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Cognitive Dissonance Theory Explained

paulgerhardt — Thu, 06 Jun 2013 12:37:47 +0000

How Supervisors Can Apply Cognitive Dissonance Theory

The Cognitive Dissonance Theory states that it is expressively uncomfortable to have contradictory or inconsistent cognitions. The idea is that dissonance is unpleasant and motivates an employee to make changes to his or her behavior, cognition, or attitude. The theory was initially explored by Leon Festinger, a social psychologist, had stated that consonance and dissonance are interactions among thoughts or cognitions – beliefs, opinions, knowledge of a person’s feelings and actions; and, of the environment. Two items of knowledge, beliefs, or opinions are dissonant when they are inconsistent or do not fit together.

Ways of dealing with cognitive dissonance:

A person may consider changing one or all of the behaviors, beliefs, items of knowledge, or opinions that are inconsistent or in dissonance;
An individual may consider acquiring new opinions, beliefs, or items of knowledge which will improve or strengthen the existing consonance that can cause the reduction of the dissonance; or,
A person can try to reduce or forget the significance of the cognitions that are inconsistent with one another.

An example would be that smokers know that smoking is not good for their health. There are those who will rationalize their smoking by holding on to the idea that the habit helps them to keep weight off and being obese is more dangerous than smoking. Other smokers will quit. A lot of people are smart enough to come up with impromptu rationalizations or hypotheses in order to save some beloved notions. The thing is that different individuals deal with their dissonance in different ways and some of those ways may be more sensible than others.

The Theory of Cognitive Dissonance is applicable in numerous situations in life. For as long as the dissonance or inconsistent cognitions is strong enough to threaten the status quo, the tension should be reduces or alleviated through changing opinions or beliefs.

From the organizational standpoint, when employees have been long entrenched in a process or culture, there is an implication that the present situation is the “right” one regardless of whether individual employees agree or not with it. When a change is to come along which can change the long existing process or culture, there is dissonance.

Leaders need to understand that they will encounter dissonance whenever a change is being initiated or introduced – it is an inevitability. It must be understood that it is simply the way humans are wired. And it is expected that the larger the organization and the bigger the change, the more dissonance will be encountered. Within a work team, dissonance is reflected by discussions that are not harmonious, by tension and by anger, fear or sullenness.

An organization or leader needs to create resonance or decrease the level of dissonance by magnifying or enhancing employee performance through creating harmonious interaction. This can only happen if the leader is one who understands the needs and wants of each member of the work team and is able to communicate that fact in his or her interactions with them.

If you enjoyed this article share it with others. Join me on Facebook. Take a few moments and explore the other tips and articles on paulgerhardt.com. If you have any questions be sure to contact me. I am always happy to help.

Have a great day! You get to choose how you feel about it!

Kindest regards,
Paul
Paul L. Gerhardt, PhD
“The Organizational Doctor”TM
www.paulgerhardt.com

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Goal Setting Theory

paulgerhardt — Wed, 29 May 2013 13:04:12 +0000

What is Goal Setting Theory?

Have you heard of Goal Setting Theory and how does Goal Setting Theory work? The Goal Setting Theory by Edwin Locke states that when there have been challenging targets or goals set for an employee and the proper support, as well as tools are given in order to accomplish those goals, the employee will experience feelings of satisfaction with his or her performance and any rewards that are received. This will then spur the employee into setting more challenging goals and doing his or her utmost to accomplish them.

Motivating employees in goal setting is not at all complicated. Leaders simply need to set very clear goals and provide employees with regular and appropriate feedback. Locke’s Goal Setting Theory asserts that there is a correlation between the level of difficulty and specifity of a goal and the needed performance to reach or surpass that goal.

When it comes to setting targets or goals, they should be:

Very clear
Provide a challenge yet not impossible to accomplish
Gain the commitment of the employee
Include regular feedback
Involve a level of task complexity

A close look at the goal-setting model will show that goals which are difficult yet specific are preferable than those that are vague and easy to accomplish. Setting goals begins with the goal core – which defines goals as difficult and specific in terms of learning, performance or in short-term achievements. Performance refers to the intensified productivity. Performance with satisfaction and rewards are brought about by the completion of a challenging task. The satisfaction will then foster the willingness of an employee to commit to another challenging task.

