Using DISC to Power and Support your Remote Team

Knowing your team’s DISC assessment results is always beneficial since you can tailor everything from assignments to workstations to match your worker’s skill sets and preferences.

For remote workers, the knowledge imparted by a DISC assessment is even more meaningful.

You’ll know how much support, attention and feedback each member will need, and even get a good idea of which of your team members can handle the sometimes-isolating aspects of remote work. Since each individual style needs different support and will value different aspects of remote work, knowing what to offer is essential if you want to have a successful remote program.

Click here for an overview of how to support your remote team based on their DiSC style.   

Two Mood-Changing Actions

The way we feel can be triggered by outside events.

And that can change how we act.

And the way we act can reinforce how we feel.

Of course, the opposite is true as well, and far more in our active control.

How we act always changes how we feel.

Two mood-changing actions:

1. This is a perfect moment for upskilling. For a sprint in learning something difficult to learn. Not because a teacher or a leader made us do it, but because we chose to. Not only do we get to keep that skill forever, but the act of taking control and expending the effort will change our mood.

  • My upskilling focus?  Continuing to add skills and practice conducting activities for our interactive virtual learning experience sessions. 

2. And this is the perfect moment for generous connection. Going way beyond the news of the day, we have the chance to create intimate digital interactions that last.

  • How are we creating connection at Aha! Leadership remotely?  We are holding virtual coffee breaks.   We are designating 20 minutes for casual conversation via video chat.  We are celebrating wins, exchanging personal updates and even sharing a funny meme or two.  It provides us the positive connection people crave. 
  • Who says you can’t have cake with coffee?  Our intern turned 20 years old this week and here is a picture of us celebrating with her virtually…pajamas and all!  While it may not be her ideal way to celebrate her new decade, I am sure it will be one she will retell fondly for years to come.  A little coordination with a family member for the surprise went a long way!

It’s a significant posture shift, one which might change who you see when you look in the mirror.

We might not be able to do anything about external events, but we have control over our actions. Sometimes, it’s hard to stare right into that opportunity, because it comes with a lot of responsibility.

As leaders of our teams, our families, people are watching….what can we model?  What will you learn today? Who will you teach?

Warmly, 

Judy Rathwell, Project Manager-Aha! Leadership

Excerpt from Seth Godin Blog  3.23.20

16 Tips for Effective Videoconferencing

As we acknowledge our ‘new normal’ for engaging in business, including working remotely, we want to help make your online meetings meaningful and productive with these tips for video conferencing.

1. Computer positioning. Position your computer back a little to create a shoulder/headshot view vs. face only, so everyone does not feel on top of each other.
2. Prop to eye level.  Prop your computer webcam up to eye level.  Try using a ream of paper under your laptop to position it up for web calls.
3. Turn on your video camera.  Humanize the meeting by turning on your camera so people can see you – and set the standard for others to do the same.  We are social creatures and this aids connection. 
4. Use a headset.  Use an external microphone or headset to eliminate background noise.
5. Hit mute.  When you’re not talking, hit mute.
6. Unclutter your background….position it for a less cluttered background.  Some services even allow you to blur your background.
7. Momentarily unshare if… you need to walk away, let the team know and unshare your screen for a moment.
8. Add a professional picture to your webinar profile, so if you are unable to share your screen, people can still see your smiling face.
9. Don’t sit with the window behind you. The glare is blinding for others.  A little effort on lighting goes a very long way.
10. Look at the camera.  When you’re talking, spend some time looking at the camera, not the screen. You’ll appear more earnest and honest this way.
11. When you’re talking, go slow. To ensure understanding while using this new medium for many.
12. Don’t walk if you’re using a phone. And if you’re using a laptop, put it on a desk/table and prop it to be eye level vs. on your lap. 
13. Organize yourself and materials before the meeting if you are hosting.  Have all your documents open that you will be sharing during the meeting so you can share your screen vs. scrolling through your computer folders while on the call.
14. Assign a partner to aid you as the meeting host. They can help with follow-up or aid people with technical issues or manage the webinar chat box so that it does not derail the rest of the participants.
15. Have an email/cell phone list of participants available if you need to email or provide information while on the call.
16. …and remember to SMILE!  It uplifts you and all during this social distancing time in our lives.

For many, working remotely is new and for others, it is not.  We all need to practice patience and empathy as we learn this ‘new normal’ together.

