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“Creating Successful Leaders”

Category Archives: Leadership

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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March 13, 2024 5 Ways to Facilitate an Inclusive Brainstorming Session

Have you noticed that some members of your team tend to dominate the brainstorming sessions or the meetings that call for creative input? A few voices are usually the ones that rise to the top—the ones that deliver their feedback, opinions, and ideas. In the meantime, others are usually quiet, maybe only occasionally contributing, or not speaking up at all. This does not necessarily mean these individuals don’t have anything to contribute; rather, they might be shy or soft-spoken, or they may prefer to analyze the situation in more depth before contributing their thoughts (see my post on communication and Insights® Discovery).

How can you make sure everyone on the team is heard? How can you foster an environment that welcomes all perspectives and people? Let’s discuss five ways to facilitate an inclusive brainstorming session:

1. Set Some Parameters

Before the brainstorming session begins, you may want to encourage participation by setting some ground rules. You could, perhaps, give everyone five minutes to voice their thoughts, and then go around the table (or video conferencing screen), so everyone has an equal chance to “hold the floor.” This helps to give your quieter team members uninterrupted time to voice their thoughts.

2. Intentionally Involve Team Members

If appropriate, try asking a specific team member for their perspective. If a certain subject applies to a team member, or if someone looks like they want to say something, help them along by asking them a pointed question. For example, you might say, “Diedre, I know you have been working on a project related to what we’re discussing. Do you have any thoughts?” Or: “Marcus, it looks like you wanted to add something. What’s your perspective on this?”

3. Help Your Team Understand Communication Styles

One way to help equalize brainstorming sessions is to help your team members understand each other’s communication styles and preferences. I recommend utilizing a science-based assessment program, such as Insights® Discovery. I’m a Licensed Practitioner of Insights®, and I can attest to its effectiveness! This type of program can help people understand the root of others’ behaviors—why some people are more reserved, for example, or why some people thrive in brainstorming or creative sessions, while others prefer different ways of idea generating. Additionally, once people have a common language to voice thoughts, they can communicate more effectively. When using Insights, you might say something like, “I don’t have much of an opinion right now, but that’s probably my ‘Blue energy’ coming through and telling me I need to analyze all the options in more depth.” (If you’d like to know what I’m talking about, check out this past blog post!)

4. Meet One-On-One

In some situations, it is best to meet individually with team members to get their perspectives on certain projects, initiatives, and ideas. Not everyone feels comfortable sharing openly in a group, so these one-on-one meetings can provide a chance for quieter team members to voice their thoughts. Be sure to create a safe space where your people feel comfortable sharing openly and honestly.

5. Provide Other Communication Channels

When holding a brainstorming session, it’s a good idea to establish up front that this is a no-pressure situation, and there will be room for additional thoughts, ideas, and opinions after the meeting. Then, let your team members know how, exactly, they can put forth those opinions. Ideas include emailing you (or the team leader) directly, meeting with the team leader one-on-one, filling out an anonymous survey, or starting an online spreadsheet that shows the various ideas and potential directions.

The important thing is to remember that not everyone communicates or participates in the same way. To truly facilitate a welcoming and inclusive brainstorming session, it is essential to consider your team members and their communication preferences. When you put in an honest effort to ensure everyone’s voice is heard, you usually end up with more innovative, creative, and thoughtful ideas to propel your team forward.

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 6, 2024 8 Ways to Support Female Employees

March is National Women’s History month, a time to reflect on the achievements of female figures throughout the decades and recognize the contributions of women (past and present). Although women have made incredible strides in the workplace, and have smashed through several glass ceilings, we unfortunately still have some ground to cover to achieve true workplace equality.

For example, pay inequality is still abysmal. The Pew Research Center reports that, “The gender pay gap – the difference between the earnings of men and women – has barely closed in the United States in the past two decades. In 2022, American women typically earned 82 cents for every dollar earned by men.”

Additionally, women are still largely responsible for household and childcare responsibilities. National Public Radio wrote an article on the subject, saying that in opposite-sex marriages, “wives are still spending more than double the amount of time on housework than their husbands (4.6 hours per week for women vs. 1.9 hours per week for men), and almost two hours more per week on caregiving, including tending to children.”

With women still fighting an uphill battle for equal pay, equitable household responsibilities, and fair treatment, how can we make a concerted effort to support and uplift them in the workplace? Here are eight ideas:

  1. Encourage a culture of inclusivity and diversity by promoting gender equality initiatives, such as implementing equal pay policies and conducting regular pay audits. Several companies have adopted a policy of transparency that allows all people to see others’ salaries, to ensure pay is consistent and equitable (based on one’s role and experience, not demographics!).
  2. Provide opportunities for career advancement and professional development specifically tailored towards women, such as mentoring programs, leadership training, and sponsoring women-led projects.
  3. Offer flexible work arrangements, such as remote work options and flexible scheduling, to accommodate the diverse needs of female employees. This can be especially helpful for working mothers.
  4. Create a supportive and safe work environment by implementing zero-tolerance policies for harassment and discrimination. Work with your HR department to get started.
  5. Establish family-friendly policies, like parental leave, on-site childcare, and lactation rooms, to support working mothers.
  6. Foster a supportive network for female employees by organizing women’s affinity groups or employee resource groups (ERGs) focused on gender equality and empowerment.
  7. Implement unconscious bias training programs to raise awareness and reduce biased behaviors and decision-making in the workplace.
  8. Last but certainly not least, recognize and celebrate the achievements of female employees! This could be through awards, promotions, or public recognition. Encourage a culture of appreciation and recognition for their contributions.

By implementing these strategies, we can create a more inclusive and supportive workplace environment, where female employees can thrive and reach 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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