As challenging tasks are accomplished or completed, there are moderators like task complexity, feedback, and commitment which need to be evaluated. Employees commit when goals are self-set and are made public. This makes employees view the goal as something important. Feedback needs to be given regularly and in a manner that is timely so that employees can track their progress. There must be a high level of task complexity. When all those moderators are effectively working together then employee motivation rises.

Edwin Locke has outlined certain steps that can be taken to apply the Goal Setting Theory to any organization:

There must be a clear job description which outlines the nature of all the tasks that need to be completed
The method of measuring performance must be specified
Challenging and attainable goals must be set along with an output that can be directly measured
There needs to be a timeline involved
Prioritization of the goals must be done in accordance to their difficulty and performance
Specific goal details must be laid out

The activity of goal setting can result in one of two possible outcomes – unfavorable or favorable. When the outcome is favorable then there will be feelings of satisfaction as goals are reached or even surpassed. However, when the outcome is not favorable, there will be feelings of anxiety and dissatisfaction. Organizations and leaders need to emphasize the usefulness of making use of goal setting activities and Locke’s theory influences the way performance is measured in a large number of organizations.

Have a great day! You get to choose how you feel about it!

Kindest regards,
Paul
Paul L. Gerhardt, PhD
“The Organizational Doctor”TM
www.paulgerhardt.com

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ERG Theory Applied For Leaders

paulgerhardt — Tue, 21 May 2013 12:43:34 +0000

How Supervisors Can Apply Alderfer’s ERG Theory

The ERG Theory of Clayton P. Adelfer is one that compacts Abraham Maslow’s human needs from five to three categories – Growth, Relatedness, and Existence.

Existence needs are those that include all the desires, physiological and material, which is found in Maslow’s first and second levels. Relatedness needs are those that include external and social esteem like relationships with people like colleagues, family, employers, and friends. It also means that humans have a need to be recognized or accepted and to feel secure as being part of a family or a work group – Maslow’s third, as well as fourth levels. Finally, growth needs is comprised of self-actualization and internal esteem which push a person to make more productive and creative effects on himself and his or her environment – Maslow’s fourth level, as well as the fifth.

Though the prioritization of those needs may be different from one person to another, the ERG theory does prioritize with regards to the correctness of the categories. The easiest to verify and the most concrete are existence needs. The relatedness needs are not as concrete as existence needs and depend on the relationship between people. Growth needs, which depend on each individual’s uniqueness, are the least concrete of the three.

Within the workplace, it means that leaders need to recognize that each employee has, simultaneously, multiple needs. As per the ERG model, exclusively focusing on a need at a time will not do much to motivate employees. Workplace motivation is impacted by the principle of frustration-regression. For instance, when there are no growth opportunities are given or provided to workers then those workers may regress towards relatedness needs and start to socialize with more of their peers. When leaders are able to recognize those conditions in time, then there can be steps taken in order to satisfy the employees’ frustrated needs until they are able to take up growth again.

Different people are satisfied by different things. For a number of employees, financial incentives may satisfy their need for growth. For others, they may prefer to get recognition. As per the ERG theory, financial rewards or incentives can merely indirectly fulfill human needs via their affect on others and their perceived value. This means that though an organization may be providing financial rewards and incentives, if the employees’ other needs remain unmet, then those employees will not be motivated.

Adelfer’s ERG Theory, akin to Maslow’s Heirarchy of needs, suggests that people have basic needs and when those needs are met, then new needs are developed. Organizations and leaders must avoid focusing on only satisfying one need at a time. Providing a job merely satisfies existence needs. Employees also have other needs like:

Getting a promotion – growth

Developing relationships with managers and colleagues – relatedness needs
Being able to perform fulfilling and meaningful work – growth
Getting recognition for doing an excellent job – relatedness
Participating in the process of creative decision making – growth
Equitable and fair pay – existence
Security in the job — existence

When employees build strong bonds with employees, leaders and organizations will be able to determine what the specific needs of each employee are and how they may be satisfied.

Have a great day! You get to choose how you feel about it!

Kindest regards,
Paul
Paul L. Gerhardt, PhD
“The Organizational Doctor”TM
www.paulgerhardt.com

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Drive ReductionTheory For Supervisor Success

paulgerhardt — Sat, 18 May 2013 17:23:58 +0000

How Supervisors Can Apply Hull’s Drive Theory

The Drive Reduction Theory is one which is a theory of learning and motivation that is attributed to a psychologist named Clark Hull. The theory asserts that people generally experience psychological or biological needs or drive. It also states that people’s behavior happens to satisfy such needs and to reduce those psychological or biological drives.

