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Leader Feeder by Front Line Leadership Systems
3 minutes | 5 days ago
Potential and Goals
What is the full potential of your operation? Focus your team on their potential and set goals high enough for yourself, and your team. By setting high targets, you can motivate your team to excel beyond what they think possible. Here are three tips to help focus your team on their potential: 1. Identify the potential. If you are achieving a certain level of production throughput and machine uptime, what would those machines actually be capable of if they were to reach their full potential? That can give you an idea of a much higher target to set for your team. Focus your team on their full potential using these three tips:Click To Tweet 2. Involve your team. After you identify your potential, share that information with your team in a motivating way. For example, you can say, “We are doing great now, but think of how good we could be doing!” Ask your team what you would need to focus on to hit your new targets, keep them involved throughout the process. 3. Celebrate gains. Celebrate how the gains are being made as you move from your current level of performance to that theoretical potential for your process. Make your team feel good about their successes. Once you learn to focus on the full potential of your team, you will notice performance starting to rise, and then you may want to work on some of your other leadership characteristics and aspects. That is what we are here for. Our mission is to help companies drive exceptional performance and high employee engagement, through better leadership.
4 minutes | 12 days ago
Focus on People to Drive Results
How can you drive up results by focusing on your people? Interpersonal skills are an important quality that all successful leaders must have. This poses a big challenge for you as a front-line leader because chances are you were promoted based on your technical skills, not necessarily your interpersonal skills. Work on harnessing those personal employee-oriented conversations and interactions. This will in turn drive up performance metrics and create a more cohesive team. Use these three tips to improve your interpersonal skills to effectively drive up the performance of your team: 1. Remember that people drive processes. It is not the other way around. Processes do not drive people. Your people can make or break a process, including a process that is not consistent or viable. If you have a good team that pulls together, they’ll make even a weak process perform well. Do you have the interpersonal skills necessary to be a successful leader? Use these three tips to focus on people and drive up performance on your team.Click To Tweet 2. Build strong relationships. There is so much to do in your typical day as a front-line supervisor or team leader that it is easy to forget to interact with your team. You need to build camaraderie and commitment to one another so that when things become stressful, your team can perform at maximum potential. 3. Encourage growth. If you want to grow the results of your department, you need to start growing the team members in your department. That means looking at the things that they are good at and the things that they could do even better. Spend time coaching and training and developing them so that they can unleash more of their capabilities to help you hit your numbers consistently and at a higher level. Once you have worked on your interpersonal skills, that is where we come in. We want to be your partners in leadership excellence.
3 minutes | 19 days ago
What Do You Value?
What do you value as a leader? People can tell what you value based on what you talk about, what you focus on, and what you spend your time on. It is the same within an organization. Your employees are paying attention to these things. Do your values reflect what you care about as a leader and within your organization? Use these three tips to build meaningful value: 1. Spend time on what is important. If you listened in on many of the production and operations meetings in your organization, you would probably acknowledge that one of the things you value, according to what you pay attention to, is the number of units, tons, or pounds produced. You value production. However, production is only the starting point. There are many other factors that your organization should consider to be important enough to take up time. 2. Measure and reward the things that are important. What you pay attention to becomes what people think your values are. If you have some form of incentive system, that can help shape what employees think you care about. Make sure you are measuring and rewarding the things that you want your employees to think that you place value on. 3. Connect the dots. It is important for employees to be able to link back what you are talking about and what you are doing so that they see a clear link between your organization’s values and what you are asking them to do every day. If you can make more of those connections obvious to them, they will have no doubt as to what your values are. Once your team has a shared sense of values, it is important that they keep driving towards those values. In turn, you will have the best performance ever in your organization. We look forward to being your partner in building strong values and strong leaders.
