30 Aug
How Leadership Styles Have Evolved: Building Strong Relationships for Lasting Success
marketang Uncategorized

How Leadership Styles Have Evolved: Building Strong Relationships for Lasting Success

Do you agree that leadership styles have changed over the years?

We feel that there has been a shift with a desire to build more effective relationships with supervisors, managers, and senior leaders, as well as with colleagues, clients, and strategic partnerships.

Having relationships that build positive and supportive networks, create rapport, take action against shared goals, and are meant to last is what today’s leaders strive for.

Patrick Lencioni has a model for the Five Behaviors of a Cohesive Team™ which reflects that the foundation for strong teams is trust, followed by conflict, commitment, accountability and results. When team members trust one another, when they are able to engage in healthy conflict, when they are committed to moving forward, when they hold themselves and one another accountable, and when they focus on shared goals and desired results, more will be achieved.

Shouldn’t these same components be applied to leaders and their direct reports? Yes, leaders must have a vision, they can’t disregard productivity, budgets, and development needs and opportunities, but achieving success must mean that people and relationships are the priority.

Having a foundation of trust helps build relationships by:

·         Becoming more aware of how to best interact with others
·         Creating a work culture of listening and appreciation
·         Providing consistent and meaningful feedback
·         Asking what’s going well and what could be improved upon
·         Learning why “one style” is not always the most effective one
·         Leveraging the magic dust™ (strengths) of team members

Has your leadership style kept up with the changing times? What are you doing to build strong and lasting relationships with those you lead?

Sincerely,
Mike and Jan

The glue that holds all relationships together –
including the relationship between the leader and the led is trust,
and trust is based on integrity.
— Brian Tracy

 

25 Aug
Business Relationships Start with You | Chief Diversity Officer Insights
marketang Uncategorized

All Business Relationships Start with You: Embracing Diversity and Inclusion in the Workplace

The Chief Diversity Officer (CDO) is a C-Suite role that is becoming more common with over 50% of Fortune 500 companies having that role as part of their organization.

The role of Chief Diversity Officer has been defined as being “responsible for creating, managing, and optimizing their work culture to be an equitable and fair environment for all employees”. We also think it includes building and maintaining effective business relationships which helps drive results and satisfaction levels.

The CDO understands and appreciates differences and works to ensure the following dimensions are not excluded from, but rather incorporated into the work culture:
  • Class
  • Ethnicity
  • Gender and gender identity
  • Income
  • Mental and physical abilities and characteristics
  • Race
  • Religion
  • Sexuality
Having an inclusive culture requires six principles:

  1. Diversity and inclusion are to be considered business-critical, not compliance-necessary
  2. There’s a focus both on diversity and inclusion to obtain superior performance
  3. Leaders must demonstrate behaviors such as courage, curiosity, and cultural intelligence
  4. Incorporate demographic diversity and diversity of thought into all talent management practices (ex. talent pipeline, talent acquisition, promotions, and leadership development)
  5. Empower individuals to take action and be authentic, manage unconscious bias effectively, and leverage the support of mentors and sponsors as needed
  6. Create accountability and share measurements about diversity and inclusion-related activities and their impacts
The ultimate goal is to create a work culture of trust, transparency, and accountability with open lines of communication and a sense of fairness. When this type of work environment exists, morale, satisfaction surveys, accountability, productivity, and innovation will all increase.

You may not have a CDO at your place of work, but is there anything you can do to incorporate the 6 principles and strengthen your work culture?

Sincerely,
Mike and Jan

The chief diversity officer (CDO) is an organization’s executive level diversity and inclusion strategist, whose job may include, but is not limited to, addressing discrimination in the workplace, launching initiatives to change the organizational culture, and increasing the range of backgrounds and the representation of various groups in staff, volunteers, and/or management.
Roughly 52% of Fortune 500 companies employ diversity officers.

–Wikipedia

 

20 Aug
Mastering Communication: How Tone and Body Language Shape Your Message
marketang Uncategorized

Mastering Communication: How Tone and Body Language Shape Your Message

We all know that being an effective communicator is a major part of being a successful leader, but we may not be aware that communication is broken down into three segments.

