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“Creating Successful Leaders”

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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 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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May 29, 2024 15 Questions to Build Trust in Your Leadership

It may seem surprising, but asking questions can actually make you a more trustworthy leader. Questions do not diminish your authority or make you appear weak. Rather, by asking the right questions, you can gain valuable insight, open the floor for more meaningful conversations, and demonstrate that you respect your team.

Which questions are the “right questions?” The simple answer is: open-ended questions that stimulate conversation and do not presuppose an answer. A question such as “Don’t you think Client X would benefit from our new product?” is not open-ended and not productive. It is only searching for agreement, not a true dialogue.

Instead, try asking questions that begin with words like How, What, or Why. These question words typically allow for a wide range of answers, not just a yes or no response.

The other half of asking good questions is practicing active listening. Leaders build trust by seeking their team’s thoughts, opinions, and ideas, and listening closely to the answers they give. This show of respect is integral to building trust

Next time you’re in a meeting (either with your entire team or a single individual) try asking some trust-building questions. Here are 10 to get you started—choose ones that are applicable to your team and situation.

  1. What resources do you need to complete your task?
  2. What is holding you/us back from success?
  3. How can I help?
  4. What are some possible solutions you envision?
  5. Who/what are we lacking to achieve success?
  6. What can I do to help foster more creativity?
  7. Why do you think                            is happening?
  8. What are your current frustrations?
  9. What is our biggest risk in this endeavor? What is the Plan B?
  10. Is this assignment a good fit for your talents? (Why or why not?)
  11. How does this add value to our mission?
  12. What effects will this decision have?
  13. How can we improve                     ?
  14. What opportunities can bolster our business?
  15. What else would you like me to know?

This is just a sampling of the questions you can ask your team. Get curious. Involve them in decision-making. Ask good questions and build trust.

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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