Paul Keijzer http://www.paulkeijzer.com Leadership strategies for managing talent in Asia’s emerging markets Wed, 15 Aug 2018 03:30:07 +0000 en-US hourly 1 https://wordpress.org/?v=4.8.7 61348136 4 Effective Ways to Lead with Resolve in Times of Exponential Growth http://www.paulkeijzer.com/lead-with-resolve/ http://www.paulkeijzer.com/lead-with-resolve/#respond Wed, 15 Aug 2018 03:30:07 +0000 http://www.paulkeijzer.com/?p=6317 Learn how to stay firm on your purpose and vision by practicing ways to lead with resolve to really make an exponential impact.

The post 4 Effective Ways to Lead with Resolve in Times of Exponential Growth appeared first on Paul Keijzer.

]]>
A leader that’s constantly changing their ideas and vision isn’t easy to follow. Sporadic, random, all over the place, indecisive, and even chaotic are what comes to mind when describing such leaders. One week you’re focusing on a particular project and the next something completely different. Teams can easily get frustrated, lose focus and get annoyed by such leaders. And hence, they’ll repel really talented people because of their lack of resolve and commitment.

Now on the flipside to this, is the fact that since we’re operating in the times of rapid and exponential changes leaders, companies and talent need to remain fluid, agile and constantly evolving. Hence, strategies and visions need to constantly be revisited, revised and realigned as well.

So how does an exponential leader stand firm on their resolve when things are changing so rapidly and avoid losing interest of their followers? Here are 4 tips on how to lead with resolve.

1. Be True To Yourself

Chasing the dreams, aspirations and goals of others is probably the biggest mistake anyone can make. You think of successful leaders like Bill Gates, Jack Welch or Elon Musk and your first instinct is to emulate them. Their accomplishments were their dreams. Chasing what others have dreamed of is a guaranteed path to being unsuccessful and unhappy. Believe me, you’ll regret it. Living a life in which you’re true to yourself entails setting aside all the “shoulds” you have locked up in your head. These are the expectations others have of us – our parents, teachers and even bosses. Following other people’s dreams may ensure their happiness, however, yours will suffer. Instead of chasing what others want and expect from us, surround yourself with the honesty of “who you want to be”. Steve Jobs one said “You’ve got to love what you’re doing otherwise you’re going to give up”. Love what you do, and love who you are.

2. Pursue Your Values

I’ve often said in my blogs that to truly lead people towards greatness and inspire them to tap into their full potential you need to lead with values that appeal to everyone. At the heart of every leader should be core values that inspires and drives greatness. It’s what’ll enhance your leadership brand and inspire people to follow you. Irrespective of the situation or challenge, your core values are non-negotiable and unchallengeable. They hold steady through all trials and grant you an edge over any other. Be it values of your professional or personal life, your values are what define you. It defines the person you are, be a parent, a son/daughter, a spouse, a colleague, a citizen, or a leader. Guarding your values and remaining true to them is the vital element that’ll guarantee you prosper in life, always!

3. Lead With Purpose

Leading with purpose means to have a clear image of the life you want and then pursing it boldly and without any inhibitions. Having a purpose is more than a goal or an end result. It’s much bigger. It’s elaborate and often outrageously gigantic. As a leader, leading with purpose necessitates a clear understanding of why you want to be a leader and why you should be one. Authentic leadership isn’t just making your way to the top. It’s abound creating a better future for the people who lead, your organization, the various stakeholders of your organization and the community you serve and operate in. In essence incorporating your personal purpose into that of your business is what’ll help you achieve it. And along the way you’ll inspire others to have a purpose as well.

4. Accept Change

Technology, consumer behavior and expectations and business models have all rapidly evolved, altered and grown. It’s high time you embrace changes and accept it as the new norm. The pace of change that was experienced 20 years ago is definitely not what it’s like today. In just 2 years much can change. Business models are altered, customer focus is diverted and technology has taken another giant leap. Without this acceptance, you will fall behind and ultimately fail (think Eastman Kodak and Toys’R’Us). Make it a point to keep an open mindset that’s always looking for signs of evolution and how to do better business.

By incorporating these practices into your leadership style you’ll stay focused on your ambition to lead with resolve, align your talent to your purpose and goals and ensure your company is on track to success. Change is good, however, being indecisive and chaotic is catastrophic. Lead with resolve and you’ll prove to everyone your leadership has solid thinking behind it.

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post 4 Effective Ways to Lead with Resolve in Times of Exponential Growth appeared first on Paul Keijzer.

]]>
http://www.paulkeijzer.com/lead-with-resolve/feed/ 0 6317
3 Unquestionable Ways To Achieve Greatness As An Exponential Leader http://www.paulkeijzer.com/ways-achieve-greatness-exponential-leader/ http://www.paulkeijzer.com/ways-achieve-greatness-exponential-leader/#respond Wed, 08 Aug 2018 03:30:15 +0000 http://www.paulkeijzer.com/?p=6309 See what it takes to truly be an exponential leader who’s aiming to achieve greatness by altering your behavior and perception.

The post 3 Unquestionable Ways To Achieve Greatness As An Exponential Leader appeared first on Paul Keijzer.

]]>
In an interview with Popular Science magazine Amar Bose, the founder and once Chairman of Bose Corporation said “I would have been fired a hundred times at a company run by MBAs. But I never went into business to make money. I went into business so that I could do interesting things that hadn’t been done before.” That’s precisely the mindset that defines exponential leaders and empowers them with the ability to aim for and achieve greatness.

