We know in the field of property and construction, innovation is one of the lowest among all sectors. So, at what point do we recognise that how things have always been done is not necessarily the right way?
Through decades, centuries, and lifetimes of dictator type leadership models we have continued to crush many brilliant minds and ideas which could have influenced the sector we operate in today. So precisely how do we change that?
GRACE: For long we have ridiculed and shamed people’s ideas merely if they didn’t match our own. And in a quest for superiority we suppressed the voices of the people we work alongside. But once you shame and ridicule someone’s ideas it takes great courage to restore faith to an environment where people can put forth their ideas and actually contribute to the organisation.
Your staff work with you, not for you! Be thankful for their contribution, people see things as they are, not as you are.
FRAMEWORK: We recognise the mechanics around the needs for systems and processes in any successful business, but putting the framework in place for people to contribute will ensure you are utilising the ‘pull’ methodology when it comes to leadership, not the long outdated ‘push’ model.
Encouraging participation of the broader team will not only guarantee their active involvement, but it will also produce a degree of ownership over the role they play. Giving employees the framework to put their ideas forward whilst executing ‘Grace’, will give the message that the ideas of staff are welcomed by the business and even imperative to its growth.
It just means you have to get your ego out of the way!
DILIGENCE: Do you know their own personal goals?
In an ever growing and adaptive culture, we must foster growth among the people we work with as opposed to operating like dictators! Sure, people need to work, but we are fostering a generation that doesn’t want to work until near death to be able to live! We now have generations questioning “what’s the point?”
So, what is their point? What is their why?
Why are they using the vehicle of working within your organisation and where is it that they are heading?
Developing a long term career plan with your staff isn’t as common as it should be. Knowing you are apart of a greater journey will reward you with staff engagement as you play a vital role in retaining good people!
