01 Mar
[email protected] Leadership

Happy Workplace?

Even if you’re not a business leader, you can still take an active part
in a cultural transformation.– FORTUNE March 2018

Would you say that you are part of a “happy workplace?  If yes, what’s your rationale, and if no, what are the dissatisfiers?

This week FORTUNE magazine featured an article by company GREAT PLACE TO WORK where they summarized survey results for identifying the “100 Best Companies To Work For/2018”. Millions of employees in more than 50 countries were surveyed to obtain perspectives about what makes an exemplary workplace.

The six components within the survey included: Values, Innovation, Financial Growth, Leadership Effectiveness, Maximizing Human Potential, and Trust. Bottom line, it’s all about how the workplace culture creates growth and excellence, and the metrics now include ratings for all levels and positions, or in their words “for all”.

We won’t list all the companies, but SalesForce scored first place. The primary reason? Their corporate culture. (Having a favorable work culture was the most common factor in the 100 Best Companies” list.

Some other commonalities across companies included:

  • Create a culture that can withstand conflict and varying views (even encourage it!)
  • Create a culture of transparency
  • Create a culture that is “open, friendly, diverse, and team oriented”
  • Support your employees (at work and in their personal life)
  • Ensure work/life balance is more than just a motto
  • Remain neutral politically (regardless of your feelings)
  • Invest in your people
  • Truly embrace diversityBuild trusting relationships between employees and management
  • “Every voice matters” – engage employees of all levels
  • Thank, appreciate, and reward successes
  • Have clearly defined and unifying goals
  • Offer flexible work hours
  • Possess a desire to see others succeed
  • Ensure your leadership team is caring, approachable, and inspiring

One final point of interest in the article was that “trust fuels business performance but inclusiveness or “for all” accelerates it. Organizations that scored high on measures of inclusivity grew revenue three times as fast as rivals”.

What are you doing to make your teams/staff feel included?

THIS WEEK’S QWIKTIP!

Click to read more about VALUING YOU STAFF

26 Feb
[email protected] Uncategorized

The 4 Communication Styles

The 4 Communication Styles

How often has your “message” been misunderstood? Sadly, it happens all too often.

We think we’re being clear, yet in actuality, we’re clear as mud!

The single biggest problem in communication is the illusion that it has taken place.
–George Bernard Shaw

Our styles vary, and as a result, we process and interpret things differently. HRDQ shares that there are 4 basic communication styles, outlined below: Direct, Spirited, Considerate, and Systematic.

Which style do you feel best describes you?

DIRECT

  • Gets to the bottom line
  • Speaks forcefully
  • Maintains eye contact
  • Presents position strongly

SPIRITED

  • Persuasive
  • Is a good story-teller
  • Focuses on the big picture
  • Uses motivational speech

CONSIDERATE

  • Listens well
  • Is a good counselor
  • Uses supportive language
  • Builds trust

SYSTEMATIC

  • Presents precisely
  • Focus on facts
  • Efficient on speech
  • Well organized workplace

Based on these styles, how do you think misunderstandings could occur? For example, the systematic communicator focuses on facts. How might they have clarity issues with those with the spirited style who focuses on the big picture?

To ensure effective communication, don’t assume your message was accurately interpreted – ask for a recap of what was “heard”.

BONUS – QWIKTIP – Click to read why Listening Takes Work

22 Feb
[email protected] Leadership

Self Control

Self-control, an essential quality for any leader and team if they are going to perform near to their capability. It is necessary that the leader demonstrates self-control if he expects his team to have self-control. Craig Impelman

How’s your self-control? When your “buttons” are being pushed can you immediately feel the discomfort? And, despite this ill feeling, do you have the ability to think calmly and respond appropriately? It’s not easy.

Having the skill to respond with purpose and remain composed is something that we as leaders need to strive for on a daily basis. We need to continually improve our communication, interactions and relationships with our staff, customers, and situations.

Our level of effectiveness is directly tied to self-control and being aware. We all have hot buttons and we all know individuals that seem to have a “gift” to light those buttons up. Some common items that lend themselves to control issues include:

  • Inaccurate/incomplete information
  • Not being informed of problems
  • Insubordination
  • Lack of commitment or accountability
  • Lack of effort and collaboration

When things happen that we didn’t expect, others are watching us to see how we respond. Once we lose our composure, the damage is done and may not be recovered from even when our composure is restored.

Highly effective leaders are in control of their emotions at all times. We may need to postpone a response, use the restroom, or take an “urgent” call allowing us time to regroup and regain our control.

Remaining calm under pressure takes work. What techniques do you use that enable you to be composed and in control?  Let us know!

THIS WEEK’S QWIKTIP!