5 minutes | a month ago
Lead with Humanity
How can you learn to lead with and embrace humanity? Do not forget the human side of human resources. You as a leader, have a lot to focus on, but what about the emotional needs of your team? “This person cared about me as a human being” – when you lead with humanity, it is one of the characteristics that people will bring up when they think of the best manager or supervisor that they have ever worked for. So, how do you do that if that is not your natural tendency? Use these three tools to become more in tune with the humanity of your workgroup: 1. Check in with your team. Realize that people may be more stressed than what they are showing on the surface. Many of us take our stress and bury it inside, or we carry it around with us, and we do not let it show because we do not want to burden other people with our stresses. That does not mean that the stress does not exist. So, touch base with people. It could be something you work into your daily routine. It has nothing to do with the work at hand, but it is important to the people that work with you. 2. Recognize that there is likely a story under the surface that you know nothing about. Let people tell you about what is going on, if for no other reason than to simply unburden themselves. You do not have to feel compelled to solve all their problems because they are probably working their way through them. If it turns out it is a problem that you can offer some assistance or maybe direct them to some assistance that is available through your company’s benefits program, obviously, offer that as a resource. When you, as a leader, know more about team members, it helps you figure out what motivates them, and how to get the best from them. 3. Listen and empathize. When you hear people express things, you want to be able to fully hear them. That means paying attention to them, listening to them, nodding, and asking questions. Then to really cement it, you can and extend your humanity. Follow up later and ask how things are going, whether they are improving. Many leaders are worried that if they get too embroiled in their employees’ personal lives, it is going to cause more drama. However, by being approachable and being a person who is interested in what your team is going through, you will build bonds and high levels of trust. This in turn will drive up performance and results. Once you have worked on becoming more empathetic or working more humanity into your approach, you may decide that you want to improve your other leadership skills. This can be done through our public workshops delivered either on-site or virtually. No matter what you need to become the best leader you can be, we will be your coach, your champions, and your resource.
4 minutes | a month ago
Rise Above Office Politics
How do you deal with office politics? Some symptoms of office politics include, people having closed-door meetings–where they are talking about other people on the team–and people with cynical attitudes who gossip in a high-school way. Here are four tips for you to rise above office politics as a leader: 1. Avoid taking part. This is difficult especially if politics are really embedded within your organization. When somebody wants to keep gossiping with you about another person behind closed doors, say, “You know what, I think it would be better if we just brought this up in a meeting so that we could resolve it.” Take part actively in not taking part. Avoid taking part in office politics as a leader. Here are four tips to rise above office politics: Click To Tweet 2. Surface issues. It takes a lot of confidence to do this, but you can bring things up during meetings and discussions so that they get resolved, as opposed to having underlying issues. Be a leader who can tactfully raise and surface issues. This will help open up the conversation and diminish office politics. 3. Get to the root cause. Find the root cause of the politics within your team. Is communication on your team good? Do people trust each other? Finding the root cause will allow you to eliminate it and strengthen your team in the process. 4. Set an ambitious goal or challenge. Sometimes politics arise because nobody has a clear mandate or mission that they are pursuing. If you do not have ambitious goals that you and your team are focused on, it is easy to get caught up in office politics and conversations that have nothing to do with helping the organization move forward. Once you have come to grips with how you can avoid being part of office politics, you may be ready to work on some of your other leadership attributes. You can do this by taking part in one of our courses that we deliver on-site in person, or through our virtual training studio.
5 minutes | a month ago
Improving Culture Scores
How do you influence the culture scores or employee survey results that your organization is gathering? It is tempting to look at employee surveys or culture scores as something that has nothing to do with you as a supervisor. However, the way that most employees judge the organization is very much influenced by their interactions with their immediate supervisors. There is a strong correlation between the culture survey results and whoever is leading that team, department, or location. Here are three specific things for you to do that will boost your culture scores the next time your company does a survey: 1. Keep your team informed. One question on employee surveys is usually whether the employees feel if they have been communicated with well enough. Your team needs you to bring them up to date shift by shift as to what is going on and how it influences their work. Be a conduit of communication. Take the things that you are aware of through your management meetings that you attend and where appropriate, which is most of the time, convey that information down to your team. 2. Interact with your team proactively. As a supervisor, you do not want to be in constant reaction mode. You need to proactively move around your department, touch base with people, interact with them, and listen to them. These things will help drive up your employees’ perceptions of the organization, its culture, and their satisfaction. 3. Take interest in the career development of the people on your team. People on your team want to develop a sense of mastery. Not everyone will want a promotion, but will want to take on new challenges to grow and develop. As a supervisor, touch base with your team so they feel you are trying to connect with them and then take an interest in their career development and growth. Once you have figured out how to boost your culture scores by being a great leader, you may decide you want to work on some of your other leadership attributes and skills. No matter what it takes to help you become the best leader that you can be, we are here to help you on that journey.
