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How to develop strong leaders

How to develop strong leaders

Leadership is a rare skill set, but fortunately, it’s one that can be learned and nurtured. Part of a strong workforce management solution is the training and development of people leaders. 

 

Here are some tips on how to train your team-leads to be stellar leaders:

 

Tip #1: Define core competencies
Before you can have expectations of your people leaders, you have to establish them. Be clear about the roles, responsibilities, and attributes you desire. Having them written and repeated often help to reinforce them among your team.

 

For instance, at The West Egg Group, we use every opportunity to remind our leaders of our core values:

Above & beyond  exceeding the expected, being dependable, willing to sacrifice, and always hustling

Ownership — Being accountable, no excuses, being solutions-focused

Professionalism — How you act, how you show up, your mindset

Tip #2: Identify your potential leaders
First and foremost, ensure that those you are placing in a leadership position want the job. Before doing so, have conversations about career path and aspirations to ensure that it’s a fit. Look to see who is proactively rising to the challenge — these individuals are likely to succeed since they’re driven to do so.

Tip #3: Expand essential knowledge base
Leaders require an intimate understanding of the business beyond one singular function within it. In addition to business acumen, people skills will be a definite asset. Look for ways to help your leaders participate in recruiting, hiring, onboarding, and team-building to ensure that they stay connected to their reports.

These are just a few of the ways to help develop your leaders. For additional insights and support, contact The West Egg Group — experts in on-demand, ongoing, and custom workforce solutions.

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3 important attributes for workforce management professionals

3 important attributes for workforce management professionals

There are a lot of important attributes that make for a successful workforce management consultant. Here we’re highlighting the three that we believe will be break-through characteristics for the year ahead.

 

Attribute #1: Resilience

We’d be remiss if we didn’t acknowledge that 2020 was a hard year and that it took resilience on all fronts to get through what was a highly unusual year for most individuals both professionally and personally.

 

Successful workforce management leaders will carry this attribute forward and use the lessons learned to find innovative and productive ways to manage complex workforce challenges.

 

Attribute #2: An advocate for employees

Managing people requires careful consideration for their experience. Employee engagement is critical to an organization’s success, and workforce managers are at the forefront of ensuring a positive company culture. Success in this realm requires great listening, mediation, and advocacy skills — something that top workforce solutions experts excel at. 

 

Attribute #3: Driving change management
New projects and initiatives invariably bring about change within an organization. Setting and managing expectations is the job of the workforce solutions manager. With a year of massive change behind us and a year of continued adaptation ahead, this skill set is no doubt going to be paramount.

 

At The West Egg Group, we are experts in on-demand, ongoing, and custom workforce solutions. Talk to us about how to bring resiliency, employee advocacy, and change management into your workforce solution.

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When conflict in the workplace can be a good thing

When conflict in the workplace can be a good thing

If the thought of conflict in the workplace makes you cringe, here’s a fresh perspective for your consideration.

 

Organizations today are heavily focused on employee engagement, recognition and rewards, and so on. Somehow, the establishment of these company culture norms has also created a conflict-avoidant culture within many organizations. But what if a healthy dose of conflict could actually strengthen employee engagement? 

 

By avoiding conflict, some organizations inadvertently create a culture without communication which has cascading effects: 

 

  • Without discussion, prioritization and delegation become unmanageable and workloads can become overwhelming

  • Underperformance goes unchecked, causing some employees to pick up the slack, resulting in added stress, reduced productivity, and burnout

  • Employees do not feel free to express their displeasure or frustration, causing siloed work that is less inclusive and diverse

 

Tips to manage healthy conflict (and resolution):

  • Encourage open and honest communication
  • Lead by example — people leaders should engage in frequent open and honest dialogue with their teams and encourage their direct reports to do the same

  • Listen, and act — employees will be more likely to share information about their experience if they feel heard and see change

Conflict in the workplace may be inevitable but it doesn’t have to be something to dread. Think of it as opportunity for the organization’s growth and development, and the chance to improve the employee experience.

For help with navigating the complexities of employee management, seek advice from a workforce management solutions provider such as The West Egg Group, experts custom workforce solutions. 

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