It’s all in the details

Many leaders are applauded for their big-picture thinking style, which does make sense. As the leader, you are responsible for inspiring others and thinking of new and innovative ideas for your business. Big-picture thinkers tend to be more creative and have a natural gift to see the potential in various situations.
Sounds like a good gig, right? However, it does not come without some drawbacks. One of the issues with a big-picture leadership style is it can cause the individual to become out of touch with the day-to-day activities of their company, which might make it difficult to set goals that are realistic.

This is why big-picture thinkers need to also pay attention to details.
For some big-picture thinkers, the idea of spending their days fixated on details sounds fairly restricting. They may believe details bog them down and distract them from what they really should be doing as a leader.

Still, leaders can run the risk of becoming so obsessed with the details of the business they almost become managers again. If leaders simply stay managers, the company will miss opportunities to grow and evolve.

But if certain details are not closely monitored; the overall quality of a project can suffer.

You’ll be more successful as a leader if you pay more attention to the details of projects. It also increases your own credibility with your direct reports and shows you can be trusted to perform good work consistently.

Here is some advice for you big-picture thinkers out there - make sure you pay attention to the details of the tips.

• Schedule frequent times to monitor progress on your assignments. Involve others in this process and get feedback about how you attend to details.


• Before leaving work each day, identify the things you need to do the next day.


• Set up an accountability measure, such as a project chart or an electronic follow-up system, that will allow you to track your progress and avoid missing due dates.


• Adjust your schedule and priorities as necessary to ensure that your daily work aligns with your most critical job responsibilities.


• Take a time management course if organizing your time is a problem for you.


• If interruptions are a problem for you, set times each day when you are not to be interrupted, and explain why you are doing this to your direct reports.


• Information and decisions trusted to memory may easily be forgotten or unavailable when they are needed. Document the important details of your work and schedule them on a timeline whenever possible. This will help you to remember what needs to be done, and will help others fill in for you if you are sick.

Remember, true success in an ever-changing work environment requires a combination of big-picture thinking and attention to detail.

Image: chanpipat / FreeDigitalPhotos.net

Be assertive, but not aggressive

Many people think assertiveness and aggressiveness are the same quality, but they are mistaken. Aggressiveness is more about making decisions with no concern about how it can impact others, whereas assertiveness is when you ask for what you need, but are willing to make compromises. See the difference?

Assertiveness is actually a pretty important leadership characteristic. According to a study published in an issue of the Journal of Personality and Social Psychology, optimal levels of assertiveness play a key role in leadership. In the study, respondents identified assertiveness as one of the major problem areas for colleagues.

Why is assertiveness an issue for some leaders? Well, it doesn’t come naturally for everyone, and some people may fear if they act assertive, it will come across as too aggressive.

However, skillful assertiveness helps strengthen relationships, can reduce stress, and maybe even make you a more effective leader.

Keep in mind that assertiveness is not necessary for every situation you deal with as a leader, but you still need to be comfortable with coming forward in group discussions and not be afraid to express your own opinions. When you haven’t traditionally been assertive as a leader, you may not be as actively involved in your work group as you could be. Perhaps you have held back on making suggestions or offering your opinions about various scenarios.

The authors of that study stated that their research does not suggest leaders should act "moderately assertive” at all times. Instead, they believe leaders need to adopt a style that is flexible and adaptable, utilizing assertiveness depending upon the situation.

The key is to learn how to be assertive, but not aggressive. Here are some tips to remember:

• Take a course or work with a coach to bolster your confidence in one skill or area at a time. Focus on your strengths, and think of ways you can use your strengths to improve some aspect of your work.


• Take more risks. Treat any mistakes or failures as chances to learn. Nothing ventured, nothing gained. Start small so you can recover more quickly, and then build up to taking larger risks.


• Build up a performance track record of variety – start up things, fix things, innovate, make suggestions.


• Find a business opportunity and make a reasoned case for it. You need to be seen and heard, but on substance, not fluff.


• Confront problems instead of avoiding them. Learn to lean into your areas of discomfort to improve your skills and knowledge.

With a little effort on your part, you can learn how to gradually be more assertive.

Image: Ambro / FreeDigitalPhotos.net

Take a real holiday from work

We mentioned in our last blog article that businesses still need to be productive during the holiday season, and employees shouldn’t mentally check out just because the radio is currently playing holiday songs. And it’s up to you, the leader, to set a good example for the workplace and to maintain a solid work ethic.

But you still deserve a break, especially if your company plans to close down for the holidays.

However, it appears many people will not give themselves even one day off during the holiday break. According to a survey by Expedia, many working Americans will fail to use at least two vacation days this year.

Yes, there are always demands at work, and sometimes they seem to grow by the day. But it truly is better for the company, and for you, to take a break.

When you don’t take time away from work, you indirectly give off the message that you don’t value vacation time. This can possibly cause your employees to get frustrated and disengaged with the company’s culture.

You should not only take vacation, but also encourage your employees to do the same. Taking vacation really does help to improve everyone’s morale at work. Plus, many times the break allows you to gain a fresh perspective on the vision for the company, and to think of new ways to keep the company moving forward.

On the same note, those days you have off from work shouldn’t be spent answering emails on your phone, it should be about taking the time to recharge and regroup. You should be more concerned about how many marshmallows to put in your hot chocolate, not thinking about next year’s marketing budget.

Allow yourself to take a vacation. Here are some tips to help you out:

Let everyone know.

Your direct reports and boss know about your company’s holiday break, but make sure your clients are aware as well. Be sure to change your voicemail and email to state when the office will be closed.

Set clear expectations.

