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I
FOLLOW
I
LEADWHEN
Management lessons from
history’s greatest leaders
produced by
2| learn more share this
Introduction and Contents
Great Expectations
Developing Leaders
Boss Behaviour
Togetherness & Tea...
3| learn more share this
1. Great Expectations
Align the Psychological Contract with the
Employment Contract
Spedan, the s...
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  1. 1. I FOLLOW I LEADWHEN Management lessons from history’s greatest leaders produced by
  2. 2. 2| learn more share this Introduction and Contents Great Expectations Developing Leaders Boss Behaviour Togetherness & Teamwork 1 2 3 4 Tools Quotes 6 7 A leadership position in a modern-day organisation comes with a multitude of challenges. Sometimes you have to solve these problems on your own, though more often than not someone before you has faced a similar situation. Building on the knowledge of the past plays an incredibly important role in improving your efficiency. Taking inspiration from history’s greatest minds, from Roman Emperors to African Presidents, we have compiled the wisdom of these world- renowned leaders and applied it to every component of managerial life. This is your ultimate guide to get both your company ahead of the crowd, and your mind-set ready for world domination! Here’s what you can expect in the pages ahead: Work Environment5 A little about us8
  3. 3. 3| learn more share this 1. Great Expectations Align the Psychological Contract with the Employment Contract Spedan, the son of John Lewis - founder of the prolific department stores - joined the family business at the age of 19. After his father’s death and a serious horse-riding accident left him unable to work for 2 years, he began implementing full employee-ownership by distributing profits. This soon developed into the John Lewis Partnership. Based on a mutual understanding between employees and their employer, this strategy fundamentally adopted a principle called the psychological contract. Providing a clear framework for an employment relationship, particularly its future, is of the utmost importance. Without this forward-thinking outlook, drastic discrepancies can form between the expectations of the two parties. John Lewis boasts employee happiness as part of its mission statement, and a clear psychological contract fundamentally underlies the relationship they have with their employees - not the employment contract. So what is the psychological contract? It refers to the unwritten set of expectations of the employee:employer relationship. What’s the difference? Think of it as the difference between expectations (psychological) and John Spedan Lewis Note: The psychological contracts are unique to each employee:employer relationship, and much like the professional role an employee occupies, the criteria and requirements will alter over time and vary drastically from person to person. People working for the same firm and same boss can have distinctly different psychological contracts; and this means they require some management.
  4. 4. 4| learn more share this promises (formal/professional job role contract). Miscommunication between employee and employer is the key cause of incomplete psychological contracts, and therefore an unhappy, unbalanced workforce. It is often extremely difficult to fully anticipate the future demands of an employment arrangement; so it’s unrealistic to think you’ll get this right first time…at least not without some practice! What happens if it’s not done right? A psychological contract that’s not valued and taken care of can lead to a highly dangerous outcome: “presenteeism”. This is a relatively new concept that describes workers who are present in the office in body, but far from present in mind... at least to any productive extent. In fact, prolific presenteeism can actually be more damaging to a business than employees who take too many sick days. workers who are present in the office can actually be more damaging 4in 1O people regularly consider quitting their job.
  5. 5. 5| learn more share this The solution? We’ve all heard it before, communication is key! Make sure that, right from the offset, both employer and employee are open and honest about their expectations for the future. Integrate individual learning and development into your job descriptions. This creates transparency around the role and incentivises a culture of new leaders rising from the inside. These people will, in turn, make sure the company apportions time and money towards personal growth so that everyone shares reasonable expectations of commitment and success. Ultimately, this will considerably diminish the chance of presenteeism as trust is formed. Your psychological and employment contracts will be aligned, and decisions will be made with everyone on the same page! A great boss sits down with a new employee right from the beginning and identifies priorities. Discuss the performance review, and how you define “excellent performance.” You should hold discussions regularly with regards to expectations from that point on. tip:
  6. 6. 6| learn more share this 2. Developing Leaders “Follow Nature for Guidance”: Become a Parent Marcus Aurelius Marcus Aurelius, Roman emperor from 161-180 AD was the last of the “Five Good Emperors”. His book “Meditations” is revered as a literary monument to philosophy. Marcus ruled Rome as he did his own home; as a parent. We know you can’t ‘rule’ your office as a parent, but the best managers view their position as more than just a boss: something to the tune of coach, mentor…a leader. But who is the ultimate leader to the newest individuals born into your organisation? Their manager. And what is the one thing a newborn needs more than anything? → A parent! So for you leading parent figures of the office, we’ve got some key focus areas:
