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Unleashing the Greatness Within : Elevating the Organizational MIND!!!

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Envision leading an organization where a fourth of the employees are totally turned off by their jobs, at least half of the employees do just enough to get by, and only the remaining 25 percent are enthusiastic. Do you think such an organization can survive, but more importantly, will such an organization thrive? Do you doubt that there are companies around that have such workforces?

Sadly, that’s the profile of the typical firm in the United States, and increasingly, this is the case inside organizations all across the Caribbean. If you somehow believe that your organization is different, that it could not possibly be one like this, then organizational development experts dare you to take a closer look inside and genuinely analyze the situation. Bearing out these statistics, a number of highly respected management and leadership research consulting organizations concur that there’s a major population of workers—“roughly half of all Americans in the workforce–who show up, do what’s expected of them, but don’t go that extra mile, don’t turn on the creative juices, don’t get inspired to create great products or services.” This trend is spreading like a wildfire, as island nations like Jamaica, Barbados, the Bahamas, St. Lucia, and St. Maarteen; countless others are also experiencing organizational dysfunction.

As each new year approaches, achieving and maintaining competitive edge is a dominant concern for leaders everywhere, and organizations will certainly need to elevate their minds. Business thought consultants seem to agree that in boardrooms, during leadership seminars, and in progressive human resource departments the words “employee engagement” are being uttered rather consistently. Employee engagement is becoming the distinguishing success factor separating organizations that are thriving from those just barely surviving.

Employee engagement is best defined as “the critical measure by which organizations are able to inspire and mobilize their people to accelerate reaching company objectives. Engaged employees are motivated to succeed, take pride in their company, are committed to the success of the enterprise and are extraordinary persuasive brand advocates.”

Gallup reports that “Companies that had higher levels of employee engagement outperformed the S&P by 24% over a three-year span.”

First introduced in 1923, the Standard and Poor (S&P) is widely used as a measure of the general level of stock prices, and is representative of industries that span the United States economy. The S&P supposedly represents the cream of the crop when it comes to organizations. To say that high levels of employee engagement have been shown to drive high performing organizations is quite a statement to say the least.

Critical for any organization seeking to benefit from its minds is determining what employees currently perceive, focus on key engagement drivers, identify obstacles to success, and eliminate speculation as to what will foster effective change. Ensuring that employees are committed to their organizations and are aligned with company strategy is the essential ingredient in ensuring execution of strategic programming that leads to sustainable high performance with exceptional returns on investment.

Most significant of the employee engagement findings is that for the most part, the majority of people want to go above and beyond, to be an integral part of the company’s success. Something–often a disconnect with an immediate supervisor or a feeling that the organization doesn’t care about them–is getting in the way, somehow diminishing motivation and a will to give the best of themselves.

Thus, there is a huge, untapped potential that many executives, managers and employees do not recognize and, therefore, have not addressed. And it’s sapping organizational potential.

In speaking about the organizational climate in the United States, Curt Coffman, an author and the Employee Engagement Global Practice Leader for the Gallup Organization’s Consulting Arm said, “We’re running as an economy at 30 percent efficiency because so many workers are not contributing as much as they could. Just think of the impact if [only] 30 percent of a bank’s branches opened every day.”

Scary thought to say the least, so what must leaders do to tap into the power of its “organizational mine.” Building high employee motivation and morale is both challenging and yet supremely simple. Building high employee motivation and morale requires that leaders pay attention every day to profoundly meaningful aspects of their impact on life at work. Model these leadership behaviors as possible strategies to enhance employee engagement:

1. Your Arrival at Work Sets the Employee Motivation Tone for the Day– Picture Mr. or Ms. Stressed-Out and Grumpy. He or she arrives at work with a frown on the face. The body language telegraphs “over-worked” and unhappy. He or she moves slowly and treats the first person who approaches abruptly. It takes only a few minutes for the entire workplace to get the word. Stay away from Mr. or Ms. Stressed-Out and Grumpy if you know what’s good for you this morning. Your arrival and the first moments you spend with staff each day have an immeasurable impact on positive employee motivation and morale. Start the day right. Smile. Walk tall and confidently. Walk around your workplace and greet people. Share the goals and expectations for the day. Let the staff know that today is going to be a great day. It starts with you. You can make their day!!

2. Use Simple, Powerful Words for Employee Motivation – Part of management and leadership success is liking and being appreciative of people. Send the right message by using simple, powerful, motivational words to demonstrate that you value staff. Say “please” and “thank you” and “you’re doing a good job;” these words mean more than you can imagine. How often do you take the time to use these simple, powerful words, and others like them, in your interaction with staff? You can make their day!!

3. For Employee Motivation, Make Sure People Know What You Expect– Setting clear expectations is often a supervisor’s first failure. Supervisors think they have clearly stated work objectives, numbers needed, report deadlines and requirements, but the employee received a different message. Or, the requirements change in the middle of the day, job, or project. While the new expectations are communicated – usually poorly – the reason for the change or the context for the change is rarely discussed. This causes staff members to think that the company leaders don’t know what they are doing. This is hardly a confidence, morale-building feeling. This is bad news for employee motivation and morale. Make sure you get feedback from the employee so you know he or she understands what you need. Share the goals and reasons for doing the task or project. If you must make a change midway through a task or a project, tell the staff why the change is needed; tell them everything you know. You can make their day!!

