Are you in a funk? Maybe it’s because of outside forces that are beyond your control, but once you recognize that your work-life has become humdrum, you have the power to change your mindset and so your situation. The first step upward is to realize that the solution isn’t likely to be provided by anyone or any event outside yourself. The ability to climb out of your rut lies within you.
So how do you move yourself? Ruts come about because of a pervasive resistance to change. The stairway out of a rut is created by increasing your personal effectiveness, shaking things up a bit—seeking change. Once you’ve made the decision to help yourself put the following 4 suggestions to use to lift your mood and maybe even to lift the mood of those around you.
Whether you are a recent graduate or are already mid-career, the two main predictors of success are the same. Hard skills give us the baseline for any project or job. But what two traits give the most successful business leaders the edge that gets them ahead? Professional presence and grit are the traits that set you apart.
Learning and understanding professional culture is critical to personal effectiveness in the workplace and professional presence. It’s also the smoothest way to forge your professional credibility.
“Most organizations define their cultural values by a strategic imperative. If the initiative is to focus on clients, the behaviors and actions must reflect that. If building market share is valued, the alignment must be on challenging the status quo.”
~Suzanne Updegraff, CEO, Employee Development Systems, Inc.
Organizational culture is the DNA of a company. Just like individuals, every firm is unique. On the top layer, it includes things like dress code, and flex time policies. Under those initial policies? That is where you find the even more important cultural morays of an organization. Think about your current workplace. What behaviors are recognized and rewarded? How are people managed, motivated and developed? Think about how employees succeed or fail, regardless of their ability. If not ability, then what is determining those outcomes? Asking those questions will reveal the heart of your corporate culture.
Regardless of how important we say accountability is, organizations tend to only bring up the term when there is a complete break down, and an obvious lack of accountability in a team, department or organization. That’s when we tend to unpack the overused business speak, and the Human Resources Department starts a new round of metrics, analytics and evaluations to increase accountability.
As questioned in a recent Harvard Business Review article, “Who should get what data about physician success rates, hospital effectiveness, student achievement, or school performance? What should be measured or tested, and what should be done with the data? Should physician reimbursement be outcome-based, and what factors should be part of outcome measurement? Should teachers be held accountable for the academic success or failure of their students?”
Those efforts are ultimately in vain if they are not working hand-in-hand with self-accountability. Once change is initiated in your employees, you will see it spread throughout the workplace.
At EDSI, we have been resolving employee development, leadership, generational, professional presence, and personal effectiveness issues for over 30 years. Contact us to learn how we can help increase productivity and profits in your organization.