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.

02 Jun
Are You Taking the Right Steps to Make Your Employees Feel Valued?
marketang Uncategorized

Are You Taking the Right Steps to Make Your Employees Feel Valued?

Employees want to feel appreciated, know that their skills and abilities are valued, and that they make a difference in the workplace.

As a leader, what actions are you taking to make this happen?

Gallup has shared that having weekly conversations is what’s required and provided the top 5 characteristics for making the conversations meaningful:

1. Recognition or appreciation for recent work
2. Collaboration and relationships
3. Current goals and prioritization
4. Regular and brief sessions
5. Emphasizing strengths

These conversations don’t need to be long, 15 to 30 minutes is sufficient, but it’s recommended they occur weekly.

Less than 25 percent of employees strongly agree that they get proper recognition for their work contributions, but when employees do feel recognition occurs, levels of engagement increase fourfold.

Another critical finding was that when business relationship are strong, employees are more likely to stay with the company and even recommend their workplace to others.

Get to know your direct reports and colleagues and ask about their magic dust™ (their special skills, abilities, and talents). Find out what kind of work they enjoy most and discuss their short and long term career plans.   

Suggestions to increase levels of employee engagement:

  • Conduct weekly conversations
  • Set aside time so team members can develop business relationships ex. Team building events or add ice breakers to team meetings
  • Provide clear work expectations
  • Ensure the necessary tools and equipment are available to get the job done
  • Leverage each team member’s magic dust™
  • Create, discuss, and invest in individual development plans 
  • Provide authentic recognition and praise

Employee engagement is critical to your organization’s success; give the weekly conversations and the tips above a try and let us know if they help.

Sincerely,

Mike and Jan

Appreciate everything your associates do for the business.
Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise.
They’re absolutely free and worth a fortune.
—Sam Walton

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.

28 May
Using Your Magic Dust: Achieving Leadership Success and Fulfillment
marketang Uncategorized

How Can You Use Your Magic Dust to Achieve Leadership Success and Fulfillment?

If you’ve been through PeopleTek’s Leadership Journey program you know that magic dust encompasses:
  • What you’re good at
  • Your unique skills and abilities
  • Qualities that make you more impactful
  • How and where you add the most value
  • What brings you joy

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

We generally know what we don’t enjoy doing and we know the areas where we do not excel (or that require extra time and effort). What we may be unclear about is knowing the tasks or roles that creates joy or provides us with a sense of accomplishment and in general feeling good.

Can you define what a good workday means to you? Does it include:
  • Building and maintaining healthy business relationships?
  • Developing others?
  • Reviewing goal progress?
  • Rewarding and recognizing achievements?
  • Continual learning opportunities (for yourself and others)?

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

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

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

Hopefully that does not apply to you! Knowing and using your gifts and skills will energize you and increase your level of fulfillment and sharing them with others will add to your sense of purpose.

How do you leverage your special skills?

Sincerely,

Mike and Jan

Leadership is not about position or title; it’s about relationships, influence and helping others link their magic dust to their career aspirations.

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.

20 May
Mastering Leadership: The 6 Essential Styles Every Leader Needs
marketang Uncategorized

Mastering Leadership: The 6 Essential Styles Every Leader Needs

So much has been written about leadership skills and abilities; it seems the ideas are endless so it’s up to us to determine our priorities and become aware of which skills are most effective in our field of work, and when differing styles will serve us best. (This includes incorporating skills and using the most appropriate style required for building strong and lasting business relationships).

Psychologist Daniel Goleman feels that as leaders we must use a variety of styles that are most appropriate based on the situation as well as for the person/organization we are interacting with. Goleman, renowned for his learnings about the 4 components of Emotional intelligence (self-awareness, self-management, social awareness, and social skill), also shares his view on the 6 styles of leadership we need in our toolbox.

They are:

1. Coercive leadership style – the least effective style in most situations but essential for compliance issues and emergencies. This style is old school dictatorial, with a “do what I say” approach and does not lend itself for maintaining a positive, healthy work culture or for building relationships.

2. Authoritative leadership style – (Not to be confused with authoritarian leadership!). This style is deemed to be the most effective as it motivates and inspires team members to support shared vision and mission statements. It also sets clear guidelines, builds trusting relationships, resulting in a positive work culture and creates high employee engagement.

3. Affiliative leadership style – this style values people and their emotions over tasks and goals; the downside of this is style is that affiliative leaders rarely provide feedback for growth opportunities or for poor performance issues as it disrupts the harmony they strive to create. This actually stifles career development and creates dissatisfaction.

