In the workplace, it often seems like nothing matters more than productivity. In theory, when workers are more productive, the business thrives, profits increase, and everyone is happy. But productivity can come at a cost. The truth is, people only have so much mental and physical energy in a given day to get things done. And it doesn’t take much to push someone over the edge into the land of stress. Stress tends to take a hit on productivity in the long run, so there is a fine line to walk between working hard and burning out. This applies to leaders and staff members alike So, how can managers help employees deal with stress? And what about managing leadership stress?
Encouraging Self Care
The workplace is meant for work, of course. But if a work environment offers no small escape or time away from work duties, the quality of work will suffer. Therefore, a workplace culture should encourage staff and leaders to take some time during the workday to socialize, refuel mentally and physically, play games, and step outside for fresh air. These little things add up and allow all team members more space to gather thoughts and gain perspective.
At first, this all might sound counterintuitive. After all, the goal is to increase productivity. How does playing a pickup foosball game or taking an extended coffee break get anything of value done? Well, these activities reduce stress and allow one’s brain to reset. People will come back to work refreshed after partaking in a small act of self-care, and their work will be better as a result. So, in the long-term, these seemingly pointless excursions can increase productivity.
Fostering an Open and Honest Environment
Stress is like pressure and often feels like it. It gets bottled up and eventually will explode if not released on a healthy, regular basis. So, leaders and staff members need a way to air their personal and work-related concerns in an open environment, free of judgment. A company’s culture and values should allow every employee to feel comfortable speaking their mind to their peers and managers when necessary. Otherwise, problems get swept under the rug and fester. These issues can devolve into resentment or worse.
There is nothing more harmful to productivity than a workforce that feels stifled by a lack of communication. Things may occur in a company or office that leave some team members angry, confused, or feeling left out. Leadership in times of stress and change such as these is more important than ever. Leaders must not only reassure all staff that their concerns are being heard, but they must actually listen and act accordingly. Otherwise, that pressurized stress will eventually boil over and the team might fall apart completely.
Long-term productivity sometimes depends on short-term sacrifices. Sometimes a staff member just needs a personal day. Others might need an hour to blow off steam and recalibrate priorities. The work will always be there. The key is to ensure that the work gets done well. A workforce that is overstressed and unable to communicate will eventually fail in this pursuit, as will leaders. Managers and employees alike must encourage each other to take care of everyone’s well-being first and foremost.
At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. To learn more about what we do and why, contact us here.
Anyone familiar with the Star Wars franchise knows that Obi-Wan plays the mentor role to both Luke and Anakin Skywalker. This archetypal figure became the symbol of wisdom and guidance for millions around the world. Today, most people know what’s meant if asked, “Who is your Obi-Wan,” or, “Do you have an Obi-Wan?” That is to say, do you have a measured mentor? If you struggle to find an answer, you may be missing out on a key relationship.
Mentors come in many forms. They may be a business consultant, a professor, or something more intimate like a father figure. Whatever the case, mentors play an important role in guiding us, helping us grow by learning from them and from our own mistakes. They act as a method of course correction that keeps us heading in the right direction without doing everything for us. Let’s further examine the mentor’s role and how you might find the right guide on your journey.
Mentorship and Reference Points
If you recall from the prequel trilogy, Anakin, a hot-headed Padawan (student) was taken under Obi-Wan’s wing. Anakin occasionally listened to his mentor’s advice, but often acted out of rash arrogance and impulse instead. This, of course, led to his demise. While ignoring the guidance of a mentor rarely results in something so tragic, the story paints a clear picture of the importance of adhering to such guidance.
A mentor’s principal role is to act as a reference point for proper or common behavior. Obi-Wan, though he had his own internal issues with the corrupt politics of the Jedi Order, played his role, acted in accordance with tradition and laws, displayed leadership qualities, and became one of the most esteemed masters. In the original trilogy, Obi-Wan shows Luke the ways of the Jedi, recanting stories of old, displaying his power when necessary, and giving Luke important advice along his journey.
