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Welcome to our fortnightly update of all the latest articles on leadership and high-performance teams.

This week our recommended articles focus on productivity, including how it can help drive a culture of leadership accountability. And on the same topic, it seems some companies may have finally found a solution to unproductive meetings.

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Before we take a look at this week’s articles, I’d like to invite you (and your team) to explore our intensive 6-month Women’s Career Advancement program. Commencing on April 19th, the program gives you all the tools you need to accelerate your career. Watch our video to find out more

If you have any questions around productivity or our Women’s Career Advancement program simply reply to this email.

Kind regards,

Gillian

The four keys to managing a happy, productive team
Harvard’s Tessa Amabile conducted a study by giving office workers diaries then analysing the content. The findings teach us some interesting lessons around motivation and creativity. (The Week)

Inside the psychology of productivity
“Productivity, or at least how productive you consider yourself, is surprisingly subjective.” No matter how your brain may trick yourself into feeling more effective, here are four ways you can ensure you make the most of your day. (Inc.)

Creating a culture of leadership accountability
Leadership behaviours are critical to driving future success. That’s why ineffective leadership behaviours need to be detected early. This article discusses how you can drive a culture of accountable leadership by encouraging self-awareness and productivity. (Human Resource Executive Online)

Why smart companies are doing away with meetings as we know them
The average employee spends about 31 hours a month in meetings, but considers at least half of them a complete waste of time. Many companies are actually functioning without meetings or at least making them optional. (The Muse)

New Partners in Leadership research links organisational underperformance with rampant employee confusion
New research reveals that only 15% of organisations say that their “key results” are defined in a way that employees can easily understand. This leads to widespread confusion and underperformance. (Virtual Strategy Magazine)

Is your employee coachable?
While every manager should have the ability to coach, they also need to be able to recognise when coaching isn’t working. “Coachability” requires potential and commitment from your direct report. (Harvard Business Review)


Want to get the best out of yourself and drive results through others? Take a look at our leadership programs.

 

How to build high-performance teams (without risking burnout)

Welcome to our fortnightly update of all the latest articles on leadership and high-performance teams.

As I’m sure you know from experience, building a high-performing team can be tough. The articles I’ve included this week focus on the practical creation and management of these teams. We look at research that highlights the importance of balanced contributions, emotional intelligence and diversity.

Let me know what you think by replying to this email. I’ll address any interesting thoughts or comments in next week’s newsletter.

Kind regards,
Gillian

Why some teams are smarter than others
This interesting study found that some teams consistently performed better than others. The smartest teams were distinguished by three characteristics – equal contribution, emotional intelligence and teams with more women. (The New York Times)

How do you build a high-performance organisation?
Creating a high-performance organisation starts by coming up with your own definition of what you want to achieve. This article argues that high-performance organisations do four things exceedingly well. (Great Leaders Serve)

How to spot future leaders
All too often, employees are rated on their job competency rather than their leadership potential. Here are some clues that you should focus on to recognise employees with the best leadership potential. (Fast Company)

A better way to measure employee success
Older performance management methods need to be modernised to motivate today’s staff. The best approach is a program that builds on your organisation’s long-term vision. (Inc.)

Long hours lead to lower productivity
Recent research finds that excessive working hours are unproductive and unhealthy, and even have negative effects on your bottom line. Employee output falls sharply after 50 hours a week, becoming basically non-existent after 55 hours. (Human Resource Executive Online)

Australian managers, this is your 360-performance review
This article presents new data that suggests that there’s a large gap between Australian management’s potential and what’s being achieved right now. (Cognology)


Want to get the best out of yourself and drive results through others? Take a look at our leadership programs.

Range’ UFO present in Apollo 12 moon mission images (Video)

Complicated work is required by strengthening your odds of driving the TOEFL is very basic and doesnt. It needs 3 points: a) examining in English, b) learning the situation of the quiz, and h) having conversations within the vocabulary, as you can find hearing and talking portions. After using it here’s my guidance. A Short Introduction for the TOEFL When you are a foreigner or perhaps a non-english-speaker and you desire to go-to an American college or university, one of the requirements you will have to satisfy before being accepted would be to take the Examination of English as a Foreign Language, which can be also known as the TOEFL. Continue reading

Is there a simple way to get more women into leadership?

Welcome to our fortnightly update of all the latest articles on leadership and high-performance teams.

The career advancement of women is a subject that is rightfully gaining more and more business attention. This week I’d like to share with you a particularly interesting piece from the World Economic Forum. It suggests that increasing female representation within the world’s leadership teams may be simpler than we think.