Click to read how to STAY COOL

15 Feb
[email protected] Leadership, Success

Employee Excellence

Exceptional employees don’t possess God-given personality traits; they rely on simple, everyday EQ skills that anyone can incorporate into their repertoire.
—Travis Bradberry

How would you define employee excellence? What role do you play to ensure “excellence” comes alive and is leveraged? Travis Bradberry, author of 10 Ways To Spot A Truly Exceptional Employee feels emotional intelligence (EQ) is the key.

Emotional intelligence is the genuine ability to feel emotions, understand what you’re feeling and why, understand how others are feeling, and respond appropriately. And, the best part is that we can increase our EQ through self-development.

Having a high EQ builds relationships and fosters communication and consists of the following 4 areas:

Self Awareness (critical when engaging in communication)
Self Management (key for managing emotions in difficult situations)
Social Awareness (leverages awareness of others to perform at their peak)
Relationship Management (manages relationships to increase job performance and integrates EQ professionally and personally)

Bradberry says the following about exceptional employees:

1.    They neutralize toxic people. Exceptional employees control their interactions with toxic people by keeping their feelings in check and confront the toxic person rationally.

2.    They’re marketable. Exceptional employees are well liked and have integrity and can be trusted to represent the brand well.

3.    They’re accountable. They own their work, their decisions, and all of their results—good or bad.

4.    They recognize when things are broken and fix them. They see problems as issues to be fixed immediately and don’t walk past the problem.

5.    They’re never satisfied. Exceptional employees have unparalleled convictions that things can always be better.

6.    They’re in control of their egos. They’re willing to admit when they’re wrong and are willing to do things someone else’s way to improve results (or the situation).

7.    They’re judiciously courageous. Exceptional employees are willing to speak up when others are not, and they balance this with common sense and timing.

8.    They focus. They can differentiate between real problems and background noise; therefore, they stay focused on what matters.

9.    They can tolerate conflict. While exceptional employees don’t seek conflict, they don’t run away from it either. They maintain their composure in pursuit of the greater goal.

10.   They’re willing to delay gratification. Exceptional employees work outside the boundaries of job descriptions and are not dependent on recognition to do so.

Does your development planning include growing emotional intelligence levels? If you want to increase employee excellence, you may want want to consider it!

THIS WEEK’S QWIKTIP!

Click to read more about EMOTIONAL INTELLIGENCE

08 Feb
[email protected] Uncategorized

Stressed?

Stress is an important dragon to slay – or at least tame – in your life.
–Marilu Henner

How’s your stress level at work? Would you say it’s occasional or fairly consistent?

The first step in handling stress is to be aware of it.  Without awareness, stress is in control of you and not the other way around.

Do a simple assessment of the components below, rating your stress level for each as “Low”, “medium”, or “high”.

Job role/characteristics
Too demanding
Not what I thought it was going to be
Work Benefits/compensation
Difficult to get a promotion
Low compensation
Work Schedule
No flexibility
Creates conflict
Work Relationships
None
Conflict ridden
Boss Relationship
Not valued/skills not utilized
Minimal direction / recognition

How many did you rate “high”? We suggest addressing those first. Balance is the key to managing stress; consider what you can do differently to lower your stress levels.

Are you trying too hard? We often have a self-imposed need to compete that adds to our stress. We also don’t take time for the 3 R’s:  Re-charge, re-energize, and relax!

Build in time each day for things you enjoy. (Music, exercise, reading, family time). While at work, stand, stretch, take a walk, and don’t procrastinate! Putting off tasks will only add to your stress.

THIS WEEK’S QWIKTIP!

Click here to read how to STAY COOL

05 Feb
[email protected] Team

Team Magic

If you had to pick one word to describe the culture of your team what would it be?

  • Collaborative?
  • Energized?
  • Motivated?
  • Committed?

Last week we talked about the “Magic Dust” of individuals; what about the “Magic Dust” of teams?

Team members have a need to truly know one another.  What do they like?  What do they find annoying?  What assignments come easy to each person? What assignments are dreaded?

Successful teams are familiar with Patrick Lencioni’s required behaviors (TRUST, COMMITMENT, ACCOUNTABILITY, attention to RESULTS, and healthy CONFLICT), but the culture of truly knowing and caring about one another is also essential.

Take the time to discover “Team Magic“. You’ll find that when personal and professional connections are made, more is accomplished and the work culture is more enjoyable.

When’s the last time you:

  • Conducted a team assessment?
  • Held a team building event?
  • Solicited team feedback?

Maybe it’s time to take your team on a Custom Team Journey so you can discover and leverage Team Magic!

01 Feb
[email protected] Uncategorized

Magic Dust

Leadership is not about executive position or title. It is about connection and influence. At its highest, leadership is all about adding value to the world and blessing lives through the work you do.—Robin Sharma

Magic Dust.  What does that mean to you?  If you’ve been through PeopleTek’s Leadership Journey program you know that magic dust encompasses:

  • What you’re good at
  • Your unique skills and abilities
  • Qualities that make you more impactful
  • How and where you add the most value

Ideally we are provided opportunities to leverage our special skills and abilities at work, allowing us to add the most value, to find our work fulfilling, and best yet, feel inspired and invigorated!

