Manage Your Transition Times, 2

A resend to make it easier to see the video

Looks like the video didn’t come through easily in last week’s email so here’s another attempt. If you still can’t see it, go here to view it.

One of the most critical times in your day is a “transition time.” These can occur several times a day, and need to be managed well to avoid stress. (I’m still working on it!)

Here’s a video with more.

 

Get them Going and Have Their Backs

The Accelerator and Backer Roles for Results that Last

Accelerator Backer

Are you able to motivate the people around you? Do you have their backs?

Good leaders (even if not assigned to a team officially) are able to influence and motivate others. They act as accelerators, moving the team along.

In the business world, an accelerator looks beyond the stats to what those numbers really mean. For example, your company may handle 25 phone calls a day. But the real meaning behind the measure is how satisfied each of those callers are with their experience interacting with your front line.

A good accelerator can take those numbers and translate (remember that role, too) them into meaningful inspiration to move the team to achieve even more.

In the process of achieving more though, you have to have their backs. Are you quick to throw others under the bus to protect your own repuation? Or are you willing to take a proverbial bullet for your team?

Last night I was watching an episode of Castle, where Ryan jumped in front of his partner to save his life. Fortunately, Ryan’s life was protected by a notebook in his jacket pocket. (Not sure how realistic that is, but work with me here.) Ryan didn’t hesitate to take a bullet–to put himself in harm’s way. And his effort proved his loyalty to his partner at a time when they were having a lot of trouble with each other. It gave great new perspective.

Your team will be loyal when they know you are willing to back them. This doesn’t mean covering for bad behavior, but to be willing to take responsibility when the results aren’t good.

Motivate your team–inspire them to keep moving. But even more, have their backs in the process.

For more help with the key roles every manager must master, enroll in Karin Hurt’s course. Click below!

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Confident Humility: The Foundation for Results that Last

And a free ebook, Mentoring in the Age of the Millennial

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I’m blogging my way through the course Results that Last: 7 Roles Every Manager Must Master by Karin Hurt of Let’s Grow Leaders, one of the people I have the privilege of assisting through my business. This week, we’re focusing Units 1 & 2 of this 10 unit course.

Unit 1: Introduction7 roles tree

The course is set up in a practical, time-respectful way. It is a nice mix of videos and exercises, that you can fill in on screen and print, or download to fill out on your own. This makes it easy for overwhelmed professionals to take one concept at a time and apply it in different ways. It appeals to various learning styles too, with its visual and auditory elements plus hands-on activities and reflection opportunities.

Key takeaways from this unit were:

  • Getting to know how to proceed through the course and understanding that it will not take hours of time (for example, the videos were less than five minutes each.)
  • A personal “leadership credo” is very valuable. It’s like a mission statement, only deeper. Busy people rarely take the time to think through “why” they are doing what they do or in the career they are in, or how they will lead others. This exercise gives you the road map to start thinking about those things.
  • All managers have seven roles that they must master–a cocktail to get breakthrough results.
    • Translator
    • Builder
    • Connector
    • Galvanizer
    • Accelerator
    • Backer
    • Ambassador
  • Question for my readers: Which of the above roles intrigues you the most?  (If you’d like to take a look at several suggestions of leaders who reflect the above roles, check out the collaborative post here.)

Unit 2: The Foundation: Confident Humility15-Confident Humility

#confidenthumility is one of Karin’s core values. The main takeaway from this unit is grasping the understanding that you can be confident without being arrogant, and humble without being full of self-doubt. She tells a good story in this unit about a visit to a ranch where the tour leader could’ve benefited from a better balance of confidence with humility.

Question for my readers: What leader do you think demonstrates a mix of confidence with humility? 

Next week I’ll be learning about the roles of Translator and Builder.

Please comment, contact me, or interact on social media with your thoughts! And, if you and your team are ready to enroll in the course yourselves, click on the banner above and you’ll benefit HOPE too!

PS: I mentioned I might be giving you some surprises. Here’s one. Karin has written a book about mentoring millennials and is sharing her free download directly here for my readers! Click on the image to enjoy!

Mentoring

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.

