The Management Quick Fix Fad Does It Exist or Is it About Connection?

I'll let you into a secret; there is no special leadership pill; there is no management quick fix fad; consistent, unrelenting, day to day effort in good old fashioned communication is what is needed to create a connection with employees.

People generally connect to the moment and employees are no different. What goes on here and now is what is important to them. Tomorrow's challenges are important, but employees strongly desire that their peer group and superiors, understand the challenges they face today, right now, this hour, this minute and support them accordingly.

Often, frontline staff feel the management team are too far removed from the daily running of the business. Some employees would question whether they are a 'number' to the organization or a name. Often as leaders we have our agenda and are focused to deliver, time is limited, the task briefing simple, so we jump into a discussion with a team member; is it a discussion or do we deliver in one direction? Employees thrill at the thought that their managers take a sincere effort to relate to them and value the work they carry out.

Nowadays, management styles have shifted from "command and control," "my way or the high way" styles, which served as the predominant management style since The Industrial Revolution to the coaching, mentoring type styles that more forward thinking organisations adopt. The use of coercion, fear and the threat of punishment doesn't work well in most organizations today. This is in part due to a change in societal norms under which it is considered politically incorrect to force anyone to do anything.

Imagine a company of consultants. Employees often have the answers; they are after all the team that constantly create and implement solutions to the problems they face everyday. If we look at management teams, is there a tendency to treat employees as "doers" rather than their natural role of the "problem solving consultants" they are?  Employees seek opportunities to share their insights with both customers and their fellow workers; smart managers leverage this powerful workplace connection. There is nothing more powerful than the connection between an employee and a boss than when the boss demonstrates confidence in the employee's opinion.

Motivation is thought to come from within, that is, to be intrinsic in nature; an inner drive that compels behaviour. It's believed that you can't motivate others; you can only motivate yourself. Companies can create an environment in which individuals can be motivated, in fact in doing so they achieve one of the most important roles in managing today. The key element in shaping a motivating work environment is the management of consequences, the most important of which are positive consequences.

As people, we all want to be great, it is only natural to start a new role with huge excitement and a drive to do the very best we can. How is it then, that for many employees, the excitement of the job quickly wears off? The day to day treatment of an employee has a great affect; an unmotivated employee in most instances reflects on the management of that person rather than their own potential in the workplace.

Employee connection is what is vital for a business fit for the future.  Management teams who wish to remain competitive create environments that actively promote two-way interaction. When encouraged to share ideas, human nature exudes a rise in motivation and productivity. Strive to establish a supportive environment in which people can be their best. Create a partnership with employees; help individuals reach their full potential in achieving their personal goals and subsequently the goals of the organization.

The ingredients of the leadership pill read; listening, educating, environment, motivation and connection.  When taken in large doses result in a culture of connection!

"You get the best effort from others not by lighting a fire beneath them, but by building a fire within."

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