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.

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.

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