Jessica Jacobs’ Post

Change leadership is vital for organizational success. We know that engaged employees are the driving force behind productivity, innovation, and profitability. They don't just meet expectations; they exceed them, pushing your organization forward. A culture of engagement empowers employees, builds resilience, and promotes continuous improvement. These elements are crucial for effectively navigating change and achieving your strategic prioirities. Jessica Jacobs shares some essentials on how leaders can nurture engagement, create an environment where everyone thrives, and ensure their organization’s long-term success. How are you fostering employee engagement to navigate change and drive success in your organization? 3 Keys Consulting, LLC #ChangeLeadership #Engagement #Change #Profits #Inspire #Influence

Navigating change looks different for everyone. While some employees welcome it with open arms, others may be more resistant to it. When it comes to organizational change, it requires strategic planning, effective communication, and fostering a positive environment. Here are 5 tips on how leaders can increase change resilience within their teams: 1. Communicate effectively - It’s important to keep employees informed about the reasons for change, the impact it may have, and any timelines that can be shared - Encourage open dialogue so employees can express concerns, ask questions, and provide feedback; recognize that everyone processes change at different speeds 2. Set the vision - Help the team understand the rationale behind the change; why is this happening? - Create a compelling vision for the future that aligns with the organization’s values and motivates employees to come along for the ride 3. Empower your team - Allow space to empower employees to advise or make decisions based on the upcoming change within their areas of influence - Provide resources or opportunities for training and elevating their skills 4. Adapt to the change - Be willing to adjust plans based on feedback or new information that may come in; flexibility demonstrates that leadership is responsive to challenges and willing to adapt as necessary - Show that you’re personally committed to the change by demonstrating resilience and adaptability in your own actions 5. Celebrate progress - Celebrate small victories along the way to the larger goal - Recognize and acknowledge as team members make strides towards the change or end goal If your organization is experiencing significant changes, I’d love to partner with your leaders on how to lead more effectively through times of change and transformation. Let’s book a call to discuss: https://lnkd.in/gTQrJ7mq #leadingthroughchange #leadingwithpurpose #resilience #resilientmindset #navigatinguncertainty #navigatingchange #empowerandelevate #leadershiplessons #strongleadership #executivecoaching

Let's talk about the power move of investing in your executive team. As an executive coach and facilitator, I've witnessed firsthand the transformative impact it can have on organizational dynamics, especially when it comes to building trust from the ground up. When you prioritize your executive team's growth and development, you're not just checking off a box on a to-do list; you're laying the foundation for a culture of trust and collaboration. Here's why it matters: 1️⃣ Boosting Leadership Effectiveness: Investing in your executive team means investing in the very heart of your organization's leadership. By providing them with the tools, insights, and support they need to thrive, you're amplifying their effectiveness in driving your company forward. 2️⃣ Fostering Authentic Connections: Trust doesn't happen overnight; it's built through genuine connections and meaningful interactions. When your executive team feels supported and empowered to grow, they naturally become more open, approachable, and authentic leaders. And guess what? Authenticity breeds trust. 3️⃣ Driving Organizational Success: Let's face it: trust is the secret sauce that fuels high-performing teams and drives organizational success. When your executive team is firing on all cylinders, trust cascades down through the ranks, empowering every employee to bring their best selves to work. Investing in your executive team isn't just about honing their skills or ticking off a HR checklist; it's about nurturing a culture where trust thrives, collaboration flourishes, and everyone feels valued and empowered to contribute their best work. So, if you're ready to take your organization to the next level, start by investing in the powerhouse that is your executive team. Trust me, the returns will be more than worth it. ;) #InfluentialLeadership #LeadershipDevelopment #HighPerformingTeams

Yes, culture and values are important for employees to stay engaged. The culture and value, gives them a feelings of belonging to a reputable, fun or productive community. It is sad many organisations fail to establish and communicate their culture and value to employees Lisa Martin. Leaders have to be the agents to exhibit and propagate culture and value of organisation for employees to follow. #leadership #culture #value #change

