Tag: Manager

Honing Change Leadership

Change was already omnipresent in many workplaces prior to the pandemic. The global crisis just meant that it’s now accelerating.

The pace of change is ironically changing, and it’s one that’s growing in intensity. Also, experts don’t see it leveling off anytime soon. The iPhone, once considered revolutionary, is now a decade old.

Consider how the Internet is now 40 years of age, and 40 years prior to that, most homes didn’t have electricity. With lifespans going into the 80s, some people alive have seen unthinkable change and development.

In the business world, CIOs are professionals who need to be masters of change. In fact, they need to embrace the role of a change leader.

People who are change leaders can seriously improve the businesses that they work for instead of seeking new opportunities to flourish somewhere else. However, such leaders need to be identified within an organization. They also need encouragement if they’re going to be creative and successful.

Some CIOs believe that all CIOs should be change masters. This rings more true today as the sphere of influence of a CIO is growing, not just in terms of how technology is changing but how businesses are redefined.

For a CIO to be a change master, they need to be constantly learning. They must also understand every nuance of their business so they can always produce results that have value. Successful CIOs are masters of strategy and help build confidence in everything around them. CIOs should focus on facilitating others and be masters of making arrangements far more than leading specific IT projects.

While particular skills and knowledge can be trained into employees or found through the labor market, change masters in CIO positions should do all they can to nurture as much emotional intelligence as possible within an organization. That starts with their own ability to empathize with anyone in their current organization.

Leading by example still goes a long way and inspires others to follow suit, especially if they believe in what a person is doing. In a world overrun by technology that shows no sign of slowing down, it’s connecting with people on a real level that restores the balance of humanity to organizations looking to keep up in this constantly changing economy.

This article was originally published on JamesKassouf.co

How to Develop Your Employees

Employee development can be a rewarding investment. Unfortunately, it often features as the last thing on most manager’s priorities. Development makes employees more productive and more innovative, making them perform at a higher level. Employee development also helps with recruiting and retaining top talents as well as allowing managers to delegate so they can focus on the most critical roles. Here are ways managers can contribute to the development of their employees.

Self-Development

Managers should first shape up their behaviors before focusing on their employee growth and development. Otherwise, they might look like a hypocrite rather than a mentor. Employee development starts with learning self-development and role modeling. Managers might also need to sharpen their other skills before deciding to mentor their workers.

Build Mutual Respect and Trust

Managers should let their employees know that discussing their development won’t expose their weaknesses. Instead, inspire them to be in charge of their development discussions by building their trust. Then, use those discussions to show them the efforts and resources invested in their development.

Keep Employees Involved

Employees will rarely open up to a manager. However, managers can keep them engaged by asking questions that will force them to think critically. But consider revisiting those queries as a way to cement and reflect on the skills and knowledge gained.

Consider Delegation

Managers often spend time on less important tasks that are better delegated to junior officers. However, letting go of some responsibilities can free up managers’ time to focus on employee development. But managers should never expect the junior officers to perform the way they would. They may not meet expectations, but that’s how workers learn.

Introduce Networking

Managers are tasked with connecting and introducing employees to mentors, subject-matter experts, and role models. Networking will remind employees that they are responsible for their professional growth and reinforce their sense of ownership.

Encourage Ongoing Learning

Employee development isn’t a one-time event. It doesn’t happen only during annual reviews. Managers should use all their interactions with their workers, including during weekly meetings, as an opportunity to develop their team. Look for ways to integrate a development mindset into all engagements with employees. Investing in coaches, conferences, training, and tangible resources can also encourage ongoing learning, an integral part of employee development.

This article was originally published on JamesKassouf.co