In this video I share a quick tip on how to wrap up a performance conversation with a member of your team. Essentially it’s a matter of having your team member summarise the outcome and next actions of the meeting in writing and then sharing that with you. Watch the video for more details.
As an executive coach I am in the fortunate position of knowing what most people find challenging in their role and the people they manage. I have put together a list of reasons that most people become dissatisfied with their jobs.
It is estimated that 60% of all management problems are the result of faulty communication. How well do you communicate with your people? How will they know what you want them to do unless you communicate it clearly and constructively?
Learn what lights you up and do more of that with what you have, in the time you have, and with the resources you have in this moment. It stands out because so few of us act on our inspiration.
• Listen – Learn to listen to others, really listen, with an open mind and an open heart. You will learn more about a person, situation or event, faster.
• Be accepting – Accept other peoples’ values and don’t measure them by your own.
• Don’t judge – Judgment and comparison kill team spirit and creativity. – How often do you go into a meeting expecting it to be a waste of time, and it is? Change your perception for a start, then act on that. Be different in those meetings.
• Learn to acknowledge – Acknowledgment is vital. Be proactive in this space. Who have you genuinely acknowledged this day?
What is another essential quality that makes a great manager?
Comments welcome below.
Most of the time we actually don’t pick our own teams, they are picked for us. We get promoted into them, we get seconded,
transferred, even referred into them. Some teams we are even born into. I’m going to save that topic for another post though.
If you work for a large organisation you are part of multiple teams. If you work solo or are a contractor, you still need to work in teams,
from one project to the other.
So my question is, who would you have on your team and why? As a manager you need to be asking these questions and be able to
clearly articulate the answer, so every team member knows what you see as their unique contribution.
Then you could ask yourself. “Would I pick myself?”
What do you bring to the table? Are you motivated, action oriented and constructive? Do you share knowledge easily and regularly?
Are you positive and affirming? What criteria do you set for your team and yourself?
As a manager or member of a team we all add to the end result. That’s why it is so damn satisfying when you know you have done
great work. You have added something that no one else could or did. Being special is overrated. Being unique and using your talents
in a way that contributes is what will make an awesome team.
Ultimately we want everyone on our team, so start by acknowledging the contributions and unique qualities that everyone you
What characteristic do you think is important to have on a team?
How would you describe yourself? If you had to truly articulate how you see yourself,how you feel about yourself and how you identify yourself, what would be some of the words and descriptions you would use?
If you actually took the time to write down how you see yourself, you would be describing your creative blueprint.
Your creative blueprint is the foundation upon which you build your life, how you manage your career, how you manage your team, your relationships and every other undertaking in your life. Read more »