Make sure people understand the goals they are accountable for achieving either before the team leaves for the holiday break, or what they need to accomplish first thing when everyone returns. Discuss your team’s goals and action plans with your team members to ensure that the plans are feasible. Listen carefully to their objections and make modifications where possible.

Truly unplug.

Avoid the temptation to check your email to see if there is anything that requires your attention. Why? Well, you’ll most likely get dragged into something that could wait. Remember, if anything urgent happens, you’ll get a call immediately. Also, try to stay away from the internet, or just simply limit your computer usage. You look at a computer screen for long periods of time during working hours; your eyes could use a break.

When you take a real holiday from work, your team will follow your lead, which means everyone will be that much more refreshed when the workforce returns to the office.

Ways to keep employees productive during the holidays

We’re in the middle of the holiday season, which in addition to being dubbed the most wonderful time of the year; it should also be called the most disrupting time of the year. Between worrying about gifts, attending holiday parties, in-laws visits, and vacation plans, it’s safe to say that the workforce is pretty distracted.

The reality is that even though your workers are still at the office, many of them might unofficially have checked out and begun their holiday hiatus. However, business doesn’t stop just because it’s the holidays, and work still needs to be done.

So, how do you keep your team focused during the holiday season without being known as the office Scrooge? Here are some tips to keep in mind:

Be a Good Example

Make sure you are meeting your own performance expectations. Remember, when people see you working hard and meeting your own expectations, they are more likely to use you as a role model. In other words, don’t spend your working hours shopping for gifts online, no matter how tempting it is!

Set Goals

Look at your goal setting and planning processes to see where you can stress the importance of achieving goals. Be sure your employees understand the goals that must be achieved before the end of the year. If there is pressing work or deadlines, make sure you communicate the appropriate sense of urgency. If everything is urgent, people can’t prioritize. If nothing is urgent, deadlines are often not achieved. Involve employees in setting the team’s goals and objectives; this can lead to a desire to exceed expectations.

Acknowledge Accomplishments

We’ve talked about it before, but a key way to engage employees with the company is to acknowledge their hard work. Recognize and reward employees for their contribution to the success of your team. Frequently offer genuine compliments to others regarding their effective job performance. Compliment coworkers on their success. Don’t forget about rewarding small achievements. Make it a priority to say positive things every day.

Be Flexible

What are the norms and expectations around work hours? If people are expected to work 50-80 hours per week, this is likely to have a negative impact on morale and retention, especially during the holiday season. This is where you need to be realistic - while there is work to be done, you can’t overburden your employees. After all, it is crucial to maintain work/life balance for yourself and your team members throughout the entire year.

You need to face the facts that the holidays will somewhat impact workplace productivity, but as long as you are flexible and communicate to your team the priorities of the company, you will still have a productive December without acting like a Scrooge.

Ineffective leadership is costly

We have all had bad bosses at one time or another. You know, the leaders that make you dread coming into work and are a constant source of your complaints. While you probably were more concerned about how the leader impacted your day-to-day work life, poor leadership is extremely damaging to the entire workforce, and is also pretty costly.

According to a study by The Ken Blanchard Companies, the average organization is losing an amount equal to 7% of its annual sales because of poor leadership. That’s more than a million dollars per year for an organization with $15 million or more in annual sales. Think about it, ineffective leaders create a disengaged workforce, and employees that are not loyal to their job and the company will start looking for new job opportunities. This creates a snowball effect of sorts where companies have to spend time and money fulfilling the vacant roles, and training the new staff members.

Obviously, companies need to break the trend and solve poor leadership issues before it’s too late.

Each situation is different, but it is quite common to see workers promoted to a leadership or management role based on their past accomplishments, rather than leadership potential. As a result, many new leaders and managers lack the practical knowledge of what leadership entails, and struggle unnecessarily in their new role.

Examples of ineffective leaders include a nonexistent vision for the organization and its workers, poor communication skills, and a lack of focus and follow-through.

Now it’s hard to change bad habits overnight, but leaders need to know the areas that are weaknesses and work to improve them. This is where leadership training can prove invaluable. Whether it’s several months of formal training, a two-day management 101 boot camp, or as simple as a peer mentoring program, the most important thing is to realize how even a modest investment in leadership development can pay huge dividends.

Through these programs, leaders can focus efforts on a specific development plan, which may increase their level of success in their position.

Here are some leadership development tips to keep in mind:

•Do not oversell your ideas and contributions.

•Set intermediate goals for fulfilling promises and agreements and inform your coworkers of your progress.

•Build your reputation on actions, not promises.

•Repair perceptions of low dependability and trust by reviewing/discussing your goals and deliverables with your stakeholders. Make certain that your commitments are realistic. Identify and modify any goals that may have unrealistic timelines.

•Take responsibility for your actions. Inform others when you anticipate missing a deadline. Be open, offer solutions/options, and let others know what you have learned from this experience.

•When you make a mistake, admit it.

Why do you think some leaders are ineffective?

Without the security of anonymity, feedback would be bland

The 360 feedback process involves collecting perceptions about a person's behavior from those around them. The feedback comes from people who interact routinely with the individual receiving feedback such as the person’s manager, peers, and direct reports. The variety of perspectives provides an opportunity for insight and helps to identify the individual’s strengths and weaknesses.

One of the most valuable aspects of the tool is that the feedback is voiced anonymously. The truth is not always pretty, and most people will only give honest, candid responses as long as they know they won’t get identified. If a rater is scared of any possible retaliation, their feedback might turn out pretty flat and won’t be much help to the participant.

360 feedback is a sensitive process, and it is considered a best practice for a 360 vendor to maintain the anonymity and confidentiality of raters. Companies must stress to its employees that no matter how a rater answers the question, it will not threaten their job.

