Workplace Culture Archives - Page 9 of 13

The Other Stuff That Makes Us More Successful At Work

Emotional Intelligence, Engagement, Positive Psychology, Workplace Culture / My Holland

If you want to be successful at work, you’re often told to go the extra mile, solve problems, achieve goals, always listen and don’t procrastinate among others. But, did you know that there are more straightforward ways that can lead to more success? Studies show that a strong sense of well-being and productivity go hand in hand. In fact, if you ask experts what does it have to do with performance, they’ll say “everything.” So, if you want to be more successful, maybe you need to first boost your state of happiness. Here are three ways that can help you. Be yourself at work The last thing you want to do is slip into a persona at your workplace. Keeping your guard up is self-defeating. Doing so takes a lot of effort and energy. Also, you may be selling yourself short and miss out on opportunities. Of course, if you aren’t who you really are at work, you’re not going to be happy. To be yourself at work means being real or authentic. Be honest with your opinions, feelings, likes and dislikes. Though remember to be tactful when expressing these. You might offend others. Being authentic also means asking questions when you don’t know something, taking responsibility when making mistakes and admitting shortcomings. You’re not expected to be perfect anyway. You can keep a lot of things about yourself private. Make sure though you are who you are at work, warts and all and not someone else. Build relationships with your colleagues People with strong links with their co-workers are more productive and satisfied. A 2003 study by the Johns Hopkins University Press revealed that individuals who have close ties handle stress better than those who seclude themselves. Also, having close relationships improves trust and teamwork. It encourages camaraderie and creates a sense of belonging which results in better engagement and performance. We’re not suggesting you go out of your way to make friends at work. We’re not implying either that you close your door to possible friendships. You can be friendly and remain professional with your co-workers and even subordinates. It wouldn’t hurt if you went out with them for drinks. Wherever you work, there’s no doubt, you’ll be better off if you have strong ties with your colleagues.

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Women and Transformational Leadership

Engagement, Leadership, Workplace Culture / My Holland

The growing number of women in leadership roles has revealed a distinct leadership style that determines how they run their organizations. This leadership style not only focuses on the achievement of goals but also on employee development. Called transformational leadership, it is challenging traditional ways of running organizations. It would be a mistake to say that men do not care about personal development. However, if we are to believe studies, women have shown a natural tendency towards transformational leadership. But before anything else, let’s discuss the leadership style we’re used to. Transactional Leadership We often hear our company’s president, boss or manager tell us, “It’s not the effort that counts, it’s the result?” Yes, it’s all about results with transactional leaders. It doesn’t matter if we are working more than eight hours a day. Although we undergo additional training or attend company-sponsored seminars, these are geared towards doing our jobs better. It’s not really about our personal development. Transactional leaders are often impersonal when engaging their employees. Sure, they go out for drinks with their subordinates, but there’s no real intent in creating a personal relationship. Our dealings with them are limited to updates and problem-solving. Women and Transformational Leadership Is there an explanation of why women are natural transformational leaders? Well, according to scientists, women have higher oxytocin levels than men. Oxytocin is responsible for maternal behavior and social bonding. This high hormone level explains why women have a greater desire to express concern for their subordinates. So, in the event we are called upon to be transformational leaders, it’s best if we do the following to be successful. Communicate with subordinates more often. Communicate in person rather than through a memo or an email, especially when setting goals. Be sincere and honest. You gain your employees’ trust and they reciprocate in the same way. Create a personal relationship with your employees. Money is not the only motivator in the workplace. You’ll find out a lot of your subordinates are enjoying what they are doing. They are always excited to get to work in the morning. Always match your employees’ interests with assigned tasks. Make your employees feel important. Make it your job to let them know they are a significant part of the whole organization. Lead by example. If you want others to change, be the first to change. If you desire teamwork, be a team player. Employees watch your every move. They wouldn’t do anything you wouldn’t do yourself. With a transformational style of leadership, we can make a significant contribution to any organization. Instead of avoiding it, why not embrace it?

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Women Leaders

Empowering Women, Engagement, Goals, Leadership, Motivation, Positivity, Productivity, Workplace Culture / My Holland

Breaking down Barriers Women hold only about 28% of senior-level, executive and managerial positions in the United States. The intention to remedy this situation exists but not enough effort has been made so far. Many organizations would like to give more women opportunities but have been unsuccessful. More steps should be taken to fully break down the barriers that prevent more women from taking leadership roles in organizations. These steps should include the following. Close the Gender Pay Gap Pay inequality is one of the biggest obstacles for women in the workplace. More women have college or master’s degrees but receive less than men with the same educational background. Many factors such as work experience, are used to explain this gender pay gap. But when the qualifications of male and female job aspirants are equal, there should be no excuse for differences in pay. The laws are vague where gender pay gaps are concerned. Individuals, men included, should lobby their representatives to create laws that: Impose more substantial penalties on companies that are guilty of pay inequality. Prevent employers from penalizing their employees who discuss their wages with others. Require companies to disclose wage data. What can be done in the meantime while we wait for laws that will close the gender pay gap? Employers should take the initiative and offer salaries that correspond to a person’s qualifications. Companies want to hire the most qualified person for a leadership role. They shouldn’t hold back on wages when the best person for the job is a woman. Women should ask for more pay when offered a job. A little research will help estimate what a fair wage should be for a job in a specific geographical area. Women should not settle for salaries offered to them initially and subsequently. An employer’s best offer is usually not their last. Provide Better Access to Childcare Services Talented women will resign from their jobs to care for their newborn children. Employers who lose talent will suffer in the long run. Think of the costs alone of training replacements. Companies can team up with childcare services to assist their female employees. Big organizations, on the other hand, can consider building their childcare centers. Address Discrimination Many people have a bias, sometimes indirect, against female leaders. This creates an unhealthy environment for talented women who may eventually seek opportunities elsewhere. Employers should conduct training that will change their employees’ negative perceptions of women leaders. They need to be reminded that women can be good bosses too. With these steps, women will find it more beneficial to take on leadership roles. In time, the barriers they face now will be things of the past!

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Workplace Culture

The Other Stuff That Makes Us More Successful At Work

Women and Transformational Leadership

Women Leaders

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