Leadership Series – Being The Resolution

Leadership Series – Being The Resolution

Leadership Series – Being The Resolution

As we’ve all made a resolution or two on New Year’s Eve, we’re quite familiar with the concept of making resolutions.  A resolution is simply a promise to yourself to get something done, ideally along with a plan to make it happen.

A resolution can be a goal that you set informally and keep private, or you can share your goals and plans with other people. While it’s not very difficult to make a resolution, committing and following through are where most people have the greatest challenges.

It’s the reason why so many gyms are empty by the end of February – New Year’s resolutions fade with time.  It’s not that people don’t want the result the resolution is promising them; it’s that they lose interest when the excitement or motivation wears off.

When it comes to leadership though, being the resolution means recognizing what is missing in the world and viewing that as an opportunity to become what is needed.  It’s about lifting your attention up and out, and noticing your world at work and at home:

  • What’s missing?
  • What could be more efficient and productive?
  • Who needs help?
  • Who needs more connection?

Being the resolution as a leader means answering this question – Are you willing to step up and be what’s missing?  Most people like to complain about what’s missing, but how many are willing to take action to BE what’s missing?

Unfortunately, most of us have worked for unconscious leaders where team members who do not feel heard, will stop caring about making changes and give up on creating solutions that could benefit the organization.

Being the resolution takes place from a leader’s YES!

It’s not about being blind to problems, but instead being open to solutions and being open to other people’s ideas and suggestions as well.  It’s creating an environment that moves you and everyone else forward.

Great leaders look for ways to be the resolution – is that what you try to do whenever possible?

Let’s be honest – the world needs better leaders at work and at home.  Are you ready to become a better leader?

Source – “The 15 Commitments Of Conscious Leadership”  

5 Must-Haves for Employee Retention in 2022 – ADP

5 Must-Haves for Employee Retention in 2022 – ADP

5 Must-Haves for Employee Retention in 2022 – ADP

Employee retention is a top consideration, but employees and job hunters are currently looking for different things than in previous years. Discover how to update your 2022 employee retention toolkit.

Employee retention has become a critical consideration for businesses facing labor shortages and a reshaped workforce. The global health crisis changed the working world in innumerable ways, and its effects are still being felt. One significant change is that employees may be coming into the office less and facing different challenges in a hybrid landscape.

Traditional benefits, perks and incentives that previously helped deliver a winning employee experience may be less relevant in the current setting. If you're considering new solutions to help improve employee retention, here are five must-haves in 2022:

  1. Flexible work arrangements

Flexible work arrangements used to mean the ability to work from home or shift hours occasionally to meet needs such as childcare schedules. Today, in the context of a largely hybrid workforce, employees may be working in the office, from home or a mix of both. Fast-changing health landscapes can also mean work arrangements vary from week to week.

A culture that embraces truly flexible work arrangements needs the right systems in place to ensure those arrangements are successful. So, how can managers keep employees engaged in a hybrid or mixed environment?

“Frequency really is the new currency,” says Amy Leschke-Kahle, VP of Performance Acceleration at Marcus Buckingham Company, an ADP organization. Leschke-Kahle recommends briefly checking in with employees one-on-one every week to foster a sense of connection, and utilizing technology programs to help reinforce that connection. Platforms such as StandOut® powered by ADP® offer a unified activation solution designed to help team leaders turn their people's natural talent into extraordinary performance, with features like personalized coaching, strengths assessment and ongoing development opportunities.

  1. Flexibility in compensation

Compensation remains critical to employee retention. However, it's not just how much you pay — it's also how you deliver payment. Increasingly, employees want a variety of flexible payment options. During a crisis it may be hard to cash or deposit a paper check if an employee has to be away from home, is not scheduled to be in the office to receive a check or banks are closed.

Research from ADP found that many millennials and Gen Z workers want the flexibility of a paycard. Diversifying the way you compensate employees and offering alternatives to traditional paper checks is an important update to consider. There may have been shifts in the ways your employees manage their money, and it's critical that employees are able to access their pay easily in a digital-first world.

  1. Clearly communicated compliance needs

The work-from-home trend has introduced a variety of new compliance challenges for organizations, many of which employees may not necessarily be aware of. Businesses often struggle to note which regulations apply and what types of events (such as an employee working remotely in a new state) could trigger critical operational or compliance needs.

Different states may have vastly different requirements or policies on Wage & Hour and other Labor laws, paid leave or other benefits, taxation, and worker classification, among others . Employees need to understand what constitutes a change and when to communicate that information to employers. At the same time, employers need systems that quickly ensure they're complying with what states require. Slow responses or a lack of action can lead to employee complaints.

“That's what sparks audits from the Labor Department or the tax department,” says Pete Isberg, VP of Government Relations for ADP. “Employees working in different states become aware of new benefit programs to which they are now entitled and register concerns with the Labor Department. All those things need to be considered. Not to be negative about this, but there are compliance issues that deserve a close look with hybrid work and people working across state lines.” Develop a plan for when employees need to communicate with you and what you'll need to communicate back.

