By Adrian Gostick and Chester Elton, 11.12.10 - Forbes.com
As revealed by decades of research.
They can happen in the middle of the day, night, or even during a traffic jam, the "aha" or "light bulb" moments in our lives--those thoughts of clear brilliance where the proverbial light bulb appears over our head.
What does a light bulb moment have to do with teamwork?
Charles Batcheldor was a machinist. John Kruesi was a clockmaker. Ludwig Boehm was a glassblower. Francis Upton was a mathematician. Together, they shared a light bulb moment with the inventor Thomas Edison. After all, the commercially viable incandescent light bulb was the product of an entire team, not the single inventor we were taught in fifth grade. In fact, our research about teamwork shows that there are no great leaders without great teams.
For the past few decades we have buried ourselves in research into the drivers of human performance. Growing out of that research, our latest book, The Orange Revolution, includes the results of a 350,000-person study that measured the characteristics of extremely productive teams. We found a lot of what we had theorized there in the data. Just like that night in Menlo Park when Edison and his team knew their bulb would light but had no idea how long it would stay lit, we were staring at the glimmer of our own light bulb moments.
Please click on the link below to continue reading about the four essential qualities that might change the way you lead or participate on your work teams.
http://www.forbes.com/2010/11/12/teams-essential-qualities-leadership-managing-engagement.html
Monday, November 22, 2010
Wednesday, November 10, 2010
The Carrot Principle, World-Renowned Recognition Training Seminar!
COMING SOON TO THE DC METRO AREA, EARLY 2011!
• Why aligning recognition with your organization’s core values, goals or strategies can immediately engage employees—initiating immediate results.
Corporate America’s most valuable training program, once exclusively offered only to select organizations and managers, will soon be offering limited seating to the public.
The Carrot Principle Training Seminar teaches managers how to engage employees and accelerate performance through purposed recognition.
Participants will learn:
• The science behind recognition’s impact in an organization (based on the New York Times bestselling book The Carrot Principle and its 10-year, 200,000-person research study).
• The science behind recognition’s impact in an organization (based on the New York Times bestselling book The Carrot Principle and its 10-year, 200,000-person research study).
• Why aligning recognition with your organization’s core values, goals or strategies can immediately engage employees—initiating immediate results.
• How recognition done right can accelerate performance, increase productivity and impact your bottom-line in a down economy.
• How and when to most effectively recognize employees, along with countless low-and no-cost ideas to help you personalize recognition efforts to your team or organization.
• How to form an action plan and implement a recognition strategy today.
All registered participants receive the A Carrot a Day Recognition toolkit, a copy of the New York Times bestselling book The Carrot Principle, educational videos, stationary, and more!
All this for only $199*.
All this for only $199*.
Dates and location will be confirmed in the New Year, so stay tuned for more details.
To reserve a seat, or for more information please contact our office at baltimore@octanner.com or call 410-661-5668 (ask for Ellen or Natalie).
Tuesday, November 2, 2010
Note to managers: Lack of employee recognition damaging to company performance
Suppose someone asked you the following questions: Do managers in your company do a good job of recognizing employee contributions?
What would you say? Let’s hope you answered positively. But for a majority, getting a pat on the back may be a rare thing.
Based on a large study of employees at U.S. organizations over a decade, Adrian Gostick and Chester Elton, who write books and conduct training programs on the power of recognition and team-building, reported some disheartening statistics:
• 79 percent of employees who quit their jobs cite a lack of appreciation as a key reason for leaving.
• 65 percent of North Americans report they didn’t receive recognition at all in the previous year.
The lack of recognition is not only demoralizing to employees, but it can hurt company performance. When employees know their strengths and potential will be praised and recognized, they are more likely to produce value. Recognizing their efforts is not about making sure everyone gets a trophy. It’s really about taking the time to thank people for the contributions they give to making the company a better place.
So what’s a manager to do?
First, examine what is currently being done to recognize employees at the firm. Get feedback from employees on what’s working and what’s not.
Second, design a recognition system that is performance-based. Make sure the system is aligned with the culture you want in your firm and the company’s values and business objectives.
Third, train other managers in providing recognition.
This training might incorporate some of Gostick and Elton’s recommended recognition strategies, including:
• Day-to-day recognition: The most frequent, specific and least costly, this could include pats on the back, handwritten notes, team lunches, on-the-spot award certificates and thank-you gifts.
• Above-and-beyond recognition: More formal recognition for significant accomplishments such as the achievement of sales goals, exceptional customer service, etc. Generally, they suggest awarding these to employees about every two years.
• Career recognition: Formal programs to recognize people for loyalty or cumulative contributions, such as years of service. You could start with a welcome award — thanking them for joining the firm, followed by recognition at their one-, three- and five-year milestones.