  7. 7. 7| learn more share this Find each person’s unique talents Like any good parent, a manager observes their employees to find out what they do best. Talk to them about what aspects of their job they enjoy most. Tap into and leverage the instincts and skills of your employees. This creates a win-win as you’re able to reap the rewards of employee satisfaction and employees grow increasingly inspired and confident. Give feedback Some bosses wait until the formal performance review to relay negative feedback to their employees. When this happens, employees are left thinking: “Why didn’t you tell me sooner?! I could have tried to change or do things differently.” Giving employees feedback along the way establishes an open relationship. There’s a sense of conversation, leadership, and cooperation. Empower people to make Part of nurturing self-growth is empowering your employees to show leadership over their own lives. Give your employees the tools and Striking the balance You may sometimes assume that your employees know exactly what to do and how to do it. Other times, you call all the shots, giving in to the certainty of doing everything yourself…whilst your employees learn nothing. Imagine you’re riding a chariot like this one: A great leader can recognise the importance of not pushing their horses too hard, and driving them forward to victory. Finding the equilibrium is key to the team’s overall success! Our advice? Take a step back from your chariot. Think about how you can be enough of a presence as a source of help, but not so much as to overshadow your team. Tip? Enable employees to improve their departments and team. Your company will thrive when you develop leaders who rise from the inside. Empower people to make decisions
  8. 8. 8| learn more share this techniques to expand their thinking and solve issues with big ideas. Create an environment where creativity and problem solving are rewarded as part of daily conversations. Recognise people’s contributions Appreciation is something most blogs will talk about and, despite its almost aggravating ever-presence, it fully deserves it and is our advice. Did you know that companies with formal recognition strategies reported a mean employee turnover rate that is 23.4% lower than retention at companies without any recognition program? Amazing bosses(/parents!) know how to instil a deep sense of personal satisfaction and accomplishment in individual team members. Or, it can be a more formal recognition, like publicly acknowledging a team member at a meeting or company event. In the long-term, this crucially help employees to develop a strong sense of self-confidence and self-praise. When people feel appreciated for their efforts, they become happier and more engaged. It goes without saying that this will improve the quality and quantity of output from your employees. P.S. A Perkbox never hurt an employee feeling that bit underappreciated! Recognize your people for their contributions–both large and small. It can be as small as a few words like, “Nice job, Marie.” tip: 23.4% higher retenton rate at companies with recogniton programs
  9. 9. 9| learn more share this 3. Boss behaviour “When people are determined they can overcome anything” Nelson Mandela Self-belief will lead you to managerial success. But, how can you convince others of your own leadership skills without having years of experience under your belt? Determination. Great leaders are not necessarily born; they are made. Nelson Mandela embodies this thinking, whether it was in becoming South Africa’s first black President elected in a fully representative democratic election or in having served over 27 years as a political prisoner. If you lose your drive, attaining your goals becomes near impossible. You must recognise the importance of this for both yourself and your employees in order to achieve the best results. So, how do you become a great leader? Most great leaders share certain characteristics. Remember: these can all be learned. Rarely does one remain great without working at their craft so attend management seminars, read (e)books and do a lot of self-assessment to keep leading yourself and others to success. In the meantime, we have a number of tips for you inspired by Mandela himself! tip:
  10. 10. 10| learn more share this Live for your job What’s even more important than engaged employees? Engaged managers and business leaders, empowered, driven and motivated. In my experience, that’s not a given. The best bosses we can think of all live for their jobs, so to speak. Work fearlessly To be an effective manager you should lead by example. By daring to try new things, you encourage your employees to do the same. This keeps you at the forefront of your industry, making learning a part of everyone’s daily lives. Combine this with accountability for one’s actions and you will inspire leadership all around you. No surprises An often overlooked but incredibly important aspect of management is the simple idea of consistency. Sure, we’re all different, but if your personality and approach to business varies on a daily, or even weekly basis, this will cause confusion for your team. It takes courage and strength to maintain your composure but by being the rock your employees rely on you will ensure your trustworthiness and dependability. Be open and truthful A great leader is direct, but sensitive. Communication is essential. If you see performance slipping, don’t wait too long to talk about it. Never dodge the truth or hoard company information that could help your employees. You must not be threatened by your employees’ knowledge; rather, you must encourage it. Know your employees Take a personal interest in your employees’ lives. An employer who understands their employees is more likely to be sympathetic and, for example, consent to flex-time when required. Employees who feel that their boss is caring and interested in who they are will be more committed to their work. 10| learn more share this
