{"id":8988,"date":"2010-11-02t09:57:17","date_gmt":"2010-11-02t13:57:17","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=8988"},"modified":"2024-11-19t21:34:55","modified_gmt":"2024-11-20t02:34:55","slug":"five-tips-for-redesigning-organizations-for-high-performance","status":"publish","type":"post","link":"\/\/www.g005e.com\/2010\/11\/02\/five-tips-for-redesigning-organizations-for-high-performance\/","title":{"rendered":"five tips for redesigning organizations for high performance"},"content":{"rendered":"

try one today; see what happens.<\/strong><\/p>\n

\"\"<\/em><\/em>
tierney<\/figcaption><\/figure>\n

by lisa tierney<\/em><\/p>\n

would you be interested in motivating the members of your organization to change in a way that would encourage them to take ownership of their role and show responsibility for the success of themselves, their team members, their division and the entire organization? here are some helpful tips to do just that. \u00a0i strongly encourage you to consider trying just one of the following actions today and see what happens:<\/strong><\/p>\n

1.\u00a0\u00a0\u00a0 communicate your company\u2019s <\/strong>core values often.<\/strong> (you do know what they are don\u2019t you?) \u00a0post your organization\u2019s core values everywhere you can: cafeteria\/lunchroom, in your internal newsletters, on your website, at the login site of your intranet, etc.<\/p>\n

2. <\/strong> positive reinforcement<\/strong>. each time you are sending an e-mail to a co-worker, before you hit that \u201csend\u201d button, scroll back to the top\u2026 first sentence. \u00a0now take a second and put something in there that\u2019s positive or personal.<\/p>\n

example: first sentence read: i will need that next set of monthly reports by the end of tomorrow please.<\/p>\n

suggested insert: you\u2019ve been doing a great job of supplying timely reporting to me and i appreciate it. (make this your first sentence)\u2026<\/p>\n

wouldn\u2019t you be more inclined to joyfully send that next report over and feel better about performing well for that individual moving forward?<\/p>\n

3. <\/strong>share and communicate goings-on at your organization. <\/strong> speak openly and honestly about prospective clients, financial reporting, concerns, issues and ideas that are being considered among higher management and ask for feedback and input regularly and often. \u00a0by sharing and communicating information about pertinent operations within the organization, the industry, and key clients, you are embracing the staff at all levels to feel more a part of the organizational unit.<\/p>\n

4. <\/strong>mentor through empowerment. <\/strong> next time you have a meeting with a prospective client, or a speaking engagement, invite someone less-experienced or more junior at your company to attend as your guest. \u00a0\u00a0unabashedly introduce them as your coach or your \u201cboss\u201d and give them an encouraging nod. \u00a0most prospective clients will applaud your investment in your younger staff.<\/p>\n

5. <\/strong>invest in your employees. <\/strong> <\/strong>statistics prove that it costs 4 to 6 times as much to hire and train someone new. investigate and explore the possible hidden talents of your staff and ask them to identify ways in which they might want to contribute to the success of the organization. if you don\u2019t tap into their resources by asking what else they can do or are interested in, you\u2019ll never fully realize what they are capable of.<\/p>\n

lisa tierney is a certified professional coach and marketing consultant at tierney coaching\u00a0& consulting, inc. she is also the president of the philadelphia chapter of the association for accounting marketing. <\/em>www.tierneycoaching-consulting.com<\/em><\/a>
\n<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

try one today; see what happens. by lisa tierney would you be interested in motivating the members of your organization to change in a way that would encourage them to take ownership of their role and show responsibility for the … continued<\/a><\/p>\n","protected":false},"author":17,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","footnotes":""},"categories":[2259,1908,5],"tags":[575,93,560,272],"class_list":["post-8988","post","type-post","status-publish","format-standard","hentry","category-leadership","category-management","category-outlook","tag-leadership","tag-management","tag-mentor","tag-staff"],"acf":[],"yoast_head":"\nfive tips for redesigning organizations for high performance - 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