Lead Your Bees
Author: Hazar Amino; MBA, PMP, Master Performance Consultant Certificate, Change Management Certificate.
See my complete profile at: https://www.linkedin.com/in/hazaramino
This article expresses my leadership management mission taken from personal business experiences as a performance consultant, achievements as a project manager, and scholarship gained teaching advanced college Business & Project Management courses.
This article introduces success factors and measured strategies to create a positive work culture.
Do you want to turn your work environment into a hive of busy bees that produces a valuable product to our society? It is your choice as a leader to either create a productive hive of honey bees or a disorganized hive with lost productivity.
Are you smiling? Then keep reading!
You can achieve both short and long term win-win situations and reach your goals by planning and executing the following success strategies.
After implementing these strategies, you will notice a gradual shift and transformation in your workplace culture:
Engage all levels of team members, stakeholders, and management. Ensuring everyone is on board is essential. Understanding your stakeholders and including employees and customers is one of the most critical factors for your success. Intentional communication can help you achieve your goals because you're setting a suitable atmosphere for change. Having enough foresight to prevent obstacles that could hinder your success is one of the largest favors you can do for your success.
Have you experienced closed doors or stakeholders that have stopped something new from happening just because change is unwanted? Think back to when you developed a project and a closed door denied your access to important information that would speed up your progress, and you wasted precious time just waiting for that access. The funny thing is it's usually the same source that was a closed door to you that claims you were responsible for your project's delay.
When you identify stakeholders with available historical information, you could help to pinpoint the negative risks or closed doors. Using your interpersonal skills and effective communication will help mitigate the risk and crack the closed doors. Understanding the types of risks you may face helps develop a plan that includes the action and response strategy that will take place when difficulties arise. Communicate more frequently with all stakeholders to increase their engagement. This fosters prompt solutions to misunderstandings, disagreements, and disputes.
Leading a group of people is not an easy job and isn't for everyone. Taking big risks could be your leadership style, and you could be totally oblivious to it. Are you a risk that pushes your honey bees into working for another hive? Employees don't perform well when they feel insecure about their careers and have no confidence in their employer to lead them to success; if employees sense that you don't care about them, which they often do, they'll put in the minimum effort that they can just to collect their paychecks while counting their days to leave.
A good leader is always open to new ways of enhancing performance and satisfying their employees--use a suitable leadership style unique to each employee. Focus your energy on positive things; you are the leader of your group, and most of them appreciate your care. Get up from your chair and enjoy the presence of your employees.
Be wise, and don't leave everything to your supervisors; they're human, too!
You may have already realized from experience that great achievements need a team, not an uncommitted group of people. A team sets short and long term goals and creates an action plan to reach those goals. The difference between having an uncommitted group versus a productive team is huge: in a self-interested group, each person is looking out for their own interest, whereas a unified team wants to achieve one goal that benefits the organization and builds everyone's careers.
As a leader, establishing trust should be one of your first priorities because it leads to business collaboration success. This collaboration enables the selection of best operations, saves time for many procedures, and solves business problems.
Building a cohesive team needs your time and effort as a leader: Develop your team through team building activities, transfer your knowledge to your team without fear that they might someday surpass you, and provide resources and encourage cross team collaboration to get tasks done without delay. Be passionate about developing your team competencies, capabilities, and skills--most of the time the reward is tremendous.
Create a peaceful, supportive culture that provides stability, consistency, and innovation to your team. Create the culture that a decent team deserves before expecting them to give you 100% productivity.
For most organizations, change is difficult to adapt, and resistance may arise from ambiguity, assumptions, and misconceptions among employees. While employees resist change for various reasons, people generally resist to change because of fear of the unknown. Make the work processes easier and bring ways to streamline your own practices. Everyone deserves a chance to learn and improve--change has to be a team commitment and effort. Full commitment from your employees will greatly increase your chances of realizing the benefits of change and increases the likelihood of success. Turning your culture into a healthy one will eliminate 80% of your existing problems!
As a leader, you can turn your business to a beehive where every single bee is enjoying making honey! Be creative - there are many strategies to help your team members feel respected, love their roles, and want to come to work. It is your job to motivate and empower your team to expect a positive outcome.
Understanding what's going on in all levels of your workplace is critical to becoming the best leader you can be. A great professional lady, who was a regional manager, once told me that the supervisors she manages asked her to not answer calls from the general employees. They wanted her to be unaware of the problems and concerns that the lower level employees were facing. However, she told them that she's always delighted to be involved with her employees, regardless of their positions in the project, and that's something her employees appreciate most about her as a reliable leader.
So, be a great hive leader that your bees enjoy working with--motivate them to contribute to the world through their productivity and accomplishments!