Having strong ability to generate winning ideas as part of your creative process can fast track you on a successful career. Life can sometimes feel like a competition. Most people want to come out on top in the day-to-day rat race of work, and personal challenges. A winning idea gets results and stands out from the norm.
What Is a Winning Idea?
There are limitless possibilities that fit into this category. A winning idea could be a creative solution. A winning idea could be an efficient plan of action. A new product idea or design can also apply. The sky is the limit.
A common theme in the topic of winning ideas seems to be the idea of innovation. According to the Merriam Webster dictionary, Innovation is defined as: “a new idea, method, or device.” Using innovation as part of your idea creation process is a critical step. The process of creating something new in your work can be the key to the success of a project.
Techniques For Idea Generation:
First, write down an idea list on paper. Sometimes the act of writing out or drawing ideas can inspire great ideas.
Second, brainstorm in groups & collaborate with peers
Finally, take a deep dive into the subject that you are seeking new ideas for. Reading new materials and exposing yourself to new ideas can often inspire creativity.
An important fact to keep in mind when trying to come up with innovative or creative ideas is not to pressure yourself. Without a doubt, don’t expect perfection or stress out if the ideas don’t come. Secondly do not try to create innovative winning ideas when under the pressure of a time deadline. This generally leads to loss of creativity or new ideas simply due to being stressed out by the process.
Set The Mood for Winning Ideas
The best way to inspire creativity is in a low-stress environment. Keep a positive attitude and mindset about brainstorming and searching for innovation. If the experience is enjoyable, you are more likely to be inspired. Creativity flows when the mind is free to innovate and create.
Moreover, the more that you get in touch with your idea generation skills and creative abilities the stronger you get at this process. Creativity and generating winning ideas are something that takes practice. Practice makes competence. Jump in and start innovating. Create a winning idea today.
Of course, we look for creative candidates for our clients. Stop by one of our offices where we can explain to you how to generate winning ideas and brainstorm your next position.
Successful careers start with standing out from the crowd.
But, many workers will contribute only what their job requirements call for and not perform much more. A select few will work really hard at their job and do extremely well. However, there is a small subset of workers who really put themselves out and chip in in any way possible. To advance with your employer, you must be a member of that group.
So, what are some ways you can stand out at work?
If you perform your work duties well, you will be recognized as a worker good at his job. However, when it comes time to promote, the management team looks for leaders. Leaders are those workers who are totally involved with the success of the company. They pay attention to their job and responsibility but also are dedicated to the entire business, its goals and vision.
What other activities must an employee take on in addition to his job to stand out?
Many people do not realize that while they were hired to do a job, Management believes it’s also their responsibility to do whatever it takes for the company to flourish. You need to continuously find ways to save or earn the company money, to be get ahead and to demonstrate your value to the firm.
Excelling at an assigned project is expected. Excelling at a side-project helps you stand out. Create a project and work on it on your own time at home. Your side project will make you ‘that guy.’
It is especially true if you create something for customers. Test out your ideas for a special product or deliver a unique service with a particular client in mind. Management will appreciate you even more especially if it locks-in a customer to your company or if the new product or service idea can then be sold to other customers
2. Do Things Without Being Asked
If you see that something needs to be done and nobody is doing it, DO IT. It’s always surprising how few employees do this.
It’s really quite simple: people who step in and help out stand out.
3. Do MORE Than What Your Job Requires
Go beyond offering “standard help.” I’m always impressed in a supermarket if I ask a stocking clerk where an item is located and s/he takes me directly to it rather that saying, “It’s on aisle 8.” So, at work, don’t give a standard reply on how to do it. Do it for them!
No matter your job, going above and beyond your standard job duties will help you grow your career.
4. Take the Lead When You Can
Someone must be the leader. Why shouldn’t it be you? If it’s not you, still contribute at a high level. Provide ideas and suggestions. Challenge things that do not make sense. If you do this respectfully, you will stand out.
Once again, silence does not get you noticed; it gets you overlooked. Engage in your career and try to become the leader where possible, but don’t step on anyone’s toes while you’re trying to take over the lead.
Talk it up and do your job as if you already ARE a leader there. If you do not agree with something, ask questions.
