moment. Stay in the moment.” (12 wallpapers) - Quotefancy

    People have the habit of getting stressed about the future, whether they would achieve their goal or not. The fact is that when you will reach that goal, you will have another goal, and you will start to get the stress of achieving that, this cycle will go on until you die. 

    Also, taking stress will be of no help in achieving your goal. This will only waste your time, energy and your productivity will decrease.

    So, instead of focussing on the future more, try to live the present, that moment where you are now. Enjoy the moment- these small wins, your life will become much better, and you will achieve your goals much better.

    Conclusion

    To sum up, I will now conclude what we have learnt all in this blog. First, I talked about What are small wins? These are the smaller goals that you break from a big goal.

    Second, I talked about Why these small wins are important? They help you stay motivated throughout your journey of achieving a big goal. Also, you can break your complex goals into smaller ones that will make the path to your goal simpler.

    Third, I told you about research by Harvard, where they studied 12,000 journal entries of 238 managers from seven different companies. In this research, they found that these managers describe those days as good when they make small progress and when they have a setback, they described those days as bad.

    Finally, I told you about How you can use small wins to enhance motivation? Here, I told you to start writing 3 good things that happen to you during the day. Also, I told you to start writing a progress journal for your goals. These habits will help your brain to focus more on positive things than negative which will ultimately increase your motivation levels.

    Also You can Read our Blog on How To Be An Effective Coach And Mentor?

    FAQ’s

  • Manager Dependency – A Negative Aspect Of A Company

    Manager Dependency – A Negative Aspect Of A Company

    Are you someone whose whole day gets wasted only in assisting your team members, helping them or checking their work and you are not able to do your tasks? Or your business is not growing because you are stuck in operations? If yes, then you must read this blog. So, in this blog, I will tell you how you can reduce this manager dependency. 

    WHAT’S IN IT

    What is Manager dependency?

    Detecting dependencies with known vulnerabilities | Vojtech Ruzicka's Programming Blog

    So, let’s understand it with an example. As soon as you enter the office, your HR person arrives at you for deciding the budget. As soon as he leaves, your salesperson comes to know whether his sales strategy is right or not. Next, you go to check their work by yourself by going to their desks.

    So, in doing these non-valuable things which will have very less impact on increasing the growth of your company, you wasted your day. Also, your work which you have to do for the day is left behind.

    This also can help your employees to take advantage of your’s and reduce their responsibility. This leads to manager dependency.

    So, you need to try reducing the dependency of your’s for your employees by giving them some freedom. In the next few sections, I will talk about it.

    Why is manager dependency harmful to your business?

    It is extremely harmful to your business if you are stuck in operations because by doing so, you can make your business profitable, but you cannot grow and scale it.

    So, instead of focussing more on the operations, focus on what matters the most.

    Micromanagement 

    Manager Dependency

    Micromanagers try to control all the tasks in detail. But, instead of doing so, you must try to focus only on the essential things because micromanaging your employees is very time-consuming and also requires a lot of energy. 

    You must avoid this by learning to delegate and trusting your employees because micromanagement hurts you, your company and your employees.

    Micromanagement will reduce the confidence of your employees as most of them will think our boss doesn’t trust us. Also, it is very demotivating and frustrating for them.

    Micromanagers won’t be able to set priorities as everything is urgent and important to them, which isn’t true. 

    So, now I will tell you three tips that you can use to avoid micromanagement.

    • Always focus on the results and not the way to results.
    • Don’t blame them for making mistakes because they will learn more from mistakes then you can teach them. 
    • Write all the important work which you have to do during the day and paste it on your work-desk. So that you always get reminded of your work you have to do whenever you try to micromanage. This will help you to focus more on tasks that you can only do or the work that you are only supposed to do.

    Create a culture of Responsibility and Independence in your Company

    Giving responsibility and trust to your employees will not only save your precious time but will also help them have more confidence in them.

    In this section, I will tell you some of the ways that you can use to create a culture of responsibility and independence in your organisation and prevent manager dependency.

    Teach the initial employees how you work

    So, when you are hiring your first employee or a particular work, teach them the way how you do this work for the first week. Then for the next week, now you see him/her do the work themselves, correct their mistakes, solve their queries. Now, let them do that work themselves and don’t interfere later.

    So, you will not have any tension later that whether they are doing their work correctly or not and you will not be checking and interfering in their work every time because it can waste a lot of time of yours.

    Also, the next employee which you will hire can learn from that employee which you teach above without your intervention.

    Appreciate and Reward Employees taking Responsibility

    Appreciate and reward your employees when they take independent action to get the work done. This will also encourage other employees to do so as they will be motivated by the rewards. Hence, manager dependency will be reduced.

