How to Embrace Transitions with Minimal Damage

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In both professional and personal environments it can be very difficult to embrace and include others in a timely manner. For some, it’s incredibly easy to embrace and understand other’s points of views, for many it can very difficult. There are many ways to smooth a transition and get to know teams before damaging relationships and preventing a smooth transition. Here are my views on How to Embrace Transitions with Minimal Damage:

  • Don’t have any preconceived ideas and visions of the other party. If you walk in thinking a certain way, you’re going to struggle to have an open mind about the reality. It’s okay to be educated and prepared to question for understanding, but don’t use labels until you have the opportunity to collaborate.
  • It’s a lot of fun to point out opportunities of others, but doing it too quickly can be beyond damaging. I recommend seeking feedback about your own opportunities; if the other team invites your perspective (which they usually do); you are free to share at that time.
  • Dig for strengths of the other team. I recommend this not only for relationship building, but I promise you each team and individual brings something to the table.
  • When others ask you specific personal questions; respond, and then ask them the same question. Other’s inquiries are often open invitations to sharing something they care about themselves.
  • Be authentic with your intentions of strengthening your team otherwise people will see right through your true feelings.
  • Find a strong mixture of both professional and personal-professional questions to enhance trust within the group.
  • Question the other team on what you can do to continue supporting and building your relationship together.
  • Make sure you introduce yourself to as many people as possible and learn the names and roles of these individuals.
  • Follow-up with those you met with a personal e-mail or phone call expressing your appreciation for your conversation.

Whether your families are merging, teams are working together, or you get a new leader, embracing these transitions are very important. Try to remember that each person has a value; make it your mission to find these values and grow a relationship based on them.

Develop daily,

Michael Dooley

leaderdevelopmentblog.com
T-https://twitter.com/MdooleyBlog
F-https://www.facebook.com/leaderdevelopmentblog
 
Questions: I didn’t even scratch the surface – what other ways can you share to grow unity?

How to Move on With Life and Let Go of the Small Stuff

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There are going to be a lot of opportunities in life to “do the right thing.” The obsession with revenge, fixing, and seeking justice is going to be thrown your way daily. I offer these words in hope to bring solace to your near future. Although I do believe you need to do what’s right, here are ways to know How to Move on With Life and Let Go of the Small Stuff:

Why Moving on is Important

The World needs you; it needs your energy, focus and determination. You have a family, you have friends, and you have your dreams to conquer. Dwelling on the small things in life will constantly hold you back and tear your focus from what is truly important in your journeys.

What is considered small and how do you move on?

Most of us understand the reasons to move on, but identifying when things just bring hardship is the more difficult part. Here is a list of suggestions to help determine when the problem needs to be brushed aside, and how to move on when you can’t:

Keep reading:

How to Ensure You Aren’t Taking Employees For Granted

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Isn’t it incredible that our top employees, the ones that we lean on the most, we often forget to recognize? We don’t even do it on purpose; those we count on, we often assume they don’t need reinforcement. Usually high performers will carry on without much frustration, but everyone deserves a pat on the back. Let’s perform a reality-check and review How to Ensure You Aren’t Taking Employees for Granted:

Reasons we don’t show appreciation for employees:

  • Employee doesn’t get excited when recognized
  • Performance improvement isn’t as strong as a leader wanted
  • A leader doesn’t value the employee in general
  • Employee’s performance is always excellent therefore it’s expected
  • Leader doesn’t get recognition themselves

How to guarantee appreciation:

  • Make it a priority to understand what is important to each employee so when they accomplish something important, you are celebrating with them
  • Even small wins are crucial to show appreciation for effort, positive reinforcement will help drive ongoing improvement
  • Everyone appreciates recognition and gratitude, even those who make it awkward; later on employees will feel valued and appreciated
  • Even when a leader doesn’t feel recognized themselves, taking it out on employees causes ongoing toxic environments
  • Never take high performing associates for granted, their success is greatly due to challenge and reward – never forget to admire their accomplishments

Ensure your teams are getting proper opportunity to reflect on their own accomplishments. Get to know your teams and what motivates them. Understanding how your team feels and operates equips you to make them feel valued. The perception that a leader doesn’t celebrate is not a good reputation to have. Reach out to your employees and make sure you are showing them how much you care.

Develop daily,

Michael Dooley

leaderdevelopmentblog.com
T-https://twitter.com/MdooleyBlog
F-https://www.facebook.com/leaderdevelopmentblog
 Question: what have you done to show appreciation for your employees?

5 Traits of a Selfish Leader

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I wanted to stretch our understanding of what it looks like to be a selfish leader. Most of us can identify the obvious behaviors of selfish people, but I wanted to stick with the selfish business practices alone. Review the following 5 Traits of a Selfish Leader:

  1. Takes all the credit: leaders that constantly steal the glory of team member’s success. This is a dangerous and foolish error on a leader’s part because it demolishes trust and will prevent future collaboration and employee effort.
  2. Sabotages promotions for personal gain: even when employees are developed and ready to be shipped on to their next challenge leaders can find reasons to selfishly hold them back. Everyone has opportunities to grow, but leveraging strengths rather than finding minute problems will maximize employee’s development and career. It’s a leader’s responsibility to promote employees when they’re ready, and not hold them back due to selfish gains.
  3. Hoards best practices: leaders that learn best practices and refuse to share will often find themselves in quick wins yet guaranteed loss. Sharing with others is a way to show unselfish collaboration and care for other employees. The competitive edge in business is far less impacting than the willingness to help others win.
  4. Avoids flexibility: each manager must balance their tolerance and ability to show flexibility. When leaders become so fixated on policy they lose their sense of empathy, employees lose their connection to their leader. There is a fine line, but when an employee truly needs flexibility once in a while, try to accommodate and show you care.
  5. Avoids other’s views: the most common use of selfishness in business is anti-collaboration. When those who view things differently get shunned from discussion, a leader shows their inability to gain additional perspective. Teamwork and inclusion of other’s opinions are incredibly important to consider in order to grow diverse and powerful teams.

