Category: Self Development

How to Lead People

Being Human: How to Lead People

Shannon Cassidy Leave a comment

Your organization has sent you to leadership training and nurtured you through their fast track program. You know the disciplinary policy like the back of your hand and the you could recite state labor laws in your sleep. While these things are important to know and understand, the true foundation of effective leadership lies in inherent human qualities. In simple, great leadership boils down to being human.

Be Honest

Good leaders are honest with their employees, clients, and managers. They own their mistakes and oversights and actively work toward a solution. They don’t say anything behind an employee’s back that they haven’t said to the employee’s face. Their subordinates respect their honesty and trust their words. Sugar coating performance deficits causes confusion for the employee and fails to promote success. Be honest.

Be Friendly

Employees who connect with their leaders are more likely to respect and follow their leaders and feel satisfied in their role. Take time to learn about your employees’ families and hobbies; they make wonderful friendly talking points. A simple, “Good morning, Shirley! How did Bob’s appointment go yesterday?” goes a long way. Always take a moment to establish eye contact and make a connection.

Be Real

Show your employees that you are a real person not so different from themselves. Laugh at work often and smile whenever you can. Let your employees into your life a little by sharing information about your family and hobbies. Leaders who are real with their employees are more approachable, and therefore receive more valuable feedback and suggestions.

Be Supportive

Good leaders are those who are supportive of their employee’s ambitions and goals. Support each employee in their role, assist individuals in understanding the value of their contributions to the organization, and encourage every employee to pursue in-house positions that interest them. Take time to discuss an employee’s career planning so you can work to keep the best in the organization. Identify leaders early and share your plans for their advancement in the organization.

Be Empathetic

Experience in the leadership industry can harden even the most compassionate of hearts. However, a leader should go to great lengths to see every employee as a human being, take every concern seriously, and genuinely empathize with the employee expressing his or her dissatisfaction. Furthermore, the effective leader shows empathy with the grieving employee and encourages as much family time as possible.

Be Rewarding

Statistics show that employee satisfaction increases more when non-monetary rather than monetary rewards are issued. Commit to complimenting a minimum of three employees daily on their performance. Telling the janitorial staff, “It sure looks great in here! Thanks for the hard work!” or your administrative assistant, “Thanks for keeping such an organized schedule!” takes mere moments but their effects are lasting.

Be Open Minded

Be willing to consider the viewpoints of others and entertain new ideas or suggestions. Good leaders understand the value in new and differing opinions. Furthermore, employees respect and value a leader who is open to their thoughts and opinions and who considers them seriously.

Be Inspiring

An effective leader shows employees what he or she expects of them by displaying the same commitment and drive every day. A leader’s boots should be the first to hit the ground and the last to leave. Policy should be followed fervently and eagerly. Strides should be taken every day in the direction of success and advancement of the organization.

In conclusion, a good leader requires some textbook knowledge but an abundance of quality characteristics. A good leadership mantra is, “Always do the right thing.”

 

ready set go goal setting

Get Ready, Get Set, Goal! Achieving Success Through Goal Setting

Shannon Cassidy Leave a comment

 

Goals are an important part of life.  Whether working to become a better version of ourselves, desiring to improve relationships, seeking more fulfillment, or desiring greater success, goals keep us moving forward.  Few people actually take the time to set goals, and even fewer write them down.  But studies have proven that those who actually write down goals are largely successful as compared to those who don’t, let alone those who don’t have a clear sense of their goals.  Developing goals help us to attain a more desirable life, and to build self-confidence as we reflect on the concerted efforts we made to end up in a happier place than where we started.  Working to achieve goals provides a great sense of empowerment.

If you are ready to get on the path toward positive change in your life, getting those goals set and preparing to put them into action will be the key foundation to a stronger, more fulfilled you.  Are you ready?

Get Ready

In preparing to set your goals, it is important to look inward and consider what changes will truly make you happier.  The goals you make should be about you and your desires, and not what you perceive others may want out of you.  Consider what actually motivates you to be the best you that is possible.  Once these reflections are taken into account, begin by making a list of the changes or improvements that you would like to make and prioritize them.  Upon outlining the particular goals you have for yourself, it is time to set your goals, and yourself, up for success.

