4. Are you open and adaptable to change? Leaders must be constantly open to new ideas and cultivate this throughout the team. Now more than ever before, you simply cannot stay with the status quo and expect others to be on that band wagon with you.<\/p>\n
5. Can you laugh?<\/strong> If not, why do we want to hang around with you? 6. Are you making decisions? Only decisive people succeed, the indecisive ones never do. As a leader try to focus on making crucial decisions and delegate the trivial ones.<\/p>\n 7. Are you cultivating a way for new ideas to be easily brought forward? Every business revenue generator or cost saver starts with an idea. I have learned that those really doing the work on a daily basis always have ideas, usually good ones, but they are not given safe, easy ways to share them.<\/p>\n Now that you have yourself on the right track you need to ensure your leadership determines the direction your team chooses as far as being all in. Here are four ways to encourage your team to be all in and help grow the future of the organization:<\/p>\n 1. Hold Them Accountable.<\/strong> Remember that employer trust and employee autonomy is a two-way street. Holding employees accountable for their work and for meeting established goals and deadlines motivates them to achieve better results. Don\u2019t let them off the hook. Demand their best effort.<\/p>\n 2. Provide Constructive Feedback.<\/strong> Regardless of the results, let them know how they\u2019re doing, and give them the coaching they need to improve. Although they might not always ask for it, they want and need your feedback to further develop their knowledge and skills. At BioZyme \u00ae we recently replaced Performance Reviews with Progress Reviews. Progress Reviews should be done when opportunities for personal development occur, not every December.<\/p>\n 3. Acknowledge Them on the Spot for Stepping Up.<\/strong> A few seconds of genuine one-on-one acknowledgement and recognition can go a long way toward reinforcing an employee\u2019s willingness to step up and stand tall. Show you appreciate their above-and-beyond commitment with a reward that matches the result. Often times, the best reward is additional trust and an added level of responsibility.<\/p>\n 4. Have Confidence and Trust in Them.<\/strong> Confidence has the power to generate passion which provides for opportunity that would otherwise seem impossible. Trust is an absolute prerequisite of efficiency. Therefore, confidence and trust are natural leverages for successful growth.<\/p>\n I usually try to close in a motivational positive way, but I thought these facts were pretty motivational despite not being all that positive. According to a survey of 23,000 employees conducted by Harris Interactive, only 37 percent of employees understand what their employer is trying to achieve. Pretty hard to be \u201call in\u201d when you don\u2019t even know what \u201cin\u201d is.<\/p>\n To dramatize the seriousness of this, Stephen Covey translated this sad reality into a soccer analogy. He wrote that if the typical organization were a soccer team, only four (4) out of the 11 players would know which goal to shoot towards. Imagine trying to compete \u2014 especially in an ultra-competitive arena \u2014 with the majority of your team not even knowing what end of the field they are supposed to be heading toward. This of course would result in ZERO multiplication of effort as most of the multipliers are headed in the wrong direction. David Zinger says it best when he states, \u201cCreate caring and robust connections between every employee and their work, customers, leaders, managers, and the organization to achieve results that matter to everyone in this sentence.\u201d<\/p>\n
\nBeing open to having fun is by far one of the most enjoyable feelings, especially in the workplace. After all, most people spend the vast majority of their lives working, shouldn\u2019t they enjoy it?<\/p>\n![\"\"](\"http:\/\/biozymeinc.com\/dealer-center\/wp-content\/uploads\/sites\/9\/2016\/05\/lisa-norton-signature.png\")
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