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“Creating Successful Leaders”

Category Archives: Communication

May 8, 2024 6 Characteristics of a Problem Solver

A version of this blog post was published in July, 2019.

At times, problems will take care of themselves…but we certainly can’t count on that. In order to move the needle, put out “fires,” or add a little innovation to the workplace, it’s important to take charge of your destiny and be a problem solver.

Being a problem solver can be highly rewarding. Rather than either A) Sitting around and waiting for things to resolve themselves or B) Counting on others to solve your problems, it’s better to take a proactive approach. For one, the problems you’re facing may not resolve on their own. Or, they may not resolve themselves in the way you want. If you take “approach B” and let others solve problems for you, you lose crucial opportunities to learn and grow. Not to mention, your fate (or the fate of a project) will always be in others’ hands, beyond your control.

It is much better (and often more reliable) to be proactive and attempt to solve problems yourself. That doesn’t mean you have to go about problem solving on your own. The most adept problem solvers use whatever resources (human or otherwise) at their disposal.

Work on becoming a problem solver in your workplace! Focus on building the following six traits:

1. Be Courageous

Some risk may be involved in finding solutions to sub-optimal situations. You might have to speak up, contact your superiors, or tap into uncharted territory. Be courageous, knowing that you’ll be learning valuable skills, no matter the outcome.

2. Adapt

Not every solution is going to keep you squarely within your comfort zone. Be prepared to be flexible.

3. Innovate

Think outside the box! The best solutions may be paths you have not yet explored in your workplace. Look to other industries or unlikely sources for problem-solving inspiration.

4. Be Resourceful

Don’t be afraid to seek help. Online research, your HR department, co-workers, or your professional connections could be sources of advice or inspiration for you.

5. Build Unity

If a problem is affecting an entire department or group of people, it pays to rally the troops and get everyone working toward solving your mutual issue. You know what they say about several heads being better than one!

6. Be Vocal

Silence is the worst way to deal with a sticky issue. Refusing to address a problem with open communication will only suppress it or force people to talk about it in whispers.

Embrace your courageous, vocal, innovative, and adaptive sides! Rally the troops and use whatever resources are available to you. Be a proactive problem solver, and you’ll gain a better handle on your future. Not only that, you’ll also develop valuable skills along the way and likely gain recognition from your superiors as someone who is unafraid to face problems head-on.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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March 27, 2024 How to Meaningfully Improve an Employee’s Work Performance

If an employee is not quite rising to your workplace’s standards, that can be a delicate situation. On the one hand, if you critique the person’s work too harshly, they may become discouraged or frustrated, or they may even quit. On the other hand, if you do not underscore the importance of the situation, or if your feedback is not specific enough, that person might continue to operate in the same manner, and little will change.

How do you navigate this tightrope-like situation? How can you provide adequate feedback, guidance, and resources to help improve an employee’s performance? Here are three ways to make a meaningful difference:

Give Excellent Feedback

Unfortunately, it is incredibly easy to flub feedback. The feedback might be too vague, too harsh, or lacking a sense of urgency. When providing feedback to underperforming employees, I suggest keeping three things in mind:

1. Make It Specific

It isn’t enough to tell someone they need to “step it up” or “make strides.” Instead, give specific feedback on what the person is doing right and what they need to improve. It helps to open with the positive (“Sandy, your people skills continue to impress me. Customers say you’re easy to talk to and an excellent communicator”) and then move into the areas of improvement (“However, our numbers show that you have trouble closing the sale. Let’s talk about some of the potential roadblocks you’re facing…”).

2. Set Goals

When working on a specific area to improve, it is helpful to set SMART goals. SMART is an acronym that stands for:

Specific – the goals should be clear and well-defined.

Measurable – the goals should have measurable criteria for success.

Achievable – the goals should be attainable and realistic.

Relevant – the goals should be aligned with the employee’s role and the overall objectives of the organization.

Time-bound – the goals should have a specific time frame for completion.

By setting SMART goals, you provide the employee with a clear roadmap for improvement and a way to track their progress. This approach helps to ensure the employee understands what is expected of them and can work towards achieving those goals.

