06 Aug
PeopleTek Coaching Leadership

Why People Quit

A few months back we shared Joseph Cueto’s top four reasons why employees leave their jobs:

  1. Reward System
  2. Management
  3. Hiring/Promotions
  4. Too Much Work

This month Dr. Travis Bradberry (co-author of The Emotional Intelligence Quick Book) shares his thoughts as to the top 9 things bosses do that lead to an employee’s exit.

Excerpts include:

  1. They overwork people. Per Stanford research, productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don’t get anything out of working more.
  2. They don’t recognize contributions and reward good work. Managers need to communicate with their people to find out what makes them feel good (for some, it’s a raise; for others, it’s public recognition) and then to reward them for a job well done.
  3. They don’t care about their employees. More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human.
  4. They don’t honor their commitments. When you disregard your commitment, you come across as slimy, uncaring, and disrespectful. If the boss doesn’t honor his or her commitments, why should everyone else?
  5. They hire and promote the wrong people. When managers don’t do the hard work of hiring good people, it’s a major de-motivator for those stuck working alongside them. Promoting the wrong people is even worse.
  6. They don’t let people pursue their passions. Studies show that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.
  7. They fail to develop people’s skills. When you have a talented employee, it’s up to you to keep finding areas in which they can improve to expand their skill set. The most talented employees want feedback.
  8. They fail to engage their creativity. The most talented employees seek to improve everything they touch. Don’t limit them (or you!).
  9. They fail to challenge people intellectually. Great bosses challenge their employees to accomplish things that seem inconceivable at first. They set lofty goals and then do everything in their power to help them succeed.

Dr. Bradberry’s findings include what Mr. Cueto stated, and added: relationships, commitment, passion, skill-sets, creativity, and intellectual challenges.

Which of these are most important to you? Are there others you would add as a requirement for the kind of leader you would like to work for?

Let us know!

QwikTip and QwikCoach

QwikTip for Getting Along With Peers

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

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30 Jul
PeopleTek Coaching Communication, Leadership

Accountable and Responsible

Being accountable and holding others accountable is not a new topic in the workplace, or at home for that matter, and is often a struggle for leaders.

What can we do to improve accountability?

  • Be specific and clearly identify what was committed to with timeframes
  • Obtain buy-in
  • Promptly communicate any changes impacting the commitment; escalate as needed
  • Seek clarity if a task or assignment is vague
  • Make sure our actions (and those of others) support what was committed to
  • Address all behaviors and actions that are contrary to being accountable

A culture of accountability makes a good organization great and a great organization unstoppable.
—Henry J. Evans

Henry J. Evans, author of Winning With Accountability, says:

  • Accountability is about high performance and not fear or stress.
  • It’s about holding yourself (and others) to a standard that improves performance.
  • When holding someone accountable we must recognize and respect the power of intention (this allows all staff to hold one another accountable regardless of title or level)
  • Continually ask “How am I doing”?
  • Set crystal clear expectations
  • When things don’t go as planned, ask yourself:
    • Where did I fail to clearly communicate?
    • Who did I forget to include in the process?
    • What solution can I provide?
    • What can I do to obtain more information to make a sound decision?
    • What could have I done better or differently to improve the results?

And the most important of all: How can I help?

Incorporate the word “HOW” in your daily activities. It sets the tone to achieve desired results, and it’s positive and goal oriented. “WHAT” is also helpful for obtaining clarity.

“HOW” and “WHAT” are magical words that engage possibilities!

As a leader, how are you improving accountability in your organization?

(Excerpts from The “How” Effect by Marla Skibbins, MCC, CPCC and QBQ! by John. G. Miller)

QwikTips & QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Getting Along With Peers

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Help turn your leadership knowledge into leadership action!

Learn More About QwikCoach

23 Jul
PeopleTek Coaching Change

Quality, Change, and Ratings

How good are you at driving change? Do you have a thorough understanding of the wants and needs of your customer, and do you have analytics in place to rate the quality of what you deliver (and do)?

This month Fortune magazine featured J. D. Power, the pioneer for providing auto industries with customer opinions. This concept was initially met with resistance by Detroit carmakers, but the Japanese automakers were extremely interested in having a better understanding of the American consumer and their input on quality. (U.S. manufacturers later became a client because they determined that internal surveys weren’t always accurate.)