  11. 11. 11| learn more share this Have a feel for the business The best managers have a solid understanding of all the key aspects of the business they’re in. Understand the products, technology, market share, sales channels and how to read an income statement. Employees, especially if they are new, aspire to have a holistic understanding of their company. Mentor your team Apportion time and money towards personal growth so that all of your employees become stronger in their abilities: it’s that parental attitude again! Set up regular weekly 30-minute check-ins with your people to help them celebrate wins and overcome any issues they might have. And on a regular basis, help staff understand how their actions contribute to the overall company mission and vision. We’ll talk more about this in the next chapter. 3 key leader traits: humourempathyhumility
  12. 12. 12| learn more share this 4. Bring teams together “Man becomes great exactly in the degree in which he works for the welfare of his fellow-men.” Mahatma Gandhi You can’t write a book about leadership without mentioning Mahatma Gandhi. This man starved himself to keep India from its religious division into what is now called Pakistan. But don’t worry, you don’t need to go that far to keep your team together! Gandhi believed in two things above all else: conflict resolution through non-violence (i.e. dialogue) known as “satyagraha” and self-governance known as “swaraj”. A great leader will encourage dialogue through constant interaction and high performance within the team. Whether we succeed or we fail, we do it together. This creates tight bonds of loyalty amongst employees and with the company. Successes are met with equal high praise and rewards, while failures are met with encouraging acceptance and learning discussions yielding next-step improvements. (Of course managing risk to ensure people and teams fail safely in the first place is a must!) Whether we succeed or we fail, we do it together
  13. 13. 13| learn more share this Connect to the company values and mission Your company’s core values and mission are what provide a greater sense of meaning to your team’s day-to-day decisions. Extraordinary leaders weave the goals and culture of the company into every aspect of departmental operations. In response, employees become increasingly passionate and enthusiastic about them. Study after study shows that core values drive employee engagement and corporate culture. In turn, that engagement and culture drive performance. Set collaborative goals and review progress Harvard Business School surveyed hundreds of workers in a variety of settings and found that the number one thing employees said they needed to feel happy at work was to see that they are making progress. As a leader, you can help people see their progress by setting meaningful goals for your department as well as for the individual – one should be an extension of the other. You can then involve your people in determining how they will accomplish their objectives. This mutual exercise in establishing objectives gives employees a sense of their own self-leadership aka swaraj, only adding to their motivation to succeed. Integrate creativity into daily conversation and procedures so that every employee feels comfortable expressing their creative flair when interacting with others in the company. tip:
  14. 14. 14| learn more share this To meet or not to meet? The best leaders make sure that everyone on the team understands the difference between a valuable meeting and a waste of time and resources. They educate the team on facilitation techniques and give each person constant practice at structuring and leading effective meetings with feedback afterwards, of course! Efficiency vs. Efficacy The best managers know that efficiency can be the enemy of efficacy in the long run, and so they work to create an atmosphere of expansive thinking. We live and work in a fast-paced, ever-changing, highly competitive world. You’ve got to prioritise, but once you figure out what needs to be done, it’s generally more important to be effective than to squeeze every last bit of productivity out of yourself and your people. Empower your team with time, resources and techniques to solve big issues with big ideas. Being an extraordinary manager means inspiring your employees to reach for greatness. Commit to putting the above behaviours and systems in place, and your employees will do their work with pride, increasing their loyalty to your business and your customers. The 3 ingredients to a successful meeting are: 1. Setting a specific & detailed agenda 2. Inviting only the people that really need to be there 3. Providing a structured “close” i.e. leave 10 mins at the end of the a) what was the main point you’ve taken from the meeting? b) what topic should be discussed at our next meeting? c) which word would you use to describe how you feel about this meeting? This question will set expectations for closure of the meeting.
  15. 15. 15| learn more share this Food Providing and promoting healthy food not only has benefits for your employees but also for you. A nutritious diet improves stamina and concentration, gets the creative juices flowing and leads to more proactive, productive employees with increased problem-solving capabilities. It should also mean less people phoning in sick and an all round happier workforce! 5. Creating THE working environment “Happiness is not a goal; it is a by-product” Eleanor Roosevelt Known as the “First Lady of the World” for her dedication to human and worker’s rights, Eleanor Roosevelt was known for getting her opinions out there no matter what the world told her she ‘should’ be doing. As a strong campaigner against racism and an advocate for workers’ rights, she wasn’t even afraid of denouncing her own husband’s policies in public! This woman on a mission believed in diversity, simplicity and the power of the heart. In order to create an environment where employees thrive with real passion for their jobs leaders must weave these concepts into every part of the work environment. Bonus: CHOCOLATE can be a great mood enhancer due to its ability to stimulate the production of serotonin, your body’s chemical mood enhancer! Aim for high quality organic dark chocolate though, with over 70% cocoa content.
