3 Ways to Be an Influential Leader

Leadership provides the opportunity to influence others. It is a great joy, but also an incredible responsibility. Influence is the ability to move others from where they are now into something new. However, influence is not a one-way transaction. We are influencing others and being influenced on a daily basis. When we race through life distracted and busy, we forfeit the opportunity to intentionally influence others. Thus, we must be intentional about what we take in and how we impact those around us.

People are always tuned in and observing our actions, words, and attitudes whether we realize it or not. We can choose intentional influence, and whether our influence is positive or negative.

As leaders, we cannot settle for influence that is good enough. Great opportunities and exceptional work are never born from settling for good enough. So, how do we have influence that far surpasses good-enough thinking?

1. Make the choice to be a positive influence. Great leaders understand that influence is equally as important as reputation. Reputation precedes us, and it creates an expectation of what is to come from you. Influence generates reputation and is what’s left behind after others interact with you. It’s the piece of you that you leave with others and the sentence that comes to mind when others think of you. Having a positive impact and leaving others with a positive sentiment is a conscious choice.

2. Accept responsibility for your influence. Good leaders understand their ability to influence others. Great leaders go beyond this and also accept responsibility for what is influencing them. They guard their intake and are vigilant about how they are being influenced. They are intentional about their inner circles and what information they consume. This is critical because, ultimately, we give out what we take in. We reproduce what we are.

3. Aspire to inspire. Great leaders are inspiring, especially during challenging times. They are able to bring out the best in others and instill hope that draws people in. Great leaders are equally inspiring as they are inspired themselves. They know the purpose that drives them and tap into their mission to motivate others.

Influence is a two-way street. How others pour into you will dictate how you pour into others. Being intentional about your influence takes you, and those around you, from good enough to great.

Sourced from Kevin Brown at leadercast.com

Leadership is influence. Nothing more. Nothing less. – John Maxwell

4 Ways to Encourage Others at Work…Use Your Words

The easiest way to have a positive impact on your colleagues is to tell them how much you value them. While supervisors and managers may try to use their words to encourage others, they often don’t do a great job. The good news is, using our words to encourage others is easily done, whether you are working onsite or remotely.

Here are a few simple tips to make your words of encouragement most effective and some common mistakes to avoid:

  1. Be personal and individualized. Statements of encouragement to a team are great, however, they are impersonal. Direct and specific communication to one person makes the affirmation more sincere.
  2. The more specific the better. One of the most common phrases team members don’t want to hear is “good job!”. The phrase is so generic it could be applied to any person at any time. Be sure to tell the employee specifically what you appreciate about them and their work.

Some specific suggestions:

  • Leave an encouraging voicemail.
  • Use sticky notes to write short messages of appreciation.
  • Recognize them during a meeting or conference call and give them an example of something they did well.
  • Tell them why what they did is important to you, the organization, or your clientele. While it may seem obvious why an employee’s work is valuable or desired, they often don’t understand the true impact of their actions. Framing encouragement in light of the big picture can make it more meaningful.
  • Keep in mind that words are not equally important to everyone. In a study with over 100,00 employees, less than 50% want appreciation through words. That tells us that 50% of employees want appreciation in ways other than words. Seek information from your employees regarding how they best experience encouragement and how receptive they are to other avenues of affirmation.

How do you encourage others at work?

Excerpt from Paul White from appreciationatwork.com

8 Tips for Effective Day-to-Day Communication

Although communication is vital, it often interrupts work flow. Valuing the time and attention of others when communicating is crucial. While keeping others in the loop is important, sharing everything is a distraction. That’s why it’s important to have effective methods for efficient communication.

