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Below is video from our recent webinar on “6 Best Practices for Gaining End-user Adoption of New Technology.” In this video Dave Colaizzi discusses the value of change management, change communications, training, and performance support in gaining end-user adoption of new technology.

Below is video from our recent webinar on “6 Best Practices for Gaining End-user Adoption of New Technology.” In this video Dave Colaizzi discusses strategies for setting clear expectations and measuring success in the process of rolling out new technology.

Below is video from our recent webinar on “6 Best Practices for Gaining End-user Adoption of New Technology.” In this video Dave Colaizzi discusses the value of Executive Sponsorship in gaining end-user adoption of new technology.

What does it take to build an enthusiastic and energetic workforce? How can you encourage all of your team members to begin each day wondering how they can do their job more effectively? Furthermore, how can you create a sense of urgency, particularly during tough economic times?

The simple answer is strong leadership. Leaders who inspire others with a compelling purpose are necessary in order to cultivate the kind of culture in which employees look forward to coming to work. Over the next few weeks, we’re going to examine each of the four key behaviors of effective Organizational Leadership.

Inspire Others with a Compelling Purpose and Vision

People have a basic desire to be a part of something important. Most want to know that they are making a difference in the world. Strong leaders have the ability to inspire that kind of purpose by effectively communicating the importance of their organization’s mission. They provide a clear vision for the future – a future that can only be reached through the commitment, competence, and energy of everyone on the team.
There are a lot of people in leadership positions who would probably not describe themselves as inspirational. When we think of inspirational leaders, persuasive speechmakers like Martin Luther King Jr. come to mind. With his “I Have a Dream” speech, he moved hundreds of thousands of people. However eloquent, it’s not necessary to possess that exact kind of charisma. What is necessary is the ability to personalize the importance and value of your work in a genuine way. Organizational leaders must be able to communicate how their team’s work makes a difference to their organization, industry, customers, and community.

We were recently motivated by this very clear example of a leader who found a way to inspire others. This person is the department manager of facilities for a corporate campus. She leads a workforce of landscapers, maintenance workers, and janitors. Her vision is simple, “We create peace and serenity for our employees and visitors. People should experience serenity when they look out the windows at a beautiful, well-groomed landscape. They should find peace and calm with the cleanliness of the restrooms and other facilities. This peace and serenity leads to higher productivity and employee morale.”

What is your compelling purpose? How do you inspire your workforce to high performance? Share your inspirational story with us by commenting here, and be sure to visit our blog next week to learn the next key behavior for effective Organizational Leadership.

There is a saying that too much of a good thing is never good. In some cases, that’s true. But, we have evidence to suggest that in other cases, too much of a good thing, really is a good thing!

Recently, we conducted an internal survey of Five Star employees and asked them to identify behaviors and situations where they believe too much of a good thing can actually benefit an organization. Below are the top 15 insights gathered:

1. Communicating around a change.
2. Getting to know a customer and their needs.
3. Listening to employee ideas for solutions to organizational challenges.
4. Providing consistent feedback to employees, when needed. Coaching when the need arises.
5. Using teachable moments to help others develop.
6. Evaluating how people use technology to do their job and then using that information to make enhancements to it.
7. Encouraging creative solutions by looking at things with a fresh perspective and asking “why?”
8. Linking employee talents and interests to opportunities to enable organizational strategy.
9. Building diverse teams.
10. Basing decisions on customer needs and the company’s vision.
11. Identifying and cultivating future leaders in the organization.
12. Linking organizational strategy to people’s daily jobs.
13. Using focus groups and user acceptance testing (UAT) for new technologies prior to implementation.
14. Providing performance support and training that appeal to different learning styles.
15. Having a surplus of good leaders in the pipeline.

What do you think? Please provide your ideas and insight by commenting to this post.

Have you ever walked into an office space, maybe even your own, and seen a big bold, typically framed, vision statement hanging on the wall? If you have, then it’s likely you’ve asked yourself if employees really know it, let alone use it to guide their daily work.

Vision statements are great and can be very valuable, but a question every leader must ask is, “is our organizational vision providing a compelling purpose for our employees’ daily responsibilities?” If the answer is no, you have some work to do. But don’t worry, it’s highly worthwhile. Very few people are motivated to act based on a singular task alone. In fact people want to know that their work matches up with a long-term direction. Employees want to know that their work means something and is valued.

How can you help renew the passion in your organization for its vision?

• Ask yourself: “Does our current vision help define our organization’s long-term destination?” Ensure that your vision statement isn’t just a jumping off point. The end destination must be clearly communicated and understood.
• Keep it simple. A vision by nature should be easy to understand. Still, it’s quite common to find overcomplicated, complex terms muddying the waters. Just remember: If your employees don’t understand your vision, they won’t be motivated by it.
• Get an inside opinion. Ask employees for their ideas on how they feel their work enables the vision. Don’t miss out on a perfect opportunity to involve your workforce by giving them the chance to individualize the vision.
• Get an outside opinion. Validate with customers if your organization’s vision is in alignment with their current and future needs. Ultimately, if a vision is not customer-centric, it stands the risk of becoming irrelevant and subject to frequent change.
• Revisit often! As decisions are made, goals are evaluated, changes are proposed, and new strategies are defined, be sure to revisit the vision to ensure that alignment is not lost. The vision should serve as the measuring stick and help guide day-to-day decisions.

Take time to make your organization’s vision statement more than a fancy wall flower. You’ll find that your attention to and communication of your vision statement will renew a sense of organizational purpose for yourself and your workforce.