TanveerNaseer.com

Leadership Coach, Speaker, and Writer

3 Critical Factors To Help Your Team Stay The Course

Learn about 3 critical factors leaders need to employ to help keep their employees on track to achieving the long-term goals of their organization.

When it comes to leading teams, the common focus in the leadership literature tends to be on team building; on answering the question of how do we rally people and get them on board and aligned with our company’s vision or long-term goals.

Of course, this makes a lot of sense when we realize that our chances to succeed in pushing forth a new initiative or change mandate is dependent on how much our employees are genuinely invested in bringing their best efforts to transforming this idea into our new reality.

But what about when we’re months – or even years – into the process of implementing our vision or long-term goals for our organization? How do we help our employees to not only sustain their drive and interest, but help them to stay the course in face of the inevitable obstacles, unexpected changes, and unpopular decisions we need to make along the way?

While the specifics will understandably vary from one team to another – and from one situation to another – there are nonetheless three critical factors that every leader should be employing to ensure that their leadership is serving to help their employees to stay the course over the long run.

1. Encourage your employees to ask ‘what is our purpose?’
Perhaps one of the stranger ironies of the modern workplace is the fact that the further you move towards achieving your goal, the easier it becomes to lose sight of it.

Consider, for example, the faster-pace by which we not only have to operate, but by which decisions have to be made in light of new information or new realities. The consequences of this new reality is that many leaders are now working within a reactive state – of simply responding to the things that are demanding their attention without considering which issues are truly important to achieving their long-term goals.

And if those in leadership positions are having a hard time keeping their focus on what matters, it shouldn’t be surprising to find employees being disengaged in their work because they no longer can see the connection between what they do and the purpose behind their organization’s collective efforts.

By openly encouraging your employees to ask ‘what is our purpose’, you allow them to find the answer that best resonates with them; of finding the context that defines the value of their contributions to the overall vision of your organization.

While it’s important for leaders to communicate that value and importance to their employees, it’s equally important that Click here to continue reading »”3 Critical Factors To Help Your Team Stay The Course”

What It Takes To Overcome Distractions In The Workplace

A lesson from Olympic rowers reveals a powerful message for leaders on how they can help their employees to overcome workplace distractions.

As the final week of the summer period slowly comes to an end, I have to admit to feeling a mix bag of emotions. As much I as enjoy summer and all the activities and beautiful weather it brings, I’m looking forward to returning to a more regular routine both at work and at home.

After all, given the blue skies seen outside the office window and the ease with which family activities can be planned with children being on summer vacation break, the summer months do present quite a number of distractions that can impede one’s productivity and drive to push ahead.

Of course, in today’s modern, digital workspace, there are far more and at times, far greater distractions than the sight of a sunny blue sky outside your window.

In most cases, when it comes to things that impact the overall productivity of employees, the common tendency is to view meetings and emails as the biggest impediments.

And yet, according to a recent CareerBuilder survey of over 2 000 managers, the biggest distractions employees face in today’s workplaces are text messaging/using their smartphones, followed by surfing the web.

And the impact of these distractions on workplace productivity is quite significant, as 75% of employers state that their organizations lose two or more hours of productivity every day because their employees are distracted.

To make matters worse, the leaders surveyed in this study noted that this loss in productivity leads to a compromised quality of work, missed deadlines, and even negative repercussions in employer-employee relationships and as well customer relationships.

Now the typical response in light of such findings is to limit the usage of smartphones at work or to restrict access to what sites employees can surf while on the job.

While this might solve the issue of employees using their smartphones and the internet for non-work related matters, it overlooks the underlying issue behind these behaviours and what leaders should really be doing to help their employees develop the means to overcome the distractions they’ll inevitably face while at work.

And as with most things in life, the best way for us to appreciate what we should be doing is by looking at the lessons learned by others about what it takes to succeed in the face of various obstacles. Click here to continue reading »”What It Takes To Overcome Distractions In The Workplace”

4 Leadership Lessons We Can Learn From The Olympics

4 valuable lessons we can take from the Olympics for how we can inspire our employees to bring their best efforts to the work they do.

With the latest edition of the Summer Olympic Games now well under way in Rio, there is naturally much interest in the outcomes of various sporting events. Within the leadership and management field, there is also much interest in discovering insights that can help us to better understand how to inspire the best in our employees.

Of course, the typical focus on lessons we can learn from the Olympics tend to be on teamwork, communication, building confidence and the like.

But for this piece, I’d like to take a more broader view, using the microcosm the Olympic Games provide to examine what drives or motivates us to push ourselves to succeed. To that end, here are 4 key lessons leaders can learn from the Olympics on how to ignite their employees’ drive to bring their best selves to the work they do.

1. Success is important, but so is creating meaning and a sense of belonging
I have to admit that what sparked my interest in writing this piece was the story of the Canadian women’s 4x100m freestyle relay team and in particular, the events that transpired after their qualifying heat on Saturday morning.

Hours before the final swim, the decision was made that Michelle Williams, who had swam in the morning relay team heat, would be replaced by her team mate Penny Oleksiak to swim in the final that night.

