A Culture of Hope is a Strategic Advantage

Hope is not a strategy. You’ve no doubt heard this bit of wisdom and it’s likely to be true if that’s all you do—sit around and hope for the best. In reality, however, a culture of hope is essential during this economic crisis. You must have faith that “this, too, shall pass”…and it will. And, as a leader, it’s your job to ensure your people believe in the future as well.

As Napoleon said, "A leader is a dealer in hope." And, noted leadership expert, Joe Batten adds, “The first task of a leader is to keep hope alive.” Helen Keller may have said it best of all: “ Optimism is the faith that leads to achievement. Nothing can be done without hope…”

Will your company be ready to hit the ground running with the right people with the right frame of mind to jump on the opportunities that are around the corner? Have you created a culture of hope in your company?

Scott Lochridge and Jennifer Rosenzweig, founding partners of Dragonfly (www.dragonflyORG.com), support the notion that hope is a powerful force in the world in their new book, enlightenment, incorporated. They also point out that in tough times, people and organizations lose hope and they get scared. When they get scared, they fall into negative, fearful behavior. People spend more time complaining and sharing their fears which cuts into their productive work.

This can be the beginning of a downward spiral. The negativity places a pall on the organization causing the best people to leave. And if they can’t afford to leave now, they will when the economy turns around. Lochridge and Rosenzweig warn us, “Once the good talent leaves, the organization is left with staff that is usually frightened, risk averse, and by definition, less talented.” In these difficult times, and when the good times roll again, the last thing you want to do is drive the good talent away.

A sure way to keep top talent (and maintain high productivity) is to create and manage a culture of hope for the future. Hope is what sustains us as humans and a culture of hope in your organization is what will enable you to focus your team on your vision and implement your business strategy with an aligned, positive workforce that pulls together.

Five Compelling Reasons to Invest in Training for Your Workforce During the Recession

Friend and colleague, Jim Kennedy of Technically Speaking (http://www.technically-speaking.net/) and I met to discuss why smart companies are investing in training now—even in this recession. Jim pointed out that his clients are investing now because they realize that this business slump is not going to last forever (see my May 4 Blog post).

An expert and sought-after trainer in all aspects of management and workforce training Jim’s clients are telling him there are five good reasons they are compelled to invest in upgrading the skills of their workforces now.

1. Many have had to downsize and they are cross-training the employees they retained to do multiple jobs. Fewer people may have to work harder, but it’s important to give them the skills to work smarter as well.

2. In these tough times, it is important to protect margins. It is imperative to train your sales people to have good negotiation skills to get the best deals while maintaining your customer base.

3. Morale can sink during times of stress and potential hardship. Sales are completed by teams. Build team cohesion by focusing on how teamwork can enhance sales and build morale.

4. Conflicts arise when workload pressures and resource limitations cause competition between departments. Train your managers in conflict resolution.

5. Customers can be demanding because they know everyone is scrambling for business. They expect higher levels of technical expertise in sales people. Train your technical people in sales techniques to enable them to be an integral part of the sales team.

These areas of focus for training now will help you in the short run. When times get better, these enhanced skills in your workforce will put you at the front of the pack.