Archive for the ‘Productivity’ Category

Igniting Your Productivity with Great Leadership

Wednesday, January 17th, 2018
Productivity is essential to maintaining growth.

2018 is going to be filled with buzz words like:
Artificial Intelligence (I know a few folks who seem to have this!)
Dark Data– Collected information that organizations have yet seldom use
Millennials– Their power (75 + million) is increasing and they will have a voice and say in everything from politics to business!

The list is vast. The U.S. is changing as it always does and regardless of your politics, productivity demands remain constant.

 

Professionally and personally we are tasked with a difficult chore. One that never goes away. Our jobs desire/demand higher productivity. Our management, nicely or not, are always looking at us to grow our productivity. And, our lives outside of work don’t necessarily stand for a decrease in productivity either. Hell, it’s a miracle that we keep it together so well MOST of the time!

 

Each of us desires higher productivity especially when face with limited resources or significant change. Isn’t this something that we face every day in business?

 

So, what’s getting in our way? What are these barriers that attempt to thwart high productivity?

 

To begin with, it could be that eternal quest to increase sales, grow profits &/or have better communications between departments. It could be limited budgets, understaffed companies or even slackers!

 

It can be a lack of resources, limited budgets or navigating significant change.

 

And, I see businesses and speak to C-level executives that are still managing their staff like it is the 1940’s-50’s! Of course, this is going to change but it’s taking too long. They’re killing retention, reducing employee morale and cutting into their profits.

In my new keynote, I address this and much more with an idea:
In order to truly resolve this problem, achieve our goals and increase our productivity, we must understand that resourcefulness/ingenuity requires considering multiple angles/perspectives of the same resources.

Resourcefulness comes from having the context/ability to see things well enough to understand how you can use what otherwise appeared to be a constraint.

All these ways we’re trying to grow our productivity aren’t necessarily solving the actual problem.

Your sharing of information and open communications increases productivity. Yet, some of us want to hoard it like it’s the winning Powerball ticket!

Dark Data– please consider the steps that you can take a work to increase the open sharing of information, context and perspectives.

AI– Company information and communications will once again be shared via messenger apps. The new generation messages will provide a more cohesive platform for staff, management and C-level to share, compare and report. And, companies in the AI marketplace will now offer systems to do mundane work, freeing up employees to focus on the more critical projects that use their talent and grow productivity.

Millennials – Look, I’ve been preaching for years now. I hope that my words have reached you. The future of our jobs, your success and productivity depends, in great part, to this generation. 75 million plus, passionate, progressive and poised women and men positioned to lead this country in business, politics, science and much more for the next 50+ years.

What are you doing to increase your workplace productivity? Are you working in an environment that shares information, has open doors and encourages employees to share even between departments? Are leaders helping or getting in your way?

Will you assist in the transformation from sharing information when necessary to sharing information at all times in an effort to grow workplace productivity, increase employee satisfaction and grow staff retention?
Scott Lesnick is a keynote speaker, trainer and author.
Learn more at: www.scottlesnick.com

They’re Here… Again! Part 1 of Generation Z

Wednesday, September 6th, 2017

Several years ago I became unpopular. Yes, I did what I always do. I stirred things up. This time it was the generational pot.

Five years ago, Millennials were a bad word. Five years ago, I would get my fair share of crap from some attendees as I began to do what few were doing at the time- flying Millennials’ flags high, showing why they were so important and upsetting Boomers and Xers along the way.

Today, their leadership can be seen at businesses and associations across North America.

Thankfully, most folks would begin to see things as I saw them. I’d even have women and men come up to me after I presented and thank me for helping them understand their unique talents, characteristics and motivation.

Well, it’s that time again folks. But this time it’s Millennials on steroids mixed with a healthy dose of the generation preceding Boomers- The Vets aka -The Greatest Generation.

The iGen, Generation Z, Globals; this generation ranges in age from 7-21 years of age. And they are massive in numbers at around 84 million in the US. They’re productivity and work ethic is great, once you get to know them.

A few things to keep in mind when working with this generation are:

  • They love their technology.

Generation Z was born just before the age of smart phones and grew up using them. Don’t take them away. This is their life line. The employer who works with this information is better positioned to retain these passionate young women and men.

  • College – sure, but not the way you necessarily want us to.

Globals aka Generation Z, have seen the debt that their siblings, parents, and others have accumulated to get a 2-4 year degree and they’re scared. They’re also angry.

The thought that tens of thousands of dollars must be spent along with high interest rate debt is more than just upsetting.

So, some are opting to go from high school to the workplace while earning their degree online or during evenings/weekends.

They may not come to you with a college degree, but they’ll most likely get one and it will be their way.

The employer who understands this newer trend will be poised to hire and retain a young and talented pool of employees.

  • This generation is more conservative when it comes to job security.

They’ve heard about downsizing. They’ve listened as family members described the struggles of 2008. They’re cautious and desire job stability. Offer this, and you’re more likely to retain them and get their friends to consider working for you too!