The anonymity of raters must be consistent throughout the entire process, even after the individual receives the feedback. Under no circumstances, should the individual try to decipher who was behind the comments. Let’s say you are the person being rated. You receive your feedback and are pretty surprised at some of the responses. Sure, it may be somewhat tempting to try and figure out who said what, but if you do this, you run the risk of harming the 360 process.

In addition, if you try and expose your raters, you may be perceived as being defensive, arrogant, or fearful of looking at your shortfalls. Shutting out the observations and perceptions of others limits your growth and development, and chances are pretty good that, over time, you have developed some blind spots.

Instead of focusing your attention on identifying raters, approach 360 feedback with an open mind. Remember that successful leaders are open to feedback about their actions, whether it is positive or negative. They respond to the feedback and use it to improve their performance, or change course when necessary.

Here are some development tips to keep in mind after you receive feedback:

Evaluate how you view people who disagree with you. Do you try to understand the basis for their views? Do you ask questions respectfully? Do you work toward mutual understanding, or simply try to convince them that you are right?

When you make a decision, get into the habit of considering the impact it will have on the people affected by it. Sometimes you may determine that a decision has a higher cost than it is worth, in terms of its impact on people. Other times, you may make the same decision, but you will know you need to reduce its negative impact.

Recognize that timing is important. Your message might be the right one, but it won’t be well received if it is delivered at the wrong time. Before delivering your message ask yourself: “How will others feel if I say that?”

As a leader, you have many opportunities to give people feedback. In addition to giving feedback, solicit feedback from your group members about how you can improve your own performance. Listen carefully to what was said, and thank people for taking the time to give you feedback.

Leadership always involves being sensitive to the needs of those who agree to be led. Respect your raters’ anonymity and make no effort to identify the individuals.

Leaders, give thanks to your staff

For most of us, this week is a short one due to the Thanksgiving holiday. While many are grateful for a break, it is also a bit of pressure to get everything completed before the holiday weekend.

As a leader, you are no doubt busy at all times, holiday season or not. But no matter the circumstances or amount of workload, you still need to take the time to give recognition to your staff.

Sure, it might seem somewhat trite to show thanks on a holiday that celebrates, well, giving thanks. However, sometimes all it takes is a holiday to remind us that we should show appreciation to those around us every once in a while.

Employee recognition can be as simple as saying ‘thank you’ to your employees, as it really is one of the most important two words you will communicate to them. But why stop there? You should let your staff know they are appreciated year-round.

It is important for you to find new methods for making work rewarding and meaningful to your direct reports. These initiatives don’t have to be expensive or time consuming.

Here are some other ways to show gratitude to your staff. No need to thank us.

Without a doubt, the one free reward that would make all employees happy is flexible work schedules. Now your company may require certain working hours, but you can always give a little latitude in work schedules, and encourage staffers to take time for family or personal issues (such as a doctor’s appointment or going to the bank). As long as the employee does not abuse their hours, this will go a long way in building trust and creating an engaged workforce.

Catch team members doing something right, and as soon as possible make sure you give them positive feedback for the action you appreciate. If you have decent handwriting, send an employee a handwritten card expressing your admiration for their hard work. But instead of giving it to them at the office, mail it to their home address. This will serve as a nice surprise, and shows you went the extra mile in demonstrating your appreciation.

Everyone enjoys food, especially free food, so make an effort to hold special recognition or celebration lunches to acknowledge team member accomplishments or successful completion of projects. Remember, it can be as simple as doughnuts in the morning, pizza for lunch, or a cake from a local bakery.

Keep in mind that people are motivated by different things, including: achievement, balance, autonomy, job security, power, and relationships. Know your employees well enough to understand what motivates them, and be willing to reward them accordingly. Remember that the rewards that motivate some team members could potentially demotivate others.

We hope everyone has a Happy Thanksgiving!

It’s not always what you say as a leader, but how you say it

One of the most essential skills for a leader is the ability to communicate professionally. It makes sense since leaders tend to spend most of their days talking along with giving numerous speeches and presentations. Leaders who understand how to communicate in motivating and inspiring ways are generally considered strong leaders.

Alright, so we all understand the power of the spoken word, but what about nonverbal messages such as one’s body language, gestures, tone of voice, or eye movements? According to several studies, we are constantly using nonverbal communications to correspond, even if we’re not speaking. Some even state that nonverbal actions are the most powerful form of communication.

If you’re surprised by that claim, let me ask you something - have you ever heard someone complain and say, “It wasn’t what they said, it’s the way they said it.”? The reason for that reaction is sometimes verbal messages get overshadowed by nonverbal cues.

Leaders must become masters of all forms of communication, no excuses. You don’t want to take a chance of customers, direct reports, and the public misunderstanding the messages you are trying to send.

Here are some nonverbal communication tips to remember:

Voice

We’re not talking about the words that are said, but rather the vocal characteristics one has, which can include tone, pitch, volume, etc. Your tone of voice is crucial; it can range from showing your enthusiasm to disinterest to annoyance. Your voice can change the meaning of words, for example, from genuine to sarcastic. Try to pay attention to how others respond to your tone of voice, and concentrate on your tone of voice when speaking.

Eyes

They say eyes are the mirrors of our souls. Whether that is true or not, eye contact is another important communication quality as it can specify interest and involvement. If you fail to look at your employees in the eyes, they might believe you are trying to hide something or have bad news to tell. On the other hand, too much eye contact is not only intimidating and uncomfortable, but just flat-out strange. Not sure of how to look at someone? Some experts recommend intervals of eye contact lasting up to 5 seconds. Go ahead, give it a try!

