Your eyes are wide and your palms are sweating. Oh no, I really messed up this time. How am I going to recover from this?

We’ve all had these moments in the workplace. There’s an accidental oversight, a miscommunication, or a flat-out error that is one hundred percent your fault. While there may be consequences (or if nothing else, a bruised ego), you can and will get through this. It’s all in how you handle the situation moving forward.

How should this be handled? Let’s jump in.

 

Step 1: Relax

While you shouldn’t see the situation as a walk in the park, panicking isn’t going to get you anywhere. The moment you feel your heart sink, take 1-2 minutes to breathe. This step is critical because it sets the tone for your behavior in steps 2-6.

 

Step 2: Assess

Next, figure out exactly what happened and what actions you took that contributed to the issue. Is there a possibility that you can fix it yourself with minimal damage done? If not, take inventory of what led to the current problem.

 

Step 3: Problem Solve

Before running to apologize to higher-ups, formulate a couple of possible solutions to the issue. Even if you can’t act on them yourself, be ready to share with the necessary party. It’s a lot easier to hear bad news if resolution ideation is already rolling.

 

Step 4: Approach the Appropriate Individual

Once you’ve assessed what happened and have a few solutions laid out, approach the appropriate individual who needs to know about the situation. Be calm, and be matter of fact. As tempting as it may be to unleash the biggest apology of your lifetime, there is time for emotions later. Right now, focus on explaining what happened, take ownership, and suggest ways you’re prepared to fix it.

 

Step 5: Take Action

You’ve relaxed, assessed, problem-solved, and informed. Now it’s time to put the plan into motion. Take the necessary actions required to mend the problem according to your conversation with the appropriate individual.

 

Step 6: Be Proactive

Mistakes are bound time happen from time to time. No one is perfect, and we’re all going to experience a “Yikes!” moment here and there. What is crucial is to not let the mistake happen again. Make a plan to ensure that the mistake will not be repeated. A mistake made once is a learning experience. A mistake made twice is carelessness.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

It’s that time of year again, folks! Whether you dread or wait on pins and needles for it, Valentine’s Day is on the horizon. A holiday traditionally meant for romantic festivities between partners, Valentine’s Day has now expanded into a holiday filled with commemorating moments between partners, families, friends, and even…..employees.

Let’s take a quick step back, no need to create a Human Resources scandal here! What we are saying is, work isn’t all results, profit, performance, etc. As a leader, it is vital that you show your employees that you care for them through your actions, words, and behaviors.

Keep reading to discover how you can show your employees love in a mutually beneficial way to them, and to the company.

 

Remember They Are People, Just Like You

As previously stated, there is more to a business beyond results, and more to people than what they can do for you. Remember that your employees are individuals too, with families, friends, hobbies, fears, and more. Treat them accordingly. Does Daniel really need to be a part of the late Friday afternoon meeting that has nothing to do with his work beyond him being on your team? Or can he head out so he can make it to his kindergartener’s soccer game? Does Cheryl truly need to be in the office Monday through Friday, or can she work from home 2 days a week to spend time with her ill husband?

So often, we require actions of employees that truly aren’t necessary, but are “the way it’s always been done”. However, if small tweaks are made, quality of work-life balance for these individuals can improve immensely. Remember that your employees are more than just employees, they’re just like you.

 

Recognition is Powerful

Never underestimate the importance of recognition for your employees. As a leader, you are recognized more often than you may realize. You are the head of your team or company, therefore all the praise for your business’s triumphs typically falls onto you, not the individuals contributing long hours and skills towards to collective success. Be very, very mindful of the work of your team members, and make a significant effort to recognize them, both publicly and privately. At the monthly company meeting, share praises regarding top-achievers from the month. Invite individuals to your office for congratulatory conversations. People want to feel that the work that they do matters. Show them that it does.

