Clairest Of Them.....All (thoughts of a lighthouse )

I've had 12 years of experience handling people and what most doesn't know is that it is not the length of stay in the company that one leader can determine potential in an employee. By experience, people don't get loyal in a company, they become loyal with relationships. Strong relationships help build trust amongst employees and managers. Employee engagement takes time and can sometimes be tricky, but is a very influential way to lead teams. Some call it emotional leadership, some call it micro-management, I prefer to call it employee engagement. How to Engage your Employees Dynamic  Factor- Too often, those who stayed in a company for too long has either become stagnant in their role to be a contributor. One should check if there were changes in the role within 2-4 years otherwise the employee tends to become freeloaders of the company’s resources and are not really significantly contributing. A highly engaged individual will always look for something new and big

Forgive me if I focus on leadership again as this is my passion and I have been handling teams for more than a decade now. I can say that this is my passion – seeing people thrive from nuisance to greatness. I can say that through the years, more than coaching associates, and training them how to grow in their careers, I have also enriched myself on what people really look for in a leader. These are combined items of what I normally practice, failed to practice and still learning to practice up until this very day. I have managed to lead high performing teams through the years and during interviews, management meetings, and coaching I am always asked how come my team always performs. Now it is time to spill the beans, in the hope that it can help you manage your teams. Do not accept any excuses. I know it sounds imposing yet it should be done in a fashion where you were already able to make your expectations known at the beginning. By setting expectations, you yourself should be co