Research and surveys have changed throughout the years and are likely to continue to do so, but the intent remains the same. Surveys, when used correctly, provide a vast amount of information. They provide input for decision making, for developing new strategies, for setting goals and measures, and for determining what needs to change.

Not only do you need to understand your customer, you must understand your employees.

J.D. Power’s Leadership Advice

  1. Be accessible to your employees. He suggests walking around after normal business hours and do a “check-in”. Find out what’s being worked on, ask if any difficulties have been encountered, and ask for THEIR suggestions.
  2. Hold internal focus groups. Have mixed level employee meetings and be open when issues are brought up; no one is allowed to criticize.
  3. Hire problem solvers. Don’t limit yourself to hiring experts only. You also want those with “intellectual curiosity” and the characteristics for solving problems.

Power is proud of his impact improving the quality of products and services, and for “customer satisfaction” becoming a key component for success.

Do you use surveys to help drive change and improve satisfaction levels for both your customers and your employees?

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Getting Along With Peers

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

16 Jul
PeopleTek Coaching Communication, Leadership

Difficult People

How often do you interact with difficult people at work? Consider peers, bosses, business partners, vendors, clients, and direct reports.

Are there any that are “award winners”? We’re talking about those that may be:

  • Disruptive
  • Antagonistic
  • Over committers
  • Under performers
  • Not reliable
  • Lacking accountability
  • Finger pointers
  • Not accepting of differences or change
  • Exhibitors of dictatorial behaviors

“I am thankful for the difficult people in my life; they have shown me exactly who I don’t want to be.”
–anonymous

Dealing with difficult individuals, or rather managing the situation/behavior that creates the difficulty can be challenging but must be addressed (and the sooner the better).

The longer you wait, the more the quality and quantity of work will suffer, as will morale and team synergy. By taking action you will inspire others to do the same, and taking that first step is liberating!

In Dr. Arthur Bell and Dr. Dayle Smith’s book Difficult People At Work, they identify what they call S.O.P’s (sources of pain). They recommend the following actions and considerations:

  1. Describe what the difficult person said or did. Do not make assumptions; state the observable facts.
  2. If a complete outsider witnessed these words or action, what is the most positive interpretation that could be made? What is the most negative interpretation that could be made?
  3. What benefits or advantages will you gain by interpreting the negative? The positive?
  4. What would you say or do if the interpretation was positive? Are you as willing to speak out about the negative or are you reluctant to address it? Why?

Try beginning with a blank slate. If you find you’re saying “I don’t know why they’re doing what they’re doing” ask the S.O.P. (source of pain) what their intentions or motivations are.

Misunderstandings do occur, and too often we focus on the negative interpretation and not on addressing the situation. Be aware that once we interact with difficult people we have a tendency to over emphasize their negative characteristics, and lose sight of their positive attributes.

Do you know any “award winning” difficult people whose behaviors/actions need to be addressed?

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Getting Along With Peers

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

09 Jul
PeopleTek Coaching Communication

Do You Listen?

Are you an active listener?

In our quick paced society of juggling schedules, meeting deadlines and multi-tasking,  we don’t always allow ourselves to take the time to listen to what’s going on around us and for that matter, what we’re being asked (or told).

We don’t always take the time to hear the whole story, and we’re quick to jump to solutions so we can move on to the next task at hand.

Do you think about your response before listening (and processing) what’s being said in its entirety? If so, you may need to improve your listening skills.

We’re guessing you know that listening is comprised of more than just words, but did you know that words only represent 7% of what we “hear”? There are actually 4 types of communication that affect what we hear–verbal, para-verbal, body language, and personal space. Volume, pitch, rhythm, and tone (para-verbal communication) account for 38%, and facial and body language represents 55%.

Listening takes work! Experts estimate that 70% of communication is filtered, and as a result, the intended message is not accurately received.

The most basic of all human needs is the need to understand and be understood. The best way to understand people is to listen to them.
–Ralph Nichols

How Well Do You Listen?

Answer TRUE or FALSE to the following 11 questions to determine how well you listen.

