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.
Michael Dooleyleaderdevelopmentblog.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?
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:
Your capacity to forgive will determine your power to continue.
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.
Michael Dooleyleaderdevelopmentblog.com T-https://twitter.com/MdooleyBlog F-https://www.facebook.com/leaderdevelopmentblog Question: what have you done to show appreciation for your employees?
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:
- 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.
- 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.
- 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.
- 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.
- 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 Dooleyleaderdevelopmentblog.com T-https://twitter.com/MdooleyBlog F-https://www.facebook.com/leaderdevelopmentblog Question: What other traits do selfish leaders demonstrate?