Tag: empower employees

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BLG Leadership Insights

You Might Have Missed…

The past two weeks have been busy with work and barbecues, so you might have missed these leadership articles:

  1. When Self-Interest Is Not An Excuse Not to Lead: Leaders can’t let their self-interest get in the way of making tough decisions.
  2. 3 Generations & Social Technology: Let’s face it: we’re getting older and technology is getting newer. How does this affect the corporate culture generation gap?
  3. 3 Tested Strategies to Empower Employees: 3 simple rules that are often forgotten by busy leaders.
  4. Leadership Lessons From Richard Feynman: One of the greatest scientists from the 20th century has a lot to say about leadership–even though it might not be apparent right away.
  5. The Future of Media Distribution: Leaders must stay on top their industry trends, as shown perfectly in the media distribution business.

Enjoy the articles and enjoy the remainder of the weekend. Over the next week we’ll be looking at leadership lessons from a wide variety of sources.

Categories
BLG Leadership Insights

3 Tested Strategies to Empower Employees

Managerially competent leaders who sustain momentum are experts at empowering individuals and groups to perform specific tasks or processes in the pursuit of their agenda. The most effective leaders understand that their ability to deliver results and to engage others with the responsibility and authority of getting things done.

Douglas Conant, CEO of Campbell Soup Co., knows this lesson well. In his recent interview with Forbes he stresses the importance of engaging employees in order to secure better results. Mr. Conant says the following techniques helped him dramatically engage employees and increase productivity:

  • Find Leaders From Within: Mr. Conant replaced 300 managers with leaders from within the company. It was a clear illustration of caring for the team and people at Cambell Soup Co..
  • Learn to Celebrate Success: It’s easy to find success stories within organizations and they should be celebrated. You can skip the balloons and the cake–but you should make an effort to share a lunch with a few colleagues who have done something positive.
  • Write Thank-You Notes: It’s easy to send a quick email but it’s not worth much–no matter how many exclamation points you use. Instead, try writing a small, personalized, thank-you note to team members who’ve done a great job. It shows you care and it shows that you have time for people, not just profits.

Mr. Conant motivates his team and enhances his organization’s cultural momentum by largely guiding individual self-motivation. He wants everyone to feel like an integral part of the team. Thank-you notes, small lunches, and hiring leaders from within help Mr. Conant show his team that he cares about everyone and, as Campbell’s success is showing, his team cares about doing a better job.