Selfishness is off-putting and often difficult to self-diagnose. Often we justify the behaviors mentioned above for ridiculous reasons that mean nothing to our teams. Try to analyze your previous interactions and decisions of the current quarter and determine if you are guilty of these traits of a selfish leader. Partner with those who might not be like you, and focus on developing daily.

Michael Dooley 

leaderdevelopmentblog.com
T-https://twitter.com/MdooleyBlog
F-https://www.facebook.com/leaderdevelopmentblog
 
Question: What other traits do selfish leaders demonstrate? 

20 Distinctions between a Follower and a Disengaged Employee

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There are so many endless articles about leadership development and excellence, but what about the follower? Without a strong group of followers a leader has nothing. There are major difference between disengaged employees and followers. Followers show up daily and support the vision of the enterprise, while disengaged employees might choose to show up solely for a paycheck. This article is a tribute to followers, and a pulse-check for leaders who forget that followers make a choice each day to support their vision. Here are the 20 Distinctions between a Follower and a disengaged Employee:

20 Distinctions between a Follower and a disengaged Employee

Disengaged Employees

Followers

Figures out what they can get away with.

Learns how to maximize downtime.

Avoids networking with team members.

Understands a team is crucial to success.

Questions to vent frustration.

Questions to challenge and gain understanding.

Redirects opportunities and avoids ownership.

Owns opportunities and improves contribution.

Believes development is compliance.

Knows development is the key to their future.

Feels paychecks are for the hours they put in.

Feels paychecks are receipts of hard work.

Finds ways to avoid corrective action.

Performs to avoid corrective action.

Invents their own metrics of success.

Follows the company’s metrics of success.

Thinks change brings inconvenience.

Thinks change brings evolution.

Completes tasks for compliance.

Completes tasks for contribution.

Views leadership as authority alone.

Views leadership as authority and support.

Views policy as imprisonment.

Views policy as responsible guidelines.

Believes their voice is for conflict.

Believes their voice is for collaboration.

Hears feedback as a threat.

Hears feedback as a gift.

Seeks fault when things get difficult.

Supplies help when things get difficult.

Represents the company as a separate entity.

Represents the company as a part of themselves.

Finds ways to get through work.

Incorporates hobbies, and dreams into work.

Views morale as a leadership problem.

Views morale as a challenge for everyone.

Uses the past to avoid the future.

Learns from the past to enhance the future.

Views top performers as cheaters.

Are top performers.

 

I must clarify that these are just a few distinctions between disengaged employees and followers. Additionally, this list is to identify behaviors of employees and to seek understanding. Many times disengaged employees have strong motives behind their behaviors, and you should be enthusiastic to change and develop these behaviors.

Show appreciation for the followers you have, and find ways to engage other employees. It’s crucial to understand that there are some employees that you will simply never gain their buy-in from. Partner with other leaders and human resources and make quality decisions on the future of your team.

Develop daily,

Michael Dooley

leaderdevelopmentblog.com
T-https://twitter.com/MdooleyBlog
F-https://www.facebook.com/leaderdevelopmentblog
 Question: What are some reasons behind disengaged employees? 

20 Phrases Employees Don’t Hear Enough

20 Phrases Employees Don’t Hear Enough

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There is a multitude of reasons employees and leader become disengaged at work. Lack of recognition, challenge, performance ownership and overall appreciation are among the most popular reasons. Take some time over the next few weeks to reengage your team with these 20 Phrases Employees Don’t Hear Enough:

  1. Incredible job! How can we replicate your results with the team?

KEEP READING

8 Engaging Phrases to use when Meeting Someone in Business

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Often our first interaction when meeting someone can be their last impression of you for quite some time. I personally used to struggle when meeting peers and leaders because I would ask very basic questions that would end in awkwardness for both of us. It’s important to know that initial conversations with most people can be challenging, but if you can help control the conversation you will make the introduction a positive one. Try some of these 8 Engaging Phrases to use when Meeting Someone in Business:

  1. Tell me about your history with (company) and what got you to your current role.
  2. What all is working well in your department?
  3. What do you hope to accomplish in your career over the next 5 years?
  4. What are you and your team focused on over the next few months?
  5. What kind of opportunities are you facing currently in your (store, department, region etc.)?
  6. What kind of strategies have you used to overcome (these obstacles)?
  7. Where have you lived/worked besides (City)?
  8. What are your hobbies outside of work?

I can tell you without a doubt that how you say these questions is just as important as the questions themselves. Remaining positive and optimistic is always a great way to lead a conversation. Often employees will jump to topics that are sore spots within the company and can be a risky move.

TIP: Take the 8 phrases above and ask yourself these questions. Play both employees who just met each other. Ask for additional questions and try to keep a conversation going for a minimum of 5 minutes.

Remember to stay positive, stick to professional conversations, and control the flow and pace of the conversation. Having energy and a positive outlook will attract leaders and employees attention to you, and will leave a lasting impression.

Develop daily,

Michael Dooley

leaderdevelopmentblog.com
T-https://twitter.com/MdooleyBlog
F-https://www.facebook.com/leaderdevelopmentblog

Question: what phrases have you used when meeting someone?