MAINTAINING A PRODUCTIVE WORK ENVIRONMENT

 

First Principle

You only succeed when your co-workers and employees do.

Second Principle

A good leader must ask, “What do they need from me to succeed?”

Dr. Paul Standal helps managers and employees foster motivation and productivity in their organization by coaching skills and in setting an example that fosters fairness, firmness and flexibility, while accepting expression of feelings in a safe and appropriate manner. The best managers foster a balance between providing a venue for healthy expressions of independent action and feelings, while reinforcing effective structure and boundaries. Dr. Standal’s goal is to help employees and management balance a working environment, where both the workers’ sense of respect and satisfaction and managers’ need for productivity and focus are addressed. Below are some principles that Dr. Standal finds are beneficial for maintaining that balance.

1. Be first to set an example:

• Set the mood
• Set the pace
• Set the standards

2. Be fair with your authority:

• Don’t play favorites
• Share the credit
• Take the heat
• Be fair about problems

3. Be Firm…hold to firm standards:

• State the facts
• Get agreement on the problem
• Explore the solutions
• Maintain boundaries

4. Be flexible enough for growth and change:

• Assume the best in people
• Make room for good ideas
• Admit when you’re wrong

5. Insist that people relate to each other with respect, regardless of gender, race, religion or sexual preference.

6. Boundaries are clear. Each employee is certain who is in charge, what their responsibilities are and who to go to about changing, objecting, or negotiating a company or agency regulation.

7. Listen without interrupting; don’t answer the phone; hold all calls when talking with a co-worker.

8. Ask for their opinion. Opinions are respected, ideas are welcomed and disagreements can occur without shame, violence or repercussions.

9. When you make a commitment to meet, be on time.

10. If you have to cancel a scheduled meeting, show your commitment by rescheduling.

11. Remain accessible for consultation and communicate procedures openly. Inform co-workers of what they need to know to be successful.

12. Explain the “ big picture.”

13. Get the whole story before making judgments.

14. Give them choices.

15. Give them feedback that is clear, helpful and timely.

16. When there is a problem, give them a chance to come to you.

17. Recognize their ideas, efforts and attempts to make things better.

18. Encourage their need for a balanced life and to meet their primary emotional and physical needs outside of the workplace.

19. Remember that every person has a different personality and a different communication style.

20. Expect accountability and do not withhold feedback due to your fear of rejection.

21. Treat fairly and with consistency.

22. Create an environment where creativity is reinforced.

23. Encourage input and mutual agreement on performance goals and objectives.

24. Counsel in private.

25. Thank them for their time and effort.

26. Ask for feedback in your area of improvement.

27. Ask for help and encourage involvement:

• Make involvement your first choice
• Unleash everyone’s ideas with questions
• Encourage responsibility through involvement

28. Share thoughts, feelings, and rationale (to build trust):

• Disclose feelings and insights appropriately
• Offer the “whys” behind a decision, ideas, or change
• Make sure your ideas, opinions, and experiences supplement—not replace—those of others
• Be honest. Disclosing true feelings builds trusting relationships and can help others see issues in a new light.

29. Provide support without removing responsibility (to build ownership):

• Help others think and do
• Be realistic about what you can do and keep your commitments
• Resist the temptation to take over; keep responsibility where it belongs

30. Don’t get into a rut, thinking there is only one right way to do a job.

31. Don’t expect everyone to be the same or clones of yourself.

32. Don’t give a lot of criticism.

33. Don’t isolate yourself; make yourself available.

34. Don’t expect your staff to perform poorly. Expect people to be equal to the task.

35. Don’t expect to tell staff members about your expectations, priorities and deadlines.

36. Don’t do performance appraisals only once per year.

37. Don’t wait until the project is completed to give your feedback.

38. Don’t be an autocratic leader.

39. Don’t push people over their limit.

40. Management is accessible for consultation and communicates procedures openly.