 

When Opportunities Arises

However, even more important than remembrance and recognition is raising others up. When opportunities land on your desk that you have the perfect individual to lead the charge, give them the opportunity to do so. Should a career-changing big break be brought up in an executive meeting, be the person to mention the name of a deserving individual. Don’t gate-keep opportunities, hand them out every chance you get.

 

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

 

As a leader, you are an information gatekeeper in your organization. Sounds intense, doesn’t it? You know the financial situation, company updates, and potential opportunities far before your team does. But isn’t it important to be transparent as well? How do you know how much to share? What if your employees feel in the dark?

When it comes to transparency, it’s all about balance. By implementing a few key changes, you can find the equilibrium between confidentiality and transparency. Keep reading to learn our best tips for “having an open door”, with boundaries, in the workplace.

 

Communicate Your Standards

We tend to feel frustrated when we feel uninformed. Most issues in life could have been avoided if proper communication occurred beforehand. Go ahead and set parameters with your team, letting them know that you are an open-book when you can be, but also need an understanding that some information is not available for discussion. And if possible, let them know that even if something can’t be shared now, they can expect it to be communicated at a later date.

 

Provide Office Hours

While not everything can be shared with your team, a good amount can be. If you have a sizable team under you, consider holding bi-weekly/monthly “office hours” meetings where the team can send in their questions and hear from you on what they should expect. This demonstrates your transparency, as well as keeps a consistent and scheduled line of communication between you and your team. Be mindful, however, that you do need to prepare to answer questions in real time and you may not always have a positive answer. That is okay. Your team deserves as much transparency as you can offer, and sometimes that includes less-than-ideal information.

 

Remember, You’re the Leader

When you get down to it, you are the leader and are hierarchically placed above the team. That means, information will and should trickle to you much earlier than it should be shared with your team. You have the right to digest information, and decide when and how you will share. If you’re not ready to discuss a certain topic, feel empowered to give a kind, but firm, “that is confidential information right now”, and then move on. You have the absolute right to make that choice.

 

___________

About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

As a leader, you can have every technical skill in the world, but if you are lacking emotional intelligence, you will struggle to communicate properly with your team. While that may sound daunting, don’t worry, let’s walk through what emotional intelligence is and how you can implement it in your workplace.

 

What is Emotional Intelligence?

Emotional Intelligence, also referred to as EQ, is “the ability to understand and control your own feelings, and to understand the feelings of others and react to them in a suitable way” (Cambridge Dictionary).

 

 Resilient Educator* discuss the breakdown of EQ into its 5 key components:

  1. Emotional Self-Awareness — knowing what one is feeling at any given time and understanding the impact those moods have on others
  2. Self-Regulation — controlling or redirecting one’s emotions; anticipating consequences before acting on impulse
  3. Motivation — utilizing emotional factors to achieve goals, enjoy the learning process and persevere in the face of obstacles
  4. Empathy — sensing the emotions of others
  5. Social Skills — managing relationships, inspiring others and inducing desired responses from them

How do these 5 components tie into being a great leader? As a leader, you set the tone of your organization. The way that you interact with and react to your employees affects their cognition, confidence, and therefore, performance.

 

Emotional Self-Awareness and Self-Regulation

Let’s discuss emotional self-awareness and self-regulation. It’s imperative that you understand yourself first. Take the time to consider why your feelings are what they are and what instinctual actions you want to take, before you take them. What are your strengths and weaknesses? If presented with bad news, what is your impulse reaction? The more understanding you have of your own thoughts and behaviors, the better you can control them.

 

Motivation

What motivates you? What motivates your employees? Consider both intrinsic and extrinsic motivation. Intrinsic motivation is motivation that comes from within. Doing work because it makes you feel accomplished, proud, purposeful, etc. Extrinsic motivation is all about what you can receive from your work. Awards, bonuses, public accolades. If you can understand what motivates your employees and makes them feel valued, you can create situations where their performance will thrive.

