Did you know that authenticity elevates your business above the competition? Tapping into your authentic nature in the workplace not only helps alleviate stress, it has a myriad of benefits! As noted by James Noble,
Authenticity works because:
It builds your identity and image into something influential It gives substance to your business, services and products It enables people to relate to your business It helps people understand how what you offer is of benefit to them It tells people that what you offer is of high quality It marks you out as a reliable, trustworthy company It encourages engagement and can turn audiences into advocates
Being authentic is one of the key ways to become more likable in the office? However, authenticity in business is about much more than being likable, it’s about mindfully being true to yourself, what you do, and who you serve. Lack of authenticity produces distrust and creates artificial […]
You may have heard the news that the level of employee engagement in the US workforce is at a staggeringly low 33%, according to Gallup’s 2017 State of the American Workplace. The good news is it’s higher than it’s been since 2000. The bad news is, it’s old news. The number has been hovering between 26% and 32% since 2000. According to the same Gallup survey, 51% of U.S. employees say they are actively looking for a new job or watching for openings. That means that some of our engaged workers are actively looking too, the very people that contribute the most to the organization’s bottom line. Are organizations missing the mark on employees’ workplace expectations? If so, it’s high time to pay attention as the war for […]
Remember the days of finding out someone was trying to reach you when you got home because there was a blinking light on your answering machine?
The activity was called “First Impressions.” Nine of us entered the large indoor arena, pens and notebooks in hand, with instructions from our trainers to individually choose, out of the three horses in the arena with us, one horse we would want to work with and one horse we would not want to work with. We had ten minutes to observe the horses who were in the arena with us, and then we would debrief as a group afterwards to discuss our choices. Since my background is in corporate workplace environments, I created the context of building a team – which horse would I hire and which one would I not hire?
The leadership team had been trying to get the horse to move from a box labeled “mis-communication” to an area designated as “productivity” for at least 15 minutes — they pushed, pulled and coaxed to no avail.Each brainstorming session led to minimal movement and a tendency to get stuck doing the same things over and over again. The horse was confused and irritated, and the participants were getting frustrated.When we paused to process the experience what became apparent was that some people had been inauthentic in their participation, going through the motions rather than fully engaging, or had been holding back their ideas for fear of looking foolish. Creativity was blocked and the horse was picking up on the incongruence in the group — it became evident that this was […]