Researcher Albert Mehrabian first analyzed the components of a face-to-face conversation and found that:

  • Our words account for only 7% of how our message is interpreted
  • Our tone accounts for 38% of the message
  • The remaining 55% is attributed to our body language
Our body language provides signals about our mood, how engaged we are, and our level of receptiveness (this applies to both the sender and receiver of the message).

We need to be keenly aware of our posture, how we are standing or sitting, if we are using hand gestures, and if we are making eye contact (and hopefully not rolling our eyes!).

Having eye contact is important as it helps maintain focus and attention, and when eye contact is lacking, or quickly shifting, the message may be viewed as one not to be trusted.

Regarding posture, think about if you lean in during a conversation, cross your arms, slouch, lean back in your chair, smile or have a poker face, nod to indicate you’re truly listening, or even if you move around during the conversation.

There’s also a recommendation to mirror the expression of the person delivering the message. This is helpful to show receptiveness and openness. An example is if the person is struggling with an issue, actively listen, show empathy, and be understanding. Another is that if great news is being shared, have a genuine smile and a sparkle in your eye!

With so many of us working virtually, pay extra attention to your tone, how attentive you are being, and how you are sitting and engaging others while on teleconference calls. It’s pretty easy to tell who’s multi-tasking and listening with “one ear”.

Active listening and using appropriate body language must become two of our strongest skills in order to be a strong communicator. Words matter, but our tone and body language even more so.

Sincerely,

Mike and Jan

Language is a more recent technology. Your body language, your eyes, your energy will come through to your audience before you even start speaking.
–Peter Guber

 

15 Aug
5 Key Questions Leaders Should Ask Team Members for Stronger Business Relationships
marketang Uncategorized

5 Essential Questions to Ask Team Members for Building Effective Business Relationships

Do you consistently have one on one conversations with each of your direct reports? If yes, what do your discussions entail?

Reviewing progress against goals is important, and providing recognition for contributions is always a plus, but Susan Peppercorn feels there are five questions that leaders must ask individual team members. The following questions have been found to reduce attrition and build more effective relationships:

1.    How would you like to grow within this organization?

2.    Do you feel a sense of purpose in your job?

3.    What do you need from me to do your best work?

4.    What are we currently not doing as a company that you feel we should do?

5.    Do you have the opportunity to do what you do best every day?

We’ve talked about these in the past but feel a need to provide reminders:

  • As leaders, we need to share with each team member how what they are doing makes a difference to the success of the team. Knowing and leveraging each person’s magic dust™ increases satisfaction levels with goals more readily achieved.
  • We also need to show genuine interest and have meaningful conversations so open lines of communication exist. We need to both give and receive feedback!
  • Development planning is essential; Gallup polls report that two-thirds of people leave their jobs because of not having career development opportunities.
  • Don’t shy away from asking what work assignments are preferred as well as what causes frustrations. You can also ask if they feel you are providing them with the support they need.

Lastly, talk about the organization as a whole. Obtain perspectives on what is working well and what could be improved upon. There may be some things you’ve never considered! 

Sincerely,
Mike and Jan

Effective communication helps to keep the team working on the right projects with the right attitude. – Alex Langer

 

03 Aug
Boost Workplace Success with Positive Energy
marketang Uncategorized

How Positive Energy and Effective Business Relationships Drive Workplace Success

How would you rate your energy level during your working hours?
  • Do you find enjoyment in the workplace?
  • Are you energized by the work you do?
  • Do you have healthy interactions with your colleagues and direct reports?
  • Do make time to develop effective business relationships?

In the Harvard Business Review Emma Seppala and Kim Cameron share that levels of engagement increase when positive (and authentic) energy exists, that attrition is lower, and that profits and productivity can increase four fold.

And while charisma, influence, personality, and innovation are all nice leadership skills, “the greatest predictor of success for leaders is positive relational energy: the energy exchanged between people that helps uplift, enthuse, and renew them”.

We’ll add that effective business relationships drive success!

Leaders that have positive energy and understand the need for effective relationships will be higher performers and influence others to strive to achieve more.