 

Empathy and Social Skills

In leadership, you’re going to face situations with your employees that are less than ideal for the business. Employees will have great days, but they will also have really bad days, just like you. The key to handling these bad days is having empathy for your employees, and being able to pick up on their emotions before they negatively affect business. One day, you may recognize that a typically chipper and confident employee seems quieter than usual. If possible and not an inconvenience to the business, perhaps that day you should move your 2-hour meeting with them to a different day. Or, if an employee is having a great day, that may be the day to meet with them and discuss upcoming projects you would like for them to take on. Overall, understand how to read the room. This empathy will lead to highly-valued, trusting relationships with your employees.

 

Lastly, consider your social abilities. Do you know how to properly handle conflict between employees? How to properly praise your employee when they’ve done excellent work? A leader with proper social skills creates an example for employees to model in their own behavior.

 

_____________

About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level? 

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

*“Daniel Goleman’s Emotional Intelligence Theory: Explanation and Examples: Resilient Educator.” ResilientEducator.com, 11 June 2020

 

“Wait, what? You mean to say I shouldn’t be setting New Year’s resolutions?”

Sounds crazy, doesn’t it? As we end each year, it’s common practice to begin thinking about the changes you want to make next year. You’re going to lose 50 pounds by March, write a book, stop drinking coffee…the list goes on and on. Don’t get me wrong, aiming to improve yourself is an excellent endeavor. The problem is the outlandish lists that we make only set us up for failure and disappointment. There is no plan, no steps, and more than likely, you give up by January 12th.

But all hope is not lost! Just because you should ditch the traditional New Year’s resolution list does not mean that you should abandon goal planning. Read on to discover the best way to knock out your 2021 goals and put yourself on the pathway to success.

 

Create Attainable Goals

I hate to be frank, but more than likely, you are not going to go (and stay!) vegan immediately. You probably won’t run a marathon if you’ve never run more than 2 miles at a time either. These goals are huge, complete changes from your current lifestyle. And let’s face it, it’s really easy to say something, it’s hard to do it. What you can do, however, is set up attainable goals for YOU.

Any goal you set needs to be achievable for you. Not your spouse, not your friend, for you. If you want to eventually go vegan, start incorporating 2 vegan dinners per week into your meal plan. If that’s too much, try out one per week. Start going running for 20 minutes and build up to 30 minutes. Start very, very small with goals that you know you can handle. If they seem too simple and manageable, they’re probably perfect. There’s always time to increase your goals. The key is picking attainable, simple goals that can keep consistency.

 

Create a Plan

Just like pilots need to know how to follow their planned route while flying to a destination, you need to have a plan of action for how you’re going to attain your goals. Planning to write a book? Schedule it in that 4 days per week at lunch, you’re going to write half a page. It doesn’t matter if the writing is subpar that day or you have writer’s block, you’re going to stay consistent and write something down.

Don’t overdo yourself and expect something to happen every day. That’s a quick and easy way to lead to burn out. But pick your days, pick your times, and stay consistent with what you’ve set out to do.

 

Create Metrics

You know how your boss is always asking for customer counts, revenue amounts, or quarterly statistics? It’s because to measure success, we must see where we are in comparison to where we’ve been. Create measurable milestones that show you the progress that you’ve made. Design a spreadsheet where you mark down every time you complete your mile for the day and how fast you ran. Track your water drinking by using one of the dozens of available apps. Not only do metrics show you your progress, but they can assist you when staying motivated gets difficult.

 

The key to successful goal setting and achieving is the planning process. Instead of setting yourself for failure and being disappointed by April, set yourself up for success with these three guidelines. December 2021 looks better already.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level? 

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

All too often I work with a client who dreams of walking into the C-Suite for the first time as a Chief ________ Officer. A beautiful office, leadership of a whole team, and the glory of being in charge. But then, a year or two later, they let me know that they are overwhelmed, exhausted, and want to be anywhere but at work each day. What changed all of the sudden?

Burn out.

Burn out is the lack of motivation, emptiness, and exhaustion that comes with being overworked and under-rested.

