ReportWire

Tag: Thought Leaders

  • 3 Simple Reasons to Add Technology to Your Non-Tech Business

    3 Simple Reasons to Add Technology to Your Non-Tech Business

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    You are a business owner but aren’t in the tech industry, so why would you need to focus heavily on adapting technology in your daily workflow? Some people may say you don’t need to. However, I’m here to put a bug in your head and prove how technology is critical to any business across any vertical. And that includes you!

    We know technology can be intimidating. It also can be complex, and there are seemingly endless options. So, is it worth the cost, integration headaches and question if you are picking the right ones? Yes! Here are my top three reasons to focus on technology, and I’ll explain how to integrate it into your business:

    1. Not applying technology means you could face a technology deficit

    Let’s face it, not having a line item in your books for technology and software subscriptions means your company will hit a point where you can’t grow any further. Whether your marketing team will be missing major data points for essential customer acquisition or your efficiencies will eventually put you behind, your competition could pass you by (we’ll get to this one more in the next point). No matter the roadblock you will hit, the point is your growth will have to slow down or halt. You don’t want to wait until that point to use technology once the train has left the station without you!

    Related: 5 Types of Technology All Entrepreneurs Need Access to in the Digital Age

    2. Results are everything

    No matter your business or vertical, your most valuable resource is your team. How can you empower your team to work smarter, not harder, and ultimately produce the best results? The answer is with the right technology! Even if your staff has been set in their ways and doesn’t want to learn a new program, you must pick the right operational systems and offer proper training. A minor setback in the learning curve will mean a huge uptick in productivity.

    I once ran into a mid-sized company that was technologically behind due to not prioritizing this aspect of its business. This inadequacy caused marketing and sales to lag compared to its competitors. I likened their technological powers and abilities to taking a knife to a gunfight.

    If a company can increase its operational automation in the marketing space, that would allow it to understand its target customer and truly understand how to sell to its market in an efficient and results-driven way.

    A data warehouse and congruent CRM would allow this business to properly segment and hit goals for its best marketing demographic more accurately. Identifying, understanding and addressing low-hanging fruit, such as abandoned shopping cart funnels, is crucial.

    When you are focused on results, technology almost always needs to be integrated to increase efficiencies and drive sales in the long run. And it’s always easier and cheaper to integrate the right technology early to ensure your team is trained and using it along the way!

    Related: How Technology Is Shortening the Road to Fame

    3. You’re increasing your footprint of liabilities without the right technology

    I’ve seen every range of technology integration, from the tech-savvy millennial CEO who relies on data and analytics for every business decision to the companies that don’t integrate it at all and still use a pen and paper within every significant department. However, if you are closer to the latter, you are potentially putting your team at a huge safety risk. If you have only minimal or wrong technology, you could be putting your customers, reputation and finances at risk too!

    I’ve even seen clients using only a single source for major bookkeeping and documentation, like Excel. One wrong move or fat-fingered mistake can change your calculations completely. Or worse, delete everything! If that isn’t risky, I don’t know what is.

    Technology can feel overwhelming, which is often why we hear people stay away from adding it to their daily workflow. However, there are simple ways to make that change. Start with finding a company to give you a technical audit — which is often cheaper than you might expect. Take their advice and then apply it in chunks.

    You may not need to go from 0 to 100 in the first week. You can slowly add, integrate and manage critical technology into various departments as you feel comfortable. And as I mentioned earlier, a key to tech success is training! Empower your team to take the tech leap with you and work on this together. Everyone can learn a new trick, and it could even be fun! Finally, ensure that you have a base infrastructure to make the ideal environment for success. This includes having the basic technology hardware and compatible systems in place.

    Take this article as your sign to take the first step and better your business with tech!

    [ad_2]

    Craig Ceccanti

    Source link

  • How to Lead With Resilience, Empathy and Vision in Tough Times

    How to Lead With Resilience, Empathy and Vision in Tough Times

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    People are struggling right now. With inflation rates hitting a 40-year high, nearly half of Americans are finding it hard to make ends meet. Many are still adjusting after Covid-19 up-ended life as we knew it, and the world seems to become more embroiled in social and geopolitical unrest every day.

    We live in uncertain times with an even more uncertain future, and employees and leaders alike may feel their legs wobble underneath the weight of it all.