5. Be Proactive
Learn all about the organization and how your role can bring maximize benefit to it. Learn a skill that will help you stand out. For example, you might become the person everybody goes to for assistance with developing an important presentation to Management or for help with operating a particular computer software.
Anticipate problems that might arise and think about ways to fix them before they even occur. Do not wait for things to happen and be a “reactive” employee.
Most workers know they could do more if they wanted to. So be that person and come up with a plan. But plans are not enough. Put the plan into action and mention what you’re doing to your boss.
6. Always Offer Ideas and Suggestions
Start with your own job and if you have an idea or two about how it can be done more efficiently, suggest it. Even if your manager balks at it, keep making suggestions wherever you can.
Eventually, one of your ideas will gain support and you’ll make a difference at work. Sometimes the smallest ideas can have the greatest impact.
7. Do Not Sit Quietly in Meetings
Every meeting has employees who talk and those who do not. Strengthen the discussion any way you can and contribute at a high level. When management is in meetings with you, they take notice of the contributors. But don’t talk just for the sake of hearing your voice. Then you will stand out as a blowhard that managers will want to muzzle.
Leaders are not silent in meetings. Advance in your career by being active in it.
8. Be Dependable and Reliable
Show up on time every day. Let appropriate people know well ahead of time if you must be late or absent. Be on time, whether you’re arriving for work, returning from lunch, going to staff meetings, or completing tasks.
Be prepared. Come to work willing to pay attention, follow directions, and do the job.
Do what you say you’ll do.
Keep your work area organized. This habit shows your boss and co-workers that you’re in control of what you’re doing.
Review the quality of your own work. It shouldn’t take your supervisor to point out your errors or faulty judgement.
9. Work Harder Than Anyone Else
Nothing is an alternative for hard work. Observe the people working around you: How many of them are working as hard as they could?
The best way to stand out is to out-work all your co-workers. It’s also the easiest way because you’ll be the only one trying.
10. Always Offer to Help Others
Become the “go-to” person—the person that can be counted on to help. If you are that person, it will go a long way!
What-if your company announced layoffs. An employee who is the “go-to” person and adds value to the organization will be considerably less likely to be laid off than an employee who just sits quietly and does their job. A quiet employee that does their job well doesn’t stand out as an indispensable employee.
By offering to help others and having expertise, you’ll stand out as an impressive employee—one most companies wouldn’t want to lose.
When you are at work, always seek out ways to improve the company. Become an integral part of taking your company to the next level.
If you show your interest lies far beyond yourself, your specific job responsibilities, and your salary, you’ll stand out and you’ll be setting yourself up to become a future leader in the company.
There’s an old quote that perfectly shows why you need to take charge of your habits – be they work habits or personal. “The chains of habit are too light to be felt until they are too heavy to be broken.” by Warren Buffet. If you don’t take charge of your habits, even ones that seem harmless, they will easily control you.
While work habits are easily formed and followed through, especially once your brain recognizes them as habits, you can still change them. Always remember that you are in control, not your habits. So, you can change bad patterns , even those you’ve had for a long time.
Habit expert and writer of the book ‘Atomic Habits’ James Clear has four rules for forming habits that can help you take charge of them. Whether the habits are good or bad, you can still use these rules to gain some measure of control. These rules, according to Atomic Habits, are:
1. Make it obvious
2. Make it attractive
3. Make it easy
4. Make it satisfying
Let’s go over them one-by-one.
1.Make it Obvious
To take charge of your habits, you need to make them obvious. For example, let’s say you want to start running. If your running shoes and gear are in the closet, then that habit isn’t apparent. Instead of sifting through your wardrobe for your shoes, your brain will just want to stay in bed.
So, you can put your running shoes by the door and make sure that they are the first thing you see in the morning. Then you’ll be reminded that you should run today. To break bad habits, you want to hide things away – make them less obvious.
2. Make it Attractive
With habits, most people focus on the long-term goals. You might say, “I will go for a run to get my beach body in ten weeks.” While that goal is noble, it does nothing when running in the cold and feeling miserable.
So, make your routines attractive and give yourself a reward or incentive to get it done. Maybe run with a friend or have your running trail pass by a place where you can have breakfast or see the city’s sunrise. For bad patterns , add extra steps or make continuing the tendency very unattractive.