It is, of course, the student’s role to follow their mentor’s guidance by internalizing their teachings and mimicking their behavior. While Anakin fails to do so, Luke eventually succeeds, willingly sacrificing his ego for a greater purpose. If you’re willing to learn and grow like Luke, you want an Obi-Wan to show you his ways so you can follow suit.
Finding the Right Mentor
In works of fiction, the protagonist tends to stumble upon his/her mentor as an act of fate. While this can happen in reality, finding the right mentor usually takes some effort. Leaders who want to improve their skills might enroll in executive coaching programs to learn from multiple mentors. Or, leaders can actively seek advice from those with more experience. Even if you don’t build a strong relationship with this person, you’re participating in the role of student, and they the role of teacher.
The truth is, you can’t force any kind of relationship, whether it’s with a business advisor or a significant other. If your Obi-Wan is out there, you will naturally build this connection. You simply have to show a willingness to learn. Ask questions whenever possible, go to more networking events if the opportunity arises, and take on more responsibilities as long as you can handle them. This will draw Obi-Wan-like figures to you naturally, as they will see your potential, passion, and spirit.
Leadership Resources can help you find your Obi-Wan through business consulting services, coaching programs, educational content, and organizational checkups. Contact us here to learn more.
An organization is only as good as its people. So, when a business hires new people, it must look for specific things that will enhance the business as a whole. Of course, new recruits must have relevant experience and knowledge. But perhaps even more important than that is what makes that potential hire click. What motivates them in life and in work? And are these motivations commensurate with the existing company culture?
At Leadership Resources, we include our values in our job requirements. This way, we can attract individuals whose values and core motivations align with those we’ve set forth. Let’s further examine why we do this, and why every organization should hire with culture and values in mind.
Roots and Branches
A good entry point to understanding the importance of this hiring practice is to use the analogy of a tree. On one end of the tree are the roots, and on the opposite end are branches. Workplace culture is akin to the roots, the stability and sustenance of the organization. When all else is in question, those values remain firm and rooted.
On the other end, the branches are always reaching out. Likewise, a business should always seek new directions, ideas, and influences. However, the roots must remain intact for this to occur. The roots feed upward to the branches. In other words, an organization must aim to grow without sacrificing its core values. Indeed, the only way it can grow and is by keeping these values in mind every step of the way. When hiring new team members, you should keep this analogy in mind. Will this person contribute to the strength of the roots so the branches can continue reaching?
Knowing When and How to Change Company Culture
This might sound counterintuitive to the previous point, but sometimes the roots need to be reexamined and shifted for an organization to progress. When this happens, it’s crucial to know how to change company culture carefully without undoing past progress. Values must be firm, then, but flexible enough to be made better and stronger than before.
So, when a business looks to hire people with matching values and core motivations, included in these motivations must be a desire and willingness to improve the organizational culture and leadership when necessary. At Leadership Resources, this falls under our core values of Continuous Development and Authenticity. Leaders must be vocal about their concerns and ready to make changes with confidence and clarity when the time comes. This applies to any business, large or small.
A business has a lot to consider when looking for new hires. Few candidates will perfectly fit every requirement and preference laid out in the application. However, some candidates will stand out in specific areas related to the company’s core values. These are the people you’re looking for. Without them, the roots may rot and the branches will cease to grow.
At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. For more information on what we do and who we are at Leadership Resources, contact us here.
When it comes to maximizing office productivity, leaders are faced with several challenges. On the one hand, you want to get the most out of your employees. On the other hand, you don’t want to push your team past the threshold of exhaustion. Burnout is a real problem in today’s workplace culture. Leaders must find a way to avoid burnout while still fostering sustainable office productivity. The question is: how?
Expectations and Motivation
In any successful organization, its core values are defined for all its people from the very beginning. These values lay out what the business aims to achieve and how it aims to achieve it. As a result, clear expectations are set for all staff members. Employees will understand how to behave as well as the consequences of not meeting these expectations.