It’s no secret that chasing your dreams, interests and passion is far more rewarding for your pursuit to achieve greatness than purely being on the hunt for monetary gains. You’ll hit roadblocks and needless frustration knowing that you’re unable to grow your business’s profitability. Plus it’ll hamper your ability to be creative and innovative. Instead, working towards a higher purpose may be challenging at present and may not yield the financial numbers that’ll pacify your CFO, but it sure will push your company to develop products that are more competitive, unique and disruptive.

To truly achieve greatness exponential leaders must differentiate themselves from other leaders. They must rise above and go beyond. Their principles and practices should be reflected in their company values. To sum it up, here are a few tips to help leaders achieve greatness.

1. Think Big

To achieve greatness a leader must first put aside their personal needs, desires and goals. You’re not in business to satisfy your ego or build something to glorify yourself. You’re in it for the greater purpose of positively impacting society, your community and the world. Your company’s purpose should be linked to everyone that’s impacted by it – your suppliers, distributors, employees (and their families), neighboring companies, your industry, shareholders, customers and even (to a certain extent) those who aren’t your customers. Everyone who knows of your company or is directly linked to it has a stake, and hence, your quest to achieve greatness should factor them into it. How do you want your company to be perceived? How will the lives of the people who purchase your products or services be impacted? Do your competitors perceive your company as morally and ethically sound? It all matters. Thinking big will present bigger challenges, problems and obstacles but the results will manifest itself as greater success.

2. Orchestrate

Have you ever heard an orchestra perform? There are many different instruments playing all at once and as hard as we try, most of us zone into only those that we fancy the most. Some of us hear the wind instruments clearer than the strings. Sometimes the violins get most of our attention. In an orchestra, however, there’s one person who hears all instruments clearly, attentively and collectively. And that’s the conductor. To achieve greatness and produce symphony that’s flawless the conductor has to be able to hear every single instrument, pick out even the slightest off-note and build symphony that’s collectively harmonious. An exponential leader is no different than a conductor. Leaders need to orchestrate every function and aspect of an organization to synergize them and empower them to work in perfect harmony. It doesn’t mean that there won’t be conflict or challenges. Every function (instrument) has its peculiarities, weaknesses and strengths. Everyone will have their opinions and disagree on a number of strategies. The idea is, however, for the leader to be able to hear them all and still orchestrate the exponential growth of the organization.

3. Association by Dissociation

Though most people may disagree, socializing and engaging in debate over the challenges of the world and needs of the people can be a disservice to an innovative leader. The trouble is that most times leaders dive into deep thinking to solve a problem or challenge based on the insight they receive from others. That insight itself is skewed, biased and forces you to believe it’s “the right thing to do”. However, to achieve greatness you have to break free from the norm and “the right way”. Consider most inventions and innovations and you’ll notice that one thing’s common in all of their beginnings – their creators disassociated themselves from popular chatter. Steve Jobs was at the forefront of this notion. He popularized touchscreens though other manufacturers were already producing it. Jobs envisioned computers with color and fueled the perception that these devices can be decorative furnishings at home, rather than dull pieces of machinery. What it boils down to is that disassociating yourself from what others believe is correct or what the norm is will lead to innovation that’ll spark your greatness. Basically, do the unthinkable and that which no one else is doing.

To achieve greatness is a lifelong pursuit. It demands perseverance, persistence and creativity. And to truly leave an impact that spells out your legacy, you’ll need to be an exponential leader who’s pursuing the extraordinary.

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post 3 Unquestionable Ways To Achieve Greatness As An Exponential Leader appeared first on Paul Keijzer.

]]>
http://www.paulkeijzer.com/ways-achieve-greatness-exponential-leader/feed/ 0 6309
How Playing Games Can Lead To An Engaged Workforce http://www.paulkeijzer.com/playing-games-engaged-workforce/ http://www.paulkeijzer.com/playing-games-engaged-workforce/#respond Fri, 03 Aug 2018 03:30:13 +0000 http://www.paulkeijzer.com/?p=6306 Challenged by the notion of developing an engaged workforce? Try Gamification and you’ll quickly overcome this hurdle and extract the most from your talent.

The post How Playing Games Can Lead To An Engaged Workforce appeared first on Paul Keijzer.

]]>
What do you achieve with an engaged workforce? According to a recent Gallup poll, an organization with engaged workforce leads to:

  • 17% higher productivity
  • 20% higher sales

To add to this, there 2013 poll found companies with high levels of engagement had:

  • 37% fewer absenteeism
  • 25-65% less turnover

What all this means is that having an engaged workforce can and will substantially enhance your company’s business performance. Alright, so you agree to this, however, the challenging question that most organizations ask themselves is, how do we engage our workforce? Drumroll please … Gamification!

Gamification is Everywhere

Yes, gamification is everywhere. It’s an increasingly growing trend that’s fast gaining adoption in the world of healthcare, marketing, customer relations and HR, among others.

For companies seeking to boost employee engagement, gamification creates a digital environment that helps employees achieve specific goals and objectives. Through the games that employees play they earn points, badges and rewards and progress through the gamified world by improving their skills, collaborating and meeting company and team goals. Simply put, gamification brings back the fun in work!

Let’s face it, everyone loves games and play it in some form or the other. Gamification, hence, is a natural fit in the workplace. Think about it, wouldn’t it be amazing to boost your employee engagement levels through games?

Why Gamification Exceeds Expectations

At first people are skeptical about introducing ‘games’ into the workplace. I can understand the hesitation with having employees play mindless games just for fun. However, the idea behind gamification is to apply game mechanics to work. So essentially, they still are working, not really just playing games. Gamification can help companies:

  • Effectively communicate company values, goals and objectives.
  • Align its talent to its vision and purpose.
  • Reach a wider audience – basically the entire population of the company.
  • Boost healthy competition to stimulate performance.
  • Enhance team and cross-functional collaboration.
  • Significantly reduce the costs of rewards, when compared to physical rewards and motivators.

