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Tag Archives: Margaret Smith business coach

Business woman at meeting
Image by Anastasia Gepp from Pixabay

If you’re looking to land a promotion, it’s a good idea to start with YOU. At the end of the day, the decision makers will dole out promotions to people and personalities they like, in addition to recognizing accomplishments. You’ll want to stand out (in a good way!) and be consistent in your behavior. You’ll want to build and master your personal brand.

How do you develop a personal brand that will help you stand out?

Start with thinking about your end goals. Where do you want to be? What skills and personal attributes do you need to get you there? These are the building blocks of your personal brand.

Once you have your big-picture goals identified, consider how you’ll need to act and what you’ll need to accomplish in a realistic sense. What will your day-to-day look like? Your actions matter, and they are the most important part of your personal brand.

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.

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?

Consider these four…

1. Be authentic

As you begin developing your personal brand, being authentic should be your number one priority. Others can see right through a faux personality. Let your best self shine!

2. 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.

3. Genuinely care about others

Whether co-workers or clients, make sure you consistently pause and consider others. What are their needs? How can you best help them? Listen carefully to others’ 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).

4. Be bold with your ideas

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 (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.

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Image by Анастасия Гепп from Pixabay

Many of us have opportunities to meet new people regularly. Whether at a conference, seminar, or simply a gym class, we may be brushing shoulders with others who could prove to be value networking connections. But oftentimes we’re either A) too timid to strike up a meaningful conversation or B) bad about following up or keeping in touch once we do make a new acquaintance.

Let’s change that pattern! It’s time to turn potential alliances into solid connections. Start by following these five steps:

1. Speak Up

So many of us miss opportunities to connect with others because we’re nervous to strike up a conversation with someone new. At a conference or workshop, it’s so much easier to stick with the group of people you already know and not venture outside your comfort zone. It’s also easier to stick your nose in your phone or laptop during breaks, and not bother to seek out new acquaintances.

I challenge you to dip a toe out of your comfort zone and start talking to strangers! It may be intimidating at first, but honestly, what’s the worst that could happen? The other person may not be receptive to your efforts…so, you move on.

2. Ask Good Questions

If you’re attending a business event, you might consider coming up with a few questions ahead of time to ask would-be connections. Go over the day’s agenda, and think of relevant questions you could ask.

Another way to engage new acquaintances is to be genuinely curious about them. Go beyond “What do you do?” Dig deeper and ask questions about their client base or how they became interested in their work in the first place. Or, connect on a more personal level and ask about their background and interests (without being too nosy, of course!). If you’re going to go this route, you probably want to offer something of yourself first. For example, “I’m thrilled about all the book recommendations we’ve been getting at the conference. Do you like to read too?”

Asking questions creates bridges between people. Just make sure you’re mostly asking open-ended questions (not ones that can be answered with yes or no), and you truly listen to the reply. You don’t want to completely miss what someone says because you’re thinking up a response.

Asking questions creates bridges between people.

3. Demonstrate Your Value

When you’re connecting with a professional acquaintance, it’s a good idea to think about how you can help them, instead of focusing on what you can gain. Make it clear that this relationship is a two-way street, and you have valuable skills and services to offer.

4. Connect Within Three Days

Be sure to follow up with new acquaintances within three days, while your interaction is still fresh in everyone’s minds. Send a short email and/or connection request on LinkedIn. You might also give a brief reminder about how you met, saying something like, “It was great talking about data collection methods at the ABC Conference on Thursday. I’d love to continue the conversation sometime…”

5. Create a Follow-Up Schedule

Designate time to follow up with new acquaintances. Set your dates and plug in a calendar reminder to make sure you follow through. Don’t be too pushy, especially if you don’t get a response from your acquaintance, but do make an effort to reach out. Consider framing your message like this:

Hi Rachel,

You crossed my mind the other day because [FILL IN A REASON]. I wanted to reach out and see how you’re doing with your XYZ business. Have you had any more issues with [FILL IN DETAILS]? If you’d like to grab a cup of coffee sometime soon, please let me know. I have some free time at the end of next week.

Take care,
Margaret

You worked hard to make your new acquaintances; don’t let them fall between the cracks! Your connections could prove to be fruitful, both for you and the people you meet.

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4 Ways to Stop an Interrupter

Are you dealing with a chronic interrupter? Whether in the workplace or your personal life, it never feels good for someone to talk over you, ignore you, or minimize what you’re trying to say.