Each of us in general are pretty good at assessing and scrutinizing what we don’t like doing. We know what we are not good at, but we’re not always clear on what makes us have a great day, or provides us with a sense of accomplishment and generally feeling good.

How would you define a good work day? Does it include leading others or contributing to their success?

This is part of being a leader. Leadership can be formal (ex. direct reports, matrix management, project manager, mentorships, etc), or it could be informal, where your skills lend themselves to you taking “charge”. It can also be related to your ability to build relationships, achieve common goals and objectives, sharing your technical savvy, or simply that you are respected, appreciated, and looked up to.

What leadership qualities do you bring to your team or organization? Are you able to integrate your gifts/strengths both in your career and in your personal life?  It’s great when your ambition and talents serve you rather than enslave you!

This may sound funny, but we have worked with leaders that excel at what they do, are acknowledged and rewarded for their accomplishments, but they quite simply don’t LIKE what they’re doing.

Hopefully that does not apply to you! Knowing and using your magic dust will energize you, and sharing it with others will add to your sense of purpose.

Where do you feel you add the most value?

THIS WEEK’S QWIKTIP!

Click here to read more about MAGIC DUST and SHARING YOUR STRENGTHS

25 Jan
[email protected] Leadership, Success

Aware Or Out Of Touch?

Awareness is the ability to perceive, to feel, or to be conscious of events, objects, thoughts, emotions, or sensory patterns . . . it is the state or quality of being aware of something.—Wikipedia

Effective and successful leaders are aware of their skills and gaps, the skills and gaps of those they lead and interact with, and they are also aware of their work culture.

They understand and appreciate differing styles, and they are aware of the pulse on the floor.  How are the satisfaction levels? Does there seem to be negativity in the break room?  Do people speak up or have they gone quiet?

Think about the following topics:

Communication – is it clear, timely, and delivered with sufficient details?

Responsiveness – not everyone processes communication and events as quickly as others. Become aware of who is able to respond immediately, versus those that need more time to process and reflect.

Managing conflict –  conflict is simply differing opinions. However, how conflict is managed can range from avoidance to always butting heads and the need to “win”. Be aware of preferred styles and when they are properly or improperly applied. (All conflict styles matter; it’s knowing when each style is most effective).

Dealing with change – is it embraced or resisted?

Start by assessing yourself.  Which of the above would you say are your strengths? What are the areas to develop?

Next, think about your team as a whole.

  • What do you feel is the major strength?
  • What is one thing you would like to see change?
  • What is the top area of development?
  • If you had to sum up the culture in one word, what would it be?

How aware are you? Don’t neglect increasing your awareness levels! Click here to request a self-assessment (you’ll rate your skills and abilities in 12 areas).

THIS WEEK’S QWIKTIP!

WANT TO BE A BETTER LEADER?  Click here to read more!

18 Jan
[email protected] Leadership

MLK = Courage and Integrity

Average leaders focus on results, and that’s it. Good leaders focus also on the behaviors that will get the results. And great leaders focus, in addition, on the emotions that will drive these behaviors. –Hitendra Wadhwa (professor, Columbia Business School / Founder, Mentora Institute)

On Monday the United States celebrated the life and memory of Martin Luther King, Jr.  Dr. King was a minister, a civil-rights activist, an advocate of nonviolence, and a Nobel Peace Prize winner (1964).

He was also a leader that lived his life with courage and integrity and encouraged others to do the same. He held true to his beliefs, and promoted the behaviors required for everyone to be judged on their personal qualities, (not their color) and that violence not be responded to with violence, but rather with actions of peace. Talk about living and leading with courage and integrity!

Dr. King influenced so many without being arrogant, without being a bully, without looking down and speaking poorly of others, and without being divisive.  Quite the contrary, his focus was on peace and unity, and one of his most famous quotes was “Life’s most persistent and urgent question is, ‘What are you doing for others?”

Professor Wadhwa provides the following insights from Martin Luther King, Jr’s “I HAVE A DREAM” speech:

  • Great leaders do not sugar-coat reality
  • Great leaders engage the heart
  • Great leaders refuse to accept the status quo
  • Great leaders create a sense of urgency
  • Great leaders call people to act in accord with their highest values
  • Great leaders refuse to settle
  • Great leaders acknowledge the sacrifice of their followers
  • Great leaders paint a vivid picture of a better tomorrow

In closing, we want to share one last quote: The time is always right to do what is right.
Great words to live by don’t you think?

THIS WEEK’S QWIKTIP!

