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August 9, 2023 Navigating Change: Tips for Staying Agile in a Dynamic Environment

Over the years, workplaces have undergone significant changes. As technology, society’s wants/needs, and preferences or styles change, so does the business landscape. And as the workplace changes, so do people’s roles, responsibilities, and expectations. If you’ve had a sixty-year career, it’s possible you began your profession with a typewriter, hand-delivered memos, and in-person meetings and then, in the 1990s and ‘00s, had to shift to typing on a computer and tele-conferencing. After that, you may have had to shift again to working remotely, communicating through email and Slack, and meeting over Zoom. And that’s just one small example of all the changes the workplace has undergone.

With businesses always on the move, the workforce has had to be highly adaptive and agile. Employees have had to modify the way they communicate, problem solve, and process information. In some cases, they have to undergo additional training to prepare for new technology, new roles, or new operations. It can all be overwhelming and exhausting.

How can you stay on top of your game and stay agile in an ever-changing environment? Here are a few tips:

Embrace change.

The first step to staying agile is to accept that change is an inevitable part of any organization. Instead of resisting it, embrace it as an opportunity to learn and grow. Be open to new ideas, new technologies, and new ways of doing things. If change is going to happen anyway, it’s best to roll with the punches and be willing to learn and grow.

Stay informed.

To navigate change successfully, you need to stay informed about what’s happening within your organization and your industry. Attend conferences, read industry publications, and network with your colleagues. If your workplace offers any relevant training, be sure to sign up if you can (or request additional training if it isn’t offered). This will help you stay up-to-date on the latest trends and best practices.

Be proactive.

Don’t wait until change happens to start adapting. Anticipate change and take preemptive steps to prepare for it. Identify potential challenges, develop contingency plans, and seek out additional classes or resources to help you stay ahead of the curve.

Collaborate.

Change affects everyone in an organization, so it’s important to collaborate with your colleagues to ensure a smooth transition. Work together to identify potential solutions, share information and best practices, and provide support to one another. Having a support system can be incredibly valuable during times of transition, and if everyone is experiencing the same struggles, that might mean the new system/technology/operation is flawed and can, potentially, be changed.

Take care of yourself.

Change can be stressful, so it’s important to take care of yourself both physically and mentally. Take all the normal steps to look out for your wellbeing—get enough sleep, eat a healthy diet, and exercise regularly. You may also want to pause throughout the day to recharge and process what you’re going through. Journaling can also be a useful tool for processing new information.

As you navigate the ever-changing landscape of the modern workplace, remember that you are not alone. Change can be daunting, but staying agile is all about embracing the new, collaborating, and taking care of yourself. With the right mindset and tools, you can thrive and grow, no matter what changes come your way. So, keep an open mind, stay connected, and remember to take care of yourself. Here’s to a successful journey navigating change!

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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August 2, 2023 5 Ways Micromanaging Hurts Your Team

Many leaders achieved their status through hard work, commitment, and perfectionism. Generally, these are positive attributes that can help lead to success. However, you can have “too much of a good thing,” particularly when it comes to perfectionism.

If your perfectionism helps you catch project flaws or edit reports, great. If it causes you to constantly look over your team’s shoulders, criticize, and take a narrow view of how things should be done…not so great.

How can these micromanaging tendencies hurt your team? Let’s talk about 5 negative effects and how to avoid them.

Stifled Creativity and Innovation

If your team is restricted to always doing things your way and from your perspective, you miss a huge opportunity for creativity and innovation. As a leader, you might have ideas about certain projects or initiatives, but you don’t necessarily have to voice those ideas right away. Instead, allow your team some time and space to brainstorm ideas and come up with potential solutions. This lets them feel empowered and invested in the project, and they just might come up with the company’s next million-dollar idea!

Lack of Problem Solving

When leaders micromanage, their team members start looking over their shoulders. They wonder if they’re doing things the right way, and if they’re meeting the leader’s approval. Because of this, the team will be disincentivized to seek solutions for any problems they encounter. They don’t want to get in trouble for doing things the “wrong way,” so they’ll inevitably turn to the leader for direction. This creates a culture of neediness instead of competent problem-solvers, AND it puts a lot more work on the leader’s plate, since they’ll have to constantly troubleshoot problems.

Diminished Trust

Micromanaging can erode trust and respect between leaders and their team members. When leaders constantly nitpick and micromanage every detail, employees can feel like their skills and abilities are not trusted or valued. If trust doesn’t exist between leaders and team members, that shakes the foundation of the entire team. Why would team members entrust their manager with sensitive information or confide any struggles or pitfalls to them if trust is absent?

