Posts Tagged work passion
I have an advantage. I reach hundreds of people every week as a writer of this blog. I write about leadership, motivation, communication, work passion, and the latest topic going on in the US Government. This week I would like to do something a bit different. I am not going to write about the vision and mission every agency or team could adopt to help them achieve their mission (although I firmly believe in having both). I do not want to share tactics you can choose to implement in order to be a trustworthy leader (although I firmly believe in the positive impact of an effective leader). Today I hope the message you get from this blog post is geared toward the kindness and empathy we give to each other on a daily basis, both in and out of the work place.
I have shared some personal endeavors of my life with you in this blog; my current educational endeavor, individual encounters I have had with colleagues and clients, and other insights about my job. I have shared information about the leadership best practices of The Ken Blanchard Companies and I hope you have found these tidbits helpful. Today, I would like each visitor of this blog to share a random act of kindness they have completed and tell us how you felt afterwards. How did the act of kindness, no matter how big or small, set the tone for the rest of your day or week? After all, we ARE all leaders and when we share the love we have in our hearts with one another, that is the best form of leadership we can exhibit.
Happy holidays, Everyone! Enjoy this time. Share the love and kindness you possess with the rest of the world. Love and lead one another.
Posted by Kristina Marzullo in Attitude, Buy-in, Change, Coaching, Collaboration, Commitment, Culture, Employee Engagement, Employee Passion, Engagement, Federal Agency, Goals, Government, Ken Blanchard, Leadership, Motivation, Performance, Productivity, The Ken Blanchard Companies, Trust, Vision on November 28, 2012
Fiscal cliff, political objections, merging agencies, and pay decrease discussions around the water cooler have many government employees concerned. Many of us are wondering what exactly 2013 is going to look like for ourselves and for our country. Now is the time for agency leaders to take action and encourage their teams.
Culture can be a powerful change agent. If you think about high performing agencies, most of them have a clear culture that is actually implemented within the organization. An agency’s culture generally dictates the values, vision, and missions. It is an indicator of how the agency gets things done on a daily basis. When leaders adhere to the culture when integrating change, it will support and encourage employee’s reaction to the change.
Can you explain your agency’s culture? Are your goals and the goals of your team members aligned with the organizations culture? If not, this could be a great discussion to have in your next one-on-one meeting with your employees. Employees that know their performance and success is contributing to the success of the organization are more motivated, confident, and passionate about what they do.
Involving your employees with the agency’s mission can lead to confident, engaged, and high performing individuals. Studies reveal that the more employees are involved in the decisions of a change that will impact them, the more committed they are to the agency. In turn, the more committed they are, the better their performance. The better their performance, the more effective the agency will be at accomplishing their mission.
Would you be more accepting of a decision that was made by others and dictated to you or would you rather have an opportunity to provide your contribution and feedback to that decision? An effective way to implement any change is to allow those who have to endure the change to be involved in the change process.
Our immediate reaction to change tends to be objection. This is where leaders can really use their skills and influence a direct report’s perception of the impending change. An employee’s supervisor is the first line of defense against a closed-minded approach to change. Scheduling regular one-on-one meetings, building trust, and providing the tools the employee needs to successfully overcome the negative mind-set that can occur during change can be the difference in an employee staying with the agency versus leaving for another job.
Do you have a strategy to resolve people’s concern and negative mind-set on change? Ken Blanchard, author and co-founder of The Ken Blanchard Companies, reveals that “none of us is as smart as all of us.” Shifting your employee’s outlook can often lead to a change of heart and commitment to the agency.
Want to hear more about how you can motivate yourself and your employees? Join Dr. David Facer, author of Optimal Motivation, today at 12:00pm EST today as he shares a fresh approach to motivation that can increase employee engagement, productivity, and employee well-being. Now who doesn’t want that during these hard times?
When agencies are hit with budget cuts, leadership development training initiatives are often the first to go. Without a clear understanding of the positive and measurable mission impact, it’s easy to dismiss leadership development as being too expensive and too time consuming. The result can lead to employees showing up for work to collect a paycheck, without the maximum motivation and engagement to support the accomplishment of their agency’s mission.
Reserve your space now to join Ken Blanchard and other leadership development experts who will share insights on how investing in your agency’s most important asset–people–will re-engage employees and grow great leaders.
Why you need to attend:
- Learn ways you can motivate yourself and others by increasing productivity, enhancing motivation, encouraging creativity, and building loyalty.
- Understand the three inherent needs every disengaged employee requires to get motivated.
- Address generational differences impacting today’s leaders and the next generation in line for those leadership roles, and why this is critical to attracting – and keeping – Generation X, Y, and Millennial employees engaged.
Share Best Practices, Skills, and Ideas with your Colleagues
You’ll also have the opportunity to interact with a panel of your colleagues as they share the leadership training, strategies, and programs that have been successful within their agencies.
- Ken Blanchard, Co-founder, Author – The Ken Blanchard Companies
- Sharon Ridings, National Training Manager – Environmental Protection Agency
- Sioux Thompson, Head of Organization Development and Learning – Board of Governors, Federal Reserve
- Jeff Vargas, Chief Learning Officer – Commodity Futures Trading Commission
- Peter Shelby, Chief Learning Officer – National Reconnaissance Office, Co-Chair – Federal CLO Council
- Naomi Leventhal, Director – Deloitte Consulting
* Register by September 17th and bring a colleague from your agency for half the price. ($174 savings)
For more information, click here or call Christine Simmons at 800-272-3933.
In my last post, I wrote about disengaged, yet loyal, employees. I received several comments from readers and colleagues about the message contained in that article. Some wanted to know more about the personal experience that I included in the article, others questioned who would stay in a job that they didn’t enjoy, and several told me about what motivates them in their professional careers. Pay freezes and the federal pay overhaul leave much to be desired by most federal employees, but I believe it’s the passion that the public sector has for the work they do and the difference they make working at their agency that drives them to continue doing what they do and making a difference every day they step into their office.
Check out this video of government employees who enjoy what they do and definitely have a passionate work environment.
As I watched this video, the key points, words, and phrases that I found inspiring are:
- Love what I do
- How can we make it better
- Making a difference in the world
- Meaningful and important work
- Shared goals and missions
- Helping the people of the world
- Serve the nation
- Doing the right thing
- It’s not about the money, the prestige, or the position
- A new way of looking at life
- Helping people get back in a better position
Do you have work passion?
I’m following a series of blog posts by Pat Fiorenza on GovLoop that focus on how to break down silos in government. This week’s post is about what skills the next generation of government leaders need to have in order to be successful. Pat includes the following traits that every government leader should possess.
- Skilled Collaborators
- Risk Taking
- Accepts Failure
Risk taking is one trait that many of us may struggle with because it’s, well, risky. Fiorenza says, “Future leaders will be successful if they are not afraid to try something new, break the mold and test out new ideas.” If we as leaders never think outside the box, we’ll just continue to do the same things and get the same results.
Check out this video clip featuring Dr. Drea Zigarmi, Founder and Researcher at The Ken Blanchard Companies. Drea states that you have two choices to functionality. You can be comfortably dysfunctional or uncomfortably functional. Which choice are you making when it comes to how you lead yourself or your direct reports?
Want to hear more from Dr. Zigarmi? Register for his upcoming webinar, Beyond Engagement: Key Strategies for Government Leaders on Wednesday, June 6th at 12:00pm EST. Join Drea as he discusses how Employee Work Passion creates a positive emotional state of mind, which results in desired attitudes and behavior including a willingness to apply discretionary effort, long-term commitment to the agency, peak performance, and job satisfaction.