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“Creating Successful Leaders”

Category Archives: Leadership

June 15, 2022 Become a Remote Workplace Mentor

The COVID-19 pandemic brought about unprecedented changes to nearly every aspect of our lives including the ways in which companies, both small and large, conduct their work. Out of necessity, many businesses made the shift from the traditional 9-5 “in-office” workdays to a less rigid “work from home” model. The remarkable benefits of increased flexibility, non-existent commutes, and the elimination of expensive childcare for many working parents has swayed organizations to continue with this arrangement in the post-pandemic world.

Despite the plethora of advantages, this new work style has the potential for the lines of communication between colleagues to become frayed as people complete their work independently and on their own schedules. The need for workplace mentors has not changed, however, and you’ll need to find creative solutions to bridge the distance between yourself and the people you advise.

BE FLEXIBLE

Remote work allows for people to be more intentional about how they plan their calendars and how and when they interact with people. Consider creating a document in the cloud for you and the people you work with to share thoughts throughout the week asynchronously, so when you come together in your virtual meetings, you have thoughtful talking points and ideas to build on. This ongoing effort allows for you and your mentee to closely collaborate in meaningful ways even without the face-to-face options.

BE CONSISTENT

While some aspects of your schedule may be more flexible, the need for regular, dependable check-ins with your mentee(s) should be non-negotiable. Weekly meetings can provide comfort for workers who may be struggling with balancing responsibilities remotely. The assurance that you have carved out time specifically for their questions and ideas promotes employee well-being that benefits them personally and professionally. If urgent questions arise throughout the week, or you can’t make a regularly scheduled meeting, communicate that, reschedule, and follow-up with answers to questions promptly.

BUILD INDIVIDUAL RELATIONSHIPS

Honest and open communication is key. Ask your mentee to identify any areas that they would like to grow, and work in tandem to create a realistic plan that can be put into action. Remember that since your mentee won’t physically see you in the office, you’ll want to find inventive ways to be visible, accessible, and approachable. Reaching out to people outside of regularly scheduled meetings for quick “check-ins” can be a great way to offer support in the online world.

ACKNOWLEDGE ACHIEVEMENTS

Recognize professional accomplishments that your mentee has been working hard to attain. Give people unprompted shout-outs in meetings and highlight the value that person brings to your organization. Be sure to celebrate both the small successes and the big victories equally. Consistent recognition makes people feel noticed and appreciated and promotes a strong sense of community and optimism for everybody.

The relationship you build with your mentee should have just as much value for you as it does for them. Consider this a mutual exercise in building trust, extending your professional networks, honing your communication skills, and sharing new, diverse perspectives and experiences with one another. With these tips, you’re sure to build lasting relationships with the people that you work with.

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. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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May 25, 2022 Keep Learning, Build Your Leadership

What do many effective leaders have in common? They believe in continual learning and development. Big-name CEOs like Warren Buffet and Bill Gates are avid readers who are constantly gobbling up books. Former president John F. Kennedy said, “Leadership and learning are indispensable to each other.” And the legendary Henry Ford believed that, “Anyone who keeps learning stays young.”

Strong leaders are avid, continual learners. They don’t stop seeking new opportunities after they’ve graduated or once they’ve landed a job; they treat every day as another chance to acquire knowledge and skills.

Why is lifelong learning so essential for leadership? How does curiosity and exploration build character, aid in personal development, and position you as a leader? Here are four ways:

1. Continuous Learning Makes You Adaptable

Today, the workplace landscape is shifting and evolving at a lightning-fast pace. We never know what tomorrow will bring and how our team will react. Therefore, effective leaders must be highly adaptable, quick on their feet, and innovative.

To remain relevant, leaders must endeavor to continually learn. New challenges are best faced if the leader is willing to gain new knowledge and adapt/adjust their thinking. There’s a reason medical doctors are required to continue their specialized education long after they graduate from medical school. Could you imagine going to a surgeon who was using standard practices from the 1940s?

The same is true in any office setting. Standards change; innovations occur. Capable leaders stay on top of those changes, adapt, and guide others to adapt as well.

2. Well-Rounded People Make the Best Leaders

To become well-rounded, you, as a leader, need to learn a wide array of subjects, disciplines, and areas of expertise. You don’t need to be an expert in everything, but it’s important to have a working knowledge of the world outside your niche, as it broadens your perspective, helps you understand others’ viewpoints, and gives you foundational knowledge in unfamiliar areas. Dare to step outside your comfort zone. Read history or philosophy if you’ve always been a numbers person. Take public speaking classes if you’re shy (Toastmasters is a great club for this). Learn a language. Focus on areas you’ve told yourself that you’re bad at, and give it another go. You may surprise yourself.