4 minutes | 2 months ago
How can you support the diversity initiatives that your organization has? Diversity is an incredible asset because, when harnessed, it brings more ideas and backgrounds to your company, so the quality of ideas and talent within your organization increases. Use these three tips to embrace diversity within your organization: Click To Tweet What do you do as a leader to embrace diversity? Here are three tips to help: 1. Create an inclusive environment. Every group either gives off a vibe that makes people feel welcome and included or that makes people feel excluded. The latter could be in the form of inappropriate jokes or comments. Make sure that you pay attention to how inclusive your environment is. Does it welcome people with different backgrounds and perspectives? Always be aware of what is happening. 2. Watch what you say. What you say as a leader has a big impact because people follow your example. Do not make inappropriate jokes or ask questions that could be deemed offensive. Even innocent comments like “Where did you come from?” or “Where did you grow up?” could make someone feel small and insignificant. 3. Coach your team. How will your team know to behave better or be more appropriate if you do not bring it to their attention? They may not be immediately receptive, so do not worry about how they receive your message, but watch for changed actions later. Many people, even if they put up resistance, will start to moderate or change their behaviours. When you create a more inclusive environment, the ability of your organization to attract and retain diverse talents will increase. That will ultimately drive up performance. Once you have learned how to become more inclusive, you might decide that you want to work on some of your other leadership aspects and characteristics. You can do that by having us work with you as an individual, by enrolling in one of our public workshops or having us on-site to deliver training for your team.
4 minutes | 2 months ago
How can you embrace and recognize milestones? Many leaders, especially high achieving ones, tend to focus on the next milestone and do not recognize the importance of acknowledging current success. Use these three tips to acknowledge milestones with your team: Savor the moment. Celebrate, and feel the success that comes with it. Even sports teams recognize that their team needs to feel good about their wins. Yes, they will be focused on the next game, but they must feel good about their wins because they need to know how it feels to win. Savor the moment, do not let it pass without some degree of acknowledgement or celebration. Give your team the glory. Make sure that your team feels good about successes. Even when you are taking those accomplishments up to the management team, make sure you give your team all the acknowledgement for their contributions. Even though you, as a leader, can feel a sense of pride, you will look way better in the eyes of your team if you make it their win, not your win. One way to acknowledge success is to give your team the glory. Discover three tips to acknowledge milestones with your team.Click To Tweet Avoid the “but.” Some leaders will acknowledge the team successes and then they will say, but we can do even better in the future. There is no such thing as a finish line when it comes to things like continuous improvement and waste elimination and looking after the customer. You are making a big mistake if, at the same time you give praise, you are immediately telling people, “but we can do even better next time.” Let the team savor the win that they have had. Give them the glory and the acknowledgement. Save your, “we can do even better” for a different day. If we can be of any assistance in developing you as a leader, through our training or our resources, connect with us.
5 minutes | 2 months ago
Setting A Good Example
Does your team think that you do a good job of setting a good example for them? Think about a leader for whom you have worked, who you think of as being an exemplary demonstration of leading by example. Chances are you are going to think of someone who, when there was extra pressure and stress on the team, they walked through supporting, encouraging, and lending a hand. All those things are leading by example. Here are three tips that will help you lead your team by example: Be willing to get your hands dirty. It shows a lot to your team when you are ready to roll up your sleeves and get in there and help them achieve success. This is especially important when you have tasked them with a special challenge where they are going to have to work either extra-long hours or do a job that is extra dirty. They need to know that you are willing to get in there with them and get dirty with them when they have to do those difficult tasks. Be present. Nothing irks a team more than to have a boss tell them that they need to work on something, and they are going to have to work all night, meanwhile, the boss chooses to go home. Be willing to be present and check in on your team and let them know that you care. Be encouraging. As people put in extra effort and do what it takes to generate the results that you need, come alongside them, and show them some appreciation to acknowledge their work. Many leaders do not recognize or realize that the team actually needs the emotional hook of you saying, “Thank you, and I appreciate you giving us the extra effort.” Remember that to be a good leader, by example, it helps to acknowledge the work that people are doing so that they feel reassured that you care about them doing a great job. Once you have created that reality on your team, that you as a leader are setting a good example, you might decide that it is time to work on some of your other leadership, characteristics, and behaviors. And we are here for you. No matter what you need from us to help you become a better leader, we are here to champion your leadership success.
