Would you want your Child to Work at your Organization?- An Organizational Barometer

October 6, 2014 By Croft Edwards - No Comments
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Recently I was facilitating a leadership program for a large organization and one of the participants was a newly hired employee whose father worked at the company. When I spoke with both dad and daughter at different times, they were both extremely excited that she was now working at the company. Both cited the great culture and leadership of the organization. Both employees see a bright future for the new employee, and she could see herself making a career at the organization. It got me to thinking—Which of the companies that I have worked at are places I would want one of my daughters to work? What a great barometer for organizational culture. So, if you are a leader of a team or an organization, here are some questions to ask yourself.

1. If a child of yours had the opportunity to join your organization, how would that make you feel?  Would it create strong moods of excitement, joy, and potential, or would it cause you to shrink into resignation, disappointment, and frustration?

2. Would you want your child to work for you as a boss? Are you a boss that brings out the best in others and sets free the potential of each member of the team? Or, do you stifle initiative and create undue stress on your employees?

3. Would you want your child to sit through a typical meeting in your organization? Would there be collaboration, engagement, and high performance, bringing out the best in your child in the meeting? Or, would your child sit in the meeting and daydream of other things or make mental notes to send out their resumes to other organizations?

4. Would you be proud to show your child your workspace? Is your workplace an example of the quality product your organization creates? Or, is it an example of shortcuts, untidiness, and disorganization?

If the answers to any of the above are no, what are you doing about it? Are you working on changing how you show up? You are a leader, and leaders create the organizational culture everyday by how they show up. Two components of LeadershipFlow are Mastery of Self and Creating Culture; a great barometer of both are the answers to the above questions.
#Self-Mastery, #CreatingCulture, #LeadershipFlow

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