4. Provide Regular Feedback for Employee Motivation – The motivation and morale builder always identified first is getting feedback, being told how you are doing at work. Staff members want to know when they have done a project well and when you are disappointed in their results. They need this information as soon as possible following the event. They need to work with you to make sure they produce a positive outcome the next time. Set up a daily or weekly schedule and make sure feedback happens. You’ll be surprised how effective this tool can be in building employee motivation and morale. You can make their day!!

5. Make Time for People for Employee Motivation – Spend time daily with each person you supervise. Managers might aim for an hour a week with each of their direct reports. Many studies indicate that a key employee work motivation factor is spending positive interaction time with the supervisor. Schedule quarterly performance development meetings on a public calendar so people can see when they can expect some quality time and attention from you. You can make their year!!
With increasing globalization and technological advancement, organizations throughout the Caribbean must create culture and climates that maximize their greatest resource, and that is its human capital. Finding ways to tap into this wellspring of innovation, creativity and ideas for process improvement are an imperative if an organization is going to benefit from its transformational mine come 2009! The new buzz word is “employee engagement” and if your organization is not practicing it, thriving is definitely out of the question, and surviving is merely a possibility.

By. Dr. Anita Davis-Defoe Consultant Editor Businessuite Magazine

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Businessuite Women

JAMPRO’S Film Commissioner to join International Women’s Forum Global Leaders Fellows Program

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Film Commissioner at JAMPRO, Renee Robinson, has been selected to be part of the International Women’s Forum Global Leaders Fellows Program for the year 2022-23. The year-long, intensive leadership development experience prepares Fellows to be leaders for tomorrow through multidisciplinary training that develops the participants’ leadership and management capabilities.

“This opportunity will allow me to fluently speak the language of international deal-making, advance the focal shift of business towards the creative economy, and solidify access to financing for our creative practitioners.”

Robinson’s selection was based on her career as an orange economy expert, content strategist, and thought-leader. She has served as Jamaica’s Film Commissioner since 2016, with responsibility for national economic growth and economic impact of the screen-based industries, advancing employment, film production expenditure, and contribution to GDP (Gross Domestic Product).

JAMPRO’s President, Diane Edwards, said that “we congratulate Renee for being selected to join this prestigious Fellows Programme. We look forward to seeing her advancement in the next year, and her continued excellent work to develop Jamaica’s creative economy”.

Reacting to her selection for the Fellows Program, Ms. Robinson said it demonstrates the rising shift towards business-focused entertainment industry as a valid economic driver. She noted, “Investing in the creative economy is not philanthropy or corporate social responsibility; it is, in fact, lucrative and critical for socio-economic development. Through the Fellowship, I plan to groom my skills in influencing business decisions that support the creative economy.”

 

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€7-Million Grant For Women In Business And MSMEs

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PHOTO: ADRIAN WALKER
Minister of Finance and the Public Service, Dr. the Hon. Nigel Clarke (left), and General Manager (Acting), Inter-American Development Bank (IDB) Caribbean Country Department Group, Carmen Madriz, shake hands following the symbolic signing of a Non-Reimbursable Agreement for the European Union’s provision of a €7-million (over J$1.2-billion) grant for the Government’s Boosting Innovation, Growth and Entrepreneurship Ecosystems (BIGEE) Programme. The signing was held during a Visibility Ceremony at The Jamaica Pegasus hotel in New Kingston, on Wednesday (May 25).

 

The Government’s Boosting Innovation, Growth and Entrepreneurship Ecosystems (BIGEE) Programme has been bolstered with a €7-million (over J$1.2-billion) grant from the European Union (EU).

This will provide support for female-led businesses by helping them to build their capacity to contribute to the economy; assist recovery of micro, small and medium-sized enterprises (MSMEs) from the economic fallout resulting from the COVID-19 pandemic; and support stakeholder climate change mitigation and adaptation projects that contribute to resilience and sustainability.

The funds are being facilitated through a Non-Reimbursable Financing Agreement under the EU’s Caribbean Investment Facility and will complement the US$25-million loan for the BIGEE programme that was provided by the Inter-American Development Bank (IDB), which will administer the grant.

The BIGEE Programme, which is being implemented by the Development Bank of Jamaica (DBJ), aims to promote sustainable and robust growth among start-ups and MSMEs.

Minister of Finance and the Public Service, Dr. the Hon. Nigel Clarke; Head of the European Union Delegation in Jamaica, Ambassador Marianne Van Steen; General Manager (Acting), IDB Caribbean Country Department Group, Carmen Madriz; and DBJ Managing Director, Anthony Shaw, participated in a symbolic grant agreement signing on Wednesday (May 25).