Positive energizer leaders also create organizations with higher levels of:  
  • Innovation
  • Teamwork
  • Productivity
  • Quality
  • Job satisfaction

They are truly “people-people” that care about those they interact with, and they utilize behaviors such as compassion, humility, trust, integrity, and recognition to build meaningful relationships.

The reverse style is de-energizers. These are the people that sap your energy and are uninspiring and maybe even demoralizing.

Take the time to assess those you interact with – what happens to your energy level? Are you energized or do you feel drained?

Now take the time to self-assess – do you think you are a positive energizer? Is there anything you could improve upon?

Sincerely,

Mike and Jan

Leaders focused on contributing to others are substantially more effective than leaders focused on personal achievement and success.
— Emma Seppala and Kim Cameron

28 Jul
Top 10 Companies to Work For in 2024: Great Place To Work® Survey Results
marketang Uncategorized

Top 10 Companies to Work For in 2024: Insights from the Great Place To Work® Survey

How many places have you worked at? What made you leave or what made you stay?

Last week we talked about high performing teams and what differentiated them from other teams.  This week we’re sharing the 2024 Great Place To Work® survey results for the top 10 (out of 100 companies) and one brief reason why they were selected. The top 10 are:

1. Hilton
For recognizing and celebrating team members

2. Cisco
For supporting one another, from peers to leadership, and across organizations

3. NVIDIA
Employees of all levels are treated with respect and as equals

4. American Express
Leadership provides opportunities to showcase strengths and learn new key skills

5. Synchrony
Leaders are easy to talk to and truly care for the employees

6. Wegman’s Food Markets, Inc.
Employees are well taken care of and successes are recognized and celebrated

7. Accenture
There’s a fantastic and diverse work culture that truly supports its people

8. Marriott International
Team members are encouraged to be themselves and address challenges in their own way

9. Cadence
Leadership truly listen to employee concerns and they promote a healthy work/life balance

10. Comcast NBCUniversal
Leaders are advocates for the continual growth and the development of its employees

It really is about people!  If we build effective business relationships the work culture will be healthy and happy and goals will be more readily achieved! How does your company compare?

Sincerely,

Mike and Jan

Nobody cares how much you know, until they know how much you care.
– Theodore Roosevelt

22 Jul
What Makes High Performing Teams Stand Out?
marketang Uncategorized

What Makes High Performing Teams Stand Out?

Can you think of a team you were a member of (or led) that you felt was a high performing team? What made them special?

Ron Friedman and his team at ignite80, along with Front (a communication company) surveyed over 1100 U.S. based companies to learn differentiators for high performing teams.  Their findings:

There were five key components (and all have linkages to colleagues feeling connected).

1. High-Performing Teams Are Not Afraid to Pick Up the Phone
Many of us are quick to communicate via email or text; phone calls tend to strengthen relationships and prevent misunderstandings.

2. High-Performing Teams Are More Strategic With Their Meetings
High-performing teams utilize best practices (ex. agendas and check-ins). This ensures their time together is both efficient and collaborative resulting in meaningful interactions and better relationships.
 
3. High-Performing Teams Invest Time Bonding Over Non-Work Topics
Allowing time for personal conversations creates authentic connections. It may seem like wasted time, but the study found that high-performing team members invest in non work discussions which allows them to build relationships and improve teamwork and results.

4. High-Performing Teams Give and Receive Appreciation More Frequently
Recognition and feeling valued improves performance and has been found to be more motivating than financial incentives.

5. High-Performing Teams Are More Authentic at Work
Team members were comfortable being vulnerable with one another and shared both positive and negative emotions which was found to improve team performance.

Friedman concludes his article saying high performing teams are created when team members are “given the opportunities for genuine, authentic relationships to develop”.

As a leader what opportunities do you provide your direct reports so effective relationships are built?

Sincerely,

Mike and Jan

14 Jul
Building Strong Business Relationships: The Human Factor #2
marketang Uncategorized

Building Strong Business Relationships: The Human Factor #2

A couple of weeks ago we wrote The Human Factor #1; this week we’re following up with The Human Factor #2. 

A positive work culture requires that strong and lasting business relationships are built. This results in workers that thrive, enjoy what they do, and help grow the bottom line.

