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“Creating Successful Leaders”

Category Archives: Communication

May 15, 2024 No One Listening? 5 Techniques to Be More Persuasive

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

Do you have trouble getting what you want? Are you often overlooked or not listened to? Do you know a change needs to be made, but you’re having trouble framing your argument?

It sounds like you need to tap into the power of persuasion!

Being persuasive doesn’t necessarily mean you’re being sneaky or underhanded. If you use persuasion in an honest way, it means articulating something so others can see your point of view. Sometimes, you have to be persuasive to make positive changes or advance your career.

How do you become persuasive? Try a few of the following techniques:

1. Prepare

No matter if you’re leading a meeting, having a one-on-one with your boss, or proposing a new idea around the water cooler, it’s necessary to come prepared.

Do your homework, research the ins and outs of your proposal, AND anticipate potential problems or questions others may ask. If you know your stuff, you’ll automatically be more persuasive.

2. Be Confident

When you’re speaking, don’t use words like “I believe” or “I suppose.” Be confident when making a claim. Say it boldly, and people will listen.

Research shows people are more likely to listen to someone who is confident than someone who is an actual expert. Of course, you don’t want to spread false information, but when you do have something to say, say it with confidence!

3. Frame Your Words Carefully

Consider these two sentences, and tell me which is more effective:

“I’d like to be considered for the management position because I’m interested in furthering my career.”

“I’d like to be considered for the management position because I’m interested in new opportunities and challenges.”

The second one, right? These sentences both convey that someone is wishing to be considered for a promotion. Yet the second sentence focuses on personal growth and a desire to learn, while the first seems to say that the person, at the end of the day, is really only in it for themselves.

Before going into a meeting, practice your phrasing in front of a mirror until you feel comfortable delivering it.

4. Utilize Storytelling

Storytelling is a powerful technique for persuasion. People are naturally drawn to stories—by sharing anecdotes or personal experiences, you can make your points more relatable and memorable. Crafting a compelling narrative can help you connect with your audience on an emotional level, making your message more impactful and resonant. Consider weaving storytelling into your communication to effectively engage and persuade others.

5. Know Your Audience

Pay attention and start noticing what matters to people in your office. Do certain topics of conversation keep coming up? Are people interested in family, football, pets, or local music? What values do they seem to have?

Getting to know the people around you is invaluable for building rapport and gaining trust. Ultimately, if others find you easy to talk to and pleasant to be around, you won’t even have to think about being persuasive—people will want to listen to what you have to say.

If you want to make a change, put forth an idea, or simply be heard, it’s a good idea to hone your personal power of persuasion. It may not come easily at first, but with practice, you’ll be a pro!

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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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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