    Times of change and uncertainty fundamentally blur our vision of the future, and it can be hard to see even a few feet in front of us. In such times, it is on leaders to rise above the challenges of our current context, cut through the cacophony of the outside world and inspire their teams to work toward the mission at hand.

    Related: The 3 Cs of Executive Leadership in Uncertain Times

    Avoid leadership traps

    Leadership on a good day, during a good year, is challenging enough. The context we are living in right now makes it even harder for leaders to realize their vision and empower their people. An employee might unexpectedly leave due to challenges in their home life, and you’ll be left scrambling to find a replacement. A key customer might stop using your service due to budgetary cuts, or you might have a quarter of poor earnings and see your stock tank.

    When faced with instability, it is easy for leaders to lead from a place of fear rather than faith. Psychoanalyst Dr. Karen Horney described three coping strategies many turn to in times of stress and pressure: moving toward others, moving away from others and moving against others.

    The leader who moves toward people may become extra compliant and seek constant validation and assurance from others. If the leader moves away from people, they will become passive, avoiding conflict and hiding from social interaction. The leader who moves against people resorts to hostility. They become controlling and easily triggered by anger, creating an unsafe workplace.

    These coping mechanisms could cause people to lose faith in their leader, disengage from the workplace or seek new employment altogether. Leaders must be vigilant in taking care of their own mental, physical and spiritual health to avoid these pitfalls and turning a challenging time into a catastrophic one.

    Related: This Ancient Philosophy Is the Key to Leading Through Turbulent Times

    Work with the new normal, not against it

    Once leaders ensure they are fit to do so, it is time to turn to the needs of their employees. What we see as leaders is only a fraction of the day-to-day picture. Much of the work done in an organization is not tangible, and with hybrid work, 80% of your team may be dispersed, working virtually in five different time zones. Within this context, how do we create a workplace that meets employee needs and enables them to stay focused, engaged and aligned?

    It starts by assessing what our employees genuinely want and feel is missing from our organization. Some might seek more interpersonal connections, while others may need more robust child-care support. Half of your staff may crave a return to in-person work, while others may thrive in the quiet of their home. Many are likely struggling to stay emotionally grounded and trying to find more meaning in their day-to-day.

    To address employees’ many conflicting needs, leaders need to work within the new workplace context rather than against it. Create an office community where employees feel safe, cared for and supported, whether that means providing meeting-free Fridays or creating spaces for in-person meet-ups. Do not try to return everything to the “normal” of before — embrace what’s next and build a culture that enables employees to thrive even amidst such times of change and pain.

    Related: 4 Things to Consider When Managing a Business During Down Times

    You don’t have to reinvent the wheel

    That said, though we need to account for the “new normal,” this does not mean we must entirely re-invent core leadership tactics. Many qualities of great leaders that have long been touted are still relevant and can be applied to the new contexts we are working within.

    If you, like me, need a refresher after the whirlwind of the last few years, here are the five core leadership skills that can help you cut through the noise and optimize your leadership impact:

    1. Communicate your vision and persuade employees to commit to it themselves.
    2. Inspire action — encourage your followers to do what may have previously seemed impossible.
    3. Think strategically, adapting with agility and confidence as environments change.
    4. Practice emotional intelligence and work to understand your emotions and those of the people around you.
    5. Master people management — we have no business without our people.

    It can be easy to lose sight of the tactics that have long served us well when our world has been upended as thoroughly as it has over the last few years. But the fundamentals of leadership are fundamental for a reason. By returning to basics and re-committing ourselves to their application, we can shore up our reserves and guide our employees with strength and grace through the hardship ahead.

    Related: 10 Positive Leadership Books to Motivate and Inspire You During Difficult Times

    Driving through the rain

    At its core, leadership is the act of realizing a clear and compelling vision through others. But what happens when that vision is muddied by external factors — when we’re distracted by the baby crying in the back seat or are forced to take a long and winding detour due to ongoing construction?

    There is no telling when the unrest of the last few years will settle, and with a possible recession looming, it seems we are still years away from breaking out of the woods and into the sunny pasture. Leaders must learn to be resilient through times of change and pain and, in turn, inspire resilience in those that work for them. Do not be afraid to steer your team through the rain — if you look out for potholes, listen to the needs of your passengers and remember all the tips from that permit test you took all those years ago, you will have a smoother journey ahead.