As always, I love to hear your opinions so please reply to this email with any thoughts or comments.

Kind regards,
Gillian

 

One simple way to get more women into leadership
According to the Global Gender Gap Report, we will close the employee economic gender gap in about 80 years time. This author argues for a very simple potential solution. (Agenda)

Why diversity matters
New research by McKinsey makes it increasingly clear why diversity is important. The study finds that companies in the top quartile for diversity are more likely to financially outperform than those in the bottom quartile. (McKinsey) 

10 ways to retain great employees
Research shows that the top 5% of employees produce 26% of an organisations total output. While top employees are hard to keep, there are things that managers can do to reduce the chances of losing their best employees. (About.com)

6 ways CEOs can stay accountable
Building a framework of accountability will ensure that you will stay on track with projects, goals and the vision for your company. This article lists 6 steps to help increase your accountability. (Entrepreneur)

Being experienced doesn’t automatically make you a good mentor
There can actually be a liability of experience when it comes to coaching or mentoring. Coaches need to be aware of how their own experience might actually hold others back. (Harvard Business Review)

Transactional or transformational – which leadership style is best?
Researchers have found that there are two distinct types of leadership – transactional and transformational. The report found a strong relationship between transformational leadership and job satisfaction amongst employees. (Switch & Shift)


Want to get the best out of yourself and drive results through others? Take a look at our leadership programs.

Retaining your high performers in an unstable job market

Welcome to our fortnightly update of all the latest articles on leadership and high-performance teams.

This week I’ve included some focused articles on retaining key staff in 2015. Recent research has found that many employees are starting to think about moving jobs in 2015. As a result, it’s essential that you’re ahead of the curve in thinking about ways to engage high performers.

As always, any feedback on the articles is very welcome. What strategies are you putting in place to retain key staff this year?

Kind Regards,
Gillian

Hit the ground running in 2015 – book a team Planning Day
Define objectives, set priorities and get everyone more than a little excited about the possibilities ahead in the New Year. Give your team the edge in 2015 with a comprehensive team Planning Day. Contact us on (02) 9239 5081 or info@gillianfox.com.au for details.

 

Employee engagement depends on what happens outside of the office
New research has revealed that many of the root causes of employee engagement may actually be found outside of the workplace. (Harvard Business Review)

Prevent your star performers from losing passion
Ignoring executives who operate in a silent state of continual overload can lead to toxic effects. This article discusses a solution to retain high performers and keep them from burning out. (Harvard Business Review)

More than 1 in 3 employees will look for a new job in 2015 if they do not receive a pay raise
This Glassdoor employment confidence survey reveals that 35% of employees will leave their jobs if they do not get a pay rise in 2015. The 2015 job market is likely to see some movement, with job market confidence reaching new highs. (Glassdoor)

Retaining high performers in 2015
The task of retaining staff this year is likely to be more difficult, with many employees planning to move jobs in 2015. This article details some of the actions that you can take to keep your top performers. (HR Review)

Speaking while female
When a woman speaks in a professional setting, she’s either barely heard or she’s judged as being too aggressive. Businesses need to find ways to interrupt this gender bias and encourage women to be heard in the workplace. (New York Times)

Forget Myers-Briggs: To Build a Great Team, Focus on ‘Factor C’
Recent research has revealed that the “collective IQ” of a group can predict team performance. This “Factor C” method predicts team performance better than traditional measures of individual intelligence. (LinkedIn)


Want to get the best out of yourself and drive results through others? Take a look at our leadership programs.

Leadership development pipelines: a critical focus area for 2015

Welcome back to our fortnightly update of all the latest articles on leadership and high-performance teams.

I hope everyone had a very relaxing and enjoyable Christmas break! The first edition of the year focuses on the leadership pipeline and development of high potentials. There’s some new and thought-provoking ideas to consider in 2015.

As always, we love hearing from you. What are your priorities in leadership development for 2015?

