LEADERSHIP RESOURCES BLOG

Guidance on leadership development & strategic planning.

Preparing the Next Leadership Team for Succession

By Leadership Resources 04/13/2019
Leadership Resources Preparing The Next Leadership Team for Succession

In the business world, you’ll find many passionate leaders who seem unlikely to ever leave the company. But our time here is limited, and life has a way of throwing curveballs at us whether we like them or not. It’s simply a fact that if you own a business, one day you and your fellow leaders will have to leave it, whether due to age, health concerns, or personal reasons. Of course, just because you’ll eventually exit the company doesn’t mean the enterprise should shut down too. If you want your business’ legacy to thrive, you’ll have to focus your efforts on succession planning.

What You Need to Know About Succession Planning

What is Succession Planning?

Right now, you may be asking yourself, “what is succession planning?” Simply put, succession planning is how a company secures its future by hiring, promoting, and/or training individuals to take on leadership roles as current leaders leave the enterprise. You might think of it as a ceremonial passing of the torch. As one team leaves, a new team steps in to carry on the business’ mission. Without proper succession planning, a business will struggle to continue its operation, as there will be no one available or remotely prepared to take on these vital leadership roles.

How Do Companies Develop Succession Plans?

The importance of succession planning should be abundantly clear. However, successfully crafting and implementing a succession planning strategy is a different story altogether. Every company differs in size, scope, location, and potential leadership candidates, meaning each organization must create a plan that suits its individual needs. Still, there are certain general guidelines every business should follow when forming a strategy for succession planning.

Start Early

The sooner you consider your exit strategy, the better. You won’t be shipping off tomorrow, of course, but by being ahead of the curve you can outline a plan for how to go about finding optimal replacements. This head start also allows you to start focusing on the leadership development of your current staff members. It takes time to identify the right candidates, let alone train and evaluate them thoroughly enough for the new role. By starting early, you have more time to ensure the right people are on board.

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Clearly Identify Roles, Duties, and Vision

One of the major challenges in succession planning is knowing and clearly communicating what roles and duties need to be fulfilled and how they will help steer the company into the future. If you started the business, you and your partners might know these things inherently. But when it’s time to bring new blood into the fold, you need to flex your leadership communication skills to get everyone on the same page. You might start including potential candidates in more closed-door meetings to help them gain insight into the company’s operations, for instance.

Consider the Plan When Hiring

If you already have a solid team, you’ll have an easier time finding the right people to take over in your absence. However, you’ll likely have to hire some new faces every now and then. With a solid succession planning model, you can hire new recruits with this template in mind. In other words, you’ll be able to hone in on specific traits and leadership qualities present in high-quality employees. Your succession plan should inform every hiring decision you make so you don’t waste any time finding and training the best people for the role.

When your business is growing, the last thing you might think about is leaving. However, failing to consider an exit strategy is a mistake that may cost the legacy of your organization. With proper succession planning, you can develop leaders within the enterprise and ensure the continued development of your business.At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow.

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Is Your Team Unclear on Your Message? Know the Signs of Disconnect

By Leadership Resources 03/13/2019
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Communication is one of the most powerful aspects of an organization. Strong communication keeps staff members accountable and helps maintain clarity. Poor communication can muddy the waters on every level. Without good leadership communication skills, your team might not know what to do next, or why they should do it. And if they fail to give you honest feedback, you might not even know that your message is unclear. This is a negative feedback loop that stifles productivity.

To get ahead of this potential confusion, it’s important to know some of the warning signs that suggest a disconnect in understanding. Here we’ll take a look at some of these signs and outline a few ways to course correct.

How to Tell Your Team Isn’t Getting Your Message

Lack of Engagement

We’ve all been told that there’s no such thing as a stupid question. Still, most of us don’t like being the first or only one to ask for clarification on something. If a team member isn’t grasping a message or a concept, they might hold still and wait for someone else to do it instead. The problem here is that this sometimes results in no one asking common questions at all. The leader in charge of team management is then unaware of the confusion that several team members might be feeling.