    [ad_2]

    Jonathan Kirschner

    Source link

  • Today’s Multigenerational Workforce Needs This Kind of Leader

    Today’s Multigenerational Workforce Needs This Kind of Leader

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    The workplace continues to evolve into a more collaborative, ethical and trustworthy place for employees. Leaders must become equally diligent in earning respect from colleagues. Many workplace leaders feel that they intrinsically are owed respect from employees simply because of their position of authority. However, this thought process has led to serious problems within the workplace.

    The new generation of workers expects a culture where they are respected, nurtured and given an opportunity to grow. When this expectation is not met, turnover numbers skyrocket, and the company experiences a severe drop in productivity.

    Natural leaders want to be liked by their employees. Some leaders who take that approach face confusion and pushback about their process. Yet, these leaders enjoy a much higher retention rate than leaders who don’t share the same care and consideration for their employees. Leaders can easily earn their respect by caring for employees and their families. Consider a few ways you can earn the respect of your employees.

    Related: How to Lead a Multi-Generational Workforce in the New Normal

    Lead by example

    The best executives lead their employees by example. This includes how hard you work, the effort you put into your job how you contribute to the team overall. While you may need to step up and lead your team in a more direct way when the project calls for it, most of the time, you should lead from within the team, working alongside them.

    Additionally, giving the respect that your workers deserve is an excellent way to lead by example. Fairly treating your workers shows how much you value them. Listening to any issues or challenges they face and addressing them are also great ways to showcase your respect for them. When you treat your team well, they will, in turn, respect you.

    Make consistency a priority

    Respected leaders understand the importance of consistency. Don’t change your leadership style from day to day. Set up reasonable expectations for your employees. They should know how you handle issues and what to expect once one pops up. Build trust through consistency.

    Own up to your mistakes

    When you make a mistake, admit to it. The best leaders own their humanness and aren’t afraid to admit it to their employees. When you own up to your mistakes and do what you can to fix them, your employees will respect you for it.

    Related: 3 Ways Owning Your Mistakes Will Make You Powerful

    Seek opinions from employees & stick to your decisions

    The best leaders must find the balance between being pushovers whom their employees don’t respect and being respectful of their employees’ opinions. Your openness to your employee’s opinions shows that you’re willing to put the best ideas first, regardless of who came up with them. Be firm yet flexible, and your employees will respect you more.

    Honor your team

    Find out how your employees like to be recognized and then reward them. A reward is a powerful way to display your respect for your team, and finding out how they prefer to be rewarded deepens their respect for you.

    Listen to feedback

    Employees are naturally suspicious about offering feedback on your leadership style, which is why it’s up to you to seek and listen to feedback. Employee feedback should be scheduled, ask direct questions, and address concerns thoughtfully. This process builds respect between you and your team.

    Avoid micromanagement

    It’s important to delegate tasks and trust your employees to complete them. The key to gaining respect from your employees is to trust them. Of course, be sure to build confidence by letting your team know you’re available if they need support but avoid standing over their shoulder the entire time.

    Related: Micromanagement Is Murder: So Stop Killing Your Employees

    Build relationships

    Don’t just tell your employees that you’re there for them. Show them. When an issue arises, you should shoulder the blame for the problem instead of placing the blame on your employees. Simultaneously, if you receive praise for a project, share that with your team. A reciprocal back and forth helps you build relationships with your employees. You can strengthen this relationship by asking them about their interests, hobbies, and life outside of work. Expressing personal interests helps build trust to show they are valuable to you.

    Invest in benefits for your team

    Employers are uniquely positioned to make a difference in the lives of their employees by providing high-quality benefits. Do your research, look for the most in-demand benefits available for your team, and then invest in them.

    Encourage your employees

    Launching a new career or starting a new job can be stressful. Providing constructive feedback and encouragement to your team helps them gain confidence and ensures they know how to complete their job duties. Additionally, being transparent about what employees can expect at your company improves their experience with your company.

    Avoid creating teacher’s pets

    Playing favorites at the office is a dangerous game. Instead, show your employees the same level of support, including how you give out assignments and perks. Once employees see that you don’t play favorites and that your office is a level playing field, they’ll develop even more trust in you.

