Leadership is about the team performing well

I read in LinkedIn the other day that increased engagement among employees increases the share value of that company. I have also own experience of studies where increased results in engagement surveys show high connection to increased financial results for the units which increased their engagement survey results.

This means that in leadership we need to take into consideration how the team will be able to work productively and switch the perspective to leaders serving their teams needs for better performance.

As Google found out in their surveys among employees: the psychologically safe teams are higher performing, which Laszlo Bock describes in the book: Work Rules.

In psychologically safe teams employees feel safe to ask questions as Amy Edmondson describes in her book: The fearless organization. In these teams it is appreciated to speak up when someone has a concern or different point of view. This can happen when people feel safe to be candid with each other. To be able to achieve this there needs to be mutual respect. Better results will be achieved, as psychological safety increases for example learning and innovation.

Organizations need to work according to plans against bullying, harassment, discrimination, manipulation, or any other kind of unjust treatment of individuals, for humane reasons, and as these behaviours will decrease employee engagement and may affect the bottom line and share value negatively.

Individuals are unique human beings who think in different ways. There is a tool to get increased understanding of one’s individual management and personality style: Reiss Motivation Profile, RMP, which also gives other people’s perspectives.

Informator is conducting trainings in RMP, please read more about the training courses by clicking the link:  https://informator.se/utbildningar/ledarskapsutbildning/ledarskapsutbildning-grundlaggande/reiss-motivationsprofiler-for-individ-och-grupp-

A similar training can be tailored to a group’s needs. It can be conducted for managers only or for teams including their manager.

Aila Kekkonen
Individual and Team Development; Certified coach in RMP, facilitator and trainer

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Are you swimming upstream and getting exhausted at work?

In many organisations people work very hard, but due to lack of clear direction or focus on key priorities, many overwork. They try harder and harder to swim upstream, but don’t get to the expected results.

In the risk zone are for example those people, who have very strong sense of Honour motive. Those with high Honour are very loyal towards their employer (even though the employer might not be as loyal towards them). They want to keep their promises and will do their best to try to finish all the work at hand. But often there is not enough of time to do it all well, and with lack of overall direction or priorities, they risk getting burned out.

This might be difficult to understand, if you yourself don’t have the same high motive. But with the analogy of some people choosing the military career, to be prepared even to die for their country, you might understand how different we people are.

Honour is one of the 16 motives all people have, more or less.

If you would like to know your motivation profile and learn more from a scientifically validated method: Informator is conducting trainings in Reiss Motivation Profile:

https://informator.se/utbildningar/ledarskapsutbildning/ledarskapsutbildning-grundlaggande/reiss-motivationsprofiler-for-individ-och-grupp-

These trainings can also be tailored for teams (in English, Swedish and Finnish).

Aila Kekkonen

Better Future

Personnel and Leadership Development

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