Growing Like A Garden: Your Development Plan for 2019

Holiday Survival Tips

Three easy and fun ways to make this holiday season merrier.

Click to watch our 90 second video.

Happy Holidays!

Oh... To Be Young Again

Have you ever wished you could turn back the hands of time?  What year would you go back to?  What was so great about that time and that version of you?

Here's one woman's perspective...

Seven Ups of Performance Improvement

Show Up - Be available for your team, your peers and your leaders.  Be physically present; and also be mentally focused and attentive while you're there.  There are a million tasks pulling you in a million directions. and it's easy to get distracted.  Nevertheless, your team needs you.  Be hands-on (but don't be a micro-manager).  Listen to others needs, preferences and perspectives and offer your support.

Speak Up - Sometimes there's an elephant in the room and no one will acknowledge it.  Be willing to discuss those tough topics.  Rather than avoiding conflict, admit when something is not working and seek resolution.  Be quick to identify a problem and open dialogue to identify possible solutions.  If you are a leader, you should encourage others to do the same.  

Grow Up - This is not so much about emotional maturity as it about professional development; although both are important.  Take assessments of your communication, leadership and personality styles to better understand you and how you tend to behave and respond.  Gather feedback from up, down, and across your organization;  then develop a plan to strengthen your competencies in one or two key areas.  

Link Up - Network and partner with others inside and outside the organization where you work.  If you only network at work, you're limiting exposure to new ideas, options, opportunities, strategies, and even customers.   

Know What to Give Up - Making Adjustments in our behavior can be challenging.   Ask yourself "what am I willing to change to get better?" In Marshall Goldsmith's book What Got You Here Wont Get You There, he identifies 20 habits some leaders hang on to, that hold them back.  

Lift Others Up - .  Studies show that in order for employees to remain engaged, stick around, and not get burned out, they need to feel valued and they need to be encouraged.  If you are only recognizing those who do everything right all the time, you're missing the mark. Show your appreciation for people's efforts and the improvements they make.    Even when they make mistakes or don't meet their goals, talk about what they learned from the experience and coach them on how to get better.

Follow Up - There are Three Essential Conversations, you should have with direct reports:  Goal Setting, Feedback, and Follow Up.  Follow up conversations are periodically check-ins that provide you with a status report.  Make sure your team members understand that they should lead the discussion and therefore they should be prepared to share current state, challenges, lessons learned and needs.  Every team member may not need the same frequency of follow up, so consider each individuals level of expertise, and the complexity of their work.

What's Holding You Back? Maybe Its You.

A redwood tree can live thousands of years and grow to be 400 feet tall.   It is particularly resistant to things that most trees can't withstand -- insect infestation, fungal rot, and even fire. Like us, redwoods are thought to get even stronger when they face adversity.  They grow wider root systems with each storm.  Their bark become thicker when burned.  New trees can grow from living root systems, even if the tree is cut down.  But, these mighty giants can be destroyed... by poison.  In business, there may be behaviors, habits and even thoughts that are poisoning your progress.

Beware of those mental destroyers that might turn you into a victim and destroy your likelihood of achieving everything you want to achieve:  

• "I inherited this dysfunctional team."
  • Well of course you inherited them.  Unless you are starting a business from the ground up, what's the likelihood that you will get to hand pick the team? 
  • As the leader, it's your job to coach, give feedback, correct, praise, engage, give clear direction and more. 
  • Make sure people know your expectations because they may differ from those of their last boss.  You don't get off the hook just because you didn't recruit and hire the team yourself.  
• "My boss doesn't like me."
  • This is an unfortunate position to be in, but not an unusual one.  Research shows that most workers have had a boss who they felt didn't like them.  It's possible to do well in your role despite your boss's disposition towards you.  It may be tougher, but it's possible.  
  • Find a mentor who you can leverage as a sounding board, network with others in the organization, and build relationships outside your organization as well.  These actions can help fill in the gaps you are experiencing with your boss.
  • Schedule monthly or biweekly 1-on-1 meeting with your manager and be sure to state your agenda.  This is the time to tell your leader what you've accomplished lately, and warn him/her about any thing that might not be going according to plan (over-budget, behind schedule, unhappy customers, quality control issues, etc.)  
  • Ask your leader what you can do to assist her.  Ask if there is something she can delegate to you that would help reduce her stress or make her day go better.
• "They don't listen to me or value me."
  • Keep sharing your ideas and keep offering your solutions.
  • Value your own contributions.  Make a list of your accomplishments each month - if no one else is recognizing them; you still can.
  • Remember: It's never the wrong time to do the right thing.   Even if it seems no body is watching.
• "They are trying to get rid of me or sabotage me."          
  • Don't give them a way or a reason.  If your work is impeccable and consistent, this is less likely to happen. 
  • There are few jobs that are free from risk of termination, but your own performance will be the number one factor in whether you are asked to leave or welcomed to stay.

