Tag Archives: teams

Group of people talking

We Are All Human!

Business, at its core, is about people and the connections we make in order to achieve a goal.

But in the age of working from home and Zoom meetings, it is easy to forget that there are actual people behind LinkedIn profiles and online meetings.

And this isn’t a new problem.

As work moves more and more online, the less human it can feel.

But if interaction is the key to any successful business, it doesn’t matter who you are or what you do, if you aren’t engaging with your team or your customers in the right way, you will stunt the growth of your business.

Unfortunately, often people, in an attempt to be professional, sacrifice humanity and personality.

If we remove the human side of ourselves in order to be “professional” then we can end up treating people like robots or even like aliens.  In effect, alienating them.

The issue with this is that, of course, we are human.  So why do we deny ourselves that fact.  What is really more important is to be authentically you.  And since trying to be something we are not, is just an act, people can see straight through it, however good you may think it is!

So, what can we do?

A very simple example is that there is a big difference in how people will feel if you show genuine interested in your team (even just ask how someone’s weekend was before asking them to do a task).

Some viewpoints are that this is unnecessary and intrusive.

But, if you don’t take an interest, and your team feel like they’re just seen as cogs in a machine and not people, you will have problems.

Namely, people eventually won’t trust you, won’t like you, won’t care about what you say and, ultimately, this means they won’t work!

And for a business, a team that doesn’t want to work is game over!

So, feel free to build up a rapport, put a face to a company. This will benefit your customer success too. People are far more likely to engage with you and buy from you if they feel seen, rather than just as an income stream for you.

However, you have to be a little careful because if you get too personal, the issues will appear again.

You’ve got to find the sweet spot!

If you go too far, too personal, you run the risk of losing professional balance.

And this came to mind because of the following example.

Recently, I received a message from someone on LinkedIn saying that they were a fan of what I have been putting out on there. So far so good, right?

That is until they followed this up with some more personal compliments and a request to meet me, asking whether I thought my husband would mind!

Now that, to me, doesn’t sound as professional a message as you would expect form LinkedIn. And I was sure to tell them this in my reply addressing their antiquated and, just rather unnecessary, message!

Now, this is a more extreme example, I know, but it speaks to my wider point that I want to get across in this – the balance of our human needs and interest within business.

Perhaps we can think of it like “treat others as you want to be treated” advice. It might sound very simplistic, but the basic principles still apply in business.

It doesn’t matter, who, what or where you are, we are all deserving of the same respect and connection.

So understanding people and building relevant connection leads to more trust and therefore collaboration, and therefore more productivity and happier people. 

If you want to see any growth in your business, we have to get that balance right.

Simple, no?

Well, it isn’t always that easy to work out what people need or want, or how they prefer to work, communicate or participate.  So, if you are having any issues connecting with your team, or anyone else for that matter, feel free to email me at julie@thinkbedoleadership.com and we can have a chat!

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader: 

 
1. Join The “Quiet Leaders With Impact™ Facebook Group and connect with other leaders who want to grow 
 
It’s our new Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes –  Click here 

2. Grab a free copy of my leadership impact report: The Team Performance Engine™ 
It’s the Road Map to your journey to increasing your impact as a leader –Click here 

 
3. Join our Quiet Leaders Launchpad™ Mastermind Group Programme 
 
This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business. 
 
Email me with “IMPLEMENT” in the subject line and we can discuss how you can join us 
 
4. Work with me and my team privately 
 
If you or your team just need a little more one to one attention to make change happen in your business… just reply to this message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details! 

Rewards

The Perils of Being Too Nice

Most people want to be liked. It’s an indomitable human trait, which keeps us safe as part of a group, a team, or a family.  It stops us from being ostracised or vulnerable, like the Thompson’s gazelle that gets eaten by the lion for running outside the pack.

Although some people say they couldn’t care less, most people want to belong and enjoy that social side of being part of that group.

And, when you are the leader of a business, because of that, it’s easy to get sucked in to worry about what people think of you.

“Do they like me?”

“Is it annoying having me ask them questions?”

“Should I show them how I do it?”

“Will they think I am lazy if I delegate this?”

I’m sure you know that inner voice.

And, of course, it helps to get on with your teams, because work relationships are especially important, for trust, and belonging itself.

But you can go too far!

