Healthcare
Add on support service ?
CORPORATE OR INDIVIDUAL STAFF BURNOUT ? POTENTIAL ADD ON SERVICE FOR YOUR CURRENT HEALTHCARE BUSINESS ?…
02.12.2020
Engaging Leadership
Good leaders are full engaged with their business and the people in it. This means that they know their business and the people in it. They know how things should be done and how they are actually being done. They know what’s working well and what isn’t. They know who is doing what – and who isn’t!
The first step towards fully engaging with your business is getting to know the ‘undercurrents’ – what’s happening beneath the surface. You can do this by walking around, talking to people and – more importantly – listening to what is being said.
You can ask someone else to speak to your staff in total confidence and get them to feedback to you what’s going on. Gathering customert feedback is a good way to get a sense of levels of competence and enthusiasm.
Where your team is concerned, you should be getting to know them (by name!) and getting to know what makes them tick. This is the start of learning how to motivate them to get the best from them.
It may be that someone is very family orientated and would appreciate leaving early one evening to see his kids. If he can do so without dropping his output why not let him? Chances are he will be more motivated, and more loyal if you have met this particular need.
Or it might be someone who would love to have Friday afternoons off to play golf. Again, you can say to her, if you’ve met your target by lunchtime on Friday, I am happy for you to leave early. Or it might be that you/the business can sponsor someone’s charitable endeavour.
It’s very easy to assume that you know what motivates people – money, success. Once you are fully engaged with your team you will understand what drives them to perform at their best.
An obvious point perhaps, but if you are going to engage with your team you need to be approachable. You need to show consistent and genuine interest in them and how they are doing, in all areas of their life.
I don’t mean prying into their lives but being interested. If someone has pictures of their kids/dog/gold-fish on their desk, ask them about them. If they have been on holiday, ask them how it went. If they have been ill, ask them how they are feeling – not in an HR/management way (meaning are you going to be ill again any time soon, or you do realise that this is the third time you have been ill this year) but in a genuinely concerned way.
By making time for them you are encouraging them to come to you for help if they need to.
As well as finding out about their lives, be willing to share information about your life outside work if you can. Certainly share your vision and goals for the business with them. Show them that you are human too!
I hear many managers complain that their boss doesn’t understand how difficult their job is, how demanding, how awkward others can be.
I hear just as many bosses complain that their team expect them to have all the answers, don’t think for themselves, are constantly moaning, can’t be left to get on with things, bring them problems not solutions etc etc.
These are sure signs that you have not yet engaged with your team. It’s almost certainly a sign that your business is not performing as well as it could do.
Sadly, it’s also a sign that you and your business are unlikely to achieve the vision you set out to achieve.
If you would like guidance on how to engage your team with your vision, and motivate them to achieve it - please give me a call.
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