If your team isn’t super responsive or seems hesitant to ask questions, take this as a sign that something is unclear. To remedy this disengagement, try asking specific team members what they think the goal or task is about. If they can’t do this, they’ll most likely ask for further instruction rather than pretend to know the answer.

Repeated Questions

On the opposite end of this spectrum, you may receive too many questions, some of which echo questions you’ve already answered. This is a big red flag for team culture, too, as it suggests that team members aren’t listening well to each other and that they’re having a hard time grasping your message.

Repeated questions may derive from a flaw in your communication, however. Perhaps similar questions keep popping up because your answers lack clarity. Take these repetitive questions as a sign that you need to step back and explain yourself more clearly.

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Overlapping Tasks

Once a project is in motion, there are a number of signs that indicate team members aren’t fully clear on the task at hand. The most glaring of these is when staff members assigned distinct tasks end up overlapping. For instance, one team member may be in charge of taking research notes while another is tasked with reaching out to contacts. If either person ends up doing something that’s in the others’ jurisdiction, there is probably need for better communication and performance management.

If you notice this happening, go back to the drawing board and reassign clearly distinguished tasks to your team members. Make sure everyone is clear on what they should be doing, how to report on it, etc.

Goals Aren’t Being Met and Productivity is Suffering

This final warning sign stems from the previous one. When team members fail to do their job or accidentally do someone else’s, productivity suffers. Failing to meet goals and deadlines can occur for a number of reasons, but it’s most commonly from miscommunication and lack of understanding. People struggle to achieve goals if they’re not sure what those goals are, or why they matter. One of the most important leadership qualities is knowing how to set and frame goals so that every team member can get on board.

Knowing how to manage communication in teams is easier said than done. For one thing, every team is different, and within each team are unique individuals with various strengths and weaknesses. It takes time to learn the subtle cues of each team member and recognize when your team is veering off course. Leadership Resources provides tools for leadership development that can help better equip you to handle these situations and get your team back on track. For instance, our team includes certified implementers of the Entrepreneurial Operating System (EOS)®, a system which promotes clarity and cohesion in organizations.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow.

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Who is Your Obi-Wan? Do You Have a Guide Who Can Help You on Your Journey?

By Leadership Resources 12/17/2018
mentor

Anyone familiar with the Star Wars franchise knows that Obi-Wan plays the mentor role to both Luke and Anakin Skywalker. This archetypal figure became the symbol of wisdom and guidance for millions around the world. Today, most people know what’s meant if asked, “Who is your Obi-Wan,” or, “Do you have an Obi-Wan?” That is to say, do you have a measured mentor? If you struggle to find an answer, you may be missing out on a key relationship.

Mentors come in many forms. They may be a business consultant, a professor, or something more intimate like a father figure. Whatever the case, mentors play an important role in guiding us, helping us grow by learning from them and from our own mistakes. They act as a method of course correction that keeps us heading in the right direction without doing everything for us. Let’s further examine the mentor’s role and how you might find the right guide on your journey.

Mentorship and Reference Points

If you recall from the prequel trilogy, Anakin, a hot-headed Padawan (student) was taken under Obi-Wan’s wing. Anakin occasionally listened to his mentor’s advice, but often acted out of rash arrogance and impulse instead. This, of course, led to his demise. While ignoring the guidance of a mentor rarely results in something so tragic, the story paints a clear picture of the importance of adhering to such guidance.

A mentor’s principal role is to act as a reference point for proper or common behavior. Obi-Wan, though he had his own internal issues with the corrupt politics of the Jedi Order, played his role, acted in accordance with tradition and laws, displayed leadership qualities, and became one of the most esteemed masters. In the original trilogy, Obi-Wan shows Luke the ways of the Jedi, recanting stories of old, displaying his power when necessary, and giving Luke important advice along his journey.

