Traditionally, career pathing is an opportunity to identify and create new roles as your organization grows. It’s also a way to incentivize employees and reward high performance. The dynamics change significantly in a crisis scenario. You may have a hiring freeze in place. Without the ability to bring on new employees, you don’t have the…
Your culture is not defined just by those at the top. Every person in an organization has the ability to impact the culture. That’s why it’s important to support culture leaders at every level. Sometimes, even those with the least amount of formal authority can play the biggest role in culture. Give employees an opportunity…
Managing your employees and providing feedback is important, but coaching them on how to get there is vital to their success. Schedule a recurring meeting to have open discussion about their personal and professional development. Remember, your responsibility isn’t to directly set a goal for them. Instead, ask clarifying questions and discuss paths they can…
Much like feedback, holding someone accountable to something means there needs to be a clear goal or expectation set. Even CEOs struggle with holding people accountable. So, how do we get better? Consider yourself. Are you holding yourself accountable? If the answer is no, then you’re not setting the right example for your employees. Demonstrate that…
Now that your employees have something to work towards, it’s critical they’re able to assess how they’re doing through feedback. Providing feedback is something many struggle with, but there are principles you can follow to make giving feedback easier: This way the employee understands exactly what they did right or wrong and how the company…
Giving people something to work towards will inspire them to grow. Progressing toward a goal is a strong motivator and opportunities to grow professionally is a top driver for employee engagement. This is why creating career paths for your employees has a direct impact on your business results. Clear career paths can help you motivate employees in…
Each person has their own preferences and drives. Without self-awareness and an awareness of others, a team will never be able to maximize their efforts. Looking at relationships between two people can be a helpful tool for other awareness. Using it, you can look at how to work best with others on the team, or…
As how we work changes, team flexibility becomes paramount. Roles can change from project to project, so it’s important for each member to be able to adapt where needed. As a manager, you should always set clear expectations and goals for the team, but you can use the behavioral drives to determine if you should…
Like many things in life, it takes time and practice to improve self-awareness. Having the drive to always improve and grow will lead you in the right direction. The fact that you’re participating right now is a great sign! Keep going; great leaders area always looking for ways to improve. At your next 1:1, ask…
We’ve talked about how awareness impacts your actions. What about your expression? Whether you’re in a 1:1 or team meeting, how you communicate impacts the effectiveness of the message. And this isn’t just about verbal communication. Non-verbal cues are important as well. Ask the following questions on the right to see how self-aware you really…
Why does knowing yourself matter when it comes to leading others? Whether it’s delegation, feedback, or communication in general, how you operate impacts how your employees interact with you. But self-awareness alone won’t improve your leadership skills; you have to put that awareness into action. This includes understanding how to manage employees who might not…
Great leaders are aware of their capabilities and caution areas, and they continuously develop themselves to maximize the former and minimize the latter. The first step is to understand how you naturally lead. That insight allows you to be conscientious about your employees and how to relate to and inspire them individually. One of the…