  1. Utilize Chat Tools. A single centralized chat tool (Such as Slack or Teams) keeps everything together and is a central source for the entire company. Email is an important external tool but doesn’t always need to be used internally. Zoom and Skype are good tools and in-person meetings should be used more sparingly.
  2. “What did you work on today?” Automatically ask yourself and your team members “What did you work on today?”. Share the responses with the company. This creates loose accountability and strong reflection. Writing up what you accomplished every day is a great way to reflect on how you spent your time.
  3. “What will you be working on this week?” A good way to start the week is to create an automatic ask, “What will you be working on this week?” This is a chance for everyone to talk about and see the big picture. It sets your mind, and the mind of your team, up for the work ahead and allows everyone to see what’s happening.
  4. “Social questions”. Every few weeks, ask your team “What books are you reading?” Or “Try anything new lately?” Or “Anything inspire you lately?” Keep these questions optional and use them sparingly. These help to create dialogue about things people love and want to share with others. This is especially beneficial for remote teams.
  5. Reflect every 6 weeks. Every ~6 weeks, summarize the big picture accomplishments and detail the importance of your work. Highlight any challenges or difficulties. This can be a good reminder that, yes, sometimes things do go wrong. Reflect on the job well done and the progress made for the entire team or group.
  6. Project every 6 weeks. Rather than reflect, projections state what the team will accomplish in the coming weeks. The detail specific work for a specific group but can be useful for the entire company. These should be broad and don’t include too many details.
  7. Announcements. Occasionally, announcements need to be made. Whether it’s about a change in policy or reiterating an old one, these can be very beneficial. Sending out a written form of an announcement means everyone sees and hears the same information.
  8. Day to day communication requires context. Saying the right thing, in the wrong place and omitting important details, doubles the work and number of messages. Separate communication places should be set for each project, so nothing gets missed. Everything communicated relating to that project is in the same location. Communications should be attached to what they are referring to.

What has been working well with your team?  We would love to hear!  Email us at aha@ahaleadership.com

Excerpt from Basecamp

September…the New January

September offers a clean slate, a new start, and represents a new beginning. Although this September is unlike others before, it is still a change in season with different challenges and opportunities. Due to the disruption of the pandemic, more than ever we have resolutions and habits we want to start. While January is the start of a new year, September/Fall often feels like a good time to make some much-needed changes.

Gretchen Rubin, author of Better Than Before, shares strategies of how to make and break habits. One helpful strategy is the “Strategy of the Clean Slate”. The pandemic has afforded us more time to evaluate our habits and behaviors and determine which ones are working for us and which ones may be holding us back. During times of big transition, old habits may be wiped away and we may be able to form new habits more easily. A change in personal relationships, surroundings such as moving to a new city, a life change like a new job or even minor changes like working in a new room can all offer a “clean slate” to develop new effective habits.

A previous research study has shown that 36% of people who were successful in making significant life changes in their career, education, or health behaviors, associated this success with a move to a new location. We want to take advantage of the start of a new season and take actionable steps toward change.

Take some time to consider: What new habits do I want to adopt this season? What old habits or behaviors could be holding me back from reaching my goals?

What one small, actionable step can I take this week to change or adopt a new habit?

Now is the time to make the changes we need the most.

Sourced from Gretchenrubin.com

How to Address Poor Performance and Improve Ability and Motivation

For every hundred men hacking away at the branches of a diseased tree, only one will stop to inspect the roots -Chinese Proverb

Are individual members of your team performing less well than you’d hoped for? How do you get them to improve their performance?

First, understand that performance is a function of both ability and motivation. It takes both to do a job well. So, before you address poor performance, you have to diagnose if it’s a lack of ability or low motivation.

Tips for addressing ability

  1. Resupply. Does your team member have what they need to get the job done? Ask them about additional resources. Listen for points causing frustration. Give the individual space to take responsibility and share their perspective.
  2. Retrain. Provide additional training to individuals lacking specific skills. It’s important to keep employees’ skills current to cure poor performance.
  3. Refit. If the first two steps aren’t curing the problem, consider refitting the job to the person. Are there components of the job that could be reassigned and new tasks for them to take on?
  4. Reassign. Consider reassigning the poor performer to another role. Is there another job within the company that would suit them better? Remember, this is not a punishment tactic, but a shift in skills and tasks.
  5. Release. As a final option, you may need to let the employee go. Sometimes there are not opportunities for refitting and reassignment within the organization. In these cases, the best decision may be for the individual to find other work.

