30 Mar
Unlocking Growth with 360 Feedback: Key Behaviors for Success
marketang Uncategorized

Unlock Growth with 360 Feedback: Discover Key Behaviors to Boost Your Effectiveness and Embrace Continuous Improvement

We all need people who will give us feedback. That’s how we improve.
—Bill Gates

Unlock Growth with 360 Feedback: Discover Key Behaviors to Boost Your Effectiveness and Embrace Continuous Improvement

Is it time to solicit feedback from your colleagues, clients, direct reports and your leader(s)? Not everyone is comfortable hearing what others have to say so it’s important to remember the purpose:  to understand how others perceive us, and to grow our level of effectiveness (and as Bill Gates says “to improve”).

PeopleTek now has a new 360 Feedback Tool that measures 12 Key Behaviors (in bold) and associated balancing behaviors:

Continual Learning
Exhibits Curiosity, Assesses Own Skills, Learns New Approaches

Awareness
Demonstrates Humility, Considers Other Perspectives, Confirms Own Role

Magic Dust
Examines Own Essence, Receptive to Feedback, Develops Others

VMGM = B
Creates a Shared Vision, Identifies New Challenges, Aligns Behaviors

Communication
Is Approachable, Develops Others, Facilitates Dialogue

Clarity
Eliminates Obscurities, Validates Required Actions, Aligns Roles to Goals

Accountability
Demonstrates Integrity, Facilitates Resolution, Creates Accountability Culture

Conflict
Demonstrates Empathy, Facilitates Resolution, Identifies New Opportunities

Influence
Rallies with Enthusiasm, Shows Confidence, Maintains Composure

Relationships
Continuously Expands Network, Shows Authentic Self, Creates a Culture of Respect

Feedback
Receptive to Feedback, Champions Improvements, Develops Others

Inspiration
Rallies with Enthusiasm, Energizes and Excites, Demonstrates Loyalty

If it’s been over 1+ years since you’ve obtained feedback, now is a good time to learn where others feel you excel and where you have development opportunities.

Why wait?

Sincerely,

Mike and Jan

 

Feedback is the breakfast of champions.
—Ken Blanchard

 

About PeopleTek Coaching

PeopleTek Coaching is a renowned organization dedicated to helping leaders and teams unlock their full potential. We offer tailored coaching and training programs designed to strengthen leadership skills, promote collaboration, and boost performance. Our seasoned coaches are dedicated to equipping professionals with the necessary tools and knowledge to excel in the ever-evolving business world.

As you begin your quest to establish integrity in your leadership, consider joining forces with PeopleTek Coaching to support your professional growth and development. By tapping into our expertise, you can foster a work culture that genuinely values integrity and cultivates a flourishing, successful team.

23 Mar
Leader Reflecting on Integrity and Trustworthiness in the Workplace
marketang Decision Making

Assessing and Cultivating Integrity in Leadership: A Self-Reflection and Team Evaluation Guid

Measuring Integrity requires courage and the desire to truly understand
how your actions and behaviors impact others.

Assessing and Cultivating Integrity in Leadership: A Self-Reflection and Team Evaluation Guide

How do feel you “measure up” in regards to leading with integrity? Would your colleagues and direct reports agree that you say what you mean? That you model the behaviors that support your company values? That you can be trusted, are consistent, and are truly dedicated to helping team members succeed, and organizational goals achieved?

We’ve worked with companies and leadership teams where integrity was their lowest survey score when their leadership style was evaluated. Why? The raters felt that their leaders did not exhibit the behaviors that were expected of them, and that the actions, processes, and communication (or lack of) did not support the company values and beliefs.

Below are some questions that can be used to measure integrity. We suggest you answer the questions first, and then if inclined, you can ask your team to share their perceptions.

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 have the confidence to be 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

How did you feel answering these questions? Did any give you cause to pause? It takes courage to self-assess, and even more courage to admit there are development opportunities.   

Commit to supporting a work culture where integrity becomes the norm, and challenge others to do the same!

Sincerely,

Mike and Jan

 

The supreme quality for leadership is unquestionably integrity.
Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office.
—Dwight D. Eisenhower

 

About PeopleTek Coaching

PeopleTek Coaching is a distinguished organization that specializes in developing leaders and teams to reach their full potential. Through customized coaching and training programs, we help individuals and organizations enhance their leadership skills, foster a collaborative work environment, and drive overall performance. Our experienced coaches are committed to empowering professionals with the tools and knowledge needed to succeed in today’s dynamic business landscape.

As you embark on your journey to cultivate integrity in your leadership, consider partnering with PeopleTek Coaching to support your professional growth and development. By leveraging our expertise, you can create a work culture that truly values integrity and fosters a thriving, successful team.

16 Mar
Leading with Resilience: Eight Guiding Principles for Challenging Times
marketang Decision Making

Leading with Resilience: 8 Guiding Principles for Challenging Times

Effective Leadership Includes The Ability To Be Resilient

Leading with Resilience: Eight Guiding Principles for Challenging Times

Effective leadership includes having the skills and ability to be resilient. Let’s start by defining resiliency. One found in the Oxford Dictionary is “the capacity to withstand or to recover quickly from difficulties; toughness.”

Any question as to why this is an important skill for leaders to possess? Dealing with employee retention, hiring the right person for the right job, addressing issues in the workplace, managing stress, meeting goals and deadlines, keeping abreast of changes in the market; the list goes on and on.