Facial Expressions

We all know smiling typically means you’re happy, while frowning shows your disappointment. However, if you are talking with an employee who just told you some good news, but your thoughts are elsewhere and causing you to frown, your employee is going to be pretty confused on how you feel about their news. Make sure you are truly listening when someone talks so you won’t be giving off the wrong facial expressions.

Body and Movement

You have to pay attention to how you move and carry yourself. In some cases, a person might say one thing, but their body language is saying something else. For instance, you may be slouching in a meeting just because you’re tired, but your direct reports view it as a sign of disinterest. Proper posture not only displays confidence but also trustworthiness.

To help you further develop your nonverbal skills, start observing the actions of others and how they act toward one another. It might give you some insight into how you present yourself to others.

Why being a perfectionist leader is a perfect mess

As you are aware, leaders are not only responsible for their job, but the work of their direct reports. So it should come as no surprise that most leaders expect top performance from their workers and don’t tolerate mediocrity in their workforce.

But what if your high expectations result in you acting as a perfectionist?

In theory, it would seem that exhibiting perfectionist qualities isn’t necessary a terrible thing. On one hand, it means you are dedicated to performing at the top of your game, and will work harder than anyone else to achieve results. But on the other hand, perfectionism has a negative side that can lead to destructive behaviors.

The definition of perfectionism is the idea that a state of completeness and flawlessness can and should be attained. Perfectionists believe that work or output that is anything less than perfect is unacceptable.

This is why many consider perfectionist bosses the hardest to work with because nothing is ever good enough for them. These kinds of bosses have unrealistic expectations and typically present micromanaging characteristics, which can impact the overall morale of the company. In addition, perfectionists can actually get sidetracked by trying to make everything perfect that they end up halting the progress of a project, and can cause the company to miss deadlines.

Perfectionism not only causes the individual plenty of stress and anxiety, but can make other lives miserable as well.

Here are top five signs of perfectionism according to an article in BBC News:

1.) You can't stop thinking about a mistake you made

2) You are intensely competitive and can't stand doing worse than others

3) You demand perfection from other people

4) You won't ask for help if asking can be perceived as a flaw or weakness

5) You are a fault-finder who must correct other people when they are wrong

One way to overcome these perfectionist tendencies is learning to let go and trusting your employees to get the job done.

However, if you’re unsure of how you are perceived (and if you act as a perfectionist), you could be working with blind spots. The more successful you are, the greater your risk of developing blind spots. One of the best ways to get a clear understanding of your strengths and weakness is gather 360 Feedback from those around you. Feedback can give you the opportunity to adjust your behavior and have a bit more balance in your life.

Let’s reflect for a moment, is perfection even possible? What do you think?

Keep an eye on the future

Have you paid attention to news about your industry lately? Or what about any new initiatives your competitors have launched?

Well, if you’re in a leadership role and automatically think finding those answers is not part of your job description, you’re wrong. Whether or not you are directly involved in marketing, you must stay current on the relevant market forces along with understanding your organization’s strategies for positioning itself among its competitors. In other words, you need to gain some market insight.

Some researchers claim that the highest performing companies are the ones that are able to identify and leverage market insight, which can serve as the foundation for the creation of new business.

Think about it, today’s business world is more competitive than ever, and companies are placing increasing demands on its leaders. In order to handle these demands, leaders must adapt and change quickly.

When you understand the local, national, and international context of your industry, you can use this knowledge to plan for the future needs of customers, employees, and investors. But you can’t just rely on your analysis alone; you need to put your direct observations to good use.

To be a leading competitor; your company must have a forward-thinking environment that encourages innovation. The most successful leaders are the ones that value original thinking and creative problem solving.

When you can show to your direct reports that you are open to new ideas and opportunities, it will create a domino effect of sorts, as it will encourage others to brainstorm and think creatively with you. As a result, your company can bring new concepts for products or services into the marketplace and improve your organization’s competitive position.

But first you need to gain some market insight. Here are a few tips on how to do it.

Keep current on industry trends by reading national and industry blogs.

Explore materials about business outside your industry - books, magazines, or seminars. See if you can make connections to your industry.

Actively review trade and business journals, annual reports, and marketing research on each of your competitors to stay abreast of their business.

Identify assumptions that underlie the current business model in your industry and figure out how the model would change – or is changing – should those assumptions change.

Read industry and technical publications looking for changes or trends that indicate new opportunities to meet customer needs.

What are other ways to develop market insight?

Is your company a scary place to work?

With Halloween just around the corner, many workplaces are in the Halloween “spirit” such as having bowls full of candy, and even holding costume contests. But what about after Halloween has come and gone, is your workplace letting off a scary vibe year-round?

For instance, do employees get howled at if they’ve done something wrong? Is your office dark and dingy, more or less like a dungeon of some sort? Are some employees checked out where they almost act dead, or numb toward their role and the company? Okay, catch my drift (and the Halloween references)?

It’s no secret that a happy workforce equals productive and engaged employees, and many times it all comes down to the company culture. Every company has a culture, and it is up to the leadership to set the tone. One important way to establish a positive workplace culture is to make sure your employees are motivated.
As a leader, you have many rewards available to you, and one way to motivate people is to give them incentives and rewards. Whether or not you can offer salary increases or promotions, you can offer appreciation and acknowledgment for the good work of others.

Sure, it is important to honor birthdays, employee anniversaries and to make sure there is accurate light in the office (to not give off a dungeon vibe). But another vital way to set an encouraging workplace culture is to empower your employees.

