The power of small wins isn’t just for individuals to take advantage of; it’s for teams too. In 2011, Harvard Professor, Teresa Amabile released a must-read book called The Progress Principle where she explores the power of small wins and meaningful progress in fueling motivation, creativity, and overall job satisfaction.
Have you ever set a goal for yourself, only to give up on it because it seemed too daunting? If so, you’re not alone. Many people find it difficult to stick to their goals, especially when they’re big and ambitious. But what if there was a way to make it easier to achieve your goals? What if you could break them down into smaller, more manageable steps?
Group brainstorming, how effective is it? The WSJ’s article “Cancel That Brainstorm. There’s a Better Way to Spur Good Ideas” argues that traditional brainstorming sessions are a waste of time and that there are better ways to generate ideas. The author cites research that shows that brainstorming sessions often lead to fewer ideas than if people worked independently. Additionally, brainstorming sessions can be dominated by a few people, and introverts may be reluctant to share their ideas. The author suggests that a better way to generate ideas is to have people work independently and then come together to share their ideas. This approach is more likely to generate a wider range of ideas and to give everyone a chance to participate.
How does innovation happen? How do great ideas spread? One way to accelerate it is the random collision of unusual suspects; that is people who don’t know each other colliding with each other. New ideas, perspectives, and value-creating opportunities are in the gray areas between unusual suspects. It seems so obvious and yet we spend most of our time with the usual suspects in our respective silos. We need to get out of our silos more.
In today’s competitive marketplace, companies are realizing that the customer experience is everything. However, what many companies are overlooking is the importance of aligning the employee experience with customer satisfaction. After all, happy employees are more likely to provide a positive customer experience, which leads to higher customer satisfaction and ultimately, increased profits.
If you want trust, give trust. If you want respect, give respect. If you want to influence, let yourself be influenced. This is how leadership begins and ends. When leaders ignore this, it results in low morale and disengaged employees which hurts the company’s bottom line and customer expectations.
Creating a culture of learning and growth is a leader’s most important job. Doing so drives employee engagement, attracts and retains talent, and pushes the business forward; this is how leaders lead for growth. But, how many leaders lead their organizations this way?