This was held during a visibility ceremony at The Jamaica Pegasus hotel in New Kingston.

Dr. Clarke, who conveyed the Government’s gratitude for the EU’s support, said the BIGEE Programme is geared towards positioning innovation at the centre of the business ecosystem.

“For [Jamaica] to have the kind of economic growth that can support the kind of jobs [we are seeking to generate], we need value-added private-sector activity which is based on innovation,” he stated.

In this regard, Dr. Clarke, who is also Chairman of the IDB’s Board of Governors, said the BIGEE programme “underscores the Government’s commitment to promoting financing and investing in innovation”.

Mr. Shaw said the grant agreement represents “another step in the long-standing fruitful relations between Jamaica and one of our most dependable international development partners – the EU”.

Ambassador Van Steen, in her remarks, said the grant was indicative of the EU’s renewed commitment to fostering entrepreneurship in Jamaica, in a sustainable way.

“The development of micro, small and medium enterprises is critical, not only to the Jamaican economy but to the economies in all countries. Here in Jamaica, they are playing a vital role in the Government’s efforts to spur economic recovery from the COVID-19 pandemic,” she stated.

Meanwhile, Mrs. Madriz said the grant represents “another important milestone in the effort of the Government of Jamaica, Development Bank of Jamaica and the Inter-American Development Bank to strengthen the country’s business ecosystem”.

The BIGEE Programme’s specific objectives are promoting innovation and productivity among established MSMEs with high growth potential, promoting sustainable growth in scalable start-ups, and creating a sustainable pipeline of high-growth potential start-ups.

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Businessuite Power 50 Women in Jamaican Business for 2022

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BUSINESSUITE Magazine’s  ranking of Jamaica’s leading businesswomen provides a unique opportunity to secure an insight into the professional lives and activity of some of the most interesting and inspiring women in Jamaica’s private sector today.

How we pick the Power 50

What qualities can adequately describe a woman of power and influence on a national level? She is often described as ambitious, driven, determined, creative, a confident leader and a risk-taker. She allows her passions to order her steps, her gifts and her talents to become her own personal calling card.

Powerful and influential women are thriving in their business lives across Jamaica and so the move by the BUSINESSUITE editorial team to select, based on the format created by FORTUNE magazine editors, the 50 most powerful and influential women was truly a daunting task.

As stated, the selection process for the BUSINESSUITE list of the ’50 Most Powerful and Influential Business Women’ is based on a general format created and used by the editorial team of FORTUNE Magazine. This includes:

1. The general size (Revenue, Profitability and Human Resource) and importance of the woman’s company in the Jamaican economy;
2. The health and direction of the company;
3. The arc of the woman’s career and;
4. Societal and cultural influence of the business as informed by key industry insiders and published information

It must however be noted that since BUSINESSUITE Magazine is not privy to the financial statements of some of the companies mentioned, this was not heavily factored into our final listing and placements. Readers are therefore invited to debate and discuss the names and placement of individuals.

They aren’t just successful executives, entrepreneurs, or administrators who are admired and respected within their own organisations, they are the voices that are heard across the industries in which their companies operate, even across corporate Jamaica as a whole.

The Presentation Event – October 2022
The awards will be given to 50 women business leaders who have achieved strong results in their respective fields. This will be the 1st edition of Businessuite Magazine’s Most Powerful Women Awards, to be held in October 2022. Details to come.

The awards are aimed at honouring remarkable Jamaican women who have made outstanding contributions to their organisations and set new standards of administration and performance across corporate Jamaica and the economy.

We will also be seeking to recognise and identifying Rising Stars and Women Abroad.

The Special Edition – October 2022
The event felicitates the most powerful women in Jamaican business and salutes the spirit of successful business women with a special issue of Businessuite Magazine ‘Most Powerful Women in Business” Jamaica Edition. Details to come

See also

The Top 40 Most Powerful and Influential Women in Jamaican Business for 2016.

Businessuite Power 50 Women in Jamaican Business for 2013

Businessuite Power 50 Women in Jamaican Business for 2012

Businessuite Magazine December 2014 Digital Edition

BUSINESSUITE Magazine October 2012 Digital Issue

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Taking Stock LIVE – CEO and Founder of Island Grill, Thalia Lyn Opens Up

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Jamaican fast food chain Island Grill, is expanding! The eatery is seeking to employ 1-hundred new staff, including positions at a new Spanish Town restaurant. But what are their plans beyond Jamaica? And will they ever do an IPO? CEO and Founder of Island Grill, Thalia Lyn, joins us.

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Businessuite Women

Ketanji Brown Jackson Confirmed To The U.S. Supreme Court

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Ketanji Brown Jackson was confirmed to the U.S. Supreme Court on Thursday, making history as the first Black woman to ever join its ranks while leaving the balance on the nine-member court—controlled by a six member Republican-appointed majority—unchanged. The 53-47 vote affirming the elevation of the 51-year-old federal appellate judge saw her garner backing of all 50 Senate Democrats and only three Republicans.

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