Tag: teamwork

Leaders, I have a quick quiz for you:

• Name 5 recent Olympic Gold Medalists.
• Name the 5 wealthiest business owners in the world.
• Who won the Grammy for Album of the Year in any of the last 3 years?
• List 6 people who have won a Pulitzer Prize.

How’d you do? Not so hot, huh? I have another quiz for you and I think you’ll have an easier time with this one.

• List 3 people who taught you something worthwhile.
• Name one person who encouraged you.
• Name one person who took time to answer your questions or who inspired you.
• Think of someone who took interest in helping you and developing your skills.

A little easier to recall, right? The point is, the greatest leaders and coaches — those who really make a difference — aren’t necessarily the most famous or notorious, but rather, the ones who take time to invest in people.

What kind of investments are you making?

I meet with our financial advisor twice a year and he updates my husband and I on how our investments are paying interest and dividends. Before working with this financial advisor, we were just spending our money without any conscious thought of the long-term implications of our actions. We weren’t giving much thought to our future or to what we would eventually leave behind.

The smallest interactions today create a legacy that will live on beyond you. As a senior level executive, frontline manager, or CEO, when you take the time to invest in people, you will also receive dividends — of a different sort. You are making a mark that can’t be erased. Make it a goal to consciously leave a positive legacy by investing in others. What kind of legacy will you leave?

As a leader, you have lots of experience and know-how. By “investing” in others, I mean take time with them, give them your attention, and mentor them. Are you transferring your knowledge, wisdom, skills, and even shortcuts to others?  When you share your experience and expertise with others you not only help that team member but you benefit the organization, as well. When you sow seeds of encouragement, you inspire self-confidence and determination, which ultimately can impact the whole team’s bottom line.

In the first few years of my leadership consultant career, I worked with a mentor and coach. When I ran to him with a dilemma, he rarely came out and told me what to do. Instead, he would listen, and ask me questions that would spark my thinking. His questions often challenged me to think outside the box and to doubt my assumptions. I learned a lot from him and yet, I don’t think he ever preached, directed, or demanded a thing of me. He simply drew the answers out of me and subtly shared his wisdom and knowledge.

As a result of my mentor’s investment in me, I became a much more valuable team member and I know the organization reaped those benefits. Years later, I often find myself using those same techniques with others.

Do you act as a role-model for others? As a leader, you are being watched! Others are looking to your example to follow. Mentoring a team member or a colleague can be as simple as taking the time to answer their questions, develop their skills, and patiently correct their mistakes.

Each time you take an extra moment to explain not only what and how you’re doing what you’re doing, but why you’re doing it, you instill a sense of ownership in team members. When they can see the bigger picture and the reasoning or logic behind the task, they will have a greater commitment to doing the job well.

Whether it was a counselor, coach, a teacher, a parent, or a successful business owner, someone gave you a hand or modeled the way for you. Will you pay it forward?

Take a look at who is around you. Who can you invest in? I challenge you to review how and where you’re investing your most valuable resource — your time. Your investment in people will bring you the most rewarding dividends of all.

Jennifer Ledet, CSP, is a leadership consultant and professional speaker (with a hint of Cajun flavor) who equips leaders from the boardroom to the mailroom to improve employee engagement, teamwork, and communication.  In her customized programs, leadership retreats, keynote presentations, and breakout sessions, she cuts through the BS and talks through the tough stuff to solve your people problems.

For more resources on leadership and employee engagement, be sure to sign up for our monthly Ezine and you will receive our report: “7 of Your Biggest People Problems…Solved.”

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As a leadership expert, coaches fascinate me because if they are a really great leader, they can get players to perform in ways that even the players themselves didn’t know they could do. While watching my kids play sports when they were growing up and supporting the team, I always enjoyed observing the coaches.

While watching my kids in sports, I was reminded of some outstanding leaders that I’ve known throughout my career and how they acted, in many ways, like a coach. Think about an influential boss or leader who had a tremendous impact on you. I’ll bet they, too, served as a coach.