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It is, of course, the student’s role to follow their mentor’s guidance by internalizing their teachings and mimicking their behavior. While Anakin fails to do so, Luke eventually succeeds, willingly sacrificing his ego for a greater purpose. If you’re willing to learn and grow like Luke, you want an Obi-Wan to show you his ways so you can follow suit.

Finding the Right Mentor

In works of fiction, the protagonist tends to stumble upon his/her mentor as an act of fate. While this can happen in reality, finding the right mentor usually takes some effort. Leaders who want to improve their skills might enroll in executive coaching programs to learn from multiple mentors. Or, leaders can actively seek advice from those with more experience. Even if you don’t build a strong relationship with this person, you’re participating in the role of student, and they the role of teacher.

The truth is, you can’t force any kind of relationship, whether it’s with a business advisor or a significant other. If your Obi-Wan is out there, you will naturally build this connection. You simply have to show a willingness to learn. Ask questions whenever possible, go to more networking events if the opportunity arises, and take on more responsibilities as long as you can handle them. This will draw Obi-Wan-like figures to you naturally, as they will see your potential, passion, and spirit.

Leadership Resources can help you find your Obi-Wan through business consulting services, coaching programs, educational content, and organizational checkups. Contact us here to learn more.

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Beyond the "$#it" Sandwich: How to Plan for Effective Course Corrections with Feedback to Leaders

By Leadership Resources 10/19/2018
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No one enjoys giving or receiving negative feedback. Those on the receiving end might feel small and incompetent, while those dishing it out might feel they’re being too harsh … or not harsh enough. No matter what, both parties feel uncomfortable. However, giving feedback is a crucial part of employee performance management. The problem is knowing how to go about it.

People often fall into the trap of serving the “$#it sandwich.” This useful slang term refers to negative feedback squished between two soft, bland buns of positive sentiment in the form of irrelevant praise. The intention here is to soften the blow and minimize the bad taste left from hard criticism. However, delivering a $#it sandwich often results in a worse outcome than offering direct feedback. Why is this? And how can leaders give feedback to employees without disguising or diluting it?

Why the $#it Sandwich Goes Bad

Effective leadership depends on transparency. The $#it sandwich approach to feedback is antithetical to this. When leaders insert their true feedback between compliments and niceties, the message quickly gets lost, and the receiver often feels patronized and confused. This isn’t to say that those giving the feedback should be intentionally mean, of course. Rather, all feedback, good and bad, should be to the point. This will allow the person receiving it to understand exactly what he/she did right or wrong, making course correction easier to handle.

Better Ways to Deliver Feedback

For leaders to improve their business performance management, they need to go beyond the $#it sandwich. There are several better ways to give feedback, but they all follow the same principles.

  1. Avoid the Ego

The human ego makes feedback delivery and reception very difficult. We often feel personally attacked when hearing about our mistakes. Delivering feedback can feel personal too, as the giver might feel self-conscious about how this interaction will affect the relationship. It’s not easy to detach oneself from the ego, but leaders can find ways to give feedback that focuses more on the problem and less on the people. This is a difficult balance to strike because the people involved have to be the ones making the change.

Still, leaders can help erase the ego from the equation by focusing on the future rather than past. In other words, negative feedback shouldn’t simply dwell on a person’s past mistakes. Rather, it should address the problem before quickly moving toward a future scenario in which things have improved. This still keeps the employee accountable but provides a more objective pathway for correcting errors.

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  1. Establish an Atmosphere of Openness

When the workplace is closed off in terms of communication, any feedback feels abrupt and even offensive. Conversely, work environments that encourage questions, criticisms, changes, and friendly dialogue allow feedback to flow naturally. Employees and leaders are constantly giving each other feedback in this type of open space so that even the harshest criticisms are understood to be constructive and normal. Staff members will naturally become closer and more connected so that the flimsy bread of the $#it sandwich becomes an unnecessary platitude, thrown away altogether.

