23 Feb
7 Universal Leadership Behaviors
marketang Decision Making

7 Universal Leadership Behaviors

Behavior is the mirror in which everyone shows their image.
— Johann Wolfgang von Goethe

 
Hopefully we all want to continue to hone our leadership skills, abilities and behaviors and be as impactful and influential as possible.

A commitment for continual learning is essential, and re-visiting critical leadership behaviors is always a simple and effective way to stay “sharp”.

We’ve heard most of this before, but it’s good to hear again. Here are the 7 Leadership Behaviors that Gallup has identified as essential competencies required for universal leadership excellence:

1. Build relationships – We’ve spoken extensively about this. “Great leaders build genuine connections and trusting relationships with their peers, followers and networks.”

2. Develop people – Again, this is not a new thought. “Leaders must prioritize ongoing development for every individual in their organization”.

3. Lead change – Understanding and leading through change is a given. “Leaders should model desired behaviors and challenge people to take responsibility for change”.

4. Inspire others – Leadership matters! “People thrive in a positive and encouraging environment that conveys purpose, celebrates accomplishments and recognizes each person’s unique importance”.

5. Think critically – This requires awareness and constant learning. “Great leaders are in a never-ending pursuit of information . . . establishing the goal, understanding risks . . . and  devising a comprehensive, multifaceted plan for execution“.

6. Communicate clearly – It’s not just about speaking and listening, it’s also about connections. “Leaders should . . . fuel a culture with streamlined information sharing and informed decision-making. People need to be listened to and listen themselves — and communication enables meaningful connections”.

7. Create accountability – Leaders hold themselves and others accountable. “Leaders should define what employees are accountable for, set and cascade goals, and infuse accountability in employee development”.

Chances are none of what was listed was new to you, but simple reminders can help us reinforce the behaviors we want to exhibit. It also helps us identify development opportunities for those wishing to grow their careers.  

What development opportunities do you have?  What about your direct reports?

Sincerely,

Mike and Jan

 

Leadership and learning are indispensable to each other.
–John F. Kennedy

 

20 Feb
Job Satisfaction
marketang Decision Making

Job Satisfaction

Job satisfaction factors may not be what you think.

Last week we talked about the direct correlation between healthy relationships and happiness, and this included relationships with co-workers and colleagues, which ultimately impacts job satisfaction.

So, what else impacts job satisfaction? The usual are: the job itself, who you work for, the overall leadership team, the work culture, colleagues, pay, and benefits. And often not discussed, stress levels.

Plain and simple, stress is a huge concern. Korn Ferry conducted a survey of roughly 2000 professionals, and two-thirds of the survey participants shared that their stress level at work has increased over the past five years. Attributing factors included ongoing technology changes, workload demands, and interpersonal conflicts.

It was also reported that stress at work spilled over to personal relationships, caused loss of sleep, with 16% of those polled quitting their job because of it. The biggest reported cause of stress? Leadership. 35% of respondents identified direct bosses as the primary source of stress, followed by co-workers.

Liking your job and being interested in what you do are factors for job satisfaction. The adage do what you love and you’ll never work a day may or may not be valid. Studies show that people who are truly interested in their jobs do indeed tend to be more satisfied, but who we work with matters more than the work we do.

This circles back to last week’s discussion that relationships matter. During the week many of us spend more time with our coworkers than we do with friends and family, and work interactions matter.

Being part of organization where you feel valued, and you have good relationships with your boss and coworkers seems to mean more than having a job you find interesting. The findings reflect that the “social experience”, and feeling valued take a precedent over everything else.

Job satisfaction requires a social environment where we can thrive both personally and professionally, and when our work culture includes having a boss and colleagues that are supportive and maybe even fun!

As a leader, what are you doing to minimize stress and maximize job satisfaction?