How can you possibly deal with the strong personality of someone who constantly interrupts? Try these 4 methods:

1. Speak to the Interrupter in Private

Instead of getting mad, posting about the interrupter on social media, or fuming to your friends or colleagues, it is worth it to have a conversation with the offender. Though it’s never easy to have tough conversations (an issue I addressed in a past newsletter), there are tactful ways to approach the person and convey your message without sounding accusatory.

Make sure you schedule a private meeting with enough time to talk things out. Then, use the D4 model to address the issue:

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.

In this case, the D4 model might sound something like, “I’ve noticed that you often interrupt me when I’m speaking. That makes me feel frustrated and belittled because I get the impression that my ideas and perspectives are not valuable. I wanted you to be aware of this so we could come up with a solution together…

2. Lean On Your Allies

If you’re too nervous to confront the interrupter OR you tried speaking with this person and nothing has changed, try reaching out to others. Let them know the situation and how you’re feeling (it’s possible others are feeling the same way you are!). Then, ask them to help by sticking up for you at meetings and saying, “Now, wait a minute. I’d like to hear what [YOUR NAME] has to say.” Be sure to offer the same support to them, if they need it.

3. Call Out the Interruption

If the interrupter starts talking over you, have the confidence to call them on their bologna! Immediately counter with, “Just a sec. I wasn’t finished,” and then finish what you have to say.

Part of this technique involves being confident that what you’re saying IS valuable. Know that it is. Your voice is important and deserves to be heard.

4. Change Up Your Meetings

If things are really bad, you may want to talk with your supervisor and ask about using a meeting moderator. This is someone who is designated to run the meeting (it may be your supervisor a designated point person), call on people for their thoughts, and stamp out bad behavior, such as interruptions. Though it may feel a bit like a teacher monitoring a Kindergarten classroom, sometimes that’s what it takes!

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.

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via Pixabay

I often hear people complaining about the “new generation” of workers as being disloyal to the company. They change jobs like gym shorts, and can’t commit to a single business for more than a few years. While that may be true, have you ever stopped to think about WHY that’s the case?

1. Stagnant Wages

For many young and not-so-young (the oldest Millennials are approaching 40 now) people, the workplace landscape is MUCH different than it was when Boomers and Gen Xers began their careers. Wages have stagnated and benefits aren’t what they used to be. In many cases, the only way to get a raise is to negotiate one by switching jobs.

Solution?

Make sure your business is competitive. Offer fair wages, and regularly give raises to account for cost-of-living increases. In addition, make sure your list of benefits is attractive and competitive in the industry.

2. Boredom

“But what about their short attention spans!?” you might say. “We can’t seem to capture their interest.”

Sure, job boredom may play a role in Millennial job-hopping, but this is often a preventable woe. If more than one or two of your staff seem bored or distracted, it’s probable that there’s something systemic going on. It may be that…

  1. They are not well-suited for their role
  2. They are so efficient that they complete their workload much faster than previous generations of workers
  3. They have checked out because they feel like they don’t fit in in the workplace
  4. They have checked out because they don’t think they have a voice

Solution?

In all these scenarios, communication can help prevent boredom. Regularly check in with your staff and make sure they are feeling engaged and supported. Give them the space to express how they are feeling and vocalize what they’d like to see changed. Then, work with them to strategize ways to make positive changes.

If your young workers are checking out because they feel like they don’t fit in, counter that by encouraging team-building workshops (consider Insights Discovery as a starting point), after-work outings, or collaborative projects. Pay attention and make sure your seasoned workers are giving the newer workers a voice.

3. Lack of Freedom

Nobody likes it when others look over their shoulders to supervise their work. It conjures images of elementary school, when teachers had to keep a classroom of rambunctious youngsters in line in addition to teaching multiplication tables. Such treatment in the workplace could induce anxiety and the feeling of being hemmed in. No one works well under that kind of pressure.

Solution?

Your staff are not elementary children and should not be treated as such. It’s a good idea to demonstrate trust in your team by giving them a long leash when it comes to projects, minimizing your involvement, and being open to different styles of working and different solutions.

Another thing: consider allowing your staff to occasionally work from home. We live in a time where technology enables many people to work remotely on at least some of their projects. As long as the work is being done, who cares if they work in their pajamas?

If you have a retention problem, ask yourself if any (or all!) of these three factors are coming into play, and then DO something! I’m here to help.

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.

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You can dream of success and plan all you want, but at some point, the rubber has to meet the road. Your success will ultimately be built on actions, not wishes and dreams. The most successful people in the world not only have a strong vision of where they want to go, but the willpower and drive to get there. And that’s just it: to become exceptionally successful, you have to work exceptionally hard.

