Tag Archives: leadership coach Margaret Smith
June 26, 2019 What if your team members are TOO similar?
Every team is unique, which means every team encounters its own challenges and pitfalls. Sometimes communication between team members breaks down. Other times productivity dips due to colleagues not seeing eye to eye on a particular problem. But what do you do as a team leader when you are faced with the opposite problem? What do you do when your team members are too similar?
Strong teams rely on their members as individual engines of creativity, each with their own specific skillsets. While it’s not necessarily always an issue to have a team with overlapping abilities and points of view, a lack of diversity of thought can stifle creativity or hamper problem-solving. When Joe, John, and Jack all offer the same, incomplete solution, that’s a sign things need to change.
Being an effective team leader means being able to bring out the best in your team and point it in the direction that will allow you to accomplish your goals. So, if your squadron suffers from being too similar, you might want to consider some of these solutions:
1. Brainstorming Homework
Homogenous teams tend to lump together in groupthink if given the opportunity. A way to combat this habit is to isolate each individual team member’s strengths and abilities in an environment where they’re allowed to contemplate without the influence of their like-minded peers. Assign different tasks or divvy up a single task into components to each of your team members, and have them come up with solutions or ideas on their own. This can give better insight into each of the individual members’ limitations and quirks, and be used as a road map for what qualities or ideas to encourage folks to bring to the table at full team meetings.
2. Role Play
Sometimes team members can’t call upon different perspectives because they haven’t been given the opportunity to engage with them. Identify strategies or types of problem solving you would like to bring out more in your team, and give them the opportunity to utilize these methods in practice exercises. It may be helpful to bring in someone from another group or department familiar with the process to serve as a guide.
3. Switch Up the Roster
If there is a persistent problem in addressing challenges, the roster may be in need of some alterations. You can experiment switching out team members on specific tasks, bring in different staff for certain projects, or even bring on a new hire to inject energy into a complacent group. Variety and situational changes keep people alert and help draw their attention to the issues that are causing these changes.
4. Competition
Who says innovation can’t be a contest? Incentivizing behaviors is a timeless and effective way to instigate desired results. Offer a small reward for team members who are able to provide new or sought-after solutions to ongoing problems. If the desire is to correct a more systemic homogeneity, consider creating broader rewards for seeking outside collaboration or professional development that can be integrated into your team’s stagnant dynamic.
Team dynamics are tricky, and often problems are not resolved by any one solution. Try out a couple different strategies, and don’t give up if one doesn’t foster the changes you are looking for. As long your team is persistent and committed to growth, you will likely find an answer.
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: homogeneous team, leadership coach Margaret Smith, Margaret Smith Minneapolis career coach, no team diversity, team creativity, too similar team
- Leave a comment
- Posted under Leadership, Teamwork
May 15, 2019 Introducing my *NEW* Online Leadership Course
Hello readers! I am beyond excited to introduce my online leadership course, The Ten-Minute Leadership Challenge!
It’s based off my book, but is packed with a ton of great additional information that is meant to guide leaders of all levels and backgrounds. The course includes ten, go-at-your-own-pace lessons, each one focusing on a specific leadership attribute. You can choose to go through the lessons in order or focus on the ones that need your attention most.
Expected course outcomes include learning to…
- Focus and hone self-awareness
- Define career goals and your “living legacy”
- Create a business case to ignite real change
- Gain respect and recognition
- Improve your office community
- Navigate tough conversations
- Earn the confidence of your colleagues and superiors
- And much more
I’ve pulled out all the stops with this course and I’m confident you’ll find it valuable. Check it out today and step into your leadership!
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: leadership coach Margaret Smith, leadership in the workplace, leadership lessons, margaret smith leadership, Margaret Smith Minneapolis career coach, online leadership course
- Leave a comment
- Posted under Changing Your Life, Goals, Leadership
October 31, 2018 4 Ways Halloween is NOT Like Good Leadership
Happy Halloween, everyone! For today’s post, I thought I’d do a fun one. Let me know if you have other ideas, or if you think there are ways Halloween actually DOES resemble good leadership.
In the past, I’ve talked about how the MN State Fair and Independence Day teach us lessons about life and leadership, but today we’re dealing with a much different event: Halloween. When I think about all the qualities a good leader should possess, I see very few of them in Halloween–that holiday of monsters and ghouls.
How is Halloween the antithesis of good leadership? Here are four ways…
1. It revolves around fear.
Capable leaders do not need to lean on fear-based tactics to get what they want. They don’t need everyone beneath them quaking in fear, wondering when the next outburst or disciplinary action will occur.
Instead, capable leaders put their hearts first. They care about the wellbeing of their team; they take the time to get to know and understand others; they make sure they assign tasks that are well-suited to individuals.
Leading with your heart does NOT make you a softie. Rather, it demonstrates thoughtful leadership and respect for others. Of course, there will be times when you, as a leader, will need to deliver tough news or discipline a team member, but those occasions should be few and far between. Your team should be incentivized by common goals, not fear.
2. It disguises who you really are.
Good leaders don’t wear masks. They are brave enough to let themselves be vulnerable and let their true selves shine through. That means communicating clearly and authentically, behaving according to core values, and being transparent.
That doesn’t mean you can’t be more formal in certain situations and more relaxed in others. Being authentic has to do with the crux of who you are. There are some values, behaviors, and beliefs that make you you. Stand by them. Don’t wildly alter your personality or your opinions to please the crowd–this kind of behavior will only make others question your authenticity and lessen their trust in you.
3. It is greedy.
Good leadership isn’t about collecting as much “candy” as possible and hoarding it for yourself. Instead, it’s about understanding that your accomplishments were not achieved alone–others deserve credit (candy) too.
When someone goes above and beyond their work duties, recognize that individual. When your team delivers, reward them. That doesn’t mean you should dole out “candy” willy-nilly; it means you should pay attention and give others credit when credit is due.
And remember: you rarely accomplish big things on your own. Recognize the help you’ve received along the way.
4. It doesn’t provide vital nutrients.
Candy can’t subsist you forever, and neither can gimmicky reward programs or activities. Don’t get me wrong–I think it’s a great idea to have team parties, cookouts, and competitions. HOWEVER, if those fun activities are not supported by key core elements, they are meaningless.
In short: Who cares if you have a weekly office party if there is in-fighting or poor communication between staff?
Make sure the bones of your operation are solid (there’s a skeleton reference for you!) before you start adding extras. Are your employees comfortable with their assignments? Is there an open line of communication between leadership and staff? Is there a safe, effective way to voice complaints? Are employees being treated civilly and with dignity? Is office gossip clouding relationships?
Yes, it’s wonderful to have friendly competitions and parties (just like it’s wonderful to enjoy the occasional chocolate bar!). Just make sure you prioritize core office values first.
What do you think? Is Halloween a metaphor for poor leadership? Let me know your thoughts!
Have a fun, safe Halloween.
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
Tags: authentic leadership, effective leadership, halloween and leadership, leadership coach Margaret Smith, leadership in the workplace, Margaret Smith Minneapolis career coach
- Leave a comment
- Posted under Leadership
UXL Blog 