Sincerely,

Mike and Jan

Your Job Satisfaction May Have More To Do With Who You Work With Than What You Do –Alison Escalante   

16 Feb
6 Steps to Cultivate Emerging Leaders in the Workplace and Ensure Future Success
marketang Decision Making

6 Steps to Cultivate Emerging Leaders in the Workplace and Ensure Future Success

How to Discover and Cultivate Emerging Leaders in the Workplace

As companies strive for growth and success, they must rely on the talents and abilities of their employees. While it’s essential to have a strong leadership team, it’s equally important to cultivate emerging leaders within the organization. These future leaders are the ones who will eventually fill the shoes of the current leadership team, and investing in them will benefit the organization in the long run. In this article, we’ll explore how to discover and cultivate emerging leaders in the workplace.

  1. Look for High Potential Employees

The first step in discovering emerging leaders is to identify employees who show potential for growth and leadership. These employees may have demonstrated skills, knowledge, or abilities that set them apart from others in their department. For example, they may have taken on additional responsibilities or have a history of delivering exceptional results.

  1. Encourage Professional Development

Once you’ve identified high potential employees, it’s essential to encourage their professional development. This can be achieved by providing opportunities for training, mentorship, and career growth. By investing in their growth, you’re not only helping them become better leaders, but you’re also creating a more skilled workforce.

  1. Provide Opportunities for Leadership

Another effective way to cultivate emerging leaders is to provide them with opportunities for leadership. This can include leading projects or teams, taking on additional responsibilities, or even acting as a mentor to other employees. These experiences will help them develop their leadership skills and gain valuable experience that they can apply in future leadership roles.

  1. Foster a Culture of Learning

To truly cultivate emerging leaders, it’s essential to foster a culture of learning within the organization. This means creating an environment where employees are encouraged to ask questions, share ideas, and learn from their mistakes. When employees feel comfortable taking risks and trying new things, they’re more likely to develop the skills and abilities they need to become successful leaders.

  1. Provide Feedback and Recognition

As employees develop their leadership skills, it’s important to provide feedback and recognition to help them stay motivated and engaged. This can include regular performance reviews, feedback from colleagues and supervisors, and recognition for exceptional work. When employees feel valued and appreciated, they’re more likely to continue developing their skills and abilities.

  1. Create a Succession Plan

Finally, it’s important to create a succession plan for emerging leaders. This plan should outline the steps that need to be taken to prepare these employees for future leadership roles. It should also identify the skills and abilities they need to develop to be successful in these roles. By creating a clear path for advancement, you’re showing your commitment to their growth and development.

Conclusion

Cultivating emerging leaders in the workplace is essential for the long-term success of any organization. By identifying high potential employees, encouraging their professional development, providing opportunities for leadership, fostering a culture of learning, providing feedback and recognition, and creating a succession plan, you can help ensure that your organization has the leadership talent it needs to succeed. So take the time to invest in your employees, and watch as they grow into the leaders of tomorrow.

Additional Tips for Startups: How to Recognize and Cultivate Emerging Leaders in a Fast-Paced Environment

Emerging leaders are an important asset for any organization, including startups. In addition to the six steps outlined in the previous section, there are some additional ways to recognize and cultivate emerging leaders in a startup environment.

  1. Identify Core Competencies

Before you can recognize emerging leaders, you need to identify the core competencies required for leadership in your startup. This may include qualities such as innovation, risk-taking, problem-solving, and collaboration. Once you’ve identified these core competencies, you can assess employees based on these qualities.

  1. Create Opportunities for Cross-Functional Collaboration

In a startup environment, employees often wear many hats and work across multiple departments. By creating opportunities for cross-functional collaboration, you can identify employees who excel at working across departments and are natural leaders. These employees may be able to identify opportunities for growth and development in the organization and may be well-suited for leadership roles.

  1. Encourage Open Communication

In a startup environment, it’s essential to encourage open communication and feedback. By fostering an environment where employees feel comfortable sharing their ideas and opinions, you can identify those who have the potential to become great leaders. These employees may be able to provide valuable insights into the organization and may be able to lead and inspire others to achieve their goals.

  1. Provide Learning and Development Opportunities

Startups often have limited resources, but it’s important to provide learning and development opportunities for employees who show potential for leadership. This can include training sessions, mentorship programs, and attending conferences or networking events. By investing in their growth, you’re not only helping them become better leaders, but you’re also creating a more skilled workforce.

