Organization

Building Community is Key

by necoaching necoaching No Comments

As human beings we have a basic need for being part of a system. In the context of Maslow’s hierarchy, given that the physiological and safety needs are being met, love and belonging provides the basis of the next level need. From the moment of our birth we are part of a family and then this evolves into neighborhoods, friends, school mates, church affiliations, sports teams, etc. All of these directly or indirectly provide a feeling that others care and that we are part of something bigger than just ourselves. It’s called community.51004157 - wow place to work

Some of the characteristics that emanate from this sense of community are commitment, trust, motivation, teamwork, being valued and the list goes on. This sounds very familiar with the aspirations of many workplace organizations but to describe them as communities and refer to it as love and belonging might seem a strange vernacular.

One of the fundamental differences between the types of communities mentioned initially and the workplace is that in the latter people are financially “compensated”. The word compensation is described in the Webster Dictionary as “something given or received as an equivalent for services, debt, loss, injury”. So implicit in this is that you are sacrificing something, perhaps your time, skills, talent, etc in exchange for money or some tangible reward. But this doesn’t build community in the workplace; it’s just the price of entry.

So here comes the rub. Going back to Maslow’s hierarchy of needs, compensation is part of the basic fundamental physiological need; it’s what allows us to survive: it helps to provide shelter as well as feed and cloth our families. However, much more can be achieved by also addressing the next level need – creating a highly engaged environment aka, a community. That’s what Zappos and Google do; they have transformed their organizations into their own unique communities where employees feel a sense of love and belonging, even though these words are perhaps not used. As a result turnover is low, productivity is high, innovation is outstanding, customer service is king and profits continue to soar.

Great Teams Form Community

by necoaching necoaching No Comments

community 2As human beings we have a basic need for being part of a system. In the context of Maslow’s hierarchy, given that the physiological and safety needs are being met, love and belonging provides the basis of the next level need. From the moment of our birth we are part of a family and then this evolves into neighborhoods, friends, school mates, church affiliations, sports teams, etc. All of these directly or indirectly provide a feeling that others care and that we are part of something bigger than just ourselves. It’s called community.

Some of the characteristics that emanate from this sense of community are commitment, trust, motivation, teamwork, being valued and the list goes on. This sounds very familiar with the aspirations of many workplace organizations but to describe them as communities and refer to it as love and belonging might seem a strange vernacular.

One of the fundamental differences between the types of communities mentioned initially and the workplace is that in the latter people are financially “compensated”. The word compensation is described in the Webster Dictionary as “something given or received as an equivalent for services, debt, loss, injury”. So implicit in this is that you are sacrificing something, perhaps your time, skills, talent, etc in exchange for money or some tangible reward. But this doesn’t build community in the workplace; it’s just the price of entry.

So here comes the rub. Going back to Maslow’s hierarchy of needs, compensation is part of the basic fundamental physiological need; it’s what allows us to survive: it helps to provide shelter as well as feed and cloth our families. However, much more can be achieved by also addressing the next level need – creating a highly engaged environment aka, a community. That’s what Zappos and Google do; they have transformed their organizations into their own unique communities where employees feel a sense of love and belonging, even though these words are perhaps not used. As a result turnover is low, productivity is high, innovation is outstanding, customer service is king and profits continue to soar.

Why Community is Key!

by necoaching necoaching No Comments

As human beings we have a basic need for being part of a system. In the context of Maslow’s hierarchy, given that the physiological and safety needs are being met, love and belonging provides the basis of the next level need. From the moment of our birth we are part of a family and then this evolves into neighborhoods, friends, school mates, church affiliations, sports teams, etc. All of these directly or indirectly provide a feeling that others care and that we are part of something bigger than just ourselves. It’s called community.

Some of the characteristics that emanate from this sense of community are commitment, trust, motivation, teamwork, being valued and the list goes on. This sounds very familiar with the aspirations of many workplace organizations but to describe them as communities and refer to it as love and belonging might seem a strange vernacular. Read more

Organization or Solo-Preneur?

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For the majority of those reading this you are either part of an organization or are pursuing a solo-preneurial career. Whichever you might be on there is always the question as to whether it’s “greener” on the other side. To make a decision to move in either direction is huge and can never be taken lightly.

The following are some key categories and associated questions that one should consider in terms of what might be right for you.

1. Knowledge – Is your area of specialization something that could drive your own business or fit in better as part of an organization? How might your knowledge and experience be most fully leveraged?

2. Motivation – Are you a self starter or do you need others to motivate and acknowledge your efforts? Can you hold yourself personally accountable or do you need somebody else to hold your feet to the fire?

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“The Right Fit” Training Organization

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For many organizations annual budget preparations are beckoning and consequently for Human Resource leadership considering what to allocate for professional and organization development. Whether it’s through a talent management review, succession planning or some fundamental training needs analysis justifying precious financial resources for training is never an easy task.

So once the overall budget is agreed the bigger challenge becomes who will actually be conducting the training? When selecting a training organization here are a few tips to take into consideration to ensure you have what is most important – the right fit.

Quality of Content

It may seem obvious but really pay attention to ensuring that there is good match between the needs of the organization, the people attending and the actual content provided. In addition, what opportunities does the program provide in terms of integration of learning so that it is a real “experience” rather than simply an “event”?

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