We’ve taken liberty with The American Humanist Association’s Ten Commitments of Humanism and have linked them with leadership:

1. Altruism
Genuine concern for others and coaching/mentoring those who are struggling without expecting anything in return

2. Caring for the world
Authentically care about our colleagues, direct reports, and clients regardless of location

3. Critical thinking
The ability to observe, analyze, and question issues and problems while applying good judgment once due diligence has been completed. No finger pointing!

4. Empathy
The ability to understand what others are feeling and experiencing and see things from their perspective. Truly listen to opposing views!

5. Ethical development
Focus on becoming a better and more influential person/leader and help others grow

6. Humility
A commitment to understand our strengths, acknowledge our weaknesses, and appreciate and leverage the strengths (aka Magic Dust) of others

7. Peace and social justice
A commitment for well-intended, equitable, and meaningful interactions

8. Responsibility
A commitment to be responsible (and accountable) for our behaviors and actions

9. Service and participation
A commitment for servant leadership and developing others

10. Global awareness
Seek knowledge for people/teams/industries beyond our daily interactions

As leaders there’s a need to continually become even more effective and ensure all our interactions are based on respect and positive intent.

We need to not only be self-aware, but we also need to increase our awareness levels of the “Human Factors” desired by others.

How well do you do this?

Sincerely,

Mike and Jan

Employees engage with employers and brands when they’re treated
as humans worthy of respect. –Meghan Biro, an HR and workplace culture pioneer

07 Jul
The Importance of Leadership and Strong Relationships on Independence Day
marketang Uncategorized

The Importance of Leadership and Strong Relationships on Independence Day

As many of you know, this week the U.S. will celebrate Independence Day (generally celebrated July 4th). Did you also know that 175+ other countries also celebrate Independence Day?

Gaining independence required a desire for change and also required that strong relationships existed. Without both, it’s unlikely these 175+ countries would be having celebrations that moved their countries forward and improved life for so many.

Leadership prevents stagnation and does not allow for the status quo to dominate.  This is true of governments and businesses alike. Things to consider in the workplace:

What’s working well and what is not?

  • Do healthy relationships exist that will help with growth?
  • Are there new products that will provide an advantage over competitors?
  • Are the opinions of others solicited for process improvements ideas?
  • Is there a commitment for development for individuals and teams?

A few weeks ago we shared that managing change can be a challenge; that’s often because of the fear of the unknown.  Resistance may be due to not knowing:

  1. Anticipated benefits
  2. If improvement is quaranteed
  3. Impacts (both positive and negative)
  4. If the change does not occur, what will/won’t happen

Change is inevitable and necessary for growth for individuals and organizations to prosper. As leaders, we must be advocates for change, effectively communicate the “what and why”, and anticipate that acceptance will not be immediate.

Are you a motivator and change maker? What can you improve upon?

Wishes for safe and happy Independence Day celebrations!

Sincerely,

Mike and Jan

Leaders are – by definition – change makers. When you are called to lead, you are called to advance, move forward and improve the situation. – Jonathan Michael Bowman

 

02 Jul
Why Positive Work Culture and Human Sustainability Matter in Today's Workplace
marketang Uncategorized

Why Positive Work Culture and Human Sustainability Matter in Today’s Workplace

How people are treated in the workplace has been a topic of interest for decades (maybe even longer). Why then is it necessary to once again share the need for having a positive work culture, for treating workers like humans, and for building strong and lasting business relationships?

Because we don’t do a very good job!

Deloitte collaborated with research firm Workplace Intelligence to survey 3,150 individuals (ranging from C-suite executives to managers to non-management workers) with the intent to obtain information about workplace and human challenges.

Their findings:

Organizations should refocus around the idea of human sustainability: the degree to which an organization creates value for people as human beings, leaving them with greater health and well-being, stronger skills and greater employability, good jobs, opportunities for advancement, progress toward equity, increased belonging, and heightened connection to purpose

It’s not about extracting the value and skills each person provides, rather it’s about how we as leaders can help our teams and team members thrive. What are we doing for them?