  1. Reward and Recognize Employee Achievements

In a startup environment, it’s important to reward and recognize employee achievements. This can include bonuses, promotions, and other incentives for exceptional work. By recognizing and rewarding employees, you’re showing them that their hard work is appreciated and valued, which can motivate them to continue developing their skills and abilities.

In conclusion, startups can cultivate emerging leaders by identifying core competencies, creating opportunities for cross-functional collaboration, encouraging open communication, providing learning and development opportunities, and rewarding and recognizing employee achievements. By investing in the growth and development of your employees, you’re creating a more skilled and motivated workforce that can help your startup achieve success.

PeopleTek Coaching: Discovering Your Leader Within

In today’s fast-paced business environment, it’s more important than ever to cultivate emerging leaders within your organization. One way to do this is through leadership development programs that help employees develop their skills and abilities. One company that specializes in this area is PeopleTek Coaching, which offers a range of leadership programs to help individuals discover their leader within.

Leadership Journeys: A Path to Personal Growth

At PeopleTek Coaching, the leadership programs they offer are called Leadership Journeys. These journeys are designed to help individuals develop their leadership skills, improve their communication and decision-making abilities, and build their confidence as leaders. Each journey is tailored to meet the specific needs of the individual and is led by experienced coaches who provide guidance and support throughout the program.

The Leadership Journeys offered by PeopleTek Coaching include a range of programs that are designed to meet the needs of different individuals and organizations.

How PeopleTek Coaching Can Help Your Organization

Investing in leadership development programs like those offered by PeopleTek Coaching can have a significant impact on your organization. By helping individuals develop their leadership skills, you’re not only creating a more skilled workforce, but you’re also building a culture of leadership within your organization.

The benefits of leadership development programs are clear. According to a study by the Center for Creative Leadership, organizations that invest in leadership development programs see a 15-25% increase in productivity and a 14-29% increase in employee satisfaction. In addition, these organizations are more likely to retain top talent and have a stronger reputation in the industry.

11 Feb
Relationships and Happiness
marketang Decision Making

Relationships and Happiness

Good relationships keep us happier, healthier, and help us live longer.
–Dr. Waldinger

Would you be surprised to learn that there is a direct correlation between healthy relationships and happiness?

In 1938, the Harvard Study of Adult Development began to research 724 boys in an attempt to learn what made them happy. The boys selected had widely different backgrounds; some came from disadvantaged and troubled families and others were Harvard undergrads. (The study evolved to include spouses and 1300+ descendants of the original group).

Periodic interviews and surveys were conducted to determine what made life fulfilling and meaningful.  The answer: “The stronger our relationships, the more likely we are to live happy, satisfying, and overall healthier lives”.

The study also found that when we have strong relationships, predictions can be made about the health of our bodies and brains through-out our lives. And, it wasn’t just about relationships with friends, romantic partners, and family members, it also included co-workers and colleagues.

Work relationships matter! As leaders, we have the ability to influence those relationships. We can encourage networking and maintaining connections with customers/clients, suppliers/buyers, shareholders/stakeholders in addition to team members. Dr. Waldinger shares that a call, text or email saying something as simple as “just a quick check-in; hope all is well” goes a long way.

Relationships exist when there is genuine interest in one another. Build in a few minutes in your team meetings so attendees can share something personal allowing for relationships to grow. You can also host quarterly team building events. Note: This may need to be done in a “virtual” mode as many workers no longer consistently go to an office but zoom/webex are also beneficial.

How are you letting others know that your relationship with them is important? What are you doing to nurture those relationships?

Sincerely,

Mike and Jan

The good life is built with good relationships.
-Robert J. Waldinger   

06 Feb
6 Mental Shifts for New Managers: Succeed in Your Promotion
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6 Mental Shifts for New Managers: Succeed in Your Promotion

6 Mental Shifts for New Managers: Succeed in Your Promotion

Becoming a new manager can be both exciting and overwhelming. While a promotion is a great accomplishment, it brings new responsibilities and challenges. One of the most important things you can do as a new manager is to make mental shifts in your thinking and approach to leadership. This can help you be more effective in managing your team and achieve success in your new role.