People want to connect and have a conversation. They don’t want to be talked to.  So remember to slow down, engage and talk with people. Connecting as human beings will add more value than making sure you get through all of your content.   

We, at Aha! Leadership, have been working remotely and conducting training in a webinar format for 10 years.  If we can help answer any questions or just want to pick our brain, please reach out to us.  We would be happy to be there for you!   

Sincerely,
 
Robyn Marcotte
Founder and CEO, Aha!  Leadership
Robyn.marcotte@ahaleadership.com

“The human has been working from home the last couple of days and every so often, they let me participate in the video calls.  All the other humans cheer when they see me.  I am the only thing holding their company together.”  — Dogs everywhere

5 Ways to Improve Team Meetings

We’ve all sat in a meeting where we wondered what’s the purpose, why are we here and what we are supposed to accomplish. And if we are honest, we may have led meetings that didn’t meet the mark.

Harvard Business Review surveyed 182 senior managers from various industries, where 71% said meetings are unproductive and inefficient.

Here are five (5) ways to maximize your efficiency and effectiveness of team meetings:

1-Prepare a Clear Agenda

  • List the topics, outcomes and how much time will be spent on each topic.
  • Add the purpose of the meeting to the top of your agenda.
  • Distribute the agenda ahead of time. Some DiSC styles need time to process the information before responding. Give your team the courtesy of properly preparing and eliminate the “meeting after the meeting”.

2-Invite Participation

Lack of participation during meetings can cause frustration for everyone, and withholding information is a sign of team dysfunction.  Think about what could be contributing to this problem:

  • Did you invite you invite the right people to the meeting that are knowledgeable to speak on the topic?
  • Are your team members somehow communicating something with their silence?
  • Be clear you want a conversation. Ask: “What are we missing?” and “What have we not thought of?” to create an environment that welcomes different points of view.

 3-Shorten Your Meeting Time

One hour is the standard meeting time most people; however, to minimize wasting time, cap your meetings at 30 minutes or less for problem-solving. This provides laser focus for the one or two meeting items that you outlined in your agenda.  Then if you need more time, schedule the next discussion and its purpose.

 4-Speak Last

Do participants feel they need to agree with the majority or stay silent? As a leader, you will naturally have a psychological hierarchy in the team. Avoid sharing your thoughts first as it tends to set the stage for everyone else to follow. Go last and encourage your team to come up with a strong solution.

5-Improve Your Facilitation Skills

If a significant portion of your job is to lead meetings, invest in improving your facilitation skills. A well-run meeting is done so with intent and design. A good facilitator can help to maintain the flow, curtail any dominating thoughts or ideas, and create the space for team members to contribute without feeling scared or intimidated.

We each have 1440 minutes in a day. Maximize your results by improving your meetings.

Optimism: Your Secret Weapon in 2020!

 

As an optimist myself, I know first-hand the power of optimism and the benefits it has on all areas of life.

Highly effective, optimistic leaders have a transforming effect on their teams: they have the gift of being able to convince others that they can achieve levels of performance beyond what they thought possible. They move others from being stuck with “how things are done around here” and help them see “how things could be done better.”

Consider, as well, the reverse. Those who have a pessimistic outlook typically approach changes to the status quo with the familiar: “We tried this before”, “It won’t work”, or “It will never fly.” Such individuals often label themselves as “devil’s advocate.” How can someone who has a pessimistic outlook embrace change over the safety of the known?

Countless studies have shown that people with an optimistic outlook have healthier relationships, enjoy better mental and physical health and live longer.

So, where does optimism come from? Is it something we are born with or is it learned? For some lucky individuals, like me, being optimistic comes naturally. The good news is that, for those who don’t have it naturally, optimism is an attitude that can be learned and practiced. Here are some strategies to consider in your journey to becoming more optimistic or in helping someone else who suffers from pessimism:

  1. Avoid negative environments. If this is not realistic, make every effort to seek the company of positive individuals in your organization.
  2. Celebrate your strengths. The key to high achievement and happiness is to play out your strengths, not correct your weaknesses. Focus on what you do well.
  3. Take care of your spiritual and emotional well-being by reading inspirational material on a daily basis.
  4. Manage or ignore what you cannot change. When faced with setbacks, identify what you can change and proactively try to find ways to do something about it.
  5. Learn to reframe. This involved deliberately shifting perspective and looking for the hidden positive in a negative situation: the proverbial silver lining.
  6. Adapt your language and outlook. Consider how a simple shift in the language you use can make a difference in your outlook: do you frequently say: “yes, but….” in response to your constituents’ suggestions? The “but” automatically negates anything you have said in the beginning part of the sentence. A simple shift to “yes, and…” might make a positive difference.
  7. Focus outside yourself, on important people in your life, on pursuits and projects that fire you up.
  8. Nurture a culture of optimism when you are in charge of other people at work. Expect people to succeed. Even when they occasionally fail to achieve what they set out to do, encourage them so that they can tackle the next challenge. A simple: “I know you’ll do better the next time” can have very positive effects.
  9. Cultivate spontaneity. Getting out of your comfort zone by being spontaneous helps to develop your optimistic muscle, as spontaneity essentially involves an expectation of having a positive experience.

You can do it! Make this part of your growth plan for 2020 and see how contagious your optimism can be! Practice seeing the opportunity.

I would enjoy hearing your stories – connect with us on LinkedIn or email me at robyn.marcotte@ahaleadership.com

Robyn Marcotte

CEO and Founder, Aha! Leadership

Winston Churchill had a reason for saying: “A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty.”

Giving Thanks Will Make You a Better Leader

For many people, “thanks-giving” is a tradition that happens around the dinner table once a year. But research suggests that leaders should encourage gratitude in the workplace year-round.

The Science of Gratitude:  Gratitude can be defined as a positive emotion felt after receiving something valuable. And science has shown that people who are grateful feel happier. They have an improved sense of well-being, higher self-esteem, experience less depression and anxiety, and they also sleep better.

The Gratitude Gap in the Workplace:  Despite its compelling benefits, expressing gratitude doesn’t always happen at work. A recent Glassdoor survey found that 80% of employees say they would be willing to work harder for an appreciative boss.

So why is there a gratitude gap in the workplace? Wharton Business School professor Adam Grant believes it’s because people don’t like to admit they need help at work, and many believe thanking someone means admitting you couldn’t do it all on your own.

How to Be More Grateful

Ready to reap gratitude’s many benefits? Luckily, you don’t need any fancy tools or advanced degrees. Here are 3 simple exercises that have been scientifically proven to boost your gratitude levels.

  1. Send a note expressing your gratitude. Writing a letter thanking someone for the positive impact he or she has had in your life is a great way to boost your gratitude. Or, send a text, if you prefer. Take out your phone right now (if it’s not out already), and send a simple text to someone you’re grateful to have in your life and let them know that you are thinking of them.
  2. Keep a gratitude journal – or even just a list. Keeping a journal of people and things for which you’re grateful can increase your feelings of gratitude. If you’re not the journaling type, don’t worry; making a short list works, too. Just jot down 3 things you’re grateful for on a Post-It note. Stick it somewhere you’ll see it often, and refresh it weekly.
  3. Take time for reflection. Simply reflecting on the many aspects of your job — large and small — for which you’re grateful can boost gratitude levels. These might include supportive work relationships, sacrifices or contributions that others have made for you, advantages or opportunities, or gratitude for the opportunity to have your job in general. Going on a short “gratitude walk” is a great way to take time out for this reflection.