    Also, give promotions to the independent action takers. But, in this race of taking independent action, many employees will commit mistakes. But, don’t get sad or angry about it, as they will learn a lot from these mistakes and you will have a much better employee after it.

    Remember, the best learning environment is one where people aren’t scared to make mistakes.

    Make a specific time when your employees can take help from you

    If you remain available for your employees all the time, they will approach you for even small things. So, for this, schedule a time where you will be available for them to solve their queries or for checking their work.

    This will help your employees become independent when you are not there. Also, this will increase the employee to employee engagement as they will now solve their queries and issues among themselves. 

    Make a hierarchy in your organization

    Make the head of each department present in your organisation like sales, HR, tech etc. Choose the best employee from each department and make him the head of their respective department. Give him the responsibility to solve all the queries and issues of each member of their department. Also, ask the head to check all the work of employees.

    Now, these heads will be only allowed to have a meeting with you to solve the queries, issues which they are also not able to solve. So, now only a few problems will arrive at you which will save a lot of time of yours.

    So, make a hierarchy where you will be at the top, then the head of departments will be there and finally the employees working under these heads.

    Give Training to your employees

    Manager Dependency

    Organise frequent training sessions and workshops for your employees. This will help them to increase their confidence in their work, and they won’t bother you much for help.

    Conclusion

    To sum up, let’s talk about what we have all discussed in this blog. First told you what manager dependency is. In short words, it means as a leader, you are so much entangled in operations that you don’t work towards the growth of the company.

    Next, I told you why is it harmful to your company? It is harmful because it hampers the growth of your company while you are busy in operational work.

    Next, I told you about micromanagement and some ways to tackle it. Then I told you about some ways to create a culture of responsibility and independence in your company. 

    Under it, the first way is to teach your employees your way of doing the work before giving them the job. Second, appreciate and reward when an employee takes responsibility. 

    Third, make a specific time to solve the queries or to check the work of your employees. Don’t be available to them 24X7. Fourth, create a hierarchy in your organisation where you will be at the top, followed by department heads and then the rest of the employees, so that you don’t have to solve queries of all the employees instead only the department heads.

    Finally, provide regular training and workshops to your employees.

    After reading the blog, I believe you must have understood all the ways you can use to prevent manager dependency.

    Also You can Read our Blog on 7 Ways To Maximise Employee Engagement In Team Learning

    FAQ’s

  • Grow Model | A Guide Of Coaching And Mentoring

    Grow Model | A Guide Of Coaching And Mentoring

    If you are in the coaching industry or you are a team leader and want to mentor your team, then you must know about the Grow model of coaching and mentoring. It is the most widely used model in coaching.  

    So in this blog, I will fully explain to you the Grow model and how you can use it for coaching and mentoring?

    WHAT’S IN IT 

    History

    Grow Model

    The Grow model was developed by three business coaches Sir John Whitmore, Alan Fine, and Graham Alexander. Although the model was believed to be developed in the 1980s by them, it was published by Sir John Whitmore in his book “Coaching for Performance” in 1992.

    What is the Grow model of Coaching and Mentoring?

    The grow model can help you structure a coaching conversation. However, it does not include advising someone; instead, it focuses on assisting them in finding their answers themselves by asking insightful questions.

    You need not be the expert in your client’s domain to coach him/her. Still, you can address their queries if you have very little or no knowledge of their field.

    Stages of Grow model

    The grow word in the Grow model is an acronym of four words.

    G – Goal

    R – Reality

    O – Options

    W- Will do/ Way forward

    Also, these four words are the stages that you need to follow while coaching and mentoring your client or team member.

    So, now let’s understand all these stages in detail.

    Stage-1: Goal

    So, in the first stage of the grow model, you need to ask your client about their goal. There are three types of goals:

    1. Dream: This is a long term goal like wanting to become financially independent, want to get a change in the world, etc. Certainly, it is quite broad in general.
    2. End Goal: It is a significant objective that your client wants to achieve. For example, they are becoming the CEO of their company, starting their business, winning a sports competition, etc.
    3. Performance Goal: This can include getting many sales in a business context. Also, it can be running 1 Km in 2min in the sports context, etc.

    However, when it comes to performance goals, ensure that they are SMART. In short, SMART means their goals should be Specific, measurable, Agreed, Realistic, and Time-phased.

    Stage-2: Reality 

    Grow Model

    Secondly, now after identifying the goal, you need to find the current situation of your client. So, in the second stage of the Grow model, you need to ask them questions so that they become aware of their current situation.

    You can ask them questions like: 

    What results are you getting now?

    What is the present level of performance?

    How would you describe the present situation?

    What is happening right now?

    What is the impact of the results you are getting – for yourself, for others, for the organization?

    What other factors are affecting the current situation?

    By the end of the reality stage, your client or team member must be more aware; then, they were previously about the current issue. Also, this will increase their motivation to do something about their goal.

