7 Roles Every Manager Must Master for Results that Last

A special note to my readers

7 roles

 

One of the benefits of having my own business is the privilege to interact with several high-quality clients from a variety of industries. Not only do I get to build a business by supporting them, I also strengthen my personal and professional development due to interacting with their content and experience.

One area of expertise I really enjoy supporting is that of leadership. I believe in what my client Karin Hurt of Let’s Grow Leaders, teaches and have willingly become an affiliate of her course Results that Last: 7 Roles Every Manager Must Master. I’ve worked in quite a number of places through the years, and have seen management/leadership fall anywhere on the scale of effectiveness from low to high. (And no, I won’t tell you who landed where.) I assure you…Karin’s no-nonsense approach to leadership is desperately needed in all types of organizations.

(Ironic rabbit trail…the very day I was writing this at a coffee shop, I happened to overhear a millennial say–I assume in regard to some group or workplace she was part of–”We did have poor leadership at times.” So obviously, leadership is a topic on people’s minds!)

During the month of November, I’m going to be blogging my way through this 10-module course, reviewing two modules a week for the five Mondays of the month. I’ve been given permission to share my greatest takeaways from each module, specifically applying them to the context of an overwhelmed professional since that’s my niche market. And, I may be throwing in a surprise or two.

I realize not all my readers have supervisory roles. But many of you do work for quality organizations that would benefit from leadership training like this with the bonus of it being very flexible. And at the very least, you do supervise YOURSELF.  So I hope you’ll look forward with me to taking a deeper look at the roles you must master to be effective as a leader–no matter WHO you lead–your family, yourself, a group of volunteers, or a workplace team. If you like what you are hearing and want to go through the course with me, use this link to enroll in the course, and HOPE will receive a portion of your enrollment. 

See you next Monday when we get started!

PS: Here’s a special message to my readers from Karin:

I’m excited to be partnering with Beth on my growing leaders mission and look forward to giving you practical tips proven to get results that last. I look forward to your insights and perspectives and look forward to interacting with you in the comments. I’m always looKarin Headshot 1king to meet people investing in their development and striving to make their organizations more meaningful, impactful and productive.

 

 

Did You Hear about Ryan’s Performance Review?

Possible reasons for gossip in the workplace

CA-gossip“Did you hear about Ryan’s performance review? He’ll be lucky if he isn’t fired soon!”

Would that make you perk your ears up?

Gossip is a rampant problem in organizations of all sizes. Some organizations have a very strong policy against it, to the point of someone being possibly fired if caught participating. It can be a cancer that will ruin your team, but even the best people can get caught up in it. Why?

There are a few reasons why participating in gossip is the “easier choice” for people, even if they truly believe it is not a good practice.

Need for acceptance. It’s perhaps counterintuitive, because after all, gossip by nature alienates someone. But for those doing the gossiping, there is some satisfaction in knowing that someone else sees a situation or another person the same way or has experienced the same problems with them. In the illustration above, if several coworkers have problems getting along with Ryan, they may unite in the gossip about his review. 

“I’m glad I’m not the only one that suspects Ryan may not have his job for much longer.”

Desire for information. Gossip can arise when there are holes in communication or a feeling of “We’re not being told the whole truth.” People will start to fill in holes by brainstorming possibilities, and we all know where that can lead. False conclusions or imaginary scenarios become “fact” as more people hear about them.  “

“Ryan sure looked troubled when he left the bosses office. I’m sure the company must be considering layoffs, and Ryan is the first.”

 Feeling of inadequacy. Though we don’t like to admit it, deep down many of us are fully aware of what we believe are inadequacies or weaknesses. When we hear about the alleged behavior of someone, we feel a little better when we think, “I would never have done that!” If someone concurs by mentioning the same thing, we feel particularly validated in our own sense of right and wrong. 

“I hope they brought up his frequent lateness. I would never clock in 30 minutes late every day.”

The reasons given above do not justify gossip, nor am I suggesting you should simply tolerate it. However, it is wise to consider the “why” behind behavior–whether it’s yours or others. What is going on in people’s minds and hearts that leads them to speak ill of co-workers or the organization? This can be a first step in helping you develop a more effective way to deal with the issue before it poisons your team.  Determine now that you, as a value-centered professional, won’t participate in it.

Oh, You Shouldn’t Have

How to take a compliment well

CA-applauseHow did you respond the last time you received a compliment?

Despite how nice they are to receive, many people have trouble taking a compliment (or a token of thanks for a job well done.)

We often say:

“Really? I didn’t think it was all that great.”

“Oh, I got this for $1 at the thrift shop.”

“You shouldn’t have.”

May I suggest we stop taking compliments in such a way and instead enjoy them, and graciously respond? Here are some examples.

You are complimented for your contribution to a project.

Instead of “Really? I don’t think I did that much.”

Say, “Thank you. I really appreciate you noticing. I enjoyed being part of it!”

A co-worker compliments your outfit, which you know is a thrift store find.

Instead of, “Oh this thing? Thanks. I found it for $1 at the thrift store.”

Say, “Thank you! I’m really enjoying this outfit and it’s nice to hear it flatters me.”

You receive an appreciation gift card for helping with an event.

Instead of “You shouldn’t have.” or “You didn’t need to do that.”

Say, “Thank you! I’ll really enjoy this treat and when I use it it will remind me of the fun it was to work on that event.”

Or, a client tells you, “You are a rock star.”

Instead of, “Oh, it wasn’t much.”

Say, “Yes, I am. #confidenthumility.”  

(That really happened. And the client agreed with it.)

Receiving a compliment or “thank-you” well reflects that you are at home with the contribution you make. Better yet, it shows that you respect the opinion of the other person. Enjoy the compliments you get from now on–you probably earned them!