Drives may include basic needs like hunger, thirst or shelter, or they may include psychological needs like those of camaraderie. Clark Hull deemed that much of the process of learning is dependent on reducing drives. People initially recognize they have a need then they work towards fulfilling that need, then they learn via behavioral conditioning how the need can become satisfied in times to come.

Like all living organisms, people have a number of basic psychological and physical needs. A large number of people recognize the basic physical needs for warmth, water, food, shelter, and clothing. The need for being accepted, to have friendships, to be loved, to feel safe, and to engage in expressing themselves creatively are psychological needs. Those two needs may occur in an individual simultaneously and work together in creating a single drive. For example, an individual may have the drive for companionship which may be integrated with a need for being loved, those two can then form a drive for that person to seek out a romantic relationship.

The Drive Theory deems that when people experience drives – psychological or physical – and are attentive and aware of it, those people will work towards limiting the strength of the drive through the fulfillment of the need. For example, someone who is hungry is experiencing the basic biological drive for sustenance. By finding and eating, the drive for food is minimized which also eases the hunger. More often than not, the drive reduction happens on a temporary basis because the need may again appear and when that happens the theory deems that there must be renewed action to fulfill it again.

The Drive Reduction Theory further hypothesizes that such a behavior pattern, wherein a need is able to stimulate a behavior which is meant to fulfill a need, is a fundamental part of the process of motivation. When an individual encounters a need and performs successful behaviors to fill the need, he or she is more than likely to repeat the same behavior in the future when the same need is felt again. Once the process is repeated, the individual learns, by means of the behavioral conditioning process, that the specific action or behavior will always lead to fulfilling the need. Should, for some reason, the previously successful action or behavior to fulfill the drive or need is no longer effective, then the Drive Reduction Theory states that the individual will then look for an alternative action or behavior to fulfill or satisfy the need.

The emphasis of Clark Hull was more on experimentation, a theory of motivation as well as learning, and in the nature of repeated behavior or habits, which he had insisted were relations between stimuli and responses. Behaviors and actions are influenced by goals which are meant to reduce drives or satisfy needs.

Have a great day! You get to choose how you feel about it!

Kindest regards,
Paul
Paul L. Gerhardt, PhD
“The Organizational Doctor”TM
www.paulgerhardt.com

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How to Create a Healthy and Happy Workplace.

paulgerhardt — Tue, 09 Apr 2013 12:48:08 +0000

How to Create a Healthy and Happy Workplace.

Have you every wondered why some people get more done in their days and do it better than others? Each organization is a direct reflection of the people who work there. If leaders show that they care about their employees, then more people may be willing to go the extra mile to fulfill the goals and objectives of the organization.

How can you create a healthy and happy workplace? Of course health programs when included in the workplace have proven to improve the wellbeing of employees. They helps increase productivity and reduce absenteeism and employee turnover. Attitude of individuals and treatment by leaders has a huge bearing on the climate and culture of the organization.

A healthy organizational culture is one where people want to give their best. People don’t want to let others down by not doing their part. Everybody wants to help each other be successful. Consider these top five steps:

Top 5 steps to creating a healthy and happy workplace:

Acknowledge and appreciate your employees and coworkers – It costs nothing to say “you did a great job” or “thank you”. It can go a long way in creating an environment where your employees feel that their work is been acknowledged and appreciated. You don’t have to be the boss to show appreciation for others. Every person has an influence on others.
Identify the needs and introduce the concepts – Identify the needs and determine the priorities so that you can align the program to fulfill the goals and objectives of the organization. Share the vision of the organization with the employees so that they are able to progress towards their end goal easily. If every person on the team was clear about what the goals were and how to get there, then things go much quicker. Any person on the team can be a leader and help others with clarity and developing systems that make things work more efficiently and effectively.
Develop goals and objectives – You need to develop goals and objectives that focus on the specific interest of the employees and the organization. The activities that are developed need to be simple and should address the primary needs of the employees. People tend to work harder on things they like to do. The reverse is true too.
Classify the activities based on the target area – You may be able to achieve maximum impact if you are able to classify the various activities that you have developed based on their target area. The target areas can be broadly classified as people, environment and policies. People need to know what is expected and proper systems must be implemented that support people and help create a safe place to work and get things done. Eliminate systems that make things more difficult for employees if possible.
Develop an action plan and set a timeline – After you have chosen the activities you need to develop, create an action plan and set a timeline to achieve it. Ensure that all employees participate in the activities that are developed to foster team spirit. Make sure that you get employee buy-in. If employees feel patronized and/or abused, then they will not be happy and probably not be giving their best.

