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A PERIODIC BULLETIN FROM LEGITIMATE LEADERSHIP

June 2015

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CASE STUDY: THE POWER OF INFORMATION SHARING
By Pam Pretorius, Consultant, Legitimate Leadership

Who would have thought that you could unlock the willingness of your people to contribute to the goals and objectives of the organisation by simply giving them information on how the factory is doing on a monthly basis?

In December 2014 a senior manufacturing manager at a manufacturing plant in Garankuwa, North West Province, South Africa, attended a two day Care and Growth workshop and decided to make some changes when he returned to the factory. One of these was that he would share information regularly on how the factory was doing and particularly how it was contributing to the overall goals and objectives of the business.

READ THE FULL CASE STUDY BY CLICKING HERE

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ARTICLE: DO NOT CONFUSE CONTRACTUAL ARRANGEMENTS WITH THE INTENT TO “GIVE” OR “TAKE” AT WORK
By Wendy Lambourne, Director, Legitimate Leadership

Legitimate Leadership is often asked where we stand on the matter of subcontractors or temporary employees. This is especially the case in South Africa where the union movement continues to argue for decent full time jobs for all and the end of labour brokers or temporary employment agencies.

There is, either explicitly or implicitly, a view that temporary employment arrangements are a wholesale “take” by employers. This is because they allow employers to get the job done on the cheap. They also allow them to dispense with excess or troublesome people at will, because the labour broker does the “dirty work”.

READ THE FULL ARTICLE BY CLICKING HERE

ARTICLE:  IF YOU WANT TO WORK IN A HAPPY ENVIRONMENT, DO YOUR BLOODY JOB – IT REALLY IS THAT SIMPLE.
By Gavin Sharples

Every employer’s wish is that a future employee will live up to the promises on his/her CV. A greater fictional document would be difficult to find (beyond political promises manifestoes).

It is true that nowhere in an employment  contract does it state that the company will make the employee happy, and that happiness is the responsibility of every individual him/herself.

However, breaking news for company managers/owners is that your staff’s happiness may not be your responsibility, but it is your problem!

Many years of research have gone into discovering what companies need to do in order to assist staff to be happier at work. Gavin Sharples continues to give his top five findings from this research.

TO FIND OUT WHAT THEY ARE, AND TO READ THE FULL ARTICLE CLICK HERE

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VIDEO:  LEAD LIKE THE GREAT CONDUCTORS
By Itay Talgam

What role does the conductor play in making a great live concert? The joy is about having other people’s stories being heard as well in the music, according to Itay Talgam. But not all conductors conduct in the same way, or control the process in the same way. He shows videos of different great conductors and their styles – and gives his ideas on what control means.

WATCH THE VIDEO BY CLICKING HERE

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VIDEO:  WHAT MAKES US FEEL GOOD ABOUT OUR WORK?
By Dan Ariely 

Ignoring the performance of people is almost as bad as shredding their efforts in front of their eyes. Showing interest in people’s work does not take much effort, and is motivational.

Also motivational is for employees to have a perceived meaning from their work, and for their work to be the result of striving. Just as people see much more value in their own children than others do – probably because of all that they have put into them – so we see much more value in work that we strive for more.

WATCH THE VIDEO BY CLICKING HERE

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