17 Sep
[email protected] Leadership

Inclusiveness Is A Major Factor

Many employees do not feel fully included at work and want their organizations to do more to advance inclusion and diversity.
–McKinsey & Company

It’s probably no surprise that the feeling of inclusiveness in the workplace impacts employee engagement, productivity, relationships and the commitment to support organizational goals. A study by McKinsey & Company says:

  • many employees have considered organizations’ inclusiveness while making career decisions, yet almost half of all respondents do not feel very included at their organizations
  • 39% of all respondents say they have turned down or decided not to pursue a job because of a perceived lack of inclusion at an organization.

This study also found that respondents from ALL backgrounds experienced some kind of issue with inclusiveness, and the issues increased for women, ethnic and racial minorities, and those with alternative gender identities.

The Top 4 Factors For Feelings of Inclusiveness

1.Diverse, Inclusive Leadership
Having a diverse leadership team helps, but even if the leader is not part of a minority group, building cohesive and collaborative teams helps, as does having a leader that truly cares about ALL their workers.

2.Meritocracy and Initiatives to Increase Fairness in Performance Evaluations
A culture based on merit increases feelings of inclusion, but gender does play a role:
-40% of men say meritocracy has boosted their careers
-Less than one-third of women say the same

3. Sponsorship
Having a sponsor (or mentor) aids career advancement, and those with multiple supporters experience an increased feeling of inclusiveness

4. Substantive Access to Senior Leaders
The ability to have meaningful interactions with Senior Leaders increased feelings of inclusiveness, but once again gender was an issue. 57% of males reported that interacting with senior leaders helped their career growth, but that number was reduced to 45% for women.

So what can a leader do? Start by displaying inclusive behaviors. Next, make an effort to build relationships with ALL colleagues and team members, and become a sponsor/mentor for a variety of people. Also, commit to continual learning which includes keeping current with diversity and inclusion issues.

Make a difference!

A diverse mix of voices leads to better discussions, decisions,
and outcomes for everyone.
— Sundar Pichai

10 Sep
Colleagues You Want Around
[email protected] Interpersonal Skills, Success

Colleagues You Want Around

Never lose sight of the fact that the most important yardstick of your success
will be how you treat people – your family, friends, and coworkers,
and even strangers you meet along the way.
–Barbara Bush

What type of co-workers do you like to surround yourself with? Probably those who have the necessary skills to contribute to goal attainment, but what else? Common desired skills include the ability to trust, the desire for results, being accountable, but there’s more.

What about someone that is just fun to be around and has an upbeat personality?

Here are excerpts from Travis Bradberry’s 11 Secrets of Irresistible People:

1.They treat EVERYONE with respect.
Irresistible people treat everyone with respect because they
believe they’re no better than anyone else.

2.They follow the Platinum Rule.
Not the Golden Rule, rather it’s treating others as they want to be treated

3.They ditch the small talk.
Irresistible people create connections and find depth even in short, everyday conversations

4.They focus on people more than anything else.
Irresistible people possess an authentic interest in those around them

5.They don’t try too hard.
Irresistible people don’t make it all about them

6.They recognize the difference between fact and opinion.
Irresistible people recognize that people may see things
differently

7.They are authentic.
They know that no one likes a fake

8.They have integrity.
They avoid talking bad about other people, and they do the right thing

9.They smile.
Smiling during conversations will likely have the other person do the same

10.They make an effort to look their best.
Looking your best is a sign of respect for those you interact with

11.They find reasons to love life.
They approach problems as temporary obstacles, not inescapable fate

Are you the type of colleague you’d want to surround yourself with? Is there anything you’d like to change?

Work joyfully and peacefully, knowing that right thoughts and right efforts
will inevitably bring about right results.
—James Allen

03 Sep
[email protected] Leadership

Thinking Strategically

If everyone is thinking alike, then somebody isn’t thinking.
–George S. Patton

As leaders we make decisions every day that are critical to the success of our work culture. Why not have a course of action that aligns with your overall workplace strategy?

Here’s a 7 Step Process outlined by the Harvard Business Press:

1.   See the big picture
2.   Articulate Strategic Objectives- Smart Goals
3.   Identify Relationships, Patterns and Trends
4.   Get Creative
5.   Analyze Information
6.   Prioritize Your Actions
7.   Make Trade-Offs

What’s your Big Picture? Where do you want to take your organization in the next 3-5 years? Link and support this vision by including the following key processes:

Hiring – What’s required to strengthen the workplace? (Skill-set as well as leadership and collaborative behaviors).