So what leads to burn out? Let’s break it down:

 

Too Many Undelegated Tasks

In the book, The Art of Being Unreasonable, billionaire CEO Eli Broad says, “The inability to delegate is one of the biggest problems I see with managers at all levels.

As an executive, your biggest jobs are figuring out strategy and taking responsibility. The good, bad, and ugly. It is okay to delegate work to your employees. Is it necessary for you to spend 6 hours designing the new company PowerPoint template, when Jeffrey from the brand team has extensive experience and would do a much better and faster job? Jeffrey could have the PowerPoint prepared and back to you for approval in 2 hours and you would be able to spend those 2 hours on projects that your specific efforts are needed on. Just because you can do something, doesn’t mean you should do it.

 

Not Enough No

Sometimes, delegation isn’t the answer, but instead a simple yet effective “no”. Not every opportunity or idea that comes across your desk needs to be considered. Often, newer executives struggle with turning down potential initiatives because they want to be seen as an out-going, go-getter who’s always up for something new. The problem with this is that so much time and money is spent on trying to organize new solutions that probably aren’t necessary. A great option is having a 3-4 person pipeline that new ideas can be sent through before they reach you. That way, you know that what is showing up on your desk has been thought through and approved by several individuals along the chain of command, and is an idea worth investing time in.

 

Lack of Innovation

The problem may often be the complete opposite for tenured executives. Often individuals who’ve sat in the C-Suite for years, or even decades, feel comfortable in their ways and aren’t open to new, innovative ideas. But consider this: does every customer ordering form really need to be entered manually into the company CRM? Why can’t the process be automated? Automation would reduce energy required, resources spent, and hours worked. While not every innovative idea needs to be considered, do recognize what your response pattern is to change. While a “no” is necessary and effective most of the time, especially if you are new and still getting your bearings, sometimes the best move an executive can make is saying “yes”.

 

Too Few Unplugged Periods

In the words of Rick Warren, “Divert daily, withdrawal weekly, abandon annually”. It is so important to take time for yourself to rest and recharge. Executives often become less productive because they are working too much. Your focus is frazzled, energy is shot, and mind is going a mile a minute. Decide now what time you are off the clock for the day. 5pm? 6? Establish that same rule, but for the week. At what period during the week are you going to withdrawal? And then consider the full year. When are you going to go completely off the contact grid so you can come back with your tank full and raring to go?  It is important to note that you will need to assign one or two individuals to take over in your absence or possibly allow contact for emergencies for these individuals.

 

When it hits these moments, you need to be absolutely done and only focus on yourself, your family, and your friends. While you may play an important role in your business, your life is so much more than just your career. Enjoy every day of it.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

I don’t know about you, but this year, here and there, I’ve experienced moments where I’ve wanted nothing more than to throw myself a pity party. Plans had to be canceled, a personal disappointment occurred, or I was simply having a bad day. It’s okay to get in these funks. Life is hard, and we shouldn’t force ourselves into fake positivity just to try to forget about the hard moments in life. However, this is where gratitude comes in.

 

Gratitude isn’t positivity. It’s appreciation. For the good, bad, and ugly moments and experiences that have gotten you this far. We often get so wound up in getting to the next best thing, that we forget the journey: the who, the what, and the why that brought us to now. Over the next few days, take some time to look back on and express gratitude to what has gotten you to where you are.

 

The Who

Let’s first discuss the who. Who has pushed you, supported you, and not given up on you, even when you wanted to give up on yourself? What sacrifices have they made to help you accomplish your goals? How can you now turn around and try to support them?

 

The What

What experiences have you gone through that have made you who you are? Did that one impossible project at work force you to learn a skill that has completely changed your career path for the better? Did the rough moments you faced growing up teach you to show compassion and kindness to others, because that’s what you needed at that time? What has made you who you are?

 

The Why

Why do you continue working tirelessly to do and be better? Is there a change you want to see in the world? Children you want to set a good example for, so they know that they too can achieve great things? What motivates you to keep pushing when extrinsic things aren’t enough?