It is important that the program be supported by the management so that adequate resources are allocated to it. Organizations that skimp on their employees usually have greater employee turnover and at least hidden apathy.

What are the 5 benefits of a healthy and happy workplace?

It improves performance and productivity. Absenteeism is reduced.
Employee morale improves. Job satisfaction and motivation also increases significantly.
Physical health and mental well-being of the employee improves.
The image of your organization improves and this can help you attract and retain the best talent that is available.
Turnover is reduced or eliminated. Happy-healthy employees are loyal and want to do their best because it fulfills them.

Nowadays there is an increasing focus on adopting a healthy lifestyle in the workplace as it helps improve productivity significantly. Leadership workshops can help create a healthy and happy workplace. Effective leadership workshop facilitators share simple and easy steps on how to get started. You can make use of these steps to implement a program that can be collaborated to facilitate organizational changes. Training refreshes employees and gives everyone new tools that make the workplace feel new and exciting.

Leadership workshops can be used by small, medium and large businesses to implement a cost effective and sustainable workplace program. You may be surprised to know that improving the health of your employees and creating a happy workplace need not be time consuming and expensive. It can be done with limited resources too and the rewards and incentives of the program are beneficial for everyone in the organization.

Have a great day! You get to choose how you feel about it!

Kindest regards,
Paul
Paul L. Gerhardt, PhD
“The Organizational Doctor”TM
www.paulgerhardt.com

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How To Be Assertive In The Workplace And Why You Should Be

paulgerhardt — Tue, 02 Apr 2013 12:48:30 +0000

How To Be Assertive In The Workplace And Why You Should Be.

Why it is important to be assertive at the workplace? Each day you interact with your supervisor and coworkers and if you want to gain and give respect, you need to be assertive when you interact with them. Your career success and happiness comes from a culmination of your actions. There may be a very thin line which divides assertiveness and being more than people can stand. Therefore, you should learn to navigate your career successfully if you want to create a life and career that truly fulfills you!

You may be surprised to know that assertiveness is one of the qualities of a successful leader. If it is your aim to become a person who is seen as absolutely valuable and a true leader, it is important that you learn the essential skill of assertiveness.

If you are not assertive in your workplace, you may let others take advantage of you and/or your views and opinions may not be considered even if they are the best solutions to any problem. Here are some things that you could start doing today to take control of your career and get it on a track that gives you more job security and job satisfaction.

Top 7 tips to be assertive in the workplace:

Be specific and clear when you are speaking to your coworkers. This can help avoid any kind of miscommunication. Do not let your emotions rule your head. Remember to respect the views and opinions of others.
Listen to others without interrupting. It is only when you listen to what your coworkers are saying that you may be able to understand their perspective about things. Just because someone has a different opinion than yours does not make them wrong. It is always important to remember this.
Show confidence in yourself. Pay attention to your body language when you are speaking and listening. Stay calm, keep your face relaxed and do not show any signs of anger. You also need to pay attention to your voice and choice of words. It never hurts to smile and be confident. It makes others feel comfortable with you and in you.
Remember that being assertive is a skill that you need to practice. When faced with difficult situations, it is advisable to be strong and exhibit leadership qualities. No matter your title, being a leader is about attitude and action that makes you stand out in a positive way. Anyone can be a leader. It is the key to being seen as a valuable person in your organization.
Learn to say “no” to things or people. You do not have to say “yes” to everything. Most of us find it difficult to say “no” as we feel that we might offend others. You do not have to feel bad for refusing the request of your coworkers. It is not what you say, but how you say it. Being assertive and kind about how you say know, lets others know your time is valuable and you deserve to be respected.
You may encounter resistance on the way–but do not give up. It takes time for things to change and you need to be patient. Working relationships improve over time–one action at a time. Slow and steady win every race. Doing things right and well with every interaction can help get things done and build your career reputation of excellence!
Do not feel guilty for being assertive. It is not wrong to stand up for your ideas and opinions. You are actually displaying leadership qualities when you assert yourself. Make ever situation a win-win for everyone in your workplace. It is about being assertive and helping others see you have their best in mind. There is enough success in every workplace for everyone. Be a leader and show others how it is done.