However, consequences alone won’t enhance employee performance management. People need motivation to work harder and feel good about their work. This motivation can come in many forms. Ideally, an employee will have flocked to the company because his/her core values align with the culture and values of the business. If this is the case, the employee will feel inherently motivated by contributing to the company’s success.
But staff members can always be motivated further. For some, receiving praise on a job well done is a strong motivating tool. For others, it’s compensation or promotion. Whatever the case, the best way to motivate employees is to appeal to their core values and encourage their great work.
Encourage a Healthy Separation of Work and Home Life
Not feeling motivated can certainly lead to burnout. But the other leading cause stems from the inability to get away from work. Of course, some employees work from home and others enjoy collecting overtime as compensation for extra hours worked. Still, failing to find a healthy balance between work and life outside of work is bound to create burnout in most employees at some point.
When building office culture, leaders should keep this separation in mind and respect the private lives of all employees once the work day is done. Employees should also feel encouraged to take a reprieve from work every now and then, either for a personal day or a week-long vacation. These breaks for the day-to-day stresses of work actually benefit employee productivity management in the long-term.
Of course, every now and then you may have to call an employee after hours for clarification or to change plans on the spot. Aside from these litter interruptions, though, compartmentalizing work and life is usually for the best.
In business performance management, striking the balance between healthy productivity and burnout is challenging. As a leader, you want your employees to feel motivated on their own and know what’s expected of them. You also want the most work possible to get done, but you know that this will come at a cost of your team’s well-being and long-term success.
For more advice on how to maximize productivity and minimize burnout, visit Leadership Resources. Here you’ll find tools, worksheets, reading material, videos, and more, all designed to improve your leadership abilities and enhance your business. At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more.
Leadership Resources is pleased to announce Kari Foote has joined their team as a Leadership Development Specialist. Working directly with clients, Foote will develop high-performing leaders and create a culture of accountability. Through individualized coaching, facilitation of development processes, goal setting, and accountability, Foote will create customized development plans that align with the organization’s vision.
Foote has over 18 years of experience in a variety of fields in the public sector, including law enforcement and emergency management, banking and finance, and human services. The past two-and-half years, she served as the Human Resource Manager for the City of Lincoln and Lancaster County. She led strategic operations in the areas of employee relations, training and development, and talent acquisition, where she served over 3,000 employees across a variety of departments and divisions. Prior to that role, she spent over fifteen years working for the State of Nebraska in a variety of Human Resource roles, including the HR Field Operations Administrator for the Department of Health and Human Services where she supported over 5,000 employees statewide.
A graduate of the University of Nebraska-Lincoln’s College of Business Administration, Foote brings a wealth of knowledge and experience to the Leadership Resources team. In 2014, she became a certified executive coach and a member of the International Coach Federation.
“We are excited to welcome Kari to our team. She is a great match to our core values and brings tremendous attitude and experience which will enhance the lives of our clients ,” said Boyd Ober, President and CEO of Leadership Resources and Accelerate.
Foote can be reached at (402) 423-5152. For more information about Leadership Resources and our services, visit our website at www.LRsuccess.com.
By now, most of us are familiar with the bad leader trope. Shows and movies like The Office and Horrible Bosses parody the worst possible qualities a boss could have, some of which may ring true to life. These so-called leaders lack empathy, fail at communicating, speak rashly, micromanage, and unwittingly abuse their employees. As a result, their employees become bitter, resentful, indifferent, or too distracted to do a good job.
While we clearly see what makes for poor leadership, it’s a bit less clear to discern what employees truly want in their leaders. Interestingly enough, we can find these answers by looking at the inverse behavior of these awful fictional bosses. The best leaders exhibit qualities that actually encourage employees to work harder. Let’s examine why by looking at five of the most in-demand leadership skills.
Honesty
A good leader shouldn’t lie to or hide things from his/her employees. There are of course exceptions when it comes to confidential information. But in general, leaders must be as transparent as possible. This means giving honest feedback to staff, admitting mistakes when they occur, and letting everyone in on new goals, developments, and challenges. Any HR business consultant can tell you that a leader who exhibits honesty will encourage honesty in employees, creating an open atmosphere where problems aren’t bottled up to fester and burst.
