management - The Leadership Forum - DPG Community2024-03-28T16:35:42Zhttps://community.dpgplc.co.uk/the-leadership-forum/feed/tag/managementHow to get the best out of your employees' ideashttps://community.dpgplc.co.uk/the-leadership-forum/how-to-get-the-best-out-of-your-employees-ideas2018-07-20T10:28:25.000Z2018-07-20T10:28:25.000ZSam Houltonhttps://community.dpgplc.co.uk/members/SamHoulton<div><p><a href="https://storage.ning.com/topology/rest/1.0/file/get/50722273?profile=original" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/50722273?profile=original" width="680"/></a></p><p><strong>Ever had a great idea on how to better your company, but felt unheard?</strong></p><p>Well, you’re not alone.</p><p>According to <a href="http://hrnews.co.uk/a-third-of-employees-feel-their-company-doesnt-listen-to-their-ideas/" rel="nofollow">new research</a> released today by the idea management company, Sideways 6, more than a third of employees across the globe believe that their company wouldn’t listen to their ideas for improving the business.</p><p>This shocked me a little. How can anyone expect to improve the business without starting from within?</p><p>For companies to grow, it takes extreme patience and good leadership. It also takes strong ideas.</p><p>So, when it comes to listening to ideas, why aren’t managers listening to their employees?</p><p>Most staff spend 5 days a week working in the company’s offices. These people put their lives and time into making sure the company succeeds. These people <em>know</em> the business, <em>inside and out</em>.</p><p>So as a manager of a company, how can you make sure you get the best out of your employees’ ideas and turn them into the driving force behind your business's growth?</p><p>Sam Harrison from ‘Fast Company’ has some useful tips on how to utilise receiving great ideas from employees and believes employers should ‘Be Accessible’:</p><p>‘Fresh ideas have short shelf lives. If people feel they have to take a number and wait in line to see you, budding ideas will wither and creativity will die.</p><p>‘To keep ideas growing and flowing, block times in your day to be available to anyone who wants to air a new concept. And make sure your mind is also available–focused, in the moment and open to new directions.’</p><p>Interact-Intranet also have some good ideas on how to promote good ideas from employees <a href="https://www.interact-intranet.com/blog/10-simple-steps-to-get-great-ideas-from-your-employees/" rel="nofollow">here</a>.</p><p>Sometimes, this isn’t enough. Strong leadership needs experience and expert knowledge behind it to get the best out of a manager.</p><p>In this case, an ILM qualification could be right for you. To find the right programme for you and see the Toolkits available, <a href="https://www.dpgplc.co.uk/courses-qualifications/leadership-and-management/" rel="nofollow">take a look</a> at the DPG Website and see how you can Develop Yourself.</p><p> </p></div>Which of these 6 levers to sustainable leadership do you use?https://community.dpgplc.co.uk/the-leadership-forum/which-of-these-6-levers-to-sustainable-leadership-do-you-use2015-10-02T14:58:26.000Z2015-10-02T14:58:26.000ZAngela Armstronghttps://community.dpgplc.co.uk/members/AngelaArmstrong195<div><p>Hello,</p><p>I really enjoyed this Korn Ferry blog as it pulls together all my favourite development themes into a single list of 'transformative pauses'.</p><p>I've provided a short summary in brackets so you can join the discussion even if you don't <a rel="nofollow" href="http://www.kornferry.com/institute/pauses-really-do-refresh" target="_blank">read the full length blog</a></p><ol><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><strong><span style="color: #3366ff;">Pause to Push the Boundaries. </span> </strong></span> <span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">(slow down and consider the bigger picture to reduce 'noise' and focus on what's important to improve productivity)</span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><strong><span style="color: #3366ff;">Multiply Energy to Generate Sustainable, Differentiated Value. </span> </strong> (su<span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">stainable leadership becomes more possible when we proactively build up our own energy and then multiply it in others)</span></span></span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="color: #3366ff;"><strong>Generate Energy by Sharing Compelling Stories</strong> </span> (u<span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">sing inspiring stories to illustrate values, purpose and appreciation is a crucial language for multiplying sustainable energy and drive in an organization)</span></span></span></span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="color: #3366ff;"><strong>See Purpose as Elevating Performance to New Heights</strong>. </span> (So employees <span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">have a purpose bigger than product or performance, a purpose that will likely drive performance to new levels)</span></span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="color: #3366ff;"><strong>Focus on Coaching and Authenticity</strong> </span> (<span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">The evolution from critic to coach and from accuracy to authenticity is fundamental to transformative leadership)</span></span></span></li><li><span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;"><span style="color: #3366ff;"><strong>Use Questions to Innovate</strong> </span> (<span style="font: 12px/16.2px proxima-nova, Arial, Helvetica, sans-serif; text-align: center; color: #000000; text-transform: none; text-indent: 0px; letter-spacing: normal; word-spacing: 0px; float: none; display: inline !important; white-space: normal; widows: 1; font-size-adjust: none; font-stretch: normal; background-color: #ffffff; -webkit-text-stroke-width: 0px;">Becoming adept at the language of integrative intelligence—compelling questions—is one of the most underdeveloped competencies in leaders today)</span></span></li></ol><p><span style="color: #339966;"><strong>Question: Which of these 6 levers to sustainable leadership do you use regularly? Which did you find a useful reminder?</strong></span></p><p>I use them all to varying extents depending on my client engagements, the one that was hardest for me to learn yet probably the most beneficial is #1 Pause to Push the Boundaries. I have to have a regular reminder in my diary or I still forget! Yet I know that I have my greatest moments of insight when I step away from 'doing'.</p><p>I'd love to hear which of these you use and how it benefits you, please share your thoughts below.</p><p>Angela</p></div>Role Call!https://community.dpgplc.co.uk/the-leadership-forum/role-call2015-07-12T21:02:55.000Z2015-07-12T21:02:55.000ZHelen Ameryhttps://community.dpgplc.co.uk/members/HelenAmery<div><p>Following on from Mike's Leadership vs Manager debate, it reminded me that I believe we need a new title. Managers have been around since Henry Ford, even Leadership is getting a bit jaded now, and neither job title adequately describes what these people are expected to do in their role today - which is different to even just 5 years ago.</p><p>As quoted from my reply to Mike's post - "My overall belief is that a manager/leader/boss should be there in service of their team, clearing the organisational rubbish out of their path, developing them to be at their best and enabling them to be confident in their ability to self-solve - in that way they can get on with delivering the outcomes needed for the team's collective success."</p><p>If this is true, what new job titles could we come up with for these roles?</p></div>How do you make Management Development Learning Stick?https://community.dpgplc.co.uk/the-leadership-forum/how-do-you-make-management-development-learning-stick2014-03-02T09:55:23.000Z2014-03-02T09:55:23.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><p></p>
<p></p>
<p><strong><span class="font-size-4" style="color: #008000;">How do you make Management Development learning stick?</span></strong></p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/376153?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/376153?profile=RESIZE_320x320" width="310" class="align-left" height="257"></a></p>
<p>Returning on investments, delivering on expectations, wanting to see people succeed, a desire to deliver quality learning and looking after our people are amongst the reasons we do what we do (especially some of the latter ones!). We want (and need) our training programmes to be successful so they're not just a flash in the pan one-off-event which doesn't really have any lasting impact. </p>
<p>We have made massive progress over many years moving away from the belief that just putting someone on a one-off training event would be the be all and end all where magical overnight improvements would appear. We know there's more to it than that!</p>
<p></p>
<p>So that's the question from me today. <span style="color: #008000;"><strong>How do you make Management Development learning stick? </strong></span>The same question should actually be applied to any topic and any learning, how would you make that stick? But the question for me today, focusses in on Management Development training specifically.</p>
<p>Take for example a Management Development programme, consisting of six workshops, ran monthly. Each on a different topic. There may be a module on coaching, one perhaps on performance management, one maybe on leadership etc. You get the idea! There's some great theories and models covered, in a way that suits the audience, who are new to management and new to these topics. Everyone no doubt would leave with their heads filled with new ideas and concepts and a workbook brimming with content and their own reflected thoughts.</p>
<p>So what are the bits that need to happen (maybe before, during, in between and after the programme) to help this learning to be remembered, put into practice and embedded? </p>
<p><span style="color: #008000;"><strong>How do you make Management Development learning stick? - <span style="color: #000000;">would love to hear your comments below...</span></strong></span></p>
<p></p></div>