Leadership Improvement Tip Build a Culture of Change Acceptance A Roadmap for Successful Organizational Transformation Organizational change isn't about communication or enthusiasm. A narrow approach can breed employee cynicism and resistance. But there's a proactive way to counter this and create a thriving culture of change acceptance. 1. Legitimacy: Engage influencers beyond leadership roles. Those who hold informal influence can shape change. This acceptance is through respect, intelligence, and networks. 2. Ownership: True input matters. Replace one-sided town halls with interactive discussions. When employees shape change, they're more likely to embrace it. 3. Relevance: Tie ongoing changes to long-standing issues. You can link current efforts with latent challenges. This reframes change as crucial and acknowledges frontline concerns. 4. Attainability: Break change into micro-steps. Complex changes can be overwhelming. Segmentation makes progress manageable and reduces resistance. 5. Authenticity: Act on change, don't talk about it. Instead of swag, show change through actions. Align behaviors with change goals for real impact. 6. Impartiality: Introduce a neutral change facilitator. Internal politics can hinder progress. A third party helps maintain unbiased decisions and eliminates favoritism. Embracing these components well before initiating change builds a foundation of trust and acceptance. When employees buy into change, implementation becomes smoother. You can break the cycle of resistance with it. Remember, a culture of change acceptance is an investment that pays infinite dividends. Let's shape the future with proactive change strategies! #change #changemanagement #organizationaltransformation #leadership #culture #cultureshift

🚀 𝑩𝒓𝒆𝒂𝒌𝒊𝒏𝒈 𝒕𝒉𝒆 𝑪𝒚𝒄𝒍𝒆: 𝑨𝒅𝒅𝒓𝒆𝒔𝒔𝒊𝒏𝒈 𝑫𝒊𝒔𝒆𝒏𝒈𝒂𝒈𝒆𝒎𝒆𝒏𝒕 𝒊𝒏 𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 🚀 𝐈𝐧 𝐭𝐨𝐝𝐚𝐲’𝐬 𝐟𝐚𝐬𝐭-𝐩𝐚𝐜𝐞𝐝 𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐰𝐨𝐫𝐥𝐝, 𝐧𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐝𝐲𝐧𝐚𝐦𝐢𝐜𝐬 𝐨𝐟 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐜𝐚𝐧 𝐩𝐨𝐬𝐞 𝐮𝐧𝐞𝐱𝐩𝐞𝐜𝐭𝐞𝐝 𝐡𝐮𝐫𝐝𝐥𝐞𝐬. 𝐎𝐧𝐞 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 𝐭𝐡𝐚𝐭 𝐨𝐟𝐭𝐞𝐧 𝐚𝐫𝐢𝐬𝐞𝐬 𝐢𝐬 𝐭𝐡𝐞 𝐢𝐬𝐬𝐮𝐞 𝐨𝐟 𝐝𝐢𝐬𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐰𝐢𝐭𝐡𝐢𝐧 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐭𝐬𝐞𝐥𝐟, 𝐜𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐚 𝐜𝐲𝐜𝐥𝐞 𝐨𝐟 𝐦𝐞𝐝𝐢𝐨𝐜𝐫𝐢𝐭𝐲 𝐭𝐡𝐚𝐭 𝐡𝐨𝐥𝐝𝐬 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐛𝐚𝐜𝐤. At its core, this challenge stems from what can be termed as “leadership blindness” – a metaphorical lack of insight and vision. Leaders who lack clarity of purpose or a deep understanding of organizational goals can inadvertently steer their teams off course, leading to a loss of motivation and direction. On the flip side, a disengaged workforce is one that feels disconnected from their work and the organization as a whole. This disconnect can result from uninspiring leadership, unclear expectations, or a perceived misalignment of personal values with company objectives. This convergence of factors creates a challenging environment where disengagement within leadership perpetuates underperformance. When leaders fail to inspire their teams, productivity suffers, innovation stalls, and trust erodes, leading to a culture of complacency. However, there’s room for optimism. By recognizing and addressing leadership blind spots, organizations can foster a culture of self-awareness and continuous improvement. Initiatives like leadership development programs, mentorship, and open communication channels can help leaders refine their skills and promote engagement among their teams. Ultimately, breaking the cycle of disengagement in leadership requires a multifaceted approach that tackles both individual and systemic issues. By fostering a culture of accountability, empowerment, and learning, organizations can break free from mediocrity and create a workplace where both leaders and employees thrive. In conclusion, addressing disengagement within leadership is crucial for organizational success. By recognizing blind spots, investing in development, and fostering collaboration, companies can pave the way for a more engaged and successful future. 🌟 #Leadership #Engagement #Success