Responsiveness
Like honesty, responsiveness involves maintaining a clear line of communication between leaders and employees. Leaders must be able and willing to hear concerns and criticism from employees and then act on them. Bad leaders always think they’re in the right and scoff at negative feedback while doling it out. Good leaders accept any and all feedback and take action to resolve problems, whether or not they’re responsible for them to begin with. When employees see that their leaders truly listen to them, they’ll want to listen to their leaders as well.
Clear Instructions and Feedback
When consulting a business advisor to improve your company’s operations, they’ll probably indicate the importance of clarity. Clear instructions and guidelines help everyone do their job better. There should always be some flexibility, of course. But overall, employees will work harder and do a better job if they know exactly what they’re doing and why. If things aren’t completely clear or someone makes a mistake, they should also receive descriptive and constructive criticism to prevent these errors in the future. The best leaders train their employees with precise, coherent instructions, giving them helpful tips, corrections, and methods along the way.
Trust and Independence
If a leader has displayed honesty and trained his/her people well, employees should be trusted to do their job with little interference. According to business consulting services and employees, micromanagement is one of the least helpful and most annoying methods of leadership to deal with. Whether employees work in teams or alone, they want to be left to their work and trusted to do it well. If they have questions, they should feel comfortable enough to approach their leaders. Leaders should trust their people enough to not have to check in every half hour and pull them away from their work.
Passion
Employees want to work for someone who cares, not only about them but about the work being done. Indifference and cynicism can become highly contagious and negatively affect the entire workplace. Likewise, positive energy, devotion, and excitement can spread even faster. Even if not all employees share the same level of passion as their leaders, they will naturally feel better about their work if they encounter this energy. Of course, effective leadership doesn’t mean ignoring bad things when they happen, but remaining positive and seeking solutions rather than dwelling on the negative.
You may notice that the fictional bosses mentioned earlier carry none of these qualities, at least not until the final act. And to be fair, some of these skills can be difficult to hone, which is why executive coaching programs can come in handy. These programs help leaders develop skills such as responsiveness and transparency. Things like passion can’t necessarily be taught, but they can be expressed in helpful ways. Employees will naturally work harder for leaders with these qualities and will develop leadership traits of their own. Leadership Resources provides tools for leaders as they grow to become even better. Contact us here to learn more.
The word “culture” has been used so frequently and in so many contexts it can be difficult to define. In the broader sense, culture refers to a collective set of values and/or achievements expressed in a particular group of people. Different cultures exist among ethnic and religious groups, throughout separate regions, and within smaller niches of interest (i.e. geek culture). And when people are gathered together for long enough, a new culture often develops.
Workplace culture is just another version of this. After all, a company is made up of several individuals who at the very least can all agree to exist in the same space for several hours a day. Of course, most companies aren’t as rooted in history and time as religious or regional groups. Also, not everyone who works for a company necessarily shares the same social, political, or moral values.
That being said, a company’s success relies heavily on establishing a strong company culture that unites all of its staff regardless of differences. How can a company truly develop and maintain a culture that’s not too forced or too loose?
Establish General Principles and Values
To establish a long lasting company culture, you have to start with the basics: what can just about everyone agree on? This isn’t a matter of pandering to low expectations or compromising important values. Rather, it’s a reaffirmation of common human decency.
In other words, everyone who works for a company wants to be treated with respect. Additionally, they want to earn a good living to support their families and further their careers. People also want to do a good job and be recognized for their work. These nearly universal principles should be deeply embedded in every company culture.
Different phraseology can be used for expressing these values, but in the end, respect, fairness, and recognition are always integral. From this foundation, a company can chisel away at the culture and values they want to build. This will likely depend on what the company does, its mission, and its goals moving forward.