3. Create a Check-In Plan

It’s helpful to create a plan for regular check-ins with the employee. This allows you to monitor their progress, address any concerns or challenges they may be facing, and provide ongoing support and feedback. The frequency of the check-ins can vary depending on the employee’s needs and the urgency of the situation. It’s important to create a supportive and non-judgmental environment during these check-ins, so the employee feels comfortable discussing their progress and any obstacles they may be encountering.

Facilitate a Mentorship

Mentorship can be a valuable tool for improving an employee’s work performance. Pairing the underperforming employee with a more experienced and successful colleague can provide guidance, support, and valuable insights. The mentor can share their own experiences, offer advice, and help the employee develop the necessary skills and knowledge to excel. This one-on-one relationship allows for personalized guidance and can greatly enhance the employee’s professional growth. A mentorship program can be formal or informal, depending on the needs and preferences of the individuals involved.

Provide Necessary Resources

To support an employee in improving their work performance, it’s essential to provide them with the necessary resources. This could include training programs, workshops, online courses, or access to relevant materials and tools. By equipping the employee with the resources they need, you empower them to acquire new skills and knowledge that can enhance their performance. Additionally, offering ongoing learning opportunities demonstrates your commitment to their professional development and shows you are invested in helping them succeed.

By following a few intentional strategies, you can begin to make meaningful improvement in an employee’s work performance. Remember, communication is key, and it’s hard to know what your employee needs until you take the time to sit down and talk with them about their performance. Frame this an opportunity for growth and development, rather than a punishment. Creating a supportive environment can help foster continuous improvements and aid employees in reaching their full potential.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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March 20, 2024 Prep Your Employees for Promotion(4 Ways)

There’s a theory called the “Peter Principle,” named after sociologist Dr. Laurence J. Peter, that essentially states that people will “be promoted up to a point where they are no longer qualified, leaving a company full of incompetent employees.” In other words, an employee who excels at their job might receive a promotion as a reward for their good work, but their new role may be ill-suited for them and, thus, they no longer thrive at work and feel incompetent (whether true or not).

But it doesn’t have to be this way. One way to fight back against the Peter Principle is to elevate the skillsets of your people to equip them for both their current and future roles. Here are four ways to do that:

Have an Honest Conversation

It’s natural to want to give an outstanding employee a promotion, but that person should understand exactly what they’re in for. What skills would they need in their new role? What additional training? Are there any areas that might prove problematic for them? Do they have any trepidations about their potential shortcomings? Ideally, the employee who is up for promotion will feel confident that they can overcome their limitations through additional skill building, experience, etc., but if they feel that the hill is too steep to climb, they may not want the promotion after all.

Provide Appropriate Resources

Provide your employees with the necessary resources to enhance the skills they need for their new job. This could include access to training programs, workshops, online courses, or mentorship opportunities. By investing in their development, you empower them to acquire the knowledge and expertise needed for their current and future roles. The cost might be significant up-front, but it is absolutely worth it. With the right resources, your people can effectively grow and excel in their positions.

Check In Regularly

It is crucial to schedule regular check-ins with your employees, especially in the weeks and months after their promotion. These check-ins will allow you to assess their progress and address any challenges or concerns they may have. Use your check-ins as an opportunity to provide feedback, offer guidance, and discuss any additional support they may need. By maintaining open lines of communication, you can ensure that your employee feels supported and empowered in their new role. Regular check-ins also allow you to make any necessary adjustments to their development plan and provide ongoing resources and opportunities for growth.

Encourage Continuous Learning

Promotions should not be seen as the end of the journey for your employees. Encourage them to continue learning and developing their skills even after they have settled into their new roles. Provide opportunities for them to attend conferences, seminars, and industry events. Encourage them to pursue certifications or further education. By fostering a culture of continuous learning, you demonstrate your commitment to their growth and show that you value their professional development. This will not only benefit them individually but also contribute to the overall success of your organization.

By creating an environment that fosters continuous learning, you can motivate your employees to stay engaged and strive for personal and professional growth. The Peter Principle does not have to be the reality in your organization. By proactively addressing the skill gaps and providing ongoing support, you can ensure that your employees continue to thrive in both their current and future roles.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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