Gamification also has the ability to impart new skills to its users. Companies can encourage acceptable behaviors and really test their employees’ problem solving and cognitive abilities as well. And with the instantaneous feedback employees receive motivation can be significantly enhanced and morale boosted.

Sure, gamification can do all this, but how? What really makes it so impactful and consistently able to engage employees is its ability to challenge its users. With traditional reward systems people get used to the same reward and hence, react in the same way. Overtime, their behavior and reactions are habitually driven because their brain has adjusted to the same reward. The challenge, novelty and excitement ends for these employees.

Gamification makes learning, engagement and achieving goals fun, exciting and challenging at all stages. As gamers (employees) progress through levels, their skills, power and status enhance. Hence, their brain is continuously being reactivated to ‘think’ and be challenged. The attainment of rewards, hence, becomes much more anticipated and fulfilling.

An engaged workforce will not only stick around with your company longer, they’ll be much more productive and give it their absolute best more often. If you’re serious about enhance employee engagement take a closer look at games and gamify your workplace!

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post How Playing Games Can Lead To An Engaged Workforce appeared first on Paul Keijzer.

]]>
http://www.paulkeijzer.com/playing-games-engaged-workforce/feed/ 0 6306
3 Drivers That Stimulate Exponential Leaders’ Love Of Leading People http://www.paulkeijzer.com/drivers-stimulate-leaders-leading-people/ http://www.paulkeijzer.com/drivers-stimulate-leaders-leading-people/#respond Wed, 01 Aug 2018 03:30:00 +0000 http://www.paulkeijzer.com/?p=6301 See how in the age of disruptions these drivers are still relevant when it comes to leading people and how you can rekindle your love of it.

The post 3 Drivers That Stimulate Exponential Leaders’ Love Of Leading People appeared first on Paul Keijzer.

]]>
Over the years through my practice I’ve come across and met several types of leaders. Most of them have been bold, charismatic and outright brilliant. However, there are very few that I’ve come across who actually, genuinely love leading people.

Early in your career you aspire to be a leader. The reality, however, is not many have the passion or the true love of leading people. Sure, there’s a desire to grow your business, to be successful and to be a creative force that the world recognizes and celebrates. Unfortunately, drowning under all that desire is the passion and love for leading people. Commonly, most leaders lead to be successful and not because they love leading people.

And so I ask these leaders, what’s missing as a driver that can fuel your passion and love for leading people? Most, would pause and think about it, yet not very many can pinpoint what’s missing. Here are 3 drivers that can stimulate their love for leading people.

1. Leadership From The Inside

Leaders who chase their dreams of being successful, of having illustrious careers in which they turned out the companies they represented and who love the status and fame that comes with leadership have little or no passion for people. They’re in it for themselves. Such leaders hardly are motivated to ‘serve’ the people that work with them. And they’ll always be commanding downwards to their ‘subordinates’, rather than working along with their ‘colleagues’.

A leader who really is passionate about leading people lets their leadership flow from within them. It’s about the enthusiastic approach they have to groom, coach and mentor people. For them, success is defined by the magnitude of what people working with them can achieve. It’s leadership that comes from the inside rather from all the external factors that would vaguely define their leadership brand – money, power and status.

2. Chasing a Purpose

Leaders who’ve asked themselves ‘why am I doing what I’m doing?’ have been able to identify many drivers for themselves. There could be multiple reasons why you do what you, why you’re in a leadership position and what you’re aiming to extract from your leadership. However, whatever your answers are, it all has to come down to a purpose. A purpose that’s bigger than your individual goal or mission. It could be focused on your company, community or an ideal, irrespective, however with a clearly defined purpose you’re aiming for something that’s much bigger than you alone. And a purpose that big can’t be achieved on your own. You need people to support you along the way.

Your purpose is what you align your talent to in order to motivate and drive their potential. It’s a mission, an ideology, a cause, a goal that’s only achievable through the sum of each individual’s collective contributions. Your purpose is what defines your leadership legacy. And leading people with a purpose is primarily what your leadership brand should spell out.

3. Leading With Passion

Let’s face it, without passion what good is it to go out there and do anything. Passion is what comes from the heart of a leader, not their head. It’s something you value, hold close to your chest, you protect (though you share it as well), and you nurture it for growth and wide adoption. What good’s a passion if you don’t love it or if you’re not willing to spread it across the people you lead and influence? Passion fuels creativity, innovation and stimulates exponential growth for companies. It’s what drives leaders to work harder, make personal and sometimes professional sacrifices, and achieve at any cost.

That same passion is what leaders need when leading people. It’s not just about having a huge number of people reporting to you. It’s about taking ownership of your responsibility, duty and serve to the people you lead. It’s about having the passion to grow and build capacity in your people. It’s about, simply put, leading people with passion – from the heart.

By revisiting your drivers of leadership and aligning it around your true passion of leading people you’ll be on track to build a leadership brand that’s much larger than you’d ever image. In fact, it’ll also help you achieve external goals such money, fame and status, though that’s not really why you became a leader. You’re here, as a leader, because you genuinely love and are passionate about leading people. It’s only about the people and everything else is just a bonus that you earn along the way.

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post 3 Drivers That Stimulate Exponential Leaders’ Love Of Leading People appeared first on Paul Keijzer.