Training and Development – Is any up-skilling required? What about Technical or Leadership bench-strength?

Rewards – Do you consistently appreciate and recognize when value has been added?

Communication – Has the Vision been shared? Are meaningful updates provided?

Change/Conflict – Decisions are costly and can help or hurt the bottom line; don’t disregard differing opinions and immediately address opposing actions.

The intent is to have your team align and collaborate for the attainment of desired results. Success occurs when all colleagues understand how the processes and critical behaviors align with the strategy.

How does your workplace and leadership team support Strategic Thinking?

Strategic thinking rarely occurs spontaneously.
—Michael Porter

30 Aug
[email protected] Communication

The 4 Channels of Communication

Do you have a clear understanding of how your leader and customers wish to be communicated with?

Does your staff or your peers have a clear understanding of how YOU want to be communicated with?

Does everyone know what is expected of them in terms of what should be communicated when?

Is there a high level of comfort for giving and receiving feedback?

Chances are the answer is “no” to at least one of these questions.

Communication–the human connection–is the key to personal and career success.
–Paul J. Meyer

Picking the right channel of communication is a key skill for all leaders. To do this well you have to understand the richness of the channel and the type of message best suited for that channel.

The 4 Channels of Communication

It’s important to understand the channels of communication that we use all the time and how they may affect our message (in order of richness).

1. Face to face

Why is this the richest? Think about your tone of voice, posture, gestures, eye contact, and body position/language.

2. Telephone

What can you detect from hearing a voice? What might you miss?

3. Computer/email/social media

All you have is the ability to share text although some people try to use emojis, parentheses, italics, or bold type to denote their emotional perspective. Has your message ever been misinterpreted?

4. Brochures/bulletins/flyers

This is meant for the widest possible audience; everyone on distribution gets the same message, and, you don’t always know who read it.

All channels of communication serve a purpose dependent on what’s being communicated.

Given that, the first thing we suggest is to know the audience and the message of the communiqué. Before it’s delivered identify the reason, the main points and anticipate questions and responses.

Be prepared for the following questions:

  • What is happening?
  • Why is it happening?
  • How and when is it going to happen?
  • Who is being impacted? How?
  • How will concerns be addressed?

Preparing in advance and anticipating questions (and maybe even some resistance) will allow you to deliver your message with clarity and confidence.

What communication model works best for you?

BONUS – QWIKTIP – Read more: KNOCK ‘EM DEAD

27 Aug
Leadership
[email protected] Leadership

What’s A Good Leader?

Leadership is not a position or title, it is action and example.
–Donald McGannon

Leadership means different things to different people. Today we’d like to feature and share the thoughts of a few of our Certified Professional Leaders. (The opportunity to obtain this certification is exclusively for Leadership Journey Alumni that have completed PeopleTek’s 12 session leadership program and passed an exam validating their understanding of the concepts and skills required for effective leadership).

Excerpts from What’s A Good Leader:

A good leader is someone who demonstrates passion, integrity, conviction and compassion in their everyday life. Good leaders take self-care seriously and encourage development of their people. They coach and mentor others and listen more than they speak. They are impactful by how they empower and support the success of others.
—J. Hartman

Leadership has nothing to do with titles but is the capacity to translate vision into reality. Leaders will be those who empower others, influence others, who has followers. It’s taking people where they’ve never gone before and wouldn’t go by themselves.
—S. Gupta

Leadership is a journey, not a destination. A good leader takes time to reflect, to get feedback, to identify areas to work on, to constantly grow and improve. Leaders must first know themselves in order to effectively lead others.
—T. Infante

A good leader is self-aware and understands the strengths and development needs of the individuals of the team, recognizing we each come to the table with different approaches and preferences that each have value in a given situation.
—A. Koldys

Good leaders don’t leave people behind. They don’t charge forward without others. They mobilize others and continually inspire them to strive toward the destination.
—S. Nair

Someone who is approachable, consistent, persistent, disarming, and who can actively listen; assertively communicate decisively; can tap into and utilize diversity (in styles) wisely and strategically, acknowledges others’ strengths, gifts/”magic dust,” and, can effectively engage, and provide clear guidance.
—M. Pargman

The quality of a leader is reflected in the standards they set for themselves. A good leader not only sets high standards, but also develops, encourages, and enables their team to reach their full potential.
—A. Rodriguez

A leader is someone who is constantly learning and crafting their skills to be the next best version of themselves . . . a leader is an inspiration to those around them.
—G. Resnick

How would you define good leadership? Which of the quotes above resonate most with you?

