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“Creating Successful Leaders”

Category Archives: Leadership

June 14, 2023 5 Signs You Could Benefit From an Online Leadership Course

Last week, we talked about the benefits of taking an online, on-demand leadership course. But how do you know if this is the right path for you? Let’s talk about 5 signs that indicate you could benefit from an on-demand virtual leadership course. You might get more out of this type of course than you think!

1. You’re a first-time manager

Being a manager for the first time can be a daunting experience. You may have been a superstar in your previous role, but managing a team is an entirely different ball game. An online leadership course can help you learn the essential leadership skills you need to be an effective manager, from communication to delegation. As the saying goes, “You don’t know what you don’t know!” This is especially true for first-time managers since they may not have had many opportunities to practice leadership skills in their prior role.

2. You want to improve your communication skills

Effective communication is essential for any manager, but it’s not always easy to master. An online leadership course can teach you how to communicate more clearly and confidently, whether you’re delivering a presentation or having a one-on-one with a team member. Through a leadership course, you can learn tips for active listening, asking the right questions, and providing constructive feedback. Plus, you’ll have the opportunity to practice these skills in a safe and supportive environment.

In my online leadership course, I focus on clarity and confidence as two key factors to aid and improve communication.

3. You want to establish trust with your team

One of the most important foundations of effective leadership is trust. For a team to truly trust you, it’s imperative to demonstrate competence, integrity, and authenticity. An online leadership course can help you learn how to build trust with your team members, from setting clear expectations to following through on commitments. You can also learn how to create a culture of psychological safety that encourages open communication and constructive feedback.

4. You struggle with delegation

As a leader, you can’t do everything yourself (as much as you might try to do so!). It’s essential to delegate tasks to team members so you can focus on the big picture. Delegation can be challenging, especially if you’re a perfectionist. An online leadership course can teach you how to delegate effectively, so you can maximize your team’s productivity.

5. You need help navigating difficult situations

All leaders face difficult or sensitive situations from time to time. You might have to engage in a difficult conversation, deliver bad news, or take disciplinary action. Whatever the case, an online leadership course can equip you with the skills you need to navigate these situations with grace and professionalism. Through the course, you can learn how to handle conflict, manage emotions, and make tough decisions.

An online leadership course can be beneficial for individuals in various leadership roles. Whether you’re a first-time manager looking to build fundamental leadership skills or an experienced leader seeking to improve your communication and delegation abilities, an on-demand virtual course can help you develop and refine your leadership skills. Such a course can also help you create a safe and supportive work environment for your team.

Consider taking an online leadership course, such as the 10-Minute Leadership Challenge, to enhance your leadership skills and take your career to the next level.

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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June 6, 2023 6 Benefits of a Virtual, On-Demand Leadership Course

Leadership is one of those things organizations can take for granted. They expect their new managers to step into their role equipped with leadership acumen. New managers, on the other hand, are often hesitant to admit their shortcomings, since they feel pressured to “prove themselves” in their new position. Asking too many basic questions might show incompetence or weakness, and that isn’t the impression they want to leave on their team.

The result of the disconnect between organizations and their leaders is that leadership skills are often not taught, but learned on the fly. That can work to a certain extent, but some lessons are hard-learned, and some skills are never learned at all.

Don’t leave it up to chance. Training managers (whether they’re new or not) in crucial leadership skills is not only a benefit to the manager, but to the organization as a whole. With the right training, managers can streamline communication, increase their effectiveness, improve team dynamics, and more.

But I know what you’re thinking: “Training can be expensive and time consuming. My organization is running on a lean budget, and we can’t afford to send our managers to a week of training.”

To mitigate costs and gain flexibility, consider exploring virtual learning…

What is Virtual Learning?

Virtual learning–sometimes referred to as online learning or e-learning–is an approach to education that allows students to participate in courses from anywhere, provided they have a computer and an internet connection. It enables people to access education from the comfort of their own home or office, removing the need to travel to a physical location.

Many virtual courses, such as my online leadership course, are learn-at-your-own pace, meaning the student can log in whenever they have a few free minutes.

The Benefits of a Virtual, On-Demand Leadership Course

Virtual learning has quickly become a preferred method of education for busy professionals. Below are some of the benefits of taking a virtual, on-demand leadership course:

It Provides Tailored Learning

Virtual learning courses provide a variety of learning mediums, from videos to reflection exercises to writing activities. This type of learning appeals to a wide range of people, as it allows individuals to pick the format that resonates best with them.

It’s Low Cost

Virtual learning courses are often much more affordable than traditional courses. This is because they don’t have the overhead costs associated with physical classrooms and resources, such as textbooks. Even though the courses are not directly taught by an instructor, you usually can access the course creator to ask any specific questions.