]]>
http://www.paulkeijzer.com/drivers-stimulate-leaders-leading-people/feed/ 0 6301
5 Creative Ways Gamification Can Effectively Manage Tasks http://www.paulkeijzer.com/gamification-effectively-manage-tasks/ http://www.paulkeijzer.com/gamification-effectively-manage-tasks/#respond Fri, 27 Jul 2018 03:30:14 +0000 http://www.paulkeijzer.com/?p=6296 Learn ways Gamification can help you avoid micromanaging and still manage your team to ensure tasks are completed and objectives met.

The post 5 Creative Ways Gamification Can Effectively Manage Tasks appeared first on Paul Keijzer.

]]>
Micromanaging can be a cumbersome and unfruitful task. It’s something most sensible and progressive managers and leaders avoid. And why not. Your employees don’t enjoy being constantly pestered about what they’re doing, how they’re doing it and when they’re going to get work done. It’s unnerving and quite annoying to have your boss frequently checking in and following up to you. It shows lack of respect and trust. And that’s what you don’t want your employees to feel – untrusted and not respected. You don’t want to manage tasks for them. You want them to get things done on their own.

Of course you don’t want to micromanage – you don’t have the time nor the mental bandwidth to do that. However, ensuring your team gets things done is important. Task management is something every leader needs to feel comfortable with so that they have the peace of mind knowing the team is performing efficiently and effectively.

So, how do you manage tasks without micromanaging? Here are five ways gamification can help you manage tasks successfully.

1. Think Beyond Tracking Tasks

As a leader and manager let your team “own” their work. Ownership is an important element in team dynamics that can help your employees feel a part of something that’s bigger than them. It teaches them how to be responsible and accountable. Hence, once you’ve assigned tasks don’t wait for them to be marked as completed. Instead, get involved in the process. Help your team with their reasoning and thinking. Coach and mentor them, rather than just waiting for them to produce results. As their leader it’s your responsibility to guide your team towards results. Don’t just act as a watchman who’s always keeping an eye on them.

In the gamified world once you’ve set tasks for your team the feedback you provide them is crucial. Feedback in gamified task management platforms helps them to understand what they’re doing correct, encourages positive behavior and lets you play the role of a coach.

2. Reinforce Their Contributions

Your team can easily forget why they’re doing what they do thanks to the daily grind. It’s only natural that day-to-day operations just beats them down to a point of demotivation and unproductive performance levels. That’s why you need to help remember why they’re doing what they do, and how important their contributions are to the team and company. Reinforce to them how valued they are and how the sum of each of their contributions is positively impacting the company. Also, share your goals, visions and strategies with them so that they completely feel a part of the team, rather than just workers. For your team to keep performing you need to keep them engaged and focused.

Through gamification you can easily communicate to your team the bigger picture of what the team is working towards. All tasks add up to a bigger goal that everyone is striving to achieve and complete. When they see where their contributions are adding up to, they’ll feel more engaged and valued.

3. Make Goals Visible

When employees are unclear of the company goals, strategies, objectives and purpose they lose interest and focus. Thus, they’ll be demotivated, unconcerned and least interested in being productive or doing anything for that matter. That’s why it’s important for you to work on keeping your team engaged. And for that you need to make strategies, goals, objectives and the overall purpose visible and accessible to your team. Once, they understand what’s going on, they’ll align themselves and their skills to achieve the bigger goals.

In the gamified world, goals can made visible by allowing users and gamers to see what everyone’s doing, where everyone’s achievements are adding up to and what it’s all for. Each employees’ tasks are tallied and added to the overall company goals and hence, employees can clearly see how their work is impacting the business.

4. Encourage Healthy Competition

Competition is a great way to boost team spirit and individual performance. It’s not about getting people against each other. Rather, the idea is to promote healthy, friendly and productive competition that encourages higher levels of performance and output. You want your teams to be striving for more – more than just paper in, paper out. What you’re aiming for is encouraging your teams to raise the bar, tap into their true potential and push their limits to produce even more than they currently do.

Gamification has helped many companies engage employees and promote positive work habits. It also has helped companies encourage their employees to compete and push themselves to really utilize their skills and talent. When you’re able to see how your colleagues and competitors are faring against your own performance, you’ll be motivated to stay ahead of the pack.

5. Avoid Duplication of Work

I’ve heard of situations where two employees of the same team have needlessly been working on the same task or project, ultimately wasting time, resources and energy on something that really only one person should have done. It’s not often that happens, however, it could be something as small as two people replying to the same client email or working on the same report. Whatever, it is, it’s still ineffective and completely unproductive. Which is why it’s your responsibility to ensure tasks and goals are clearly defined, assigned and communicated. There can be no ambiguity in anyone of your team members. There’s just no room for it.

Gamification allows managers and leaders to clearly assign tasks, define every team members roles and chalk out everyone’s contributions and path to success. If you’re using an effective gamified task management tool, you’ll never face such problems and always get the work done, without any micromanagement.

And there you have, 5 creative and brilliant ways gamification has helped managers and leaders across the globe manage tasks and ensure results are always achieved. I’m sure once you gamify task management in your company you too will start to experience “real” results.

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post 5 Creative Ways Gamification Can Effectively Manage Tasks appeared first on Paul Keijzer.

]]>
http://www.paulkeijzer.com/gamification-effectively-manage-tasks/feed/ 0 6296
How Exponential Leaders Build High Performing Teams http://www.paulkeijzer.com/exponential-leaders-build-high-performing-teams/ http://www.paulkeijzer.com/exponential-leaders-build-high-performing-teams/#respond Wed, 25 Jul 2018 03:30:58 +0000 http://www.paulkeijzer.com/?p=6293 Looking to build high performing teams in your company? Try these techniques to help you achieve your goals and make a positive impact to your company.

