Category Archives: Leadership
April 1, 2020 Make Isolation YOUR Time
Our nation is going through a time of unprecedented hardship and fear. In an effort to quell the COVID-19 virus that is spreading like wildfire, many of us are hunkering down at home and only going out for necessities. Though some of our activities might be moved into the virtual space, we all know that isn’t the same. All this alone time can feel isolating and downright scary, but it doesn’t have to be totally terrible.
You have the power to make alone time YOUR time.
Think of it this way: What other time in your life has allowed you to have so much autonomy and control over your schedule? You don’t have to make a long commute; you don’t have people popping into your office every five minutes and interrupting your work flow. Sure, you might be dealing with babysitting your kids at home or working alongside your significant other, but I would still argue that you have an unprecedented opportunity.
How will you use all your newfound “home time?”
I am a big proponent of setting aside time for yourself. Even though you inevitably have other responsibilities, be sure to allot a few minutes every day (even an hour, if you can) that’s dedicated to YOU.
Practice reflection, journaling, or meditation. Think about what you want your personal and professional life to look like after this is all over, and make plans for how you’d like to get there. Perhaps, your plans involve self-improvement steps, such as reading professional development books (I’m planning on putting together a list for my next blog post) or taking online courses.
If learning a new skill (such as coding, video-making, or writing) is part of your personal development plan, you might consider doing a little research to see what, exactly, you need to learn and how you can learn it. Reach out to those who already have these skills, and request resources. Or, you might try combing through an online course bank, such as Udemy or Teachable.
If leadership is part of your personal development plan, try interviewing leaders in your community OR start taking an online leadership course (My 10-Minute Leadership Challenge course is now 50% off to make it more accessible during this troubling time).
No matter which personal development skills you choose to pursue during this time, it is important you make a plan AND stick to it. When you’re at home, it’s easy to let the days drift away in clouds of social media or television. Don’t let that be you! I want you to emerge from this time period, feeling empowered and equipped with a new set of skills to further your professional goals.
If you’re going to be stuck in isolation, you might as well make the most of your time. You’ve got this!
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.
NOW LIVE: CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.
Tags: capitalize on quarantine, make isolation your time, margaret smith leadership, Margaret Smith life coach, productivity and COVID-19, self-improvement during quarantine, Time management
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- Posted under Advice from a Life Coach, Changing Your Life, Goals, Leadership
March 18, 2020 Write Your Own Job Description (a story + a lesson)
Years ago, I sat with a group of co-workers, listening to our CEO as he described his goals and visions for our company’s future. It was clear he was excited about what was ahead, and he succeeded in drumming up excitement in all of us, too. As I listened, I began to picture myself in a leadership role, helping the company get to where we wanted to go. I could see myself spearheading projects and guiding a team. The thought got me so excited, that I left the meeting with fire under my feet, ready to take action!
The only problem was…the CEO hadn’t discussed any practical implementation for his plan. He did not go into many details, and it was unclear who was going to lead his initiatives and, more importantly, how.
So, I decided to write my own job description. I laid out my responsibilities—precisely the work that was needed to bring the CEO’s goals to fruition. The job fit me to a tee, and I was excited about the possibilities, but then…that negative gremlin on my shoulder began to speak.
It told me I couldn’t do it.
It told me my plan was silly, and no one would listen to me.
It said I would be foolish to show my dream job description to anyone.
So, I put the piece of paper in my drawer and I didn’t show a soul.
Not long after that, one of my co-workers was given a job that would directly fulfill the CEO’s requests. MY job. His responsibilities almost directly mirrored the ones I had laid out in my job description.
Shocked (and more than a little annoyed with myself!), I decided to show my mock job description to my boss. I explained what it was, and handed it over. After he read it, he looked at me and said, “I had no idea, Margaret. I didn’t know your ambitions so closely aligned to this job.”
But it was too late to change things. The job had been created and awarded to someone else, and I was left with only a valuable lesson:
Visualize the career you want and take control of it.
Write out your dream job description, and then let your boss in on your plans. Don’t keep your ambitions a secret. Share your goals, and create a road map for how to get there.
Asking for what you want is never easy, but it is absolutely critical if you want to get to where you’d like to go. Be true to yourself and candid about your goals. This openness and honesty will be worth it in the long run.
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.
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.
Tags: earning dream promotion, getting dream job, margaret smith career coach, margaret smith leadership, Margaret Smith Minneapolis career coach, share career goals, write own job description, your personal job description
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- Posted under Advice from a Life Coach, Goals, Leadership
December 11, 2019 Better Feedback with the D4 Model
When you think about feedback, do you think of the old “feedback sandwich” where a piece of advice is wedged between two compliments? Do you picture an awkward conversation involving lots of fidgeting and very little eye contact? And what happens after the meeting? Is there a system in place to hold people accountable for implementing the feedback?
There’s a better way to give feedback.
Whether you’re giving appreciative feedback for a job well done, or developmental feedback to help someone improve, it’s a good idea to turn to the D4 Model. This model, created by Insights® Discovery, is set up to accommodate people of all personality types and tendencies. Whether someone is driven by data, emotions, or action, the D4 model works with the person on the other side of the table to give feedback that sticks.
What does D4 stand for?
Data
What are the facts? What actually happened?
Depth of Feeling
How did the instance make you feel?
Dramatic Interpretation
How are you interpreting the situation? What meaning have you given it?
Do
What do you want to do? What do you want the other person to do? Focus on actions taken and actions required.
How does the model play out in real life? If you’re giving appreciative feedback (it is Thanksgiving month, after all!), you might say something like the following:
“When you helped to organize the company fundraiser, I felt relieved that I didn’t have to do everything on my own, and that makes me think that you and I share the same commitment to a healthy office culture, and I want to say thank you and invite you to help spearhead future fundraisers.”
If you’re giving developmental feedback, the model plays out a little differently. The action step (“Do”) calls for a strategy and a follow-up, so that action can be implemented and accounted for. Here’s an example:
Be sure to give your team plenty of constructive praise this month, using the D4 model. It is the season for gratitude and it’s always a good idea to let your staff know that they are valued and appreciated. If, however, you encounter problems this month, don’t be afraid to use the D4 model for development. It’s a great way to concisely and clearly offer candid, practical feedback.
Don’t dread evaluations this year! Just remember: Data, Depth of feeling, Dramatic interpretation, and DO.
Looking for more feedback tips? Please contact me.
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.
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.
Tags: appreciative feedback, better feedback, constructive feedback, D4 feedback model, difficult conversations, Margaret Smith licensed Insights practitioner, Margaret Smith LP of Insights, tough conversations at work
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- Posted under Communication, Leadership
