Marg Kronfeld – Encouraging Leadership Development

Marg Kronfeld is a New Zealand professional and the company director of BK Enterprises. As an experienced manager and director, Marg Kronfeld has developed methods to encourage leadership within her companies. If you’d like to do the same in your own professional endeavors, try tactics like those listed below:

  • Establish a Vision – Communicate a clear vision to every team member so that they know where the company is headed. Helping your employees understand your overall vision for the organization helps each member see how their role is important to the bigger picture. This can encourage team members to work harder and improve company morale. Adding a non-profit cause to the organization’s vision, such as donating monthly funds to a charitable cause, can also encourage employees to work harder.
  • Encourage Learning and Development – Offering proper training and leadership development programs to employees gives them a chance to learn about their current role and to prepare for advancement. This can be as simple as encouraging your senior employees to mentor fresh talent or as in-depth as hiring on new team leaders for these programs.
  • Talk About Leadership Traits – Scheduling regular meetings to discuss leadership development and talents can encourage employees to overcome obstacles and improve skills. Identify personal strengths of individual employees to the group, too, to show that you appreciate and applaud what each person brings to the table.

Many successful professionals seek mentorship from seasoned businesspersons like Marg Kronfeld. Try reaching out to a few such pros in your area to locate a beneficial mentorship of your own.



Marg Kronfeld – Inspiring Employee Creativity

Marg Kronfeld, currently the company director of BK Enterprises, is a motivated management and directing professional. From more than three decades of professional experience, Marg Kronfeld has learned that inspiring employee creativity can vastly improve the quality of a team. If you’d like to do the same for a team that you’re leading, try strategies like those below:

Flexible Scheduling

Schedule flexibility allows employees to deviate slightly from the typical “nine to five” days, which helps them feel trusted and accommodated for. Schedule flexibility statically results in higher employee satisfaction, translating to better employee performance and creativity. In short, if you allow your employees to schedule outside of the box, they’re more likely to think outside of the box.

Allow Breaks

Allowing employee breaks increases job satisfaction and improves creative thinking. If you structure creative breaks in addition to general breaks, you might improve employee thinking even more. For example, some office places are using the adult coloring book craze as inspiration to schedule a weekly group coloring hour for interested employees.

Hear Ideas

Many companies are full of creative employees that don’t feel as though it’d be worth it to share their thoughts. To counter this, host regular meetings to check in with everyone and leave an idea box open at the end of the meeting. This allows employees to share their ideas without fear of embarrassment, making it more likely that they will contribute.

Professionals like Marg Kronfeld try many different tactics with their teams to find what works for their specific group of employees. If one approach doesn’t work, try new things until you find another that does.


Marg Kronfeld – How to be an Inspirational Leader

Marg Kronfeld is a New Zealand professional who has served as an inspirational leader in many of the positions in her decades of business experience. She presently leads the entire staff of more than thirty-five employees at BK Enterprises with great success. Professionals like Marg Kronfeld don’t always begin with natural leadership skills, though. They often spend time learning about steps like those below to improve their methods:

  • Think of the Future – Thinking of the future helps inspire teams by showing where each person can go from their current position. This means talking about, and planning for, internal promotion. By thinking of the future for each employee, you motivate them to work to their full potential, increasing their value to you and your team.
  • Use Examples – When you’re speaking of success and failure, give relatable examples so that you can be sure that everyone’s on the same page. If you use yourself as an example, it can be more motivating to a team because it shows that you’re human. For example, if you’re talking about how to avoid sales failure, discuss a time that you failed and how you could have avoided it.
  • Spread Inspirational Messages – Every message to team members, including things as basic as a group update, has the potential to inspire employees. Use your messages to their full potential and aim to make each one inspirational, even if it’s simply adding a positive quote to the end of an email.

If you’re tasked with a leadership position and you’re nervous about how well you’ll handle it, seek out a professional like Marg Kronfeld in your area. Explain your situation and ask for a mentorship-like meeting in a local coffee shop – you might be surprised how happy other professionals are to help.