Preparing to give critical feedback helps ensure a potentially challenging discussion produces the result you are after.  Comedian and television personality Craig Ferguson suggests that preparation begin with three important questions: Does this need to be said? Sometimes reflection leads to the conclusion that the issue is not relevant nor important enough to address. Does this need to be said…

Study after study tells us that people don’t feel they get enough praise and recognition at work. With more staff members working from home and feeling isolated, the need to be acknowledged is even more acute. It’s easy to feel disconnected and individually unnoticed, given the massive number of virtual meetings, often with cameras off, that many are experiencing. Yet,…

Micromanagement is excessive oversight of an employee’s work. When a manager hovers, it causes the employee to feel mistrusted to competently do the work assigned. It can tear down motivation since having autonomy is highly valued by most employees. Below are listed the telltale signs of micromanagement. Identify those that you frequently display to determine if you are slipping into…

Managing staff member performance is challenging at best. Individuals come to work with a variety of skills, attitudes, and experiences that require leaders to be adept at adapting to varying needs by using customized approaches. One size does not fit all. Because performance management is complex and time consuming, it is easy for leaders to be blindsided by engaging in…

Are you mindful of what you are reinforcing when you reward staff behavior? Are you sure it is really what you want to reinforce? Remember this important principle: People tend to do more of the behaviors for which they are rewarded. Don’t find yourself inadvertently incenting your staff to utilize the following problematic behaviors. 1. Busy Work It might look…

To do it right, delegating should be done intentionally and thoughtfully. Randomly handing out assignments does not make for good results or happy staff members! Good delegation is at the heart of empowerment and requires giving away, not only work assignments, but also authority to make decisions. Poor delegation practice is at the core of micromanagement. Use these guidelines to…

What happens if you or other key players in your organization leave? Better job offers, retirements, extended illness, or unanticipated death can cause undue chaos if succession plans are not in place. Yet, many organizations fail to create them, at great expense to their business outcomes and the staff who struggle to fill the gaps. Consider, when developing succession plans,…

Most leaders say that coaching is an important part of their role in developing staff. Few, however, find the time to do it well. Yet, employees of all ages and performance levels say they want more coaching from leaders they respect. Through feedback and advice giving they hope to learn how to become better at their work and advance their…

Motivation is a complex topic. Because each employee has differing needs and drives, one size doesn’t fit all. Yet, everyone has a handful of basic desires: to make a contribution, to feel part of something meaningful, and to be acknowledged. Sometimes leaders forget to utilize those fundamental principles to create a motivating work environment. Here are some things you can…

Sometimes leaders have to be critical in an attempt to improve a situation created by staff, colleagues, or upper level leaders. How the message is delivered can make the difference between a productive conversation and a damaged relationship. Use this template to guide your thinking as you craft what you want to say when constructive criticism is necessary. 1. Describe…

It’s easy to cling to old, comfortable ways of leading that no longer make sense, once you pause to reflect. Ongoing research and current best practices teach us that it is time to discard the old and bring in the new. Consider these out-of-date practices and update your approach. 1. Using Old School Language Leaders give confusing, inconsistent messages when…

Every organization emphasizes the need for teamwork. But few really achieve a high performing team environment. Setting the stage for collaboration requires that leaders play close attention to several common traps that, when present in the work environment, make true teamwork nearly impossible to achieve. Team Members Who Don’t Pull Their Weight When studies are done regarding what employees like…

Much has been written about rewarding and recognizing staff members for a job well done. While money, trinkets, and prizes – extrinsic motivators – have temporary “feel good” effects, real motivation occurs in a much different way. More powerful is the satisfaction inherent in doing the work itself ¬¬ – intrinsic motivation. Here is how this translates into leadership strategies…

Research and experience has shown that leaders can benefit from receiving feedback from their staff, other leaders, and their own manager, i.e. 360-degree feedback. However, if the process is not appropriately employed, the results can be unreliable, making the feedback inaccurate and even damaging. Avoid undesirable outcomes by becoming alert for these significant trouble spots. A biased sample Be careful…

In a perfect work world, employees would manage their own conflict, maturely talking through issues in a professional, respectful manner. In reality, however, they often lack the necessary communication skills as well as the initiative to discuss their differences. Managers need to intervene, helping them clear the air so they can work together more effectively. Here’s a model you can…

One main reason top talent leaves an organization is lack of training, coaching, or mentoring, all critical components of development planning. Ambitious employees want to work in an organization that invests in them, paving the way for advancement in both skills and position. A development plan should provide a road map to strengthen an employee’s ability to perform the current…

Top performers, by definition, tend to consistently do work that exceeds established standards. Holding themselves to high standards, they are driven to get outstanding results in all dimensions of the work they do. When top performers face the rare misstep, they typically self-regulate by moving quickly to own and repair the problem. Common wisdom about performance problems dictates that giving…

Have you ever been disappointed by the lack of employee participation in performance discussions? More often than you’d like, have you received minimal input and dialogue, even when asking probing questions? Studies tell us employees are quiet, in part, because they don’t really believe performance discussions are valuable. They describe them as unrelated to their job duties, condescending, meaningless, and…