Read why FEAR IS A BARRIER TO SUCCESS

11 Jan
[email protected] Communication

What Not To Say

The single biggest problem in communication is the illusion that it has taken place.
—George Bernard Shaw

How high would you rate your communication skills? Is your message consistently understood, and are you pleased with your delivery?

Some of us excel at gathering our thoughts and speaking with clear intent almost simultaneously; others of us need a bit more time to plan our message.

Lou Solomon, a communication consultant for Fortune 500 companies, shares that our verbal mistakes will “undermine our credibility and distract from our message”, and it will also impact our ability to influence others.

To be more effective leaders, Ms. Solomon suggests dropping the following phrases from our vocabulary:

1. “I’m confused,” or “I don’t get it.”
Instead of putting all the responsibility on the other person, take co-ownership. Say, “Help me understand your position,” and remain open.

2. “You know what I mean?” and “Does that make sense?”
Asking for constant validation chips away at your command.

3. “I was like…” or “She was like…”
The word “like” is an unsophisticated setup that gets in the way of your clarity and credibility.

4. “Um, ah, uh, you know.”
Watch out for overuse of filler words and practice pausing to counteract the clutter.

5. “I’ve been too busy” or “I started writing an email and forgot to send it.”
Excuses are unattractive. Say, “I apologize for the inconvenience. You will have it by tomorrow.”

6. “Out-of-the-box thinking”
… should be retired. We can’t escape all the buzzword phrases, but ones like this have become boring.

7. “You always…”
Sweeping generalizations lack insight and get in the way of healthy dialogue. Be specific and avoid using vague blame tactics.

8. “I think we should kind of do it this way.”
Tentative language waters down your presence as a confident communicator. Make a solid recommendation and own it.

9. “I hate to say this, but…” and “John is a good person, but…”
Don’t try to disguise criticism with a layer of caring or say things that offer zero value.

10. “Really?”
It’s an all-purpose complaint that sounds like whining. Try making an interesting observation instead.

If you’re like us, when you read through the “WHAT NOT TO SAY” list, a few will stand out and make you give thought as to which one to drop first.

As leaders, there’s a need to be viewed as credible, authentic, and purposeful. Take the time you need to consistently deliver a message that’s understood. What’s your first action step?

THIS WEEK’S QWIKTIP!

Read about 5 MUST HAVES FOR LEADING TEAMS

04 Jan
[email protected] Success

Accomplishments / Updates

A great accomplishment shouldn’t be the end of the road,  just the starting point for the next leap forward.
–Harvey Mackay

2017 was a great year for PeopleTek and we look forward to what 2018 brings!

We’re thankful for the relationships that we have with you, and will continue to share leadership tips and increase the number of leadership solutions available for individuals and organizations.

Many of you are familiar with our banner Leadership Journey and custom programs, but there’s more that you may not be aware of.

A new addition to our Journey offerings is the Journey To Mastering Agile Leadership. The focus is for leaders to become acutely aware of their environment, adopt and support the Agile framework, and obtain an understanding of the processes that foster innovation and creativity.

Journey alumni are now eligible to take an exam and become CPL1 certified (Certified Professional Leader).

Many teams and companies leverage our surveys to obtain perceptions and increase their awareness regarding strengths and growth areas identified by their team members. When is the last time you solicited input from your team/organization?

Our 363 plus program remains strong – (it includes feedback/tips/techniques/coaching debrief session).

We have a new online, self-paced class utilizing Everything DiSC Workplace.

We are certified not only for the Everything DiSC tools, but also for 5 Behaviors Of A Cohesive Team.

Our strategic partnership with E-coach has grown even stronger with Leadership Journey and 5 Behaviors content on their new website, along with hundreds of tips, techniques and videos geared towards strengthening leadership skills and behaviors.

And, we’ve expanded our focus for culture transformation/preservation and mergers and acquisitions.

We’re experiencing exciting times and hope you are as well. Please take a moment and reflect on your accomplishments, and click here to access some of our favorite (and simple) leadership challenges.

All the best to you in 2018!

THIS WEEK’S QWIKTIP!

Read about CHANGE AND SUCCESS

01 Jan
[email protected] Leadership

Challenge Yourself!

As 2017 comes to an end, what development commitments have you made?

Challenge yourself!  Below are our 12 “Courageability” factors that impact leadership success:

  1. Live and work with passion
  2. Document and share your goals
  3. Commit to addressing and tracking your goals
  4. Understand and leverage your strengths and the strengths of others
  5. Communicate with confidence and clarity
  6. Manage conflict and understand how it can be inspirational
  7. Develop others
  8. Effectively delegate
  9. Enrich your skill-set
  10. Remain controlled
  11. Reward and recognize others with regularity
  12. Learn to succeed from your failures

Which 3 do you find most challenging? Begin the New Year by committing to take the necessary actions for becoming a more effective leader.

Wishing you success and prosperity! HAPPY NEW YEAR!

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