Tips for improving motivation

  1. Set performance goals. Goal setting is an important aspect of performance improvement. Employees need to understand what’s expected of them and agree on the actions they must take to improve.
  2. Performance assistance. Once you’ve set performance goals, support your team member by reassessing their progress, providing necessary training, or additional resources. Encourage cooperation and assistance from other team members.
  3. Performance feedback. It’s important for the individual to understand where they stand in their performance and long-term expectations. Consider providing timely feedback, being open and honest, and encourage individuals with a reward system.

It’s important that you and the team member discuss and agree on the plan for improvement. Set specific goals with timelines and dates by which goals should be achieved. Monitor progress according to the tips above for improving ability and motivation. Goal setting, feedback and a supportive environment are necessary for improving poor performance. 

Source:  MindTools

5 Dos and Don’t for How to Lead with Respect

To gain respect, we must first give it. Respectful leadership takes us back to the basics. It is carrying ourselves with decency and treating others how they want to be treated. So, how do we lead with respect? Gregg Ward, author of The Respectful Leader: Seven Ways To Influence Without Intimidation, shares the dos and don’ts of respectful leadership: 

DO…

1. Be the first to respect. Respect is contagious. If leaders go out of their way to treat others with respect first, the people on the receiving end feel good because they were treated well. Those who receive this, then go on to treat others with respect. It is very powerful and infectious. This generates a culture of respect within the team and those who do not act respectfully will stand out and either modify their behavior or be pushed out. Holding people accountable for respectful behaviors generates productivity and partnerships. This does not mean that everyone walks on eggshells, it means that everyone follows the agreed-upon respectful norms. This behavior welcomes diversity and collaboration. 

2. Address disrespect immediately. Nipping disrespect in the bud early on is not always easy or comfortable. Molehills can become mountains quickly if disrespectful behaviors, even minor ones, are not addressed early on. As a leader, disrespectful behaviors can be addressed with what Gregg calls the SBI technique, which stands for situation, behavior, impact. For example, if an employee is consistently interrupting other team members during a meeting, after the meeting the leader should address this behavior noting the context, the behavior noticed, and the perceived impact of this behavior. Next, a request should be made for future behavior and how the team member can be held accountable. Defensiveness is normal in this stage, so empathy is vital from the leader. Additionally, these conversations should be private unless the entire group is involved in disrespectful behavior. 

3. Use a full-apology approach. If members on a team perceive the actions of the leader to be disrespectful, the same SBI approach can be used. The leader should fully apologize for the behavior by acknowledging the situation, the disrespect behavior, and the negative impact it had on the team or team member. Try not to rationalize, excuse the behavior, or use the word “but”. A genuine apology does not make excuses.  

DON’T…

1. Tolerate disrespect. The number one cause of disrespectful behavior in the workplace is stress. This is reflective of our actions and behavior. Respect helps people during stressful situations. Leaders should not tolerate disrespectful behaviors, especially during stressful periods. Maintaining respect while experiencing high-levels of stress, generates self-confidence, and reinforces the importance of respect within the team. This is not easy but is very powerful. 

2. Don’t be distracted. The biggest distraction when it comes to respectful leadership is our cellphones. Leaders can easily be distracted by others trying to communicate with them instead of the meeting in front of them. If leaders can’t focus on the meeting, it sends a message of disrespect to the team. Leaders cannot pay attention to others and external communication at the same time. 

Sustainable, respectful practices are really good for business and team productivity. The best leaders create an environment of respect, not only at work but also in life. 

