We all need a sense of meaning in our lives, especially in the workplace, as most of us spend a significant amount of time there. Without a sense of meaning, work can be dull and uninspiring. Under those conditions, personal output will be low. When we experience meaning in our work we can see how our efforts align with the overall objectives of the organisation.

Click for more

People need to feel a sense of belonging within their company. Human beings are ‘tribal’ animals and as a result, crave to be part of the team (the tribe). If we feel isolated from our colleagues and the company in general we are unable to perform at our best. Affiliation is built by developing and nurturing teams. When a team is performing optimally, amazing results can be achieved.

Click for more

We all crave security in areas of our lives, the workplace being no exception. When a sense of security is missing, fear is usually present. When fearful, people will put their energy into protecting themselves, ‘covering their backs.’ When this happens, productivity and morale will be low.

Click for more

Trust in the workplace is essential if an organisation is to perform to its full potential. Sadly, cynicism often intervenes and people become sceptical of the value statement which claims, ‘people are our most important asset’. When trust is absent, so is the willingness to fully engage, heart and soul, and to work in harmony as a team. Without effective teamwork an organisation can never realise its full potential.

Click for more

The word empathy is often misunderstood. Being empathic does not mean to connect with another person’s issue or problem that is sympathy. To be empathetic requires that you remain detached from the issue or the problem whilst being able to engage in how the other person is feeling. True empathy is such a powerful communication tool yet it is so...

Click for more

Recognition is a powerful motivator. When we recognise others as individuals in their own right, it builds their self respect. We all seek to be recognised as individuals and by simply asking another person how they are builds their sense of well being. When we recognise others for the good work they do they associate themselves with the task and immediately want to do better next time because...

Click for more

The first, and for many the hardest part of the transformation is that they must learn to authentic. There must be no separation from who they are at home and who they are at work. They need to be able to bring their personal values to work if they are to become authentic individuals. Authenticity is a prerequisite for building trust. They must create an environment where everyone else can be themselves too.

Second, managers must care about developing their people. The long-term interests of the company are best served when the employee’s are encouraged and given the opportunities to become all they can become. The more time spent in helping grow and develop, the more successful the organisation will be.

Third, managers must see their roles as ‘barrier busters.’ They must eliminate roadblocks so that their teams can be fully productive and focus on what they do best.

Finally, managers must be mentors and coaches to the employee’s who fall under their jurisdiction. Managers must shift their beliefs about their role from one of control and compliance to one of building motivation and commitment.”