3. Make it Easy
Remember, the brain always takes on the path of least resistance. If that path happens to lead to your habit, then more power to you. It might seem counter-intuitive, but instead of telling yourself. I will run a mile today; say that you will only run a block.
Having smaller micro-habits will make everything easier and will help you do them. Most people go too big, get discouraged, and then get burned out. But running a block, reading one page of a book, or doing one push-up is something that takes no time at all. Plus, if you achieve a small one, why not do another and another?
For bad habits, add more resistance to them and make them harder to achieve.
4. Make it Satisfying
Reward yourself along the journey toward achieving your desired habits, and you’ll keep doing them. Maybe if you go running for thirty days, give yourself some type of reward. Have a good meal, watch a movie, do something you wouldn’t normally do, and also reflect on how running has made you a better person than you were 30 days ago.
Remember that every habit comes from your own brain, and you are the one in control. If you want to make or break a habit, you are the only one who can do so. Follow these four steps, and you’ll find that it gets easier and easier to take charge and make your work habits work for you.
Article originally appeared in SmartBrief December 8, 2020 by Denise Lee Yohn
Leadership will be critical in the year to come, as you navigate uncertainty, fierce competition and resource constraints. One way to get your organization ready for these challenges is to establish leadership principles for your organization.
Leadership principles are like core values specifically for the leaders in your company, and they should be memorable, meaningful, coherent with other expectations and unique.
Now is the time to lay the foundation for a successful year. One way to do that is to establish leadership principles for your organization.
Leadership principles are like core values specifically for the leaders in your company. And they’re more important now than ever before, since leadership ability is critical when operating in times of uncertainty, fierce competition or resource constraints — or all of the above, as the case is for most of us today.
Some companies operate under the premise that everyone is a leader, so they use one set of values for the entire company and provide training or target messaging about them to their leaders. But I recommend developing principles specifically for the leaders in your organization, since their roles and responsibilities require distinct attitudes and behaviors. Plus, explicit leadership principles will facilitate greater alignment among your leaders.
They should be sticky. Meaning, leaders can remember them.
They should be meaningful. Leaders should care about them, presumably because they enable them to do their jobs better.
They should be coherent. Leaders should see that the principles fit with what they’re asked to do. They can’t be disconnected from the goals they’re expected to achieve or the priorities they’ve been given.
I would add one more requirement: Your leadership principles should be unique. If you use generic platitudes, they will be meaningless. Your leadership principles should define the unique ways your leaders should think and act to achieve the unique goals of your organization.
For example, one of Amazon’s leadership principles is “Frugality.” The company explains frugality by saying “Accomplish more with less. Constraints breed resourcefulness, self-sufficiency and invention.” You can see how this distinctive principle is in part why Amazon is able to offer such low prices.
Or consider how the Marine Corps uses the leadership principle “Employ your command within its capabilities.” They elaborate on this with the instructions, “Have a thorough knowledge of the tactical and technical capabilities. Seek out challenging tasks for your unit, but be sure that your unit is prepared.” It’s a unique principle for a unique organization.
I also like the Marine Corps example because it shows how your leadership principles need to be fleshed out with definitions and examples. At the Neuroleadership Institute’s 2020 summit, a representative from a public utility company explained how her organization made their leadership principles explicit.
For the principle “Create clarity,” they provided a definition – “Ensure shared understanding of what needs to be achieved.” And they included a sample behavior: “Before I talk about the ‘what’ of a change or task, I will create clarity by starting with the ‘why.’”
Once you’ve articulated your leadership principles, you should provide training on them just as you would for leadership skills. And make them part of your performance review and planning process for leaders, so they have real impact.
Now is the perfect time to get ready for 2021 with leadership principles.
The Leadership Qualities Of Great Business Leaders
A few short weeks ago we were all living our lives and conducting business normally, but suddenly everything turned emphatically worse. We had to quickly figure out how to respond to this crisis as it pertains to our unique business circumstances.
As we look forward to loosening restrictions, and the worst part of the pandemic to pass, we are still faced with many critical business decisions. Now, more than ever companies need strong leadership to make those tough decisions to achieve business recovery.