When you empower your employees, it means you are open to input and support initiative in others. Listening to and involving your direct reports in a discussion is a key skill in building commitment for organizational success. By encouraging others to participate, you elicit ideas for solving problems and find the best solutions. When your employees contribute they feel more ownership of the project or plan at hand.

Think about your leadership style in recent months, were you open to suggestions from your employees? If not, you may be perceived as not valuing suggestions, so you may not receive many. Or you may not listen respectfully to what others have to say.

When you don’t listen to suggestions, this cuts you off from good ideas for solving problems or charting a new direction for your team or organization. It also diminishes initiative from others. People possibly feel that their good work is not praised or rewarded, so morale may be lower than it could be.

We won’t leave this one a cliffhanger; here are some tips to remember:

Make it a goal to recognize the positive contributions of each person you work with at least once each week.

Two keys to motivating team members are to first understand what they find rewarding, and then to administer the desired rewards for behaviors that are aligned with team success.

Catch team members doing something right. Then make sure you give them positive feedback.

Hold special recognition or celebration lunches to acknowledge team member accomplishments or successful completion of projects.

Recognize that the higher up on the organizational ladder you are, the more important it is for you to ask others for their opinions and to just listen when they talk. Some people are reluctant to talk with those higher in the organization. With these people, it is important that you actively seek their ideas and contributions.

While it is fun to be scared during Halloween, it’s another thing to be scared of where you work. Remember that when your company culture is encouraging ideas and input, employees will be motivated and even thankful to come to work.

Hmm, maybe you should aim to have a Thanksgiving vibe, or better yet just make sure you empower your employees.

Take charge from the start

On our LinkedIn group page, we asked our followers what they would like to see us cover in this leadership blog. One follower stated this question, “What do people entering into a leadership role have to look out for?”

Interesting question, and we’re going to take the approach of how one should prepare for their internal leader transition, along with how to hit the ground running once their new position starts.

Going from manager to upper executive is obviously a big change. Generally speaking, a manager’s job is to organize and delegate, while a leader focuses on inspiring and motivating the workers.

So, if you received a promotion, you already have gained the trust and respect of your superiors. Now for the hard part – making sure your direct reports trust your decisions as a leader. After all, just because you gained a leadership role doesn’t guarantee people will consider you a leader. It is up to you to ensure people take you seriously as a leader, which means your transition to leadership begins as soon as you find out about your promotion, not day one of your new role.

According to Michael Watkins, author of The First 90 Days, the actions you take on your first three months in a new job will largely determine if you succeed or fail.

No pressure, right?

How you plan for your new role, and the tone you set on your first day will create your foundation as a leader.

Here are some points to remember:

Listen and learn

Gain familiarity with the core functions, systems, and processes of your organization. Determine how each function and core process adds value to the organization. Know who to call in each function when you need information. When making plans, be flexible, and be prepared to change your action plans if internal or external factors alter the company’s strategic direction. Focus attention on the areas where you’ll get the most leverage.

Establish effective communication

Recognize that timing is important. Your message might be the right one, but it won’t be well received if it is delivered at the wrong time. Before delivering your message ask yourself: “How will others feel if I say that?” Keep the adage, “Actions speak louder than words” in mind. Actions should always be consistent with what you say you believe.

Build new working relationships

Effective relationships are vital to the success of a leader. Proactively meeting with people and explaining your ideas and initiatives can help you bring people on board at the beginning, instead of trying to turn around the “freight train” of opinion once it’s moving. Identify, build, or create areas of common ground with others. This will reduce your need to fall back on position power in order to accomplish your goals.

Encourage new ideas

Leaders must generate ideas for change and recognize and use the good ideas generated by others. Leaders also stimulate others to think in innovative ways. Inspire others with your ideas and enthusiasm – let others know you will hear them out and will consider suggestions when you make a decision.

Cycling back to the LinkedIn question - what does one have to look out for in a new leadership role? Well, be prepared to deal with uncertainty and additional responsibility. This comes along with any new role but it is heighten in a leadership position. You’ll need to demonstrate your value, along with being aware that people will question your decisions.

No one said making the move from manager to leader would be easy, (and if they did, they are delusional), but with the right preparation and attitude it can be a smooth transition.

Pay attention to details without micromanaging

Oh, the life of a manager. You need to give your team space, but you have to make sure they are delivering the project on time and under budget, which means you should pay close attention to details. But what if being detail-oriented negatively affects your management style?



For example, say you make it a habit to immerse yourself in overseeing a project, and you resist delegating to others, because you want to control the fine points of a project.



Hate to break it to you, but that is micromanaging, and those kinds of managers are not the ones that engage their team. Micromanagers are overly involved in the details of projects and are too controlling of those who should be attending to the details. Think about it, if the boss is going to control every detail, why should the employees even bother with it?



In addition, paying too close attention to certain details can cause unnecessary second-guessing, along with potential redundant work.



On the flip side, if you’re scared of becoming a micromanager, and take a ‘hands-of’ approach to your team, you might get blindsided by missed deadlines, and be perceived as being too distant from the details.



This is where you need to understand the fine line between monitoring the details and telling people how to do each task.



Efficient managers monitor performance without being too controlling of the details of how the work is accomplished. Learn how to balance the control of details with worker expertise, clarity of work goals, and frequent performance-based feedback.



Here are some tips:

When you establish yearly goals with your employees, ask them the level of involvement they want from you. Ask what you can do to be most helpful. Then follow through with their request whenever possible.

When determining the amount of latitude to give to an employee, consider his or her experience and motivation. For example, give more latitude to a person who is highly skilled and motivated in a particular area. Conversely, individuals learning a new skill will likely benefit from closer guidance.