For most of us being assertive in the workplace may not come naturally. You need to learn the skills that are necessary for doing so. Learning can be done through attending workshops that are designed to develop careers and make everyone leaders. These trainings can help you understand the difference between expressing yourself in an assertive way and forcing your opinion on others. Leadership training can truly make a difference in every organization. It is an investment that pays for itself in productivity and longevity of careers.

Have a great day! You get to choose how you feel about it!

Kindest regards,
Paul
Paul L. Gerhardt, PhD
“The Organizational Doctor”TM
www.paulgerhardt.com

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Transformational Leadership Skills

paulgerhardt — Fri, 29 Mar 2013 17:22:26 +0000

Transformational Leadership Skills.

Have you ever wanted to know what you can do to be the best you can be? Understanding what social scientists have discovered about being an effective leader can help you assess your strengths and work on developing the areas you may not realize you need to work on. Businesses all over the world are changing at a rapid pace and transformational leaders provide a sense of overall direction in which the organization can move and stay ahead of competition. These leaders enable their team members to expand their capabilities and help them reach heights that they never thought possible.

The enthusiasm of the leader is passed on to the rest of the team and this motivates them to perform better. It helps increase productivity as everyone is involved in achieving the objectives of the organization. Leaders need to nurture and build relationships with their team members so that they are motivated to perform at the highest level.

What are the skills of transformational leaders?

Clear vision – Transformational leaders have a clear vision of what they want to achieve. As they have a clear vision they are able to plan and move ahead in the right direction. They are able to communicate it to their team members in an effective manner and this inspires them to achieve what they believe in.
Courage to change – Most businesses resist change and this often leads to their downfall. A good leader is willing to change and take on new challenges. They are willing to take tough decisions and calculated risks. You need to show team members why change is necessary and how they can benefit from it.
Inspiration and intellectual stimulation – As transformational leaders are passionate about their vision, they are able to inspire others across all levels of the company. They help the team members learn new skills and gain knowledge.
People skills – It is important that you listen to your team and get to know their strengths and weaknesses. A good leader has the ability to influence each member of the team and make him or her feel part of the organization.
Overcoming obstacles – Transformational leaders have the determination and ability to overcome any kind of obstacles that come their way. They have the perseverance to realize their vision in spite of roadblocks and this motivates the employees to believe in the vision too.
Motivation – It is important that leaders motivate their employees and empower them to achieve the objectives. The accomplishments of the employees need to be recognized and appreciated so that they are motivated to perform better. It also helps create a pleasant working environment.

It is important that you are able to assemble the right team to get the job done. Tasks should be assigned to each individual member based on their skills and capabilities. When employees are equipped and empowered they are able to perform to the best of their abilities. They are willing to learn new skills and educate themselves as they feel their contribution is important.

Transformational leaders act as strong role models and inspire others to follow them. As they are clear and communicate the vision of the company and its importance to each employee they are able to make them become part of this shared vision. It is a process that leads to change, innovation and growth.

Anyone can be an effective leader. It starts with knowing what you are doing well and then making intentional efforts to make the changes in areas where you may be lacking. Start today by focusing on these six areas mentioned in this article!

Have a great day! You get to choose how you feel about it!

Kindest regards,
Paul
Paul L. Gerhardt, PhD
“The Organizational Doctor”TM
www.paulgerhardt.com

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How to Be the Ideal Boss

paulgerhardt — Wed, 27 Mar 2013 16:02:56 +0000

How to Be the Ideal Boss.

Do you want to be the best boss that your team has worked with? Being a great boss is not easy. It is about being smart and flexible. In order to be successful you not just have to match the expectations of upper management but that of your team members too. Smart leaders know that if employees do not like their boss, it can drastically affect the overall productivity of the organization.

Here are some ideas that may help you grow your career and help everyone around you be and feel more successful.

9 Tips to Become an Ideal Boss:

• Learn to listen – Allow your employees to speak so that you are able to learn about their ideas and expectations. You may be able to respond better when you start listening to them attentively.