  1. Listening is a learned skill that requires an active engagement.
  2. Hearing is an inactive skill affected by age, health, and interest.
  3. We speak at 300 words per minute. We listen 4 times faster, at 1,000-1,200 words per minute. Therefore, our minds frequently wander.
  4. All communication is received, but 70-90% of the data is screened out or altered by the receiver.
  5. Listening is perceived as a powerful skill by most people.
  6. We were born with two ears and just one mouth. Therefore, we should listen twice as much as we speak!
  7. Cultural tendencies do not affect our listening skills.
  8. Our brain often processes data forward (What do I say next? How do I defend myself? What shall I have for lunch?), or in reverse (Did I turn the car lights off? Did I get an e-mail back from…?).
  9. We can suspend judgment when listening by focusing on comprehension rather than details.
  10. Our ability to listen is not affected by meta-messages, the message within the message.
  11. Confirming understanding/stating alignment does not imply that you agree with the message.

Now score yourself! (Only #5 is false. All others are true.)

How did you do? Any surprises?

10-11 correct – WELL DONE!

8-9 correct – YOU’RE ON TRACK; KEEP WORKING AT IT

< 7 correct – PRACTICE, PRACTICE, PRACTICE!

13 Ways to Improve Listening Skills

If you scored less than 7 correct answers, try incorporating this tips for improving your listening skills. Even if you got a perfect score, it couldn’t hurt to brush up on these skills. Great leaders are continual learners!

  1. No interrupting
  2. Don’t suggest words or finish sentences when a pause occurs
  3. Listen, don’t solve or judge
  4. Listen for underlying meanings
  5. When appropriate, ask probing questions to obtain clarity
  6. Let the person know if more facts are required prior to decision making or for further discussions
  7. Be open to differing views
  8. Maintain eye contact (this helps with attention levels)
  9. Let the person know if you have accepted or rejected what they have said and the rationale why (it’s okay to disagree!)
  10. Be aware of when “selective” listening is likely to occur (age, skill, gender, not appreciated co-worker, relative, etc.)
  11. Be aware of your “non” listening behaviors ex. pencil tapping, raised eyebrows, blank stares, “zoning” out
  12. If time is an issue let the person know and schedule more time, or ask “let’s summarize what we’ve decided”
  13. Paraphrase the message, and recap agreed upon take-aways

Most Common Listening Problem

I only wish I could find an institute that teaches people how to listen. Business people need to listen at least as much as they need to talk. Too many people fail to realize that real communication goes in both directions.
–Lee Iacocca

You may be surprised to learn that the most common listening problem is that we listen intently to some, neutrally to others, and not at all to a few.

Give it a minute to let it sink in. Can you identify individuals that you seem to always be fully engaged with and others that you have the inclination to “tune out”? You’re not alone!

Awareness is key. Pay attention to your “non” listening behaviors ex. pencil tapping, raised eyebrows, blank stares, zoning out, making shopping lists, etc. If you have a “history” of losing focus with a particular person, make an extra effort to use all the listening skills.

What listening skills do you consistently exhibit? What are your trouble spots?

Make a commitment to be an active listener and improve your listening skills!

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for a Change Initiative

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

02 Jul
PeopleTek Coaching Leadership

Independence and Courage

We frequently talk about how effective leaders are also courageous leaders; who represents this better than the leaders who made Independence Day a reality?

Independence Day in any country is generally viewed as an important day to be celebrated. This is no different in the United States, where each 4th of July it commemorates its Declaration of Independence from Great Britain.

Men make history, and not the other way around. In periods where there is no leadership, society stands still. Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better.
–Harry Truman

In 1776 there were 56 individuals that were true leaders; they were courageous, they were risk takers, and they certainly weren’t fearful of change!

How much do you know about the 4th of July? Here’s some trivia to test your knowledge:

Questions

  1. What was the main reason the U.S. declared independence?
  2. Who proposed “Lee’s Resolution” on June 1, 1776, declaring that the United States be independent of Great Britain?
  3. Who approved the Declaration of Independence?
  4. How many people signed the Declaration of Independence?
  5. In what city was the Declaration of Independence signed?
  6. Where does the word “patriotism” come from?

Answers

  1. Independence was declared due to tax without representation.
  2. Richard Henry Lee of Virginia proposed Lee’s resolution
  3. The Second Continental Congress
  4. 56
  5. Philadelphia, Pennsylvania
  6. “Patriotism” comes from the Latin “patria” meaning “fatherland” or “homeland”

How many answers did you know? Wishing you courage to inspire change, and for our U.S. friends, have a happy and safe 4th of July!

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Change Initiative

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

29 Jun
PeopleTek Coaching Leadership

Triple Crown Leadership

American Pharoah: A Story in Leadership

This week we want to highlight excerpts from an article written by Kelly Merbler, Regional Manager, AppleOne. In the article, Kelly equates leadership to the Triple Crown winner American Pharoah, and how his story taught her about leadership, teamwork, goals, and the belief in something or someone that is in your gut.

