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Are you in a summertime slump

For those of you who live in cold climates like I do, you welcome summertime and everything it brings—picnics, swimming, strolls in the park, bike rides. During the chilly winter months, you envision spending time in the sunshine…and not having to don a down coat and pair of boots whenever you want to venture outside.

When summer comes, it has an energizing effect. Your mood lifts, you finally have enough vitamin D, you’re full of plans and expectations.

But what people often do not think about is their work. Even though summer has arrived, work does not simply end (unless you have a seasonal occupation). We still have to work through bright and sunny days; we still have to show up.

Even though we may feel energized outside of work, the opposite might occur during work. Your motivation might dwindle or your concentration might wander as you think of being outside, enjoying the weather.

Furthermore, many people go on vacation over the summer, so it’s sometimes difficult to complete team projects or use others as a resource. As Inc.com says, “Summer is nearly always a slow season. You, your team members and your customers are either breezing away on weeks-long vacations (or wish they were), and those who are in office are struggling to cover their teammates’ absences and keep up with demand.”

With low motivation, absent team members, and the constant desire to be outside, it’s easy to fall behind during the summer…which can make you feel even less enthusiastic to come to work.

What to do?

1. Try working in shorter bursts.

Look at your clock and tell yourself, “Okay, I’m going to work for XX number of minutes without taking a break. Ready go!” Start small and gradually increase your work time.

2. Set goals

Write down three tangible things you’d like to accomplish today. If you’re working on a large project, what bite-sized item(s) can you accomplish that will help you complete it? (For more on effective goal-setting, visit this blog post.)

3. Move around

Making sure you get your blood pumping and your body moving is important to not only improving your health, but your concentration as well. And don’t forget to move from your desk during the day. Try working in a different location for a few hours and then return to your designated workspace.

4. Set challenges for others

If you’re in a leadership position, get your team motivated by setting up friendly challenges. It helps to focus on a short period of time (such as two or four weeks) so you can maintain enthusiasm for the competition. Consider giving rewards that people actually value, such as a half day (or two) of paid time off.

5. Bring summer to the workplace

Just because you’re in the office, doesn’t mean you have to pretend like summer isn’t happening! Have lunch on a patio, invite co-workers out to ice cream, or wear bright summery outfits. As a leader (or an HR manager), you could also plan company outings every once in a while that take advantage of the nice weather. Try going to a baseball game, having a company picnic, or doing some outdoor volunteer work together.

 

Carry some of your summertime energy into the workplace. It’s amazing what a small shift in attitude (and a little planning!) can do. Besides, while others are in their workplace slump, you can take advantage of the season and rise to the top. Your dedication will be noticed.

Contact me for other ideas on how to shake your summertime slump!

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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Buzzwords lack clarity

They come in the form of KPIs, ROIs, or CTAs. They are the low-hanging fruit, the synergy, and the ballpark figures. They want to help you drill down, push the envelope, create a survival strategy, and do some heavy lifting.

This is the corporate speak that tends to spin its way into our conversations. It’s fine to use it every once in a while—especially if your audience is familiar and comfortable with the language—but it’s usually best to keep jargon to a minimum. It ends up clogging up conversations, confusing potential customers, and muddying the meaning of a sentence.

Simply put: If too much jargon is used, clarity is lost.

Instead of using a euphemism for a term, express what you actually mean. Instead of asking someone if they have “the bandwidth” to perform a project, ask them if they have the time, resources, and appropriate support. You’ll end up getting a more specific, straight-forward answer rather than a simple “yes” or “no” reply.

Be especially careful with corporate speak when you’re meeting with prospects, new clients, or potential new employees. Businesses tend to use industry-specific terminology which may be difficult for others to interpret. For instance, a company with a global presence might use the term “business process outsourcing” (or BPO), while a company specializing in education might use the term “digital literacy.” In both cases, the terminology may feel natural to those within the industry, but could confuse those outside the industry.

Language matters. The terms you use can contribute to an open, inclusive environment, or they can obfuscate meaning or leave certain people feeling confused or irritated. Do your best to use clear terms and don’t forget to ask for clarification when you need it. Chances are, if you’re confused by an acronym or unusual turn-of-phrase, others will be too.

Let’s aim for simplicity and precision in our workplaces! If you’d like some additional guidance, be sure to check out my short video on clarity.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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Whether we’re talking about an individual or a large corporation, branding is important. As an individual, your personal brand is what others see—the qualities (whether good or bad!) and the characteristics that comprise your reputation. As a company, branding is similar. It’s the reputation that people associate with the company when they hear its name or see its logo.