Let your staff go forward with their ideas unless you have a major problem with their plans. Keep in mind that learning from mistakes is one of the most effective and common ways for people to develop.

Learn the difference between holding people accountable and micromanaging. Focus on results, not on whether they are achieved in exactly the same way you would achieve them.

Don’t micromanage, even new people. Instead, train people, break work down into manageable steps that they can handle successfully, and establish checkpoints.

Now it’s your turn. How do you balance the fine line between paying attention to details and micromanaging?

Walk the talk – how to be a credible leader

“If you’re going to talk the talk, you’ve got to walk the walk.”



Do you think that is just a phrase that has nothing to do with leadership? Think again.



As I’m sure you are aware of, successful leadership consists of a complexity of different skills and behaviors. However, out of all the traits, credibility is widely considered the foundation of leadership.



Consider certain high-profile leaders who have exhibited questionable judgment, such as former BP chief executive Tony Hayward. When his credibility vanished, he was eventually forced to resign. And that’s just once example of a leader forced to quit after losing his or her credibility.



The truth is, once credibility is lost, it is difficult to restore.



A lapse in judgment here and there is understandable to a point. But when a leader constantly displays a lack of integrity, their ability to influence followers becomes diminished. No one wants to work for an unethical leader that displays destructive levels of narcissism. As a result, the workers will become disengaged and merely go through the motions at work or even quit their job.



Keep in mind, when a leader loses credibility it’s not always due to an intense public ordeal like the BP oil disaster. Sometimes leaders do find themselves in a tough spot, where they over-promised and now have to deal with the consequences.



This is why we can’t stress enough how essential it is for leaders to have effective communication skills because it goes a long way in gaining your direct reports’ trust.



When it comes down to it, competence and achieving the respect of others are lasting sources of power that enhances your credibility. Effective leaders rely primarily on these abilities to get things done.



As a leader, you can’t take a chance of losing credibility. So, it is important to reflect and ask yourself these questions: Do you frequently miss deadlines? Do you overpromise and under-deliver? Have you missed opportunities to be a role model for others? If any of these are true for you, notice the areas that are weaknesses and work to improve them.



If you have concerns about your own credibility, you need to identify ways to improve your up-front skills and work relationships. Focusing your efforts on a specific development plan and informing others about your progress may increase your effectiveness.



Here some tips to get you a head start:

Stay up-to-date on “best in class” practices. Benchmark against companies that are leaders in your industry. Look at firms that are leading in areas in which your company is trying to improve.

Gain familiarity with the core functions, systems, and processes of your organization. Determine how each function and core process adds value to the organization. Know who to call in each function when you need information.

Read articles and books to help you improve, and take any available workshops or courses in your targeted areas. · Adjust your leadership style to meet the needs of different individuals and teams.

Work through conflicts to create win/win results. Your credibility increases when you openly address and resolve conflict.

Credible leaders live by their word. So, strive to tell the truth and always clearly state the facts to your employees. In other words, learn how to walk the talk.




Why do you think credibility is an important leadership quality?

Netflix: a leadership lesson in humility

By now, I’m sure you have heard about Netflix splitting into two different brands, one for online streaming, and the other for DVDs.



Whether you are outraged or indifferent to this announcement, Netflix CEO Reed Hastings gave us plenty to talk about.



Fully aware of the negative reactions to his company’s changes, Reed wrote a letter where he took full responsibility for the disengagement of its customers.

"I messed up. I owe everyone an explanation,” he wrote.



He went on to give his reasoning behind the changes, and he blamed the company’s mistakes on his own arrogance. He also stated he understood that the public feels Netflix, as a whole, disrespected its loyal

customer base.



While it’s a surprising and gutsy move when a leader acknowledges mistakes and offers a public apology, some have dismissed Reed’s apology as too little, too late.



Regardless of your opinion on Netflix and Reed, this situation does show a lesson in humility.



While humility is not always considered a vital leadership trait, it should be.

As we have covered before, some leaders suffer from an overabundance of ego, pride, and arrogance. However, it’s not a secret that followers are more receptive to a leader who is dependable and full of integrity. Among their many characteristics, humble leaders treat everyone with respect, regardless of position, and are transparent with what’s going on in the company, good or bad.

As Reed has learned, small deviations from complete honesty and integrity are often magnified and remembered for a long time. While his letter is a step in the right direction, he will have to make sure he holds true to his words.

Hopefully, you won’t find yourself in a public relations nightmare like Netflix, but you are bound to make mistake sometime in your leadership career. Here are some development tips to keep in mind:

Do not promise or commit (including to deadlines) unless you will honor the commitment. Consistently follow through on commitments.

Make sure your message is consistent. Avoid saying different things to different audiences.

Don’t promise confidentiality if you aren’t certain you can or should keep the information private.

Involve your team members in the goal-setting process. Discussion and information exchange encourage understanding and commitment.

If you have lost trust and do not know what you did, ask. Listen carefully to what is said, without arguing or trying to defend yourself. After you fully understand what you did that came across in a way you did not intend, you can begin to develop a strategy to make it right.

Reflect on your successes and failures, and think about how you would manage your failures if they happened today.

Going forward, Reed should keep the adage, “Actions speak louder than words” in mind. Actions should always be consistent with what you say you believe.



What do you think about Reed and his letter of apology?

Stressed out leaders

All leaders have at least one thing in common: stress.



Brutal schedules, increasing demands, and unrelenting competition all contribute to a stressed out crop of leaders.



In fact, leadership author Henry L. Thompson argues that stress is often the real culprit behind leadership failure. In his book, The Stress Effect, he stated when leaders’ stress levels become elevated – whether in the boardroom or on the front line of the manufacturing process – their ability to make smart decisions is severely impaired.