In researching back-to-business success criteria, we came across Brian Tracy, an Internationally renowned speaker, writer and counselor on leadership, selling, self-esteem, goals, strategy, creativity, and success psychology. After decades of researching and training executives and developing insights into what makes great business leaders, we included his infographic to quickly, simply and succinctly highlight 7 ways to recognize and copy the leadership qualities necessary to overcome for your company the dual challenges of COVID-19 and the economic recession it has thrown us into.
Here are Tracy’s findings on leadership which not only apply in these uncertain times but will help you lead your organization when conditions get back to a more normal state.
7 Leadership Qualities Infographic
If you buy-into these 7 qualities, print them out and pin above your computer. Better yet, post them around your work environment for employees to focus on how to act to best navigate through the COVD-19 crisis.
The business owners and management that follow these prescriptions and get the most out of every dollar spent and demonstrate the impact of their decisions on revenue, profit and cash will be well positioned to come out of this chaotic environment looking like a star.
If you need assistance finding individuals who possess these leadership qualities, contact one of our recruitment professionals Today.
Helping to improve managers’ listening skills will better engage a work team. Managing subordinates is a difficult task. It requires discipline, patience, and hard work. The key to being a good manager is great communication skills. Listening is half of communication, and here is a list of six tips that will help to improve managers’ listening skills.
Look at the subordinate
Making eye contact is one of the important practices to take on when supervisors communicate with subordinates. It is not surprising, since humans are the only primates who have white on their eyeballs. The other primates’ entire eyes are black. Humans have a big contrast between their eyes and the pupil. It makes us capable of noticing what the other humans are focusing on. Thus, looking at the speaker is an indication, that the manager is focused on what a worker is saying. If managers avoid eye contact, it is a clear giveaway to the subordinate that the manager is not listening.
Interrupting an employee is not only rude, but it also makes it obvious that the boss who interrupted is not really listening to what the worker has to say. Besides, interrupting others gives an impression that what you have to say is more important, than what they have to say. As a manager, it is very important to show that everyone is equal and employees’ words have value. Even if supervisors want to make a quick point in the middle of an employee’s discussion, it’s important not to interrupt. Wait until after they are finished and then come back to the remark you wanted to make.
Give subordinates time to express themselves
It should be obvious, that some problems require more time to explain than others. Also, some people need more time to say what they think. A good listener-manager will grasp this and will give as much time as needed for a subordinate to fully and comprehensibly express their thoughts. Managers should not hurry things. They need to be sure to sacrifice their time if it is required. Because this sacrifice will pay off by making it a higher quality conversation.
Focus on understanding
It can be easy to listen, but it is hard to listen correctly. It is a waste of time for both an employee and a manager if they don’t try to comprehend what the other says. For a manager, it is especially important to focus on understanding what the worker has to say because, without full comprehension, right decisions cannot be made. A manager must try to make an effort while listening to catch every word and phrase, and try to comprehend what points are being made by the employee.
Suspend your judgement
Judging others is easy. Thinking through and solving problems is difficult. When listening to an employee, try to avoid judgment. Backlashing at an employee will bring no good for the subordinate or the company. At most times it is hard to hold back feelings like anger or disappointment, but showing these emotions to an employee will ensure that in the future, the employee will avoid talking and solving problems with the boss. If an employee knows that the manager is non-judgmental, an employee will trust the manager more, and a strong relationship will be born. Such a relationship will bear fruit for a long time.
Ask questions for clarity
Even if a manager involves all of these tips into their listening practice, there might be moments where he does not understand some of the speaker’s points. Because of that, the final tip is crucially important. As a manager, if there is something you do not grasp fully, do not be afraid to ask questions. Asking is not a sign of weakness, but rather of strength. It also shows that you were actually listening and not daydreaming through the employee’s discussion. An employee will be willing to answer these questions, since it will be obvious that the manager was making an effort and listened carefully.
If you want more pointers on how to improve managers’ listening skills, contact Flexicrew and listen to some sound advice.
Listening is difficult, but trying to be a good listener pays off. When listening to the employees remember to stay focused and try to grasp what they were trying to say. Without conscious effort, no value will be gained, and it will be a waste of time for both parties involved.
How can organizations better manage changing the workplace?
Businesses frequently are changing the workplace to improve performance. Yet, for being so customary in business, it might be surprising that research persistently shows up just how badly changing the workplace is managed within many firms.