When many people hear the word “brand,” they think of a logo or tagline. They might see the McDonalds arches, the Nike swoosh, or the green and yellow of a John Deere tractor. But there’s more to it than that. Much more.

On an individual level, how you look and what you say make a difference. Of course they do. BUT, your appearance and your words pale in comparison to what you DO. You might be the sharpest dresser in the office, but if you fail to turn in your work on time, you’ll be perceived in a negative light.

Your appearance and your words pale in comparison to what you DO.

Similarly, a company may have a knock-out logo and a great tagline…but those elements mean nothing if they can’t deliver a quality product or service.

So what does make a quality brand? What are some of the factors you can put into place to elevate your personal brand in the eyes of others? (The same guidelines apply to both individuals and businesses!) Consider these four…

1. Put others first

Make other people the center of everything you do. Whether co-workers or clients, consider their needs and how best to serve them. In order to do this, it’s essential to get to know others on a deep level. Listen carefully to any concerns and frustrations, as well as positive experiences. Constantly ask questions and begin to develop an understanding of those with whom you work (be they your customers, team members, or boss).

2. Be authentic

Others can see right through a faux personality. Let your best self shine!

3. Check your ego

As much as you’d like to take credit for the success of an entire project, be sure to give credit where credit is due. Acknowledge the achievements of your team members and be sure to tell them you appreciate their contributions.

Additionally, keep in mind that your ideas are not the only ideas. Build a positive personal brand by being inclusive of others and open to their thoughts and opinions.

4. Be bold with your ideas

Much like a company, individuals are more likely to be successful if they are innovators. If you have a bold new idea, talk about it! Create action. Present your idea to your boss and ask permission to pursue it. This kind of bold, self-starter behavior is what many bosses look for when considering who to promote. Just make sure to present your ideas in a respectful way that opens the door to a discourse…not a “my way or the highway” speech.

5. Focus on the day-to-day

How you act, what you say, and what you do every day can either build or detract from your personal brand. Don’t underestimate the importance of your daily interactions. Your consistent, positive presence is important for building and maintaining your brand.

Make sure your daily actions are, in general, supporting your big-picture goals. If you’d like to, for example, rise to a leadership position, think about how your typical to-do list offers opportunities to achieve that goal. What can you do to put your big-picture goals in the center of your day?

 

As you work on building your personal brand, remember: success doesn’t usually come over night. Focus on small actions and interactions. Everything matters.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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I’ve worked with a variety of different teams over the past thirty years, from sales to marketing to creative. Although it’s tempting to gather people together who are like-minded, I’ve found that the most capable, innovative teams are those with a diverse set of perspectives and personalities. When several different personalities are balanced (and everyone has an opportunity to voice their opinions and ideas), teams tend to flourish.

Who to seek out when you’re putting together a team?

Think about personalities from a macro perspective. What are your co-workers like, in general. What are their strengths? What have they accomplished that stand out in your mind? How do they interact with others?

Getting to know your co-workers on a personal level is key to assembling a powerhouse team. The more you know about them, the better equipped you’ll be to compose a well-balanced team. This process, of course, doesn’t happen over night. Take your time building authentic relationships with others and you’ll make a long-term investment in your leadership.

Let’s say you know your co-workers fairly well. What then? Who, exactly, do you want on your team?

A good guide to use is the Insights® Discovery color wheel. This wheel represents the four major personalities we typically find in others, represented by the colors blue, red, yellow, and green. For more on the basics of this remarkable program, please refer to my past blog post on understanding Insights® .

The basic traits of each Insights personality. Everyone has a little of each color in them!

Let’s take a look at the four Insights® colors and how they can contribute to creating a balanced team:

Cool Blue:

Those who tend to embrace the blue quadrant of the Insights® wheel tend to be thoughtful and analytical. They dig into the details of a project, ask probing questions, and help the group to consider many different paths to success. They are typically driven by data and numbers, which can be helpful in many different types of projects.

UTILIZE THE BLUE:

Those who lead with blue energy may seem quiet or even disengaged. As a group leader, make sure to specifically ask “blues” for their input and make sure they are given ample time to express their views without interruption.

Fiery Red:

Red-energy folks like action. They are usually bold, motivated by progress, and make decisions quickly. “Reds” are often natural leaders and can help carry a conversation, delegate tasks, or make executive decisions when the group is waffling.

UTILIZE THE RED:

When working with red-energy people, make sure their voice is heard and considered, but not over-represented. From time to time, it may be vital to remind reds that the first viable option may not necessarily be the best one and that considering multiple options may save the team time in the long run.

Sunshine Yellow:

Your yellow personalities are the ones who enjoy socialization and teamwork. They work best when they collaborate with others and can talk out their ideas. “Yellows” are crucial to your team’s success in the early stages of a project when brainstorming and idea generation is key. They also have the effect of motivating a team through their bright personalities and high energy.