Article source – leadercast.com

5 Ways to Help Your Employees Manage Re-entry Anxiety

As many states are set to reopen, employers are developing new procedures to keep their teams and customers safe. While this includes a lot of logistical planning, the physical well-being of employees is not the only thing to consider. Employees will have different emotional and psychological responses to these changes. Regrettably, mental and emotional health is discussed less frequently.

Anxiety is a natural reaction to an uncertain future. Employees not only worry about their physical safety but their job security as well. If employers don’t help manage this anxiety in their employees, it will affect engagement and productivity.

Here are five things that employers can use as a framework to build re-entry plans and assess progress in their employees:

  1. Make employee’s well-being your top priority. Employees want reassurance that their companies will put people first. Companies are offering more support to frontline workers and more paid sick days. Addressing employee concerns and remaining committed to their health and safety, especially during difficult times, goes a long way.
  2. Be transparent. Employees want regular, timely updates with transparent information from their employers. Open two-way information is critical for employers to deal with the economic impact of the current pandemic. Organizations that are involved with their team and engage in ongoing dialogue will be better prepared for these difficult conversations.
  3. Take action to implement public health measures. According to the CDC recommendations, employers should: extensively clean and sanitize work areas, encourage sick employees to stay home and implement flexible sick-leave policies, promote personal hygiene, provide protective equipment, and screen employees before entering the workplace. Employees need to know what measures will be implemented and how they will be enforced. They need to be reassured that steps are being taken and measures will be updated as situations evolve.
  4. Train leaders and managers to support employees. Leaders and managers will shoulder much of the responsibility when returning to the workplace. Some companies are holding ‘re-entry training” to discuss topics such as dealing with ambiguity, building personal resilience, developing emotional intelligence, and leading hybrid teams. Managers will need to be familiar with signs of emotional distress and regularly check in with their staff.
  5. Offer flexibility. The large-scale work-from-home environment has demonstrated that work can be flexible and change with the environment. As workplaces reopen, leaders should expect pressure to maintain flexibility, particularly from employees with children and sick family members.

In efforts to keep employees physically safe, employers also need to consider the impact of the current pandemic on psychological health. Growing anxiety with re-entry will impact health and work performance. Taking interest and addressing this anxiety will help companies cope with this transition and perform better in the long run.

I would enjoy hearing what you are doing to help alleviate “re-entry” anxiety – email me at robyn@ahaleadership.com

Repurposed from  Harvard Business Review

3 Tips for Successfully Leading Your Team Back to the Office

Reopening and going back to your workplace does not mean going ‘back to normal’– the workplace post-pandemic has forever changed.  Here are some Situational Leadership strategies that will leaders navigate “re-boarding” the new processes and expectations for how people will return to the workplace.

1. Reflect and Recalibrate. Businesses had to react almost immediately to adjust with the demands of the pandemic. Now is the time to reflect on the lessons learned and the new strategies that can be applied in the plan towards reopening.

  • Send a short reflection survey to your team to get feedback on specific processes that worked well and those that didn’t to decide which practices to continue moving forward.
  • Use targeted, purposeful survey questions to help your team members identify the next normal.

2. Assess the Current State. Businesses refined and created new solutions and procedures to perform their jobs during the pandemic.

  • Now, to get an assessment of the current state, identify and prioritize team members’ tasks.
  • Take time to determine skills and specific tasks that are now essential due to the changing work environment. Look for ways to leverage support, mentoring and delegation within the team.

3. Engage to Manage the Movement. If you haven’t already implemented 1:1 coaching practices, now is the time to do so. This coaching is vital to help team members navigate the fear that accompanies a changing environment.

  • Establishing proactive communication is essential to cultivate trust and personal connection.
  • Encourage your team to be accountable to their own performance and establish touchpoints to discuss current priorities, their status and what they need from you. Compare lists and develop a plan for direction and support.

