A synergetic leader builds an atmosphere of open communication. Open communication is a major factor in employee satisfaction. An employee must be able to approach and talk openly with their supervisors and co-workers. Invite suggestions and even constructive criticism. Instead of waiting for the employee to initiate communication, solicit feedback and discuss current problems and possible solutions.
    One of the most important aspects of employee relationships is a leader who gives feedback. Whether it comes from written evaluations, informal or formal discussions, or occasional memos, feedback should be given on a regular basis. Let the employees know how they're doing. Make sure your people get adequate and timely feedback on what they are doing - right or wrong. Recognize your employee's accomplishments and when unpleasant feedback must be given, focus on the inappropriate behavior, not the person as an individual. A synergetic leader cares about the employee and realizes that worker feedback is critical for the productivity of the organization.
Put aside your concerns to listen to those around you. As a result, you will know what is going on, know what is being said, and what is said between the lines. However, knowing what is going on, and identifying the needs of those around you is not enough. The synergetic leader also acts upon that knowledge, attempting to help fulfill the needs of employees, superiors, etc. They wield influence to solve problems for those around them, often before even being asked.
    Trust is critical to a good working relationship. Are you honest and fair? Do you level with your employees, even when it might reflect negatively on you or the organization? Do you follow through on promises? Do you take the time to evaluate your own strengths and weaknesses as well as the employee's? The best leaders deal with their employees in the way in which they would like to be dealt. An employee's feeling about their work, no matter how insignificant should be important to you. Deal fairly with each employee, not allowing favoritism or personality differences to affect judgment. People respond to a synergetic leader; they work more diligently, work to help the organization succeed and will got the extra mile when necessary. If you act consistent with the principle that your job is to help staff do their jobs, a basic inter-dependence emerges based on behaviors that show concern, respect and trust.
    A synergetic leader has a genuine interest in workers as individuals. Take the time to get to know each employee's personality, needs, and goals and learn something about the employee's personal life. Such leaders get the optimal performance from each person because they are able to bring out each employee's unique abilities. Making your people feel important and personally significant generates productivity and loyalty.
A supportive environment motivates employees. "We are a team; we work together," creates a sense of security for the employee. Workers should be openly appreciated when appropriate and constructively corrected - privately - when necessary. Problem solving is a mutual effort. You should be willing to use your influence and even go to bat for the employee with higher-ups when appropriate. Employees who have that kind of support rarely get into trouble, because they have the direction, information and tools they need in order to do their job. They also have self-confidence and do a good job, knowing the support is there like a safety net if they make an honest mistake. Help each employee reach his or her potential. Goal setting and career planning are integral in this process. Encourage employees to increase their independence and responsibilities. Stimulate creativity as opposed to demanding adherence to rules and prescribed patterns. A synergetic leader has compassion and empathy for his employees.

--
Have a Jobing Good Day!!!

Culturally relevant marketing and recruiting strategies will become increasingly critical as the population becomes more diverse and the population and buying power of U.S. Hispanics becomes more significant.  But do corporate professionals have the understanding and necessary budget to properly position their products, services, and career opportunities before the Hispanic American community? 

One big mistake that I see is that people view the U.S. Hispanic market as homogeneous in language and customs. Acculturation levels, economic status, language preferences and country of origin make for unique sub-groups within the segment.  A second big mistake exists in the costly assumption that reaching out for expert advice from Hispanics simply because they are Hispanic qualifies them to become the marketing and recruiting professional's Hispanic market guru.
A third big mistake exists in acknowledging that the Hispanic market's current size, formation of larger households, heavy concentration in the top, youngest, trend-setting markets in the U.S., accompanied by their speedy wealth creation and high consumerism, but doing nothing to increase the recruiting and marketing budget to properly position a recruiting and marketing strategy that is commensurate with the U.S. Hispanic exploding demographic and purchasing power.
Interested in targeting the Hispanic market or learning more?
At Hispanic American Central, we offer a comprehensive market access approach that first begins with information that is relevant and actionable.    We then offer our multi-media platforms and those of our partners to get immediate positive results.  We are Hispanic solutions. Delivered. 
 

