Danny Gattas, Employee Engagement, Servant Leadership

3 Ways to Become a Service Oriented Leader


3 Ways to Become a service Oriented Leader

By Danny Gattas

Leadership is heralded as being one of the most vital and crucial elements in driving innovation and change within organizations. It can mean the difference between success and failure; so it should come as no surprise that thousands of books, articles, and seminars are disseminated for the public’s benefit. As saturated as leadership advice is there are numerous approaches that distract the masses from the most effective leadership strategy, the service oriented leader.

A service oriented leader is someone who thinks first of others rather for themselves, cares about the individual needs of all of their followers, and is fixated on fighting for what is best.

Albeit a simple definition, enacting this type of strategy  is an extremely difficult task but is accompanied with high rewards. That being the case there are three simple ways to become a service oriented leader.

1. Pay AttentioFeatured Image -- 609n

Any leader must be astute to the needs of their organization and followers because if you don’t adjust to meet these needs then failure is imminent. This requires leaders to constantly adjust, acclimate, and assert the best strategies to instill the required mechanisms are in place. Leaders ability to successfully accomplish this is paramount to their survival and development.

2. Value and Recognize Accomplishments 

A common misguided notion is that people will stay at an organization based on monetary compensation rather than recognition because at the end of the day people report being more satisfied and engaged when they receive regular recognition. It is also true that leaders who recognize their employees more frequently report higher levels of production and engagement. So recognizing your followers accomplishments is both vital to being a service oriented leader and also to increasing production.

3.Be Adaptive

Someone once said, “if you want to make God laugh, tell him your plans” and being a leader is very similar to that idea because quality leadership requires someone to constantly adapt to situations and employee trainingalways be prepared to put out arising fires. That requires individuals to consistently rely on their intuition and gut feelings to surmount the occasion.  This doesn’t mean that you should not attempt to formulate a plan but always be willing to arise to the occasion and adapt to any situation.

HRO Partners is always here to best meet your business consulting needs so please feel free to reach out to us at 901-737-0123 or by email at info@hro-partners.com.

Advertisements
Standard
Uncategorized

5 Easy Steps for Companies to WIN “The War for Talent”


Today businesses are always seeking a competitive advantage  to progress and adjust to the rapidly changing times. While this can

"The War for Talent

“The War for Talent

be helpful in the short run,  this  can lead executives to cut corners in areas that are vital for their growth, thus compromising their road to excellence. For example, in recent years many businesses have cut recruiting budgets or employee training programs because of the associated cost, thus inhibiting employee development.

TalentWar

Cutting corners related to employee development will ultimately lead businesses to lose what Ed Michael and company describe in their book, “The War for Talent.”  The war for talent is described as an important area of businesses development regarding employee recruiting, selection, and employee retention. The authors of  “The War for Talent” herald the competitive nature of recruiting, selection, and employee retention as the most important facet for business development and progression. Their book supports this belief with various testimonies from business leaders and analysts who stress the importance of building a talented team of employees.

John Chamber’s, Cisco’s CEO,  startling testimony that “a world-class engineer with 5 peers can out produce 200 regular engineers” warfortalentprovides a specific example of the importance for having extremely qualified employees. Building a company strategy centered upon attracting, developing, and retaining top talented employees should be a major imperative for numerous companies, but frequently businesses struggle in creating and enacting a plan that accomplishes this. Thankfully in “The War for Talent” our authors provide 5 steps to be victorious. Continue reading

Standard
Uncategorized

“Success is stumbling from failure to failure with no loss of enthusiasm”-Winston Churchhill

HRO Thumbnail 2014

Quote of the day

Quote
Uncategorized

“Don’t let what you cannot do interfere with what you can do”

John Wooden

 

hro logo

 

 

Quote of the day

Quote

The culture of your company is vital to obtaining engaged employees. Here is an example of a unique company culture that presently exists at Zappos that is centered around effective communication and honesty! Remember it is never to late to improve your company culture!