• Celebration events: Consist of celebrations for successful completion of a team project, achievement of record results, new product launches, etc.
What would you say? Let’s hope you answered positively. But for a majority, getting a pat on the back may be a rare thing.
Based on a large study of employees at U.S. organizations over a decade, Adrian Gostick and Chester Elton, who write books and conduct training programs on the power of recognition and team-building, reported some disheartening statistics:
• 79 percent of employees who quit their jobs cite a lack of appreciation as a key reason for leaving.
• 65 percent of North Americans report they didn’t receive recognition at all in the previous year.
The lack of recognition is not only demoralizing to employees, but it can hurt company performance. When employees know their strengths and potential will be praised and recognized, they are more likely to produce value. Recognizing their efforts is not about making sure everyone gets a trophy. It’s really about taking the time to thank people for the contributions they give to making the company a better place.
So what’s a manager to do?
First, examine what is currently being done to recognize employees at the firm. Get feedback from employees on what’s working and what’s not.
Second, design a recognition system that is performance-based. Make sure the system is aligned with the culture you want in your firm and the company’s values and business objectives.
Third, train other managers in providing recognition.
This training might incorporate some of Gostick and Elton’s recommended recognition strategies, including:
• Day-to-day recognition: The most frequent, specific and least costly, this could include pats on the back, handwritten notes, team lunches, on-the-spot award certificates and thank-you gifts.
• Above-and-beyond recognition: More formal recognition for significant accomplishments such as the achievement of sales goals, exceptional customer service, etc. Generally, they suggest awarding these to employees about every two years.
• Career recognition: Formal programs to recognize people for loyalty or cumulative contributions, such as years of service. You could start with a welcome award — thanking them for joining the firm, followed by recognition at their one-, three- and five-year milestones.
• Celebration events: Consist of celebrations for successful completion of a team project, achievement of record results, new product launches, etc.
Courtesy of NJ.com, 11/1/2010: -- Joyce E.A. Russell, Special to The Washington Post
For more recognition ideas contact your local appreciateologists at the Baltimore Office. Email us at baltimore@octanner.com or call us at 410-661-5668.
Monday, October 4, 2010
See what people are saying about The Orange Revolution!
Check out these links published in BusinessWeek and Fast Company magazines, to find out what people are saying about our new book 'The Orange Revolution'. http://www.businessweek.com/managing/content/sep2010/ca20100924_731486.htm
http://www.fastcompany.com/article/how-a-team-at-apple-made-the-ipod-dream-a-reality
And don't forget, our 'Orange Revolution' unveiling is scheduled for October 27th at 8:30am, at the Turf Valley Resort in Ellicott City.
Seats are limited so please contact our office if you'd like to join us to find out how you can create high performance teams!
Email: Baltimore@octanner.com or call 410-661-5668.
http://www.fastcompany.com/article/how-a-team-at-apple-made-the-ipod-dream-a-reality
And don't forget, our 'Orange Revolution' unveiling is scheduled for October 27th at 8:30am, at the Turf Valley Resort in Ellicott City.
Seats are limited so please contact our office if you'd like to join us to find out how you can create high performance teams!
Email: Baltimore@octanner.com or call 410-661-5668.
Wednesday, September 22, 2010
JOIN US for the ORANGE REVOLUTION!
The authors of the New York Times mega best seller The Carrot Principle and The O.C. Tanner Company are at it again. This time revealing data from a new 350,000 employee study that proves there are no great leaders without great teams!
When: October 27, 2010
Registration and Breakfast: 8:30am
Presentation: 9:00am - 11:00am
What you'll learn:
- Get insights from many of the world's most respected teams on how to cultivate breakthrough teamwork.
- Understand how effective teamwork engages employees, accelerates performance and can transform an entire organization.
- Get ideas on how HR and leadership can start "organgifying" teams immediately.
Reserve your complimentary seat today!
Contact Ellen Sparks at Ellen.Sparks@octanner.com or Natalie Limneos at Natalie.Limneos@octanner.com.
SEATS ARE LIMITED for this event and will be assigned on a first come first served basis! We look forward to seeing you there!
Thursday, September 9, 2010
You Do All The Giving, We Do All The Work...
With Thanks® Holiday, you get to spread the good cheer, and O.C. Tanner gets to do the administrative work.
Just how it should be.
Thanks® Holiday comes already branded with the thanks® gift passes and redemption site landing page, plus access codes to hundreds of name brand gifts for your employees to choose from.
Every detail is taken care of for you:
· Gift access codes come in $35, $70, or $125 values for gift passes, or you get the flexibility for other values when using printable certificates or ecards
· Hundreds of gifts, from electronics to home to garden to food to sports have already been sourced and are available for easy redemption.