In this post, we’ll discuss 6 mental shifts that new managers can make to succeed in their promotion. These shifts will help you adopt a leadership mindset, communicate more effectively, motivate your team, and delegate tasks effectively. Let’s get started!

Mindset Shift: Moving from Employee to Supervisor

One of the biggest mental shifts you’ll need to make as a new manager is moving from an employee mindset to a supervisory mindset. This means taking on a more strategic role, looking at the big picture, and thinking about the best interests of your team and the company as a whole. To make this shift, it’s important to:

  • Focus on your goals and priorities, and communicate them clearly to your team
  • Cultivate a positive and professional demeanor, and lead by example
  • Take responsibility for the success of your team, and be accountable for their performance
  • Think about how your actions and decisions will impact your team and the company as a whole

Mindset Shift: Adopting a Leadership Mindset

Another important mental shift for new managers is adopting a leadership mindset. This means thinking about your role in terms of leading and guiding your team, rather than simply managing them. To make this shift, it’s important to:

  • Encourage and support your team members in their professional development
  • Communicate your expectations clearly and regularly
  • Foster a positive and inclusive work environment
  • Lead by example, and demonstrate the values and behaviors you expect from your team

Communication Shift: Effective Communication with Team Members

Effective communication is key to building a successful and productive team. As a new manager, it’s important to make a mental shift from simply providing information to actively listening and engaging with your team members. To make this shift, it’s important to:

  • Be approachable and open to feedback from your team members
  • Hold regular one-on-one meetings with team members to discuss their progress and any concerns they may have
  • Encourage open and honest communication, and provide opportunities for team members to share their thoughts and ideas
  • Regularly check in with your team to ensure they have the resources and support they need to succeed

Communication Shift: Addressing Performance Concerns

As a new manager, you’ll also need to make a mental shift in how you handle performance concerns with team members. It’s important to approach these conversations with empathy and a focus on finding solutions, rather than simply pointing out problems. To make this shift, it’s important to:

  • Be proactive in addressing performance concerns, and address them as soon as possible
  • Have regular performance evaluations and provide regular feedback to team members
  • Be clear about your expectations, and provide specific and actionable feedback
  • Focus on finding solutions, and work with the team member to develop a plan for improvement

Motivation Shift: Inspiring and Engaging Team Members

Inspiring and engaging your team is essential to achieving success as a new manager. It’s important to make a mental shift from simply telling your team what to do to empowering and encouraging them to take ownership of their work. To make this shift, it’s important to:

  • Encourage and support professional development and growth opportunities for your team members
  • Recognize and reward good work, and celebrate team and individual successes
  • Foster a positive and inclusive work environment that encourages collaboration and teamwork
  • Provide opportunities for team members to take on challenging and meaningful projects

Delegation Shift: Trusting Team Members

Finally, as a new manager, it’s important to make a mental shift in how you delegate tasks and responsibilities. Trusting your team members to take on new responsibilities and tasks is essential to building a successful and productive team. To make this shift, it’s important to:

  • Be clear about your expectations and the goals you’re working towards
  • Provide clear instructions and resources for each task
  • Offer support and guidance as needed, but allow team members to take the lead and make decisions
  • Recognize and reward good work, and provide feedback on areas for improvement

Peopletek Coaching: Empowering New Managers

Peopletek Coaching is a leading provider of leadership development programs, designed to help new managers make the transition from employee to leader. Our programs are designed to help you adopt a leadership mindset, communicate effectively with your team, motivate and engage your team, and delegate tasks effectively.

We offer a variety of programs, including one-on-one coaching, group workshops, and online courses, all designed to help you make the mental shifts necessary to succeed in your new role as a manager. Our experienced coaches have a deep understanding of the challenges faced by new managers, and will work with you to develop a personalized plan that meets your specific needs and goals.

Whether you’re just starting your career as a manager, or are looking to take your leadership skills to the next level, Peopletek Coaching can help you achieve success. Contact us today to learn more about our programs and how we can help you make the mental shifts necessary to succeed as a new manager.