• Communicate – Learn to communicate everything in a clear way so that there is no ambiguity. Most leaders experience problems at the workplace when they are not able to communicate what they expect in a clear manner. Communication is important to define role and responsibilities of each individual team member.

• Deal with problems immediately – If the problems and issues are not quickly and directly solved it can affect productivity. Pay immediate attention to the problem and find an amicable solution. Thinking win-win, means understanding what a win looks like for the others involved and working hard to meet that expectation.

• Be nice to all employees – Always respect all your employees irrespective of the type of jobs they perform. If you do not respect your employees and are not nice to them, you may not be able to build long lasting professional relationships with them. Just be kind and understanding. You might find people respond back to you and others this same way. Leaders set the tone.

• Be fair and objective – Try to be fair and objective and avoid favoritism. When you start treating everyone equally and avoid double standards, you may be able to motivate and encourage your employees in a positive manner.

• Delegate responsibility – Do not try and micromanage every aspect of work. Learn to delegate and trust people. Avoid forcing your opinions or your style of doing things on everyone. If you constantly keep interfering in the way people work, it can affect their confidence. Remember that your way may not be the only and best way. Let others feel the reward of doing things their own way. Praise great results and help employees find ways to fix problems when they occur without fear.

• Appreciate your team members – Make your team members feel valued and appreciated by complimenting them on their work. A simple compliment can do a world of good to the confidence of your employees. Great leaders praise employees in a genuine way every day. Look for things to show appreciation for. Be authentic! You will just feel good about it and so will others.

• Lead by example – As a boss you need to set standards in the workplace. You should lead by example if you want your employees to follow the standards that you have set. For instance if you want your team members to be punctual at work, you need to be punctual so that they can emulate you. Do as you ask others. Never ask others to do things you are not willing to do yourself. This is the respectful thing to do. You earn respect by being respectful to others.

• Mentor your employees – If you want to groom your employees for higher responsibilities then mentoring is the best way to do so. This can help them develop their skills and they can become aware of the latest developments in their industry. Your job gets easier, as people find and develop their talents. There is enough success in every workplace for everyone. Help others be successful, they will help you too.

If you want to actively climb the corporate ladder and become a boss, you should know how to handle and manage your team. It is not very difficult to become a leader and an effective boss. You can grow your career easily by following these simple but effective tips.

You can learn about the various aspects of becoming a boss by attending training workshops. These training workshops can help you and others in your organization understand people and evaluate them based on professional and personal characteristics.

Have a great day! You get to choose how you feel about it!

Kindest regards,
Paul
Paul L. Gerhardt, PhD
“The Organizational Doctor”TM
www.paulgerhardt.com

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How to Show Appreciation to Coworkers

paulgerhardt — Sat, 16 Mar 2013 19:05:32 +0000

Do you tell your coworkers and employees how much you appreciate their contribution to the success of the organization? You do not need any special occasion to show your appreciation and you can do it on any day of the year.

When you show your appreciation to your coworkers, it makes them feel valued and this can result in increased productivity. Showing your appreciation need not be through big gestures and even small gestures and surprises can work their magic. As a leader you should be looking for new ideas to show your coworkers how much you value their contribution.

Top Eight Ideas to Show Appreciation to Coworkers

1. Remember to appreciate the efforts of your employee in front of their peers. You can create occasions like employee of the week or month and give a gift or certificate. Display the certificate at a public place in the office so that the employee feels that his or her work is been recognized in front of others.
1. When the contribution of the coworker to the completion of project is significant do remember to say thank you and be specific about what you found so admirable about their work.
1. Show genuine interest and ask them about their families, hobbies and any other thing that they cherish or like to do. After you become aware of their hobbies and things of special interest you can choose to give them things that are related to it.
1. Treat your coworkers with a lot of respect and be polite to them. Say “please” whenever you want something to be done. Make a request and do not try bossing around.
1. Offer holidays and flexible work timings to coworkers who have put in the extra hours to complete the project as per schedule. If possible you can also provide quarterly or yearly bonuses so that they are motivated to perform better.
1. Create a tradition of appreciation at the workplace. When you create this tradition at the workplace it can motivate the coworkers to push their boundaries and perform to the best of their abilities as they know that their efforts may be appreciated.
1. You can take your coworkers for lunch or dinner and you can let them choose the restaurant. You can also take them out on birthdays, anniversaries and any other special occasion.
1. Provide training opportunities as a reward so that the employees are able to acquire new skills and perform to the best of their abilities.