The post How Exponential Leaders Build High Performing Teams appeared first on Paul Keijzer.

]]>
No leader ever strives to build a low or average performing team. You aim to build a strong, capable, competent and, of course, a high performing team. However, what is a high performing team? Surely, it’s not a team that simply achieves their targets. It’s in fact, a team that works so well together and is so accurately aligned to the company’s purpose that the collective output of its team members can exponentially increase the company’s chances of success.

I’ve met many leaders through my practice and every one of them has expressed their desire to build a high performance team. However, given the challenges of the age of acceleration there’s no quick formula that can produce such teams. It takes effort, patience, and constant attention by exponential leaders to build high performing teams that can withstand the trials and turbulence of these testing times.

Building high performing teams on the basis of trust and shared values is a key foundation and starting point. From there, you’ll need to employ the following techniques which I’ve witnessed to have worked for many exponential leaders.

1. Be Clear on Your Intent

Before you go on trying to build high performing teams, take a look within and ask yourself “what are your intentions?” What are you really trying to achieve? You could go on at length with a strategy talk to charge up your team, however, they’ll just perceive it as marketing gimmickry. Do yourself and your team a favor and skip the nonsense. Just don’t go there.

If you’re seriously looking to build high performing teams you need to first build trust. A team that can trust you, your words and your intentions is one that’ll do whatever it takes to help you succeed because they’ll feel a part of it all. What you’re aiming for is to share your intent so that the vision can be shared between you and your team. Without a clear picture of where your intentions are leading you and your team, you’ll simply be going about business in a haphazard and wayward manner. You need structure and focus. And all that comes down to is a clear intent of what you’re trying to achieve.

2. Encourage Relationship Building

One of the most common traps that leaders fall into is where they start giving instructions and directing their teams on how to get work done. This is probably one of the most classic examples of how trust and relationships go south. In fact you can’t really build relationships when communication is one-way.

As an exponential leader your position really isn’t to tell people how to work. If you’re confident that you hired smart, intelligent and capable individuals, then start treating them as smart, intelligent and capable. You’re a coach, a mentor, a guide and a source of wisdom. Your team will get the work done, on their own. They don’t need someone to direct their moves. Build a relationship with your team that’s based on respect, encourages two-way communication and brimming with trust. With little intervention your team will flourish into high performing teams.

3. Build and Maintain Trust

Are you a leader who keeps a hidden agenda from their team? Honestly, what is that going to achieve? You’ll be second guessing your team and lacking any faith in them. At the same time your team will be questioning your motives and probably not truly following you as well. In the end, you’re creating an explosive environment which can lead to the downfall of your company.

Building trust isn’t easy. Maintaining trust, however, is even harder. Trust, of course, starts with mutual respect and humility. If you’re thinking you’re better, smarter or more capable than your team members you’ll never be able to win their trust or appreciate them for who they are. Trust can be built and maintained if you’re consistently respecting each and every member of your team and valuing their contribution (and even just their presence).

4. Establish Team Ground Rules

Team ground rules are a great way to get everyone on board and contributing. Often in teams you’ll have some individuals who speak out more than the others. It doesn’t necessarily mean that the quiet ones aren’t contributing enough. However, to really build high performing teams you need everyone to be on the same page and communicating as openly and freely as the other. Balance and equality is key here.

Team ground rules can help establish boundaries, set rules, define the team’s dynamics and give clarity to what the team’s objectives are. How will you ensure everyone is given an equal opportunity to speak and share their ideas? How do you ensure everyone’s presence is valued? These are the questions you need to ask your team so that team grounds rules are collectively and mutually conceived.

What techniques have you employed to help build high performing teams in your company? Do share your ideas and thoughts in the comments below.

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post How Exponential Leaders Build High Performing Teams appeared first on Paul Keijzer.

]]>
http://www.paulkeijzer.com/exponential-leaders-build-high-performing-teams/feed/ 0 6293
Are Gamified Assessments Too Much Fun To Be Effective? http://www.paulkeijzer.com/gamified-assessments-fun-effective/ Fri, 20 Jul 2018 03:30:46 +0000 http://www.paulkeijzer.com/?p=6288 Games are fun. But Gamification is much more than just being fun. It’s about seriously helping companies recruit the right talent.

The post Are Gamified Assessments Too Much Fun To Be Effective? appeared first on Paul Keijzer.

]]>
In an attempt to attract top talent organizations have been turning to innovative, creative and engaging ways of revamping and strengthening their recruitment process. Some of them have even implemented games in their assessment process or have altogether gamified their assessments. Tools and concepts like video enabled interviews, virtual reality assessments, AI driven assessments, games that assess emotional intelligence and cognitive behavior and even gamified psychometric tests have all made their way into the corporate world. However, have all this made the recruitment process too much fun and less professional?

Why have organizations taken such steps? Why have gamified assessments become the chosen solution? Well to name a few reasons, using gamification organizations are looking to:

  1. enhance and improve their candidate experience,
  2. reduce or eliminate bias,
  3. increase their ability to access more talent pool,
  4. bring efficiencies into their recruitment process, and
  5. recruit talent that’s rightly aligned with their culture.

What all this means is that gamified assessments have made possible for organizations to:

  • Enhance the image of their employer brand,
  • Attract a diverse and abundant pool of candidates,
  • Gain insightful data and information about their candidates,
  • Eliminate bias from their recruitment process,
  • Shorten recruitment and selection time, and
  • Create an interactive, fun and engaging recruitment process.

Is It Fun For Everyone?

