As a professional leadership development coach, I frequently work with individuals who have recently been promoted into management positions. They may have demonstrated great technical knowledge and skills, and as a “reward” for performing admirably in their job, they have been promoted into a managerial position. Unfortunately, the well-deserved promotion all too often comes without the appropriate leadership or management training. The results can be disastrous for the newly promoted manager as well as the team and ultimately the company.
People are more likely to be engaged in their work, creative and more focused when they believe that their manager or leaders appreciate their efforts. Content employees are also less likely to look elsewhere for that ‘feel good’ factor, resulting in reduced employee turnover and all the associated costs that go with recruiting and training new people. It’s fairly obvious to most of us that satisfied, valued employees are more productive employees, yet staff surveys consistently show low job satisfaction in the majority of work environments. This information isn’t new, we’ve been hearing it for years. The real question is if we know that the expression of appreciation is key to improving employee satisfaction and ultimately retention, why aren’t managers and leaders doing it?
Conflict in the workplace is inevitable, and it is not necessarily a bad thing. When managed effectively it can lead to personal and professional growth and often encourages creative and innovative thinking. Unfortunately, when conflict is not handled effectively, the results can be extremely damaging to both individuals and teams.
Don’t you wish you had a penny for every time someone says “I wish I had more time”. The truth is there are, and always will be, only 24 hours in a day and no amount of wishing will change that. However, what is within your control is how you use those 1440 minutes. If you find yourself facing the same problem, I will tell you what I tell my clients; There is no such thing as a work/life balance.
Well all know how important communication is as a part of effective leadership but how often do you stop and consider how effectively you communicate with others? We all like to think that we explain ourselves clearly and we listen attentively to others, but how much time do you actually spend honing those skills? Communication is the responsibility of both parties, but as the transmitter it is your job to convey your message with clarity and to check for understanding. Simply writing or saying something does not mean you have successfully communicated with someone!
One of the best ways to ensure your success, be it in business, health & fitness – or in life in general, is to set goals. Well defined, realistic and achievable goals help you to maintain a sense of purpose and motivation. Without clearly defined goals you may find yourself at the vagaries of wherever life takes you. Before you begin to set your personal goals, take a moment to consider what success looks like to you. Success means different things to each of us; make sure that what you are aiming for is what you really want to achieve.
We often hear it said that “people join companies and leave their bosses”. In my business as a leadership coach, I see it all the time. People start off a new role feeling motivated to do their very best and convinced they can succeed. Unfortunately, all it takes are some bad behaviours of those in charge to quickly stifle enthusiasm and leave us feeling confused and de-motivated.
Change is an ever-present part of any business, particularly in today’s difficult economic climate. Successful organisations must be alert to new opportunities and prepared to adapt swiftly. If change is so prevalent in today’s businesses, why do so many change programmes fail? Research by the UK Chartered Institute of Personnel Development (CIPD) suggests that less than 60% of re-organisations met their stated objectives. Getting change wrong can negatively impact your organisation, its people and its wider stakeholder community.
Leaders who micromanage can destroy the self-confidence of their people and the motivation within their teams’. It demonstrates a lack of trust in people and often involves requests for unnecessary reports and updates, thereby increasing the workload for already busy people.
No leader is perfect, not even you. We all have bad habits, some of which we may not be aware. One thing you can be sure of is that those who work with you will be aware of them, even if they aren’t comfortable telling you. If you’re not careful, these are the things that will prevent you from being the leader you want to be, or potentially derail your career.