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“Creating Successful Leaders”

Tag Archives: Margaret Smith Minneapolis career coach

November 28, 2018 Storytelling is Your Secret Weapon

Use storytelling at work

Did you hear any captivating stories as you sat around the Thanksgiving table this past week? If so, you might have noticed that the speaker used certain techniques to draw you in–vivid descriptions, facial expressions, a narrative arc. A good storyteller makes these things seem natural.

If you think about it, storytelling has A LOT of cross-application when it comes to work. In the past, I’ve discussed how it can be a powerful sales tool, but it can be useful to anyone in almost any industry. Use storytelling techniques to:

  • Be a more engaging, charismatic leader
  • Keep others’ attention when you’re presenting during a meeting
  • Snag a new client
  • Make a convincing argument or illustrate an idea
  • Present a point to your team

Ok. You’re probably convinced that storytelling is useful, but it doesn’t necessarily come naturally to everyone. How do you work on developing your storytelling techniques?

1. Practice

You probably won’t be a natural storyteller at first, but the key is to PRACTICE. Think about scenarios in which storytelling might come in handy, and then make an effort to do it. Be sure to practice the story you’d like to tell beforehand–do it aloud and in front of a mirror to work out any rough patches.

2. Consider the main point

Your story can’t just be a story. It has to have some kind of relevance to the topic at hand. If, for instance, you’re trying to prove the effectiveness of a product, tell a story about how the product helped a specific person. If you’d like to demonstrate to a potential new client that your company is trustworthy, tell about a time that your team came through in a pinch.

3. Remember the classic story arc

Every good story has a beginning, middle, and end. The beginning should hook your audience, while the end should clearly give the main message and potentially be a call to action. If your story is jumbled, others will have trouble deciphering the main message or become disengaged.

4. Use a “lead-in”

It’s odd to jump straight into a story with no lead-in. You’ll want to tie the story to the topic that’s being discussed before plunging in. Frame up your story with a lead-in like one of the following:

  • “I am confident product XYZ is a good value to our customers. One example that comes to mind is…”
  • “I think it would be beneficial if we changed to system X. One reason is that…”
  • “This reminds me of something I witnessed last year…”
  • “We have to consider statistics, of course, but anecdotally, I once noticed…”
  • “I’d like to give you an example of why I think X would be a good idea…”

5. Practice some more

You may not hit the nail on the head the first time you try storytelling. Keep at it and modify your techniques as need-be. Does your delivery need work? Do you need to use better vocal inflection? Are you having trouble articulating your main point?

Assess, try again, repeat. Skilled storytellers don’t develop overnight.

 

Need more storytelling techniques? Feel free to contact me for guidance.

 

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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October 31, 2018 4 Ways Halloween is NOT Like Good Leadership

Halloween and leadership

Happy Halloween, everyone! For today’s post, I thought I’d do a fun one. Let me know if you have other ideas, or if you think there are ways Halloween actually DOES resemble good leadership.

In the past, I’ve talked about how the MN State Fair and Independence Day teach us lessons about life and leadership, but today we’re dealing with a much different event: Halloween. When I think about all the qualities a good leader should possess, I see very few of them in Halloween–that holiday of monsters and ghouls.

How is Halloween the antithesis of good leadership? Here are four ways…

1. It revolves around fear.

Capable leaders do not need to lean on fear-based tactics to get what they want. They don’t need everyone beneath them quaking in fear, wondering when the next outburst or disciplinary action will occur.

Instead, capable leaders put their hearts first. They care about the wellbeing of their team; they take the time to get to know and understand others; they make sure they assign tasks that are well-suited to individuals.

Leading with your heart does NOT make you a softie. Rather, it demonstrates thoughtful leadership and respect for others. Of course, there will be times when you, as a leader, will need to deliver tough news or discipline a team member, but those occasions should be few and far between. Your team should be incentivized by common goals, not fear.

2. It disguises who you really are.

Good leaders don’t wear masks. They are brave enough to let themselves be vulnerable and let their true selves shine through. That means communicating clearly and authentically, behaving according to core values, and being transparent.

