13 Feb
How to Give Effective Feedback for Growth and Success
peopletek Uncategorized

How to Give Effective Feedback for Growth and Success

Providing (and receiving feedback) is critical for organizational success and personal and professional growth, and it also builds trusting relationships.

Having said that, many of us struggle with the most effective way to address actions and behaviors that could be improved upon, or that we consider downright disruptive.

Does this resonate at all? Based on a Harris Poll, roughly 40% of leaders shared they are uncomfortable providing feedback especially when they feel their employee may respond negatively.

In a Harvard Business Review article, Steve Vamos shares that one of the biggest mistakes we may make is waiting too long to share the feedback, or even worse, avoiding it totally.

Besides being timely, he also suggests taking the time to plan our delivery. Answering the 6 questions below will help with delivering the feedback:

1.    What am I expecting this employee to achieve in their role this quarter?
2.    Are my expectations reasonable, and have they been communicated?
3.    Am I able to explain how their work contributes to the larger team
      goals?
4.    If I believe they are falling short, what evidence do I have to support
      that?
5.    Can I give them examples of what’s not working?
6.    What guidance will help them get back on track?

Once we plan our delivery, our feedback must be clear. What are the specifics around the point/issue/action being addressed (provide details), what was the impact, and what could be done differently to obtain desired results?

Ask the employee for their thoughts and obtain their perspective about how you can help them meet your expectations. Have follow-up meetings, and you may also want to update development plans and goals, so progress is more readily tracked.

When it comes to feedback, plan your message and don’t delay!

Sincerely,

Mike and Jan

Feedback is the breakfast of champions.
–Ken Blanchard

07 Feb
Work-Life Balance: Why Life Is About More Than Just Work
peopletek Uncategorized

Work-Life Balance: Why Life Is About More Than Just Work

Do you sometimes feel consumed with work? Do your professional and personal hours seem to blend together and your workday doesn’t have an end time?

With so many of us working remotely, and without “official” start and stop times, it’s not easy to disconnect for the day when we know there’s so much more we can do for our work.

Having said that, we must build in time to pursue what we enjoy outside of work such as time with family and friends (those relationships also need attention!), hobbies, and time to restore our mental and physical energy.

Geoff Whiting shares that there are 7 Factors Influencing Work-Life Balance, and as leaders we also need to help our team have a good work-life balance.  Whiting shares it’s up to us to ensure:

1.    Balanced workload distribution -provide adequate resources, and a balance of tasks and responsibilities to prevent burn-out

2.    Trust and flexibility – provide opportunities for flexible work arrangements with adjustable work hours to accommodate team needs

3.    Establish clear policies and boundaries – define expectations and time away (ex. breaks and lunch are beneficial)

4.    Effective communication and openness – clear communication and transparent leadership builds trust, aligns teams, creates a positive work environment and builds healthy relationships

5.   Employee well-being and a supportive environment – effective work relationships and a supportive company culture is invaluable as are wellness and mental health programs

6.   Leadership practices and acknowledgement – celebrate successes and consistently recognize accomplishments

7.   Commitment to learning and development – opportunities for career development increases satisfaction levels as does a commitment for continual learning

How is your work-life balance and do you help colleagues and team members understand that while there are work priorities, there are also personal needs that cannot be neglected? Life is indeed about more than work (and the better the balance, the greater the success stories!).

Sincerely,

Mike and Jan

Don’t get so busy making a living that you forget to make a life.- Dolly Parton

28 Jan
Achieve Success in 2025 with Implementation & Healthy Feedback Strategies
peopletek Uncategorized

Achieve Success in 2025 with Implementation & Healthy Feedback Strategies

PeopleTek, just like every other business and organization, wants 2025 to be successful. To get started we’ve revisited our vision and mission statements, and created a key word and one behavior to focus on that will help us gain traction.

Our Vision
Create World-Wide Individual, Team, and Organizational Excellence and Coach Others To Create Effective and Lasting Business Relationships. 