UTILIZE THE YELLOW:

Throw yellow personalities into any mix of people and they’re bound to stand out as the social leaders. As I mentioned, that’s great for idea-generating and motivation, but make sure they don’t control every step of the process. One step you might take with yellows is to challenge them to get everyone involved during every meeting. Task them with calling upon those who haven’t spoken up in a while.

Earth Green:

Green personalities are vital to the team because they are highly empathetic and caring. This natural propensity for putting themselves in others shoes can help them see the project from the customer’s perspective and think about ways to best serve a company’s client base. They are also good at making sure all perspectives on a team are heard and considered.

UTILIZE THE GREEN:

Oftentimes, green personalities are quiet—not because they have nothing to say, but because they want to hear others’ perspectives first. Because of this, they sometimes don’t get the opportunity to speak up and share their viewpoint. Make sure to engage your “greens” and let them know that their opinions are valued.

 

When you create a balanced team, you lay the groundwork for innovation, creativity, and productivity. Although teams with various personalities may clash from time to time, the overwhelming benefits that can be achieved from a balanced team far outweigh the risks. How will you start building your balanced team today?

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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Mentoring and leadership

It comes as no surprise to me that businesses and organizations of all types have set up mentorship programs to increase meaningful relationships among the members of their teams. Why? Because mentoring is one of the most powerful, effective forms of leadership.

Yet I’ve noticed that many are hesitant to adopt the role of mentor. They may feel that they aren’t good enough teachers, or that they lack the confidence to take ownership of their skill sets.

The truth is we’re all mentors, whether we know it or not. And while we may not have fully developed this trait, we all possess the potential to become effective mentors and, at the same time, enrich and empower our leadership.

How does mentoring another give your own leadership a boost?

1. It encourages you to always lead with a good example.

Sometimes we slip into bad work habits and mentoring another causes us to be aware of those bad habits and avoid them.

2. You discover knowledge gaps.

Your mentee may ask questions to which you don’t know the answer. That forces you to research or reach out to co-workers to find the answer, thus expanding your knowledge base.

3. You build communication and people skills.

Mentoring helps strengthen your communication skills in one-on-one situations. Since you are the authority figure, it can also build your confidence and even your public speaking skills.

4. You build credibility

Not only will you build credibility in the eyes of your mentee, but other people around the office will see you as reliable, a go-getter, and someone who knows their stuff. You have enough knowledge and poise to tutor another; you must have what it takes to perform your job well (and maybe even land a promotion!).

How to be a Mentor?

Now that we’ve discussed the benefits of mentoring to your leadership, let’s look at the best ways to be a mentor:

Mentors Lead By Example

In an article from The Journal of Leadershipeducational consultants John C. Kunich and Richard I. Lester detail some key aspects of strong mentoring.

A mentor must behave at all times, both publicly and privately, as if the protégé were the mentor’s shadow.

Even in your life outside of work, when people might not be watching, you must stay consistent with your values. At the end of the day, good leadership relies upon a life of integrity. When you take a protégé under your wing, you give them clearance to assess your actions. Don’t take this lightly! It’s a big responsibility, yes, but it’s also immensely rewarding to be able to show your mentee the ropes simply by doing the work you do best.

Mentors Share Their Networks

One of the greatest resources an “old head” owns is a network of people who can help cut through the usual tangle of red tape and quickly obtain the desired result.
Networking usually relies upon sharing contacts and leads, so what better way to give your protégé a head start than equipping them with contacts? Set them up with meetings or informational interviews, give out contact information, or hand them one of your friend’s business cards. I’m sure you can think of people in your life who’ve let you into their already-established network, and I’m just as sure that you appreciate that they did.

Mentors Set Goals And Instill The Value Of Goal-Setting

It should become apparent to the protégé that there are significant differences between workable goals and pleasant but less reality-based dreams, hopes, or wishes.
Because great leaders are able to transform bold visions into reality through the implementation of planning and goal-setting, as a mentor you must also stress the importance of this skill, and work with your protégé on developing goals for themself. A good way to do this is to guide them through the process of differentiating between wishes and workable goals. Get a feel for your mentee’s hopes and dreams. Have them transfer their dreams into workable goals, and write out a long term program with them to get there. With you there as an adviser and a guide, your mentee will learn that visions truly can become reality, but only through long term planning, consistency and gradual steps.

 

Reference

Kunich, John C. and Lester, Richard I. “Leadership and the Art of Mentoring: Tool Kit for the Time Machine.” Journal of Leadership 1-2: (2001) 118, 125, 126.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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