    Related: 6 Ways Entrepreneurs Can Be Better Teachers

    Minimize stress

    Reduce the stress your team members feel in a couple of ways. First, find ways to create a more peaceful work environment by extending deadlines or providing extra support for them when possible. Second, you can invest in mental health counseling to ensure your employees have the resources to reduce stress.

    Build leadership skills for a new generation

    You don’t have to agree with every opinion in this article, but you should consider how your leadership role fits within the expectations held by the new generation of workers. Simply working on your listening and communication skills will have a powerful effect on your team. Put your employees at the center of your business, and watch it thrive.

    Even minor adjustments will make your business a more attractive place to work, reducing turnover ratios in the process. Keep your business moving in the right direction by becoming the leader your employees deserve.

    [ad_2]

    Larry Jones

    Source link

  • How to Create a Work Environment That Supports Grief and Loss

    How to Create a Work Environment That Supports Grief and Loss

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    Many people lost a loved one in the past two years due to Covid-19. Employees, communities, companies, organizations and institutions faced severe losses in the workforce and will never be the same as we were before 2020.

    Despite this, many employers want the workplace to return to a certain degree of normalcy. While this may seem like a consciousness-based decision, the pandemic exposed apparent social issues and gaps organizations can no longer ignore if they want to adopt a more wellness-based enterprise and culture.

    The workplace will never ultimately return to “normal,” because the global pandemic left a scar on the lives of the bereaved and their mental health. Before, grieving was situational; but in light of the pandemic, many people experienced tremendous loss — almost everyone was grieving, especially employees. The most important stakeholders are your employees, and their well-being is the most valuable asset to any organization. They are instrumental to incremental growth and development.

    Grieving wasn’t always appropriately addressed by the workforce. Employers need to embrace this change, recognize when someone is grieving and make them feel comfortable about being transparent and vulnerable. The workplace has a duty to be mindful of employee and worker wellness.

    Related: ‘Corporate America Is Killing Us.’ Employees Share Gut-Wrenching Stories That Reveal a Compassion Crisis.

    The pandemic normalized grief and loss

    Covid-19 has wholly transformed the working world, including how a company’s culture includes those who grieve. Grief is not only a series of emotions one experiences after losing someone — it is a new identity the bereaved needs to learn and understand. It is not an easy process, especially in the workforce. Believe it or not, grief fundamentally changes someone and their perspective. They may never be the same again — their values, motivations and interests may change.

    The dire consequences of unsupported and untreated grief can have long-lasting effects in the workplace psychologically, emotionally and even financially. A company’s culture of death, loss and grief can be what makes someone stay or leave. The workplace needs to be proactively mindful of the people around them who may be experiencing feelings of grief and loss. Many withstanding challenges can become persistent when there is a lack of practices, policies or systemic culture to best support grieving employees.

    Foster the emotional space

    Grieving can be challenging and lengthy. When someone loses someone close to them, this can cause them to feel overwhelmed. They may worry about how they will manage their role and productivity. They may encounter additional stress, burnout and brain fog. Managers should open up the space for employees to share their feelings and express concerns about moving forward.

    Ask your employee how they want to be supported. It is imperative to learn how to show up for employees, no matter how uncomfortable it may be.

    Related: What Grief Taught Me About Running a Business

    Create environments where productivity and innovation can thrive. Employees should feel celebrated for their contributions to the organization. Employee autonomy is crucial because some are very comfortable talking about their grief, while others may not. It is their choice if they would like to talk about it, but knowingly having the support is what makes the difference. A thoughtful manager goes beyond delegating tasks and ensuring teams continue to be productive and organized.

    Communication and support are two of the most valued components of the workplace. Employees are more than their position; therefore, managers must acknowledge their employees as people. These honest conversations allow leaders to identify where extra support is needed for teams to prosper and produce efficient results. Most importantly, this will help managers build rapport and better relationships with their team members and actively play a role in shifting how the company approaches workplace grief.

    Some solely want work to remain at work, but investing in employees’ emotional support will be tremendously helpful for retention, cultural change and employee branding. Employees should not be alone and carry the burden of being the only ones initiating changes they want to see. Real change begins with upper management, and when they lead by example, it will trickle down to all areas of the company.

    Thinking back and ahead

    It isn’t only about creating a safe space for employees; fostering an environment that supports grief and loss includes implementing company-wide policies to produce structural changes. Do you offer generous bereavement leave for employees to reflect on their grief? If so, is it communicated thoroughly to employees?