HISPANIC AMERICAN CENTRAL

Congratulations!  You landed the interview!  If you have taken the time to prepare for the big interview, you have probably decided on what to wear, you have polished your resume and have researched the company.  But have you taken some time to prepare for the one question you are guaranteed to be asked during the interview?  For a lot of recruiters or hiring managers, this question is one of the most important questions they will ask . . . "Do you have any questions for me?".  It sounds like an innocent question, doesn't it?  Well, it isn't!  Your interviewer will be paying a lot of attention to how you respond to this question.  This is not the time to freeze - not asking a question at this point is a very bad idea.  Instead, prepare in advance for some intelligent questions you can pose.  Here are some ideas . . .
1)  Ask the interviewer why they enjoy working for the company.  This gives the interviewer a chance to talk about him or herself (which, let's face it - everyone loves to do!).  This also will give you some great insight into what the company is like to work for. 
2)  Politely ask why the position is available.  This will help you discover if the person that held the position previously was so successful that they were promoted.  Who doesn't want to work for a company that promotes from within?
3)  Ask the interviewer what the next step is.  This will give you a good idea of how quickly the interviewer is looking to make a hire.  This also shows the interviewer that you are interested in continuing in the process.
4)  In my opinion, this is not an appropriate time to ask about salary or benefit information.  I personally feel that you should not ask about compensation and total rewards until the interviewer brings up the topic.  Don't worry about spending a lot of time interviewing for a job that you later find out does not pay what you want.  Any interview is great practice and will only make you that much stronger when you interview for the perfect job!
Take the time to prepare for this question in advance, and the interviewer will be very impressed!

Jobing.com would like to take this opportunity to say "Thank You" to the men and women who have chosen Nursing as their profession.  

We celebrate over the coming days:  National Nurses Week (May 6-12)  National Nurses Week coincides with Florence Nightingale’s birthday, May 12. Many consider Nightingale the founder of modern nursing. The history of Nurses Week began in 1953 when Dorothy Sutherland of the U.S. Department of Health, Education and Welfare sent the proposal to President Eisenhower.  

Each day you make a difference in the lives you serve and we want you to know that during this week we celebrate you.  Even greater we thank you everyday for choosing a profession that not everyone could chose or perform.  You are the men and women that put forth the efforts and the changes in care, service and our health.   

Take a bow, pat yourself on the back, take a break and remember you make a difference.   Have a wonderful week celebrating You and Nurses everywhere!!

Remember that feeling when you were a kid and it was the last day of school before summer vacation?  Watching the clock and that magic moment when the minute hand clicked over and the bell rang – YYYYEEEEAAAAAHHHHHHHH !!!!  You sprang up, ran out the door, yelling with pure joy!  Bubbling over with anticipation of the opportunity that lay ahead, positive energy, unable to contain it, one more time - YYYYEEEEAAAAAHHHHHHHH !!!! 

 

We yell like that every day at Jobing.  Seriously.  The clock ticks over to 7:50 am and the team jumps up to gather in a circle.  GOOOOOOOOOOD MORNING !!!!  We spend the next 10 minutes celebrating the successes of the previous day and shouting out encouragement to get our energy up for the day ahead.  How lucky are we to have that summer vacation this is going to be awesome feeling at the start of each day?

You may not be able to yell each morning but what can you do to bring that energy to your work?  What can be your symbolic summer yell to remind you why you love what you do?  It’s easy to get caught up in the everyday details/politics/challenges that we all face, so it’s important to take a moment at the beginning of each day and focus on what matters to you, what you want to do to make a difference.

But maybe tomorrow, try the yell and see who answers…

When hiring Hispanic Americans, understand that U.S. Hispanics are not a homogenous segment of the American landscape.  Consider the community like an onion with multiple layers.  Each layer has unique characteristics that require understanding in order to effectively attract that layer’s interest, talent pool and ultimately purchasing power.   For now, be aware that in the Hispanic community there are three basic layers: 

1.       1st Generation:  Hispanics who are immigrants and speak Spanish only. (25% of U.S. Hispanics).