More interesting findings:

1.    82% of the executives surveyed say a stronger commitment to prioritizing a positive human impact would increase their company’s ability to attract new talent

2.    81% said the “human impact” would appeal to customers and clients

3.    81% said it would increase profitability

4.    Only 43% of workers say their organizations have left them better off than when they were hired

5.    Only 56% of workers feel their overall well-being is “excellent” or “good”

6.    59% of workers, 66% of managers, and 71% of the C-suite would consider taking a job with another company that supported their well being

Leadership seems to understand the need for the human factor (items 1-3), and based on what was reported (items 4-6), we certainly have opportunities!

How are you addressing the human factor, and what are you doing to help individuals and teams thrive?  Let us know!

Sincerely,

Mike and Jan

Humans feel. They (want to) feel like they belong, they (want to) feel recognized and appreciated, they (want to) feel purpose, they (want to) feel trust, they (want to) feel safe.
–Logan Mallory

At PeopleTek Coaching, our expertise lies in guiding IT visionaries, propelling them to the zenith of their capabilities. With a potent combination of bespoke coaching sessions, forward-thinking methodologies, and deep-rooted insights from the tech sector, we empower both individual tech mavens and cohesive teams to thrive in the dynamic world of IT.

Our state-of-the-art coaching model hones leadership skills and bolsters team unity, aligning them with a shared technological mission. This steadfast dedication to fostering teamwork has cemented our standing, making us the go-to consultancy for myriad tech corporations over our distinguished 20-year journey.

Beyond just business achievements, our aspiration is to mold IT spaces that resonate with positivity, creativity, and mutual respect. We champion environments that catalyze individual advancement and heighten productivity. This visionary approach forms the cornerstone of PeopleTek’s ethos.

At PeopleTek, we invite you to reshape your IT leadership path and lead with unmatched accuracy and enthusiasm. Delve into the nuances of our tailored approach by visiting PeopleTekCoaching.com. Boasting a comprehensive array of tech-focused services, we are primed to refresh your ascent to tech leadership excellence and collaborative success.

22 Jun
Is Your Team Resisting Change? Discover How DiSC Can Help
marketang Uncategorized

Is Your Team Resisting Change? Discover How DiSC Can Help

Managing change is often a challenge.  There’s the fear of the unknown; this includes the “what and why”, but perhaps more importantly is “how” the change will be implemented and “who” will be impacted.

Becoming familiar with DiSC types (a tool that measures personality traits linked with behaviors) will assist with managing change as well as with obtaining buy-in. Note: we’re all a blend of the 4 styles, no style is better than another, and our style preference may change based on the situation.

There are 4 primary DiSC styles; here’s a high-level recap linking DiSC with Change:

Ds – Dominance
Tend to make quick decisions; may not take the time to obtain all relevant information

Is – Influence
Are excited about change, want to talk about it, but may not excel at executing it

Ss – Steadiness
May seem disengaged when faced with change as they are driven by harmony and stability

Cs – Conscientiousness
Are accurate, logical, and analytical and are wired to find flaws and mistakes 

Tips for managing change based on each style:

For Ds:
  • Explain the intent and the desired end-result
  • Give them a role and get them immediately engaged
  • Remind them that others may resist the change; be sensitive of any concerns

For Is:
  • Share why the change is exciting and necessary
  • Utilize their excitement to get them involved and to engage their colleagues
  • Listen to their opinion and a provide a plan (including follow ups)

For Ss:
  • Reassure them that things are under control and on track
  • Ensure that they understand directions, strategies, and their role
  • Involve them as soon as possible to reduce stress and encourage colleague support

For Cs:
  • Ensure they understand the reasons for the change
  • Provide them with a detailed and logical plan and listen to their thoughts/feedback for improvements
  • Assure them that their expertise will continue to be leveraged

Knowing the Change Curve Model is also helpful. There are a few different models with varying components. The range includes: Stability, Immobilization, Denial, Anger, Bargaining, Depression, Testing, Acceptance, to denial, anger, bargaining, depression and acceptance, and yet another includes: anxiety, anger, acceptance, adjusting and adapting, and action.

Regardless of the model, a commonality is that change is not immediately accepted. Change is a journey, will likely be challenged, and initial responses are often negative.

Communication is key; utilize the tips for managing change based on each team members’ style and understand that acceptance takes time!