    Do you have mental health training for employees to take? If you do not, consider consulting with outside trainers or starting your own training plan. It is necessary to make sure you highlight the area of grief, so your colleagues will know how to treat and support people who are grieving.

    Related: 4 Tips for Entrepreneurial Survival During the Grieving Process

    Create a comprehensive grieving plan if you think your company can benefit from an individual training plan. This plan can detail what grieving is, how emotionally hard it can be, why it is essential to recognize it, the emotional toll it can have on someone, how to be empathetic to others and even suicide awareness to address workplace mental health and suicide.

    Begin your meetings with mental health check-ins to see how everyone is doing emotionally. Consider hosting a “lunch and learn event” on what grieving is like in the workplace and how it impacts and intersects with occupational identities.

    Sometimes, your entire company will experience grief when an employee passes away. Consider implementing a course of action on how they can be honored. Would you give your employees a paid day off to grieve? It would help if you had a communication plan to outline what your message would be to the entire company. Does your company specifically outline mental health benefits if your employees need professional care?

    Always have the conversation

    If you want your company to embrace a culture of support for grief and loss, the conversation must always be happening. The conversation cannot stop when things seem to return to “normal.” Grieving is a lifelong journey, and the support must always be there. Finally, grief is just one aspect of creating a workplace of holistic wellness and well-being. You can’t only tackle grief; you must ensure that all work areas of wellness are treated and supported.

    [ad_2]

    Zane Landin

    Source link

  • 9 Ways for Introverted Leaders to Dominate Their Industries

    9 Ways for Introverted Leaders to Dominate Their Industries

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    Think about a past or present leader who is dominating the industry you’re in. If you didn’t think about yourself, you have some work to do. The great news is that you don’t have to be an extrovert to lead from the front. In fact, many of the most successful and influential leaders are introverts at heart. But does that stop them from making moves and making money? Absolutely not.

    Leading from the front is about so much more than being the loudest person in the room. It’s about having the courage to stand up for what you believe in, even when it’s unpopular. It’s about inspiring others to be their best selves. And it’s about making a positive impact on the world around you. Start by thinking like this:

    Related: 6 Truths on Why Introverts Make Great Leaders

    What do you have to offer?

    Of course, you have 10 to 20 years of hard-earned experience and a higher-level education that could impress anyone. You have a successful career, a robust network and a long list of accomplishments. But what else do you have to offer?

    You have the power to change people’s lives for the better. You can make an impact on your community, your company and your industry. You have a voice that needs to be heard. Don’t underestimate yourself or the difference you can make in the world. You have more to offer than you realize. So, what now?

    Start with self-reflection

    You have to be open to intense self-reflection. The definition of self-reflection is “meditation or serious thought about one’s character, actions and motives.” This isn’t the same as beating yourself up for your past mistakes or rehashing old arguments. It’s about taking an honest look at who you are and what you want to achieve. To do this, ask yourself some tough questions:

    • What motivates me?

    • Why do I want to be a leader?

    • What am I passionate about?

    • What difference do I want to make?

    • What do I stand for?

    Be prepared to sit with these questions for a while. It’s not easy to dig deep and find the answers, but it’s worth it. This is key to understanding your growth areas, triggers and the things that make you feel uncomfortable. The more you know about yourself, the easier it will be to lead from the front.

    Only when you know yourself can you begin to grow and change. If you’re not willing to do the hard work of self-reflection, you’ll never be able to lead from the front. The accomplishments, accolades and plain ‘ole life experiences you’ve been through up to this point all add to your personal story. Every piece of knowledge and expertise you carry is going to set someone else free.

    You also have to get comfortable with being uncomfortable. As an introvert, you’re probably used to flying under the radar. You like your peace and quiet, and you’re happy to stay in the background while still getting the job done. That’s why you’ve been able to move up the corporate ladder — by putting in hard work and keeping your head down.

    Your days of working from the shadows are over. Leading from the front means stepping out of your comfort zone regularly. It means putting yourself and your ideas out there.

    Related: 5 Tips for Challenging Yourself to Perform Outside of Your Comfort Zone

    How to break out of your shell and step into your purpose

    If you’re ready to step up and become the leader you were meant to be, here are nine ways to get started:

    1. Be authentic: The first step to becoming a leader is being authentic. People are attracted to leaders who are genuine and authentic. They want to follow someone real and down-to-earth, not someone who is trying to put on a show. You’re safe within your own story.