  1. Professional development opportunities

2022 holds the potential for significant innovation, from new tools and industry opportunities to emerging trends. Businesses that offer their employees growth paths and professional development opportunities — including upskilling when required — can increase employee retention and satisfaction.

If you're identifying data gaps or skills gaps as you plan for the future, focusing on professional development opportunities can help you take your current talent bench into the next phase of your business. In the year ahead, businesses will embrace upskilling, reverse mentoring programs and digital learning as tactics to help employees continue growing and foster a development-oriented culture.

  1. A culture that focuses on DE&I

Diversity, equity and inclusion (DE&I) are cornerstones of the culture today's employees want to be part of. Your corporate take on DE&I can impact whether job candidates will take a job with you. The Washington Post reports that 76% of job searchers evaluate diversity when they're considering organizations and job offers. Today's top talent want to work with organizations that value diversity and make it a priority in the workplace daily.

Investing in a culture of diversity can also help to improve the individual employee experience, which has a positive impact on employee retention. Research from the ADP Research Institute found that DE&I initiatives that focus on fostering a sense of connection have a direct impact on employee engagement: “Those who are Strongly Connected are 75x more likely to be Fully Engaged at work compared to Not Connected.” As you develop your employee retention toolkit for 2022, consider whether your DE&I initiatives gather real-time data and support all employees feeling visible and connected.

It's time to update your employee retention strategy

Understanding what top job candidates seeking new opportunities want, and what will keep star employees happy with your offerings, can help you win over the talent you need. What employees need and want in terms of incentives, and what you need to offer to drive employee retention, have changed. Updating your approach and investing in supporting systems can give you a key advantage in retaining and attracting key talent.


This story originally published on SPARK, a blog designed for you and your people by ADP®

Learn more about how ADP’s small business expertise and easy-to-use tools can simplify payroll & HR at adp.com.

Resource: 5 Must-Haves for Employee Retention in 2022

Leadership Series – Creating Win-For-All Solutions

Leadership Series – Creating Win-For-All Solutions

Leadership Series – Creating Win-For-All Solutions

In the often cut throat world of business, it’s unfortunate that the focus tends to be on “what’s in it for me” and that an emphasis is put on “winning at all costs”.  Sadly, this attitude of “me versus you”, or “us versus them”, has become incredibly common among all levels of leadership.

In some negotiations and business relationships, where one party may win ground while the other party or parties lose ground, this win-lose relationship is often referred to as a zero-sum game.  Whatever one person wins, the other person loses, making the net gain a zero.

While that can be fine when it comes to playing board games or video games, it’s not in your best interest as a leader to adopt this zero-sum game attitude.  In fact, it might be hurting you and those you lead, more than you may realize.   

Learning how to come up with ideas and creative solutions that serve all, is an important skill to develop as a leader.  Even though it’s typically much easier to attack a problem from a win at all costs perspective, coming up with a win-for-all solution takes a higher intelligence and a much more collaborative process. 

In essence, win-for-all solutions require the building blocks of the other leadership series highlights previously shared:

When it comes to solving problems, it’s understandable that not all issues are negotiable, however, many can actually be solved with a win-for-all solution, at least in a small way.  Although it might take some extra effort and require more outside-of-the-box thinking, the benefits can greatly outweigh any costs. 

Win-for-all collaborations allow solutions to be implemented quickly, saving time and money in the end.  It also creates a more cohesive, supportive environment for leaders and those they lead. 

Great leaders create win-for-all solutions – is that what you try to do whenever possible?

Let’s be honest – the world needs better leaders at work and at home.  Are you ready to become a better leader?

Source – “The 15 Commitments Of Conscious Leadership”  

Practices for Developing a Supportive Team – Bill.com

Practices for Developing a Supportive Team – Bill.com

Imagine this – a business whose leaders all have one common focus – sustainable growth!   Sounds great right?  But how?  What needs to be done to achieve this growth?

While there are many factors that can help a business achieve sustainable growth, one of the most important factors to consider is your team:

  • Do you have the proper team in place?
  • Do you consider your staff your most important asset?
  • Do you know how to support and grow your team?
  • What changes do you need to implement in order to address your staff needs and hiring processes? 

“Proper staff development is critical to support firm growth because it’s the strength of your staff that will make or break you.” – Jeff Phillips

In this age of the “Great Resignation”, finding the right candidates and retaining your best people is one of the keys to running a successful business, especially in this modern, tech-forward world.  The truth is that employees have more options than ever, so why should they work for you?

What are their major pain points?  How can you help alleviate some of those stressors for your staff to create a sustainable work environment that promotes growth and employee satisfaction?

When dealing with the accounting profession, it’s important to consider some major pain points such as manual data entry, real-time proactive advisory relationships, providing a trusting environment, higher margins, better value, and flexibility, to name a few.. 

It’s also important to consider who makes up your applicant pool, and to do the work to successfully attract and retain these top performers.