American Pharoah was just another colt heading to the auction 2 years ago. Out of the thousands of thoroughbreds that go to auction every year in Kentucky, what made him special? When he went to auction his owner had big hopes to sell him for over a million. That didn’t transpire as planned but everything happens for a reason they say. In life, sometimes we meet people for a reason I believe. Everyone has a certain destiny and it’s what we do to act upon it that makes the difference.

A “Gut Feeling” Can Really Pay Off

As leaders, sometimes you feel a certain “gut feeling” for someone in front of you. That feeling that you can help them achieve great things in life even when everyone else is telling you otherwise? We meet people and we see them for face value but not for what is deep within them. When the biggest things we cannot teach are not visible to the human eye such as a positive attitude, drive, and grit.

Leadership Develop is an Investment in People

(Owner) Zayat believed in his horse and knew with the right combination of people he could be better than any other. He knew the time and energy it would take to invest in this horse but if he did that he may get something special. As leaders, we realize that leadership development is an investment in people. It is selfless and exhausting at times but when we put the time in we may get a reward that we never even imagined. As leaders, we are only as successful as the people around us.

A Team Effort Always Takes the Win

American Pharoah wouldn’t have won the Triple Crown if he was alone. It was the tireless effort of a team that knew he was special inside and he had what it took to achieve greatness. It was countless hours of planning and playing to his strengths and to race him in the right races to develop him as a 3-year-old.

How much do we put into the future leaders that surround us?

Are we planning alongside of them how they can run the right races to get to their success? How can they run for their Triple Crown?

As leaders and team mates, do we bring it every time or do we rely on the top performer next to us to do the work and help us succeed? Are we a joy to be around? Do we show up every day with the right attitude like American Pharoah does or is it all about us?

Victor Espinoza attempted 2 other times to win his Triple Crown. He had his last taste of it in 2014 on California Chrome. What kept him going and not giving up? To come so close to victory and watch it run right out from behind you. We have all been in similar life situations, but what did we do after we lost?

(We had) a big brown horse with the heart of a champion and a great attitude that just needed to be on the right team around the right people who believed in him, developed him and loved him. Once that combination found itself, history was created. It didn’t matter that no one had done it in 37 years to the horse, the jockey, the trainer, the owner, or the millions of people rooting for this. This was all about the teamwork that came together and the belief of a goal that nothing could stop them.

Thank you, Kelly, for sharing!

Do you have the belief, goals, and team members to make your dreams come to fruition?

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for a Change Initiative

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

18 Jun
PeopleTek Coaching Leadership

What’s Keeping You Up at Night?

Last week we concluded our series on organizational “Hot Spots and Challenges.” Of the 49 issues, which did you relate to? Were you able to determine what you or your organization “Needs To Start Doing” that currently is not being done?

Are You Meeting These Challenges in Your Organization?

Now let’s look at leadership from a different perspective. Leaders were asked how prepared they were to meet these 4 challenges:

  1. Innovation
  2. Human Capital
  3. Operational Excellence
  4. Customer Relationships

Customer Relationships scored highest with 45% of leaders feeling they were prepared to handle this well.

This was followed with Operational Excellence at 33%. Wikipedia defines this as “an element of organizational leadership that stresses the application of a variety of principles, systems, and tools toward the sustainable improvement of key performance metrics.”

Innovation (26%) and Human Capital (27%) were areas where leaders felt a little less prepared. (Human capital, as defined by Wikipedia is the stock of knowledge, habits, social and personality attributes, including creativity, embodied in the ability to perform labor so as to produce economic value).

Does it surprise you that the highest score is 45%? That for three of the four challenges, less than one-third of the leaders surveyed felt they were well prepared to address the challenge?

The Top Obstacles to Addressing Organizational Challenges

Skill-set and experience might come to mind for the low scores, but it turns out the top obstacles were viewed as:

  • Not enough time or opportunity
  • Lack of support/autonomy
  • With skill and knowledge last

Leaders also shared what they viewed as insufficient involvement “gaps”:

  • HR – 48%
  • Senior Management – 46%
  • Managers – 33%
  • Employees – 32%

The people factor seems to be the top “want and need.” Collaboration, focus, mentorships, ownership, accountability, and time, all seem to play a role.