Reports then came out about how the news had not only hit Michelle hard, but that her entire team was deeply upset by the change in the lineup. Although this is a commonly used tactic in this sport to maximize a team’s chances of winning a medal, for this group of first-time Olympians, it still felt like a betrayal for the hard word Michelle had given to get the team to the final.

Seeing how hard they were taking the news, the coach got his team together and told them that it didn’t matter who was swimming in the final that night because this was a team effort.

He reminded his team members that each of them played a key role in getting them to the Olympics and to now potentially winning a medal for their country. The coach then told them that what matters here is not who crosses the finish line, but how we work together to make that happen.

When the swimming finals came up that evening, the negative emotions these athletes had been feeling hours earlier were clearly replaced with a steely determination to deliver their best.

And deliver their best they did as this swimming team went on to win the Bronze medal, the first medal for Canada at the Rio Olympic Games and the first medal Canada has won in this particular swimming event since 1976.

Now while this story has that Hollywood-style ending that makes the Olympic Games so much fun to watch, the real message here is Click here to continue reading »”4 Leadership Lessons We Can Learn From The Olympics”

A Prescription For Empowering Employees To Succeed And Grow

A summer job experience reveals a powerful and important lesson for today's leaders on how to not only inspire employees, but empowering them to succeed.

Last month, my oldest daughter Alya began working at her new summer job and now that she’s worked for two different companies over the past two summer periods, it’s been interesting to hear her observations about the differences in how her bosses manage their employees.

These conversations with my daughter about her work has lead to recollections of my summer job experiences, and how one in particular has helped to shape my understandings of leadership and empowering employees.

When I was 18 years old, my uncle got me a job working in the warehouse of a pharmaceutical dispensary near his house in the Toronto suburbs. I was excited and nervous about taking on the job; excited because the pay was really good, but nervous because it meant giving up spending any time with my friends back in Montreal.

My boss, Mr. Hainsworth – the owner of this and another pharmaceutical dispensary in Southern Ontario – was what many people would call a straight shooter; you always knew where you stood with him so if he had a problem with something you did, he’d be sure to let you know.

For the first weeks on the job, I have to admit that being a teenager, I was a bit intimidated by his gruff exterior, even though many of his employees reassured me that he’s actually the sweetest man you’d ever know.

My job was pretty straightforward – I worked for the warehouse supervisor making sure the dispensary shelves were properly stocked, putting in orders to resupply our drug inventory, and basically managing the warehouse on the supervisor’s days off and when he took his summer vacation break.

The hardest part of the job was that the warehouse was located in the windowless basement of the medical office building, which is why I welcomed any chance to go upstairs to the dispensary in order to catch a glimpse of the summer blue sky.

On one of the warehouse supervisor’s days off, I decided to review our current inventory against upcoming renewal orders and I found that we had on our shelves a box full of medication that had expired a month ago. Given the large quantity of prescription vials, I decided to go see Mr. Hainsworth to ask him how do I go about disposing the expired medication.

After I explained the situation, Mr. Hainsworth paused from looking at his computer screen and looked at me. Instead of answering my question, he asked Click here to continue reading »”A Prescription For Empowering Employees To Succeed And Grow”

How Summer Vacation Can Drive Us To Succeed

A study on motivation and perception reveals a powerful truth for how leaders can use summer vacation breaks to motivate the best in their employees.

Of all the seasons of the year, summer is without question my favourite and no month encapsulates that summertime feeling more than the month of July. Not only is this the first full month where my girls are officially off-school, but this month also marks the return of one of my favourite summer festivals here in Montreal, the Festival International de Jazz de Montréal (if you haven’t attended this festival, this is definitely something to experience, whether you’re a Jazz fan or not).

Of course, the month of July also marks the beginning of the summer vacation period, and so it’s only natural that there’s much interest right now in exploring the topic of leadership and summer vacation.

While I’ve written in the past about why it’s important for leaders to make time for a vacation break, I wanted to shift the focus in this piece to look at the findings of a recent study that offers some valuable insights into how we can increase our motivation to achieve our shared goals when we return back to work following a vacation break.

Researchers from The Wharton School have been studying what they call the “fresh-start effect” and the impact this has on our motivational drive to achieve the goals we set up for ourselves. As part of their study published in “Psychological Science”, Dr. Katherine Milkman and her team of researchers conducted an experiment where they asked study participants to describe a personal goal they haven’t yet achieved but would like to attain later in the year.

The researchers then divided the participants into two groups and gave each one a different scenario to imagine. For the first group, the researchers asked them to imagine that they had moved into a new apartment after living in the same place for the past nine years.

For the second group, they also asked them to imagine moving into a new apartment, but in their case the scenario was that they had moved every year over the past nine years.

The participants in both groups were then asked to describe how motivated they were to begin work on achieving their goal after moving into this new apartment. What the researchers found was that the study participants who had moved into a new apartment after staying in the same place for nine years were far more motivated to achieve their goal than those who had moved every year.

The researchers concluded that study participants “would be more motivated to start tackling their personal goal after a psychologically meaningful relocation than they would be after a relocation that was less psychologically meaningful.”

So what does this study’s findings have to do with increasing our motivation to achieve our goals after returning from a vacation break? Well, as the researchers pointed out, while all of us are driven to Click here to continue reading »”How Summer Vacation Can Drive Us To Succeed”

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