2.       2nd Generation:  Children of immigrants who may or may not have been born in the United States but most likely are bilinguals and multicultural. (44% of U.S.  Hispanics).

3.      3rd Generation and beyond:  Descendants of immigrants who speak English only and have completely assimilated into the American social fabric. (31% of U.S. Hispanics).

With the above information, recruiters need to know their consumer audience.  Are you hiring Hispanics so that you may sell more widgets to the public?  If so, which generation is your target audience?  Are you recruiting to sell widgets to a bilingual audience?  Does your candidate need to have an understanding of the varying generations within the Hispanic community and the specific needs and behaviors that go along with each generation?  Does your company target the 3 rd generation and beyond Hispanics who speak English only with purchasing habits that can be as different from 1 st and 2 nd generation Hispanic Americans as day is to night?   

For more information on Hispanic Americans, contact Hispanic American Central.

 

The Leading Awards Gala Honoring the Achievements of Working Mothers

Saturday, May 10th, 2008
Lake Las Vegas, NV
Loews Resort Hotel

Make Your Dreams Come True
Bring your family, your mom, your wife, or have a true getaway with the girlfriends! This is the ultimate Mothers Day Gift.  Join us at the ultimate resort destination to recognize the amazing achievements of all working mothers by honoring some of the spectacular women who are making a difference for all of us in Nevada and Nationally.  This event will truly inspire you, energize you, and make you feel appreciated and proud to be a working mom.
 
For more information and to register, click here 

Recruitment blogs are no longer the newest thing.  They have become standard practice for most of the employers of choice in Las Vegas .  They speak to the top candidates like no other tool can.  Competition for the top candidates is fierce, and your recruitment blog can give you that one advantage.  Blogs are different from your job postings.  They add a human touch, a sense of real.  Reading a great blog can actually make you feel like you get to know the writer and provide some true insight into the organization. 

We’ve compiled the top 10 blogging tips on ensuring your readers – your future top employees -- are understanding what it’s really like to work for your company.

1.       Be real.  With everything that’s thrown at them over the internet, today’s job seekers are more hesitant to trust.  If you sugar coat, they’ll actually look for the holes in your story.  This doesn’t mean that you have to be negative.  Just put it in plain language.  Tell the whole story.  If for instance, working at your science lab requires you to be alone doing research for hours on end, then say that.  Don’t just say “must be an independent worker”.  You’ll actually attract those readers that prefer this type of work.  Those that prefer a group setting will deselect themselves from the process.

2.       Open a conversation.  Probably the most common concern from new bloggers is their writing ability.  A blog is different from a formal article or term paper that you had to write in school.  A blog is merely a conversation.  A chat about anything that’s on your mind today.  Specifically, a recruitment blog is about what’s happening in your company.  And who knows that better than you?  Explain the latest trend, what’s cool, or a tidbit of advice that a potential new employee would want to know about your company… and explain it in a tone just as if you were talking to your best friend.  Remember that day when you came home bursting with some news and just had to share it?  Well, you’ve can now share it with anyone that has an interest in your company!  A whole new world of friends.

3.       Respond to Comments.  Your blogs opens your conversation.  Comments keep it going.  The ability for your readers to comment on your blog is what really makes this a unique marketing tool.  They might ask a question about one of your points.  And just as your high school math teacher said, there’s no such thing as a silly question.  If one person is thinking it, there are many more who are too but are afraid to ask.  Or a comment might just add to your point either in agreement or disagreement.  Either way, their opinion is valid.  Respond to all comments by commenting back.  It encourages more to keep the conversation going.

4.       Paint a picture.  I love visual images in blogs.  You can add pictures or videos to most blogs.  If you can’t, paint a picture with your words.  Use vivid descriptions to help your reader paint a canvas of what your organization’s culture is all about.  For example, you might describe your company as a “Fortune 500 energy company”.  Or you could describe your company (the same one) as a “mecca of creative minds working together on a mission to develop energy alternatives that will work with rather than pollute our planet”.  Which one would you rather work for?  Either could work, but each one speaks to a different type of individual.  Which type are you wanting to attract to your workforce?