Common mistakes when changing the workplace include:
No structured methodology to managing change
Poor leadership of change processes, resulting in misunderstanding and disorder
Failing to handle the human side of changing the workplace – resulting in lack of buy-in by those most impacted by the change.
It is important to distinguish between small and large changes at work. Small changes happen every day, but still they should no be implemented in an ad hoc fashion. That said, not every small change should be ‘over-managed’ to the extent that it appears to be a bigger deal than it really is. When dealing with workplace changes, some effective principles are:
Principles for Effectively Changing the Workplace
In general, workers will more easily adapt to changes when they are included in the decision-making process , or at least understand the rationale for change. Therefore communication is at the heart of change.
As part of that communication process, even for small changes, people need to know what the change is, why and when it is happening, its impact on them, the benefits expected to result, how the change will be implemented and the support they will receive.
Change needs to occur in a structured way even for small changes. Instituting something new should be planned, discussed, announced, implemented and reviewed. This approach can be managed for small changes simply in a daily touch-base meeting.
It is always important to recognize that even the slightest of changes provides an opportunity for demotivated or toxic employees to spread discontent, so it is important that the manager closest to the change takes charge and is seen to lead it from start to finish.
Need Help Changing the Workplace?
Flexicrew can help provide the clarity and focus required to boost employee productivity and get the most out of your workforce change efforts. Contact us today!
In Part 2 of this article we review a second set of 5 manager behaviors to determine if a manager reflects effective technical leadership.
We see that manager behavior includes all the tasks accomplished by a single individual (in smaller firms) or several persons (in larger organizations). The objectives of managing are to plan and control their subordinates activities. That leads to the achievement of objectives not possible if those subordinates acted independently.
Effective Technical Leadership in Manager Behaviors
In general, there are five overall manager behaviors that come into play in managing:
So, managers will engage in most or all the above functions of planning, organizing, staffing, leading, and controlling to one extent or another. How much of each element depends on the organization. The specific needs, methods and practices of the organization, and the level at which the manager sits will determine the extent of each. I.e., lower level managers, might not have too much input on staffing, if this is done further up the chain of command. But, a consistent theme through all levels of management is that managers are required to attain results or outcomes through subordinates.
Let’s review managerial behaviors 6 – 10 to see if your team has effective technical leadership:
6. Workers Look to You for Advice
Are you familiar to your teammates as a subject-matter expert (SME)? Do they frequently chat with you for advice or a solution? If so, you are a strong candidate for leadership. People come to you for your thinking since you give them answers that are well-thought out, timely and honest. This shows that you grasp how your company works and what you need and your team needs to do. With a sufficient amount of experience and knowledge you become a terrific resource. People often come to you for solutions to the challenges they can’t figure out. You need to develop a following among your teammates. Since you are a ‘go-to’ person, your willingness to aid co-workers will attract them to you naturally.
7. Workers Outside Your Team Recognize You as a Good Manager
Other groups of people – even your customers perceive you as a great manager. You’re knowledgeable and you exhibit a good grasp of the company’s business. You do that not only in your core responsibility but also beyond. This will give you a broad perspective on the way things work. And also a feel for how they should be working. When you’re in a leadership position, you need to have a close grasp of what is happening in the market and the potential challenges that are going to confront your company. With a good amount of knowledge of on-the-ground realities, you can ride your company through during challenging times to the top.
8. Newer and Better Ways of Running the Business
Your recommendations can be successful for the company by devising work flows that lead to improvements in the use of resources and time. Now that is a great quality that gets you a promotion to the ‘leader of the pack.’ New ideas and processes are vital to improved efficiency for the company. People in leadership have responsibility to squeeze every ounce of efficiency out of company resources. Making the workforce and processes more productive will reduce the time to produce a given volume of output. It will also reduce the time it takes you to make the jump up the ladder.
Concentrates When Listening
If you attentively listen to your coworkers and teammates and help them resolve roadblocks, it adds to your ‘cred” and to your odds of enter ping manager ranks. Fellow workers approach you to discuss anything they are dissatisfied with. You don’t feel it boring or ‘none of my business’ while you were listening to them. You know you don’t come across as not having time to speak to your employees or coworkers when they come to you with their problem that needs solving.
You need to be a good listener to exhibit effective leadership. Being a good listener convinces other managers that you care for your team and that you are empathetic. Besides, it will keep you engaged.
