Leaders who take on a higher role don’t always recognize that they need to show up differently and in a bigger way. It wasn’t something that I realized until a mentor gave me feedback. So what does it take to change who you are and become bigger in your role? This is the time for you to play to win, not play to lose. The first step is to be aware of how you show up currently. Ask for feedback…
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“What do you mean I need to be more visible?” That is what many leaders have heard from the managers and they are shocked. Why? They believe that they are doing a lot now and aren’t sure what it means to do even more. I thought the same until a mentor sat me down and told me it wasn’t enough. It definitely surprised me and I wasn’t prepared to hear that feedback. I wondered how I had missed the clues…
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Renee worked hard and loved to be the one who had all the answers. She prided herself on her subject matter expertise and it made her feel important that she had the information that others needed. As Renee discussed her career goals with her manager, he mentioned a new project he wanted to her to lead. He asked her if she had documented all the processes and procedures in her area so that there would be a good handoff should…
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Have you had someone give you difficult feedback? Receiving that type of message is hard and you may feel defensive. If you can, remember that this is just information that you are receiving and you don’t have to respond right away. Just say thank you for the feedback. Take the time to walk away, think about it and decide if what you heard is true for you. This feedback is a clue to the perception that others at work have of…
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I truly believe that you can learn something from everyone that you meet. They may share some lesson or a piece of advice with you during a conversation over coffee. Maybe there are just sharing some plans that they want to execute and you realize that is something that you could apply to a project that you have too. It is about being open to learning and improving yourself. Trying new things and measuring the success by whatever outcome you…
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Client Question: “How do you know that it is time to make a change on your team that may result in someone leaving the organization? It depends on the type of situation you are facing. If the person is doing something really blatant that warrants their termination, then it is easier. Get HR involved and talk to them about what occurred and move forward with a course of action. However, it is the other situations where they are doing just…
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Welcome to the Fantastic Leadership Resource Summary! This week’s summary includes: Motivating your team, differences between feedback and criticism, steps to better decision making, ways to stop sabotaging yourself, building a strong team is a good investment, what truths would you share with your younger self, focus on the essential things in your life, how do you spend your time, and are you a humble leader Articles/Ted Talks/Quotes: 5 Step Process to Making Sure Your Employees are…
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Are you honest when you are asked for feedback about a person or their service? This happened to me today when a sales manager called me about using a service that they had offered to me. Realistically, I will never probably see this person again and I could have just said no I am not interested in your service anymore. But I thought about it and gave him the honest feedback about why I am saying no. What if…
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If your company follows a traditional calendar then you and your team are probably preparing for performance review time. For those maybe not familiar with that term, it is the time of year where management will give a formal review of their employee’s performance. Theoretically, if the leader is giving feedback throughout the year, then this should not come as a surprise to the person receiving the review. Unfortunately, many leaders are not doing this on a consistent basis. There…
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As I read the article, The Leaders Imprint by Scott Mabry, it struck me how much every decision and action we take as a leader can leave in Scott’s words, an “Imprint” on others who work for us. Being critical of our team members on a regular basis has a lasting impact on them. As I mentioned in yesterday’s post, people don’t leave organizations, they leave managers. Being too critical causes people to doubt themselves, shut down, become disengaged or…
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