Sincerely,
Mike and Jan

You can’t build an adaptable organization without adaptable people—
and individuals change only when they have to, or when they want to.
–Gary Hamel

At PeopleTek Coaching, our expertise lies in guiding IT visionaries, propelling them to the zenith of their capabilities. With a potent combination of bespoke coaching sessions, forward-thinking methodologies, and deep-rooted insights from the tech sector, we empower both individual tech mavens and cohesive teams to thrive in the dynamic world of IT.

Our state-of-the-art coaching model hones leadership skills and bolsters team unity, aligning them with a shared technological mission. This steadfast dedication to fostering teamwork has cemented our standing, making us the go-to consultancy for myriad tech corporations over our distinguished 20-year journey.

Beyond just business achievements, our aspiration is to mold IT spaces that resonate with positivity, creativity, and mutual respect. We champion environments that catalyze individual advancement and heighten productivity. This visionary approach forms the cornerstone of PeopleTek’s ethos.

At PeopleTek, we invite you to reshape your IT leadership path and lead with unmatched accuracy and enthusiasm. Delve into the nuances of our tailored approach by visiting PeopleTekCoaching.com. Boasting a comprehensive array of tech-focused services, we are primed to refresh your ascent to tech leadership excellence and collaborative success.

22 Jun
Is Your Workplace Making You Miserable? New Report Reveals Shocking Truths
marketang Uncategorized

Is Your Workplace Making You Miserable? New Report Reveals Shocking Truths

Are employees happy and healthy in the workplace? Per Gallup’s 2024 State of the Global Workplace report, not so much.

Stress levels are high with 41% of the workers reporting that they are experiencing “a lot of stress” in the workplace primarily due to bad management practices.  Even leaders are feeling burned out “often or always” (25%), with 33% sharing they feel this way at least some of the time.

Key Findings Impacting Joy In The Workplace:

1 20% of employees around the globe experience daily loneliness

o  This number is higher for employees younger than 35

o  Fully remote employees report loneliness at 25%

o  Onsite employees report loneliness at 16%

Also, working adults are less lonely (20%) than those who are unemployed (32%) – building and sustaining relationships matters! 
In-person interactions are a plus for building relationships, with remote interactions (phone, video, and texting) also contributing to ones well-being.

What isn’t a surprise is that employees who report disliking their jobs have a higher tendency to experience daily stress and negative emotions. When work is found to be meaningful and healthy work relationships exist, there are fewer negative feelings and higher levels of joy in the workplace.

2.When managers are engaged at work, non-managers are also more likely to be engaged.

3.Managers drive engagement through goal setting, regular, meaningful feedback and accountability

4.When employees are interested in what they do, productivity and enjoyment levels are higher

Hiring the right person for the right job, fostering work relationships, offering flexibility with remote/onsite scheduling, providing competitive benefits and career opportunities, and investing the time to get to know each person on a personal level are differentiators.  How are you improving joy in the workplace?

Sincerely,

Mike and Jan

Choose a job you love, and you will never have to work a day in your life.
– Confucius

At PeopleTek Coaching, our expertise lies in guiding IT visionaries, propelling them to the zenith of their capabilities. With a potent combination of bespoke coaching sessions, forward-thinking methodologies, and deep-rooted insights from the tech sector, we empower both individual tech mavens and cohesive teams to thrive in the dynamic world of IT.

Our state-of-the-art coaching model hones leadership skills and bolsters team unity, aligning them with a shared technological mission. This steadfast dedication to fostering teamwork has cemented our standing, making us the go-to consultancy for myriad tech corporations over our distinguished 20-year journey.

Beyond just business achievements, our aspiration is to mold IT spaces that resonate with positivity, creativity, and mutual respect. We champion environments that catalyze individual advancement and heighten productivity. This visionary approach forms the cornerstone of PeopleTek’s ethos.

At PeopleTek, we invite you to reshape your IT leadership path and lead with unmatched accuracy and enthusiasm. Delve into the nuances of our tailored approach by visiting PeopleTekCoaching.com. Boasting a comprehensive array of tech-focused services, we are primed to refresh your ascent to tech leadership excellence and collaborative success.

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