With that in mind, here are 8 best practices you may want to consider to develop your team:

  1. Craft clear vision, and repeat it (communicating your vision to your staff is vital for building a supporting culture around it)
  2. Improve communication and workflow (work to optimize communication and workflow processes)
  3. Hire top talent (improve hiring practices to ensure top talent gets hired)
  4. Have a structured onboarding process (just as attention is given to client onboarding, employee onboarding is just as important – it's the first impression of the firm for new talent, and can set the tone for the work relationship)
  5. Delegate thoughtfully (hiring talent means not having to take the entire workload on yourself, but it also needs to be effective – make sure you are informing and communicating to the team, without the need for micromanaging)
  6. Have continual training (this empowers employees and allows for them to be better equipped for their role – as they grow, so does the firm)
  7. Support accountability (accountability leads to higher productivity and helps hires follow through, setting the stage for advancement in the process)
  8. Streamline processes (record and reinforce processes, always considering areas of improvement and innovation)

Building the right team doesn’t have to be so challenging when you take the time to implement some best practices.  It’s well worth the effort when you can help lay the foundation for a business to achieve sustainable growth.  With the right team, anything is possible!

Source: https://www.bill.com/blog/8-best-practices-developing-team-support-your-growing-firm

**If you are interested in using bill.com, here is a link or a free trial! No credit card needed! CLICK HERE

Leadership Series – Experiencing The World As An Ally

Leadership Series – Experiencing The World As An Ally

Leadership Series – Experiencing The World As An Ally

While social movements like #MeToo and Black Lives Matter have been changing important conversations about the rights of women and minorities, it’s as important as ever to speak up when you see or experience some form of injustice.  But it’s also important to see people and circumstances as allies in your growth, not as enemies, especially when it comes to leadership.

As you become open to looking for support and are willing to reach out to others, you set the tone for those you lead to do the same with you.  Instead of being a reactive leader who believes people and circumstances are obstacles to getting what you want, you actually show a higher level of emotional intelligence when you experience the world as an ally.

Even if there are obstacles, shifting your focus to who and what is for you, rather than against you, you’re much better able to move you forward.  Instead of being stuck alone, trying to overcome the obstacles by yourself, you can ask for help and find support in others.

Unfortunately many leaders seem to have a reactive mindset.  They are convinced that they will feel happier once they get what they want, and if they can’t get what they want, it’s because others are standing in their way.  

This “me versus them” mentality creates an atmosphere of negativity and mistrust, not only for the leader, but for those around them as well.  It also fosters an undertone of creating enemies instead of allies.

While most leaders will be faced with many challenges, when you can see the world through the lens of others being allies, you make it possible to collaborate, support, and encourage many more people than when you experience the world as an enemy.  

The truth is that challenges can create the positive pressure often needed for leaders to expand beyond their comfort zone, allowing them to shift out of the state of comparison and instead to see everyone and everything as equally valuable.

Great leadership means making the effort to see no one and nothing as your enemy, saving so much more time and energy when you’re not assuming the worst.

It’s important to be willing to become aware of how often you notice the worst in others, and instead look for ways to see them at their best.  The more allies you can foster, the more impact your leadership will have. 

Great leaders experience the world as an ally – is that how you are experiencing it?

Let’s be honest – the world needs better leaders at work and at home.  Are you ready to become a better leader?

Source – “The 15 Commitments Of Conscious Leadership”  

Leadership Series – Sourcing Approval, Control and Security

Leadership Series – Sourcing Approval, Control and Security

Leadership Series – Sourcing Approval, Control and Security

As humans, we cannot escape the basic needs for approval, control, and security, no matter how hard we try.  They are just an intrinsic part of our human nature.

If you think about it, most of our wants are a version of these three basic desires.  For example:

I want my children to do well in school:

  • I’m afraid that if they don’t do well they won’t be able to support themselves as adults (security)
  • What will other people say about me as a mom if my kids don’t do well in school? (approval)
  • I don’t want my children, or myself, to suffer (control)

While it sounds lovely in this example, to want your children to do well in school, the issue is that you are actually sourcing your need for approval, control, and security to others.  In essence, you are making your children and other people responsible for meeting those needs.

When you believe that you don’t have those three core needs met, it will cause you to seek them outside yourself.  Unfortunately, when you outsource your need for approval, control and security, you give your power away – in a big way.

Although these core needs might be part of your human nature, it’s still important to understand how they drive your actions and the behavior of others.  In order to truly be a good leader, you need to first understand yourself and take responsibility for how these basic needs of approval, control, and security show up in your actions.

The key is also understanding that anything you want is because of how you believe it will make you feel, and that you can always create that feeling on purpose without needing anyone or anything to be different.  The feelings of approval, of control, and of security are all available to you without needing to outsource it elsewhere.

When you give yourself permission to meet those core needs yourself, you become a mature, powerful leader.  By becoming an example to others, you teach them how to meet their own core needs as well.

Be willing to become aware of how you are sourcing your need for approval, control, and security.  If it’s not from you, then you have some work to do. 

Great leaders source approval, control, and security from themselves, not from others – are you outsourcing approval, control, and security?

Let’s be honest – the world needs better leaders at work and at home.  Are you ready to become a better leader?

Source – “The 15 Commitments Of Conscious Leadership”