Let New Employees In On It
Once a company culture has been established, it is crucial to let it be known to new employees very early on. When entering the company, new employees should immediately get a feel for the organizational culture and leadership styles of the business.
Many businesses create a video and/or pamphlet that outlines the core values of the company, why they matter, and how they’re implemented each day. The clearer this picture is, the better equipped new employees will be when getting accustomed to the new workplace. They will immediately feel a sense of purpose and unity with other staff members, as everyone will know the shared culture.
Keeping the Culture Present and Open to Change
Of course, it’s not enough to say you have a culture; you have to actualize it, too. The work of a company should be directly tied to its culture so that every hour spent working is also an hour spent emboldening the set of shared values. This will result in greater teamwork and increased morale.
For instance, if the culture of a customer service company involves learning from other staff members, each call doubles as an important aspect of work as well as a teachable moment for other employees. A great call will be recognized by managers and staff, and then used to improve the performance of everyone else.
Beyond work, a company should also provide its people with fun, team building events, exercises, and celebrations. Even something as small as celebrating monthly birthdays or participating in annual award ceremonies can go a long way to strengthening bonds.
Culture should be strong but it should also be flexible enough to allow for important changes. Knowing how to change company culture is just as important as knowing how to establish it. When a business changes its priorities, undergoes a major overhaul, or sees difficult times, it may have to reconsider how its culture can be improved.
If changes are necessary, leaders should call for meetings to explain these changes to each and every employee. Just as a company must clearly establish its initial values, it must clearly indicate how and why the culture should move in a new direction. Leaders should be open to questions, concerns, and criticisms. In fact, these very concerns might be the catalyst for these changes to begin.
In the end, a good company culture depends on everyone’s mutual understanding and participation. Every employee and manager must be on the same page. The culture should be the foundation that every staff member can fall back on when something goes wrong or gets confused. Not only will this bedrock of values increase a company’s longevity, it will also increase the spirit of collaboration and make the workplace a better, more welcoming place overall.
If you’re a company leader who wants to learn more about company culture, Leadership Resources can provide you with tools to establish and articulate a set of values to your staff. Contact us here to learn more.
No one enjoys giving or receiving negative feedback. Those on the receiving end might feel small and incompetent, while those dishing it out might feel they’re being too harsh … or not harsh enough. No matter what, both parties feel uncomfortable. However, giving feedback is a crucial part of employee performance management. The problem is knowing how to go about it.
People often fall into the trap of serving the “$#it sandwich.” This useful slang term refers to negative feedback squished between two soft, bland buns of positive sentiment in the form of irrelevant praise. The intention here is to soften the blow and minimize the bad taste left from hard criticism. However, delivering a $#it sandwich often results in a worse outcome than offering direct feedback. Why is this? And how can leaders give feedback to employees without disguising or diluting it?
Why the $#it Sandwich Goes Bad
Effective leadership depends on transparency. The $#it sandwich approach to feedback is antithetical to this. When leaders insert their true feedback between compliments and niceties, the message quickly gets lost, and the receiver often feels patronized and confused. This isn’t to say that those giving the feedback should be intentionally mean, of course. Rather, all feedback, good and bad, should be to the point. This will allow the person receiving it to understand exactly what he/she did right or wrong, making course correction easier to handle.
Better Ways to Deliver Feedback
For leaders to improve their business performance management, they need to go beyond the $#it sandwich. There are several better ways to give feedback, but they all follow the same principles.
- Avoid the Ego
The human ego makes feedback delivery and reception very difficult. We often feel personally attacked when hearing about our mistakes. Delivering feedback can feel personal too, as the giver might feel self-conscious about how this interaction will affect the relationship. It’s not easy to detach oneself from the ego, but leaders can find ways to give feedback that focuses more on the problem and less on the people. This is a difficult balance to strike because the people involved have to be the ones making the change.
Still, leaders can help erase the ego from the equation by focusing on the future rather than past. In other words, negative feedback shouldn’t simply dwell on a person’s past mistakes. Rather, it should address the problem before quickly moving toward a future scenario in which things have improved. This still keeps the employee accountable but provides a more objective pathway for correcting errors.