The iGen are poised to rock the economy, the workplace and our lives. If you’re ready you have a distinct advantage. If you welcome them, you will be adding a new layer of young talent to your staff. However, if you wait on the sidelines to see what they’re all about, if they’ve “got game” and will perform well, your competitors will pass you by in a blink of an eye.

 

Scott Lesnick is a keynote speaker, trainer and author.

Learn more at: www.scottlesnick.com

The Productivity Fix

Tuesday, May 2nd, 2017

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In my new keynote, I share the not-so-secret information that sometimes slows our productivity and offer up powerful solutions that are quite effective in increasing it.

It’s feels like the more effort we put in place to increase our productivity, the more hurdles pop up in an attempt to slow our progress.

Leadership, open communications and the ability to be resourceful are essential.

The problem is that constraints get in our way and limited resources only add to a decline in productivity. And, we’re often scrambling to keep our workload from getting the best of us.

There’s little doubt the each of us wants higher productivity, not less, when faced with these constraints.

It can affect any and all departments and all positions in the company as well. From leaders and management to first year employees.

Sometimes, we’re aware of the barriers and other times not so much. But, it’s this desire to remove them that is essential to growing productivity, retaining employees and growing workplace satisfaction.

Think about what’s at stake

Sales, marketing, production, admin, HR, IT, company initiatives and more have the opportunity to receive and deliver more information if they can identify the staff that could benefit from it.

Our customers benefits too, because the sharing of information that is not secret or proprietary can increase sales, inventory and margins.

Resourcefulness is essential in increasing productivity as history shows us repeatedly.

Too often, we recognize and even complain about the resources we don’t have. We’re quick to point out what’s not working or why we cannot produce like we used to produce.

The answer is based on studies for my new book, 28 years in corporate America and workplace observations, both inside and on the streets, where deals are made and lost.

Think about Gates and Allen. They began with Traf-O-Data. It read and processed traffic tapes but was too expensive for municipalities. They failed.

But Paul Allen and Bill Gates of Microsoft fame took inventory of the resources they had, looked at multiple perspectives of these resources and focused on microprocessors.

These efforts would eventually lead them to an inexpensive desktop computer that ran on microprocessors for much less then what was available.

Today Bill Gates is worth $70 billion and Paul Allen $20 billion. That’s leadership and productivity!

To increase our workplace productivity we must consider multiple perspectives of the same resource.

Doing this while sharing information with coworkers and different departments at work will:

1-Give you an advantage over your competition

2- Increase productivity

3- Grow employee retention

What are you going to do to assist your teams to increase their productivity?

 

Scott Lesnick is an international speaker and author. Learn more at www.scottlesnick.com

Leadership, Staff and Workplace Excellence

Tuesday, October 27th, 2015

The pendulum has swung back in favor of workers. Businesses are hiring, unemployment is hovering around 5.5%  or less and workers understand that there are many more work options available. Retention is always an issue and now you have to fight hard to keep your best from jumping ship – a right they have and will exercise when appropriate.

Our competition is stronger than ever. Our business goals increase yearly but the leaders with unhappy staff will lose them in the blink of an eye.

New hires understand that the options are out there and will make up their mind within 30 days of starting a job how long they plan on staying.

You ain’t got much time to make them satisfied, comfortable and committed. Great leadership is essential!

Excellence comes from more employee training, a watchful eye on their wants, needs and desires and an overall feeling that they matter and that you care.

When I conduct breakout sessions, I often include an activity that allows us to “deep dive” into issue. Sure I can present but a room full of talent can always come up with more ideas, thoughts and recommendations than one person can offer.

Here is what I learned at three different conferences I presented at last summer about what employees want. I’ve shortened the list down to seven. They are:

  • Training, training and more training. The reason- more knowledge, better opportunity for advancement & improved skills.
  • Cross Training– They want to better understand what others at the same company do and how it affects their role. Plus, they may find an area of the company that they are better suited for.
  • Employee recognition- Sure, you remember when we did more of that! Well, they want it to come back. Gas cards, bonus, lunch. Employees need to hear that they matter, make a difference and are an integral part of your team.
  • Ask them. Asking for feedback and input grows trust and builds relationships. Plus, great ideas can come from anyone at work but you have to ask.
  • Cross mentoring. Attendees have convinced me that mentoring not only works, it moves projects and employees along faster. Because we are now seeing Boomers & Xers specifically working with Millennials and the results are mostly very positive. Millennials can offer fresh perspectives, are a whiz with technology and are fast learners. Older generations have plenty of experience and are often in a higher profile position. Legacies are left by those in their forties and up, mentees advance faster than those who are not mentored and succession planning is stronger as a result.
  • Humor me. Lighten up, lose the “boss” attitude and come down to our level. Today’s best leaders understand that relationships increase productivity, grow business and make for a ‘lower stress’ work environment. No laughter, no fun, no appreciation. Where would you rather work?
  • Social gatherings. We understand that outside of work people let their hair down and tend to relax. Some more than others! New bonds are formed, relationships grow and leaders show their ‘off site’ personality. When offered and organized, the results can be tremendous and the cost to benefit ratio low!

Excellence in anything requires dedication, assistance and time. Today’s leaders lead from the sideline, in the trenches and wherever they can to be effective.

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