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“Creating Successful Leaders”

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June 19, 2024 5 Ways to Banish Laziness and Energize Your Team

Photo by Clay Banks on Unsplash

Let me establish right away that I am fully supportive of a healthy balance between life and work. If you wear yourself too thin, you’ll eventually become exhausted, resentful, and unable to operate at full capacity. This doesn’t serve you or your workplace. However, there is a big difference between striving for balance and refusing to work or rise to the challenge.

Encouraging your team to embrace productivity and creativity doesn’t mean you expect them to work nonstop. Instead, it’s about fostering a culture where everyone feels motivated to contribute their best. As a leader, you can help to motivate and empower your team, while also banishing laziness and procrastination.

Here are 5 strategies to energize your team:

Set Clear Expectations

If a team does not know where they are heading or unsure of their responsibilities, they might start to feel directionless and frustrated. This can lead to uncertainty and a decrease in productivity. By setting clear expectations for your team, you provide them with a roadmap for success. Make sure everyone understands their roles and responsibilities, as well as the team’s goals and objectives. Clear communication and transparency are key to keeping everyone on track and motivated. When team members know what is expected of them, they are more likely to stay focused and engaged in their work.

Provide Support

As a leader, it is crucial to offer your team members the support, encouragement, and resources they need. This might mean guiding them through challenges, offering training opportunities, or simply being there to listen when they need advice. It could also mean connecting them with mentoring opportunities. A supported team is often a productive team.

Create a Culture of Accountability

If too many deadlines slide, or too many projects are allowed to be subpar, this can send a signal that mediocrity is acceptable. On the other hand, when team members are held accountable for their work and deadlines, it fosters a culture of responsibility and excellence. Encouraging a sense of ownership for individual and team outcomes can drive motivation and productivity. By setting clear standards and expectations, and regularly reviewing progress, you empower your team to take ownership of their work and strive for continuous improvement.

Check In

Regularly checking in with your team members will ensure they have what they need to excel in their roles and feel supported in their work environment. It also allows you a chance to find out what’s working, what’s not, and what they might need to overcome any obstacles. By checking in regularly, you demonstrate your commitment to their success and well-being. This practice also fosters open communication and trust within the team. Furthermore, it allows for adjustments to be made promptly if necessary, ensuring that the team stays on track towards achieving its goals.

Genuinely Care

Seeing the human side of people is an essential way to foster a positive work environment. Show genuine care for your team members by acknowledging their efforts, celebrating their successes, and supporting them during challenging times. Building strong relationships based on care and empathy can significantly boost morale and motivation within the team. Be mindful of their well-being and always be ready to offer a listening ear or lend a helping hand. Your team will appreciate your genuine concern and reciprocate it with increased dedication and loyalty.

As a leader, it’s essential to set clear expectations, provide support, and recognize efforts. By banishing laziness and energizing your team, you create a positive environment that fuels growth and success. And remember to lead by example by demonstrating a strong work ethic to inspire your team to perform at their best.

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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May 8, 2024 6 Characteristics of a Problem Solver

A version of this blog post was published in July, 2019.

At times, problems will take care of themselves…but we certainly can’t count on that. In order to move the needle, put out “fires,” or add a little innovation to the workplace, it’s important to take charge of your destiny and be a problem solver.

Being a problem solver can be highly rewarding. Rather than either A) Sitting around and waiting for things to resolve themselves or B) Counting on others to solve your problems, it’s better to take a proactive approach. For one, the problems you’re facing may not resolve on their own. Or, they may not resolve themselves in the way you want. If you take “approach B” and let others solve problems for you, you lose crucial opportunities to learn and grow. Not to mention, your fate (or the fate of a project) will always be in others’ hands, beyond your control.

It is much better (and often more reliable) to be proactive and attempt to solve problems yourself. That doesn’t mean you have to go about problem solving on your own. The most adept problem solvers use whatever resources (human or otherwise) at their disposal.

Work on becoming a problem solver in your workplace! Focus on building the following six traits:

1. Be Courageous

Some risk may be involved in finding solutions to sub-optimal situations. You might have to speak up, contact your superiors, or tap into uncharted territory. Be courageous, knowing that you’ll be learning valuable skills, no matter the outcome.

2. Adapt

Not every solution is going to keep you squarely within your comfort zone. Be prepared to be flexible.

3. Innovate

Think outside the box! The best solutions may be paths you have not yet explored in your workplace. Look to other industries or unlikely sources for problem-solving inspiration.

4. Be Resourceful

Don’t be afraid to seek help. Online research, your HR department, co-workers, or your professional connections could be sources of advice or inspiration for you.

5. Build Unity

If a problem is affecting an entire department or group of people, it pays to rally the troops and get everyone working toward solving your mutual issue. You know what they say about several heads being better than one!

6. Be Vocal

Silence is the worst way to deal with a sticky issue. Refusing to address a problem with open communication will only suppress it or force people to talk about it in whispers.

Embrace your courageous, vocal, innovative, and adaptive sides! Rally the troops and use whatever resources are available to you. Be a proactive problem solver, and you’ll gain a better handle on your future. Not only that, you’ll also develop valuable skills along the way and likely gain recognition from your superiors as someone who is unafraid to face problems head-on.

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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