- Establish an Atmosphere of Openness
When the workplace is closed off in terms of communication, any feedback feels abrupt and even offensive. Conversely, work environments that encourage questions, criticisms, changes, and friendly dialogue allow feedback to flow naturally. Employees and leaders are constantly giving each other feedback in this type of open space so that even the harshest criticisms are understood to be constructive and normal. Staff members will naturally become closer and more connected so that the flimsy bread of the $#it sandwich becomes an unnecessary platitude, thrown away altogether.
- Keep Reviews Consistent
Another way to avoid the abruptness of negative feedback is to create a regular performance management review system for all employees. These can be monthly, bi-annual, or annual check-ins with employees to go over areas of improvement, make suggestions, and discuss the concerns of both parties. There is always a risk of making these reviews too formal and rigid, however. While these surveys should include specific items, the review itself should flow like a conversation where both parties truly feel engaged.
Conducting these reviews well will take the $#it sandwich and expand it into an organic meal. This is a space for both positive and negative feedback, but none of it will feel crammed in, hidden, or artificially procured. Additionally, the focus of these reviews should be more on the future than the past. In other words, leaders and employees should examine how the previous period of time went, but use it as a springboard for making course corrections in the future. The regularity of these examinations will keep employees and leaders aware of the present moment at all times.
Learning how to give and receive feedback is one of the most challenging and important leadership qualities to develop. Leaders should aim to establish a workplace open to communication, detached from egos, and structured enough so that everyone receives feedback on a regular basis. Leadership Resources can help leaders develop ways of giving feedback that go beyond the failings of a $#it sandwich. Contact us here to learn more.
Employees are motivated to work for various reasons. For some, making money to support themselves or their family is enough. Others find meaning in the work itself and wish to advance their careers in order to accomplish even more. Of course, not every employee will feel motivated all the time. Stress, external responsibilities, and/or a feeling of stagnation can all significantly decrease office productivity. Let’s see how managers motivate employees and increase productivity.
Communication is Key
Communication is one of the most important leadership qualities. Nearly every problem in the office stems from poor communication. Without the proper channels for communication, information gets lost or misunderstood. Employees and managers struggle to see each other’s point of view, leading to further problems in the office.
Conversely, good communication (listening intently, sharing ideas, being honest) can resolve many issues between employees and managers. Better yet, proper communication can help generate ideas that push a business forward. When every employee feels open to sharing and receiving ideas, they will feel more motivated to do the best work.
Cultivate Collaboration
While some employees prefer working on their own, there is something to be said for a strong team. A business that promotes collaboration is bound to see an improvement in employee productivity. Of course, teamwork only works if every team member can work together. A bad matchup or poor communication can lead to arguments, passivity, or sloppy work. Managers should take the time to get to know employees to build the best teams within the company so that people build off each other’s strengths to promote more productivity.
Empower People
One of the reasons for decreased productivity is that employees don’t feel their actions or ideas make a difference. This lack of self-esteem, warranted or not, can become contagious, affecting the whole office. Effective leadership means empowering every employee, regardless of job title. Employees should feel that they have the right to speak up, be heard, and take action. Of course, guidelines should be set to delineate certain responsibilities. But within these guidelines, people should know that their work matters and that they have the ability to make changes that will benefit the whole office. This sense of empowerment will encourage productivity.
Highlight Good Performance
Recognition is a key element of employee productivity management. Employees who work hard, try new things, and treat others well deserve to be recognized. These accolades can be inputted into an employee management system. Complimenting people regularly has major positive effects that go beyond the individual. Not only does the person feel good for this recognition, but others will also see that hard work and decency doesn’t go unnoticed. While most people do good deeds altruistically, this added incentive creates a more positive atmosphere all around. Employees will feel that their work really does matter.