There are many different ways to show your appreciation and you can always add your own unique touch to it to make it even more special. However you need to remember that you should not overdo it. Your intention should be to genuinely appreciate the coworker and not embarrass them in front of others.

When you start appreciating your coworkers you may be able to build a relationship of trust. It also helps build loyalty and motivates the worker to perform better as they know that their efforts are recognized and appreciated. Learn to appreciate immediately and do not keep waiting for the perfect moment.

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Great Leaders Help Others Be Right.

paulgerhardt — Tue, 12 Mar 2013 13:26:34 +0000

Great Leaders Help Others Be Right.

Have you ever considered the true consequences of not deeply listening to others or worse failing to ask for advice of others? The best leaders are those who recognize the fact that others can be right at the workplace and may have excellent ideas that will make things even better. Great leaders know that it is not just about one individual, but about a group of people working together to achieve the goals and objectives of the organization.

Great leaders know that when they value other people’s opinions and views they will gain a lot instead of trying to dominate and hold center stage. An effect leader must be able to meet the challenges that come every day and make most of the opportunities by deeply listening to others.

Great leaders know that it is very important to manage change in an effective way and you are not be able to do so if you cannot motivate your team members to take necessary action. As a leader, it is your job to communicate the objectives of the organization. The best communicators recognize the value of listening to others and let others share their thoughts and opinions. Listening truly is the greatest gift a leader can give. It builds trust and meaningful relationships.

If you want to build a winning team you have to build a respectful and enjoyable rapport with others. You of course must share personal insights, but deeply listening to the challenges that are experienced by team members is what is going to build a mutual bond. This will help in building a closer and trusting relationship that is really necessary for you to maximize what you can accomplish. When employees are given a genuine feeling of importance, they are better able to face challenges in an effective way. More ideas and insights on what is happening in all areas will muster up enough creativity to face the demands at hand and create a better future.

Great leaders must always display maturity and accept that they are not always right. They may know a lot of things, but nobody can always be right. Great leaders accept that they do not know certain things and are not hesitant to ask for help and guidance. It is a show of strength and wisdom to ask for the insights of others. It builds trust and helps others feel genuinely valued and respected.

It is important to be curious and inquisitive so that you are able to learn new skills. You should recognize the need to ask for questions and listen to what others on the team have to say. This will help you get a new perspective of things. There is always more than one way to do most things and you may find a better way, just by asking others.

If you are interested in keeping things productive and interesting, you can first ask yourself how are you going to motivate the team members and think of ways on how things can be improved. Then you can ask questions of your team, allow others to participate in the process of team building and this will help create a sense of belonging. Team building facilitated by an external expert is great for helping others appreciate the talents and contributions of others.

Avoid overwhelming people and give them the opportunity to express their views in a frank and forthright manner. You and your team members must share a common vision and others must see exciting possibilities for the future. Great leaders know how to ask questions of others that inspire them to want a better future and do the work that builds greatness above and beyond work as usual.

When you actively involve others in the decision making process, you are building collaboration which will help create an atmosphere of genuine trust. You must make each individual on the team feel capable and confident about their abilities. Great leaders do this by asking good questions, show they are truly listening and valuing the opinions of others. Great leaders try to use the ideas from others and express genuine appreciation for that help.

The best thing about asking others for help is that great leaders are able to know of innovative ways for improving processes. So, give people the opportunity to express themselves openly. Don’t ever talk down to anyone else, no matter their position.

If everyone is involved in the betterment of any process, they will feel a sense of responsibility and genuine satisfaction. It will also help remove ambiguity. Great leaders know that asking for help from others gives people a sense of ownership and pride for doing a great job, not just a good one.

So, be a great leader and recognize the contributions that are made by each individual and share the rewards of their efforts. You absolutely must make others feel special and empowered to be able to perform to the best of their abilities. If you don’t, you are giving a reason for employees to take their creativity and talents to your competition and make them stronger and your organization weaker because of the loss. So, be a great leader and listen deeply to others. You will see positive changes right away. Give it a try today!

Have a great day! You get to choose how you feel about it!

Kindest regards,

Paul

Paul L. Gerhardt, PhD
“The Organizational Doctor”TM
www.paulgerhardt.com

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