Believe it or not, being too nice can have a detrimental effect on your business.

How?

Well, let’s get into it and check if you too are killing your business with kindness?

Are you saying what needs to be said?

Firstly, are you saying what needs to be said?

Do you worry about offending people rather than correcting their mistakes? Are you staying quiet when things aren’t being done how they should?

Biting your tongue might seem like the right thing to do. Just let them do it how they want, and you can just correct it later.

Or are you avoiding conflict because you just don’t like that awkwardness it brings?

But what are you really doing if you do that?

You are creating a much bigger workload for yourself, eating up your valuable time doing someone else’s job or maybe dealing with the fallout that conflict brings.

You are also depriving them of learning how to do tasks most effectively and leaving them ill-equipped for future management roles or subsequent employers.

Finally, you are enabling poor performance, which is not fair for you or them.  And it certainly won’t fit with your vision for the business. This risks damaging the ethos that your clients, staff and customers have invested in. And if the reputation drops, so do sales.

It isn’t always nice but sometimes you just have to go out and say it.

“Actually, you should be doing this…”

It’s beneficial to you, your business, and your team.

Are you saying it right?

You also need to look at what you say and the way you say it.

In all my time coaching, this is one of the most common problems I have found.

People get it wrong for many reasons. Maybe guilt, uncertainty, lack of confidence, and more ☹.

Do you start questions with:

“Could you maybe…?”

“If you have time…”

And end them with:

“No worries if not…”

If so, you could be setting them and you up to fail!  You could well benefit from changing the way you look and things and getting conscious of the impact this is having.

If you start with these phrases, then you are leaving it open to misinterpretation, uncertainty for the person who should be doing it, and then, of course, their lack of confidence in it too. They are not sure if that is a choice, or an over polite request or whether you really mean it at all.

Now I am not saying that you shouldn’t be kind or pleasant, of course. Respect and understanding is part of the deal.  But if we are not clear, the signals we are giving off are just confusing and some won’t do it because they aren’t sure, whereas others will take the opportunity to take the easy road because the waters were muddy. 

So, if something needs doing, let people know it needs doing, and you would like them to do it! (With a smile and respect, of course).

If you don’t, you are opening the door for procrastination, mad last-minute rushes and missed deadlines. A slippery slope for any business, with lack of productivity, clientele, and profit!

Are you too forgiving?

Are you constantly letting people off the hook or constantly blaming yourself?

There’s a couple of issues here.

Let’s look at blaming yourself first. I’m not saying you are completely blameless every time, let’s just be clear! But equally, you aren’t always to blame either. What is important is that you aren’t excusing people for their mistakes. If you have said what needs to be said, the way it should be said, and tasks are still not being done right, people need to know!

We do have a responsibility to set people up to succeed, so if you missed something, telling them how, why, or what to do then of course – your issue to resolve.

But, if you shoulder everything, it means there is no responsibility on others in your business to make sure things happen right.   You will end up parenting your team to make things happen.  And that’s not fun! (we’ll get into that later).

And letting people off the hook may feel like the right thing in the short term, but soon you will run into issues.

It is not just your business that will suffer, you will also feel the effects personally. Your health, mental and physical, supersedes everything, remember!

Again, you are depriving your teams of the chance to learn from their mistakes. And we already know that that impacts the futures of them and your business.

I’m not saying you should come down on every little thing like a ton of bricks, but if you paper over too many cracks, everything will fall down like a house of cards eventually.

Let’s go back to parenting.

Ever said to yourself, it’s like a bunch of kids in here?

Or that you are the only one who seems to care or take that responsibility?

Having to correct things and tell everyone what to do?

It is often a response to frustration when people are not stepping up and you are still having to do everything, or feel like you have to push them to do things. 

But the issue is that this is a vicious circle that spirals into a toxic environment.

Because people hate being parented!  But then they act like kids, and you can’t help yourself, maybe even saying it’s their fault.

I’m sure you have all experienced it, the patronising tone, and the feeling like a child again as someone dumbs down something you already know how to do.  And then feeling like you want to throw your teddies out of the pram because if they are going to treat you like a child, you might as well act like one!  Huh??

It’s not always just the frustrated tone, it can also be the overly caring, over worrying and kid-gloves issue too.  Not letting them step up and overprotecting is a quick route to lack of responsibility and them probably leaving you too soon.