    2. Let your vulnerability show: Great leaders aren’t afraid to show their vulnerability. They use it to their advantage. Being vulnerable allows you to connect with others on a deeper level and build trust. When people feel like they can trust you, they’re more likely to follow you.

    3. Be confident: Confidence is key when it comes to being a leader. If you don’t believe in yourself, how can you expect others to follow you? Believe in your vision, and be confident in your ability to make it happen.

    4. Be decisive: The decision-maker holds the power. Leaders are decisive — they know what they want, and they go after it. They’re not afraid to make tough decisions, and they don’t second-guess themselves.

    5. Be passionate: Within your passion lies your purpose. Passion is contagious. When you’re passionate about something, others will be drawn to you. Passionate leaders are also typically more successful because they’re so driven to achieve their goals.

    6. Practice humility, and build community: Despite all of their accomplishments, successful leaders remain humble. They know that they didn’t get where they are on their own, and they’re always willing to give credit where it’s due. Humble leaders are also more approachable and easier to relate to.

    7. Show people you genuinely care: Compassion is an important quality for any leader. People want to follow someone who cares about them and their well-being. When you’re compassionate, people will trust you and feel comfortable confiding in you.

    8. Be coachable, not cocky: No one knows everything, and even the best leaders need help from time to time. The most successful leaders are coachable. They’re always open to new ideas and willing to learn from their mistakes.

    9. Be persistent: Last but not least, leaders are persistent. They don’t give up easily, and they never give up on their dreams. If you want to be a successful leader, you need to be prepared to put in the hard work and never give up on your vision. Consistency and persistency win every time.

    Related: You Don’t Have to Be the Loudest Voice in the Room to Make an Impact

    The race isn’t always given to the swift

    Becoming a leader takes time and effort, but it’s so worth it. When you step up and lead from the front, everyone following you will be able to ride your coattails to success. That’s where the real magic is.

    Great leaders aren’t only in the business of creating success for themselves, they strive to inspire other leaders to do the same. When you lead from the front, you can change lives and make a lasting impact on the world. This is it. It’s time to step up and show the world what a true leader in your field of expertise looks like. No one can do it quite like you.

    [ad_2]

    Shaan Rais

    Source link

  • 6 War-Tested Leadership Rules to Follow During a Crisis

    6 War-Tested Leadership Rules to Follow During a Crisis

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    Since Feb. 24, 2022, our usual course of work has changed dramatically. Instead of experimenting with new content formats for fun and easy learning, we had to evacuate our Ukrainian team to safe regions in Ukraine and abroad. This experience has become the most challenging crisis for our company, and the times of Covid-19 now seem only a preparation for the harsh military reality of today. But now, more than half a year after the start of Russia’s full-scale invasion of Ukraine, our team has stabilized; we had zero downtime in operations and even accelerated our growth.

    I believe decisive leadership is the secret to living through a crisis and adapting to a new reality — and my company’s managers, as well as the broader team, fully coped with this challenge. These five rules of crisis leadership have helped our core team and each employee maintain business despite the horrors of war.

    Related: I Run Two Businesses in Ukraine. Here’s How We’re Resilient Enough to Continue Operating During War

    Rule #1: Foster a culture of leadership at all levels

    Lead at all levels — that means each team member must take ownership of their work. But how do you achieve this when most people usually want somebody to tell them what to do? The answer is in the ladder of control principle described in the book Turn the Ship Around! by David Marquet.

    Its main point is to push authority to as low a level as possible by encouraging people to take responsibility, and its main secret is a slight language change your team usually uses. If your employees ask a manager what to do, all the burden lies on the manager’s shoulders. It may be easier and faster in the short term, but the team feels less responsible, engaged, and motivated in the long term. We ask people to start their requests with “I intend to…” and add relevant information so that all the manager has to say is, “Very well.” It makes a real difference. People start taking ownership, become more accountable and involved, and turn to the real driving force behind a business. This leadership strategy works at all levels — from top managers to juniors.

    By fostering moving up the ladder of control, you build a culture of leadership where leaders bring up new leaders. This rule is first and foremost; without it, we wouldn’t pass the war test.