  16. 16. 16| learn more share this Team social events We know team drinking is fun: that’s for certain. But does your team interact in any other way? Find simple, productive ways for people to work together on things which are either not related to work or can be indirectly linked. For example, having a day each month where a certain number of people help out in a charity can be a great way to bond. Something less formalised, say a ping pong tournament or afternoon trip to the museum could also work. If you’re still thinking about team efficiency, you can always use your team activity as an opportunity for some social media posts! Fun Surprises As William Cowper said: “Variety is the very spice of life, that gives it all its flavour.” An engaging atmosphere where things are ever-dynamic will continue to foster interest and intrigue from an employee perspective. This keeps engagement levels sky high. If you ever run out of ideas to make your employees as happy and productive as can be, we’re always here for you at Perkbox! “Variety is the very spice of life, that gives it all its flavour.” Bonus: Feng Shui of your desk! Follow Eastern tradition to optimise your desk layout! 1 2 3 4 5 6 7 8 9
  17. 17. 17| learn more share this Some cool ideas for office spaces: These days everyone is always talking about Google and Facebook’s offices. What gets them employee satisfaction ratings like no other business? Their promotion of creativity and relaxation in the office, that’s what. Allowing employees the flexibility to not be constantly working from 9am to 5pm is important as this actually impedes their productivity. Implementing physical spaces into the office, which allow for a release from the ins and outs of day-to-day business is the best way to do it. Check out some of our favourite ideas in action. 1. abundance and prosperity 2. fame and reputation 3. love and relationships 4. family and community 5. mind, body and spirit 6. creativity and children 7. wisdom and self- awareness 8. career and life purpose 9. helpful people and travel Feng Shui Bagua map Epic: NY Subway room Google: Slide Box: Swings Facebook: Games room
  18. 18. 18| learn more share this 6. Tools for the modern day leader Salary Sacrifice Schemes: Make a valuable addition to your employee’s lifestyle with salary sacrifice. Whether it’s a new bike or the latest tech - pay for it upfront and recoup the cost from your employee’s salary pre-tax. They’ll save on something special, and you’ll pay less NI! Tastecard: Get 2-for-1 or 50% off at thousands of restaurants across the UK with tastecard. From leading chains to exciting independents, the only hard part is choosing where to take your employees to lunch! Grokker: A video-based platform to keep health & well-being at the top of your priority list. Engage in yoga, meditation, fitness and cooking without taking too much time out of your schedule! Fabyouless: If you can spare leaving the office, get discounted rates at salons, spas, gyms and more at both top brands and trusted independents. Remember, leading is tough - not least without ample R&R!
  19. 19. 19| learn more share this Luckily both you and all your employees can get these services at discounted prices with a Perkbox account! Remarkable leadership is easily within your grasp and you can begin to make changes today. As a result of creating a fantastic workplace with engaged and loyal employees, your company will accelerate! If you’re ever in doubt, at Perkbox we’re here to help you out. Contact us now and be sure to check out our inspirational quotes section below! hello@perkbox.co.uk 0208 396 6812 /perkbox.co.uk @perkbox @perkbox linkedin
  20. 20. 20| learn more share this Quotes
  21. 21. 21| learn more share this Full list of references available here. A little about us Having grown up in London, the diversity of people functioning seamlessly within one single ‘Labour Market’ has always fascinated George. With people spending the majority of their time at work, he realised that passion and enjoyment for one’s job are key to ameliorating lifestyles, and consequently specialised in both behavioural and labour economics whilst attending the London School of Economics & Political Science. With a background in Finance and Consulting, experience has taught him how important the relationship is between employer and employee. George’s aim is to help everyone achieve their goals in the most pleasurable and efficient way possible; using technology as his cornerstone. A Northern Irish born country girl, Jenna moved to London to study a masters in communication design. Having always been fascinated by urban environments, she studied the sociology of how people, organisations and places we all inhabit come together. During her masters she researched a methodology that favours ethical, social and environmentally responsible approaches to all forms of design. With a background in not- for-profit and SME organisations, her main drive is in making a difference to people’s everyday lives. Author George Taktak: Marketing Manager Designed by Jenna Edgar: Designer
  22. 22. 22| learn more share this Management lessons from history’s greatest leaders produced by FOLLOW I LEAD WHEN I

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