When Team Members Seize Every Opportunity To Take The Lead

When Team Members Seize Every Opportunity To Take The Lead

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Ian Borges
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Imagine a team meeting where a manager is discussing a set of problems with the teammates. Typically, the manager brings up the problem, the team members closest to it share a few details, offer updates and raise any concerns. Then, the attention reverts to the manager: He/She not only decides how the problem should be tackled, but also assigns who should do what. Such conventional management might offer the reliability that companies require, but they eclipse the need for adaptability and innovation. Now, imagine the same meeting with just one fundamental variation: The manager willingly steps off their pedestal and allows the discussion to naturally identify the person(s) most keen on solving the problem(s). In essence, the manager and his teammates understand that it’s a level playing field and that the person leading the team efforts should be someone who’s mastered a relevant process, equipment or faced a similar challenge in the past.

If You Want Them To Survive Give Them A Survival Manual They’d Read

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If You Want Them To Survive Give Them A Survival Manual They’d Read

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Ian Borges
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What is the purpose of an employee handbook? Is it to inform employees about the ways of the company they’re joining? Is it to create a safety net of sorts for the company to guard itself against potential lawsuits? Or, should it be to encourage employees to use their best judgments; to act according to common sense; and to be brave enough to bend or break rules when following them would only compound the situation?

Bonuses Don’t Matter Unless People Feel Proud About Them

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Bonuses Don’t Matter Unless People Feel Proud About Them

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Ian Borges
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Companies offering a share of their profits to employees is old news. Many organizations pool a percentage of their profits and divide them between employees as year-end incentives. However, there is a lack of clarity on why certain employees receive certain levels of incentives. Nothing about the incentive received through the profit-sharing model is personal. And when it isn’t personal, people find it difficult to feel motivated to go over and beyond their routine responsibilities.

The Story Behind Semco’s Parla Che Te Fa Bene Moments

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The Story Behind Semco’s Parla Che Te Fa Bene Moments

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Ian Borges
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Organizational climate, much like environmental climate, often gets relegated to the background of everything that happens around us. But, both have the capacity to build up into something that can no longer be ignored. Fortunately, there are ways to measure, predict and prepare for whatever they bring - be it be, tropical storms or employee dissatisfaction.

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