Kind Regards,
Gillian

Who are the stars?
Star performers are not born, but can be made. Once potential stars are identified, smart companies can effectively cultivate their development by focusing on self-awareness, action learning and role modelling. (Insead)

How to prevent experts from hoarding knowledge
Organisations need to be able to ensure knowledge transfer across generations. Many retirees refuse to share their experience-based, business critical knowledge. This knowledge is valuable to the organisation and can drive current and future success. (Harvard Business Review)

Taking the sting out of criticism at work
Accepting criticism at work can be hard for the best of us, but getting defensive is self-defeating. This article discusses how your employees can respond to negative feedback to get the most out of constructive criticism. (Fortune)

Finding leaders early
Companies who made it on to the 2014 Global Aon Hewitt 2014 Top Companies for Leaders list are more focused than ever on the development of their leadership pipeline. Top companies identify and assess would-be leaders early on in their careers. (Human Resources Executive Online)

For leaders, looking healthy matters more than looking smart
New evidence suggests that healthy-looking individuals are perceived to be better leaders, even more so than intelligent-looking people. This study suggests that a subtle bias may affect leadership development planning. (Harvard Business Review)

5 forward looking ideas to help you be a more effective leader in 2015
To develop your team’s accountability to results and deadlines, managers and leaders also need to have a focus on real and substantiative accountability. This article discusses this idea as as a leadership focus areas for 2015. (Forbes)

Men and women at work: unhappy, but productive
Researchers posit that shifting an all-male or all-female team to a co-ed one would increase revenues by 41%. This is despite the fact that employees report higher job satisfaction when in a team staffed with their own gender. (The Wall Street Journal)


Do your teams deliver results consistently on-time and on-budget? Gillian Fox is an expert in team development to build accountability across your organisation.

The changing workplace

Welcome to our fortnightly update of all the latest articles on leadership and high-performance teams.

I have included some great reads in this edition that focus on change in the workplace. There’s a great article from Cognology that details how millennials are really changing the way we work, as well as an interesting Forbes article that discusses the neurological reasons that humans naturally resist change.

I’d like to take the opportunity to wish you all a very festive and relaxing Christmas and New Year! I’ll be back with the next edition on Tuesday the 6th of January.

Kind Regards,
Gillian

Identity crisis
According to a recent study, nearly two thirds of companies misidentify their high potential employees. This is a significant problem given just how critical high potentials are in ensuring the future leadership of your organisation. (Human Resources Executive)

Are millennials really changing the way we work?
This article analyses whether workplaces are becoming more “millennial friendly”. The data shows that millennial demands really are reshaping the workplace. (Cognology)

Change is pain – why your employees resist it and what to do about it
Neuroscience is revealing that people naturally resist pain, and to the human brain, change is pain. The key to overcoming this “change pain” is to disarm the natural “fight or flight” response. (Forbes)

How your state of mind affects your performance
Positive states of mind such as feeling, calm, happy and energised drive higher levels of effectiveness and performance. This article discusses the best practises to help shift towards a more effective state of mind. (Harvard Business Review)

Why your organisation needs a learning culture
A learning culture is one where employees continuously and collectively seek new knowledge and skills to achieve the goals of the organisation. Stephen J. Gill lists seven compelling reasons to focus on the value of organisational learning. (The Performance Improvement Blog)


Do your teams deliver results consistently on-time and on-budget? Gillian Fox is an expert in team development to build accountability across your organisation.

Leadership development, a results-oriented culture and talent pipelines prove critical for future success

Welcome to my weekly update of the most interesting news and thinking to drive highly effective and accountable teams. 

There’s some compelling reading this week on how to build a results oriented team (and culture). Also, a quick heads up that it’s the time of the year when you need to be thinking about planning and priorities for 2015…

Hit the ground running in 2015 – book a team Planning Day
Define objectives, set priorities and get everyone more than a little excited about the possibilities ahead in the New Year. Give your team the edge in 2015 with a comprehensive team Planning Day. Contact us on (02) 9239 5081 or info@gillianfox.com.au for details.

Kind Regards,
Gillian 

What social-sector leaders need to succeed
Chronic underinvestment in leadership development has created a gap between demands on leaders and their ability to meet those needs. This insightful McKinsey report suggests new ways to meet the leadership challenge. (McKinsey)

How to create a results-oriented culture
Defining the results required and then hiring people who will excel at achieving those results will create a results-oriented culture. Preparing a list of “must have” skills and experiences, will not.

The hard data on being a nice boss
Is it better to be the “nice guy” leader, or to be tough as nails to inspire hard work? New developments in organisational research are providing some surprising results that “nice guys” can actually finish first. (Harvard Business Review)

Why middle managers are so unhappy
Recent research has found that middle managers are the unhappiest of all employees. That 5% of employees has a powerful impact on others, and their lack of motivation can create a drag in the organisation. (Harvard Business Review)

Creating a talent pipeline for critical employees
Talent pipelines aren’t just for senior management or executive roles. Recognising critical talent and identifying new pipelines for these resources is critical in today’s volatile, uncertain, complex and ambiguous environment. (Personnel Today)


Do your teams deliver results consistently on-time and on-budget? Gillian Fox is an expert in team development to build accountability across your organisation.

