When you tell someone what to do, you rent the idea. The ownership is much less than when someone co

It turns out that amidst all the highly complex, nuanced and sometimes ambiguous supervisory actions one can take, there are some that are dead easy, don't take much time, and yield often incredible results. (Some of the others are things like listening, giving recognition and showing an interest in employees' career development circus circus hotel and casino – all subjects perhaps for future blogs.) For now, I want to focus on four of the most motivating words a supervisor can utter, which often unleash very surprising and great results.
It gives you more information. Of course, when what you hear seems to be baloney, it's an opportunity to – helpfully and constructively share context they may be lacking, or to walk through reasoning circus circus hotel and casino that may have holes in it.)
It creates a kind of accountability for really thinking about things, that often stretches people beyond a very familiar and comfortable patch of ground. circus circus hotel and casino They may need to consider ripple effects, or how their idea may impact others, for example.
I have seen now several examples where entire organizations did this – not just an individual supervisor – and the results have been staggering. The creativity, fresh perspectives, and out-of-the-box thinking really pushed the envelope and yielded compelling ideas.
Employees felt empowered to think about problems in new ways, rather than saying, "That's not my job." They got excited as they found that part of themselves that may have been shut down years ago when a supervisor said, "That's not your job."
While the organization-wide practice creates a fabric that can become part of the culture, any supervisor can do it anytime he or she wants. There is no HR ruling that says employees can't be asked for opinions.
The Washington Post noted today the Surface Transportation Board (STB), which regulates railroads, scored the highest of any agency on innovation in the Partnership for Public Service's survey. circus circus hotel and casino (DHS, the SEC and Federal Labor Relations Board received the lowest marks). Here's the STB's secret sauce, as reported circus circus hotel and casino by the Post: "Board circus circus hotel and casino leaders circus circus hotel and casino encourage employees to make suggestions during a weekly open door meeting, and honor the best proposals with the agency's own 'Genius' award, presented at an annual ceremony."
First is time. Busy people think they don't have time to listen to employees' ideas. So let's just flip that for a minute, and say your boss says he or she doesn't have time to listen to your ideas. As Dr. Phil would ask: "How's that working for you?"
The second may be related. Deep down, some supervisors think they have to have all the answers. They believe they are in that position because they know more than the employees. This is a hopelessly confused, antiquated and unrealistic position circus circus hotel and casino often based on pride and ego more than a desire to cultivate talent, generate new ideas and encourage employees.
When you tell someone what to do, you rent the idea. The ownership circus circus hotel and casino is much less than when someone comes up with a good idea. When that happens, you can bet there is a lot of investment and ownership.