Build a Culture and Community
Work isn’t always fun, but a workplace can promote fun activities both inside and outside of the office. Friendly competitions, group lunches, parties for milestones or holidays, and voluntary programs all contribute to establishing a stronger office culture and community. Employees and managers will find new ways to bond beyond office duties. Strengthening this work culture promotes productivity, as each staff member feels a sense of obligation to everyone else. In this way, the whole office becomes a team where every individual plays an important role.
No two people are motivated by the same exact set of things. However, these five practices tend to increase employee productivity across the board. In the end, it’s all about communication, collaboration, empowerment, recognition, and culture. People who work in environments that promote these things will be happier, have higher self-esteem, and be more productive.
If you’re a leader, you should focus on developing these practices. At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more.
For a business to thrive in today’s market, it must follow a sustainable business growth strategy. Developing such a strategy presents a challenge for all business leaders, but while all businesses differ in some ways, a good business growth strategy features characteristics that apply to any business. Let’s examine five tips for planning sustainable and lasting growth for your business.
- Stay Mission-Driven
At the root of every business should be a mission or vision. What are the broader goals of your business, its purpose? A clear mission statement provides a foundation for all business operations moving forward. This applies to leaders, employees, and customers. Leaders can always come back to the mantra during challenging times or when teaching others. When coming aboard, staff members should immediately learn the business’ mission and understand how they can contribute to advancing it.
Customers and clients should also be aware of the mission. A business should boldly scribe their mission statement on their website and in their offices and storefronts. By making these objectives known, everyone involved with the business gets a better idea of its brand, its purpose, and its goals for the future.
- Create a Recognizable, Strong Brand
Business development and brand development go hand in hand. A coherent mission is at the core of a business’ brand, but brands go even further into the psyche. We all know the power of brand by the coffee cups we see or hold on a daily basis, the shoes on our feet, or the phones in our pockets. These brands have become inherently valuable, from their logo to their place in the social sphere.
To develop a brand, you’ll need a stark marketing campaign. Your business should feature an elegant and recognizable logo and motto that’s ready to be printed on any object imaginable. These images and words should evoke the mission and character of the business and its marketing. If done correctly, the logo will become synonymous with the business and its mission, creating a truly powerful brand.
- Focus on Developing Effective Leadership
A ship won’t get very far without a competent captain and clear roles. To avoid a shipwreck or mutiny, a business must instill its values into its leaders and encourage leadership development. Employees should feel empowered in the workplace to speak up, ask questions, and be heard. This type of environment doesn’t just increase productivity, it increases the overall value of a business.
Websites like Glassdoor.com feature public comments from previous employees that reveal the inner workings of a business. When people learn of a business’ poor leadership, they may rescind their brand loyalty and go elsewhere. However, effective leadership helps retain employees and leaves a far better impression for the public eye. And the more leaders, the better, so long as everyone can work collaboratively.
- Establish Solid Partnerships
Your business doesn’t exist in a vacuum. To optimize the output of that sales growth formula, it needs the help of external resources, such as marketers, distributors, accountants, lawyers, and more. It’s crucial to work with the right people and build a relationship of mutual trust. Though your business is not responsible for the mistakes or failures of a partner, it must react to these eventualities in the proper way by either cutting ties or helping to ameliorate the situation.
- Build Internal and External Communities
Business development is all about people, both inside and outside of the company. This is why it’s so important to foster a positive work culture and expand that atmosphere externally. These spheres will influence each other. Internally, employees and leaders should trust one another to make decisions and change course when necessary. On the outside, customers should feel at home when stepping into a storefront or office space. Providing little comforts like complimentary coffee or water can go a long way.
The digital space has opened several doors for building communities. Staying active on social media by posting often and engaging with customers makes a big difference and doubles as a marketing tool. Everyone should feel welcome and involved in the business, regardless of their stake in it.
By creating a salient mission, imbuing it with a strong brand, instilling this in leaders and partners, and cultivating a positive community, businesses have a better chance of growing and staying relevant for years to come. Leaders can learn about even more business growth solutions via Leadership Resources. Our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more.
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