True leaders don’t create followers, they create more leaders.
—Tom Peters

20 Aug
Collaboration
[email protected] Leadership

Collaboration Sparks Ideas

Let the best idea win, and you will reap the rewards together.
–John C. Maxwell

Do ideas and improvement opportunities flow within your work culture? Are people willing to speak up and share their ideas knowing they won’t be ignored or disregarded?

What about having a suggestion box where ideas can be submitted and evaluated? Naturally all ideas can not be approved; they must be reviewed and the benefit compared to the cost to implement. Nonetheless, encouraging individuals and teams to get creative and collaborate on making things better is almost always a win.

John Maxwell says “Great thinking comes when good thoughts are shaped in a collaborative environment”.

He also shares that great leaders can create a work environment of idea sharing and collaboration by:

1. Listening To All Ideas
No ideas during a brainstorming process should be shot down. Some ideas may seem impossible, but in a collaborative environment, ideas can be built upon and fine-tuned until they become solid.

2. Never Settle For Just One Idea
Keep your options open and don’t be quick to select just one suggestion. The idea is that suggestions will just keep coming.

3. Look For Ideas in Unusual Places
Pay attention to what’s happening around you; what’s working well? What is not?

4. Don’t Take Rejection Personally
Our feelings may get hurt when we think our ideas are the best and others disagree. Listen to those differing opinions; more valuable ideas may surface.

Dedicate a meeting that’s an open forum to discuss improvement in general. Don’t limit it to process improvements and cost savings (although they are very important), but what about having a happier, more effective work culture? Better equipment? Technical support? Flexible work hours? Matrix management? Cross functional teams?

Start by asking “what could we do better”? Create the kind of culture where team members want to collaborate and have no fear sharing their ideas.

When entire companies embrace a growth mindset, their employees report feeling far more empowered and committed; they also receive far greater organizational support for collaboration and innovation.
—Carol S. Dweck

13 Aug
Remote Work Bingo
[email protected] Team

Virtual Team Building

The difference between success and failure is a great team.
–Dave Kerpen

Building team strengths and relationships is always important, and given our current challenging times, even more so. We’ve talked about including in your weekly staff meeting time for team members to share something personal, but what about having something that is simply fun?

Enter ice breakers and games.  The intent is simple: build team relationships in a relaxed forum where people can share thoughts and opinions that are not linked with work efforts or deliverables.

Here are a few ideas:
1.    Remote bingo – click here for a free template and “how to” instructions
2.    Team “fave” week – pick a daily theme that everyone contributes to and posts a picture. Example:

a.    Monday – favorite animal photo
b.    Tuesday – favorite beverage (let the creativity flow!)
c.    Wednesday – favorite musical group
d.    Thursday – favorite food
e.    Friday – favorite vacation spot

3.    Conversation starters/ice breakers:

a.    Which do you prefer and why:  dogs or cats?
b.    Least favorite food?
c.    Do you consider yourself a morning or night person?
d.    What task are you most likely to procrastinate doing?
e.    What home “to do” has been on your list the longest?

4.    More activities

a.    “How to” – ex. mix a favorite drink, assemble a preferred recipe, paint a wall, bathe a dog, etc
b.    Show and tell – (you can set a theme if you prefer)
c.    Virtual book club – this could be a subset of the team
d.    Daily “step” challenge; who walks the most over a 5 day period.
e.    Teach an exercise.  Ex. Yoga, stretching, strength training, etc

5.    Daily Fika – this is a Swedish concept considered by many to be essential. Every day colleagues make time to share a cup of coffee (or tea) and a little something to eat.

Having a work culture that includes fun and encourages colleagues to get to know one another on a more personal level is a plus. It also helps to better understand and get to know the boss!

If everyone is moving forward together, then success takes care of itself.
–Henry Ford

06 Aug
[email protected] Leadership

Personality and Work Mode Preference

Extraverts are comfortable thinking as they speak. Introverts prefer slow-paced interactions that allow room for thought. Brainstorming does not work for them. Email does.
—Laurie Helgoe

It’s probably no surprise that our work mode preference is impacted by our personality. Some of us enjoy structured and group work environments while others prefer a quieter and perhaps even isolated environment.