In reality, no one wants to be treated like a kid and, thus, this is a surefire team demotivator!   We must break that cycle.

When you feel looked down on or spoken down to, you just stop working so hard. And with less effort comes less output, less urgency and less business.

So, if you treat them like kids, they’re going to play silly games and mess around in the sandpit and want you to wipe the proverbial every once in a while 😉.

Remember, they don’t want that any more than you do, but it is hard to get out of one by one.

However, it is an easy but valuable fix.   Having that conversation that brings us all back to “adulting” is the best way. Naming it, talking about it and getting buy in to move forwards.

No rocket science here!

But if it feels like your business is struggling to tackle some of these issuesjo, or the thought of asking outright still seems scary, don’t worry! Let’s have a chat.

Email me at julie@thinkbedoleadership.com and we can say what needs to be said together!

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader: 

 
1. Join The “Quiet Leaders With Impact™ Facebook Group and connect with other leaders who want to grow 
 
It’s our new Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes –  Click here 

2. Grab a free copy of my leadership impact report: The Team Performance Engine™ 
It’s the Road Map to your journey to increasing your impact as a leader –Click here 

 
3. Join our Quiet Leaders Launchpad™ Mastermind Group Programme 
 
This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business. 
 
Email me with “IMPLEMENT” in the subject line and we can discuss how you can join us 
 
4. Work with me and my team privately 
 
If you or your team just need a little more one to one attention to make change happen in your business… just reply to this message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details! 

Traffic guard instructing pedestrians

Stop Instructing Their Every Move

Have you ever seen The Truman Show?

Or maybe you have read George Orwell’s 1984?

At the very least I’m sure you’re aware of Big Brother!

Did you ever feel like that? Like every part of your life is being observed? Like there were eyes everywhere?

Well, the Truman Show Delusion is real, if not officially recognised. And if you have ever experienced that feeling, or even just indulged in any of my cultural references, you will know how uncomfortable it is!

So, imagine if every time you went to work, you had someone over your shoulder, watching, telling you what to do at every turn. I don’t know about you but that sounds way to claustrophobic!

But for some, this microscopic, forensic, fine-toothed comb approach is a reality.

Often it comes from a place of passion for the business, wanting to see things done right and done well, but ultimately there is more harm than good in instructing employees every move.

So, what are the Issues?

1. It’s Off-putting

It’s pretty obvious and if this is all that happens you are probably quite lucky, but at its most basic level, this sort of management style is distracting.

If you feel like you are constantly watching your back it is harder to concentrate on the task at hand. You are going to be more self-conscious and are more likely to procrastinate and put stuff off for fear of doing something wrong.

2. You Are Not Creating Trust

Leading on from this, and taking it to a more extreme, but still very real, case, those working under a microscope of instruction are likely going to feel like they aren’t trusted in their position.

If everything you do is analysed to within an inch of its life the minute you complete it, it is going to be disheartening and again you will create issues of procrastination as they just don’t feel they can take the risk.

But, as a manager, there is a greater issue here than procrastination. If staff are put off, even feeling untrusted, they are likely to just leave. And one thing worse than staff that may not always complete tasks exactly as you envisaged, is not having enough staff at all!

3. They Don’t or Can’t Learn

I touched on this in last week’s blog but as part of the role of a manager and a leader, it is important to facilitate learning for employees.

This allows them to thrive more independently within their team, and also sets them up as leaders for the future as your business expands.

So, if they are only every instructed, task by task, with to the letter instructions, you are depriving them of the chance to learn how the business operates, how they can add value, and how they can get the most out of themselves too!

This means that in an expanding business, when you are forced to delegate, there will be no one capable of assuming that leader mantle as they have never been required to use independent thought in their roles, or the running of the business.

It’s not just them!

It’s not only your teams and employees that will suffer under constant instruction, you will too!

The two main issues are…

1. Burnout

If you are constantly putting it on yourself to always manage and instruct every member of your team, they won’t be the only ones who end up feeling overwhelmed!

That sort of approach is just not sustainable.

If you put the stress on yourself to basically do the job of your whole workforce, you will only end up getting more stressed than if you had to just alter and edit the odd project or task.

In the end that stress will inevitably build up to the point of breaking and then…BANG!

BURNOUT.