That doesn’t mean you can’t be more formal in certain situations and more relaxed in others. Being authentic has to do with the crux of who you are. There are some values, behaviors, and beliefs that make you you. Stand by them. Don’t wildly alter your personality or your opinions to please the crowd–this kind of behavior will only make others question your authenticity and lessen their trust in you.

3. It is greedy.

Good leadership isn’t about collecting as much “candy” as possible and hoarding it for yourself. Instead, it’s about understanding that your accomplishments were not achieved alone–others deserve credit (candy) too.

When someone goes above and beyond their work duties, recognize that individual. When your team delivers, reward them. That doesn’t mean you should dole out “candy” willy-nilly; it means you should pay attention and give others credit when credit is due.

And remember: you rarely accomplish big things on your own. Recognize the help you’ve received along the way.

4. It doesn’t provide vital nutrients.

Candy can’t subsist you forever, and neither can gimmicky reward programs or activities. Don’t get me wrong–I think it’s a great idea to have team parties, cookouts, and competitions. HOWEVER, if those fun activities are not supported by key core elements, they are meaningless.

In short: Who cares if you have a weekly office party if there is in-fighting or poor communication between staff?

Make sure the bones of your operation are solid (there’s a skeleton reference for you!) before you start adding extras. Are your employees comfortable with their assignments? Is there an open line of communication between leadership and staff? Is there a safe, effective way to voice complaints? Are employees being treated civilly and with dignity? Is office gossip clouding relationships?

Yes, it’s wonderful to have friendly competitions and parties (just like it’s wonderful to enjoy the occasional chocolate bar!). Just make sure you prioritize core office values first.

 

What do you think? Is Halloween a metaphor for poor leadership? Let me know your thoughts!

Have a fun, safe Halloween.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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October 24, 2018 My Most Surprising Interview Tip

Valuable Interview Tip

One of my top interview tips is simply this: Ask for the job.

Though it’s easier said than done, it is one of the most effective ways to make yourself memorable and appear confident and competent to your interviewer.

Now, you might be thinking: “What?! What do you mean? How could I possibly be so bold?”

You can. And you should.

Keep in mind that you are one person amid a sea of candidates. Think of yourself as part of a gigantic choir. How will you make your voice stand out? How will you deliver a solo that can be heard above the rest?

I have several strategies for developing your “solo” (if you’d like to learn more, let’s talk), but one of my key strategies is to have the confidence to ask for the position you’re seeking. Note that this is different than begging. You’re not on your knees, desperately pleading with the interviewer. Instead, you’re self-assured, enthusiastic, and authentic. You demonstrate that this job means a lot to you and you know it’s aligned with your skill set.

So, HOW do you ask for the job?

Start by affirming that, yes, this is the right fit for you. Research the company and the position. Read reviews on Glass Door. And listen to your gut–if you walk into an interview and notice that everyone in the office seems to be anxious and stressed, this might not be the company for you. Or, if your interviewer is curt and unfriendly, that might be a warning sign of what’s ahead. Trust both your instincts and your research. If you’re impressed with the company and you get a good feeling when you walk through the doors, that’s a good sign you should make the bold move of asking for the job.

When you’re asking for the job, timing is everything. Your ask should come toward the end of the interview. Usually, the interviewer will ask if you have any questions or anything you’d like to add. This is your chance to make your move.

Start by complimenting the company (but be sure you sound sincere). Say something like: “When I researched ABC Company, I was really impressed by your annual growth and the way you give back to the community. Now that I’m here in person, I’m even more impressed by the atmosphere and the way everyone has treated me with such warmth since the moment I walked through the door…”

Then, deliver your ask. Be confident. Practice asking for the job in front of the mirror so you become accustomed to how it might sound. Here are a few ways to do your ask:

“Your company seems like a great fit and I can picture myself thriving here. What can I do to convince you that I’m the right person for this position?”

“I can tell this position aligns with my skill set and I would very much like to work here.”

“This job sounds like a perfect match for my skills and experience. What can I do to demonstrate that I’m ready to work with you and your team?”

“I’m even more enthusiastic about this position than when I came in this morning and I’m confident I would be a good fit. What is the next step in the hiring process?”

REMEMBER: Go into your ask with grace, confidence, and the realization that the interviewer may respectfully decline OR hire you on the spot. Are you ready to get out there and put your new skill to work?

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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