 

While 2020 certainly turned a different direction than we had all planned, we can choose to see the beauty in the hand we’ve been given. For me, 2020 has reminded me of my priorities and what truly matters to me. What I’m thankful for. Who I’m thankful for. Why it matters. Keep pushing, but don’t forget to have an attitude of gratitude.

 

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

 

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

For as long as there has been work, there has been work drama. Gossip around the water cooler, instant messages back and forth, whispers in the hallway. No matter how you spin it, we love to hear the latest story flying through the rumor mill. Careful though, participating in office drama about others can severely backfire on you.

 

In this post, we’re going to review the top 3 reasons why you must avoid the drama if you want to be successful in your career.

 

You Are at Work for a Reason

To be blunt: you are not being paid a salary to talk about what Becky from accounting said to Dave from marketing last week. You are at work to work. No matter how much free coffee is in the break room or how much fun the monthly team lunch is, you are at your company to accomplish a job in as little time as possible, with the highest quality work possible. While it’s just fine to have a good time and enjoy friendships with your co-workers, you were hired to add value to the company, not to talk about your colleagues.

 

Someone Else is Always Listening

When you insert yourself into work drama, or even just participate in the conversations, someone else is always silently watching and listening to you. They’re making assumptions about your character based on what you say and engage in. Do you really want to be attracting that kind of attention? Though it may seem fun to gossip, others are making judgements on your abilities to lead and stay away from office drama based on your reactions to the invitation. Now is the time to consider where you want to be in the next 1, 5, or even 10 years. Next time there’s an opportunity to discuss drama, think for a minute on who may be watching and how their observance may affect you later.

 

Teamwork Suffers

An efficient company is one where everyone is on the same page, knows their tasks, and can interact with one another in positive ways to increase productivity. Gossip and drama create conflict. As the saying goes, teamwork truly does make the dream work. When gossiping and causing drama, you’re only going to create friction which, in turn, takes focus away from working together and instead points out one another’s differences.

 

Where there are groups of people, there’s always going to be buzz about different dynamics. That’s just a fact of life. But choosing not to participate is a conscious decision that will absolutely profit you in the long run. Skip the stories, and you’ll reap the benefits for years to come.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

 

 

According to a 2016 study performed by Jobvite, nearly 90% of recruiters find their candidates’ LinkedIn profiles during the hiring process. This means that how you present yourself on your profile matters heavily. How is your online presence looking? Take a look at our top 4 tips you can implement to improve your LinkedIn profile and enhance the possibility of landing your dream job today.

 

Optimize Your Headline

Your headline is a 10 second snapshot of you. It determines if the audience will continue reading the rest of your profile. Let’s take a step back and put yourself in the recruiter’s shoes. Which headline sounds more exciting and interesting? “Finance Associate at Finance Warehouse” or “Finance Professional at Finance Warehouse | Problem-Solver | Corporate Budget Expert | 2-Time Associate of the Year Award-Winner”? While you want to make it interesting, make sure you remain honest and concise.

Another crucial aspect of headlines is including keywords. Like everything on the internet, your LinkedIn profile can be found simply by googling and search words. Keywords are the words that an internet user types into a search engine to find websites that match their search. Be careful of too much of a good thing. While keywords are great to include, don’t overload your headline to make it look like you are trying too hard.

 

Include a Profile Picture

A profile picture is the first virtual impression a recruiter has of you. They are seeing if you are professional and get a sense of your personality. Check out this article by Forbes for more insight on why a profile picture is vital to a positive recruitment experience.

While your profile picture doesn’t have to be from a professional photo shoot, it does need to be of only you, clear and well-lit, appropriate clothing for your industry, cropped where your face is clearly visible. Even just throwing on a business outfit and taking a self-timer picture (note: NOT a selfie) in a clear area of your backyard can work.