The idea of gamified assessments may be innovative and creative, no doubt. However, are gamified assessments ‘fun’ for all candidates? Simply saying that a gamified assessment experience is ‘fun’ for all isn’t quite true. When you think about it ‘fun’ can be perceived differently by different people. Not everyone will find games like Candy Crush as fun. Sure, it has mass appeal, however, is it fun for everyone? I’m not quite sure.

When gamifying your recruitment process consider how the ‘fun’ will be perceived by various candidates. Candidates at varying job levels and functions will perceive fun differently. So how do you cater to varying palates of ‘fun’?

You implement a gamified recruitment platform, like C-Factor, that’s tailor-made to your organization’s needs, jobs and culture. The idea is to embed your organization’s ideologies, culture, philosophies and work environment into the games so that candidates get to ‘experience’ what it’s like working for you. It’s not just about fun and games and having a good time. It’s about achieving the goals you want from your recruitment process, without getting too caught up with the ‘fun’. During the design phase of your gamified assessments, make sure you’re truly keeping your organization’s values in mind.

Will It Work With a Toned Down Fun?

Yes! Even if you were to tone down the fun in your gamified assessments you still can achieve the objectives you’ve set from its implementation. At The Talent Games we surveyed 7,000 candidates who experienced our gamified assessments and learned what they felt most positively about was:

  • How interactive the challenges were,
  • The immediate feedback they received,
  • The organization’s commitment to advanced recruitment methods, and
  • The absence of bias in the assessment process.

Let’s be honest, anything that looks, feels and comes off too strongly as a game will probably be taken less seriously. However, having said that, gamification isn’t simply having games in the office. It’s much more than that. Gamification is about applying game mechanics to a corporate strategy. And that means not only making your recruitment process engaging, interactive, and creative, but also aligning it with the seriousness and appropriateness of your organization’s culture. Sure, if you can make the situation and assessments fun along the way, then why not!

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post Are Gamified Assessments Too Much Fun To Be Effective? appeared first on Paul Keijzer.

]]>
6288
5 Simple Ways Leaders Can Really Engage and Align Talent http://www.paulkeijzer.com/5-ways-leaders-engage-align-talent/ Wed, 18 Jul 2018 03:30:10 +0000 http://www.paulkeijzer.com/?p=6285 Stop being a leader who people can’t approach! Enhance your communications and networking to really align talent and achieve business results.

The post 5 Simple Ways Leaders Can Really Engage and Align Talent appeared first on Paul Keijzer.

]]>
Do you know why most local and global organizations fail to meet their targets? It’s because of their disengaged workforce. Organizations all over the world face the challenge of engaging with their employees and yet there are very few who have really tried to address the issue. And even if the HR department devises strategies to engage the workforce, their efforts have little or no impact on engagement levels. Why? It’s because business leaders often show little interest in engaging their employees. Wrapped around their busy schedules, critical meetings, strategy and decision making, leaders have little time to spare to really align talent. And that is the root of their business’s lack of success.

Ask any business leader how they go about their day and they’ll list out things like attending networking sessions, meetings with business associates, strategy meetings, and so on. Will any admit to spending even 15 minutes engaging with their talent? I doubt it. And yet with the escalating pressures of a business world that’s full of disruptions, rapid changes and exponentially evolving technology, there’s so little emphasis given to the people who actually can contribute the most to a business’s success. Its talented employees.

In my view, you could achieve operational excellence, create the most innovative product, boast the largest distribution network, however, all that will account to no success if you don’t align talent to your organization’s purpose, goals, and culture.

I understand there are communication and logistic complexities in every organization. Large organizations with talent all across the world have a hard time engaging and communicating with them. Over time, fulling the disengagement will result in silos, alienation, disenfranchisement, demotivation and of course productivity loss. And then, it’s game over!

Your solution? A leadership mindset that is really committed to connecting with your talent. To really align talent, engage them and motivate them you can’t delegate this critical necessity to your HR function. It has to you, the leader, who’s the catalyst of this change and the true champion of communication. And here’s how you can make it happen.

1. Tea Talks

You’ll often find colleagues who are close go for tea breaks together. They’ll chat up on stuff that’s not work related and just connect over things they share in common. It’s a great way to maintain and fuel a relationship that’s beyond just work. Take the same idea and apply it to people who don’t often interact. At first you could hand pick who you’ll randomly pair with from another function to have tea talks with. Later, you’ll find the system will be self-driven because your employees will start to take the initiative to mingle with someone they haven’t in the past. It’s a great way to break that initial barrier to approach. And what comes out are opportunities to collaborate more, build an understanding and relationship and, of course, have empathetic bonding.

2. Show Them Your Self

Business leaders often, and over time, develop a persona of being unapproachable. It’s not by design, however, when you’re so engrossed with work and hardly have time to meet your talent, the perception that gets created is that you’re never really there. It can be challenging to meet everyone. And while the belief may be that you’re a tough, stiff, rigid and distant leader, the reality could be very easily the opposite. So how do you present yourself to your employees as just a regular person? Broadcast five minute videos of yourself at least once every two weeks. Show them what you’re up to or what you’ve been thinking? Bring up a challenging issue you’ve been trying to wrap your head around and ask them to forward their suggestions. It doesn’t have to be something elaborate. The simple idea behind these videos is to show your employees the real you so that they are well aware of the type of person that’s leading them (someone approachable and likeable).

