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“Creating Successful Leaders”

Tag Archives: Margaret Smith business coach

October 9, 2024 Dedicating Time to Work ON, Not Just IN, Your Business

When you run your own business, it is easy to become completely immersed in your work. You may have multiple clients to juggle, various meetings to attend, or a never-ending stream of tasks to complete. While this level of immersion can be productive in the short-term, it’s important to also step back and work on your business, rather than just in it.

Taking the time to examine and reflect on your business allows you to focus on the bigger picture, identify areas for improvement, and make strategic decisions that will drive long-term growth. Temporarily removing yourself from the day-to-day operations can give you some perspective and help you become a more effective business owner.

Although many people understand that working on their business is a good idea, they might resist doing so due to perceived time constraints, a fear of neglecting current responsibilities, or a lack of clarity on how to effectively work on their business. However, making time for strategic planning and reflection is crucial for long-term success. By prioritizing this type of work, business owners can identify opportunities, address challenges, and position their company for growth.

To overcome mental barriers related to working on your business, I suggest the following tips:

Set Aside Time

If you’re like many people, if it’s not on the calendar, it’s not getting done. That’s why it’s a good idea to intentionally schedule dedicated time for strategic planning, reflection, and tasks related to your business as a whole. Block off time in your calendar and treat it as an important meeting. To simplify scheduling, consider making this a recurring appointment by setting your calendar to block off this time every month or every other week.

Prioritize

It’s important to identify specific areas of your business that need attention, such as marketing, operations, or financial management. Try listing specific tasks that need to be completed and ranking them in order of priority. Then, focus your efforts on these key areas when working on your business. This will help ensure that you’re making the most impactful changes and improvements.

Seek Outside Perspective

Talking to trusted advisors, mentors, or industry peers can provide valuable insights and a fresh perspective on your business. They may be able to identify areas for improvement or offer suggestions that you hadn’t considered. You could also collect feedback from clients (if it seems appropriate), asking them questions such as, “Do you find my website easy to navigate? What would you change?” Or: “How did you originally hear about my business?” Don’t be afraid to ask for input and feedback to help guide your strategic planning.

Break Down Larger Goals

Some goals for your business may seem overwhelming or intimidating. If that’s the case, it’s a good idea to break down these larger objectives into smaller, actionable steps that you can tackle incrementally. That way, you can make steady progress without feeling bogged down by the enormity of the task. Celebrate small wins along the way, as they’ll help keep you motivated and focused. Remember, even small improvements can have a big impact over time. By breaking down your goals, you’ll be able to tackle them in a more manageable and sustainable way, ultimately driving your business forward.

While it may require some initial effort, the benefits of working on your business rather than just in it can be transformative for your organization’s trajectory. By carving out dedicated time to focus on the bigger picture, you can gain valuable perspective, identify strategic opportunities, and make informed decisions that will propel your business forward. Embracing this approach can help you become a more effective leader, drive sustainable growth, and ultimately achieve your long-term goals. Remember, the time you invest in working on your business is an investment in its future success. Embrace this practice, and watch as your company reaches new heights.

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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September 11, 2024 How to Make Feedback Feel Empowering

As a leader, a work colleague, or a member of any kind of team or committee, feedback is essential. It is not helpful to let bad behavior, misguided ideas, or poor performance slip through the cracks. Providing constructive feedback is a key part of helping people improve and grow. However, it’s important to deliver that feedback in a way that feels empowering rather than demoralizing.

How can you achieve this balancing act? How can you motivate others, rather than make them feel frustrated or annoyed? I suggest the following:

Be Specific

Focusing on specific areas of improvement and providing ideas for achieving those improvements is crucial for making feedback feel empowering. Vague or generalized feedback can leave the recipient feeling confused or uncertain about what they need to do. Be clear and direct about the behaviors or outcomes you want to see changed or improved.

Mix the Good and Bad

It is just as helpful to let people know what they are doing well as it is to identify areas for improvement. Providing a balanced perspective shows that you recognize their strengths and are not just focusing on the negatives. This can make the feedback feel more constructive and less like a personal attack.

Some people use the “feedback sandwich” approach, where you first provide positive feedback, then the constructive criticism, and then end with more positive feedback. This can help the recipient feel validated and motivated to improve, but make sure you’re not sounding too scripted when offering this type of feedback.