Development or job difficulty? What really drives job satisfaction

Welcome to my fortnightly update of the most interesting news and thinking to drive highly effective and accountable teams. 

In this edition, I’ve included a range of articles that focus on improving employee (and team) performance through job satisfaction. There’s some interesting perspectives here, including a great article from HBR which argues that the key to employee satisfaction is successfully overcoming difficulty.

I’d love to know if any of these articles were of personal interest to you. Don’t hesitate to reply to this email to get in touch.

Kind Regards,
Gillian

An easy way to make your employees happier
Employee satisfaction is dwindling in organisations of all shapes and sizes, but a new survey reveals a better, faster, cheaper way of keeping them engaged. Instead of trying to make them happy, ask them to do something hard. (Harvard Business Review)

3 essentials for supporting high performing employees
Within the current change environment, there isn’t a model to build the perfect team. One size does not fit all, and every organisation has their own criteria for building effective teams. But these three essential elements help to empower every team for success. (Information Week)

Career management missing the mark
A recent study indicates that career-planning programs are failing to help employees plot their courses and understand relevant advancement opportunities. This needs to change, as career management opportunities are absolutely vital in attracting and retaining high performing employees. (HRE’s The Leader Board)

Leadership team “axis of accountability” – creating a high performance culture
An axis of accountability in a leadership team is the point where there is an explicit shared accountability. Every leadership team needs one for development purposes, and it will also bring high levels of dynamism, creativity and life to an organisation. (HR Daily Community)

Let employees choose when, where and how to work
A sense of freedom is a growing priority for professionals and one of the core elements of a fulfilling career. Policies and practises that centre on freedom are results-oriented and are mutually beneficial. Here are three things you can do to bring more freedom into your workplace. (Harvard Business Review)

The 8 great accountability skills for business success
When employees are in control of their decisions, their accountability is much higher than when others are in control of how work gets done. Leadership behaviours can also promote accountability in others, and this article lists 8 behaviours that have been found to do just that. (Forbes)

CEOs manipulate news for personal gain, study finds
There is strong evidence to suggest that many CEOs manipulate the flow of news from his company in order to boost the stock price when their equity holdings vest. (Barron’s)


Do your teams deliver results consistently on-time and on-budget? Gillian Fox is an expert in team development to build accountability across your organisation.

Don’t underestimate the power of a highly engaged workforce

Welcome to my weekly update of the most interesting news and thinking to drive highly effective and accountable teams. 

Employee engagement continues to promise significant business benefits, and this week there was a lot of great content on the topic. I have included some articles that discuss unique ways to drive engagement and high performance in your team, as well as a couple of other valuable reads.

How have you seen improved engagement drive team performance and individual success? Don’t hesitate to reply to this email and let me know.

Kind Regards,
Gillian

Rules for designing an engaging workforce
Workplace design can actually affect our mood and our performance. Interestingly, open workspaces aren’t that useful in spurring communication and collaboration. (Harvard Business Review)

5 simple ways to drive employee engagement
Employee engagement continues to be a direct factor in increasing productivity, performance and retention. Successful engagement involves focusing on even the smallest of every-day actions. Here are five simple ways to help drive engagement in your organisation. (The Globe and Mail)

How to leverage succession planning to drive strategic change
Succession planning helps leaders to align people and strategy, but only 57% of leaders are confident with the results produced by the process. This article provides some insight on where to focus your efforts. (Switch & Shift)

Enough with the stats about women and work
Why do women hold less than 15% of executive roles at fortune 500 companies? Susan LaMotte argues that the C-suite can’t advance women in the workplace if they don’t understand and respond to their unique needs. (Time)

How employees perceive recognition
A recent survey found that only 51% of employees feel valued by their employers. More shockingly, even less employees feel that they are fairly rewarded for their efforts. Time to get more creative with their rewards to adequately reward top performers and teams. (Human Resources Executive Online)

Human synergistics: the fascination with engagement… what are you missing out on
Employee engagement is just an individual level outcome of culture, argues Shaun McCarthy. A focus on engagement without an analysis of company culture is treating the symptom rather than the cause. (HR Daily)


Do your teams deliver results consistently on-time and on-budget? Gillian Fox is an expert in team development to build accountability across your organisation.