It’s Flexible

One of the most significant benefits of virtual learning is flexibility. Students can go at their own pace, allowing them to fit education into their busy schedules. For individuals who have full-time jobs, families, or other commitments, this can be a game-changer.

It Keeps Skills Up To Date

Even a seasoned leader’s skills can go stale if they do not regularly use them. If they, for example, do not regularly engage in difficult conversations, they may not know the best way to approach them. By taking online leadership courses, these skills can be refreshed and enhanced.

It’s Interactive

Virtual learning courses are designed to be interactive. Many online courses include opportunities for activities, discussions, deep reflection, immersive projects, and other activities that encourage interaction.

It’s Fun!

Virtual learning courses can be fun! Unlike traditional courses, virtual courses often leverage multimedia to make learning more engaging and enjoyable. Through a mix of videos, games, and interactive activities, virtual courses can make leadership education more exciting and stimulating.

Virtual learning is an excellent way for busy professionals to develop their leadership skills. By taking a virtual, on-demand course, individuals can work at their own pace, tailor their learning to their preferences, and keep their skillsets up-to-date. So why not give virtual learning a try? It could be the game-changer you need to take your leadership skills to the next level.

For more information on my online course, The 10-Minute Leadership Challenge, click here!

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 22, 2023 Why Young Workers Quit (And how to retain them)

A version of this post was first published in September, 2019

Photo by Priscilla Du Preez on Unsplash

I often hear people complaining about the “new generation” of workers as being disloyal to the company. They change jobs like gym shorts and can’t commit to a single business for more than a few years. While that may be true, have you ever stopped to think about WHY that’s the case?

1. Stagnant Wages

For many young and not-so-young (the oldest Millennials are in their 40s now) people, the workplace landscape is MUCH different than it was when Boomers and Gen Xers began their careers. Wages have stagnated and benefits aren’t what they used to be. In many cases, the only way to get a raise is to negotiate one by switching jobs.

Solution?

Make sure your business is competitive. Offer fair wages, and regularly give raises that account for cost-of-living increases. In addition, make sure your list of benefits is attractive and competitive in the industry.

2. Boredom

“But what about their short attention spans!?” you might say. “We can’t seem to capture their interest.”

Sure, job boredom may play a role in Gen Z and Millennial job-hopping, but this is often a preventable woe. If more than one or two of your staff seem bored or distracted, it’s probable there’s something systemic going on. It may be that…

  1. They are not well-suited for their role.
  2. They are so efficient that they complete their workload much faster than previous generations of workers.
  3. They have checked out because they feel like they don’t fit in in the workplace.
  4. They have checked out because they don’t think they have a voice.

Solution?

In all these scenarios, communication can help prevent boredom. Regularly check in with your staff and make sure they are feeling engaged and supported. Give them the space to express how they are feeling and vocalize what they’d like to see changed. Then, work with them to strategize ways to make positive changes.

If your young workers are checking out because they feel like they don’t fit in, counter that by encouraging team-building workshops (consider Insights Discovery as a starting point), after-work outings, or collaborative projects. Pay attention and make sure your seasoned workers are giving the newer workers a voice.

3. Feeling Lost

According to a study of 6,900 young people, Gen Zers are actively seeking mentorship at work. The vast majority (82%) want a boss who cares about them and can “relate to them on issues beyond work.” They also crave guidance during this early and formative stage of their career.

Solution?

The guidance this younger generation is seeking can come in the form of mentorship or sponsorship. Establishing a mentorship program does not have to be terribly involved. Rather, it can be as simple as aligning experienced workers with less experienced workers, advising them to meet once per month, and (if you’re a leader or HR rep) checking in with them every once in a while. I’ve talked about how to start a mentoring cohort in a past blog post, and have also provided steps to find one’s “perfect mentor.”

4. Lack of Freedom

Nobody likes it when others look over their shoulders to supervise their work. It conjures images of elementary school, when teachers had to keep a classroom of rambunctious youngsters in line in addition to teaching multiplication tables. Such treatment in the workplace could induce anxiety and the feeling of being hemmed in. No one works well under that kind of pressure.

Solution?

Your staff are not elementary children and should not be treated as such. It’s a good idea to demonstrate trust in your team by giving them a long leash when it comes to projects, minimizing your involvement, and being open to different styles of working and different solutions.

Another thing: consider allowing your staff to occasionally work from home. We live in a time where technology enables many people to work remotely on at least some of their projects. As long as the work is being done, who cares if they work in their pajamas?

If you have a retention problem, ask yourself if any (or all!) of these four factors are coming into play, and then DO something! I’m here to help.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE.

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