When your employees understand that you care for them they will be ready to work harder and deliver beyond expectations. Employees are generally used to returning the favor by a leader who cares for them. In this regard, they consider who the leader is, what they bring, how they are going to benefit from them and how they are going to benefit the company as a whole. Employees look for leaders who take care of them and who are reliable at both the workplace and outside.
Empathetic leaders listen with patience. This manager behavior brings them respect. When you listen frequently you tend to become a compassionate leader. Leaders in an elevated position will be extremely mindful of what is going on around them. How? They listen! They use both verbal and non-verbal cues. When leaders listen, they are not sensing what is being said, they engage in dialogue to get the real story.
When Others Attain the Next Level
If you see everyone’s potential, you encourage them to take steps to be promoted to the next level. Significantly, when you are in a leadership position, you need to take care of everyone in the team. It is not just the most talented employee that you need to consider. Make everyone perform at the highest efficiency level so that it will make each person themselves a better performer and it will also help the company doing the job at a higher efficiency.
Flexicrew , founded in 2008, focusing on fast and flexible staffing solutions. Flexicrew uses technology and industry best-practices to deliver the most talented and qualified workers–skilled and entry level to employers within most major industries. Headquartered in Chattanooga, TN with current plans to continue expanding in the TN, GA, NC, and north AL markets.
The success of an organization depends on effective leadership to inspire the commitment, energy and engagement of their workforce. A classic example is the United States Navy SEALS. That organization trains the best manager behaviors. It never tries to force engagement. It possesses empowered teams and ecosystems that are well engaged but work in a decentralized environment.
Engaged employees will help reach company’s goals easily. A report published by Gallup Organization on State of the Global Workplace, reports only 15% of the workforce feel engaged in their current position.
This shows that the members of the workforce overwhelmingly have not invested their time, energy and ingenuity in bringing additional value to their employer. Such workers are not going to attain a leadership position. That is, unless they begin to consistently practice positive values, positive attributes and true manager behaviors.
Here are 5 ways that workers can practice some manager behaviors that illustrate effective leadership:
A leader must be respected by teammates. This shows that they are aware that you are responsible, professional and ethical in managing. Occasionally, a person is liked by teams because they tell jokes to lighten the mood or lower tension. However, they are not being a leader.
A reputation for having a great work ethic will help you to command respect as well as help you rise to a leadership position. When you are in a leadership position you are expected to make real promises and create an impact on the organization. When you act consistently with a positive ethical approach you become a reliable and trustworthy member of a company and, more importantly, of a work team. You become others’ role model. Now, you can bring about a impressive impact on the organization as a whole.
2. Manager Behaviors that show Interest in the Team and the Big Picture
If you show a keen interest in the organization build- how the organization works how it is staying together and how it makes money and how it can improve its cash flow. Even if your suggestions are only based on a small department or function, Management will notice your attention to the company. This shows that you are trying to work out strategies to solve company problems or achieve strategic company goals.
When you engage your time and energy solely for the company, it will demonstrate your readiness to assume responsibility and take care of what matters to the business. The potential impact of a change, for example, in the costs or margins of the company and your concern/viewpoint on the same will reflect how closely you monitor the trend. This comes under the umbrella of effective leadership
3. Has Gained Deep And Varied Experience
Now you are ready for leadership role thanks to your experience with good managers as well as bad managers each of them have taught you valuable lessons and those lessons you will never go out of your memory. They will help create a good culture at the workplace and will result in effective leadership. Your personal knowledge and the knowledge gained after having worked with the team will help you to understand the company is better.
Working with people of different ability helps invent new ways of doing things in a given set of circumstances. Thus, when your manager is difficult one and you’re hard-pressed to work the way he likes, it’s an opportunity to gain new experience.
4. Attempts to Forge New Relationships and Seeks Challenges
If you are good at meeting new people and new teams and forge a relationship with those teams, you are on the leadership ladder. Being in the leadership position you need to deal with several teams are departments with distant discipline and visit different organizational goals.
Being an effective leader, you need to forge new relationships with other teams as well as make sure that the relationship across teams is in sync with the goals of the organization. By being in a leadership position, you can extend a helping hand to support the success of your other team members. This will help you keep a good rapport with engaged employees.
