I HEREBY DECLARE

Go ahead.  You know you want to share this!

Sometimes the best medicine for a not being noticed for the work that you do is to just declare that you are in fact "Employee of the Day".  In today's busy world, we often don't get validated for the work that we do or the effort that we give. That, in and of itself, can be the tipping point for not caring or trying any longer.

Remember that the best cheerleader you have is yourself.  

Invest your best into the work that you do. With a attitude of excellence you will get noticed and you will be confidence in your own abilities and all of a sudden you don't even need to hear it from others.  Just look in the mirror and remind yourself that you did a great job today!

THE VERY ACT OF KINDNESS

To me, there is nothing more deflating than not be listened to.

Taking the time to share your heart, your ideas, your views, whatever it may be and having it fall on deaf ears.  I realize that I am guilty of this as well. Talking incessantly and forgetting that someone else may need an opportunity to be a part of the conversation.

One of the greatest gifts each one of us has to give is the art of listening. I mean, really listening.  Not being distracted but rather being in the moment with someone, whether it be your kids, your partner, your clients, your friends.   For me, I know that I have built the best and most trusted relationships in my life and my work from being one who genuinely wants to listen.  To understand the cares, concerns and the dreams of others.

These are the opportunities that we miss. The opportunities to make a difference in someone's life. The only cost to do this is time.

Who are you willing to sit with today?

It is often what we don't say that makes the biggest impact.

LEADING WITH ALIGNMENT

Strategies for smarter leadership are key topics for navigating organizational growth in today's competitive environment.  Trying to find the best ways to "engage" your employees is not the only thing that should be top of mind. Employee engagement may have an impact but planning for long term growth and lasting cultural change should include strategies around organizational alignment.

Not only do your employees want to be better satisfied with their job by feeling validated for good work effort and having a way to make a meaningful contribution through feedback and suggestions; they also want to understand "why" they are there. What does their role have to do with the overall success of the company, and   does their contribution tie into the key areas of importance for their organization?

As a leader, the best way to start building better trust is to increase communication and bring better understanding to your team.   From the top down, articulating what the goal is for everyone to understand in a meaningful and actionable way is the first step to getting momentum happening with action from the bottom up.   Build synergy between employee engagement goals and organizational alignment goals and you will starting building a winning combination.

Photo Credit: Victoria Craig

EVEN THE SIMPLEST OF ACTIONS

Yesterday someone opened the door for me. You might think "so what Paula" but this person was laden down carrying supplies and had some physical challenges as well. Yet, in his own discomfort, it was the effort to be kind that reminded me that even the simplest of actions make a difference.

I started thinking to myself how many times a day do we miss those moments where we have the absolute privilidge to be considerate kind and to make a difference.

It really is in the simple actions, moments and words that can impact and make a really powerful impact.

LEADING WHEN OTHERS ARE DISENGAGED

Trust will always be a priority when leading teams. In an age where disengagement in the workplace is every increasing the one vital ingredient to changing culture and solidifying good productivity and satisfaction is leader's taking the time to build trust with their teams.

Is it difficult? It may feel that way but with consistent behaviour, a process for clear and open communication and solid expectations that are aligned with the organization, employee engagement starts to have a fighting change for positive change.

The employees aren't the problem. Good leaders are the problem and we need more of them.