Get Set

In setting your goals, it is extremely important to articulate them positively. Don’t consider what you will lose; instead, focus on what you will gain.  For example, rather than stating that you would like to eat less junk-food, aim for eating healthfully. Rather than wanting less stress, focus on creating a more balanced lifestyle.  Framing goals in a positive light increases motivation, which leads to success and decreases self-criticism, which leads to defeat.

Secondly, it is important to clearly define your goals. For example, while desiring greater happiness is a great objective, to reach that end, the goal that you set must be not be vague.  What does happiness look like to you? What specific areas in your life can you take control of to create greater happiness?  Once you can clearly specify where you want to arrive at, you are nearly ready to set your goals in place.

A crucial element in setting goals is to ask yourself whether they are realistic and possible for you to attain.  Consider the steps you will need to take in order to reach those goals, and how long it may actually take for those steps to produce a possible outcome. Break big goals down into smaller ones, and set a time-limit that is possible to meet that goal so that you can measure your progress.

Once your specific, positive, realistic goals are written down, you are ready to take action.

Goal!

Achieving your goals requires action, but if you are going to continue to move toward progress, you need to have prompts and markers in place.  Displaying your goals where you will see them throughout the day will encourage, remind, and motivate you to continue toward success.  Having a support system in place, where a friend, family member, or colleague can check in on your progress is equally important to keeping you accountable in moving forward.  Lastly, it is essential that successes – even small ones – are celebrated, ensuring you that betterment is possible.

Are you ready to make changes in your life? You are the only thing standing in the way. Go for it!

self-directed learning

How Self-Directed Learning Can Improve Your Workplace

Shannon Cassidy Leave a comment

That employees perform better when they have agency and choice, and when they see the value of the tasks they are performing, is hardly news. Yet many companies aren’t sure what to do with this idea … how can they help employees feel valued and autonomous, but still accomplish the goals of the organization?

Self-directed learning is one such way. By enabling employees to have a hand in their own education, an organization can offer valuable trust to their workers that will be repaid in innovation, loyalty and productivity. Before you can instill a culture of self-directed learning in your own workplace, however, you need to know the basics.

What Is Self-Directed Learning?

Although the name is self-explanatory, let’s offer a definition of this concept, as supplied by selfdirectedlearning.com: “In self-directed learning (SDL), the individual takes the initiative and the responsibility for what occurs. Individuals select, manage, and assess their own learning activities, which can be pursued at any time, in any place, through any means, at any age … For the individual, SDL involves initiating personal challenge activities and developing the personal qualities to pursue them successfully.”

Self-directed learning, in other words, is learning that the individual gets to direct. They choose what to learn, how to learn it, and most importantly why to learn it. That is to say, they get to choose the outcome they desire and work toward it independently in the way they see fit. This might be a personal improvement, a project, an organizational goal or a combination; the choice is theirs.

How Does Self-Directed Learning Engage People?

Self-directed learning, taken too far, can become pandering, and that is not what you want. However, at a reasonable level that doesn’t affect organizational performance, self-directed learning gives employees a personal stake in the workplace. The ability to choose their own goals and work toward them is a powerful motivator. Think about how motivated we are by hobbies, because they interest us and are a task of our own choosing. Self-directed learning accomplishes the same engagement-generating ends.

What Workplace Outcomes Does It Encourage?

When employees are given time to pursue their own projects and interests, the chances that they will come up with something that measurably improves the organization as a whole increase. Of course, you cannot sacrifice the bottom line to every employee whim or inventive notion, but neither should you stifle these impulses in the name of efficiency. When employees have time to learn what they want to learn, to improve their performance in ways they see fit, and contribute to the workplace according to their own ideas, they are happier and more fulfilled. According to the Harvard Business Review, “71% of respondents rank employee engagement as “very important to achieving overall organizational success.” So why wouldn’t you do what you can?

How Do You Create a Culture of Self-Direction?