3. Learning Helps You Problem-Solve

If you’re constantly making an effort to learn new systems, programs, ways of thinking, etc., you’ll be more creative and mentally nimble when it comes to problem-solving. If you train your brain to perform many different tasks (no matter what they are), you’re enabling yourself for outside-the-box thinking.

4. Your Actions Will Encourage Others to Keep Learning

As a leader, you set the standards. Your pursuit of innovation and discovery will encourage your team to also prioritize continual learning. Demonstrate that you’re willing to dive into uncharted territory, get your hands dirty, and make mistakes. Your example will help develop a team that is willing to get creative, take a few risks, and figure out innovative ways to overcome obstacles.

How will you commit to continual learning? What will you do this week to help expand your horizons or learn a new skill? Start today!

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. 

Her new eBook is called A Quick Guide to Courage
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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December 8, 2021 5 Crucial Traits of a Great Manager

It is possible to be a good manager if you simply go through the motions, do your work, and field any issues that crop up. But what distinguishes a good manager from a great one? How can you step up your leadership game so that people see you as a trustworthy role model and a motivator?

There are a few crucial traits that separate good and great managers. If you feel that some of these traits are underdeveloped, that’s okay! It is possible to consciously work on these areas to grow and improve your leadership.

Here are 5 crucial traits of great managers:

1. They are excellent listeners

A good listener is an active listener. They pay attention when others are talking—not just to the words, but also to tone of voice, vocal inflections, and facial expressions. An active listener maintains an open mind and asks good questions. They are curious and genuinely want to understand the speaker’s point of view.

Active listening demonstrates that you care. You don’t brush aside others’ perspectives; rather, you open yourself to new ideas, opinions, and viewpoints. You take a genuine interest in what others have to say, and then apply what you’ve learned. Great managers truly listen.

2. They set clear expectations

Top managers are usually excellent communicators. Their expectations are never a mystery because they clearly and openly communicate with their team. As a manager, it is important to articulate goals, set deadlines, and deliver any relevant information. It is also important to hold everyone accountable for their work. If expectations are not met, it is up to the manager to find out why and either re-strategize or (in some cases) enact consequences.

3. They involve their team

Great managers understand that they do not have all the answers. They also understand that it is imperative to engage their team every step of the way. If a team is highly involved in a project (from initiation to implementation), they will have a personal stake in the project’s success. Additionally, this kind of involvement keeps people active and motivated.

As a manager, be sure to invite all thoughts and ideas when you’re embarking on a new project. Innovation is only possible if we dare to listen to a diverse array of voices. As long as the goals are clear, trust your team to define their own path.

4. They are adaptable

Businesses and markets can change in the blink of an eye. A capable manager rolls with the punches and isn’t afraid to change course. If something isn’t working—or if it’s clear that the company needs to head in a different direction—dare to confront the problems at hand and make changes. You do not, of course, have to re-strategize on your own. That’s where your team can come into play (see point 3!)

5. They foster trust

No one likes a micro-manager. No one thrives when they feel like their superior is constantly looking over their shoulder, monitoring their every move. Dare to take a step back and give your team some breathing room! As long as you set clear expectations and create a culture of accountability, does it really matter what your employees do on a given day? If someone consistently produces quality work, does it matter if they head to the gym for an hour each afternoon? (Incidentally, taking meaningful breaks can actually boost productivity!). If your team is engaged, making good progress (which you can track through reports or regular meetings), and regularly producing good results, then it’s wise to take a step back and let the little things go.

Another aspect of trust has to do with holding regular one-on-one check-ins with your team members. These check-ins can be used to gauge progress, but their primary purpose should be to get to know your team, listen to their thoughts or grievances, and offer whatever support you can. Encourage an open dialogue, and make sure to keep any personal information strictly confidential. Trust might not happen overnight, but with each conversation and each action that shows you care, you will build it.

There is a definite line between good managers and great ones. Do you need to develop some of the 5 traits of a great manager? If so, pick one area and focus on that for the next month. Then, pick another area to develop, then another. The most important aspect of becoming a better manager is YOU and the honest effort you make to improve and connect with your team.

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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