Our Mission
Connect leaders, teams, and organizations to the coaching, development and tools they need to build effective business relationships in order to be successful throughout their entire career.
Note: We want to be with leaders from the time they enter business until they leave it.

Our Key Word for 2025:         IMPLEMENTATION

Critical Behavior for 2025:     HEALTHY FEEDBACK

We feel our team does an excellent job, but we know there are always opportunities for process improvements and operational efficiencies.  

We picked IMPLEMENTATION for several reasons; it’s an active word, it reminds us to not continue to refine our plans once due diligence has occurred, (or suffer from analysis paralysis), and it aligns our intent with our actions.

HEALTHY FEEDBACK builds trust and strengthens relationships and allows for creative thinking, collaboration, and continued growth; giving and receiving feedback can be challenging and uncomfortable, but when done with positive intent is invaluable.

We encourage you to review and share your 2025 vision and mission statements with your team members and invite feedback as to how each person can support them. The idea is to gain traction positioning you to go from where you are today, to where you’d like to be by year end.

Keep us posted!

Sincerely,

Mike and Jan

There is Never Too Much Horsepower . . . Just Not Enough Traction — Carroll Shelby

20 Jan
peopletek Uncategorized

How Legitimate Leadership Builds Trust and Lasting Relationships

Would you say your leadership style is viewed as trusting, competent, and one that is influential? If yes, Nitkin Nohria would consider that as legitimate leadership (click on his name to see the article).

Naturally, more is needed, such as having followers that align with our vision and goals and  the ability to build strong and lasting relationships. When strong relationships exist, there’s generally a sense of loyalty, trust, inclusion, and the ability to provide and receive healthy feedback.

Nohria’s article is geared towards CEOs, but the desired behaviors and actions he provides apply to leaders of any level.  Being a legitimate leader requires the following:

Communicate clearly
Help your team understand your organization; what got it to where it is today, your vision for the future, and how each person can contribute to that vision.

Demonstrate fairness
Be caring, just, and impartial; set the tone for others to follow.

Behave with integrity
Ensure what you say aligns with your actions and behaviors; in other words, “walk the talk”!

Show authenticity
Be open about your strengths and weaknesses as well as your successes, challenges, and failures. Be approachable, actively listen to the opinions of others, and solicit feedback.

Put the company first
Show that your interests are secondary to those of the company’s; help others understand why that will lead to more successes and professional (and maybe personal) satisfaction.

Stay grounded
Be real, be humble, show your human side, and display good work/life balance.

Maintain a sense of purpose
Meeting shareholder needs is one thing, but what value is provided to your internal or external customer? Let your team know the value they personally provide, and how and why they are making a difference.

In summary, Nitin Nohria says “authority-based leadership is based on formal power and decision-making rights, and competence-based leadership focuses on performance, legitimacy-based leadership is based on behaviors and actions that inspire others’ trust, respect, and commitment. . . . legitimacy-based leadership is more sustainable and effective in the long run”.

Which style of leadership are you most aligned with? Would a change be beneficial?

Sincerely,

Mike and Jan

Speak the truth. Transparency breeds legitimacy.
–John C. Maxwell

10 Jan
Kickstart 2025 with Meaningful Goals and Strong Relationships
peopletek Uncategorized

Kickstart 2025 with Meaningful Goals and Strong Relationships

Last week we shared that creating meaningful goals was more beneficial than making New Year resolutions, and we also want to share additional ideas for kicking off the New Year.


When you look back at 2024:

  • What were your greatest successes?
Chances are having the right people in the right role was a large contributor, along with the existence of strong relationships between the varying roles

  • What were your greatest challenges?
          Was it resource related? Perhaps insufficient talent, time constraints, or
          budget limitations? Could this be better managed?

  • How did relationships across cross functional teams/roles help (or hinder)?
          Were team members energized, engaged, and collaborative?

  • Were there open lines of communication?
          Did team members share with one another progress and obstacles and
          seek assistance or simply solicit ideas to move forward when “stuck”?
          Was leadership kept in the loop, and did they provide guidance and
          direction as needed?

