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You are here: Home / Archives for employee engagement

The 3 D’s of Responsible Leadership

March 7, 2018 By Dave Ferguson Leave a Comment

The 3 D’s of Responsible Leadership

Featured article by Dave Ferguson in CEOWORLD magazine. Reprinted by permission.

311…it was posted everywhere on every floor. 311 on the elevator. 311 in the hallway. And 311 on the door of one very determined executive vice president.

“What is this all about?” many inquired.

Those on the top floor knew…all 311 in that division.

This particular company was in bankruptcy. Meetings were held daily as to what parts would be sold and when. Negotiations were ongoing with other companies to purchase different divisions. Some would be dissolved.

But one very adamant executive vice president fought for his people.

He promised them that none of the 311 would lose their jobs, and then he made good on the promise. The division was sold to another company – it had to be, as the “mother ship” was going down. But in his negotiations with the other company, who very much wanted him, he required that as part of his employment agreement, they would agree to hire all 311 of his people.

This is the epitome of a leader who recognized that leadership of his people meant declaring a vision, determining to safeguard his people, and delivering on his promise.

And he did.

As a leader, do your people know you take their interests seriously? Do they know that you would fight for their jobs just as much as you would fight for your own? Are they secure in the vision you have for them and the company?

Leadership is serious business.

Every day, your employees give you their most precious gift – their time. In exchange, though they may not say it, they expect at least some degree of security. It is their right to expect that you create and adhere to a vision that is geared toward the long-term success of the company.

How can you be a responsible leader? There are three very specific tenets.

1. Declare a vision.

Take out a piece of paper, and write down the number of employees entrusted to your care. Post it on your door. Post it in other prominent places. Then declare to your people that will protect every one of their interests as much as your own. That is a big, daring vision.

The Result: You will gain their attention.

2. Determine to safeguard your people.

Vision is key, but vision alone is not enough. It must be followed by determination and a plan. In fact, the bigger the vision, the more fierce determination and solid planning must be applied. Just as you declared the vision to your people, you must also share the plan with them. This gives them security and obtains the needed buy-in from them that you need to carry it out. Big vision is a team effort.

The Result: You will gain their respect.

3. Deliver on your promise.

Vision, determination, and planning require one other component in order to become reality: action. Action is delivering on your promise…and your promise is vision. Deliver the vision.

The Result: You will gain their loyalty.

These principles apply to your employees and team; and they also apply to your customers and clients. Do your customers and clients know the vision you have for them and do they sense your commitment or are they treated like a number? Do they know you will passionately deliver that vision and keep your promises to them?

This is the second article in the Leadership Ladder series. Click here for more.

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Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

Four Ways to Ensure You are Putting Employees First

December 6, 2017 By Dave Ferguson Leave a Comment

Four Ways to Ensure You are Putting Employees First

Featured article by Dave Ferguson in CEOWORLD magazine. Reprinted by permission.

Attracting and retaining top talent is the not-so-secret weapon of every successful business. When employees feel they’re cared for and respected, that good energy is transferred to customer care.

We can all agree that employees are the skeleton of your business – without their support, your company falls apart. Essentially, their success is your success.

But do you have an employee engagement plan? One that strengthens the “bones” of your organization while giving them what they need for growth?

If you are shaking your head, you are not alone.

Being considerate of and providing for your employees should be a top priority for you as a leader. After all, an employee-centric work culture fosters productivity and boosts morale.

Here are four ways you can ensure you are putting employees first. 

  1. Provide opportunities for professional growth.

Employees should feel challenged and inspired – and you should always be looking out for the future leaders within your company. Employees with drive and high potential are often not satisfied with staying where they are (at least not for long).

It is important to recognize potential in these employees and offer them avenues to strengthen their skillsets. Encourage them to advance their networking by attending relevant conferences. Make introductions to others that can help guide them. Simple efforts on your part can lead to big results for your company.

  1. Communicate the vision.

By consistently sharing what is happening with and within the company, you give your employees security. Without communication, your employees can become unsure of their future as well as the company’s future.

As leaders, it is sometimes easy for us to slip into a “silo” – sharing information only with our directors or key decision-makers. You can see how this could easily turn into a disaster.

A lack of communication means employees are left to fill in the blanks on their own. By communicating with your employees effectively and frequently, you are not only relaying crucial information to them, but you are also bringing them into the “inner” circle.

  1. Recognize solid work well done.

This should be a no brainer – we all like to be recognized for our achievements! Recognition is also motivating. When your employees know their contribution is appreciated, they will strive to receive recognition again and again.

A sincere offer of gratitude goes a long way to boost morale and communicate to employees that you notice those taking extra care and effort with their work.

Another aspect that works parallel with recognizing employees’ achievements is supporting your employees’ professional goals. This means realizing that employees can go much deeper than a “job well done.”

Taking the time to understand your employees’ personal goals will help you support them in ways that align with corporate goals. This is a win-win!

  1. Trust your team.

Resist any urge to micro-manage or over-manage. You have (hopefully) built a solid team around you – so use it! Trust their skills and your hiring instincts.

Instill confidence in your team by leading by example. Practicing the previous three points helps cultivate a culture of trust in your workplace. Allow your employees to (slowly) take on more responsibility. Give them the freedom to handle their mistakes as learning opportunities rather than failures.

You are only as strong as your weakest link; there is a reason this phrase is a cliché. How you develop and support your employees’ growth will directly reflect in the growth of your business.

To learn more about the needs of your employees, enter your information below for your free Emotional Intelligence Infographic.


Dave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.


 

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