4. Democratic leadership style – this style seeks buy-in and drives flexibility and responsibility. Team members have a say in decision making regarding goal attainment and they obtain trust, respect, and commitment. The downside – reaching consensus make time a long time.

5. Pacesetting leadership style – this style should be used sparingly; it places a high demand on excellence, may include micro-managing, and it points out and demands more of poor performers; all resulting in a not necessarily positive work culture.

6. Coaching leadership style – this style is used least often (sadly). It helps employees identify their unique strengths (aka magic dust) as well as their weaknesses and it encourages creating development plans that link strengths with career aspirations. Additionally, work is delegated to provide growth opportunities with timely and meaningful feedback provided.  This style listens, and there is authentic interest in team members and colleagues.

Goleman shares “The most effective leaders switch flexibly among the leadership styles as needed”. One style does not fit all!  It’s up to us to adapt and use the style that’s the best fit for interacting with each person (or a team), and for managing situations positioning us to obtain the results we desire.

How flexible are you?

Sincerely,

Mike and Jan

Character building begins in our infancy and continues until death.
–Eleanor Roosevelt

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.

13 May
Is Trust the Foundation of Leadership, or Just Another Buzzword?
marketang Uncategorized

Is Trust the Foundation of Leadership, or Just Another Buzzword?

Historian and author Jon Meacham says “Building Character Is A Process, Not An Event”.  Does this quote sound familiar? Maybe, because for years we’ve been sharing that “Leadership is a process, not an event”.

Displaying leadership skills and abilities consistently is a must; we must live our lives with the character required to build and maintain meaningful relationships which will position us to help and influence others to flourish in their career (and in their life).

There are many traits that have been identified as “musts” for effective and successful leaders, and we don’t disagree, but feel that one is the most critical:
 
***  Trust ***
Here’s our rationale: 

 

1. To be a leader (successful or otherwise), you must have followers
 
2. You can’t succeed without strong relationships
 
3. Building trust and confidence with direct reports, colleagues and vendors is essential
 
4. Your peers, subordinates and co-workers will work around you if you are perceived as untrustworthy or not living the values you require from them, or they from you
 

5. Trust can be lost (or never obtained) when:

  • You are too direct.  People can be caught off guard and become uncomfortable resulting in your message and intention often misinterpreted
  • Point fingers or are too quick to assess blame
  • Play favorites or only give a “chosen few” opportunities
  • Jump to conclusions
  • Fail to solicit opinions or differing ideas
  • Don’t “walk the talk”
  • Are unable to say no and as a result over commit
  • Don’t treat others respectfully
  • Won’t take a stand (or make one and continually change it)
  • Are disorganized
  • Exhibit inconsistent behaviors and have inconsistent expectations
  • Are non responsive
  • Lack the ability to admit mistakes

Trust produces lasting, positive, and productive relationships and obtains results. Communication lines are open, conflicts are addressed in a healthy manner, collaboration is enhanced, accountability exists, and creativity and new ideas flow.

Just as Leadership Is A Process, Not An Event, the same holds true that Building Character Is A Process, Not An Event.

 

Any disagreement?

Sincerely,

Mike and Jan

Character building begins in our infancy and continues until death.
–Eleanor Roosevelt

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.

05 May
Are Your Work Relationships Draining Your Energy? Discover the Key Factors for Success!
marketang Uncategorized

Are Your Work Relationships Draining Your Energy? Discover the Key Factors for Success!

When strong work relationships exist, there are increased levels of energy, morale is improved, more is accomplished, and success rates increase.

Do you ever feel that your energy is being sapped right out of you? Last week we talked about the current challenges experienced by leaders and shared that 54% of managers are suffering from work-induced stress and fatigue. Instead of being energized, leaders are being drained.

There’s a need to strive for “Energy Givers”; these create feelings of being refreshed and motivated. What we want to avoid is “Energy Takers”; these are items (or people) that drain our energy and leave us feeling tired and unmotivated.

It’s important to have a work life balance, and that isn’t just about the hours we keep, but also about our lifestyle.

Do you incorporate the following Energy Givers into your life? (And with what frequency?)
  1. Regular exercise
  2. Adequate sleep
  3. Healthy eating
  4. Meditation/Relaxation
  5. Nature

Now for the Energy Takers: (Which are you guilty of?)
  1. Skipping meals
  2. Lack of sleep
  3. Sedentary lifestyle
  4. Negative self-talk
  5. Excessive use of technology (especially at night)

And there are also Energy Vampires; these are people we interact with that may or may not intentionally leave us feeling exhausted and maybe even cause us to have feelings of being over-whelmed and anxious.

