From Managers To Leaders

As I said in the over view – I want to stress that full exposure to these concepts is the best way to go. You can do that by going to the Franklin Covey site and registering for one of the following programs: Leadership: Great Leaders, Great Teams, Great Results or Leadership Foundations.

It’s time we get interactive. Everybody grab your pencils please.

1. Pick one procedure you currently work under.
2. How long ago was that procedure put into place?
3. When was the last time it was broken down piece by piece and charted out?
4. Break it down and chart it out step by step.
5. Now that you have done that, is there any one piece that can be streamlined?
6. Have you ever allowed an employee to do this?

Most procedures corporations currently work under are at least 5 years old. I say this because those that created the procedures got the basics and fundamentals from somewhere else. A former employer, a friend’s job site, observation at a local store – wherever! This means your procedures were put in place and in use long before they found their way to your company. Any procedure you currently use that is 2 years old or more should be revisited. Notice I didn’t say changed or revised – just revisited.

Now that being said, the question comes to you as a leader – Are you really open to another point of view, a suggestion – an idea?

Aligning Systems is where you as a leader allow your employees their voice their view on processes that are in place. Are they good? Could you improve them? Streamline them? Are those procedures in place for good legal reasons that your employees don’t understand?

Aligning systems gives you the opportunity to ask your employees those same questions listed above and open up their minds to new ways of thought. This paves the way for innovation. It helps make them feel that they are part of the process and have some control over their work. It’s all about letting the people who DO the work give feedback on how it’s DONE.

No one will give you a better perspective then those who are on the front lines. As leaders we need to allow them their voice. In these trying times what will make or break most employers are their abilities to streamline employee motivation and dedication beyond a paycheck. This is the bread and butter of your organization and it is what will put bread and butter on their table. It’s in both your interest to start from point A and run it to point D – did you really need B & C?

From Managers to Leaders (What would a Leader do?):

~ Attend one of the following programs: Leadership: Great Leaders, Great Teams, Great Results or Leadership Foundations.

~ Meet with two employees this month and have them pick one procedure from a list of five you have prepared. Have them give their thoughts and understandings of the procedure. Let them talk freely (seek first to understand them). Reply as needed being thoughtful not to shut them down or chastise their point of view even if you do not agree.

~ Send out a blanket request for a process improvement. Someone has to know something that can be improved even if it’s just a change of coffee filters to save money. Do this in a team meeting, or in your 1:1’s. Don’t balk at the idea no matter how small or insignificant it may seem to you. Work with the employee to implement their idea.

~ List all of the ideas submitted and what was implemented or not (if not a brief explanation should be listed). Make sure your employees have access to see that things are being submitted and implemented this will inspire them to keep it going. Also reward those who submit with small thank you notes or acknowledgement of some kind. This will reinforce your leadership style and allow them to feel comfortable presenting ideas to you.

~ Visit my store directly here and see a selection of resources on this week’s imperative.