Skip to content

UXL Blog

“Creating Successful Leaders”

Tag Archives: margaret smith career coach

March 20, 2024 Prep Your Employees for Promotion(4 Ways)

There’s a theory called the “Peter Principle,” named after sociologist Dr. Laurence J. Peter, that essentially states that people will “be promoted up to a point where they are no longer qualified, leaving a company full of incompetent employees.” In other words, an employee who excels at their job might receive a promotion as a reward for their good work, but their new role may be ill-suited for them and, thus, they no longer thrive at work and feel incompetent (whether true or not).

But it doesn’t have to be this way. One way to fight back against the Peter Principle is to elevate the skillsets of your people to equip them for both their current and future roles. Here are four ways to do that:

Have an Honest Conversation

It’s natural to want to give an outstanding employee a promotion, but that person should understand exactly what they’re in for. What skills would they need in their new role? What additional training? Are there any areas that might prove problematic for them? Do they have any trepidations about their potential shortcomings? Ideally, the employee who is up for promotion will feel confident that they can overcome their limitations through additional skill building, experience, etc., but if they feel that the hill is too steep to climb, they may not want the promotion after all.

Provide Appropriate Resources

Provide your employees with the necessary resources to enhance the skills they need for their new job. This could include access to training programs, workshops, online courses, or mentorship opportunities. By investing in their development, you empower them to acquire the knowledge and expertise needed for their current and future roles. The cost might be significant up-front, but it is absolutely worth it. With the right resources, your people can effectively grow and excel in their positions.

Check In Regularly

It is crucial to schedule regular check-ins with your employees, especially in the weeks and months after their promotion. These check-ins will allow you to assess their progress and address any challenges or concerns they may have. Use your check-ins as an opportunity to provide feedback, offer guidance, and discuss any additional support they may need. By maintaining open lines of communication, you can ensure that your employee feels supported and empowered in their new role. Regular check-ins also allow you to make any necessary adjustments to their development plan and provide ongoing resources and opportunities for growth.

Encourage Continuous Learning

Promotions should not be seen as the end of the journey for your employees. Encourage them to continue learning and developing their skills even after they have settled into their new roles. Provide opportunities for them to attend conferences, seminars, and industry events. Encourage them to pursue certifications or further education. By fostering a culture of continuous learning, you demonstrate your commitment to their growth and show that you value their professional development. This will not only benefit them individually but also contribute to the overall success of your organization.

By creating an environment that fosters continuous learning, you can motivate your employees to stay engaged and strive for personal and professional growth. The Peter Principle does not have to be the reality in your organization. By proactively addressing the skill gaps and providing ongoing support, you can ensure that your employees continue to thrive in both their current and future roles.

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. 

Tags: , , , , ,

March 6, 2024 8 Ways to Support Female Employees

March is National Women’s History month, a time to reflect on the achievements of female figures throughout the decades and recognize the contributions of women (past and present). Although women have made incredible strides in the workplace, and have smashed through several glass ceilings, we unfortunately still have some ground to cover to achieve true workplace equality.

For example, pay inequality is still abysmal. The Pew Research Center reports that, “The gender pay gap – the difference between the earnings of men and women – has barely closed in the United States in the past two decades. In 2022, American women typically earned 82 cents for every dollar earned by men.”

Additionally, women are still largely responsible for household and childcare responsibilities. National Public Radio wrote an article on the subject, saying that in opposite-sex marriages, “wives are still spending more than double the amount of time on housework than their husbands (4.6 hours per week for women vs. 1.9 hours per week for men), and almost two hours more per week on caregiving, including tending to children.”

With women still fighting an uphill battle for equal pay, equitable household responsibilities, and fair treatment, how can we make a concerted effort to support and uplift them in the workplace? Here are eight ideas:

  1. Encourage a culture of inclusivity and diversity by promoting gender equality initiatives, such as implementing equal pay policies and conducting regular pay audits. Several companies have adopted a policy of transparency that allows all people to see others’ salaries, to ensure pay is consistent and equitable (based on one’s role and experience, not demographics!).
  2. Provide opportunities for career advancement and professional development specifically tailored towards women, such as mentoring programs, leadership training, and sponsoring women-led projects.
  3. Offer flexible work arrangements, such as remote work options and flexible scheduling, to accommodate the diverse needs of female employees. This can be especially helpful for working mothers.
  4. Create a supportive and safe work environment by implementing zero-tolerance policies for harassment and discrimination. Work with your HR department to get started.
  5. Establish family-friendly policies, like parental leave, on-site childcare, and lactation rooms, to support working mothers.
  6. Foster a supportive network for female employees by organizing women’s affinity groups or employee resource groups (ERGs) focused on gender equality and empowerment.
  7. Implement unconscious bias training programs to raise awareness and reduce biased behaviors and decision-making in the workplace.
  8. Last but certainly not least, recognize and celebrate the achievements of female employees! This could be through awards, promotions, or public recognition. Encourage a culture of appreciation and recognition for their contributions.

By implementing these strategies, we can create a more inclusive and supportive workplace environment, where female employees can thrive and reach their full potential.

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. 

Tags: , , , , ,

January 10, 2024 The Power of Collaboration

Photo by Jason Goodman on Unsplash

If you’re like many people I know, you take on a lot by yourself. Whether work projects or home projects, you tend to put your head down and plow forward with your work. But that may not be the best approach, and it may not be sustainable for your mental and physical health. Sometimes, it’s better to collaborate.

Collaboration might seem like a lot of extra work when you can simply do something yourself.

However, there are many reasons to collaborate. It can…

  • Foster creativity and innovation
  • Help you get out of a rut
  • Distribute the workload more evenly
  • Aid you in thinking outside the box
  • Energize and motivate yourself (and others)
  • Help capitalize on individuals’ strengths

The list goes on. Alternatively, when you choose to do everything yourself, you may end up heading down the wrong path (or a path that might have been better if you had asked for input), or things might end up taking longer because you do not have sufficient expertise or experience (but someone else might). Besides, collaboration can be fun!

Though it’s easy for extroverts such as myself to promote collaboration (I definitely embrace “sunshine yellow” in the Insights Discovery program), it can work well for everyone. The key is to be open to collaborating. Go into it with the understanding that others may approach a problem or task differently than you, and that’s okay. It’s important to let go some of your control and see what happens when others take the wheel. This is how big ideas and innovations happen–when everyone feels free to put forth their ideas.

How can you set up a successful collaboration?

  • Invite several people to the table (everyone who makes sense to invite)
  • Make the goal clear (and address any questions)
  • Establish the parameters (Is this a brainstorming session? Is anything off limits? What time frame do you have? Etc.)
  • Establish an open line of communication
  • Make sure everyone has a role and is clear on their responsibilities
  • Check in regularly
  • Listen and be open to ideas, and encourage others to do the same
  • Make sure all voices are heard

We can walk farther when we walk together. Even if collaboration does not necessarily come naturally to you, I encourage you to give it a try. Engage others, establish your parameters, and take off! You may be surprised by the possibilities that open up and the results you achieve.

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. 

Tags: , , , , ,