 How to Increase Gratitude in the Workplace

  1. Offer thank-you cards. During his tenure at Campbell Soup, then-CEO Doug Conant wrote 30,000 handwritten thank-you notes to his employees. This practice, along with others, has been credited with how he created a culture of gratitude and turned around a struggling company. Do 30,000 letters seem daunting? Take a page out of Mark Zuckerberg’s playbook and aim for just one a day. To encourage others to do the same, emulate Starbucks and offer unlimited company thank-you cards for employees to use.
  2. Make a gratitude wall. Create a designated space for employees to share shout-outs and words of thanks. This can be a wall, a whiteboard, a flip chart in a common area…be creative! A public, anonymous display of gratitude is a great way to introduce gratitude into the workplace culture and keep employees feeling appreciated.
  3. Start meetings with gratitude. A simple way to cultivate gratitude at work is to begin meetings by sharing a short statement of appreciation (remember the difference this made in the fundraising center study!). Or, if you want to take this approach to the next level, try having everyone in the meeting share one thing they’re grateful for — it makes a great icebreaker.
  4. When things go wrong, count your blessings. It’s easy to be grateful when things are going well. But gratitude can have an even bigger impact if you’re going through a rough patch. So, next time something goes wrong at work, see if you can find the silver lining. What did you learn from the experience? What opportunity did it offer you? Share these insights with your team. Being able to be truly grateful during times of challenge and change is a great way to stop negative rumination spirals and get people motivated and energized.
  5. Be grateful for people, not performance. Sometimes, gratitude initiatives can feel like old recognition programs warmed over. To avoid this feeling, focus on social worth and think about how people have made a difference. Give thanks for people’s willingness, enthusiasm, commitment, or efforts — not their impact on the bottom line.
  6. Customize your thanks-giving. Practicing gratitude requires thinking about how specific people like to be thanked, and tailoring your gratitude accordingly. Thanking a very shy person at the global quarterly meeting might come across more like punishment than recognition.
  7. Be specific in your gratitude. Saying “thanks for being awesome” doesn’t have the same impact as “thank you for always getting to meetings 5 minutes early to set up the projector; I know that our meetings wouldn’t go as well if we didn’t have you.
  8. Don’t fake it. Authenticity and vulnerability are key parts of gratitude. If you can’t think of anything you’re truly grateful for, don’t try to fake it. Most people can tell when thanks isn’t heartfelt, and fake gratitude is probably worse than none at all.

Lastly, research shows that whether you’re an absolute novice or gratitude guru, everyone can reap the positive benefits of giving and receiving thanks. So, get out there and start encouraging more gratitude in the workplace!

Article Excerpt from the Center of Creative Leadership 2019

5 Damaging Effects Micromanagers Have On Your Team – Do you have one on your team?

Leadership is an action that empowers people – not micromanagement.  Are you or your managers leading in a way that creates a culture of trust?  Often some managers believe they must have a hand in everything or they will lose control.   Yet it is counterproductive.  This behavior breeds mistrust among their direct reports and trust is the foundation for successful relationships, employee engagement and boosting the bottom line.

 “It doesn’t make sense to hire smart people and then tell them what to do. We hire smart people so they can tell us what to do.” ― Steve Jobs

As Brigette Hyacinth, author of The Future of Leadership: Rise of Automation, Robotics and Artificial Intelligence, shares micromanagement results in 5 damaging effects to your team:

  1. Decreased Productivity – When a manager is constantly looking over their employees’ shoulders, it can lead to a lot of second-guessing and paranoia, and ultimately leads to dependent employees.
  2. Reduced Innovation – When employees feel like their ideas are invalid or live in constant fear of criticism, it’s eventually going to take a toll on creativity. In cultures where risk-taking is punished, employees will not dare to take the initiative. Why think outside the box when your manager is only going to shoot down your ideas and tell you to do it their way?
  3. Lower Morale – Employees want the feeling of autonomy. If employees cannot make decisions at all without their manager’s input, they will feel suffocated. Employees that are constantly made to feel they can’t do anything right may try harder for a while, but will eventually stop trying at all. The effects of this will be evident in falling employee engagement levels.
  4. High Staff Turnover – Most people don’t take well to being micromanaged. When talented employees are micromanaged, they often do one thing; quit. No one likes to come to work every day and feel they are walking into a penitentiary with their every move being monitored.
  5. Loss of Trust – Micromanagement will eventually lead to a massive breakdown of trust. It demotivates and demoralizes employees. Your staff will no longer see you as a manager, but an oppressor whose only job is to make their working experience miserable.

Micromanagement sucks the life out of employees, fosters anxiety and creates a high-stress work environment. If you hired someone, it means you believe they are capable of doing the job, then trust them to get it done. A high level of trust between managers and employees defines the best workplaces and drives overall company performance. When you empower employees, you promote vested interest in the company.

 If you want results:  Select the right people, provide them with the proper training, tools and support, and then give them room to get the job done!

Interested in learning more about how to build trust?  Email us at aha@ahaleadership.com

10 Ways to Prevent Talent from Walking Out the Door

Many of us have those very talented friends and colleagues that are always being pursued by other organizations  – Some leave; some don’t.  Companies are often taken by surprise when the announcement comes that someone they idolized leaves for another opportunity.

In asking those that leave, many of these have rung true….“As you reflect upon the past few years, what missed opportunities did they have to retain you?”  