3 minutes | 2 months ago
How to Create Initiative
Do you inspire initiative on your team? It is very tempting as a leader to say, “I wish my team would take greater initiative.” But what if you are sending signals that shut down your team’s sense of initiative? Use these three tips to help motivate your team and inspire initiative:Click To Tweet Here are three tips to inspire greater initiative on your team: 1. Avoid dismissing their ideas. To ask people for their ideas and then not pay attention or implement them is just going to cause people to not want to bring them up anymore. If a leader criticizes too much, the person is going to give up trying. If you, as a leader, have someone come up to you and bring you an idea, rather than dismissing it outright, why not give it some consideration? Listen, learn more, and ask some questions. If you are too busy to consider the idea at that moment, then tell the person that you would like them to bring that up to you at another time. Again, by not dismissing the ideas, you will get your employees to bring more forward. 2. Put their ideas into action. If your team is going to bring ideas to you, put them into action so that everyone can begin to see results. If ideas are left with you, and you never put them into action, that now becomes a de-motivator to the team. Even if you are not absolutely sure that the idea is going to work 100%, as long as it has a reasonable chance of success, why not at least experiment with it? Give it a try, and see how it works. 3. Let them shine. If somebody on your team brings an idea forward and it is successful, it is important to give the team member all the glory. Nothing irks people more than when their boss takes credit for their great work. As the leader, you want to let them shine. By doing these three things, you will inspire greater initiative on your team. As with most things as a leader, what you do affects how your team acts. When you are not happy with how they are acting or behaving, you must look in the mirror first. When you do look in that mirror, you might decide that you need some additional training and development to become the best leader you can be. This additional training can be done by having us in to do on-site training or through our virtual training studio delivered right to your desktop. Or, perhaps you just need to access some of our on-demand tools and resources that we have on our website. No matter what it takes for you to be a great leader, we look forward to being your partner in performance.
4 minutes | 3 months ago
Avoid Being a Micromanager
Could you be a micromanager? How can you stop it? Most people who are micromanagers do not know that they are micromanaging. They think they are being helpful. Here are three things you can do to empower your team and reduce micromanaging: Declare your intent to be helpful. Overtly declare that you want to be helpful to your employees. When a manager starts interfering without stating their intention of being helpful, people will start to feel as though you are taking away their job and responsibilities. Avoid giving too much advice in advance. Do not tell employees things they probably already know. Wait until after the person begins the task and then say, “Hey, is there anything I can do to help you or support you?” They will be more open to hearing your advice this way—after they’ve already begun the task, rather than being told all the things they have to watch out for in advance. Avoid taking over work and redoing it yourself. If you take the work away from someone, redo it all, and then you give it back to them, it is only going to frustrate your team. Think of the message this sends. If your boss takes back your work, reworks it, and hands it back to you, it shows that they do not trust you to do the work in the first place. Instead, offer some feedback and advice, and then let them rework it. The next time somebody doesn’t do something the way you would like, stop taking that task away from them. There are two downsides to this. One, it makes them feel like you do not trust their work. And two, it tells them they are not good enough. To avoid being a micromanager, avoid taking over and reworking the work your employees do. We want to be your partner in leadership, excellence and performance—so that you can create the culture that your organization needs to drive extraordinary results for you and your customers. What are some things you do to avoid micromanagement?
4 minutes | 3 months ago
How to Improve Performance
Could you show your team more attention as a leader? About 100 years ago in the suburbs of Chicago, Hawthorne, Illinois, there was research being done at the Western Electric Company. That research has become known as the “Hawthorne Effect” and has since been quoted in many management texts. It explored the effect of increasing the lighting in a department on the productivity of the employees. As you can imagine, because it was done by an electric company, they wanted to see a positive correlation when they raised the lighting. Did the productivity go up? It did. However, when they then lowered the intensity of the lighting, productivity also went up. Why? Hawthorne studies showed that the biggest factor on productivity in the work group was simply the attention that was being paid to the workers as the engineers increased or decreased the lighting. The workers were asked for their feedback and advice while they were being watched in a positive way—and that increased their productivity. Do you know what you can do as a leader to show your team that kind of attention that could result in an improvement in performance? Use these three tips to improve performance: Interact with your team. Show that you are interested in your team and how to help them be more successful. It is not just asking how the job is running, although that is important. It is also asking them, “Hey, what can I do to help you? What support can I bring?” Ask for your team’s input. Get input from your team on changes and improvements. Nobody knows the job better than the people who are performing it. Your job as the leader, is to ask them whether they see anything that could be improved upon. Is there anything that would help improve the workflow? If you improve the flow of the work, you will improve the productivity in the department and reduce waste. Even if you ask and they don’t have any suggestions, continue to ask in the future. Many supervisors will ask a couple of times, and then never ask again. Your people may have flashes of insight that occur only after doing the job for weeks or months or even years. Their perspective can change. Show your team positive attention. If there are things impeding on your team’s performance, go out of your way to remove those obstacles. By doing this, team frustrations will decrease and they will perform better for you. When you eliminate obstacles and roadblocks, it makes your team feel more important. This will help raise team morale, attitude, and productivity. Once you improve performance by paying the right kind of attention to your team, you will want to work on other leadership abilities. That is where we come in—learn more here. We are committed to helping you achieve leadership excellence.
