Choose to be a leader

Choose to be a leader

Some people think that to be a leader you need a position in a company, a job title, or some sort of status. This is simply not true. You can choose to be a leader in every aspect of your …

The New Rules For Your Next Team Meeting

Do you regularly chair team meetings? Do you find yourself frustrated with controlling those meetings? Perhaps you have issues with certain individuals? This may be a possible solution for you and your team.

Pick your fights thoughtfully!

I was reminded this weekend, after having a conversation with a group of friends, of a piece of great advice that my old boss gave me. She would say to me that “…you have to pick your fights”. I’m sure she will remember this conversation and, from interpreting her at the time, I feel that she learned this through being the one who had to/needed to st and up and challenge the changes that were taking place in the organisation at the time…partly because no one else would.

Without getting too deep into it, this is something that I feel a lot of people still have to learn.

The Mother Principle

There will always be a time where you will have to complete a task, delegated to you by your boss, that you are not fully motivated to complete. Your lack of motivation could be for many reasons; lack of involvement, lack of underst anding, lack of interest, etc. However, this does not mean that you will not do it, or that it will be done to any less of a quality…but you do need to find a way to motivate yourself, and your manager needs to find a way to positively motivate you too.

If your manager knows you well enough, he or she will know what tasks you like and dislike. The manager can then take advantage of the mother principle/rule.

Creating a Winning Team

As a manager and leader you really want your team to be empowered to make their own decisions, but that does not happen overnight. One of the first things that has to be done is to sit down with the …

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Annual Performance Review

In every organisation there are performance reviews and there will be informal
and formal checking and monitoring of performance.

The information below is a guide or set of tips for managers who chair performance
reviews in their organisation and this is how I get the most out of the review
meetings (basically by asking A LOT if questions).

Employee Personal Development

I’m sure that in your organisation you will have some sort of internal review process/performance review, although sometimes it is not enough to just have a meeting once per year or to just focus on the goals related to the role the employee plays within the organisation. This development tool focuses upon the individual with reference to their PERSONAL objectives, on an ongoing basis.

I have designed a development plan that can be used for all team members and I have made them available for download as .pdf documents

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Managing Gossip in the Workplace

In my current job one of my current goals, as part of a wider programme, is to eradicate gossip.
I have seen the results of gossip, I’ve found myself managing conflict due to gossip and I have been a victim myself.
I am aware that this is not going to happen overnight and I am also aware that there will be many small steps that will help achieve this goal, the first steps of which I have highlighted below.

It would be naive to say that an organisation/department/team will run smoothly everyday without conflict;
I am realistic and believe that conflict is inevitable and should be managed in order to keep your team progressive and innovative. You cannot go through your daily routine avoiding the difficult conversations to avoid conflict, it is important to deal with the issues your team faces head on. As a team leader your team will have more respect for you and you will also learn from the experience; each time you deal with difficult situations it gets easier.
Do not let issues roll on for a long time, this encourages gossip, will ultimately demotivate and could ultimately make your team miserable…’nip it in the bud’.

Setting goals with your employees

When it’s time for annal appraisals remember to spend time talking about career development and personal goals. Try to look at appraisals as a personal development tool…key word – PERSONAL!!

Give your employees time to discuss their own personal achievements and goals.
Find a way that you can help and support them to achieve their goals and become successful.