Often what you think you want is not what you want at all!
I'm lucky enough to have a really special team of leadership and management trainers who get to work with some pretty amazing organisations, businesses and NGOs.
Most clients are sure they know what they need from us when we first meet. They come to us to fix a particular problem with their team, business or organisation.
They often want a quick fix. They just see a problem that needs fixing. But often the problem they think needs fixing is just a symptom of a very different issue altogether.
It's always a real joy to witness the sometimes remarkably fast growth of a business. But fast growth can bring a ton of challenges - as one fo my clients Trevor, a passionate and driven business entrperenuer, found out!
When I first met him, he was exhilarated by the success his business was achieving. However, along with the growth came a myriad of challenges that threatened to derail his progress. The sheer volume of tasks, managing a growing team, and maintaining work-life balance were taking their toll..
As business owners and managers, it's really important to be aware of biases that can affect our decision-making.
Biases are unconscious mental shortcuts that can lead to flawed thinking and poor decision-making. Here are five biases that that I've come across in coaching sessions recently:
❓ Only asking for feedback from people you know will agree with you. Otherwise known as Confirmation Bias - the tendency to seek out info that confirms our pre-existing beliefs, while ignoring or discounting anything that contradicts them...
I have seen how a manager's communication skills can make or break a team so I thought I’d share recent story of a manager who learned the hard way how important communication is. 😫
We’ll call her Mary! (Not her name obviously!)
When Mary became a manager, she was excited to take on new challenges and lead her team to success. However, she quickly realized that communication was not her strong suit. She struggled to convey her expectations to her team members and often found herself frustrated when they did not meet her standards.
At first, Mary thought that her team members were simply not listening to her. She became increasingly distant and started to micromanage her team, which only made things worse. Her team members became disengaged and started to resent her, which led to a toxic work environment...
DISC is a fab tool for teams that can help them work together better and avoid unnecessary drama.
Here are 7 reasons why you & your team should learn about DISC profiling:
1. Say goodbye to awkward misunderstandings: By understanding each other's communication styles, you can avoid a lot of miscommunication. No more wondering if your co-worker meant to sound rude or if they're just having a bad day! 😀
2. Better team work: With DISC profiling, you can identify each other's strengths and weaknesses and use that knowledge to work together more effectively.
3. Be a better leader: When you understand your team members' personalities, you can lead them more effectively. Think of yourself as a wizard who can cast spells to motivate your team and make better decisions. 😀 ...
Dealing with passive aggressive behavior in the workplace can be a real pain in the neck, but first, you have to know how to spot it. Here are some hilarious ways to recognize passive aggressive behavior:
The Eye Roll: If your co-worker rolls their eyes every time you speak, they might be harboring some passive aggressive feelings towards you. Or they could have a twitch. Who knows?
The Silent Treatment: If you notice that someone is suddenly not talking to you, it's a red flag that they may be using the silent treatment as a passive aggressive tactic. Or maybe they just have laryngitis?
The Sigh: If someone lets out an exaggerated sigh every time you ask them to do something, they may be trying to express their frustration in a passive aggressive way. Or maybe they just really enjoy breathing out loudly?...
Being a new manager can be exciting, but also intimidating. To help you avoid some of the classic pitfalls, here are 10 things a new manager should never do!
1. Don't pretend you know everything on day one, because we all know you don't. You might as well wear a sign that says, "I'm new here, please don't ask me anything too difficult."
2. Don't micromanage your employees. Let them breathe! Remember, they're adults, not pets. Unless they're actual pets, in which case you're in the wrong meeting.
3. Don't play favorites. It's not primary school, and you're not a substitute teacher. (Unless you are, in which case, hi, Mr. Johnson!)...
So, what exactly do I mean when I say "accidental"?
An accidental manager is someone who ends up in a senior position because:
• They were outstanding at a specific aspect of their career, such as sales.
• There was no one else available, and the position needed to be filled.
• Their potential was recognised.
Unfortunately, many accidental managers never receive the management training they require. They are frequently left to their own devices, which can result in issues with their teams, such as high employee attrition, low morale, inefficiency, and decreased profitability...
I was recently asked what my top tips for success were, so here they are! They will work whether you are a business, NGO, or charity!
1. Establish both a short and long-term vision, then plan on a daily, weekly, monthly, quarterly, and annual basis.
2. Concentrate on your lead measures, which are the everyday tasks that will assist you in achieving your objectives. Make them quantifiable and specific...
Business & management coach, mentor, trainer, author, speaker, social entrepreneur, (and chief pot and bottle washer!)