Having clear priorities and shared goals are also an absolute must have. Experiencing change and facing challenges are inevitable, so we must all engage in leadership development and training (remember we’re all leaders!) to continually develop the skills to manage internal and external challenges we (and our organizations) are facing.

What challenges are keeping you up night? What could help?

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for a Change Initiative

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

11 Jun
PeopleTek Coaching Communication, Leadership

HOT SPOTS In Organizations Final

This concludes the three part series related to “hot spot” awareness within your organization. As a reminder, the data is based on survey results from Development Dimensions International (DDI) and The Conference Board which identified what 13,124 leaders from 2,031 organizations and 48 countries stated what their organizations need to start doing.

My organization needs to start…

39. Communicating to the last mile

40. Increasing accountability and empowerment in the region; otherwise, it slows the company down in reacting to customer requests

41. Involving younger leaders in decision making; don’t take them for granted; they are much more up-to-date, hence don’t leave them in the name of seniority

42. Increasing staff levels so that we can work on being a leader rather than managing; workloads are too high to engage interaction and relational aspects of leadership and self-development

43. Involving leaders in the process of “what’s next”

44. Providing regular feedback/ideas on how someone is doing good or bad in a leader role

45. Training all leaders, not just new leaders; the leaders who have been here so long have to get up to speed with the changing culture and times; ensuring that leaders can choose between a number of leadership development courses

46. Building sustainability processes to support development

47. Creating development plans formally and making them transparent to staff so they are clear what they need to deliver

48. Doing something might be a start

49. Arming me with context/information around the business challenge areas I am not prepared for so I can cascade down

These same leaders were asked: What Is Your Least Effective Leadership Skill?

The top 5 responses were:

  1. 56% Fostering employee creativity and innovation
  2. 54% Leading across generations
  3. 45% Integrating oneself into inter-cultural or foreign environments
  4. 39% Inter-cultural communication within international business environments
  5. 34% Leading across countries and cultures

Cultural Competence seems to be another “hot spot”! Per J. L. Mason, M. P. Benjamin, & S. A. Lewis (1993), they encourage:

  • Organizations and individuals to learn to value cultural differences and attempt to find ways to celebrate, encourage, and respond to differences within and among themselves.

Regardless of your company, country, or industry, all leaders have challenges and many of those challenges are shared. The key is to know which challenges cause you the greatest pain, and then create a plan to attack it. What’s your starting point?

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip on How to be a Better Leader

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

04 Jun
PeopleTek Coaching Leadership

Hot Spots Part 2

Last week we started a discussion around “hot spot” awareness within organizations. This was prompted by survey results from Development Dimensions International (DDI) and The Conference Board which identified what 13,124 leaders from 2,031 organizations and 48 countries stated their organizations needed to start doing.

Below is the 2nd list of responses, items 21 – 38 (out of 49 total).

My organization needs to start…

21. Involving C-level executives in developing future leaders

22. Making senior leaders more accessible

23. Showing an interest in folks who are exhibiting our excellent leadership values

24. Walking the walk senior leaders talk; there is a serious disconnect between their vision and the implementation of that vision

25. Acting consistently with stated values; don’t just say that people are our most important asset when action shows otherwise

26. Motivating people, and not in terms of money; recognize people; give effective feedback; be honest; be clear

27. Returning senior leadership to listening to first- and mid-level managers’ viewpoints Opening the lines of communication so that senior leaders know what’s really going on and we know that senior leadership knows what’s going on

28. Making sure managers understand their employees’ aspirations and work closely to achieve them

29. Putting all leaders on the same page, with the same plan, using the same leadership tools, so we all do things the same way

30. Providing a detailed career path, and being honest about it; if there is no path, then say that; if there is a path, make sure it is understood and that I am getting the right education and information

31. Outlining a five-year career plan with best- and worst-case scenarios

32. Providing better tech tools to make managers more effective and give them more time to focus on learning and leading rather than day-to-day tasks

33. Ensuring that new and existing leaders are given the tools they need using a more structured on-boarding process

34. Recognizing the positive! Create a more fun, energetic, and vibrant company culture

35. Holding people accountable

36. Allowing employees to make mistakes in attempting new or innovative methods

37. Creating more transparency, more attention to promoting women in leadership roles, and an atmosphere in which everyone has a chance to be a leader

38. Allowing leaders to attend company sponsored out-of-the-country assignments, training, and conferences

How many are in place at your workplace? For those currently not in place, which could make it more effective?
Are you in a position to make them reality?