Most of the destroyers we experience in the workplace involve other people.  And, some of the solutions in the workplace involve  other people as well.  This demonstrates how important relationships are.  Just like the redwood, which intertwines its roots with those of neighboring trees to grow stronger;  we have stronger careers when we have stronger relationships.  No matter how resilient you are, networking with the right people will help you to thrive.

Does Your Employee Stink?: Tackle Tough Topics at Work

I read an article recently that talked about dealing with sensitive workplace subjects such as an employee with body odor. The article basically said don't make the odoriferous person feel bad, don't say anything to them, and buy an air freshener. That's more of an avoidance than a strategy. I give my clients very different advice when I coach and train.   

There has been lots of research on this subject and thought leaders have identified what works and what doesn't when it comes to tacking tough topics. I also know what works from personal experience. As a manager, I had to speak to employees with issues like body odor/strong cologne, inappropriate dress, body piercings and tattoos (which they didn't have when they were hired) and more.  

First of all, if you are the manager of the team, it is your obligation to address issues that make the team less effective and keep them from maintaining peak performance.

Here's the formula for tackling tough topics at work:

1.  Talk about what has been noticed sometimes by some people: "Some customers, some team members, or some students have noticed a strong odor that you bring with you into the workplace sometimes."  Mentioning some people and sometimes makes the introduction of the conversation much more palatable.  Absolutes don't usually go over as well; so, avoid saying "always" and "never." 

2.  Describe the impact the issue is having on the workplace. "It deters some customers from coming into your department. “  Or, "it makes it difficult for people to approach you."   Or say “ this issue is sometimes distracting people from focusing on their work."   

3.  Talk about your motivation for addressing it:  "When there is anything in the workplace that makes people uncomfortable or could potentially interrupt our workflow, I have an obligation to address it".  

4.  Be aware of cultural differences but don't make assumptions.  A person may have cultural reasons why they don't use soap or deodorant. They might have certain skin conditions that prevent use of certain products. As you're addressing the issue, though, you don't need to mention any of those things.  Just listen and show empathy if the other person brings it up.  Don't tell them how to resolve the issue.  You don't need to say "you need to start bathing more often" or "you need better deodorant".  Instead, say something like "I'm hoping this is an issue you will be able to address quickly." 

5.  Acknowledge the difficulty of the situation and give your team member a chance to speak their peace. Nobody wants to be told that they stink or that anything about them is offensive to others. So be prepared for a defensive reaction.  Give them a couple of minutes to explain, deny, or retort. It's okay. Then acknowledge how difficult the situation is for both of you. Acknowledge that this is not a conversation that either party wants to have and you would rather not have to say it.  

What are your most difficult subjects to tackle in the workplace?  Someone who's rude, talks too loud on the phone, smells like smoke when they come back from their break? Whatever it is, there is a proven process for resolving it.  

Passion Outweighs Performance?

I’m a big believer in passion and how it contributes to people's success.   So much so, I developed a seminar called The Power of Passion encouraging others to identify and follow their passions.  Research shows it plays a big part in one’s overall satisfaction with a chosen career, hobby, or other endeavor.  If one is passionate about their pursuits they are likely to stick with them - until they get good at them.  Even though I’m a proponent of passion; I’m also a myth buster of it's significance.  Passion alone will not make one successful.  It will not cause one to achieve one’s goal.  An astrophysicist must know trigonometry to be good at this craft.  He can’t build a rocket ship with his passion.  A musician doesn’t win grammies because she’s passionate about music but because she’s talented, practiced and accomplished as a musician. Likewise, if a student is passionate about learning but doesn’t complete homework assignments or show up for tests, he won't do very well in school. 

When our passion is coupled with performance we have a proven recipe for success.  And in order to achieve high performance one must have skills and knowledge; competencies and strengths.  A friend of mine learned this first hand when he decided to change the brakes on his car – himself.  He was passionate about doing it and he did it.  He didn’t realize he had missed a crucial step until he was driving slammed into the rear end of another car.  As he put it, that set off “a series of unfortunate events.”  He learned that even though he was excited and confident about completing this task, he didn’t have the know-how to do it successfully.  He hadn’t taken the time and spent the effort learning how to do it.  He didn’t have a skilled professional show him how, either. 