And then, all your worries of “is everything I want being done how I want?” are out the window as you won’t be able to manage anything at all!

Loosening that rope that you tie around your employees will make it easier for you both to work, and also lengthen the fuse, meaning you can continue to build your business and its identity without the worry of crashing!

2. No Time

This is maybe more self-explanatory. If you are always instructing everything everyone does, how are you going to have anytime left for yourself?

This goes for both in your business and in your own time. If you are concerned with everyone else during work hours, you won’t be able to complete your own tasks within those hours.

That means you take them home with you and they eat into your own time. Then when do you relax? When do you socialise? You can’t!

Not only is this detrimental to that good old work-life balance, it can also lead to our not so good burnout. And then we are back again, at a point where nothings getting done! And not to mention the family and friends who start to drift away because you are not present.

Maybe it’s time to take a step back, to breathe a little and see what your team is really capable of?

After all there must have been a reason you hired them in the first place!

However, maybe this still feels like a daunting thing to do, to release this thing you have nurtured and built in your vision?

I totally understand.

So why not why not book in a Team Performance Strategy Session here and we can find out what’s working and what’s not, and find 3 strategies that will help you to get started on the journey of taking a step back and creating a confident and capable team in your business.

Let’s see how we can help you to create a mindset and the environment to begin delegating, and giving away a little bit of the control!

You can also email me at julie@thinkbedoleadership.com

Julie “Chief Impact Engineer” Hutchison

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader: 

  1. Join The “Quiet Leaders With Impact™ Facebook Group and connect with other leaders who want to grow 

    It’s our new Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes –  Click here
  2. Grab a free copy of my leadership impact report: The Team Performance Engine™ 
    It’s the Road Map to your journey to increasing your impact as a leader –Click here
  3. Join our Quiet Leaders Launchpad™ Mastermind Group Programme 

    This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business. 

    Email me with “IMPLEMENT” in the subject line and we can discuss how you can join us 
  4. Work with me and my team privately 

    If you or your team just need a little more one to one attention to make change happen in your business… just reply to this message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details! 
Plant Grows

Small Business Grows Big

Growth is something we all want for our business, of course it is! But if we aren’t prepared for it, this dream scenario can quickly become a bit of a nightmare for you at the top of it all!

Relationships in business are founded on trust.

As the leader of a small business, you will have a team of people who (hopefully) you feel able to rely on.

So, as you expand and take on more staff it makes sense that you would look to these people to take on management roles, in order to pass on their expert knowledge.

After all, you can’t be everywhere, however much you may want to be!

So now you have multiple managers with multiple teams of their own…great!

Yet, if you aren’t careful, you may have more problems that you started with.

Here we shall look at some of those main problems:

The Message gets lost

Key to your business is its message, its ethos. This is what, not only your customers, but also your teams, have to buy in to for you to be successful.

As your business expands, however, this message can become a bit like a game of Chinese Whispers.

As it gets further from you the lines of communication can become stretched, they become less effective, and with it, your message can become muddied, or even lost.

Then, all that you have spent so much time trying to implement can start to breakdown.

The wrong kind of leader

As I touched on earlier, as your business develops, you will need leaders to step up and take on these expanding teams. Obviously, hiring from within seems like the clear decision.

But this is one of the pitfalls that can damage your growing business if you get it wrong.

Sadly, being an expert in a field doesn’t always make someone a great leader. Having all the appropriate knowledge doesn’t always mean they know how to pass it on.

It’s kind of the opposite of the old “those who can’t do, teach” adage, or if you’re more of a sports fan, “good players don’t always make good coaches”.

What Can Happen?

Obviously, no one case is the same, but there is a client I worked with recently that was in just this sort of position.

Their IT company was growing quite rapidly, and they needed leaders for the new teams they were having to employ.

They started to ask current trusted staff to step up.

First, they set one of their original team members, an expert in their previous role, up as a leader, but they weren’t too comfortable in the position.

They were nervous and lacked confidence in leading a team, and thus, the message broke down, the team was ineffective, and they struggled to maintain the business ethos and results.

The second leader they sourced from within had similar issues, except, they disliked the idea of managing so much that they left the company.   That meant that they lost a key member of staff as well as a potential leader.

Finally, they turned to external sources for a new manager, only one of their requirements for the position was that it had to be filled by someone with good IT skills and experience.

