Question

In: Accounting

Have you made leadership about changing the world? Explain. Did you ever experience a "lollipop" moment...

Have you made leadership about changing the world? Explain. Did you ever experience a "lollipop" moment or tell someone responsible for that moment how they made a difference in your life? Why, or why not?

Solutions

Expert Solution

Sure, one happy person won’t change the world—but one manager can do his or her part to encourage that sense of well-being and engagement.

Step 1: Reflect

Now is the time to reconnect with the reasons you built your company, went for that promotion, or accepted this management position. How do you want to be remembered as a leader? How do you want to make a difference? How can you lead in a way that’ll improve the lives of your employees?

Analyze your performance to date—what’s been effective and what hasn’t? How can your leadership foster a culture of happiness, respect, and gratitude? Set goals for yourself that are aligned with your overall well-being goals, incorporate them into your personal development plan, and make them as important as your other targets.

Step 2: Announce, Audit, and Formalize

After you’ve self-assessed, begin by formally announcing your commitment to strengthening your own team’s engagement and well-being. Clearly define your goals and your reasoning behind the launch of the program. This is the time to be authentic and open with the people who work under you.

Ask yourself: Why is employee well-being important to you? How would you like your organization to impact your community, your country, and the world? Then share your honest answers with your staff.

It’s critical that you’re visibly involved. Identify employees, regardless of position, who are naturally passionate about this type of work and invite them to join a well-being committee. You can give them the opportunity to self-identify or ask for nominations. The purpose of the group is to bring together diverse perspectives so that you have a better, more honest understanding of how it’s going and what steps make sense to take next.

Step 3: Create Team Values

The first task for your committee should be creating values for your team. Many organizations already have values, but they typically are designed to formalize processes and high-level philosophies (i.e., “We embrace bold thinking”). So you want to develop a few that are specific to what your people do.

Include statements that are directly aligned with your well-being goals. If you want to create a culture that prioritizes kindness and compassion, for example, you should back it up with a formal, stated value.

Step 4: Enable (and Require) Positive Change

Your values will never translate into actual employee behavior unless you create an environment that encourages and facilitates acting in accordance with them. It’s critical that people have the appropriate resources and opportunities to pursue any new initiatives.

Let’s say you want each person to feel a sense of purpose in his or her work: How will you enable that? Will you allow employees to explore alternate pathways if they’re dissatisfied? Will you help each person see how his or her work fits into the bigger picture? Will you advocate for more flexible work-from-home policies? There’s no right answer here—but each value must be backed up by processes and programs.

Likewise, it’s important to clearly condemn behavior that’s not in alignment with your new direction. For example, if one of your goals is to promote a healthy work-life balance and you see someone working 12-hour days, you’ll need to address that behavior immediately. (And, of course, any behavior that clearly damages employee well-being—discrimination, sexism, homophobia—shouldn’t be tolerated.)

Step 5: Institutionalize, Measure, and Evangelize

Though the speed at which you can make changes will be dictated by available budget and resources, you should do more than write your culture goals on a whiteboard. If possible, include well-being as a component in your team’s performance reviews. Think about developing an accountability system that will track and measure employee happiness, as well as empower your culture committee with the time and tools they need.


Related Solutions

Have you ever experienced Flow in healthcare? Where/when did you experience it and what did it...
Have you ever experienced Flow in healthcare? Where/when did you experience it and what did it feel like?
ZARA Unique personal experience at Zara. Have you ever shopped at Zara? What did you like...
ZARA Unique personal experience at Zara. Have you ever shopped at Zara? What did you like about the store? What didn’t you like? How does Zara differ from its competition? If you’ve visited Zara locations in different countries, what differences did you notice in terms of offerings, price, or other factors? 2. The Gap’s business model. a. Where do the Gap clothes come from? Who makes them? Is this approach ethical? b. Why was Gap initially first in sales in...
Have you ever stopped to think about how are the policies made by the government on...
Have you ever stopped to think about how are the policies made by the government on the guidelines based on food? ( my plate) I'm sure most of us would like to think that the government is giving us these guidelines based on food science and what is best for our health..........think again. After Watching Fed Up; write about how you thought this policy was made, what you learned from it and how it compares to the movie. DO NOT...
you will cover the options you have to communicate tax updates to clients. With the ever-changing...
you will cover the options you have to communicate tax updates to clients. With the ever-changing tax rules that come into effect every year, what options would you use to notify your client of the changes to the tax code that may affect them? Give several specific examples of different circumstances that warrant a communication and the services that you would subscribe to for each example. Give an example of a tax change that occurred this year that you would...
In a rapidly changing world, nothing is changing as fast as retailing. Technology has almost made...
In a rapidly changing world, nothing is changing as fast as retailing. Technology has almost made stores obsolete. Retailers must understand the complete marketing framework and mix. The old adage "plan your work and work your plan" applies to the development of marketing plans, especially in the pursuit of company-wide understanding, excitement and collaboration. The marketer's most challenging problem is not being more creative than competitors; rather, the most challenging problem is to get over the internal hurdles within a...
Is child learn about the real world through their hands-on experience explain
Is child learn about the real world through their hands-on experience explain
What experience do you have in team leadership? How would you describe your leadership style and...
What experience do you have in team leadership? How would you describe your leadership style and how has it contributed to the success of the project/department? Talk through how you impacted the careers of the staff you mentored.
Who is the best leader you’ve ever worked for or observed? What kind of leadership did...
Who is the best leader you’ve ever worked for or observed? What kind of leadership did that person employ? What made that person effective?
Not looking for a book answer, looking for personal experience. Have you ever experienced fear in...
Not looking for a book answer, looking for personal experience. Have you ever experienced fear in the workplace? What impact did it have on your performance? Is a little bit of fear a good thing for motivating performance? Why or why not?
This assignment will have you reflect on your own leadership experience, be it professional, volunteer, or...
This assignment will have you reflect on your own leadership experience, be it professional, volunteer, or student leadership. Think about what we have covered in class so far, does anything jump out at you? Does what we have covered apply? Why or why not? Be sure to use examples from your personal experience to illustrate your points. Conversely, if you do not have much personal leadership experience, you can discuss leaders whom you have followed or worked for. In any...
ADVERTISEMENT
ADVERTISEMENT
ADVERTISEMENT