There is no simple answer to this question, of course. Self-directed learning takes years to instill in employees, and may not even be something you are good at yourself. No worries. Start small, with open periods where employees can choose their own tasks. Provide a variety of resources they can reference. Hold meetings in which you help employees choose a direction, then periodically meet to keep them on track and reward success. Let everyone know you’re emphasizing self-directed learning, and ask for suggestions whenever people have them.

How Can Employees Contribute?

Obviously the main thrust of self-directed learning is that employees will have more of a stake in their own education, training and workplace edification. However, too many employers presume this means they should choose what they learn from a specified set of resources, say, or they should choose how they learn from a limited built-in structure of “free time.”

Unfortunately, when employees’ choice is limited to choices that have been made for them, that limits the potential of self-directed learning somewhat. Sure, you can’t restructure the entire workplace or workday, but you can draw on employee opinion as often as possible. One of the main ways self-directed learning improves the workplace is by giving people a stake in outcomes. Surveys, polls, face-to-face meetings and other interactions can help you take the pulse of the company and give employees a dog in the race.

It’s no secret that when employees feel valued and interested, they perform better. Because self-directed learning can deliver those outcomes, you’re missing out if you fail to incorporate its principles in your organization. With a little tweaking or your workplace culture and structure, you will deliver meaningful change that can measurably impact engagement, performance and overall organizational success.

5 Quick & Easy Ways to Motivate Yourself

Shannon Cassidy Leave a comment

Motivate

Sometimes we get into a rut and the mere idea of getting out of bed, going to work, or

even facing the day is exhausting. The “motivational slump” happens to nearly

everyone at one time or another, but rising up from the downturn can be accomplished

easily with a few minor adjustments. Adopting these simple practices will help to quickly

reunite you with the motivation you need to help you to move to the next level and

ultimately find success.

 

1. Begin with the end in mind

Sometimes a lack of motivation comes from losing sight of goals. Trudging through the

day without purpose or direction is a significant side effect of a motivation block. To

spur inspiration and determination, take time to develop and write down where you

would like to see yourself, who you desire to be, and consider the steps you must

complete to get there. Zeroing in on these goals will quickly increase your motivation.

2. Start with small successes

Success builds on itself, so set yourself up for growing success. Select two or three

small accomplishments each morning and complete them before you even embark on

your day. Make your bed, drink 8 ounces of water, walk for 15 minutes, or practice a

yoga position. By setting aside 15 to 30 minutes before you face your day to simply

achieve a couple healthy and refreshing feats, you will start out with a sense of

confidence, and motivation will follow.

3. Expect and accept challenge

When we choose to make changes – even small – we will undoubtedly be faced with

challenges, so expect them and be prepared to take them on. From the small excuses

you make in your mind to life’s unexpected obstacles, adversity to motivation will be on

the lurk. The the largest enemy of motivation is giving up in the face of the first setback

you encounter. Make up your mind to reach your goal and get ready to fight for it,

because a life of success is never short of trials that must be overcome.

4. Focus on the moment

Whenever you face a motivational slump, remind yourself that you can never get this

moment back. Every moment of life is important, and the decision to waste moments or

make them count is yours. Focusing the precious value of time – especially this moment

in time – is a quick way to intensify your determination.

5. Reward yourself

While it is easy to focus on the bad, negativity is a huge motivation killer. Motivation is

strongly intertwined with positive thinking, and it is crucial to reward yourself for the

positive. Finding small ways to pat yourself on the back and to celebrate small,

effective changes that you make will motivate you to continue to do better, to overcome

setbacks, and to look forward to the next reward.

 

Where do you find your motivation? Our team is eager to help connect your potential to performance.

Four Ways to Lead Through Failure

Shannon Cassidy Leave a comment

failure

“Failure is NOT an option!”

This unspoken NASA creed was in understood to be in effect during every mission, especially the Apollo 13 Houston-We-Have-a-Problem episode.