This sounds like it should make sense, but you must look at the role they are being brought in to perform. They are going to be a team leader, a manager, not an IT specialist, so do they really need that experience?  Maybe some, but not the only thing they needed.

What to do?

What is really important is to be able to provide your teams with the confidence and capability to step up into the kinds of management positions.

You can’t be afraid to bring in people from outside your business either.

Managers are there to do exactly that, manage! And experience goes a long way to obtaining that confidence that good leaders require.

But growing your leaders from within, if done properly and with care, is an excellent option.

Those people love your business, like working there and know all the little foibles. So, they are best placed to be bought into your ethos. 

So, if you want to grow those wonderful team members into leaders, you need to do something different.  You need to develop their skills – soft skills, confidence, communication and leadership mindset. 

They need to be able to Think, Be and Do as a leader does.

So, as long as you support their growth, then they are perfectly capable of learning those new skills.

And you will need to change the way you think and behave too!

You will need to be able to trust them, let them grow new wings and you will have to let go a bit so that they can feel the responsibility and start making bigger decisions, without relying on you.

If all that sounds lovely but a little scary or worrying, or you are asking yourself – yes, but how do I do that, then all you need is someone to support your business in that transition.

Maybe it’s time to book a call with me and we can have a chat about where you can take your business, and where we can help you grow you, grow your leadership team to grow your business.

Book your call here:

Or email julie@thinkbedoleadership.com

P.S. Whenever you are ready…here are 4 ways I can help you increase your impact as a leader:

1. Join The “Quiet Leaders With Impact™ Facebook Group and connect with other leaders who want to grow

It’s our new Facebook community where those that are The Quiet Leaders can learn and share how to increase their impact, influence and outcomes —  Click here

2. Grab a free copy of my leadership impact report: The Team Performance Engine™
It’s the Road Map to your journey to increasing your impact as a leader –Click here


3. Join our Quiet Leaders Launchpad™ Mastermind Group Programme

This Mastermind is a selected group of like-minded leaders, in an online community, focused on growing your results.  With training, group coaching calls, guest speakers and more, supporting and challenging you to design and implement real team performance in your business.

Reply with “IMPLEMENT” in the subject line and we can discuss how you can join us

4. Work with me and my team privately

If you or your team just need a little more one to one attention to make change happen in your business… just reply to this message and put “PRIVATE” in the subject line… tell me a little about your business and what you’d like to work on together, and I’ll get you all the details!

Julie Hutchison
Chief Impact Engineer at the Think Be Do Lab!
Call: 07947823842

Disengaged man with a hand over his face

How to Ditch Disastrous Delegation

I love cake. I mean, I reaaaally love it!

But say I am given a cake that serves twelve and I try to eat it all myself, I’m going to feel pretty sick. That’s not to say I don’t love cake anymore, but too much will leave anyone wiped out, lethargic, or just ill!

You know that, just by sharing a few slices, you could have avoided feeling totally rubbish but you really wanted it all.

And now you’re feeling awful, and your mates think you are totally selfish.

By giving away even just a bit, this whole situation could have been avoided.

So why are we talking about this?

I know it sounds obvious, but so many leaders want to just dive in and take on their version of the whole cake.

But business is no different. You need to share the workload. You need to DELEGATE!

Here’s the thing – something weird stops us

We must ask ourselves this first question – Why are we taking on too much in the first place?

This could come down to a number of factors, so let’s take a look at what they may be.

Need for Control

As a leader it is easy to feel like, as everything your team does ultimately falls back on you, it is best done yourself, isn’t it?

But, before you know it you can slip into one of two things – the micromanaging spiral, or the “I’ll do it myself” drama triangle.

It is natural to want to know what your team is doing at any one time, but you have to allow them to operate in their own space within your wider leadership.

I don’t know about you, but when someone is on my shoulder all the time, watching what I am doing, I end up telling them to do it themselves because I don’t feel trusted. 

And if you are already doing it yourself anyway, their confidence is going to be shot to pieces so then they probably would just end up fulfilling your fear of not doing it as good as you.

But you may have just created that yourself.

The reality of that need is often fear. The fear of failure and lack of trust that your team can support your aims. 

This is where you have to look at why you brought this team together in the first place.

You assembled this group to do a job for you and you must trust them when it comes down to distributing and delegating your workload. It will also help keep them engaged, interested and motivated.

