Effective Leadership In Expanded Time Workplaces

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Generations ago the typical work week as Monday through Friday from 9am until 5pm. Needless to say that model rarely if ever exists today.

Most workplace environs run beyond the old school work week. Banks have been open Saturday mornings for many years. The service industries of retail and restaurant have grown past blue law Sundays and even run 24 hour operations (such as McDonald’s and Wal-Mart). The trucking industry has been on the go around the clock for decades. Healthcare facilities need 24 hour care workers, and electrical workers need to be on call for many hours at a time due to storms.

And thinking more long term, many companies span time zones and countries, making a leader’s task of connecting with their people more challenging than ever before.

In order to be an effective leader, you cannot stay within the confines of a work timeframe that is comfortable for you, especially when your people look up to you. The best leaders find ways to reach out and impact their teams during times that it is not convenient for themselves, in order to tie together the people who work in these expanded time workplaces.

Here are some real-life examples of how effective leaders work across today’s round-the-clock and/or round-the-globe organizations:

  • They know their job is to serve their employees and put personal convenience aside for that end.
  • They use the old and still effective management-by-walking-around method to physically be at those places or shifts to connect with those teams.
  • They set aside some of their work for off-hours and ensure their working day is in support of the mission-critical actions of the organization.
  • They show up unexpectedly on a day off or holiday to lend their support.
  • These leaders work long days to connect with second shift or come in extra early to meet with the 3rd shift and break down those silos.
  • The best leaders will often travel to remote locations to ensure culture permeate the local area and that they feel connected to the homebase.
  • They use technology like Zoom, Skype, and other online platforms to host meetings and live discussions.
  • They make those team building conference or person-to-person calls at 2 am to reach that team across the globe.
  • They don’t see their role as having arrived and not needing to put for the extra effort. They see their role as having greater scope and responsibility and needing to extend themselves even further for the organization to succeed.

If you’re company extends across shifts or time zones, you have opportunity today like never before to effect a winning culture and connect with your people. Leaders will make the effort, managers and supervisors will not.

(image: pixaby)

 

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About Paul LaRue

My goal - To encourage you to lead & influence others with positive impact.

Posted on November.26.2017, in Communication, Connection & Engagement, Culture, Leadership Development, Leadership Strategies, Team Development. Bookmark the permalink. Leave a comment.

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