The “work-more economy” is colliding head-on with the “do more with less” reality. Employees are overwhelmed. Calendars are overrun with meetings that most consider to be a waste of time. Opportunities are being missed as people get caught in the vacuum of single-minded focus.
Companies aren’t blind to the problems. Many have worked hard to remove some of the hierarchical structures of the past to make their organizations more flexible and nimble. It’s now possible to rearrange and recombine teams quickly to deal with shifting priorities and needs. Even so, according to CEB research, this can actually make it harder for people to complete their individual tasks, potentially adding to burden of longer hours.
The world is more volatile, uncertain, complex and ambiguous (VUCA) than ever before, yet speed ”the ability to move fast, shift attention and think in short increments” is more critical than ever.
The message seems to be: Never mind the unpredictability and chaos, we need higher levels of productivity, engagement and results across the board.
Know How Your Employees Think
The implications are clear: Know your employees and how they think, and you will know how to unlock their full productivity.
Whether managers are managing people, projects or specific kinds of work, a big part of the job is being able to get things done through others. Understanding “where they’re coming from” in terms of their thinking preferences can be tremendously valuable because it provides clues about what work they do best, how to structure tasks and assignments for optimum productivity, and even where someone else’s strengths might fill in the gaps of their own thinking.
On the surface, though, it may sound like this is too complicated, too time-consuming. If every person”not to mention, every team”has unique thinking preferences and approaches to work, how can a manager efficiently and effectively engage such a cognitively diverse group? And what about the manager’s own thinking?
The good news is, there’s a practical, proven approach that any manager can apply to engage and inspire all of that thinking diversity: Whole Brain® Thinking.
As a core management competency, Whole Brain® Thinking makes it easy for managers to:
- Improve efficiency and motivation by delegating and assigning work based on the mental demands of the job and the thinking resources available
- Understand what motivates different people and coach more effectively
- Recognize and take into account the energy required when the person will have to stretch mentally to get the work done
- Provide productivity tools and job aids that will help, not add to the distractions
- Assemble and manage highly creative, productive and energized teams
Whole Brain® Thinking isn’t just for managers, though. It gives employees and teams a new perspective on how they work best, both individually and as team members, as well as the skills to:
- “Own” and become more accountable for their productivity
- Manage their time, attention, tasks and projects in the most efficient, effective way for them
- Get the full benefits of their own thinking and a team’s thinking diversity
- Get more personal satisfaction out of their work
Once Whole Brain® Thinking becomes a way of doing business, it becomes a win for everyone. As one operations manager told us, “I’m amazed at how many previously untapped resources I have!”
Are Teams Broken? Or Just Not Using Their Heads? Team Thinking in a New Light.
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