While this quote makes a great motivational mantra to build team enthusiasm, it is not reality. In fact, failure is ALWAYS an option. The Apollo 13 astronauts could have easily launched themselves on an endless journey into deep space. Whether internal error or outside occurrences beyond our foresight or control, failure happens. But what are we to do as leaders in the midst of failure?

1. Maintain enthusiasm

“Success consists of going from failure to failure without loss of enthusiasm.” – Winston Churchill

A good leader keeps her or his head up during tough times. The leader is called to stand on a parapet and look out towards the horizon, discovering possibilities. Shoegazing at the problem at hand will not inspire confidence, lead the troops, or promote outside-the-box thinking needed to find solutions. When, as a leader, you take this higher view, you can maintain enthusiasm without becoming a false, rah-rah cheerleader, and this you must not become. Your team will disregard inauthentic attempts at motivation. Instead, be honest, stating clearly, “I know things are rough,” or “Okay, we did experience failure on this project.” But quickly let them know that though this battle may be lost, there are more battles coming which are quite winnable.

Churchill, one of the greatest leaders of the 20th century, experienced colossal failures in individual battles, yet he kept a can-do attitude. “If you’re going through hell, keep going,” he said, as well as his famed statement on adversity:

“Never give in–never, never, never, never, in nothing great or small, large or petty, never give in except to convictions of honor and good sense. Never yield to force; never yield to the apparently overwhelming might of the enemy.”

2. Shape the story

Failure is often measured by the numbers–a poor profit statement, an abysmal product launch, or a bad department review. But know this, no data is ever perceived in an entirely objective manner. Everyone sees the data through their own colored lenses and shapes their views of the current situation within the context of their internal narrative. This is always true, no matter how analytical a person appears to be. In bad (and good) situations, as a leader you should never pitch data “neutrally” before your team without context. Recent studies have shown they won’t receive it without bias. Instead, as the leader, you must shape the context by telling the story that surrounds the data. Leaders articulate, “Here is what the data means, and here is our response to this challenge or failure.” To maintain morale, be sure to tell the story of past obstacles that have been overcome through your team’s smart and diligent efforts. Include historical stories of those who faced incredible failure and saw the cards stacked against them, yet they succeeded. (See Abraham Lincoln, Apollo 13, and the WWII Allies if you need fodder.)

3. Encourage Failure

Wait, what? Yes, good leaders encourage micro-failures to avoid macro-failures. Applying creative efforts that have a chance of failing to the smaller scope of a problem is crucial to overcoming over-arching failure at the highest levels. Encourage your team to think beyond traditional solutions while providing them safe boundaries to work within. In this way, if things go south, one area of the project is affected by the creative effort’s failure, but, hopefully, cross-infection into other areas of the project can be avoided.

Many businesses have team members who are so afraid of the reaction from on high, they become paralyzed, unable to come to any viable solution when failure or problems occur. Reward your team members for innovative efforts regardless of the outcome. Today’s botched solution may become tomorrow’s genius idea.

Have team members or departments share their failures with other team members without reprisal. Of course, before they share it, you will want to vet their presentation to help them shape the context and narrative. Good leaders are always story-shapers. Having those under your leadership hear others say, “We hit a huge pothole. The wheels came off, and here is how we are putting them back on,” is a way to ensure your team stays nimble in their thinking when failure does occur.

4. Keep a Failure Catalog

Failure is rarely an end in itself. It is simply a means for a great leader to say, “Ouch, let’s learn from that and not allow that to happen again.” Keep a catalog of your failures with the story of how you overcame each of them attached. This record will give you great hope when a new failure or problem arises. You can view a situation that seems insurmountable, and reflect back as you realize many other problems appeared to be the Mount-Everest-of-all-failures in their time. You survived and grew from those failures. You’ll grow from this one, as well.

Remember

Failure IS always an option. In fact, to fail is human, and every leader, at last check, was human. Press forward when failure happens, using your talents and skills to lead through adversity—maintain enthusiasm, tell stories, encourage failure, and keep a catalog. It is this type of leadership that will inspire your team and, should a large enough problem occur, place your name in the history books alongside other great leaders. Remember, failure is merely a means to better the story of future success.