    Stage 3: Options

    The purpose of this stage for your clients is to generate ideas. But, the aim is not to find one right answer but to consider all possible solutions and options. In brief, generate as many options as possible.

    Furthermore, ask your client to not look at an option as too ambitious or too risky or silly. However, remind them that everything is valid and worthy of consideration at this stage. 

    You can ask them questions like:

    How can this goal be achieved?

    How many options exist?

    What other alternative options are there to solve the problem?

    Who else could assist you with this?

    Finally, once all the options have been created, your client can prioritize them. Moreover, they can do this by considering the cost and benefits of each option. Also, they can rate these options from 1 to 10. After the prioritization, they will choose what they want to do.

    Stage 4: Will

    Finally, the last stage of the conversation comes in. This part of the discussion is particular about what action your client will take.

    So, for this purpose you can ask them questions like:

    What are you going to do?

    When are you going to do it?

    Will this action meet your goal?

    What obstacles might you meet along the way?

    What support do you need?

    It is not mandatory to ask only these sets of questions, but rather, you should ask questions that you feel are appropriate.

    While going through this part of the conversation, if you feel that your client is not that committed to taking action, then you need to go back to the goals and reality stages as a way of reminding them what they want to achieve. 

    Without your client taking action, this session will only remain a conversation and nothing more. Without their taking action, nothing will change for them.

    A practical example of Grow model

    How to trade in options with examplewww.nad.org.tw

    Now let’s understand the Grow model with an example. 

    Stage-1

    So, one of your friends was facing a problem. He has got a report to write and has to be done by next Friday and today is Sunday. But he is not getting time to write it because of lots of other works and meetings. Provided that, he will need a day to write the report.  So herein, the goal is to write the report.

    Stage-2

    Now coming to the second stage, ask him questions about reality. So, he replied that on Monday and Tuesday, he has operations Like Team Building. Then on Wednesday, he has a meeting. Next, on Thursday, he has to do the work of checking emails and do some phone calls. So, he doesn’t have any time to write the report.

    Stage-3

    Now for the third stage, i.e., options ask him questions like what are the things that you could do to get this work done?  So, he answered that the first option could be not to do the report. Secondly, he can ask his boss to change the deadline. Thirdly, he can cancel his Wednesday meeting or ask some of his colleagues to do the meeting in place of him. Fourthly, he can find someone else to write the report. Fifthly, he can write the report in his house at night. 

    So, going by the options, he doesn’t like option 1 and 2 as it can hamper his image in front of his boss. Also, he eliminates the fifth option as it will disturb his work-life balance. Also, he doesn’t find the option fourth good as it will take time to explain the report to someone; rather, he can write the report himself at that time. So, he finds the third option most suitable.

    Stage-4

    Finally, now it’s time for The fourth Stage, i.e., will. So, he decided to go with the third option of sending a colleague in place of him to the meeting.

    Conclusion

    Now, after reading the blog, I feel that you must have understood the Grow model of coaching and mentoring. 

    Let’s summarise all of what we have learned in this blog. So, the Grow model is a model used in coaching and mentoring. GROW is an acronym of Goal, Reality, Options, and Will, which represents the four stages of conversation while coaching using the Grow model.

    Firstly, the goal means the objective your client wants to achieve or a problem they want to solve. Secondly, Reality is the current reality of their situation. Thirdly, Options are the paths they can choose to reach that goal or solve that problem. Finally, Will is to decide which option they will choose to achieve that goal.

    Also You can Read our Blog on How To Be An Effective Coach And Mentor?

    FAQ’s

  • How To Be An Effective Coach And Mentor?

    How To Be An Effective Coach And Mentor?

    Let’s understand today’s topic with our title which describes how effective coaching is essential in our life because. It improves our performance, helps to achieve success in life, it guides in life to motivate others. So that is what we call an effective coach a mentor who trains you to develop your core topic in your life.

    When we see in our day to day life from waking up early in the morning, and we go to the gym for your health and body fitness.

    You learn exercise from your coach because you know that even a single mistake affects your body, and if you follow specific rules in practice, your body will get fit.

    Now when you go for work, and you handle a team then when you meet with your side, you pump-up or motivate your team to work hard in the office to achieve the task. In these two different examples, you will find out that the typical topic is coming out is “Coaching”. Every person wants in their life to mentor them and keeps motivated in their day-to-day life.

    In this topic, we will understand in detail about coaching and how to be an effective coach in your surroundings.

    WHAT’S IN IT 

    What Is Effective coaching

    How A Leader Can Be An Effective Coach - The First Step in Preparing to Coach Someone - A Better Leader

    We don’t know about effective coaching. So, first of all, we will learn about coaching, and then we will cover the whole term “Effective Coaching “. So first let’s start about coaching and its benefits.