After answering these questions, create 2025 development plans and start with Relationship Building. Every plan should have an action item that includes ways to strengthen internal team relationships as well as relationships with cross functional team members, strategic partners, clients, and vendors.

Achieving success starts with people! Robin S. Sharma summarizes it nicely:
The business of business is relationships; the business of life is human connection.

Sincerely,
Mike and Jan
 
Business, after all, is nothing more than a bunch of human relationships.–Lee Iacocca
27 Dec
10 Inspiring Leadership Quotes to Guide Your Growth
peopletek Uncategorized

10 Inspiring Leadership Quotes to Align Your Words and Actions

There are hundreds of leadership quotes that have inspired us to strive to be even more effective leaders. Why? Because what we say, and how we say it impacts those we interact with.

Take into account not just what you say, but also your behaviors. Are they aligned? We hope so!

In each weekly leadership tip, we like to include quotes that are inspiring and meaningful. Here are a few that have received the most feedback:

  • People will forget what you said, people will forget what you did, but people will never forget how you made them feel.—Maya Angelou
  • Leadership is lifting a person’s vision to high sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations. —Peter Drucker
  • People buy into the leader before they buy into the vision.—John Maxwell
  • Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish. —Sam Walton
  • If your actions inspire others to dream more, learn more, do more and become more, you are a leader.–John Quincy Adams
  • Leadership is a potent combination of strategy and character. But if you must be without one, be without the strategy. —Norman Schwarzkopf
  • The growth and development of people is the highest calling of leadership.
           —Harvey Firestone
  • The supreme quality of leadership is integrity.–Dwight Eisenhower
  • Leadership and learning are indispensable to each other.—John F. Kennedy
  • Without conflict there is no leadership.—Michael W. Kublin

Our wish to you is that 2024 concludes with peace and joy, and that 2025 provides you with many successes!

Sincerely,

Mike and the PeopleTek Team

Be the leader that makes a difference in the lives of others!

21 Dec
Top 7 Leadership Qualities for Effective Leadership
peopletek Uncategorized

Top 7 Leadership Qualities for Effective Leadership

We’ve shared leadership qualities before but think Jim Rohn’s are worth sharing again. Rohn, an author and motivational speaker, identified what he views as the top 7 leadership qualities:

  1. Learn to be strong but not impolite
  2. Learn to be kind but not weak
  3. Learn to be bold but not a bully
  4. Learn to be humble but not timid
  5. Learn to be proud but not arrogant
  6. Learn to develop humor without folly
  7. Learn to deal in realities

As a leader, how we make people feel impacts our relationship with them and the quality and respect within our work culture. We want to genuinely show compassion and let people know they are valued and appreciated.

Quality leaders are not just known for their integrity and trustworthiness but also for influencing and inspiring team members. This especially applies when there is a need to deliver tough messages; there needs to be clarity and include how others may feel taken into consideration.

Our goal as a quality leader is to have our behaviors modelled by those we interact with. We want to engage people, we want to interact with others in their preferred style (not ours!), we truly listen to what others have to say (understanding that sometimes our message may not be well received), but we can show empathy and explain what prompted the message. Ie. Company mandates, errors, cost savings, growth, etc

Do you actively apply Rohn’s 7 leadership qualities?  Are there any that can be improved upon?

Sincerely,

Mike and Jan

If you want to be a leader who attracts quality people, the key is to become a person of quality yourself.
– Jim Rohn

16 Dec
Effective Listening: Strengthen Relationships and Enhance Success
peopletek Uncategorized

Mastering Effective Listening: Strengthen Relationships and Fuel Success

Do you consider listening a necessary skill yet find it challenging? If you view it as a challenge, is it due to distractions, not enjoying the subject matter, or perhaps the person speaking?

None of these are positive, but they do occur, impacting our ability to build and maintain healthy relationships with an increase in misunderstandings.

In an article by Inspire, they share that listening is an art and is based on 3 components:
  1. Repeat
  2. Reflect
  3. Respond

Repeat
Share back what you’ve heard; summarizing the message will validate the intent of the message and help prevent misunderstandings.