5.       Link out / Link in.  Would you like your blogs to be picked up by a larger audience?  If so, think link.  Linking out.. When you are writing your blog, think of how you can additionally help your reader.  Is there a piece of advice that you’ve gleaned from somewhere else?  If so, link to it.  You can link to a page on a website, another blog, or even an email address.  Search engines, like Google, like blogs that link out and provide the reader with other places to go for more information.   Linking in… help others find your blog by creating links to it.  Put a link in your email signature line, from your company’s website, or from other social networking sites like LinkedIn or Facebook.  If you write for other websites, put a link to your blog in the bio at the end of your articles. 

6.       Tag you’re it.  Tags are like keywords on steroids.  Your blogs should contain phrases or words that best sum up and describe the content of your blog post.  Search engines will pull from these and give you a higher ranking.  However, some words or phrases are more likely than others to be picked up.  For instance, you’ll probably see better results with a phrase such as “trucking jobs in Las Vegas ” than just “jobs”

7.       Title it last.  The words in the title of your blog post are also important to search engines.  So title it last.  Write your blog post, then consider what really describes it.  Use a few keywords in your title along with being “catchy”.

8.       Be timely with your advice.  Blogs live forever, yet they are all written just like a diary with the most recent post being at the forefront.  And they are stamped with the current time and date.  Therefore, keep it up to date.  Write something as often as possible or whenever the latest news happens.  If you’re company is releasing a new product this week, then put the recruitment spin on that.  When the product is released, let your audience know how that will affect the employment outlook of your organization.  Or tell them about a fun event that you’ve just put on such as a company 3-legged race and how the CEO tripped and skinned her knee.  This reveals the human side.

9.       Reveal a little of yourself.  Be sure your picture and bio are prominently displayed on your blog.  This helps the reader make a connection with you on a more personal level.  And of course, be sure to include your opinions. 

10.   If it’s on your mind… say it.  Lastly, some of the best posts come when you are at your most emotional.  Good or bad.  Of course, keep your posts positive.  However, some of the most difficult lessons in life come from a sense of struggle.  Change happens when you are open to it.  And be sure to also share your excitement!  A success is sweeter with a celebration.  Share your individual and organizational achievements in your blog.  Your readers will want to read more.

Keep on blogging!

Want to blog with Jobing.com?  Please e-mail me at david.dickens@jobing.com

You know that you need to have a one-page resume, particularly if you are applying for jobs online. You also know that you can make a great first impression by tailoring your resume specifically to each position.  Sounds like a lot of work, doesn’t it?  Here’s a great tool to help with the process: create a Master Resume. 

To get your thought processes moving in terms of accomplishments and important skill sets, read a number of job descriptions in the functions and industries that you are targeting.  Note the language used, important key phrases and highlighted skill sets. 

Now, think of EVERYTHING that you did in your past positions. You will probably remember several accomplishments, skills and knowledge that you hadn’t considered relevant until you researched job postings.  Create accomplishment statements around these and include in your Master Resume.  Don’t worry about space – you just want to capture as much experience as you can. 

When you are ready to apply for a specific position, open up your Master Resume file and delete anything that is not relevant (to help keep you organized, save the new resume with the company and position as the file name).  Be ruthless – recruiters don’t want to waste their time reading something irrelevant to their job posting.  You will find that it is easier to delete information than to try each time to rethink a one-page resume.  Be targeted and precise, and you should be able to get each resume down to one page – one page that sells you as the absolute best match for the position!

Do you know that the National Pest Management Association gives one female interested in advancing or securing a career in the pest management industry a minimum of a $1000 scholarship. Plus an additional $500 to attend the NPMA's PestWorld 2008 in Washington, D.C. coming up in October.

If you have ever considered a career in Pest Management this could be a great opportunity to attend an industry specific conference that can advance your career. For more information visit www.npma.org and to apply for the scholarship.

