Greetings Friends ,
One of the things I like to do in December is to celebrate
success with my clients. I would love to celebrate
your 2013 accomplishments with you. Drop me a line
or give me a call and identify:
Speaking of relationships, I would like to
share some thoughts about Human Relationships at Work:
- What are you proud of that you have accomplished
- What contributions have you made that resulted
in improving the quality of life for others?
- What relationships have improved this year?
The Untapped Frontier
Leaders and managers can study, train and be coached.
But if they fail to work on their interpersonal skills,
they will not succeed when given more complex responsibilities.
Until recently, there has been little focus on what
goes on within the relationship between two people
in an organization. Almost all professional development
programs focus on the individual: what you can do
to improve yourself. Now, however, experts suggest
that executives who develop their interpersonal skills
will finely hone their ability to lead and influence.
The Boss Is Last
A recent Princeton University study revealed how individuals
feel about spending time with associates: Clients and
customers were trailed by coworkers—and the boss came
in dead last. Interacting with the boss was rated, on
average, as being less enjoyable than cleaning the house.
Top managers get to know each employee as an individual,
tailoring their management style to people’s personal
needs and preferences. Studies by The Gallup Organization
and other groups delineate four necessary management skills:
This fourth skill is uncomfortable for many—far too “warm
and fuzzy” for results-driven managers. But as soft as this
skill may appear, data support it is tangible and critical
to managerial success. Employees who feel cared about are:
- Pick good people
- Set clear expectations.
- Recognize excellence, and praise it often.
- Show that you care about your people.
Set the Example
- More productive
- Less likely to miss workdays
- Less likely to have accidents on the job
Less likely to file workers compensation
- Less likely to steal
- Less likely to quit
- More likely to recommend the organization to friends
If you want your organization to undergo a positive transformation,
you must set the example. Forge bonds with your people.
Don’t be afraid to ask about—and listen to— what they want,
what they like and what has meaning for them. Be deliberate
and explicit. Tell them they are important to you and that
you care. Explain that you want them to succeed and help
them achieve their goals.
Keep their confidences. Learn about their private lives,
within appropriate boundaries. Be willing to accommodate
challenges in their personal lives within the work schedule.
Up Close and Personal at Work
Some organizations go so far as to prohibit close relationships
between employees, but employee satisfaction increases by
almost 50 percent when friendships thrive.
Close friendships at work also double the chance that workers
will have a favorable perception of their pay. As Tom Rath
writes in Vital Friends: The People You Cant Afford
to Live Without: When we asked people if they
would rather have a best friend at work or a 10 percent
pay raise, having a friend clearly won.
What You Can Do to Strengthen Work Relationships
Progressive organizations encourage socialization through
team sports and outside activities. Astute managers recognize
that friendships should be encouraged and that work life
neednt be separate and distinct from ones personal
Rath encourages employers to promote workplace friendships
by creating a fund to pay for employee outings, some of
which include family members. They also create a work environment
in which people can socialize.
Everything begins with dialogues in your one-on-one relationships,
according to Rath. As with other areas of self-development,
strengthening relationships takes practice, and a coach
may prove helpful.
At this time of the year Terri and I like to pause to acknowledge our friends and family and all they mean to us. You are an important part of our lives and we truly appreciate your friendship and support. May 2014 be your best year yet.
this to one of your friends, so they can become a subscriber
by going to my web site
coachpinney.com and signing up.
For the last twenty-two
years Jerry Pinney has been president of his own consulting firm.
Currently he focuses his efforts on providing executive and personal
coaching to persons who are interested in improving their quality
of life and consulting to small and mid-sized companies and nonprofits.
He is a facilitator for peer advisory groups with The Alternative
Board and is a Certified One Page Planning Consultant. Jerry has
over three decades of experience in the food industry, and possesses
a unique perspective of customer service, marketing and strategic
planning. In addition to overall general management qualifications,
Jerry has proven expertise in operational planning and business
development. His food industry career started at Jewel Food Stores
followed by a long career with IGA, with their retailers, wholesalers
and ten years as Vice President of Marketing. In addition Jerry
has served as Vice President of Membership for the National Grocers
Association, Sr. Vice President of Procurement for Shurfine International
and Executive Manager of The Zenon Hansen Foundation.
Jerry has also served on a number of
nonprofit boards including: President of the Volunteer Center
of Northwest Suburban Chicago. He is currently a Project Manager
for the Executive Service Corps of Chicago. Jerrys ESC assignments
have included coaching for several Executive Directors, and consulting
on various Board Development projects and on a number of strategic
Pinney & Associates
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