What is one adjustment you can make, something to stop doing or start doing, to increase your effectiveness as a coach?

Repurposed from Situational.com

The Future Workforce – 8 Ways Today’s Crisis Will Change It

This year’s pandemic has created a universal shift and a subsequent ripple effect into relationships, education, technology, and importantly, the workforce.

The way we operate will forever change as the world transitions back to “normal”. The biggest changes will arguably affect the future of the workforce, Gen Z (those born after 1998). As they begin to enter the workforce, Gen Zers face challenges like no other generation before them, which will inevitably guide their decision making, behaviors and expectations. Just like 9/11 changed travel forever, this pandemic will change the workforce forever in eight major ways:

  1. Deeper dependence on technology. The world has made a dramatic shift from physical workspaces and in-person interactions to digital platforms and at-home workspaces. The new demand for technology, coupled with the technological-intelligence of Gen Z, will escalate the dependence on new technology in the workplace.
  2. Unconventional educational backgrounds. Over 290 million students around the world are impacted by school closures. Over 62 percent of students themselves report they would choose no college degree and unlimited internet access over a college degree and no internet access. Employers adapt as 90 percent say they are more open to accepting candidates without a four-year college degree. The value on higher education could erode for students, parents and employers as we know it.
  3. Entering careers sooner. There are more alternatives to a college education available now than ever before. Online certifications, digital portfolios and nano-degrees provide alternative learning and development. In fact, 62 percent of Gen Z report they are open to the idea of entering the workforce before completing a college degree.
  4. Enhanced value of learning and development. While Gen Z enters the workforce sooner, this will inevitably place emphasis on the employer to provide the necessary training for hard and soft skills. Employers who deliver learning that Gen Z uses, enjoys and applies will have the advantage.
  5. Revised view of employers. With remote working on the rise, work and life have fully merged. It’s becoming more difficult for Gen Z to distinguish where work stops, and life starts. Expect Gen Z to adapt by viewing employers as a means of support, wellness and education.
  6. Uncommon career paths. Gen Z workers are losing more work hours than any other demographic as 29 percent of Gen Z works have been put on leave. Given these numbers, Gen Z will experience diversification of income and participate more in gig jobs. As gig work becomes more accessible and lucrative, expect uncommon careers to be the future.
  7. Demand for emotionally intelligent leaders. Gen Z is the most anxious, stressed and lonely generation. After this time of uncertainty passes, Gen Z will look to their leaders for connection, assurance, and empathy delivered by emotionally intelligent leaders.
  8. Greater global unity. Not only is Gen Z more connected globally than any other generation, but they are also now experiencing a global health crisis. The number of Gen Zers who identify as a global citizen is likely to rise. The workforce will demand more diversity and inclusion from future leaders and employers.

Repurposed From entrepreneur.com

The measure of intelligence is the ability to change” – Albert Einstein

Listening is an Action – Will you Listen to Create Change?

Black Lives Matter 

At Aha! Leadership we stand in support with all humanity. In light of recent events, we unite with the black community and recognize that racism is real. 

Leaders must lead by being willing to engage in uncomfortable conversations that drive change. The next right step is to listen and learn. 

There is a difference between hearing and listening. Hearing happens when we’re able to recognize a sound. Listening happens when we put in the effort (action) to understand what it means.  And when we take action, change happens.

As a leader, ask yourself….

  • Are you willing to lead?
  • Are you willing to step into uncomfortable territory?  
  • Are you willing to really listen to others?  
  • Are you willing to act on what you learn? 

Being receptive and understanding others are key components to creating a respectful workplace. 

Please know, we are here to help your team listen, learn and create an inclusive workplace. 

Please email Stephanie Gibbons stephanie@ahaleadership.com or Robyn Marcotte robyn@ahaleadership.com.

“To understand and be understood – those are among life’s greatest gifts and every interaction is an opportunity to exchange them.”   – Maria Papova, writer