3. Virtual Town Halls

Town Halls can be a logistic and financial nightmare, yet they are necessary. They create the opportune atmosphere to really align talent and get them charged up. However, bringing everyone together, having a void in your daily operations for a day or two, and of course all the planning that comes with it – it’s a huge burden on organizations. Thankfully you have ways to reduce all that. Platforms like Google’s Business Hangouts, Zoho Meeting, Facebook Workforce and 6connex enable you to have town halls (similar to the concept of webinars) for your internal audience. You can broadcast your virtual town halls and have your employees log in to view what all you have to say, view presentations and really understand the direction the organization’s heading in. It’s inexpensive and you can share such communications often. The more frequent you communicate your corporate goals, purpose and objectives the better aligned your talent.

4. Social Gatherings

You know what we do at work? We work. Sure we chat and have lunch together and talk every now and then. However, mostly we’re working. And that’s fine, because that’s how your employees productivity will be gauged. However, happier employees are more productive. And if everyone’s just working, they aren’t having fun and nor are they happy. Hence, they aren’t very productive. Shake things up by having social gatherings once every week. If your office hours end at 5pm, kick off your social gatherings at 4pm on Fridays. This is the time when no one’s working, they’re off their desks and cubicles and are actually “socializing”. You could serve up light snacks, have games, or maybe even have them give 5 minute presentations on random topics like photography tips or their favorite movies. Nothing strengthens people’s connection more than face-to-face interactions.

5. Social Media

I’ve often found that business leaders avoid or aren’t active on social networking sites like Facebook, LinkedIn, Twitter, etc. Maybe they don’t have the time to post updates about themselves, however, if you ask me by staying away from social media leaders are missing a huge opportunity to connect and communicate with their employees. Much like the idea behind sharing videos of yourself, connecting with your employees on social media channels is a great way to communicate, engage and form connections with your employees. Let’s face it, 95% of them are already active on social media platforms, so why are you staying away from them? Leaders like Elon Musk and Jeff Bezos are actively discussing topics, sharing ideas and concepts and even passing on ideologies on Twitter. What’s stopping you from doing the same? Your employees would love to hear from you.

Regardless of which avenue you take, the digital or traditional way of communicating, it’s imperative that you communicate. As a leader in times of exponential changes, the last thing you want is a group of talented individuals in your organization who are lagging behind because they are unaware, uninformed and disengaged. Communication, and that even frequent communication, can align talent to really strengthen your business’s ability to succeed.

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post 5 Simple Ways Leaders Can Really Engage and Align Talent appeared first on Paul Keijzer.

]]>
6285
How To Use Gamification To Impact Your Employee’s Productivity http://www.paulkeijzer.com/gamification-impact-employees-productivity/ Fri, 13 Jul 2018 03:30:29 +0000 http://www.paulkeijzer.com/?p=6279 Learn how you can successfully enhance your employee’s productivity through the correct implementation and use of gamification.

The post How To Use Gamification To Impact Your Employee’s Productivity appeared first on Paul Keijzer.

]]>
It’s no secret that happier and engaged employees are more productive. They’ll enjoy the work they perform, work harder, work better and stay with your company longer. And when your employee’s productivity is driving them to perform at high levels your company’s chances of achieving success becomes all the more realistic.

Using gamification you can make work and achieving goals much more enjoyable, fun and rewarding. You’ll be able to attract talent, engage them and keep them motivated by the instant rewards, gratification and prompt feedback that they receive through a gamification platform. Moreover, you’ll improve your employee’s productivity, reduce employee turnover and significantly enhance engagement.

At first, you’ll probably be apprehensive to introduce “games” in the workplace. However, when you consider just how many people are playing games in one form or the other, you’ll think otherwise. And that’s because, everyone, and I mean everyone, plays some form of games. Be it the games your fitness tracker has or the ones you download onto your mobile devices. Everyone’s playing some game. So why not your employees? Why aren’t they playing games that you design, with your corporate goals and strategies embedded into them and with the overarching objective of enhancing your employee’s productivity?

How to make Gamification Work for You

Unlike traditional games, the way gamification works is that it transforms your ideologies, culture, strategies and objectives and adds fun to it. Through the application of game mechanics you’re making the dull, mundane and often hard to digest corporate philosophies, into somethings that much more appealing and easier to work with.

When technology giant SAP wanted to motivate their sales professionals and prepare them to tackle complex sales meetings with clients, they turned to the gamification app called Roadwarrior. What the gamified platform did was take real examples and data that the sales professionals could relate to and simulated client meetings. Playing the game meant answering questions to ‘clients’ accurately and hence, they earned badges and competed against each other. What’s more is that the platform also gathers data on customer needs, thus providing sales professionals a better understanding of what to expect and ensure they succeed in their meetings.

To make gamification really work for you, you’ll need to focus on its customization. That’s one of the most fundamental aspects of ensuring gamification is effective for you. Most gamification platforms, like C-Factor, can be customized to your company’s specific needs, strategies and objectives. That way your workforce will be much more familiar with the environment, the requirements of the game and aware of their expectations. With a customized gamification platform that’s tailor-made to have real working experiences that your employees are familiar with you’ll make the experience much more impactful. Thus, enhancing your employee’s productivity.

Why Gamification Could Fail For Your Company

There’s no doubting that you want your employees to be happy and engaged. Your company’s success depends on it. Happier employees not only work harder and are more productive, they treat your customers better and stay with you longer. However, by simply gamifying your strategies without a clear plan you won’t achieve this goals. In fact, your entire gamification strategy could fail miserably just because of poor design. That means if your gamification platform lacks creativity, customizations and meaning, your efforts would go to waste.