Business, like sports, is a team effort, and to succeed, we need each player/team member to give their best. Outstanding coaches don’t just have a technical knowledge of the game/business, they have a gift for inspiring others.

Here are six things that outstanding coaches know and practice …

• Each “player” has unique talents and gifts and we should encourage them to play to those strengths. What a waste not to capitalize on each player’s natural abilities and assets!
• A word of praise goes so much farther than criticism. You may have to look hard to find something to praise, but it will be well worth your effort. Can you remember a mentor complimenting you? Suddenly your posture got straighter and you wanted to live up to those positive words. The same happens with your team members.
• It’s not important to “put in” what was “left out” of your players; It’s important to draw out what was left in. Find ways to tap into your team members’ inner greatness. Draw out the best that they have to give.
• Sharing the credit for team success builds everyone’s self-confidence, pride, and trust.
• They are being watched! Successful leaders know that they must first model the way for their players.
• Losing one game or making one mistake does not make the player a loser. Successful coaches use those temporary setbacks as teaching moments.

Do you measure up as a leader, a boss, or an executive? I’m sure we can all use some practice in this area. Be prepared, though, because serving as a great coach is a job where you will receive as much in return as you give.

For more resources on leadership and employee engagement, be sure to sign up for our monthly Ezine and you will receive our report: “7 of Your Biggest People Problems…Solved.”

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Jennifer Ledet, CSP, is a leadership consultant and professional speaker (with a hint of Cajun flavor) who equips leaders from the boardroom to the mailroom to improve employee engagement, teamwork, and communication.  In her customized programs, leadership retreats, keynote presentations, and breakout sessions, she cuts through the BS and talks through the tough stuff to solve your people problems.

Photo by Musiena • on Reshot

In leadership and in relationships, what is the glue that holds everything together?

In one of my leadership development workshops, my client and I were discussing the integral role that trust plays within an organization, particularly between a manager and his or her team members. Eric serves as a Lead Operator on an oil rig in the Gulf of Mexico. “I don’t care who you are or what your title is, if I don’t trust you, I can’t work with you!” Eric said vehemently. His rationale behind this statement isn’t hard to understand. In his role, he puts life and limb on the line every day, and if he can’t be absolutely sure that his co-workers are being safe and not cutting corners, he doesn’t want to work with them.

You guessed it, TRUST, is that glue in leadership and relationships that holds everything together.

Whether you’re a leader by title or by influence, trust needs to be a huge part of your make-up. Frankly, it is an important part of any relationship. You may not be in a life and death situation in your workplace, but I can assure you, trust is just as important.

Cheryl Biehl says, “One of the realities of life is that if you can’t trust a person at all points, you can’t truly trust him at any point.” To earn trust, our actions must be consistent. If I’m only trustworthy in some departments of life but not all, it’s like cooking a huge pot of gumbo, then adding strychnine to the pot and saying that only part of the gumbo is poisoned. Now, give me a shot or two of Tabasco in my gumbo, but I’ll pass on the poison! Consistency is the key.

Trust can’t be compartmentalized.

Author of “7 Habits of Highly Effective People,” Steven Covey compares trust in a relationship to an emotional bank account. We can choose whether to make deposits or withdrawals to the account. When we follow through and do what we say we’re going to do, we’re making deposits. If we make enough deposits over time, trust is earned and our account earns interest and grows. When we don’t follow through or fail to honor a commitment, we make a withdrawal. If we make too many withdrawals, our “account” will be “overdrawn” and trust is shaken.

It takes two to tango, too. “He who trusts in others will be trusted in return.” One thing that is apparently tough for many leaders to do is to place their trust in others. When I was a young professional, I worked with a manager who assigned me an important project and let me have the reigns. Nothing could have been more motivating or inspiring than having her place her confidence in me. I truly wanted to do a great job so that I could show her she chose the right person.

Each time you let a team member know that you believe in them, they will want to produce positive results – they’ll run through a brick wall for you – anything not to let you down.

Think about someone who made a significant difference in your life. Maybe it was a boss, coach, teacher, or even a parent or grandparent. Think about how it felt when they expressed their confidence and their trust in your abilities.

