in affiliation with Redmond & Associates

In 60 Seconds ~ April 2008

What's New

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Centre for Character
Leadership

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Click Here to find out about our
Rules of Engagement Organizational Survey.

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Click here to find out more about True Colours®

The Requirements of an Engaging Leader

Spring is in the air – definitely. We can breathe a bit easier knowing that the weather is kinder. Leaders can also breathe easier know what it takes to engage their team.

Studies (as well as your responses to our survey) boil down to twelve leadership behaviours. The plan is explore them two per month.

1. Treat people in a consistently civil manner.

The acronym we developed for Leadership by Engagement and our training programs summarizes this concept.

Care - Demonstrate that you want the person to be successful. Never humiliate, shame, attack, put down or degrade anyone.

Involve - Balance asking and telling. Involve people in decisions that impact them.

Value - Value their input. When you ask opinions, follow up and close the loop.

Inform - Clarify performance expectations. Offer feedback, both positive and constructive.

Listen. - Listen fully and openly, without interruption.

2. Tell the truth.

Often performance gaps are known by many on the team, but not the person identified. It requires courage to offer constructive feedback, but it is the right thing to do for all concerned.

The impact of engaged employees is significant. The Towers Perrin Global Workplace Study (2005) states the following.

Intentional Acts of Character - David’s Beauty Salon, a True Beauty

David is the owner of chi-chi beauty salon. It’s a place where the patrons and the employees tend to be a well-groomed, fashionable lot – where one might assume the full diversity of society would not be welcome. Perhaps that would be the case if the owner were someone other than David. After putting the word out that he was in need of a new helper, David received a steady stream of résumés. There was no shortage of applicants, most of whom were young, pretty, and polished. He hired Sharon, who, like the others, was young.

What makes her different, however, is that she has an intellectual disability. Sharon talks loud, makes inappropriate remarks, and is less than flawlessly groomed. She’s also the heart of the salon, says David. Not only do her co-workers treat her like the special, delightful person she is and include her in social activities, but the patrons embrace and enjoy her. As a leader, David could ask for no better employee than Sharon, who shows up to work on time, puts her heart into her work, and rarely, unless absolutely necessary, calls in ill. Quite simply, Sharon is a star because everyone in David’s Salon benefits from her employment – and David is a true leader because he acts with trust and character.
 

Client Profile
Personality Dimensions® Workshop (True Colors®)

We recently facilitated this workshop for one of our clients. The interactive, fun approach of looking at Temperament/differences is a terrific tool for teams who want to work together more harmoniously and effectively. The leadership of this organization listened openly and courageously to diverse perspectives and considered ways to be even more engaging and effective as a team.

Thank you so very much for facilitating our off-site yesterday; it was a great success! I have heard nothing but positive feedback on you and the program which you walked us through. I think that it was a fabulous tool which allowed everyone to learn something about themselves and how to understand others and what makes them tick.

Dorothy Fazio
Yum! Restaurants International
 

We believe
“ Engaging Leaders = Engaged employees = Superior results”
 

Enjoy the spring!

COMING SOON!
Kathleen's New Book
Leadership by Engagement
Leading Through Authentic Character to Attract, Retain, and Energize

Centre for Character Leadership, Copyright © 2008