Without an engaged workforce, working for you is just work that gets them paid and nothing more. Disengagement kills your employee’s productivity. Workplace games isn’t a miracle cure for low morale and reduced productivity. You could very easily be missing the true issue at hand. It could be cultural, lack of competitive drive, lack of transparency and even misalignment from the company’s purpose and vision. Sometimes it’s even poorly performing managers that bring your employees down. Often you’ll find employees aren’t the right fit for your culture and work environment. Which is why gamified recruitment platforms such as C-Factor can help you mitigate this risk.

To really enhance your employee’s productivity you need a well designed and implemented gamification platform that applies your company’s philosophy and ideology in way that can positively impact everyday workplace challenges.

Another reason why gamification fails is when the company’s desire to gamify work is overused and played out too much. By implementing an off-the-shelf solution you’re basically setting yourself up for failure. Simple incentives, leaderboards and rewards won’t have the impact you’re looking for if it isn’t based off of your corporate strategies and culture.

Gamification has the power to significantly enhance your employee’s productivity, if its implementation and design is well planned and backed by your company’s strategies and culture. Without this, you’re basically gamifying for no reason at all.

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post How To Use Gamification To Impact Your Employee’s Productivity appeared first on Paul Keijzer.

]]>
6279
3 Undisputed Ways You Can Replace Passive Followers With Powerful Leaders http://www.paulkeijzer.com/3-ways-powerful-leaders/ Wed, 11 Jul 2018 03:30:40 +0000 http://www.paulkeijzer.com/?p=6276 Passive followers won’t fuel your leadership brand not help your business succeed. You need to start creating powerful leaders!

The post 3 Undisputed Ways You Can Replace Passive Followers With Powerful Leaders appeared first on Paul Keijzer.

]]>
When I look back at my career I’m proud of the business objectives and results I’ve facilitated as achievements, the organizational transformations that I’ve orchestrated, the innovations I’ve kick started in leadership and HR, and the impact I’ve had on numerous people’s personal and profession growth. However, more than all that, I’m most proud of how over the years I’ve helped over 50 individuals that have worked in my teams become powerful leaders of their own. To me that is probably one of the biggest achievements of my career.

If you ask me what a great leader will be remembered for I’d say it’s not for the profit or business expansions they’ve accomplished. Rather a great leader will be remembered for the powerful leaders that have emerged from under their wings. And while I’ve met many leaders who agree with me, there are very few who truly live by this belief. In fact, a great majority of them would have a leadership development track record that doesn’t reflect on this belief at all.

So why don’t more leaders focus on developing powerful leaders within their teams? I have a few observations that I’d like to share and some suggestions on how to replace passive followers with truly powerful leaders.

1. Tunnel Vision

With the immense pressure of striving for exponential growth in times of rapid changes, leaders have only one priority – deliver results today. With this tunnel vision, leaders spend all their time, focus and energy to achieve financial results and have no bandwidth for developing, coaching and mentoring their teams on growth opportunities.

To truly create powerful leaders of the future who can also deliver on today’s results, have your team members do just that – deliver the results. I’m not asking you to just have them work on the results, but also have them report it directly to your line manager during operational results meetings. Think of yourself as a football manager who’s responsible for coaching the team on how to play the game and helping them exploit their full potential. Sure you’re accountable for the results, however, it’s not you who works the field to score the goals, it’s your team.  You plan the strategy, make substitutions, call the game play, however, you don’t play. It’s your team that does all the actions and delivers the results.

2. Grooming Beyond Training

Most leaders have this belief that training and grooming is an HR function. Hence, their focus is purely on getting work done from their team and leave all the developmental responsibilities on HR. Do you really think you can develop powerful leaders of the future from formal trainings? Think back at your own development and you’ll accept that the most impactful learning experiences didn’t come out of any course you attended. Instead what really developed your leadership mettle were challenging projects, exposure to difficult leaders and even discussions with senior figures in your company.

As a leader, identify what challenges your team might find stimulating to their career development and of course interests them. Next, articulate what experiences they need to gather to prepare themselves for these challenges and translate it into assignments, projects and their core responsibilities. Make it part of their developmental plan. The idea is to create an environment where experiential learning will walk them through their developmental path of becoming powerful leaders.

3. Lack of Self Belief

Even if none of them will admit it, most leaders fear losing their jobs to their underlings. Hence, they’ll stall their team’s development, stunt their growth, without information and key learnings and even shuffle people around. All this just to safeguard their position in the company, which really isn’t under threat in the first place. However, their insecurities cloud their judgment and ability to truly groom and develop powerful leaders.

If you’re a leader who really can’t shake off your insecurities and fear of losing your job, then I suggest you take that fear head on. What would you do if you really did lose your job. What options and alternatives do you have? What opportunities would you tap into? What do you have to do, today, to prepare yourself for this outcome? Once you’ve dealt with the negative consequence of losing your job you’ll be much more confident and secure in your position. Hence, you’ll overcome the fear of your team member replacing you and thus focus on truly developing them, rather than fearing them.

To really build a leadership legacy that resonates for decades you need to create powerful leaders who can take on any challenge. With a strong, capable and competent team under your wing you can accomplish the greatest of successes.

Learn how you can take your leadership teams through a growth model which will help them mature on a personal and professional level by following me on LinkedIn and subscribing to the Keijzer Community.

Paul Keijzer is the CEO and Founder of Engage Consulting and the co-Founder of The Talent Games, which aims to transform HR by digitising talent processes and creating more engaging and productive workplaces through gamification and mobile technology. As a global HR and Leadership Management expert, Paul knows how to combine business insights with people insights to transform organisations and put them on the path to growth.

The post 3 Undisputed Ways You Can Replace Passive Followers With Powerful Leaders appeared first on Paul Keijzer.

]]>
6276