10 Nov
PeopleTek Coaching Change

Times Are A-Changing

It’s not a news flash that times are a-changing both personally and professionally.

During any change, there will be an adjustment period, and during this period expect there to be anxiety. We could manage what was known (even if we didn’t like it), but we rarely know the best way to manage what we don’t know.

Life is a series of natural and spontaneous changes. Don’t resist them – that only creates sorrow. Let reality be reality. Let things flow naturally forward in whatever way they like.–Lao Tzu

Change is both a challenge and an opportunity for growth; it’s also a cause of stress and may breed a climate of mistrust due to differing views and opinions.

As leaders, we can’t disregard the feelings of those around us. We need to listen, and we need to give and receive feedback in an honoring way and appreciate the differing opinions.

It’s also essential that we keep on track professionally, and that we provide a sense of calm and guidance to our organization.

  • We need to restate our vision and our goals
  • We need to identify what’s left for us to accomplish before the end of the year
  • We need to begin to strategize and plan for 2017
  • We need to assess if or how the changes could impact us
  • We must address any know obstacles

Last month we shared that “Adapting to Change” and the ability to “Apply Sound Judgment” were 2 critical competencies for high performers. We also said:

We need to expect that change will continue to occur at a rapid pace, and with it, discomfort and uncertainty. Use clarity and communication to lessen levels of anxiety.

This seems to be a great time to excel in these areas!

BONUS – QWIKTIP – Click to read about CHALLENGES

03 Nov
PeopleTek Coaching Career, Leadership

Recent Promotion?

Do you have a plan in place if you’re a newly promoted leader, or if you’re the leader of a newly promoted team member?

Specifically, what do you do? How does the transition occur? Who is actively involved? What’s the process?

Questions and Considerations For New Leaders

If your actions inspire others to dream more, learn more, do more and become more, you are a leader.
–John Quincy Adams

If you’re a new newly promoted leader, ask:

  • What are your new roles/responsibilities?
  • What are your individual goals?
  • What are the goals of the department?
  • How are goals measured?
  • What are the team strengths?
  • What are the biggest challenges you’ll face?
  • Do you need to “up” or acquire any new skill-sets?
  • Who could be your mentor?

And, ask your team members for their perspective. This provides you with an opportunity for one on one time and will help you build relationships. It also lets the team know you’re willing to listen, and that you care.

  • What do they view as the team strengths?
  • What area(s) would they recommend be developed or have process changes?
  • What do they appreciate most in a leader?
  • How can you best lead the team?

If you’re the leader of a new newly promoted team leader, provide:

  • Role clarity and expectations
  • Individual and team goals
  • Known challenges ex. Goals, vendors, internal or external customers
  • Reward and measurement processes
  • Conduct weekly update meetings. Keep them brief but be available, ensuring a smooth transition and removing a sense of abandonment
  • Conduct a monthly one on one. Share expectations, obstacles, general perceptions, and jointly create a development plan

Leadership is about “taking others where they’ve never gone before and would not go on their own.” Have a transition plan in place and help make becoming a successful leader a reality.

BONUS – QWIKTIP – Click to read how to SHARE YOUR VISION