4 minutes | 3 months ago
Increase Performance Levels
How do you move your team from being dysfunctional to being successful? There are a few ways to do so and to be more successful. A lot of this advice is based on Patrick Lencioni’s book, The Five Dysfunctions of a Team, and his follow up book called The Advantage. Mr. Lencioni lays out the dysfunctions that teams can fall into, and how to correct them to increase performance. Here are three dysfunctions and success principles that you will want to pursue: Harness conflict to resolve disagreements. Many people do not want any conflict at all – they avoid it like the plague. But, conflict is just a disagreement over ideas—and everyone has different points of view. Great teams have a way of harnessing disagreements to come up with better solutions. Practice getting better about surfacing conflicts and disagreements, and doing so in a way that people do not get defensive and can work together to find better solutions. Focus on building a high-level of trust. You have probably experienced both kinds of teams—ones with high trust and others with low-trust. You need to focus on being sure that the person on the other side of the table has your best interests at heart. Do you have a high enough level of trust that they are willing to speak up when something does not quite resonate with them? Building a high level of trust with your team is extremely important. Be accountable. Simplify accountability: essentially, when you say you will do something, you deliver on that promise. And, if you do not, you are willing to own up to it. Avoid passing blame to others, even if they might have contributed to the problem. Take ownership and responsibility. You should be willing to call each other out, not to punish people, but to simply increase the performance of the…Click To Tweet We would love to help you improve your leadership aspects and characteristics, whether on-site to deliver our Frontline Leadership Training, or by participating in our virtual training. Or perhaps you need to download some resources—we have those too. If we can help you on your leadership journey to achieve greater success for you and your team, please reach out, and connect with us!
4 minutes | 3 months ago
Setting Expectations as a Leader
How clear are you with your team about your expectations? From our book, Employees Not Doing What You Expect, the number one reason that employees do not meet your expectations is because they’re unclear about what you expect. Here are three tips to help them understand and meet your expectations consistently: 1. Clarify your expectations. Make sure expectations are clear with your direct reports, your peers, and even with your managers. Bosses and managers will often interfere with your work, but if you are clear when you go in to your manager and say, “Hey, I want to run this by you and get a couple of tips,” then you are setting your expectations for them. With your team and peers, you need to focus on the tasks that need to get done, deadlines, and quality. But you will also need to focus on the behaviors towards each other, you, the company, and the tools and assets that they interact with. 2. Confirm that your existing team members understand your expectations. If there is a problem in behavior or performance, the first thing you can ask your team members is, “Tell me what you think.,” or “Tell me what you understand the expectations that I have to be.” That way you can start with understanding their baseline expectations. Do they understand what you have communicated to them? It is one thing to set expectations with new team members up front when you first hire them, but it is another thing to go back to employees who have been on your team for quite some time and clarify whether they understand you or not. 3. Avoid being vague. A lot of times, we will say things like, “I need that right away,” or, “Can you get that to me as soon as possible,” or: “I will get right back to you.” These phrases are very nonspecific. Whenever there is a disconnect between expectations, there is room for disappointment. Be clear about what you need, when you need it, how good it needs to be done, and why it is so important to do that.Click To Tweet People will rise up to meet your expectations as a leader more consistently this way. Once you have figured out how to clearly communicate your expectations to your team, there is a whole raft of other leadership principles and characteristics you are going to want to work on—and that is our specialty. Have you invested in your team’s growth yet? We’d love to help!