5. Effective Leadership is Devoted To Learning More about Subordinates and Self
You’re so interested in learning more about the people around and yourself. For, you have a keen sense to learn because as you know assuming leadership is a challenge and it is not easy. To become a leader, you need to be humble and this makes you ready to learn from your employees. This will help you learn new ways of doing things, new behavior and habit easily.
A leader who feels s/he has all the knowledge and solutions can never command the respect of teammates. And if you don’t command this respect it doesn’t constitute effective leadership. Your business has top challenges ahead because of competition. And as a leader, you need to be ahead of others on a learning curve. You can learn new skills and new attributes. This will help encounter new challenges that confront your business. Therefore, you need to have a great passion to learn new things and we came to meet new people.
Do you need more help finding top performers for your team?
Flexicrew is family-owned and run since 2008, focusing on fast and flexible staffing solutions. Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified professionals –industrial, skilled and unskilled, clerical – to clients within most major industries.
Each Important Staffing Lesson from Football Every Recruiter Should Follow
In fact, anyone can value the positive characteristics learned through football like:
Emotional charge from achievement.
Staffing Lesson 1: Goal Setting
You have heard the old management expression, “Inspect what you expect.” In football, coaches catalogue every minor statistic. Similarly, when Flexicrew measures and quantifies performance that frequently leads to meeting targets. And it allows us to set goals for improving customer service. Similarly, based on stats, a football player can set a goal or predetermine a number to attain. Meanwhile, there are multiple football team-oriented goals as well, which will help a player be accountable as part of the team. Similarly, Flexicrew team-oriented goals require staff to contribute to the team outcome that improve customer service.
Goal setting is a great tool for staffing agencies. Goals help us grow and improve. Football or staffing both get started with good goal-setting routine.
Staffing Lesson 2: Teamwork
Football requires a unique type of teamwork. A football team has up to 90 players. Recognizing an individual’s role and that of your teammates is vital. Trusting teammates to do their job is also of utmost importance. That’s why all teammates count, including on the second and third team players. Working toward common goals helps Flexicrew team to build trust over time and produce better client outcomes.
Staffing Lesson 3: Perseverance
Football provides challenges a player must tackle. These will test him and help to build a player’s perseverance. Common difficulties like losing a big game, fumbling the ball or missing a critical tackle are much like staffing. Even unique challenges, like lacking strength or speed or catching a ball, may even tempt a player to give up.
But, staffing stumbling blocks are obviously of a different nature. We sometimes can’t convince an employer to use our services. Occasionally we can’t find enough skilled job seekers to fulfill an assignment. Now and again an associate we hire doesn’t work out and we have to replace him. Certainly these disappoint us. But, Flexicrew members persevere by getting support from our 16 locations to meet customer requirements.
Football and staffing teach determination – sticking-with-it to overcome tough obstacles. Both promise a pleasant payoff for jobs well done. We help each of our recruiters with a mentor or support system, to bring individuals through the rough assignments to create the best for clients.
Staffing Lesson 4: Discipline
Football demands player discipline and a first-rate work ethic. That applies whether it’s attention to eating and exercise regimen or executing plays. Coaches continually monitor player performance and give constant evaluation. Coaches and fellow players evaluate every play in practice and games. Constant reevaluation promotes improvement and dependability.
Flexicrew naturally evaluates their team daily to be sure they meet their targets, making sure quality candidates are hired quickly. On our team, it helps to have other recruiters and peers give cross-evaluations.
Flexicrew team members improve and take responsibility for individual growth and help others when useful.
Staffing Lesson 5: Emotional Charge
Playing football can give players an adrenaline high. There is a certain emotional return from giving your all into a game with your teammates. And, when there is positive achievement it is a moving experience.
Football teaches constructive ways to be grounded by the solidarity within a team.
Surely, some folks dislike football, but they still can appreciate the values taught by football. At Flexicrew, whether one is a client service coordinator or an accountant working with a team of coworkers, the end result is the same. Like football, we work hard, mentor each other, persevere and remain resilient through the complicated projects, and do our best to reach our staffing goals for our clients.
So Flexicrew uses each important staffing lesson we observed from football and takes them to heart. We would value the chance to join your team and tackle your workforce obstacles before they intercept your performance.