Guilt

I hear it all the time, “Giving people work makes me feel guilty”.  “They will think I am lazy.” 

But this should be exactly the opposite.  That is your job.

Many of us have been brought up with a really great (too great) work ethic and have been taught that things should be hard work, or we should work hard.

So, when we start to delegate it feels like we are putting on others and shirking our responsibilities.

But we need to remember our role – To enable a team.

And forget that ingrained behaviour and belief system for the new one that recognises that real success is where we all play a role, not beat ourselves up for not being the hardest working person in the room.

Frustration & Disappointment

Oh, we’ve all been there when we get up the confidence to delegate and then Bam! 

Terrible result. ☹

We then go through the emotions of frustration, disappointment and beating ourselves up because of the good old “told you so, that was a bad idea. Should have done it yourself”.

But hang on a minute, we need to look at that in a different way.

Did we set them up to succeed or fail?

Did we make sure they had the skill, the will, and the way to achieve what we asked them to?

If not, then that’s our fault and, not only that, but we can also do a great deal about it.

And we must.

This is the art of delegation and of leadership.

To take our team from can’t do, won’t do, or don’t do, to can do, want to, and will do.

We need to help people see why they should do a task, why they should do it for you and how they should do it.  Then they can just get on with it with certainty and belief in their own abilities.

Because of course, no one will have the exact same vision or way of working within a group, unless we explain why it should be this way.

So, we need to be able to communicate and inspire those around us to see our vision and the output that we are looking for.   

Individuals may need a few attempts to get a task right but if you, as their leader, jump in too soon or too often and take over, you are robbing them of the opportunity to develop and save you work in the future.

And remember, they may even have a better way of doing something than you, if you would just trust and let them!

Over belief in our own abilities

Just because you have been doing this for 20 years, doesn’t mean that no one else could be as good as you. 

If you gave them the chance they would develop. 

But if they are better than you, then where does that leave you?

Maybe for some of us, ego gets in the way of developing others to a point that we can step back. 

We don’t want it as much as we need it!

So, we must see the bigger picture.   Remind ourselves, it is not about us, but about the greater good.  And we need to leave our ego at home, or we will be a very busy person indeed.

So next time you are worried about delegating, just think “how can I make this work” with three questions.

Is it can’t do, or won’t do or I don’t want to do it for you?

Then once you know, you are halfway there, and you can work on each one of these differently.

Then you will be able to have your cake and eat it!

If you would like to find out about that then that is exactly what we teach on our leaders’ development programs. 

Drop me a line to find out how you can get some help with implementing better delegation strategies and mindset for a happier, more confident team and a more chilled you.

Is Training worth it

Leadership Tips – Is Training Really Worth It?

Training is a funny thing isn’t it? Everybody wants training, but as a manager you may sometimes wonder if it is actually worth it? I mean, you can train people up but that doesn’t mean that they are going to stay with you, and for that reason, training is often the first thing to go out of a budget and the last thing to come back.

You see, often people only look at the ‘cost’ of implementing training – the cost of moving forward. They never consider the cost of standing still.

Trained Staff = Happy Staff

You see the thing is that people who feel valued and who are given regular training and therefore the ability to move their own self development forward, are often the most cost effective employees. They are generally happier, more productive, more present (less time off) and more motivated. They produce a higher standard and a greater amount of work and they are more bought in to the company and their team and manager.

Now doesn’t that sound good?

Employees who are consistently trained and developed are also more likely to stay in a job for longer. A recent survey indicates that 40 per cent of employees who receive poor job training leave their positions within the first year. They cite the lack of skills training and development as the principal reason for moving on.

And furthermore, studies have shown that although management training alone can deliver significant productivity improvements (more than 20% in some cases); when delivered in conjunction with executive coaching, it can offer up to four times that level of benefit. The whole really is greater than the sum of its parts.

So if you are considering some training for your team, then consider the cost of standing still and make a decision to come along to my ‘Detox Your Team and Refresh Your Business’ event in Salisbury at the Enterprise Network on the 13th July, where you will find out what hidden genius already exists in your team and how you can utilise that to have a more profitable business !

Book here  and put in the code TEAM at the checkout for a special additional discount of £50 off the early bird price.  This discount is only available to my list and until Friday 17th June.  Click this link for more details and to book.