Beyond working hard, successful people often have to do what others will flat-out refuse to do. They’re the ones who are getting up early and working on writing their book. Or making cold calls to people who could help on their journey. Or investing in themselves by attending workshops or seeking coaching in order to better define their path. Or reading books and conducting research in their spare time to learn and improve.

This is the “tough stuff” most people refuse to do. It takes sacrifice and drive to, for instance, read a leadership book instead of turning on the television and zoning out. It takes dedication to wake up an hour early every morning and work on whatever you need to do to achieve your dream.

The “tough stuff” may take you out of your comfort zone (networking, cold calls, learning new skills, etc.). It may make you stretch yourself and adapt to new situations as best you can. That’s part of the process. If you’re not okay with a little risk and discomfort, you’re not likely to achieve major success. Risk comes with the territory (as long as it’s risk with a purpose—risk for risk’s sake isn’t going to do anyone any good).

Start with a solid vision of the future, create a plan, then dive into the tough stuff! Ask yourself:

  • Am I willing to make sacrifices to reach my goals?
  • Am I okay with a certain amount of discomfort?
  • Am I ready to learn whatever new skills are necessary?
  • Am I willing to accept I will encounter opposition? And do I have the courage and tenacity to face that opposition head-on?
  • Am I willing to take action and work for my dreams?

If you answered yes to these questions, you are in the right mindset to take on the tough stuff and achieve your success. Let that mindset drive you forward to dream, plan, and DO.

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.

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People can be full of advice. “Do this,” “do that,” “this worked for me,” “this didn’t work for me.” Sometimes it’s difficult to sort the wheat from the chaff, so to speak. For the most part, you simply have to forge ahead and use your best judgment. But sometimes, others will give you truly valuable gems that you should take to heart.

One of the best pieces of career advice I ever received was ask good questions. Try to ask three questions at every important meeting: one that shows support, one to gain clarity on the subject, and one to demonstrate inclusionary behavior (helping to involve others in the room in the discussion). Asking good questions not only helps to gather information, it also demonstrates that you are an active, interested, and inclusionary employee. Additionally, you’ll be seen as a fair leader–someone who wants others voices to be heard, as well as their own.

Another great piece of advice I’ve received? Stay relevant. Know what’s important to the organization, the market, the customers. Study and stay abreast of industry happenings and innovations, strategies, issues and concerns…then look for solutions and speak up! Show that you’re interested in your job and are striving to be the best you can be by constantly learning and seeking new, salient information.

What are some of the best pieces of career advice you’ve received? Has anything really stuck with you and helped you either advance in your career or guided you through career challenges? I’m interested to hear from you! Leave a comment below and let’s start a friendly, valuable discussion.

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.

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Pink lotus flower

One of the key leadership attributes in my book, The Ten-Minute Leadership Challenge, is TRUST. I truly believe business and leadership success is built on trust. You need it between co-workers, between supervisors and staff, between the business and its customers. If trust doesn’t exist, the organization flounders and is likely to fail.

One of the ways to build trust is through transparent behavior and communication. It goes beyond honesty and into the realm of integrity. Though honest and integrity may seem like the same thing, they are actually quite different.

Honesty is simply telling the truth. You can tell the truth and still omit information or focus on one part of the big picture. To relate honesty to a work example, think of a check-in meeting you might have with your team. In this meeting, everyone goes around and reports on their project, giving highlights on how things are going. When you have the floor, you talk about one specific part of your project—the only part that is going well. You’re being honest, but are you acting with integrity?

I would argue that, no, you’re not. You’re leaving out the parts of your project that are going poorly and casting yourself only in a positive light. That might get you by for a while, but what happens when your project implodes and you turn in subpar work? What happens when you hit a wall and need to desperately seek help?

This situation calls for more than honesty. It calls for you to be vulnerable and discuss the parts of your project that are leaving you stymied or frustrated. It calls for integrity.

If you act with integrity, you do what you know is best. It may not be easy, but it is right.

In this situation, you might call attention to the areas in which you are struggling. You might set aside your pride and ask for additional resources to help you complete the project as efficiently and effectively as possible.

Another situation in which integrity outweighs honesty has to do with office gossip. If you know a damaging bit of news about a co-worker, you could tell others about it. You’re being honest, right? But are you acting with integrity?

Again, the answer is no. Even though you’re not fabricating the damaging news, just telling it can be harmful. It can erode trust.

That’s the difference between honesty and integrity: Honesty is blunt, truth-telling and integrity involves considering the big picture and attempting to do what is right. Acting with integrity helps create trust.

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