Imagine you are a hiring manager or recruiter.  Your day is very hectic, mostly because you have a very important position you need to hire for and you have received over 100 resumes!  Wow, you barely have time to focus on anything.  You have to review the resumes, run background checks on candidates, call candidates to do a phone screen and schedule them for an in-person interview and then you have to actually take the time to sit down with your candidates and figure out if you want to hire them in a very short period of time.  You have a really busy day!  Then you notice that you have a voicemail waiting for you on your phone.  You listen to it . . . and listen to it . . . and listen to it . . . does this message ever end?  The voicemail is from somebody who has applied for your job and the message feels like it goes on forever!  Your eyes glaze over, a little drool slides down your chin and once the message is finished, you cannot remember a word the candidate has said.

We all know that following up with hiring managers is a vital part of getting the job.  You always want to let the hiring manager know how interested you are in the job.  However, the hiring manager does not want to, nor has the time to listen to a long voicemail (or read a long email).  As you get ready to leave or write a message, imagine the hiring manager's day and all the tasks they are working on, then figure out how you can leave a short, concise and professional message that gets the point across.  Try something like "Hi Mary, this is Jessica.  I just wanted to check in with you about your position.  I really enjoyed talking to you and I am very excited about the next step in the hiring process.  Please give me a call when you get a chance!"  You have just conveyed your interest and passion but did not monopolize their extremely valuable time.  Be polite and professional and you will be sure to make an awesome impression! 

I enjoy chatting with our job seekers and I hear lots of great questions – one common question I get from Job Seekers is "What do I do after a Job Fair?", “What now?  What should I do next?”  I love hearing these questions because it means that these candidates understand that they can differentiate themselves by being proactive and reaching out to the recruiters they met at the job fair.  But how to follow up?  Here are some ideas:  

• Get organized.  Take some time to review your conversations, look through literature that you picked up, and make notes for each company, recruiter and opportunity.  If you are missing contact information for someone you met, do some internet research to find it.

• Apply online.  Many people feel that a recruiter may be brushing them off by asking the candidate to “go to the website” but they are not!  Hiring companies are subject to many regulations regarding tracking job applicants, and to be considered a candidate, you need to be recorded in their system.  Get that online application submitted!

• Send a thank-you note.  Personal preference varies on whether email or hand written is better.  Email is quicker, but it’s pretty cool (and unusual) to get a hand written note.  Thank the recruiter for their time and try to mention something specific to your conversation that will help them remember you.  Emphasize your interest in the company and position.  Based on your conversation at the Job Fair, ask about follow up, and if appropriate, ask for an interview!

• Stay in touch.  Again, use your judgment based on the information that you learned from the recruiter.  Do they have an immediate need?  Will the process take several weeks?  Follow up by email at the appropriate interval to stay top of mind as a motivated, proactive candidate.

Jobing.com has a place for you...JobingBlogs.  The tool every recruiter has asked for…the power to speak directly to candidates to recruit the talent that matters to their organization.   And, we’re even more pleased to tell you that this is a value-added service provided to all of our clients.  That’s right…FOR FREE…AT NO COST…you’ll be able to write and publish blog posts about your organization.  You’ll be able to:

·          Build a talent pipeline

·          Brand your organization

·          AND ultimately…Recruit Better Candidates

If you’re like most recruiters you spend your days talking to candidates who have applied for jobs with your company, leaving messages for candidates whose resumes you’ve found on your favorite job board (shameless plug: Jobing.com), and meeting face-to-face with candidates who are pounding the pavement looking for their next career at a career expo job fair (another shameless plug on our behalf). 

Chances are you’re doing a great job… finding good people and hiring the best of the best.  That’s today…but what about tomorrow?  It’s no surprise that the war for talent is only going to get more brutal.  Boomers are retiring, the population is shrinking and our economy continues to grow.  That all means anyone involved in recruiting is going to need to step out of the proverbial box and find new ways to reach out to more candidates than ever before. 