Offer Suggestions

In addition to identifying specific areas for improvement, offer concrete suggestions for how the person can make those changes. Provide resources, examples, or step-by-step guidance to help them understand what they need to do differently. These actionable steps (as opposed to vague ideas) can help provide a clear plan of action.

Convey Your Confidence in the Other Person

Author and researcher, Daniel Pink, says that when we give feedback it is important to convey our confidence in the other person’s abilities. When we demonstrate our unwavering belief in another, this serves to bolster and support that person, rather than make them feel badly about themselves. He suggests saying, “I’m giving you these comments because I have very high expectations and I know that you can reach them.” This simple sentence conveys your faith in the person’s potential and your desire to help them improve.

Define Goals and Expectations

Clearly defined goals are crucial if you want your feedback to make an impact. Outline specific, measurable objectives that the recipient can work towards. This gives them a clear path forward and a sense of purpose. Additionally, be transparent about your expectations so there is no confusion about the desired outcomes. When people understand exactly what is expected of them, they are more likely to feel motivated to make the necessary improvements.

Ultimately, the goal of feedback is to help people grow and develop, not to criticize or put them down. By framing feedback in a positive, constructive manner, you can make others feel empowered rather than sullen or demoralized. This approach demonstrates your investment in the person’s success and your belief in their potential to improve. With the right mindset and delivery, feedback can become an invaluable tool for development.

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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June 5, 2024 How to Set the Stage for a Tough Conversation (4 Ways)

As a leader, tough conversations are inevitable. There will come a point when you’ll need to deliver some less-than-great news, provide negative feedback, or make a difficult request. And avoiding these types of tough conversations is NOT the answer. In many cases, the more you delay, the more difficult the discussion will be once you eventually have it.

However, it IS possible to effectively set the stage for tough interactions. This will help to soften any difficult blows and provide a safe space for feedback, commentary, and questions. Let’s talk about four ways to set the stage for tough conversations.

Choose an Appropriate Time and Setting

Where and when you decide to meet can make a huge difference. When talking about a sensitive issue, it is best to find a quiet, comfortable, and private place to speak. Make sure to choose a time when both parties will be free from distractions and able to focus on the conversation. This will ensure a more productive and respectful dialogue. By setting the stage appropriately, you create an atmosphere conducive to open communication and problem-solving. Additionally, being mindful of the environment can help create a sense of safety and comfort, encouraging honesty and transparency during tough conversations.

Be Transparent

When inviting someone to engage in a difficult conversation, it is usually best to be transparent and clear about the purpose of the conversation. This transparency will help to avoid confusion and set the right expectations. Clearly stating the reason for the discussion allows both parties to prepare mentally and emotionally. It also establishes trust and shows respect for the other person’s time and feelings. Open communication from the start fosters a more constructive and meaningful dialogue.

Prepare

Before engaging in the conversation, it is essential to prepare yourself for a variety of questions and reactions. Anticipate what the other person might ask or what pushback they might have. Consider different scenarios and prepare appropriate responses. I encourage you to practice out loud in front of a mirror, even if that seems a little odd at the time! It really does help. This preparation will help you stay composed and focused during the conversation. Being mentally ready for various outcomes demonstrates your commitment to handling the tough conversation effectively. Moreover, preparation allows you to convey your message clearly and logically, reducing the chances of misunderstandings or conflicts. Remember, the more prepared you are, the more confident you’ll be in navigating challenging discussions.

Commit to Empathy

In my experience, the most productive conversations are ones in which both parties feel that they are listened to, respected, and understood. Make a commitment to enter the conversation with empathy. That means actively listening, asking appropriate questions, and aiming for understanding. Ensuring that both parties feel heard and valued fosters a collaborative environment where tough conversations can lead to growth and improved relationships. By showing empathy, you create a safe space for open dialogue, allowing each person to express themselves honestly and without judgment.

Remember, the goal of these conversations is not only to address challenges but also to strengthen trust and understanding between individuals. Practicing empathy can transform difficult discussions into opportunities for positive change and progress.

While it’s never fun to engage in a tough conversation, it is often necessary to do so in order to clear the air, make positive progress, and/or benefit the organization. By approaching your difficult conversations with empathy and tact, you can create a more positive outcome that leads to growth and understanding.

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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