Productivity is the art of doing more with the time, money and resources at your disposal. To enhance the productivity of an organization or team — be it streamlining processes, improving communications or fostering innovation — leaders need to pay attention to these six cultural attributes.
Remote work is here to stay, but some people are more likely to thrive on distributed project teams than others. To overcome the challenges and reap the benefits, leaders need to shift focus from input to output, provide explicit feedback, and facilitate online communication and relationship-building.
Many organizational change initiatives start with a bang and end with a whimper. New ideas need dedicated champions to sustain momentum as people lose interest and obstacles are encountered. Here are some ongoing activities to keep individuals engaged, informed and supportive.
In the ever leaner, faster business world, the pressure to perform only intensifies. In high-stress project environments, it is critical that leaders recognize the warning signs of people who are suffering and provide support to limit or prevent both immediate and long-term damage to team morale and productivity.
Nurturing a work environment that fosters communication among teams, managers and stakeholders is an undisputed key to success. But some leaders focus too much on requiring a steady stream of detailed reports and too little on context. After a while, this frenetic approach to “communication” just becomes noise.
When introducing a new idea into an organization, even the most enthusiastic and knowledgeable champions will struggle to sway some people simply because they don’t know or trust them. It can be more effective to enlist a few other supporters of the change to convince their close colleagues who have not.
Every organizational change effort has its ups and downs. It’s a difficult process. To avoid being overwhelmed by all the challenges and bridges still to be crossed, celebrate the small wins. They can build momentum and instill confidence (in you and others) that greater successes are possible.
Leading change is not a one-person job. For a new idea or innovation to succeed across an organization, the effort’s “champion” should encourage everyone possible to contribute and claim ownership of some part of it. Diverse input also helps everyone learn more about the idea and their organization.
Most major organizational initiatives require visible, unambiguous, short-term wins to persuade skeptics and marginalize cynics. Strategic change leaders need to identify the low-risk actions within the larger effort that will have the widest impact, and then publicize the results. Here are helpful tips and real-world examples.
Some meetings are useful and productive; many more are black holes of wasted time, energy and resources. Here are five ground rules to get your organization’s meetings under control. A few might “meet” resistance, but over time most people will welcome an approach that focuses more on getting work done and less on talking about it.