Reflect
Share your thoughts about what you’ve heard; do you have any insights about the message, and would additional details enhance your understanding? Don’t be afraid to ask!

Respond
Consider both verbal and non-verbal responses. What’s your body language saying? Also, share your interest or concern about the topic and encourage more dialog when appropriate.

We all want to be heard! Show the speaker that they have your undivided attention and that you are receptive to their message. This doesn’t mean you agree, but rather that you’re open minded to hearing their perspective.

Sincerely,

Mike and Jan

The ability to listen, to take in and digest what we’re hearing, is a crucial tool . . .
–Inspire

07 Dec
Maximize Strengths in Development Plans: Grow Your "Magic Dust"™
peopletek Uncategorized

Maximizing Your Strengths in Annual Development Plans: Don’t Overlook Your “Magic Dust”™

When you create your annual development plan and help your direct reports/colleagues with theirs, do you only focus on the areas that you perceive as weak? Too often we overlook key strengths, and they too need to be honed to keep their edge and remain the person’s “magic dust”™.

Don Clifton, psychologist and creator of the CliftonStrengths assessment shared:
There is no alchemy for weakness. They can be removed but they cannot be transformed into strengths. The goal, therefore, is to manage weaknesses so the strengths can be freed to develop and become so powerful they make the weaknesses irrelevant.

Interesting perspective! We’re certainly not saying to ignore growth needs. Many of us are keenly aware of our skill and behavior “opportunities” and commit to making continual improvement, but we can also work on making our strengths even stronger.

For those of you that are Leadership Journey© alumni or have taken personality assessments, pull out your results. What do the reports say about your strengths and your challenges? Perhaps you excel at relationships and others find your input invaluable. Maybe it’s your technical expertise or the ability to drive results.

It’s about the need to continually grow and develop. Don’t ignore the things you don’t care for, find draining or are difficult to execute, but also invest time in your “magic dust”™ and grow your strengths!

Sincerely,
Mike and Jan

We all have strengths and weaknesses.
The best advice is to embrace, focus on, and nurture our strengths.
– Charles Glassman

11 Jun
What Defines Quality Leadership? Key Traits to Inspire and Motivate
peopletek Uncategorized

What Defines Quality Leadership? Key Traits to Inspire and Motivate

Have you read or thought about “quality leadership”? A good starting point is to think about when others want to model the behaviors we exemplify.  It’s when building strong relationships is a priority, and when our interactions are inspiring and motivating.

It also includes being genuine, truly listening and acknowledging what others have to say (not necessarily agreeing with them), but being truly open to opposing or alternate ideas. Also included is making timely decisions and addressing ineffective or de-stabilizing behaviors and actions, as well as being a strong communicator.
 
Clear and consistent updates must be provided and include the what, why, who, and how when change is occurring. When impacts are shared with the anticipated benefits, the change is more likely to be accepted and even supported.

Another part of Quality Leadership is ensuring goals and measures are documented and are clear, that they’re actionable, that they can be measured and reviewed monthly, and that each person understands how they personally can support them.
 
What leaders do you consider to be “quality leaders”? Chances are you trust them, enjoy being around them, want to help them meet goals and grow careers, and that you find them influential. If none come to mind, think about what you’ve observed leaders doing that you feel did not serve them or others well, and take measures to not repeat their style.

Are you a quality leader that is known for your integrity, for fostering trusting relationships, and for making others feel valued?   We hope so!

Sincerely,
Mike and Jan

The quality of a leader is reflected in the standards they set for themselves.
–Ray Kroc

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 Mar
Find Your Best Leadership Style: A Simple Guide to Gallup's Four Domains
peopletek Uncategorized

Find Your Best Leadership Style: A Simple Guide to Gallup’s Four Domains

Leadership Styles Vary – What’s Yours?