Recruiting is about shaking hands, networking, meeting people and building relationships; the type of relationships that will help you connect with great local candidates who will fill your open positions, today, tomorrow or at some point in the future.  You may not hire the person you talk to today.  However, they may know the person you hire next week, next month or next year.  Great recruiting is built on nurturing those relationships…we all know this.  This is your tool to accomplishing it.

You’re using all the right tools, talking to people.  What more can you do?  Have you ever wished you could reach right into your favorite job board to talk to every job seeker just like you would at a job fair?  You’re posting your jobs, built a fantastic company profile, using JobingVideo (note: it’s FREE for subscription clients), but what are you doing to reach the job seekers who aren’t dropping by your job postings or your profile? Don’t you want to talk to them?  Don’t you want to know who they know?  We thought you might…so we’re opening the door and giving every one of Jobing.com’s clients a voice to speak to anyone on Jobing.com.  Not just on a job posting.  Not only through a company profile.  Not just through JobingTV, or the Jobing.com Career Expo.  Using your own company JobingBlog, you’ll have access to virtually every job seeker on the site.  Talk to them, have personal conversations, build relationships and watch your talent pipeline grow. 

Are you currently blogging?  Share your successes here!

Contact Dave Dickens at david.dickens@jobing.com to get started today!!

 

by Kevin Herring

Early in my career, I was charged with conducting a management training course declared mandatory by the CEO. Several managers who had expressed no intention of attending found themselves consulting their strategy manuals on how to meet the minimal standards for attendance without losing favor with the boss.

It was apparent early on that they were highly practiced at this game. Each day, they would show up an hour and a half late and disappear after the first break. They would reappear about thirty minutes before lunch, miss most of the afternoon session, and pop in about forty-five minutes before the end of the day. Even when they were present, their body language and mannerisms screamed, “What a bunch of rubbish!”

As a newbie, I could easily have become self-conscious wondering if I had lost the group before I even started. But after checking the obvious (my deodorant robustness, the number of class participants dozing, and mealtime leftovers deposited on my teeth) it didn’t appear I was faltering too badly. I was more relieved when my boss pointed out that among the management ranks our hooky-playing managers were the least capable when it came to managing people. I soon realized why; they saw the world through glasses that demanded a technical solution to every problem and couldn’t understand why they kept getting stuck with such difficult employees.

They didn’t get the point that not every problem is a technical one that can be solved by adjusting widget stampers, adding QC inspectors, or increasing vendor training for operators. Some problems require solutions through workplace social systems.

Consider a production facility that kept adding machines to reduce pressure on the more labor-intensive steps in the production process. In spite of their best efforts, the rework, scrap and inefficiencies persisted until we identified and overcame social system deficiencies that created bottlenecks and breakdowns. Among other changes, creating new ways of working together and distributing accountability to the whole team eliminated most of the major problems and doubled productivity freeing up technicians to carefully introduce additional machines into the production line without creating new crises.

 In another case, a health care facility found it was losing money due to slow and incorrect billings. Physicians, nurses, and the billing office were constantly at war over the problem and each group blamed others. A new billing system did nothing but add more problems. When we educated the group on what was happening, trained them on how to diagnose the problem, and taught them how to develop and execute solutions, they were able to create a simple system for working together that dramatically improved the accuracy and timeliness of billings, and helped reduce the facility’s cash flow problems. Without first creating an effective social system solution the technical solutions had remained slippery.

We could cite more examples, but the point is that when we lose sight of the social systems inherent in every workplace, the costs to the business can be astounding. As explained by thought leader, William Pasmore, “Social systems, while at times problematic, are the only parts of organizations that can conceive and implement improvements in organizational processes…without them, organizations simply could not exist. Thus… we must define effectiveness in human as well as economic terms; and we must design organizations that tap the human resources that give life to collective endeavors.”

Trying it on for fit: Much like process mapping can describe how work actually flows versus how it is intended to flow, social systems mapping can provide helpful insights into how things really are versus how they seem to be with regard to how people work together in communications, interactions, accountabilities, interdependencies, etc. Try drawing a chart (or charts) much like a formal organizational chart to show who communicates with whom and about what; who doesn’t communicate with whom, and why not; who has influence with the group and who doesn’t (regardless of title); and what people are, and are not, willing to do for others, and why. Compare this chart to your organization chart and note the opportunities to improve the business by strengthening your social systems.