The Myers-Briggs Company has a tool: Myers-Briggs Type Indicator (MBTI) that assesses preferences and breaks them into 16 categories. Are you familiar with MBTI and do you know your type?  What about the types for your colleagues/direct reports?

You may ask why this matters. Currently there’s the need for so many to work from home, with “essential workers” mandated to continue to go to work; both may have their “happy factor” impacted.

We won’t go into the 16 types, but based on some high-level feedback, there are pluses, and there are negatives. Sample feedback includes:

  • I am more productive
  • I miss being able to talk to people informally
  • I am less stressed
  • I enjoy the solitude
  • I am more engaged with my work
  • I feel lonely
  • I am better organized
  • I take more breaks from work
  • I am frustrated by slow communication from co-workers
  • I feel isolated
  • I am not aware of what is happening in my organization
  • I can be easily reached by co-workers
  • I can easily reach my co-workers
  • I have job security

Do you know your team members well enough to know which comment(s) they agree or disagree with? What about knowing who needs help with:

  • Staying organized
  • Respecting deadlines
  • Celebrating tasks, goals, or accomplishments
  • Pre and post deliverable check-ins
  • General communication

As a leader awareness is key, and we encourage you to understand and adapt to the differing styles and preferences of those you work with, and for.

Introverts like being introverts. We are drawn to ideas, we are passionate observers, and for us, solitude is rich and generative. — Laurie Helgoe

30 Jul
[email protected] Leadership

Integrity Gauge

A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the equality of his actions and the integrity of his intent.
–Douglas MacArthur, American Five Start General

Does your work culture value integrity? If yes, does it conduct surveys and solicit feedback to validate their perceptions of integrity within the workplace?

We’ve worked with companies that do measure it (along with other dimensions), and sadly integrity year over year gets rated poorly.

Why?
It was felt that leadership did not exhibit the behaviors that were desired in others, and that the actions, processes, and communication (or lack of) did not support the company values and beliefs.

Gauge Yourself:
1.    I always act with positive intent
2.    I do not avoid answering questions truthfully, even when the issue is tough ex. layoffs
3.    I own up to my mistakes and take steps to not repeat them
4.    I am willing to say what I’m thinking, even when I’m in the minority
5.    I treat others fairly and respectfully regardless of position/title
6.    I lead by example
7.    I always fulfill my promises/commitments
8.    I’m respectful of others’ time and am always punctual
9.    I call others out when the work values are not supported
10. I don’t make excuses for poor behaviors or actions displayed by myself or others
11. I address disruptive behaviors and conflict quickly and respectfully
12. I am not easily influenced by those more senior to me when things seem “off” and remain true to myself
13. I encourage collaboration for the attainment of results
14. I make an effort to build a work culture that encompasses trust
15. I give credit when and where credit is due

So, how’s your integrity gauge? Is there anything you want to work on? Would others agree with your self-assessment?

It is true that integrity alone won’t make you a leader, but without integrity, you will never be one.― Zig Ziglar

23 Jul
[email protected] Leadership

Staying Engaged and Connected

Keep yourself calm and stay engaged with a dedication to fulfilling your goals.
–Milind Audichya

Are you noticing that colleagues are more restless than ever? That motivation and energy levels are low, and even while on video calls, many prefer to turn their camera off making it hard to assess who’s engaged and who is not?

It’s been reported that while most companies are doing a good job keeping their employees safe and providing opportunities for a stable work culture, more is needed while we work through the COVID-19 pandemic.

Willis Towers Watson, a global advisory and solutions company, tracked more than 100,000 global employees to assess the impacts of COVID-19.  They found:

    • Over nine in 10 employees (92%) reported some level of anxiety
    • 55% indicated a moderate or high degree of anxiety
    • 70% shared they were at least somewhat distracted from a work perspective
    • 32% said they were able to balance working from home with other responsibilities
    • 61% had financial concerns
    • 25% expressed a moderate or high degree of worry
    • Less than half (46%) reported their company was making it easier to access or apply employee benefits related to COVID-19 care
    • 78% agree their leaders have been effective at focusing on work objectives – (that’s impressive!)
    • 16% of employees in stronger team environments have lower rates of distraction while those that struggle collaborating (56%) are more distracted

So what else can we as leaders do?