    Coaching is a technique of building someone skills, abilities and improves their performance. They either help to solve your difficulties and major tasks which might become a problem if you can’t answer them. 

    It is like a motivation given daily in your life to grow your abilities. Now we know the term coaching and its benefits are like reducing the stress in the workplace or your life. It helps to balance in work as well as in life while taking coaching from your coach or a mentor will guide you to develop and transform your life.

    Effective coaching can be a strategy in your life which divides your load into different parts then it works on each piece means it focuses on the elements which you have to achieve in your situation. If you complete the divides in sequence and strategically then you get to know how to train to yourself for anything in life.

    What are the Qualities of a Mentor

    8 Qualities of a Good Mentor | Look For a Great Mentor

    They should be attentive in every two-way conversation.

    • If you want to become a mentor or coach the important quality you should have is to be attentive in every conversation. At the same time, you are a speaker to an audience than whatever answer or opinion you are giving to your audience should have attention to what you are speaking.
    • If you are a coach and your mentor is teaching you something, then you have strong listening skills and what they are teaching, you will give guidance in your life.
    • Listening and giving more attention in two way communication is an essential quality in your life to become a mentor.

    Practice More in your field

    • When you start your career as a mentor, you have to develop your skills daily in day-to-day life.
    • Never think that your competitor is destroying your career because every competitor is daily developing skills and applying in their life and then motivates your audience and teaches them the same power which you learn in your life.

    Ready & be consistent In your Life.

    • Your motive is to make them consistent in their life with whatsoever reason they have to be always positive in their life to achieve success. That can be achieved by self-learning or continuously conversate with your mentor to guide in your life.
    • The main achievement in your life should be a goal which you have to complete daily and never stop learning from your coach or mentor.

    What are the Skills required for an Effective coach

    Goals

    • When you are becoming a leader, professor, coach, etc. you have a vision or goal in coaching. What types of coach you want to become.
    • There are many different types of coach opportunities you have in your life like a fitness trainer, a college professor, business consultant, a workspace mentor and more places where you can become a guide.
    • First, make a goal and then start working on it to develop the core skills of teaching, explaining to the audience. So, that they can be motivated by your side and achieve something in their life.

    Ask your doubts

    • You want to become a mentor in a particular level you have to ask all the related queries to your mentor or if you are a mentor and explain some topics to the audience, ask them some questions which they don’t know.
    • Clear the doubt and ask daily queries to anyone and crack that queries answer to become a good coach.

    Measure audience strength

    • When you train them or develop their skills, try to measure the strengths in which topics they are weak and improve the performance that measuring the people is a sign of a coach.

    Challenge them with some task

    • If you are discussing some live concepts and you are guiding to solve the problem with some strategies. Give some chances to them to teach us how to solve the queries. Challenge them to solve the Question faster than me to complete their task instantly.

    What makes an Effective Coaching

    Why It's A Mistake To Think Managers Are Effective Coaches – TLNT

    Here are basic rules that make you an effective coach. So first make your portfolio in your field in which you want to become professional. Now every professional or expert is well experienced in their area to reach the top level.

    When you give coaching to your coachee, make sure you have to solve their every problem anyhow, & if they dedicated to achieving success. You find that coachee in your batch. Then, try to focus more in particular person and give 100% dedication to that person so that one time the audience will see your result and then you will get calls in your field for coaching, consultation, and many more.

    And give your results 100% in every audience so that you will become an expert and the audience will find that you can crack the queries to provide results for them.

    How to be an effective coaching

    We will discuss this topic in an example so you can get to know how to be a better coach to anyone. Now the first process is to set the goal of what you decided where to reach. Then collect all the information regarding the purpose and try to accept the condition in your field. So, you can settle down in your surroundings & get to know what I have to do more.

    The second step is to train your goal means you have decided to become a coach in some field and in that you have to qualify first, then you can teach them. After the training process research in your field and make questions if you get doubt in your area and interact with the people who can consult your queries and find out the solution from the conversation.

    Now you have decided to become the coach, but after that what, you have to find the audience who can get experience from your coaching. So, always find your “NEXT STEP” after this period what I will do. Then track that step which redirects you to your goal.

    After tracking the goal note down the reports. Are you achieving in that step or you have to try other levels also to get the achievement.

    Conclusion

    When I understand this topic, I get to know that here you have to give three rules to become an effective coach: dedication, consistency, persistence. It is essential because when you focus on these three rules will provide one step of success in your field, and you have to learn every single day to achieve your milestone.

    Without consistency, you can’t give a better performance. If you want to improve your performance in coach, then start giving free coaching to your audience. After you complete your training and give 100% to them and tell them if you give 100% effort from your side, then you will achieve the milestone.

    Also You can Read our Blog on Top 12 Recruiting Mistakes

    FAQ’S