Are you showing your team members that you trust them?

Are you earning your team members’ trust by acting consistently?

To receive solutions to your people problems in your inbox every month, and to receive our report: “7 of Your Biggest People Problems…Solved,” click here.

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Jennifer Ledet, CSP, is a leadership consultant and professional speaker (with a hint of Cajun flavor) who equips leaders from the boardroom to the mailroom to improve employee engagement, teamwork, and communication.  In her customized programs, leadership retreats, keynote presentations, and breakout sessions, she cuts through the BS and talks through the tough stuff to solve your people problems

Photo by Chibelyaeva Katya on Reshot

In any of your training as an executive leader, have you heard the term tête á tête? Probably not.

Down on the Lousiana bayou, I’ve often heard this term. When Mama said to me, “We need to have a tête á tête!” she wanted to have a talk with me head to head and eyeball to eyeball. It also meant I was likely in some kind of trouble. (I seem to remember a lot of those tête á têtes, and that’s because I had/have a tête dur – a hard head – and was always causing some kind of misère in one way or another!) In a business setting, though, it would simply involve having a one-on-one conversation with someone, an in-person meeting.

How often do you Facebook message the guy in the cubicle next to you rather than walk over and have a tête á tête? Do you send a text to your friend to see how she’s doing after a serious family problem instead of giving her a call or dropping by to visit?

Of course, there are times when emailing and texting are the most appropriate forms of communication. I believe, though, that as a leader, you’ll realize a huge amount of value when you connect with your team members in person. Call a meeting when you need to or walk over and meet in person!

Do You Blame the Meeting Itself?

I’ve heard the complaints before: “But most meetings completely waste my time. I’m suffering from an agonizing condition known as death-by-meeting!” More often than not, it’s because the leader and/or attendees failed to properly prepare, or include the right people, or keep the meeting focused and productive. Don’t blame the meeting itself!

Each time you have intentional person-to-person meetings, you can see your fellow team member roll his eyes at your new procedures, or cross her arms in disagreement, or nod his head in excitement. It’s invaluable in helping you “hear” what’s not being said! Yes, using email often seems more expedient and efficient, but not if you consider the cost of what you’re missing by not conducting an in-person meeting.

When you take into account that your tone of voice and body language are completely removed from your written message, you leave a lot of room for interpretation (or misinterpretation), assumptions, and misunderstanding.

Do You Blame the Medium?

As an executive leader, when communicating crucial information to team members, think strategically about the medium you use. If you want to get honest feedback, express concerns, or give performance feedback, your objectives are best served if you meet tête á tête. Connect with others rather than talk at them.

One of the managers I was training talked about his team members this way: “I sent him a message and I TOLD him to . . . .” And I’m sure he did tell his team member what he wanted done. But did he give the person a chance to ask questions or paraphrase back to the manager his directions? Did the manager actually demonstrate what he wanted done? I doubt it.

Our text messages are often so cryptic and riddled with abbreviations and code words, you can’t know if the recipient understood your message or whether your code was misconstrued.

For example:

HTH! CWYL mayB F2F!

Translation:

Hope that helps! Chat with you later maybe face to face!

The power and efficiency of sitting down eyeball to eyeball – tête á tête – with your team members for a person-to-person convo is underrated. You’ll be surprised what you hear that’s not being said. So who do you blame for lacking leadership communication skills? I think you can draw your own conclusions . .

CHIME IN! What will you:

• start doing,
• stop doing, or
• continue doing

to ace leadership communication with your team members? Use the comment box below to share your action plan with us!

To receive solutions to your people problems in your inbox every month, and to receive our report: “7 of Your Biggest People Problems…Solved,” click here.

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Jennifer Ledet, CSP, is a leadership consultant and professional speaker (with a hint of Cajun flavor) who equips leaders from the boardroom to the mailroom to improve employee engagement, teamwork, and communication.  In her customized programs, leadership retreats, keynote presentations, and breakout sessions, she cuts through the BS and talks through the tough stuff to solve your people problems

Photo by Elaine Baylon on Reshot