“it is not the most intellectual of the species that survives; it is not the strongest that survives; but the species that survives is the one that is able best to adapt and adjust to the changing environment in which it finds itself” ~Charles Darwin   Adapting to and embracing change is essential for the growth and success of teams and organisations. Here are some strategies and principles that teams can follow to effectively navigate change   1. Open Communication Foster an environment where team members feel comfortable expressing their thoughts, concerns, and ideas. Encourage open and honest communication to ensure everyone is on the same page regarding the changes.   2. Clear Vision and Purpose Provide a clear and compelling vision for why the change is necessary and how it aligns with the team's goals and values. When team members understand the purpose behind the change, they are more likely to embrace it.   3. Leadership Support Leadership plays a crucial role in guiding teams through change. Leaders should demonstrate their commitment to the change, provide direction, and offer support to team members as they adapt.   4. Change Management Plan Develop a well-defined change management plan that outlines the steps and timeline for implementing the change. This plan should include strategies for addressing potential challenges and obstacles.   5. Training and Development Having issues with employee retention? Equip team members with the skills and knowledge they need to succeed in the new environment. Offer training and development opportunities to bridge any skill gaps.   6. Involvement and Participation Involve team members in the change process by seeking their input and ideas. When people feel like they have a stake in the change, they are more likely to embrace it.   By following these principles and strategies, teams can adapt to and embrace changes more effectively, fostering a culture of resilience, growth, and innovation. Want to build and rebuild and maintain a successful team? Contact us: https://lnkd.in/e7RUQFga https://lnkd.in/ey-dZDHx #leadership #teamwork #leadershipdevelopment #executivecoaching #maxwellleadership #growthwithgrace #communication #successfulteams #leadershiptraining #growth #resilience #changemanagement     Source : Great Teams By Don Yaeger    

🔑 Unlocking Success Through Effective Leadership Styles In the ever-changing world of leadership, the importance of finding the right leadership style is huge. It's not just about what you personally like, but a smart choice that affects your whole team and organization. Let's talk about why finding the best leadership style is so important for getting really great results: - Maximize Team Performance: Just as a conductor harmonizes a symphony, a fitting leadership style aligns with your team's unique mix. Adapting your approach to individual strengths and dynamics can boost motivation and productivity, resulting in outstanding results. - Effective Communication: Communication is key. Different styles emphasize diverse communication strategies. Choosing the right style promotes clear and efficient exchanges, reducing misunderstandings and conflicts. - Engage and Satisfy Employees: Imagine a workplace where your style resonates with team members. This alignment fosters a valued, engaged, and satisfied workforce, reducing turnover and nurturing the organization. - Adapt to Situations: Like a chameleon, leaders should adapt their style to situations. Flexibility equips teams to tackle challenges, whether it's a crisis or a brainstorming session. - Build Trust and Respect: Trust binds teams. A style mirroring team values nurtures trust, fostering open communication and a positive rapport. - Foster Innovation: Unconventional thinking thrives in certain styles. Empowering team members to explore novel ideas paves the way for innovation. - Resolve Conflicts: Conflicts can be managed with different styles. The right one addresses issues, preserving harmony. In leadership, there's no one-size-fits-all solution. It's a nuanced interplay of dynamics, strengths, and goals. By embracing this complexity, leaders foster collaboration, innovation, and enduring success. Can you determine the suitable leadership style for you and your team? 💡🚀 Image Source: Braden Becker via HubSpot #Leadership #Success #Teamwork #Innovation #Communication #Growth