4 minutes | 3 months ago
What Kind of Supervisor Are You?
What kind of supervisor are you? There is a big difference between a supervisor that does the bare minimum and one that is determined to thrive as a leader. At Unique Development, we have seen both. We have trained thousands of leaders from companies in manufacturing, supply chain, logistics and warehousing and other operational environments. We have found that some supervisors rise to the very top and the pinnacle, while many others continue to do the bare minimum. Choose the former. If that is you, read on for three observations from excellent supervisors – and learn how to elevate your leadership skills. 1. Bring energy and positivity. Excellent leaders move with energy and momentum. They say, “Good morning!” to people and are generally trying to raise the spirits of their team. Supervisors who do this really make a positive difference – they know that when they bring positive energy, it helps increase productivity, quality, and attention to detail. 2. Balance focus between getting tasks done and relationships. Many supervisors will either focus solely on getting work done or on their people. A great supervisor will maximize focus on both—getting work done and building relationships with their team. They know that having strong relationships with a focus on work will maximize performance and productivity. 3. Build trust with everyone. A strong supervisor will build trust with everyone they work with. This trust can be fostered in relationships with direct reports, peers, and management. In terms of “trust”, what we mean is someone who makes promises and keeps them. Excellent supervisors will make sure to only make promises they can follow through on – and they use specific communication to avoid any misunderstandings.Click To Tweet With these three observations, you can go from a subpar to an outstanding supervisor with your team. At Unique Development, we are here to help you build your leadership skills over time. This can be done through on-site training, virtual training, or through our public workshops. What extra steps do you take to ensure that you are the best supervisor for your team? Hit reply and let me know.
5 minutes | 4 months ago
Positively Impact Morale
Does emotion trump logic, or does logic trump emotion? If one of your team members is upset, frustrated, and emotional, should you talk to them rationally and logically? Even the most logical people tend to be more emotional than they would like to admit. You can make more of an emotional impact on your team by letting them vent their emotion out. Do not interrupt someone before they are able to express themselves. Let them express their frustrations and acknowledge that they are upset. You can then have a logical, calm conversation. Even if someone is not upset, you can make more positive emotions occur in your team. This is very important to your team’s morale. When you make your employees feel listened to, it influences how much they appreciate their work environment. Even the most logical people tend to be more emotional than they would like to admit. Create a positive impact on your team and improve morale with these three tips:Click To Tweet Create a positive emotional impact with these tips: Tip #1: Create a sense of belonging. As human beings, we need to be a collective. We want to work with people. If you make your employees feel welcome and treat them well, they will feel a sense of belonging. Tip #2: Reward emotion with encouragement. The problem is not that people think too highly of themselves—they actually have a lot of self-doubts. If your team seems like it is lacking in self-confidence or has doubts about their effectiveness, it is your job to empower them and get them out of “imposter syndrome”. Interact with them on a consistent basis and give them the positive encouragement they need. This acts as fuel for future success. Tip #3: Remember that emotion is influenced by momentum. When you are trying to make change happen, it is important to acknowledge the progress along the way. If you know your team has hit important milestones during a big project, let them know! This momentum will shift their emotion towards moving forward. With continuous encouragement, they will be more motivated to achieve even more. When you set the stage for positive emotional events, encourage your employees to work and problem-solve together, you will then create a positive culture in your department. How do you create this environment in your business?
6 minutes | 4 months ago
Implement Your Resolutions
How do you put your leadership resolutions into action? Do you know which leadership lessons will help you make lasting change in your team? The reality is most people have ideas and aspirations, but they never build up enough traction to actually get started. They end up tossing their ideas aside before they even have a chance to see if they will succeed.