· One consistent solution across all employees, departments, and divisions, no matter how big the order
· No outsourcing or shopping
· No inventory to manage
· No gift card fees
· Tracking and reporting redemption is automated
· Shipping, handling, and tax are included
Thanks® Holiday comes already branded with the thanks® gift passes and redemption site landing page, plus access codes to hundreds of name brand gifts for your employees to choose from.
Every detail is taken care of for you:
· Gift access codes come in $35, $70, or $125 values for gift passes, or you get the flexibility for other values when using printable certificates or ecards
· Hundreds of gifts, from electronics to home to garden to food to sports have already been sourced and are available for easy redemption.
· One consistent solution across all employees, departments, and divisions, no matter how big the order
· No outsourcing or shopping
· No inventory to manage
· No gift card fees
· Tracking and reporting redemption is automated
· Shipping, handling, and tax are included
· All gifts are protected by a five-year warranty (the best in the industry)
Contact your Baltimore Team for more information about how to spread the Holiday Cheer this year.
Email us at Baltimore@octanner.com or call 410-661-5668.
Tuesday, September 7, 2010
Making Recognition A Priority
Employee Recognition Rocks - Kick Employee Recognition Up a Notch
By Susan M. Heathfield, About.com Guide
Employee recognition is limited in most organizations. Employees complain about the lack of recognition regularly. Managers ask, “Why should I recognize or thank him? He’s just doing his job.” And, life at work is busy, busy, busy. These factors combine to create work places that fail to provide recognition for employees.
Managers who prioritize employee recognition understand the power of recognition. They know that employee recognition is not just a nice thing to do for people. Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your business.
When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want to see people repeat. An effective employee recognition system is simple, immediate, and powerfully reinforcing. Employees feel cared about and appreciated. It may seem simplistic, but people who feel recognized and cared about produce more and better work.
Employee Survey Pinpoints Recognition
In a client employee satisfaction survey, the question about whether the company cared about the welfare and happiness of its employees drew divergent views. Some people agreed; others disagreed.
So, the Culture and Communications team put out a second survey asking what would make the employees feel as if the company cared about them. We developed several answers employees could check and supplied room for their comments and additional thoughts.
Fifty-five percent of the respondents said that praise and attention from their supervisor would make them feel as if the company cared about them and their well-being. As you might also expect, money, benefits, and events such as company lunches ranked high, too. But recognition from the supervisor ranked above all other choices.
I have sponsored similar surveys in different organizations. The findings are always similar. Employees want to know that they have done a good job – and that you noticed. Employees want to be thanked and appreciated.
A leader of employees makes other people feel important and appreciated. The leader excels at creating opportunities to provide rewards, recognition and thanks to his or her staff. A leader creates a work environment in which people feel important and appreciated.
_______________________
How is the current climate at your organization? Do employees feel appreciated? When was the last time an employee satisfaction survey was conducted? What were the results and what actions were taken? Do all employees have the opportunity to be recognized?
By Susan M. Heathfield, About.com Guide
Employee recognition is limited in most organizations. Employees complain about the lack of recognition regularly. Managers ask, “Why should I recognize or thank him? He’s just doing his job.” And, life at work is busy, busy, busy. These factors combine to create work places that fail to provide recognition for employees.
Managers who prioritize employee recognition understand the power of recognition. They know that employee recognition is not just a nice thing to do for people. Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your business.
When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want to see people repeat. An effective employee recognition system is simple, immediate, and powerfully reinforcing. Employees feel cared about and appreciated. It may seem simplistic, but people who feel recognized and cared about produce more and better work.
Employee Survey Pinpoints Recognition
In a client employee satisfaction survey, the question about whether the company cared about the welfare and happiness of its employees drew divergent views. Some people agreed; others disagreed.
So, the Culture and Communications team put out a second survey asking what would make the employees feel as if the company cared about them. We developed several answers employees could check and supplied room for their comments and additional thoughts.
Fifty-five percent of the respondents said that praise and attention from their supervisor would make them feel as if the company cared about them and their well-being. As you might also expect, money, benefits, and events such as company lunches ranked high, too. But recognition from the supervisor ranked above all other choices.
I have sponsored similar surveys in different organizations. The findings are always similar. Employees want to know that they have done a good job – and that you noticed. Employees want to be thanked and appreciated.
A leader of employees makes other people feel important and appreciated. The leader excels at creating opportunities to provide rewards, recognition and thanks to his or her staff. A leader creates a work environment in which people feel important and appreciated.
_______________________
How is the current climate at your organization? Do employees feel appreciated? When was the last time an employee satisfaction survey was conducted? What were the results and what actions were taken? Do all employees have the opportunity to be recognized?
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