No Culture = Corporate CHAOS. And yet so few companies prioritize it. Culture is the GLUE that brings people together. Culture is what ALIGNS TEAMS around a mission and vision. Culture is how great organizations STAND OUT from their competitors. Culture is the HEARTBEAT of any company. So my question today is, why is culture not being properly addressed by some organizations? According to TINYpulse by Limeade (thank you by the way), nearly two-thirds of employees say their company does not have a strong culture, and half don’t know their company’s mission or vision. As alarming as these numbers are, I’m not surprised. Employees feel as though culture is not taken very seriously by their organizations, which is extremely unfortunate. Because poor cultures lead to employees becoming DISENGAGED or APATHETIC at work. Poor cultures lead to huge dips in PERFORMANCE and PRODUCTIVITY. And poor cultures lead to people leaving their organizations altogether. So what can we do to change this? How can we help leaders become better equipped to set and sustain effective cultures? One of the best ways I’ve found is to arm your people leaders with coaching skills. By becoming more coach-like, leaders begin to empathize with teammates and understand what makes their teams tick. They also learn how to best align people together under a shared vision. When your leaders have these new skills in their leadership toolkit, your organization will have a culture that instead of dividing, unites people. And most importantly, creates an environment where everyone feels heard, valued, and respected. That’s how to take a culture from chaotic to harmonious. That’s how Coach-Like Leadership impacts your people. If this post made you pause, consider following me, Lisa Martin, or send me a DM with your questions about Coach-Like Leadership. #coachlikeleader #leadership #coaching #culture #mission #vision

🔵 Unlocking Cultural Transformation through DISC Model of Human Behavior 🌟 Gratitude to the insightful mind of @Lisa Martin for igniting the conversation on culture: "No Culture = Corporate CHAOS." Your words resonate deeply as we delve further into a transformative perspective. 🤝 Embracing the Power of Culture Culture isn't a mere afterthought; it's the glue that unites individuals towards a common mission and vision. It's the heartbeat that echoes throughout every corner of a company, shaping its destiny. But here's the alarming truth: a staggering two-thirds of employees feel their organizations lack a strong culture. Half of them are in the dark about their company's mission and vision. This is a wake-up call! 🚀 The Catalyst for Change Why does culture take a backseat in some organizations? It's time to ignite a transformation. Poor cultures breed disengagement, apathy, and plummeting productivity. They're like quicksand, pulling down even the most promising ventures. But there's a way out. 💡 The DISC Model: Unveiling Hidden Potential Enter the DISC Model of Human Behavior – a dynamic framework that unveils the intricate tapestry of personalities within your organization. Picture this: four fundamental personality types – Dominant, Inspiring, Supportive, and Cautious. These personalities interact in 41 unique blends, shaping the very fabric of your team's dynamics. 🌐 From Chaos to Harmony Imagine a world where leaders understand, embrace, and harmonize these personalities to foster a culture of unity. Picture leaders equipped with powerful coaching skills that empower them to empathize, resonate, and align teams under a shared vision. This is the path to transformation. 🎯 One Step Away from Success We're on a mission to revolutionize cultures through our cutting-edge certification program. Introducing leaders to the transformative DISC Model, we empower them to bridge the gap, ignite conversations, and spark a cultural metamorphosis. Our program doesn't just change workplaces; it changes lives. 📢 Join the Movement Are you ready to redefine #HumanResources? To unlock the secrets of the DISC Model of Human Behavior? To become a torchbearer of #LeadershipDevelopment and #TalentManagement? The journey to a harmonious culture is #JustOneStepAway. Embrace the power of the DISC Model and watch as your organization evolves into an inclusive, vibrant, and thriving community where everyone is heard, valued, and respected. 📚 Remember, the first step towards transformation is often the boldest one. Stacy Wessel, SHRM-SCP Saima Ali