It could be a colleague, a strategic partner, a direct report, or even your boss. (Does anyone come to mind?).

  • They may point fingers and thrive on drama
  • They may express that things are never right
  • They may feel they are the victim
  • They may take credit for the work of others
  • They refuse to be accountable for any misdeeds
  • Their style may be to bully or intimidate

It’s important to recognize when and what is draining you. It’s not always possible to remove yourself from the offender, but we can become more self-aware to ensure we are in control of our energy.

Sincerely,

Mike and Jan

Per Wikipedia:
An energy vampire never likes to be outdone, and they aren’t keen to share the spotlight. This is one of their many narcissistic tendencies. They struggle to feel genuine happiness for another person. Instead, they prefer to pull energy to feed their emotional demands.

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.

25 Apr
Overcoming Leadership Challenges in Today's Stressful Business Environment
marketang Uncategorized

Overcoming Leadership Challenges in Today’s Stressful Business Environment

As a leader, what challenges are you experiencing? The role of a leader has evolved over the years, and while that’s a good thing, today’s leaders are experiencing higher levels of stress with negative impacts for business relationships, effectiveness, and influence.

Per a Gartner Report, here are the top 3 leadership challenges:

Goal Conflict

45% of managers are spending more time managing projects than managing people

Stress and Fatigue

54% of managers are suffering from work-induced stress and fatigue

Lack of Confidence

Only 1 in 2 employees is confident in their manager’s ability to lead their team to be successful in the next two years

Employees place an importance on having the support of their leader, yet the leader has to struggle with balancing the “tactical/busy” work they must do with the time required to support their team members and for building and sustaining relationships.

The four key components identified for leadership effectiveness are:
  • Project and work management
  • Performance management and goal alignment
  • Coaching and development
  • Collaboration and building a positive team environment.

When items 2, 3 and 4 are neglected (or the desired time to work on them is lacking), the ability to lead effectively suffers as does morale, goal attainment, and career growth.

Workloads for leaders are impacting their ability to be effective, and 20% of leaders report that they would prefer not being people managers if given a choice.  How sad!

It’s not easy, but as leaders we must make every effort to address the challenges that are impacting our ability to be effective. Why?

Employees who feel they report to effective leaders are:
  • 15 times more likely to be high performers
  • 13 times more engaged
  •  3 times more likely to not change jobs
  • And, their physical and mental well-being is more than 12% higher than those that feel their leaders are ineffective.

What can change?
  • Clarify (or totally reset) leadership role expectations
  • Align priorities
  • Remove processes and procedures that are a burden for leaders (versus a value add)
  • Make people management and development a priority
  • Set realistic expectations of what leadership entails and build a pipeline of future leaders

What changes would make you a more effective leader and reduce your challenges?

Sincerely,

Mike and Jan

Real leaders are ordinary people with extraordinary determinations.
— John Seaman Garns

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.

21 Apr
How Procrastination in the Workplace Impacts Your Career and Relationships
marketang Uncategorized

How Does Procrastination Impact Your Career and Relationships in the Workplace?

Procrastination in the workplace is real. Joseph Ferrari, PhD, professor of psychology and international researcher in procrastination studies shares that “20 percent of U.S. men and women are chronic procrastinators. They delay at home, work, school and in relationships”.

There are many reasons (excuses?) for procrastinating as well as impacts to the business:

Reasons:
  • Feelings of being over-whelmed
  • A task being too large
  • A task taking too much time
  • A task viewed as unpleasant
  • A task viewed as difficult
  • Unclear expectations
  • Indecisive approaches for completion
  • Fear of not getting the task “right”

Impacts:
  • Relationships
  • Trust
  • Missed deadlines
  • Productivity
  • Promotions
  • Goal attainment
  • Stress!

We all suffer from procrastination at some time or another (some of us more frequently than others). This basically means that we choose to postpone doing a task or action and instead make the decision to ignore priority items and choose to spend our time on tasks that require less time to complete or ones we find more enjoyable.

Tips that help:
  • When procrastinating, the best thing you can do is to admit it 
  • Next, understand the priorities of your business
  • Assess what causes you to put things off
  • Control distractions/disruptions
  • Do the toughest tasks first (or the ones required to attain goals)
  • Break the unpleasant tasks into small pieces
  • Delegate the task to someone who may enjoy doing it
  • Don’t be a perfectionist

Addressing procrastination requires awareness; reflect on your reasons for your delays and create a plan that will move you forward (and don’t hesitate to engage your leader for guidance).  

Sincerely,

Mike and Jan

You may delay, but time will not.
–Benjamin Franklin

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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