  1. Keep Reviews Consistent

Another way to avoid the abruptness of negative feedback is to create a regular performance management review system for all employees. These can be monthly, bi-annual, or annual check-ins with employees to go over areas of improvement, make suggestions, and discuss the concerns of both parties. There is always a risk of making these reviews too formal and rigid, however. While these surveys should include specific items, the review itself should flow like a conversation where both parties truly feel engaged.

Conducting these reviews well will take the $#it sandwich and expand it into an organic meal. This is a space for both positive and negative feedback, but none of it will feel crammed in, hidden, or artificially procured. Additionally, the focus of these reviews should be more on the future than the past. In other words, leaders and employees should examine how the previous period of time went, but use it as a springboard for making course corrections in the future. The regularity of these examinations will keep employees and leaders aware of the present moment at all times.

Learning how to give and receive feedback is one of the most challenging and important leadership qualities to develop. Leaders should aim to establish a workplace open to communication, detached from egos, and structured enough so that everyone receives feedback on a regular basis. Leadership Resources can help leaders develop ways of giving feedback that go beyond the failings of a $#it sandwich. Contact us here to learn more.

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Increase Office Productivity: The Best Practices for Motivating Employees

By Leadership Resources 10/05/2018
Leadership resources: Increase office productivity best practices motivating employees

Employees are motivated to work for various reasons. For some, making money to support themselves or their family is enough. Others find meaning in the work itself and wish to advance their careers in order to accomplish even more. Of course, not every employee will feel motivated all the time. Stress, external responsibilities, and/or a feeling of stagnation can all significantly decrease office productivity. Let’s see how managers motivate employees and increase productivity.

Communication is Key

Communication is one of the most important leadership qualities. Nearly every problem in the office stems from poor communication. Without the proper channels for communication, information gets lost or misunderstood. Employees and managers struggle to see each other’s point of view, leading to further problems in the office.

Conversely, good communication (listening intently, sharing ideas, being honest) can resolve many issues between employees and managers. Better yet, proper communication can help generate ideas that push a business forward. When every employee feels open to sharing and receiving ideas, they will feel more motivated to do the best work.

Cultivate Collaboration

While some employees prefer working on their own, there is something to be said for a strong team. A business that promotes collaboration is bound to see an improvement in employee productivity. Of course, teamwork only works if every team member can work together. A bad matchup or poor communication can lead to arguments, passivity, or sloppy work. Managers should take the time to get to know employees to build the best teams within the company so that people build off each other’s strengths to promote more productivity.

Empower People

One of the reasons for decreased productivity is that employees don’t feel their actions or ideas make a difference. This lack of self-esteem, warranted or not, can become contagious, affecting the whole office. Effective leadership means empowering every employee, regardless of job title. Employees should feel that they have the right to speak up, be heard, and take action. Of course, guidelines should be set to delineate certain responsibilities. But within these guidelines, people should know that their work matters and that they have the ability to make changes that will benefit the whole office. This sense of empowerment will encourage productivity.

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Highlight Good Performance

Recognition is a key element of employee productivity management. Employees who work hard, try new things, and treat others well deserve to be recognized. These accolades can be inputted into an employee management system. Complimenting people regularly has major positive effects that go beyond the individual. Not only does the person feel good for this recognition, but others will also see that hard work and decency doesn’t go unnoticed. While most people do good deeds altruistically, this added incentive creates a more positive atmosphere all around. Employees will feel that their work really does matter.

Build a Culture and Community

Work isn’t always fun, but a workplace can promote fun activities both inside and outside of the office. Friendly competitions, group lunches, parties for milestones or holidays, and voluntary programs all contribute to establishing a stronger office culture and community. Employees and managers will find new ways to bond beyond office duties. Strengthening this work culture promotes productivity, as each staff member feels a sense of obligation to everyone else. In this way, the whole office becomes a team where every individual plays an important role.

No two people are motivated by the same exact set of things. However, these five practices tend to increase employee productivity across the board. In the end, it’s all about communication, collaboration, empowerment, recognition, and culture. People who work in environments that promote these things will be happier, have higher self-esteem, and be more productive.

If you’re a leader, you should focus on developing these practices. At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more.

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