Let us know the top 3 you feel are most beneficial to your organization.

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip on How to More Effectively Develop Yourself

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

28 May
PeopleTek Coaching Leadership

Hot Spots and Challenges – Part 1

Are you aware of the “hot spots” in your organization? Do you know what actions, practices, and behaviors impact effectiveness and results? Development Dimensions International (DDI) and The Conference Board conducted a survey for the 7th consecutive year and simply asked leaders what would help increase their effectiveness.

13,124 leaders from 2,031 organizations and 48 countries were queried and there were 49 items that leaders said they need to start doing. Below are the top 20 results.

My organization needs to start…

  1. Continuously developing leadership skills for all levels of management
  2. Sponsoring recognized management courses so I can keep up to date on changing dynamics
  3. Building programs where mid-level leaders can intern in another area to gain exposure and advance skills
  4. Offering an external mentorship program; an external coach may be more helpful for insights into a person’s development
  5. Enhancing mentoring of new leaders by current colleagues and next-level leaders
  6. Identifying individual strengths and weaknesses to help create a focused plan
  7. Mentoring and guiding new leaders rather than removing them from leadership positions
  8. Mentoring leaders for the first six months after they get promoted
  9. Pushing leaders out of their department to see how other departments function; interns get to do this but managers do not
  10. Valuing leaders for spending time and effort in growing their people
  11. Promoting a culture of active mentorship outside of one’s supervisor
  12. Allowing time for development by reducing secondary responsibilities
  13. Giving safe chances to sharpen leadership skills
  14. Providing more venues for learning, such as special projects and rotational placements
  15. Providing forums for managers to share ideas and discuss effective ways to handle issues
  16. Organizing informal meetings to facilitate team bonding, identify talent, and increase job satisfaction
  17. Allowing leaders to participate in outside organizations to network and better understand industry issues
  18. Making sure all leaders have the opportunity to hear the stories of our VPs and AVPs just as the high-potential group does
  19. Showing support from upper management for leaders in the same manner that leaders are taught to support the line staff
  20. Giving more opportunity to learn how senior managers handle different situations/issues

Which do you feel make your organization most effective?How many do you have in place?

Select the top 5 you want to ensure are “in place” to help leaders drive results, build bench strength, and increase effectiveness.

There’s a lot to consider, but investing your time will pay off. Watch for more next week.

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip on how to Develop People For Optimal Performance

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

21 May
PeopleTek Coaching Leadership, Success

I QUIT!

Let’s face it; having qualified and satisfied employees contributes to your success. You invest time and energy hiring the right person for the right job. Now that they are on board, what is your role as a leader? What type of interactions do you have, and with what frequency? Are you an engaged leader?

Joseph Cueto provides the following top four reasons why people quit their jobs:

  1. Poor reward system
    • Rewarding employees for a fantastic job can be done in a multitude of ways and by communicating with employees, bosses receive insight about what motivates their staff or what they value the most.
    • Are you consistent about acknowledging employee contributions and the value they provide?
  2. Management
    • The saying, “People don’t leave companies, they leave their managers” shows that recognition and reward coming from upper management is crucial for employees to stay continually committed.
    • Does your boss or your bosses’ boss understand how your staff contributes to the bottom line?
  3. Hiring/promotions
    • A surefire means to alienate workers is for the good ones to see undeserving employees get all the accolades and the juicy promotions.
    • Avoid playing “favorites”; link all rewards with the actions and behaviors required to meet your organizational goals.
  4. Too much work
    • When your go-to workers start to feel overwhelmed due to a heavier workload, this can cause them to burn out. Striking an effective work/life balance is important for them as well.
    • In the end, the choice of whether your employees leave or not may boil down to the kind of culture an organization has. However, it’s also about being proactive about retaining the talent that you already have.

Stay on top of workload imbalances. Some “crazy” times are to be expected, but they should not be the norm. Ask your staff how they are feeling; in most cases they will honestly let you know if they are on overload.

As leaders, we want to inspire and motivate our teams. In order to do that, you have to listen to and be responsive to their needs. You need to understand individual and team contributions, and consistently reward and celebrate successes.

Don’t be considered a “dis-engaged” leader or you may hear “I Quit” more often than you’d like!

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools

QwikTip for Using a Cooperative Approach

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

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