Clients have told me:  “Angela, I was promoted because my employer saw passion and potential in me.”  I don’t doubt that.  Additionally, their knowledge, performance and reliability contributed to their success in those positions.  The transition from potential to results is imperative.  One of my clients is currently struggling because she’s worried that her passion will no longer be enough to sustain her at work.  The boss who hired her for her passion is moving to a new role.  Her new manager expects higher performance from her.  She will have to produce consistently in order to keep her job!

Can passion lead you to make greater effort and try harder?  Can it motivate you to be tenacious and dedicated?  Sure; that’s the role of passion in your success!  It doesn’t replace or override all else.  Most of us know that hugely successful people like Oprah Winfrey, Michael Jordan, and Richard Branson weren't immediately successful at everything they attempted.  Nevertheless, they took their passion and transformed it into continual effort with impeccable results.

Conflict Mitigation: Righting the Wrongs When You've Hurt Someone

In a recent workshop, a participant asked me how to deal with a colleague when you've offended them, unintentionally. He asked how you would know you've crossed a line or rubbed someone the wrong way.  As you'll see in video clip, I explain that both parties have an opportunity to make the situation better.  The offended person could say something like:  "You know, what you said/did earlier was hurtful.  Or "I feel disrespected when you interrupt me that way."   If that doesn't occur, the offending person could put herself in the other person's shoes and ask herself:  "How would I feel if someone did that to me?"  Or, (for those of us with thicker skin), you might ask yourself, "how would a reasonable person react to that?"   If you realize your actions may have had an unintended impact, seize the opportunity to approach the person you have offended and offer an apology. 

Black Panther Leadership: Four Principles from the Four Principals in the Film

Leaders have to listen

King T'Challa surrounded himself with people who were smarter, and more capable than him in their respective areas of expertise.  His supporters had a diverse set of talents, abilities and strengths.  They were not all cookie cutter version of himself.  His sister, was example, was a tech marvel.  He relied on her she knowledge and gave her the autonomy to innovate.  She taught him how to leverage new technology to be a more effective leader and warrior.  T'Challa's General, Okoye, gave his sage advice on tracking down and subduing the thief who sought to steal his country's top resource.  T'Challa was even willing to accept tough feedback from a neighboring tribe leader who questioned his motives and leadership style.  He pushed back at times, questioned them, and didn't always heed their direction immediately.  But he was willing to keep the lines of communication open.  He paid close attention to the advice of his allies and just as importantly learned from the voice of his adversaries.  Leaders have to listen; even when the message contradicts what they think they already know.

Leaders needs to admit when they're wrong

Initially King T'Challa embraced and followed the leadership traditions of his ancestors. He believed that his country should not share their powerful resources and technological advances with the rest of the world. But he begin to observe some of the issues created by his country's isolation.  There was family division, tribal disagreements, paranoia and distrust.  He began to question the ways of life that had been practiced for centuries.  He challenged himself and all those under his domain to consider adapt to a new way.   As leaders, we must examine our methods as well as our results.  When we don't get the results we are seeking, it might be time to reevaluate our strategies or our areas of focus.  That's why a clear mission and vision are essential for aligning actions, expectations, decision making and accountability.  

Loyalty means different things to different people

Nakia, the King's love interest, is committed to helping other nations and people outside her homeland of Wakanda.  She strives to save people from bondage and intercedes in injustice around the globe.   Her commitment to this effort was more important to her than her commitment to her home country, which is why she left.   The Armed Forces General, Okoye, had a different point of view however.  She was loyal to the throne.  She felt that her role as a military leader was to follow the direction of the King even if he was an unjust ruler.  It was not her duty to agree or disagree; nor challenge or defend, but to serve. Leaders must realize that their followers have differing values, belief systems, and perspectives.   And, those differences can drive their motivations and their behaviors.  Taking time to understand and empathize is an important leadership ability.   It can lead to finding common ground and a common purpose which can provide deeper understanding and better collaboration. 

Leaders are builder of bridges, not barriers 

After a change of heart, King T'Challa began focusing on collaboration and unity.  He discovered that people are not as powerful apart, as they are together.   Servant leadership became one of his goals as it should be for any effective leader. Figuring out how to support, encourage, and contribute to the success of others is what effective leaders do.  They look for altruistic opportunities.  They seek to create a common vision.  They commit to the greater good.

No New Years Resolutions