  1. Be available when support is needed, both for those working from home, and even more so for the “essential workers” that have additional challenges
  2. Assess if there’s a need/opportunity/budget to update work at home equipment
  3. Keep all employees/consultants/colleagues informed
  4. Stress collaboration and the need for teamwork
  5. Share weekly priorities; assign “who” needs to do “what” by “when”
  6. Schedule one on one time
  7. Build in time each week for relationship building. Our team is currently using:
    4,000 Questions for Getting to Know Anyone and Everyone by Barbara Ann Kipfer.  Certainly plenty to choose from!
  8. Be patient! Schools may or may not reopen (ditto for day care), so stress levels and time management may be even more challenging.

Do you have any tips to share for helping others stay engaged and connected? Let us know!

Research indicates that workers have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company.–Zig Ziglar

16 Jul
[email protected] Leadership

Why Give Feedback?

Feedback is the breakfast of champions.
—Ken Blanchard

Why Give Feedback? The intent is to help others grow and thrive, help them understand perceptions about what they do well and what can be improved upon, and it’s a great opportunity to address any actions or behaviors that should be stopped.

All feedback should be delivered respectfully and with specific examples that support your message.

A recommended process is:

ASK – stimulate reflection about what is being discussed

LISTEN – self perceptions can differ greatly from “outside” perceptions

THINK – are there opposing views? What about ideas for improvement?

THANK – it’s most effective when both the feedback giver and receiver welcome feedback

RESPOND – an agreement to “think about it” is a good start

INVOLVE – what support is needed for improvement? A mentor? Up-skilling? Coaching?

CHANGE – is there a consensus of what to address and improve upon? (or keep strong?)

FOLLOW-UP – schedule “check-ins” or better yet immediately share when you see progress

Positive feedback in most cases is easier to deliver than difficult feedback.  For the “tough” feedback, try and remove emotions and remain fact based:

  • What situation are you addressing?
  • Is there a specific behavior? Describe it.
  • Share what you saw, heard, and felt.
  • Describe the impact of the behavior.

You as a leader have a great opportunity to make a difference and strengthen individuals and teams. You can enhance skills, build relationships, increase collaboration, and inspire commitment and change.

Are you making a difference between “awesome” and “less awesome”?

Once people take ownership over the decision to receive feedback, they’re less defensive about it.
–Adam Grant

09 Jul
[email protected] Change

When Will It End?

When everything seems to be going against you, remember that the airplane takes off against the wind, not with it.—Henry Ford

When will it end? We’re talking about COVID-19 and the impacts to the workplace, and especially to people. Attitudes are wearing thin, motivation is suffering, and not having the ability to function “normally” is taking a toll.

What are you noticing in your workplace? What about in yourself?

In April, IBM polled 25,000+ U.S. adults to assess how COVID-19 and the need to work from home impacted them.

  • 75% said they would like to continue to work from home at least partially
  • 40% of respondents felt it should be an option

Before COVID-19, Video company Owl Labs conducted a study of 1200 workers and found the following benefits:

  • Full-time remote workers reported being happy in their jobs 22% more than workers who never worked remotely
  • Working remotely provided a better work-life balance (91%)
  • Productivity was increased/there was better focus (79%)
  • Less stress (78%)
  • Less daily travel (78%)
  • 43% (by choice) worked more hours than non-remote workers.

So, there is some positive news, but as leaders, how does this impact us?

Leading teams virtually is not new for some, but it does require new leadership skills. Gone are the days of impromptu face to face meetings, walking the floor to assess the pulse of the team, and having an open door policy to encourage communication.

We suggest:

  • Block out time in your calendar for brief check-ins (these are in addition to your regular one on one update sessions)
  • Conduct daily team briefings (no longer than 10 minutes) allowing for immediate needs to be high-lighted. Those involved/impacted can schedule additional time for next steps.
  • Hold weekly team meetings to discuss accomplishments, goal progress/roadblocks, and any resource issues. Encourage “on camera” attendance and plan for 60-90 minutes.

For something new:

  • Ask each team member to share a favorite leadership quote, or to identify a leader they respect, and why
  • Build time for relationship building:
  • What’s new personally?
  • Weddings, births, graduations, etc
  • Any favorite TV shows/series or movies to recommend?
  • Desired travel (once restrictions are lifted)

    When will it end? We have no idea as to COVID-19, but working remotely may continue to grow, so as leaders it’s up to us to help others adapt and thrive. Let us know what’s working well for you.

Life’s challenges are not supposed to paralyze you, they’re supposed to help you discover who you are.—Bernice Johnson Reagon, Composer

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