 

Elevate Your About Section

If a recruiter has continued past your profile picture and headline, they’re next going to read through the summary in your About section. Remember, your summary is exactly that: a summary of your abilities and accomplishments. Ideally, it should take a recruiter less than 30 seconds to take in your summary and decide if they want to move onto the rest of your profile.

The fun part about the About section is that you can show off your personality. Make sure to highlight your recent background, as well as any notable skills and accomplishments you have. Don’t be afraid to use (very!) light humor and share an appropriate amount of information about your personal life. While you need to be professional, recruiters are still looking for a candidate that can connect. Again, this is a great section to utilize keywords.

 

Be Accurate

Lastly, please ensure that your LinkedIn profile is accurate. While not every job title or bullet point of your resume must be used in the Experience section on your LinkedIn profile or vice versa, be certain that everything listed is accurate and does not contradict what is written on the other item. This shouldn’t be a problem if you are fully transparent on your application materials, but sadly must be said due to common intentional inaccuracies. Recruiters will look through your Experiences section and notice if there are any discrepancies between your LinkedIn profile and resume. Do not get taken out of the hiring process because of dishonesty.

 

While creating an amazing LinkedIn profile may feel daunting, by focusing your efforts on these four key pieces, you will be on your way to impressing your audience.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

Ready to take your career to the next level?

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

 

 

 

First and foremost, congratulations! There are few moments in one’s professional life more exciting, invigorating, and (slightly) intimidating about landing THE position. The moment you become a leader at your dream company, it’s time to consider dynamics, communication, and next steps. Read on to hear our tips on how to thrive as a newly appointed leader in your organization.

 

Employee Dynamics

 Unfortunately, if you have worked for your company for a bit, and were then granted a promotion to this position, there is potential for jealousy from other candidates who did not receive the position. Especially if you are now the leader of the team you were previously a member of. Do not be intimidated. But also, be aware of your own behavior and how you could unknowingly be encouraging this jealousy. While you may have a new title and responsibilities, you are just as human and imperfect as everybody else.

To combat the potential for unhappy employees, implement a servant-leader style of leadership. It is YOUR mission to aid your team in whatever way you can to help them accomplish their jobs efficiently. Your team members should feel comfortable approaching you with a problem and know that you will be happy to assist with working towards a solution together.

 

When You Don’t Have All the Answers

 However, as necessary as it is to be knowledgeable in assisting team members, delegating tasks, and communicating with higher-ups, you will reach a point in your leadership role where you have absolutely no idea what to do. Truthfully, this is the moment that will make or break who you are as a leader. If nothing else, remember that when you arrive at work, you need to leave your ego at the door. Recognize that more than likely, there is someone at the company who knows more about a subject than you do, and they would be the perfect individual to loop into the conversation. This creates a win-win situation: a resolution can be discovered, you shine as a humble leader, and cross-company collaboration occurs. Way to go!

 

Steps to Take Immediately

  1. Embrace the grace period. When beginning a new position, no one expects you to know everything. Take advantage of this time. Ask questions, make mistakes, and most importantly, learn.
  2. Set your goals. When you don’t know where you are trying to go, it’s hard to get moving. Begin outlining what measurable steps you want to take as an individual and a team to accomplish specified tasks. This provides a vision and structure to lean on and follow, especially while just getting started.
  3. Book the one-on-ones. And the sooner, the better. Having individual time with each employee offers you time to catch up on what they’ve been working on, as well as have conversations about where you’d like them to go. These conversations are especially important if your previous teammates are now your direct reports. These meetings establish the tone of your new relationship, as well as provide time for any questions or concerns they may have moving forward.
  4. And most importantly….celebrate! It is okay to feel proud of your new accomplishment. Embrace the excitement and praise. You earned Call your friends to share the news, go out to dinner, pop some champagne. Be proud of yourself!

____________

 

About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

Ready to take your career to the next level? 

Let’s chat. Schedule a  call to discuss innovative solutions to your specific needs.