 

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Leadership Tips and the 12 Days of Christmas

Leadership Tips and The 12 Days of Christmas

 

Once the Christmas dinner is over and the presents are opened it’s time to chill out, and maybe reflect a little on how this year has gone for you.

Here are our 12 tips for making 2016 your best year yet.  And to keep it traditional we are stealing from an old Christmas song.

 

On the First Day of Christmas Leadership Tips…

My true love said to me:

A Leader is one who

A leader is one who knows the way, goes the way, and shows the way.

Leaders don’t just act like the boss and tell other people WHAT to do, but show them HOW to do it. A good leader always shows the way.  A boss says ‘Go’, a Leader says ‘Let’s go, follow me’.

 

 On the Second Day of Christmas Leadership tips…

My true love said to me:

You Are a Leader

If your actions inspire others to dream more, learn more, do more and become more, you are a leader.

You don’t have to be in a managerial role or have an official title to be a leader. If you are a hard worker and dream big, other people will follow you.  Therefore you a leader.

 

 On the Third Day of Christmas Leadership tips…

My true love said to me:

Steve Jobs A Leader

Innovation distinguishes between a leader and a follower.

Good Leaders will think outside the box and come up with their own ideas.  They create the world around them and this inspires others.

 

 On the Fourth Day of Christmas Leadership tips…

My true love said to me:

Leadership

Leadership is unlocking people’s potential to become better.
A leader might come up with ideas and inspire others, but unless they can unlock the potential in their team, they will be leading no-one.  Leaders facilitate and allow the individuals in their teams to grow.

 

On the Fifth Day of Christmas Leadership tips…

My true love said to me:

Vision

Where there is no vision, there is no hope.
You can’t go into a project or an idea blind, or it will never work. You must first come up with a vision of what you want, and then show others the way.

 

 On the Sixth Day of Christmas Leadership tips…

My true love said to me:

If you want a quality

If you want a quality, act as if you already had it.
You know the saying: Fake it till you make it… well the same applies to leadership skills. In a company no-one will promote you to manager unless they see you as a manager, meaning you have to act as if you were a manager.  If it is your own business – no-one will come work for you if they don’t see you as a leader – so step up and act like one.

 

 On the Seventh Day of Christmas Leadership tips…

My true love said to me:

Speak softly

Speak softly and carry a big stick; you will go far.

In other words, always be humble, avoid raising your voice and being a hot-head for the sake of it, but don’t be afraid to put your foot down and make the tough calls when needed.

 

On the Eighth Day of Christmas Leadership tips…

My true love said to me:

Credit

No man will make a great leader who wants to do it all himself or get all the credit for doing it.

Good Leaders know they can’t do anything without their teams. They are more interested in the end result than in taking the credit. If a leader acts in this way he will no longer be a leader as there will be no team left to lead…

 

On the Ninth Day of Christmas Leadership tips…

My true love said to me:

It is essential

In other words – the smartest thing you can do is hire people who might be smarter than you!
 

 On the Tenth Day of Christmas Leadership tips…

My true love said to me:

Good Management

Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.

Make problem solving fun – and a TEAM activity.  If problems are seen as something negative then people will naturally avoid or shy away from dealing with them – which means it is always down to the leader to spot and solve problems.  Far better to encourage an environment where problem solving is applauded and everyone wants in.

 

 

On the Eleventh Day of Christmas Leadership tips…

My true love said to me:

The Quality of a leader

The quality of a leader is reflected in the standards they set for themselves.

Want to be a good leader? Then set the bar high. No – higher than that.   But what if you don’t feel confident? This takes me to my last point…

 

 On the Twelfth Day of Christmas Leadership tips…

My true love said to me:

Henry Ford

Henry Ford knew what he was talking about when he said  “If you think you can do a thing or think you can’t do a thing, you’re right.”

There is nothing more important when it comes to being a manager than believing in yourself. Believe you can be the best leader in your business and you WILL.

If you want to make 2016 your Best Year Yet – come along to our free Best Year Yet workshops – where we will help you set the strategies you need for making 2016 your absolute Best Year Yet.

If you would like to pre-register for more information email me on julie@juliehutchison.co.uk and put “Best Year Yet” in the subject line.

Wishing you a Prosperous and Happy 2016.