While there are many styles of leadership, Gallup has studied over one million teams and 20,000+ senior leaders and have identified four domains and associated styles of leadership:

Domain                                       Leadership Style
Relationship Building                    People-Oriented Leader
Executing                                     Process-Oriented Leader
Strategic Thinking                         Thought-Oriented Leader
Influencing                                   Impact-Oriented Leader

They feel that results will be obtained when the leader utilizes their unique and natural strengths and styles (what we call magic dust™), and that it’s essential for us to:

  • Know our leadership style
  • Deploy and develop our leadership style
  • Be aware of our leadership weaknesses and have strategies to mitigate them

In Jim Clifton and Jim Harber’s book It’s the Manager: Moving From Boss to Coach, they highlight what they view as the six biggest challenges in our current work culture from the perspective of Millennials and Gen Zers:

1.    they don’t just work for a paycheck, they want a purpose
2.    they are no longer simply looking for job satisfaction, they are pursuing development
3.    they don’t want bosses, they want coaches
4.    they don’t want annual reviews, they want ongoing conversations
5.    they don’t want a manager that fixates on their weaknesses
6.    they don’t view their job as just a job, they view it as their life

They also discuss the 34 Clifton Strengths which are linked to the domains listed above. These Strengths identify our focus, attention, and energy, and not the outcomes that may be achieved.  

DOMAIN RECAPS:

Relationship Building

The People Oriented leader is the glue that holds teams together, creates a culture of inclusiveness, builds trust, and genuinely cares.

Executing

This style of leader sets the pace for the team, digs in when needed, creates efficient systems and processes, and provides clarity.

Strategic Thinking

This leadership style listens to others, makes them feel their opinions count, sees the big picture, is a deep thinker and seeks root causes, and are open to new ideas.

Influencing

With this style, the leader inspires others to follow their and the organization’s purpose, vision, and goals, while seeking new levels of excellence.

Remember, all domains/styles add value. What’s important is the willingness to keep our natural strengths strong, and the commitment to continually develop the areas that don’t feel as natural.

Which leadership style sounds most like you? What are you doing to keep it strong?

Mike and Jan

 Self-awareness is the companion of good leadership.
–Merida Johns

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.

10 Feb
Boost Your Work Life: Top 11 Tips to Be a Great Colleague | Travis Bradberry's Guide
peopletek Uncategorized

11 Secrets to Becoming the Colleague Everyone Wants: Transform Your Work Culture with Travis Bradberry’s Insights

Are You A Desired Colleague?

 

We’re guessing everyone wants to be part of a work culture viewed as favorable and inspiring, but we’re not sure that the necessary actions are taken to make that happen. It’s up to all of us to be that “desired colleague” so trusting business relationships are created and maintained.

Is that easy? Probably not, but implementing Travis Bradberry’s 11 Secrets of Irresistible People are a great starting point.  Excerpts include:

1. Treat EVERYONE with respect.
Irresistible people treat everyone with respect because they believe they’re no better than anyone else.

2. Follow the Platinum Rule.
Not the Golden Rule, rather it’s treating others as they want to be treated

3. Ditch the small talk.
Irresistible people create connections and find depth even in short, everyday
Conversations

4. Focus on people more than anything else.
Irresistible people possess an authentic interest in those around them

5. Don’t try too hard.
Irresistible people don’t make it all about them

6. Recognize the difference between fact and opinion.
Irresistible people recognize that people may see things differently

7. Be authentic.
They know that no one likes a fake

8. Have integrity.
They avoid talking bad about other people, and they do the right thing

9. Smile.
Smiling during conversations will likely have the other person do the same

10. Make an effort to look their best.
Looking your best is a sign of respect for those you interact with

11. Find reasons to love life.
They approach problems as temporary obstacles, not inescapable fate

Take a moment to self-assess if you are the type of colleague you want to work with, and do you provide colleagues with feedback when their behaviors are missing the mark?

It’s up to us to have a work culture of desired colleagues!   

Sincerely,

Mike and Jan

 One of the very rewarding aspects of my work has been the interaction with a superb group of colleagues and friends . . .
– Mario J Molina, Nobel Prize winner

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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