So, apparently stress is a very real feeling that could become toxic to your career.


When someone is stressed they don’t treat themselves or others very well, they have a quick temper at work or home and become impatient at the smallest details.
And if a leader is stressed out, guess what? It can infect the entire company. No matter how hard a leader tries to hide his or her own emotions, employees will pick up on their boss’ behavior. Leaders do set an example for the workplace, so your attitude and stress levels are actually contagious to your employees. Yep, that’s just another thing to stress out about.

Maybe leaders are so used to being stressed out that they believe it’s a normal condition. To be fair, there are those that say some level of stress is actually a good thing, and it does serve a purpose. But an overabundance of stress is a different story.

Overstressed leaders will get overwhelmed in crisis situations and fail to identify the core issues of the problem. Emotional or unmeasured reactions may actually provoke additional problems, along with sending the message to direct reports that conflicts should be avoided or denied.

An inability to cope with stress will not only cause personal unhappiness, it can also make you ineffective as a leader. While it’s pretty difficult to completely eliminate stress from your life, you can take action to minimize stress. Many times, stress is not only self-induced but is unnecessary.


Here are some tips to keep in mind:

• Instead of getting frustrated when things don’t go as planned, expect change, ambiguity, and frustration at least part of the time. This is normal. Develop your sense of humor; learn not to take yourself too seriously.




• Acknowledge that you are not really in control, as much as you would like to be, and you do not need to be in control of all situations. Consider a past change that you effectively managed and identify steps you took in that situation that you can try here. Realize that maintaining control in an environment of rapid change is different from maintaining control in a static situation.




• Try these stress reducing techniques: learn and apply deep breathing when you are stressed; take a break to listen to relaxing music on your iPod or on Spotify; go for a walk outside; exercise regularly; eat regular meals.




• You need to be able to persevere during the hard times if you are convinced you are on the right course. Before you make a big change: consult with other managers about the decision and analyze what impact the change will have on the organization (both positive and negative).




• Think positively. Instead of telling yourself a task is impossible, tell yourself that you have reached a momentary impasse and that a solution does exist and will eventually come to you.

What tips do you have to help reduce stress?

Want to be a leader? Start acting like one.

Many employees aspire to one-day take on a leadership role. However, just because an employee wants to become a leader, it doesn’t mean that employee will automatically get promoted.



Sure, you’ve held your role at the company for quite some time and are itching to make a jump to a higher position. But before you try to make that jump, take a step back to evaluate if you are currently performing to the best of your ability. To be considered for a leadership role, you have to be extremely proficient in your current position.



Think about your problem solving skills in a team environment. Do you help your team resolve problems, or do you find yourself holding back? And if you do hold back, is it because you are afraid that if you help others, they might get ahead of you in the company?



Well, if you operate with that kind of attitude toward your team, you most likely will not become a leader.

Remember, leading others is primarily about the relationships with followers.



Aspiring leaders must demonstrate job-skill competency and establish positive relationships with other workers. In addition, they need to show they are a resourceful worker who adopts a ‘can do’ type of attitude, and works with the team toward a common goal.



Instead of viewing your co-workers as competition, focus on collaborating with your co-workers and pay attention to what they need. Learn to be open to their new ideas and promote the ideas if you feel it is worthwhile. When you lend a hand to solve problems and make valuable contributions to the team, these actions will actually help to identify you as a potential leader.



Here are some other ways to become more resourceful:



· Take a course, or attend a professional conference, to expand your technical skills. Make sure you learn and understand the basics of your trade and industry.



· Let yourself be known as an expert in certain areas and continually communicate your availability as a resource.



· Examine how you give advice when others come to you for help. Take care not to act “superior” because you know the answer.



· Identify the people in your organization who are notably creative and innovative. Spend time with them and observe how they approach problem solving by “turning problems upside down,” and “thinking out of the box.”



· Develop your communication skills to gain trust from those around you. Efficient leaders communicate well both in writing and verbally, along with demonstrating excellent listening skills.



As we mentioned earlier, if you want to be a leader, you better start acting like one.



What advice do you have for aspiring leaders and managers?

Are you an unapproachable boss?

One of the big perks of being the boss is having your own personal office. Your office gives you the power of privacy and you can shut the door at anytime to avoid interruptions.

Makes life nice, right? Well, maybe not. Just because you have a door to your office doesn’t mean you need to adopt a closed-door policy - both literally and figuratively.

Think about your relationship with your staffers. Have you ever notice them to get quiet or have looks of intimidation (or even fear) when you walk by?

You might be giving off a ‘do not disturb’ vibe without even realizing it. After all, this behavior is easy to see from the outside, but many people struggle to recognize this element in themselves. Most people realize they have flaws, but all of us like to believe we are approachable people, but that is just not always the case.

In fact, only about 12 percent of employees believe their employers genuinely listen to and care about them, according to the marketing research firm, Martiz Research.

When employees feel their manager is unapproachable it can soon result in other issues such as employee resentment and an unhealthy office culture. In addition, you might be seen as difficult to read and hard to trust.

Part of your duty as a manager is to identify areas where you need to improve. Even if you believe you are a friendly person to most, think about what it is that others could find unapproachable about you. Maybe you only spend time with those in your small circle at work, and others could find that group closed in a way they find unfriendly or excluding.

Or perhaps you are so focused on your own tasks that you don’t even notice other people around you. As long as they are getting their job done, you may feel you don’t have to interact with them much. But this thought process could result in negative employee relations.

You should strive to become a more approachable leader. Approachability is about being accessible and helpful, along with showing a genuine interest for your work colleagues.