Reduced Job Satisfaction

Nobody likes being micromanaged. It is frustrating, demoralizing, and can make team members feel like they are not trusted or valued. When team members feel like they have no autonomy or control over their work, their job satisfaction can suffer. This can lead to burnout, turnover, and a lack of motivation.

Waste of Time and Resources

Micromanaging is incredibly time-consuming. Leaders who micromanage spend significant amounts of time reviewing work, checking in with team members, and correcting mistakes. This can take away time from other important tasks. Additionally, when team members are prevented from making their own decisions and solving problems, they may come to rely too heavily on their manager. This can be a waste of resources if the manager or leader is needed elsewhere. Micromanaging might scratch your perfectionist itch, but it can have serious negative consequences for your team. No one wants someone constantly looking over their shoulder or telling them precisely what to do all the time. Instead, trust your people. Learn to let go a bit and allow your team to feel empowered, creative, and invested in their work through independent problem-solving and decision-making. By avoiding micromanagement, you can create a more satisfied, motivated, and productive team and foster a culture built on trust and respect.

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 6, 2023 6 Benefits of a Virtual, On-Demand Leadership Course

Leadership is one of those things organizations can take for granted. They expect their new managers to step into their role equipped with leadership acumen. New managers, on the other hand, are often hesitant to admit their shortcomings, since they feel pressured to “prove themselves” in their new position. Asking too many basic questions might show incompetence or weakness, and that isn’t the impression they want to leave on their team.

The result of the disconnect between organizations and their leaders is that leadership skills are often not taught, but learned on the fly. That can work to a certain extent, but some lessons are hard-learned, and some skills are never learned at all.

Don’t leave it up to chance. Training managers (whether they’re new or not) in crucial leadership skills is not only a benefit to the manager, but to the organization as a whole. With the right training, managers can streamline communication, increase their effectiveness, improve team dynamics, and more.

But I know what you’re thinking: “Training can be expensive and time consuming. My organization is running on a lean budget, and we can’t afford to send our managers to a week of training.”

To mitigate costs and gain flexibility, consider exploring virtual learning…

What is Virtual Learning?

Virtual learning–sometimes referred to as online learning or e-learning–is an approach to education that allows students to participate in courses from anywhere, provided they have a computer and an internet connection. It enables people to access education from the comfort of their own home or office, removing the need to travel to a physical location.

Many virtual courses, such as my online leadership course, are learn-at-your-own pace, meaning the student can log in whenever they have a few free minutes.

The Benefits of a Virtual, On-Demand Leadership Course

Virtual learning has quickly become a preferred method of education for busy professionals. Below are some of the benefits of taking a virtual, on-demand leadership course:

It Provides Tailored Learning

Virtual learning courses provide a variety of learning mediums, from videos to reflection exercises to writing activities. This type of learning appeals to a wide range of people, as it allows individuals to pick the format that resonates best with them.

It’s Low Cost

Virtual learning courses are often much more affordable than traditional courses. This is because they don’t have the overhead costs associated with physical classrooms and resources, such as textbooks. Even though the courses are not directly taught by an instructor, you usually can access the course creator to ask any specific questions.

It’s Flexible

One of the most significant benefits of virtual learning is flexibility. Students can go at their own pace, allowing them to fit education into their busy schedules. For individuals who have full-time jobs, families, or other commitments, this can be a game-changer.

It Keeps Skills Up To Date

Even a seasoned leader’s skills can go stale if they do not regularly use them. If they, for example, do not regularly engage in difficult conversations, they may not know the best way to approach them. By taking online leadership courses, these skills can be refreshed and enhanced.

It’s Interactive

Virtual learning courses are designed to be interactive. Many online courses include opportunities for activities, discussions, deep reflection, immersive projects, and other activities that encourage interaction.

It’s Fun!

Virtual learning courses can be fun! Unlike traditional courses, virtual courses often leverage multimedia to make learning more engaging and enjoyable. Through a mix of videos, games, and interactive activities, virtual courses can make leadership education more exciting and stimulating.

Virtual learning is an excellent way for busy professionals to develop their leadership skills. By taking a virtual, on-demand course, individuals can work at their own pace, tailor their learning to their preferences, and keep their skillsets up-to-date. So why not give virtual learning a try? It could be the game-changer you need to take your leadership skills to the next level.

For more information on my online course, The 10-Minute Leadership Challenge, click here!

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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