Meet with employees and conduct a discovery exercise to understand social systems in your organization. Here are some questions to ask: 1) What does a new person need to know about things in order to succeed? What do they know? 2) What gets in your way of doing a good job? 3) What stories are told to new-hires about the way things really are? 4) What is discussed among workers that would never get brought up with management? 5) If no supervisors showed up for work one day and there were no titles, which non-supervisory employees would take charge? 6) If you could change anything to make things work better here, what would it be?

Send an email and let me know what you learn from your experiences. I would love to hear from you!

Kevin Herring is co-author of Practical Guide for Internal Consultants, President of Ascent Management Consulting, and co-founder of AVÓTTE.  Kevin specializes in creating powerful business solutions through breakthrough leadership, workplace cultures and organization systems. Kevin can be reached at kevinh@ascentmgt.com or www.ascentmgt.com .

By Jane Boucher

A synergetic leader builds an atmosphere of open communication. Open communication is a major factor in employee satisfaction. An employee must be able to approach and talk openly with their supervisors and co-workers. Invite suggestions and even constructive criticism. Instead of waiting for the employee to initiate communication, solicit feedback and discuss current problems and possible solutions.

    One of the most important aspects of employee relationships is a leader who gives feedback. Whether it comes from written evaluations, informal or formal discussions, or occasional memos, feedback should be given on a regular basis. Let the employees know how they're doing. Make sure your people get adequate and timely feedback on what they are doing - right or wrong. Recognize your employee's accomplishments and when unpleasant feedback must be given, focus on the inappropriate behavior, not the person as an individual. A synergetic leader cares about the employee and realizes that worker feedback is critical for the productivity of the organization.

Put aside your concerns to listen to those around you. As a result, you will know what is going on, know what is being said, and what is said between the lines. However, knowing what is going on, and identifying the needs of those around you is not enough. The synergetic leader also acts upon that knowledge, attempting to help fulfill the needs of employees, superiors, etc. They wield influence to solve problems for those around them, often before even being asked.

    Trust is critical to a good working relationship. Are you honest and fair? Do you level with your employees, even when it might reflect negatively on you or the organization? Do you follow through on promises? Do you take the time to evaluate your own strengths and weaknesses as well as the employee's? The best leaders deal with their employees in the way in which they would like to be dealt. An employee's feeling about their work, no matter how insignificant should be important to you. Deal fairly with each employee, not allowing favoritism or personality differences to affect judgment. People respond to a synergetic leader; they work more diligently, work to help the organization succeed and will got the extra mile when necessary. If you act consistent with the principle that your job is to help staff do their jobs, a basic inter-dependence emerges based on behaviors that show concern, respect and trust.

    A synergetic leader has a genuine interest in workers as individuals. Take the time to get to know each employee's personality, needs, and goals and learn something about the employee's personal life. Such leaders get the optimal performance from each person because they are able to bring out each employee's unique abilities. Making your people feel important and personally significant generates productivity and loyalty.

A supportive environment motivates employees. "We are a team; we work together," creates a sense of security for the employee. Workers should be openly appreciated when appropriate and constructively corrected - privately - when necessary. Problem solving is a mutual effort. You should be willing to use your influence and even go to bat for the employee with higher-ups when appropriate. Employees who have that kind of support rarely get into trouble, because they have the direction, information and tools they need in order to do their job. They also have self-confidence and do a good job, knowing the support is there like a safety net if they make an honest mistake. Help each employee reach his or her potential. Goal setting and career planning are integral in this process. Encourage employees to increase their independence and responsibilities. Stimulate creativity as opposed to demanding adherence to rules and prescribed patterns. A synergetic leader has compassion and empathy for his employees.

"People. Your company's only unlimited resource." Send us an e-mail at jane@janeboucher.com or call 937-416-9881.