Conclusion:

Making these 6 mental shifts can help you be more effective in your new role as a manager, and help you build a successful and productive team. By adopting a leadership mindset, communicating effectively, motivating your team, and delegating tasks effectively, you can set yourself up for success in your new role.

Recap these 6 mental shifts:

  • Mindset Shift: Moving from Employee to Supervisor
  • Mindset Shift: Adopting a Leadership Mindset
  • Communication Shift: Effective Communication with Team Members
  • Communication Shift: Addressing Performance Concerns
  • Motivation Shift: Inspiring and Engaging Team Members
  • Delegation Shift: Trusting Team Members

In conclusion, being a new manager can be challenging, but by making these mental shifts, you’ll be well on your way to success. Good luck!

02 Feb
High Potential Talent: Maximizing Employee Potential and Growth
marketang Decision Making

High Potential Talent: Maximizing Employee Potential and Growth

High Potential Talent: Maximizing Employee Potential and Growth

Managing and developing high potential talent is a critical aspect of organizational success. High potential employees bring unique skills, abilities, and perspectives to a company, and their growth and development can drive innovation and help organizations stay competitive.

However, identifying and nurturing high potential talent can be a challenge. Companies must have a clear definition of what it means to be a high potential employee, and they must have effective processes in place to support their development.

In this article, we will discuss the key steps that organizations can take to maximize the potential and growth of high potential employees.

Defining High Potential Talent

The first step in maximizing high potential talent is to define what it means to be a high potential employee. High potential employees are those who have the potential to grow and develop into future leaders within an organization. They possess a unique combination of skills, abilities, and characteristics that set them apart from their peers.

Some common traits of high potential employees include:

  • Strong work ethic and drive to succeed
  • Ability to think creatively and strategically
  • Strong leadership skills and potential
  • High level of intelligence and technical skills
  • Strong interpersonal skills and ability to build relationships

Identifying High Potential Talent

Once an organization has defined what it means to be a high potential employee, the next step is to identify these employees within the company. There are several methods that organizations can use to identify high potential employees, including:

  • Performance evaluations and reviews
  • Skill assessments and development plans
  • Feedback from managers and colleagues
  • Succession planning and career development discussions

Supporting the Development of High Potential Talent

Once high potential employees have been identified, it is important to provide them with the support and resources they need to grow and develop. Some ways organizations can support the development of high potential employees include:

  • Providing challenging and stretch assignments
  • Offering leadership and skill development training
  • Creating opportunities for networking and mentorship
  • Encouraging continued education and professional development.

The Power of Peopletek Coaching for High Potential Talent Development

Peopletek Coaching is dedicated to helping organizations develop high-potential talent and build happy, productive workplaces. Our leadership programs are designed to provide the skills, knowledge, and support that high potential employees need to grow and succeed.

Our programs are based on decades of research and experience in leadership development and organizational behavior. We understand the unique challenges and opportunities that organizations face, and we work closely with our clients to create custom solutions that meet their needs.

Our leadership programs are designed to be engaging, interactive, and practical. Participants have the opportunity to learn from experienced leaders, network with peers, and apply their new skills to real-world situations. Our programs cover a wide range of topics, including:

  • Effective communication
  • Strategic thinking and problem-solving
  • Emotional intelligence and self-awareness
  • Time management and productivity
  • Building and leading high-performing teams
  • Developing a growth mindset and embracing change

Peopletek Coaching is committed to helping organizations develop high potential talent and build happy, productive workplaces. Our leadership programs are designed to provide the skills, knowledge, and support that high potential employees need to grow and succeed. With Peopletek, you can ensure that your high potential employees are poised for success and ready to drive success for your organization.

Tracking and Measuring Success

Finally, it is important to track and measure the success of high potential employees. This can include regular performance evaluations, tracking the success of development plans, and monitoring the success of initiatives aimed at supporting the growth of high potential employees.

 

By following these steps, organizations can maximize the potential and growth of high potential employees and drive success for the company.