4 minutes | 4 months ago
Explore Your Options
Do you know why you should consider your options? You don’t want to narrow down your choices too quickly when solving problems or making decisions. My dad always told me when I was buying something, I needed to look at two or three different options. He was coaching me on how to become a better negotiator, because I would tend to fall in love with a specific car or electronic item that I wanted—and not consider the other available options. He was right, because once you lock in on one specific color, make, model, or option package, the other side can negotiate more strongly against you. As a leader, you don't want to narrow down your choices too quickly when solving problems or making decisions. Learn the importance of exploring all your options, here:Click To Tweet How does this relate to you solving problems in your production environment? A lot of leaders fall in love with a specific solution to a problem without stepping back to see what other options might be present. Those other options can help you build your team’s capabilities and help them make better decisions too. Use these 3 tips to help your team make better decisions: Tip #1: Remember that one option is to do nothing. I know it goes against the grain—because most leaders are action-oriented. Sometimes, however, it pays to wait and get more information first. Rushing into something with haste might cause more problems and not offer a solution. This is not about procrastinating because you don’t want to deal with something. You are strategically waiting to get more information. Tip #2: Remember every option has consequences. You might think that, “Oh, this solution is going to be perfect and not have any flaws.” However, the reality is, no matter what you choose to do it’s going to have consequences—both positive and negative. Different choices will have different costs and benefits. There will be risks you may not have taken into account too. Every option comes with its pros and cons, so do your best to assess them first. Tip #3: Be wary of the “no-brainer”. It’s tempting to look at an option and think, “Well, that’s a no-brainer.” Often, it turns out to be more complex than you think. You might be surprised to find out there are more problems than you expected. A classic example of this is thinking: “Oh, the employees will have no issue with that particular decision,” – only to find out that everyone is up in arms in concern over it. Anytime you hear yourself or someone else saying, “That’s a no brainer,” always think: “maybe there’s going to be more to this than we expect.” Ask questions to get people on your team thinking about some of the consequences to those choices too. Realize the act of considering and expanding your number of options so as to look at them for their merits, and you will become a better decision-maker for your team.
4 minutes | 5 months ago
Resolve Team Conflict
When you approach employees who are in the middle of a heated argument, how do you help resolve the conflict? Use these four questions to help discover what the source of the conflict is and some possible solutions: 1. “What caused the disagreement?” Most conflicts don’t emerge instantly. They have probably been brewing hard feelings over time, and there was likely a triggering event that caused them to get carried away in that particular argument, conversation, or altercation. Find the root cause. When team members fight, resolve it effectively with these tips. Click To Tweet 2. “How did you contribute to the conflict?” Do they realize what they did, said – or how they said it? This reflection is necessary. 3. “How do you think this altercation affects the other people who had to observe it?” Others watching could be even more upset than they are. Help them understand the impact on employees watching this conflict unfold, because it impacts others as well. 4. “How can we make sure this doesn’t happen again?” Asking them for their ideas of how to solve the problem, allows them to be more committed to taking those actions. They need to come up with a solution to prevent future outbursts. Use these four questions to help you handle conflict situations between workers.
3 minutes | 5 months ago
Get More Respect From Your Team
As a leader, you must show respect to earn respect. Here are three tips to earn respect from your team by showing them respect: The first tip is to acknowledge people. When it comes to being snubbed, people are more sensitive than you might think. Something as simple as not acknowledging someone in the workplace can be perceived as one of these “snubs.” If you want to counteract the tendency to ignore people, always remember what’s called the five-and-ten rule. This rule states that everyone within five feet should be greeted. Keep it simple, “Hello, how are you doing? How’s your day going?” And, everyone within ten feet deserves at least a wave, a nod, or an acknowledgment. Simply by acknowledging people, they will feel that you’ve shown them respect. When you walk right by and you don’t talk to them, they may think you’re being disrespectful. Discover three tips to earn respect from your team by showing them respect by clicking here. Click To Tweet Tip two is to remember that you are one big team. Some leaders create a hierarchy, and that hierarchy suggests, “You work for me, we don’t work on this together.” Instead, you really want a spirit of collaboration to exist within your team. You need to show that you are willing to work hard, get your hands dirty, and be there alongside your team when they face challenging situations. Making it feel like you are all in this together, will allow your team to feel respected because you’re not acting like you are better than them. The third tip is to deal with disrespect. The reality is, you or one of your team members might be disrespectful. That means you are going to have to confront and correct the situation so it doesn’t occur in the future. It is important to call people on their behaviors, especially when it’s repeated over a period of time. It could be considered insubordination if someone is disrespectful to you as the supervisor. Have a discussion with them and ask them to change their behavior. It will help build their awareness, which is often all it takes. Also, point out the consequences they can expect to receive if their behavior does not change. Confronting disrespectful conduct sets your team up for success and your leadership job will become easier. Use these tips, show respect, and watch as your team reciprocates it back to you and to each other.
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