 

 

Helping Overwhelmed Professionals Excel: A Quote Quilt & a Quick Poll

Images you can share and enjoy and ONE question to answer

One question poll: I’d like to find out the best day of the week to share my newest blog post–based on when YOU would be most inclined to read and/or share it.  Please click here to select your favorite day. Thanks for participating!

 

In lieu of a standard post this week, I’ve put together this “Quote Quilt” of thoughts to encourage overwhelmed professionals! Please share it. (If you receive this by email and the image doesn’t come through, be sure to visit the blog!)

 

 

 




Pointers for Professionals: Tips for preparing for a trip

Getting ready at work before you take your vacation

Relax

Some of you are looking forward to a vacation that’s coming soon.

Others of you can’t wait to go on another one.

Whenever your next trip happens to be, it takes some work–at work–to properly plan to take a vacation.  Here are some tips from professionals like you!

Jessica Broadstreet of Triad Virtual Assisting   makes sure all her deadlines have been met and looks into what may be coming up to see if she can make a jump start. She also sets her email to respond with when she will return and if she plans on checking her emails etc. Connect with Jessica.

Meredith Jones (@thismeredithj) of MeredithJ.com shares that since she does client work, she makes sure her clients have plenty of prior notice that she will be going on vacation. While I do handle some work while on vacation, she makes sure that she completes any project work before she leaves.  Connect with Meredith.

Lori Schofer  (@LoriSchofer) of Level UP Now Coaching advises to delegate everything you can well in advance of your vacation. Be sure the major responsibilities are covered and communicate that to your boss.  Connect with Lori.

And a few from yours truly:

  • Since my tasks are established in Outlook and assigned to certain days (whether standalone or recurring) I can look ahead for days I’ll be gone and try to do some things that I could work on ahead of time. I love to return to a zero task list that picks up with the day I’m back to work.
  • Consider what tasks could simply be suspended altogether while you are gone. There are some things (i.e. office supply ordering) that don’t really have to be done EVERY week.
  • Try to truly unplug–or at least be hard to reach. Being a little less available may help coworkers and bosses stand on their own feet while you’re gone for a few days. Sometimes our penchant for checking in is really a cover for the security of feeling irreplaceable (or wanting to feel indispensible.) Life–and work–will go on while you’re out!

Also, you may want to check out this great post, The Go-to Strategies to Prepare Yourself the Week Before Vacation.

Whether you have a trip coming soon, or are already planning your next vacation, I hope it’s refreshing and restorative.

Thanks again to our contributors to this collaborative post. Pointers for Professionals will be on hiatus now until the fall. Watch for your opportunity to contribute again later this year!

Now you: What’s your best tip for preparing at work before going on a vacation?

You can leave a comment by clicking here.

 

Four Things Your Team Needs from You

A reminder for busy team leaders

If you are a team leader, there are two facts about you. You are busy. And you have followers.

To do your job well, keep your sanity, and develop your team, you have to provide them with some important things that ironically, will also ease your stress. Here are four of them.

Clear expectations. It is difficult to read someone’s mind. When you clearly share what needs to be done and what the priorities are, your team members can plan their work accordingly and may not have to ask as many questions later. When in doubt, spell it out. Warning: don’t be patronizing.

A listening ear.  You can learn a lot by listening to your team members. Prompt discussion. Ask questions. Find out how things can be better, from their point of view. If they feel you care, they will go to bat for you.  Warning: have healthy boundaries so that discussions don’t turn into rambling detours…example, have 30 minute meetings or take someone to lunch so there’s an expected end time for the discussion.
 

Time. Particularly if you are new leader, your team will need time to learn how you like to do things. Don’t expect them to adjust to your preferences overnight. Once they do, you’ll be saving time and stress. Warning: find a balance between being specific about your preferences, and being unyielding or fussy.

Space. Micromanaging doesn’t help anyone. Give your team members some authority over their projects. For example, allow reasonable freedom in writing and formatting documents. Allow them to suggest changes to a long standing task…you might find a much more efficient method to getting it done! Warning: even the most proactive team members need some guidance. Don’t throw them to the wolves, but don’t require them to report on every step they take, either.

Now You: 

Question: What do you want out of your team leader? You can leave a comment by clicking here.

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