Here are some tips to remember:

Make a point to talk with your peers one-on-one in an informal way. Get to know them as individuals, and you will likely find something besides work that you have in common. This will likely smooth out your working relationships.

Extend common courtesies to others; for example, greet people in the morning, say,’ hello’ in the halls, and say, ‘thank you’ when someone does something on your behalf.

Look for opportunities to ask the question, ‘How can I help you?’

Schedule or participate in more frequent one-on-one meetings. Use these opportunities to build relationships and let others get to know you and the skills you have to offer.

Make sure you are not manipulating people or creating a climate of mistrust around you. In particular, don’t use information unfairly to gain advantage.

Show interest in other people by asking questions about him or her, rather than talking exclusively about yourself or solely about work issues.

I know you like having that office to yourself, but try to have more of an open-door policy. You might be surprised on how that simple act can make a huge difference with your employees.

Managers, get your team to play together

Many of us at TBC are ready for some football, and with both the NFL and college football seasons just around the corner we are pretty excited.

Since we’re in a football state of mind, let’s talk about teamwork.

Football is a great display of how teamwork can be effective and produce measurable results. Without teamwork, the players will typically lose the game. If the team works as one cohesive unit, it will result in a victory more often than not.

In the business environment, many managers strive to make teamwork a core value in the organization’s culture because the success of projects often depends upon how well a unit works together.

Still, whether it is a professional sports team or a small group at the office, just because individuals happen to be on the same team does not mean they play well together.

When people come from all over the country and have various backgrounds and beliefs, there are going to be conflicts, and some people will just not like one another.

In this case, we are discussing minor annoyances and disagreements among team members at work. If there is more serious activity taking place such as discrimination or sexual harassment, you, upper management, and HR will need to take action.

Anyway, it would be nice if your team at work could just get along and work in perfect harmony, but if you think that is always guaranteed to happen – you might be a bit delusional.

Take, for instance, the classic scene in Remember the Titans where Denzel Washington, head coach of the high school football team, says to his team, “I don’t care if you like each other or not, but you will respect each other.”

That quote is very true. Respect among team members is a key component in how the team works together. And your job as manager is to ensure that your team actually sees themselves as just that – a team.

There may be several issues that are already integrated into the group, but with consistent action and sound leadership, you’ll help improve the team’s dynamic.

A good question to consider as a manager: does your group have a defined purpose, goals, and vision? If the answer is no, you need to make a change to get your team to produce better results.

One way to move your team in the right direction is to schedule weekly or biweekly one-hour team building sessions. These sessions can serve as the perfect time to set measurable goals and to make sure these goals are set in harmony with one another and are mutually supportive.

During these sessions, you need to push communication among team members. When communication is encouraged, the sessions can help team members share information and expertise, along with resolving differences, holding each other accountable for their deliverables, and recognizing and rewarding each other for a job well done.

Look for ways to empower the team to contribute at higher levels through providing special assignments, constructive feedback, and targeted development opportunities. Encourage cooperation, rather than competition, between team members.

All of those initiatives will help inspire a culture of respect. Once respect is established, the team will work that much better together, and start producing improved results.

If competitive football players can learn to respect one another, your team at work can as well.

What advice do you have for teams to play well together?

Why a simple ‘thank you’ goes a long way in employee engagement

There are countless articles dedicated to employee engagement and for good reason. Most of the time, disengaged employees are either looking for another job opportunity and/or have mentally quit their current job.



And while some of the employee engagement jargon may not immediately draw your attention, the idea that some of your employees may be looking to jump ship should be a concern.



About half of U.S. employees are actively eyeing the exits, or have a less than favorable opinion of their employers, according to Mercer, an outplacement and consulting firm.



While there is no quick fix to getting those disconnected employees completely engaged with the company, there is a simple way to start the path toward it. As the manager, you need to recognize the good performance of your direct reports.



I know, it seems like such an easy concept - employees will be more engaged with their company if they receive some recognition.



Let’s compare this to whenever your wife or husband spends a significant amount of time preparing dinner for you and the family. You are tired from a long day of work and are really just happy to eat anything, so it doesn’t even cross your mind to say thank you or help with the dishes. Well, I’m sure you know that behavior never goes over well and it could result in an argument. However, if you showed gratitude toward your spouse for making the meal, they will feel appreciated and you will have a much happier household.



It really isn’t that much different when it comes to recognizing the hard work of your employees.



Everyone wants to feel respected. No one wants to work day-in and day-out and never hear appreciation for their work. After a while they may even wonder if anyone would notice if they left the company.



Providing recognition and rewards to individuals who contribute to the successful efforts of the work group is an important managerial skill that re-energizes the group and increases motivation. Effective managers are generous with praise and celebrate individual and group successes.



If it’s been a while since you’ve given praise to your employees, you may be perceived as being stingy with praise or unable to celebrate individual or group successes. This will usually have a negative impact on the levels of general morale and commitment in the work group.



Here are some development tips to keep in mind:

• Regularly thank your team members for their input and contributions to the work.


• When recognizing team members, make the recognition appropriate to the person. Not all team members appreciate public recognition.


• Expand your field of recognition to include quiet, low-visibility, or geographically distant contributors.


• Thank people privately, as well as publicly, for jobs well done. A special handwritten note will be greatly appreciated.


• Frequently offer genuine compliments to others regarding their effective job performance.


• Compliment coworkers on their success. Don’t forget about rewarding small achievements. Set a daily goal to say positive things.

Saying ‘thank you’ to your employees may not change their lives, but it could make them feel better about their role at the company, and that is the first step toward employee engagement.