  1. Believe a paycheck is a retention tool. A paycheck, alone, won’t make someone stay.
  2. Act like retention is only HR’s job.  People don’t quit their company, they quit their managers and colleagues.  Retention is everyone’s job.
  3. Think you know what’s best for your employee’s career.  Employees, too, should have a say in how their career develops.
  4. Ignore the importance of culture.  If organizational values only exist on a fancy wall poster, culture isn’t being minded.
  5. Not offer professional development.  Learning doesn’t have to be fancy or expensive.  It just needs to happen.
  6. Fail to develop career paths. Career growth doesn’t mean climbing the corporate ladder.  It means helping people feel like they’re progressing in their profession.
  7. Don’t tell people they matter. Employees need to feel like they count.  Small things add up.
  8. Ignore the little things.  Every employer knows your birthday, start date, and other odds and ends about you.   If they don’t use this personal information to make you feel valued, they’re missing out on easy opportunities to engage you.
  9. Fail to keep pace with workforce trends.  If software is outdated, the dress code doesn’t make sense, and there’s not a lot of focus on the workplace experience, then your business needs to catch up with the rest of the world and develop modern workforce practices.
  10. Treat your top talent like everyone else.  If you’ve got superstars, they deserve superstar treatment.  (Not diva treatment, they just need special attention so they’re developed for future opportunities.)

We know that work is a relationship between an employer (and leader) and an employee.  For any relationship to work, both have to be committed and put their best foot forward.

List first seen in a blog post from Lead Star, September 2019

Attitude or IQ, which is more important to your success?

When it comes to success, we have often been taught the value of IQ through test-taking and traditional education focus.

Psychologist Carol Dweck has spent her entire career studying attitude and performance, and her latest study shows that your attitude is a better predictor of your success than your IQ.

Dweck focuses on two core attitudes: a fixed mindset or a growth mindset.

Fixed mindset – you believe you are who you are and cannot change. Often leaving you feeling hopeless and overwhelmed when faced with a challenge that is more than you believe you can handle.

Growth mindset – you believe you can improve with effort.   With this attitude, most outperform because they embrace challenges and an opportunity to learn.

Many believe having an ability, like being smart, inspires confidence. It does, but only while the going is easy. The deciding factor in life is how you handle setbacks and challenges. People with a growth mindset embrace setbacks as learning opportunities.

According to Dweck, success in life is all about how you deal with failure. She describes the approach to failure of people with the growth mindset this way,

“Failure is information—we label it a failure, but it’s more like, ‘This didn’t work, and I’m a problem solver, so I’ll try something else.'”

Thankfully, your mindset is something you can change and grow.  Below are strategies that will help you do just that:

  1. Move beyond helpless. After a failure or being stuck, we can feel helpless. The key is how we react to that feeling. We can either learn from it and move forward or let it drag us down and stay stuck.
  2. Be passionate.What you lack in talent, you can make up for in passion – driving your unrelenting pursuit of excellence.
  3. Take action.This helps eliminate fear and anxiety which can be paralyzing and the best way to overcome them is to take action.
  4. Expect results.  This keeps you motivated.  If you don’t think you will succeed, you may become discourages or not even try.
  5. Be flexible.Embrace adversity as a means for improvement, as opposed to something that sets you back.
  6. Don’t complain when things don’t go your way.This can become a habit!  A growth mindset looks for the opportunity.

What are some ways you encourage others (or yourself) to move from a fixed to a growth mindset?

 

The Missing Piece to Making Meetings More Effective

Meetings.  The word can solicit strong feelings about their value and level of effectiveness.  Regardless of how you feel about them, meetings are an essential part of most organizations.  Many of us practice the standard guidelines for creating a good meeting: creating a clear agenda/meeting objective, keeping time, recapping action items, inviting the right people, etc.

So how can meetings be more engaging and productive?  What’s missing? 

Knowing your audience’s personality style is often the missing piece.

 A personality assessment like EverythingDiSC® can help bridge the gap between employees and optimal workplace communication.  For example:

  • Consider that D-styles prefer meetings with minimal small talk and an agenda that everyone sticks to.
  • Allow i-styles to flourish by allowing them to express personal opinions and have open discussions with others.
  • To ensure S-styles feel comfortable, provide them with your meeting’s outline or agenda in advance so they can prepare.
  • Remember that C-styles don’t do well with making big decisions when they feel rushed or pressured.

These are some of the elements of how knowing your communication style and that of your other meeting participants can make for more effective meetings.

-Adapted from  EverythingDiSC® blog July 11, 2019