    Related: Ownership: The Ultimate Motivator

    Rule #2: Focus on people

    All crucial business decisions and growth are the merits of the people, not a strategy or instrument. That’s why any wise leader should invest in the team, their growth and their feeling of safety to achieve the company’s growth. Research shows that psychological safety at work, when people can act and speak up without fear, is a crucial driver for employee efficiency, healthy relationships at work, and greater motivation. Ultimately, it’s the bottom line for effective decision-making.

    But a severe crisis can mess up all your efforts to build psychological safety at your company, so you must put everything that doesn’t help people stabilize on the back burner for some time and focus on supporting your team. First people, then business. Think about the most critical needs of your employees — health issues, economic challenges or even a life threat — and try to meet them as much as possible.

    That’s why we centered on people’s security during the first day of the war. We evacuated our Ukrainian team with their families to safe places in the west of Ukraine and provided them with temporary accommodation. After a couple of weeks, we relocated part of our team to Poland. After providing security to all our Ukrainian team, we launched a series of meetings with psychologists and team gatherings to share feelings and personal experiences of the war.

    All of that helped us go through and adapt to a challenging period of shock and get back to a stable mode of operation, as far as possible, under the current conditions.

    Related: Why the Ukraine Crisis Should Make You Rethink How You Lead

    Rule #3: Establish priorities and act promptly

    During a crisis, the strategies of having a long-term vision and planning for that future don’t work. You need to come up with a new tactic according to the new reality and be ready to change your plans at any time. However, it’s essential to establish business priorities and keep them focused. Sometimes, it means you need to give up some business directions or cut them down significantly, even if you’ve been working on them passionately for a long time.

    We haven’t stopped providing learning services for our customers for a single day, but our Ukrainian team couldn’t work as usual during the first week of the war. As we directed our resources and efforts toward the safety of our team members and their families, not knowing what would happen next, we held back from investing in new projects. Instead, we decided to focus on actions that would help our business stay afloat during the crisis and continue generating profits.

    Those reactive decisions helped us to go through turbulent times for business, and after a couple of months, when all operations were stable, we picked up new projects again.

    Rule #4: Practice integrative awareness and keep bounded optimism

    In other words, stay confident, don’t give up hope, but remain in touch with reality. How do you implement it in practice when you lead the company in unprecedentedly uncertain conditions and constantly feel anxious? There is no perfect recipe, but carefully observing the fast-changing reality and your feelings about it can help keep you relatively calm and not spread your anxiety to the team. According to McKinsey, this approach is called integrative awareness. It allows leaders of all levels to perceive even the most complicated challenges as issues they can solve and lessons all can learn.

    Another critical term for this rule is bounded optimism. Again, it is about being sensitive to severe crisis circumstances but keeping up a positive vision for the future and giving the team a sense of purpose and hope during the crisis.

    Related: What the War in Ukraine Can Teach Entrepreneurs About Collaboration

    Rule #5: Maintain transparent communication

    A crisis is a period when you have more questions than answers, and the best way to communicate about it is to be candid. Tell your team not only what you know, but also what you don’t know. Be clear about the current situation and your next moves to tackle it, and don’t be afraid to appear vulnerable. Though you hold responsibility for your employees, you’ll give them much more hope and support by acting like an actual human to whom they can relate.

    Eventually, acknowledging problems and openly communicating your concerns is much more effective than suppression; it allows the team to respond to emerging challenges and create fresh and potent ideas to deal with them.

    Rule #6: Adapt rapidly

    You can never completely get ready for a crisis, even if you have undergone it once. That’s why it’s important to develop several plans and be prepared for things to get out of hand. In this case, you need to get a hold of yourself, find strength and stability, and start your new plan to fight the crisis. Accepting that things can go wrong ultimately increases the level of resilience and chances to remain flexible and adaptable.

    In Ukraine, we have ascertained the truth of these words in our own experience. A couple of months before Feb. 24, the information field in Ukraine and worldwide was tense with news of a possible Russian attack. In response, our team prepared several contingency plans and various scenarios — from the most positive to the absolute worst.

    Going through a crisis with your team is a crush test and a game-changing experience for your company. And the best you can do to meet it prepared is to start cultivating leadership in your team at all levels, invest in people’s growth, and, of course, work on your awareness, adaptability, and resilience. Take such learning as a priority, and you’ll be prepared practically for anything. As Nelson Mandela put it: “Education is the most powerful weapon you can use to change the world.”