Glenn Sanford, CEO SUCCESS Enterprises shares eight guiding principles for leading through challenging times. (excerpts from SUCCESS – September/October 2022).

1. Play to Win – Set a clear vision and mission with defined goals for your team to rally around together. (We’re pretty sure you’ve heard this before!)

2. Be Continually Learning – The best practices that worked a couple of years ago are probably irrelevant today . . . find new and innovative ways to succeed.

3. Break What Isn’t Broken – A comfortable business is one that will get left behind. Encourage your team to challenge, question, and scrutinize everything.

4. Don’t Under-Estimate Your Competition – Keeping your competitive advantage means iterating your product or service before the market requires it.

5. Know When You Have An Advantage and Double Down – Identify what makes your company unique and capitalize on it.

6. Balance Operating Expenses With Growth – Keep your costs low and your focus sharp.

7. Be Agile To Adapt – Leaders should create room for key team members to move in and innovate (and stay out of the way!).

8. Embrace Chaos To Drive Change – Get comfortable with chaos; it’s a byproduct of fast growing organizations.

As leaders there’s a need recognize and address difficulties that our team or organization are facing. We need to have the skill and energy to cope with the “chaos” and help our teams work through and bounce back from disruptions and challenges.

Sincerely,

Mike and Jan

 

Life doesn’t get easier or more forgiving, we get stronger and more resilient.
― Steve Maraboli

 

16 Mar
Turning mistakes into opportunities: tips for handling mistakes positively
marketang Decision Making

Turning Mistakes into Opportunities: 3 Tips for Positive Handling

A man must be big enough to admit his mistakes, smart enough to profit from them, and strong enough to correct them.
—John C. Maxwell

 

Turning Mistakes into Opportunities: 3 Tips for Positive Handling

Mistakes happen! When they do it certainly does not feel good, but without mistakes, growth and innovation will be limited.

How do you react when a mistake does occur? Paul Tiberian from Oneness Consulting provides 3 tips for handling mistakes:

  1. View the mistake as another attempt to the solution

Don’t let mistakes depress or discourage you. We must realize that depression and discouragement are negatives that limit the future. Instead let it help you to be more determined to solve the issue.

  1. Admit the mistake

Now this takes courage, but recognition of errors is a sign of maturity. When we don’t recognize them, it is denying them. The reality is that denying the mistake only allows the mistake to take root and grow, it’s something that will limit your future.

  1. Know that it’s only when you ignore the mistake that it is negative

When we confront mistakes, when we look it square in the eye, we can take full advantage of it as “positive” and you will benefit from the mistake.

This not only applies to the mistakes we make, but also those made by our colleagues and direct reports. We once worked with a leader that impressed on his team that he should be the first one to know when they had made a mistake.

Not to chastise them, but rather to gather the facts so he could better understand what happened and communicate the mistake as needed. He also would make sure that the person that made the mistake would have all the resources they needed to resolve the issue as quickly as possible.

Too often there’s a fear factor about letting “the boss” know that a mistake was made. We all make mistakes. As leaders we can encourage our team members to own them, communicate appropriately, learn from them, and make every effort to not repeat them.

Sincerely,

Mike and Jan

Anyone who has never made a mistake has never tried anything new.
–Albert Einstein

 

02 Mar
What’s The Heart Of Organizational Success?
marketang Decision Making

What’s The Heart Of Organizational Success?

Research shows that the climate of an organization influences an individual’s contribution far more than the individual himself.
–W. Edwards Deming

 
We want to succeed, we want our team members to succeed, and we want our organization to succeed. How do we make that happen?

Based on LinkedinWorkplaceLearningReport2023, the heart of organizational success are our people and their skills.

We often talk about the need for a commitment for continual learning and the findings support that. The Workplace Learning Report states that the #1 priority for success is to map learning with your goals. (What got you to where you are today will not likely help with “tomorrow”).

They also shared the 4 focus areas as:

1.    Aligning learning programs to business goals
2.    Upskilling employees
3.    Creating a culture of learning
4.    Improving employee retention

As we often share, documented goals are a must have. And, each organization and team member must understand how they can support them, with a means to track progress. Once defined, are all the skills and development opportunities in place to attain these goals? Are there any that are missing?

Next, it’s all about your people. Your employees, from the time they are hired and through-out their entire career, must experience a work culture that makes them feel valued and allows them to thrive. Maria Laws, Director of Learning Experience Design says: “it’s about helping everyone find the way that they shine.” We call this Magic Dust™; that is helping our team members discover their strengths and where they find enjoyment. This includes knowing and leveraging:

·         What each team member is good at
·         The unique skills and abilities of each team member
·         The qualities that make them most impactful
·         How each team member feels valued

93% of organizations have reported that they view employee retention as an issue, and the report concluded that if employees are not being developed and with the ability to learn new things, they will look for work elsewhere. In a nutshell, workers have a high desire to “stretch, grow, and develop” themselves.

3 suggestions for making this happen include:

1.    Invest in cross-functional relationships (growth is not limited to promotional opportunities)
2.    Improve in data literacy (ask the employees about issues and satisfaction levels)
3.    Activate people managers (it’s reported that only 35% of workers were encouraged by their boss to learn new things; encourage your people!)

How are you contributing to organizational success? Can you do more?

Sincerely,

Mike and Jan

An organization’s ability to learn, and translate that learning into action rapidly,
is the ultimate competitive advantage.
—Jack Welch