    [ad_2]

    Anton Pavlovsky

    Source link

  • Why All Leaders Need Executive Coaching, Not Just a Mentor

    Why All Leaders Need Executive Coaching, Not Just a Mentor

    [ad_1]

    Opinions expressed by Entrepreneur contributors are their own.

    It’s not a secret; no one wants a boss. Over the last two decades, research has confirmed the No. 1 thing employees want from their manager is coaching. People want to work for someone who brings out the best in them. This was demonstrated at Google in 2008 and by Gallup in 2020.

    In today’s work environment, the desire for personal growth and fulfillment is even more important, but as employee demands from the workplace have changed, manager capabilities have not. As employees climb the ranks, they find their way into management without necessarily learning the skills and techniques required to lead.

    Many new managers turn to a trusted mentor such as a more experienced manager whom they wish to emulate. The problem is, being a mentor is voluntary and is based on lived experience.

    Unlike mentors, executive coaches are tasked with improving the performance and capabilities of their clients as their day job.

    There is a misconception that executive coaches are for managers who have done something wrong; they have poor communication or are not collaborative. While it’s true that an executive coach could support a difficult employee to become a better teammate, today, an executive coach is a proactive perk that can guide managers along their desired career path.

    Here are six ways an executive coach can level up your organization.

    Related: Why Does Coaching Matter for Entrepreneurs?

    1. Give the people what they want

    Working for a great mentor is up to chance, but having an executive coach is a guaranteed return. Executive coaches ensure that your managers’ desires for growth and fulfillment are being met, keeping them satisfied and engaged at work. It’s an investment in time and effort that will manifest through their greater responsibilities, helping them grow and evolve from their own profound ability. Coaches hold employees accountable and help them reach their desired potential.

    2. Get leaders out of their own heads

    A person at any level can get lost in the weeds, but when a leader loses sight of the big picture, it quickly demotivates a team. When leaders work with coaches, it gives them an opportunity to talk through their challenges with an outsider. In having higher-level conversations, coaches guide leaders toward simplicity, lifting them out of the fog.

    Coaches don’t have the answers. They ask the right questions to evoke awareness and help managers see their challenges with new eyes. With clarity of purpose, leaders can empower their teams to achieve their goals. Employees will be united by a shared vision, reducing spin and increasing efficiency.

    3. Uncover the truth

    The more senior a leader becomes, the more at risk they are of losing touch with reality. Teams become less likely to challenge ideas and feedback becomes limited. An executive coach is an unbiased third party who won’t tiptoe around the truth. Of course, executive coaches are also highly trained in giving feedback and having difficult conversations, and it’s their job to do so.

    Keeping leaders honest is crucial for creating a positive workplace culture and getting the best performance out of people.

    Related: How to Set Goals With an Executive Coach to Unlock All of Your Potential

    4. Steady the waters

    With mass layoff announcements on linkedin appearing by the day, CEOs are turning over and stepping down before they get a chance to make a real impact. The C-suite are the most important recipients of executive coaching as their attitudes, efforts, and vision affect the outcomes of the entire organization. Even the great Steve Jobs, Sergey Brin and Larry Page turned to trillion-dollar coach Bill Campbell to shape their leadership style and drive effectiveness. Often acknowledged as the most isolating role in business, CEOs need a coach to get out of their own echo chamber and help them steer the ship.

    5. Reduce churn

    People will stay at a job when they are learning and feel valued. An executive coach accomplishes both by challenging them, acting as a means to self-improvement and supporting career growth.

    You might be thinking, why would I invest if they’re just going to leave? First, doing this makes them less likely to leave but if they exit, Henry Ford said, “The only thing worse than training your employees and having them leave is not training them and having them stay.”

    Related: Improve Employee Retention By Taking a People-First Approach

    6. Create a cycle of improvement

    Giving managers the opportunity to be coached sends a message that leadership is invested in making more leaders. It gives something back to the much-deserving managers who give their time and energy to the good of the business. Working with a coach can make the manager a coach themselves, which we know is the most valuable trait a leader can possess.

    With improved ability, clarity, willingness and motivation, trained managers create a cycle of improvement, raising up and training up the next generation of leaders rather than simply promoting them.

    [ad_2]

    Liliana Pertenava

    Source link