The Power of Priorities
May 18, 2009 | Leave a Comment
What have you said ‘Yes’ to in your work that you probably shouldn’t have?
Successful people realize that they can do ANYTHING, but they can’t do EVERYTHING! Are you trying to do it all? Do you tend to get bogged down in the “thick of thin things”?
My husband and I recently spent an afternoon weeding and pruning the shrubs in our yard. Getting rid of pesky weeds allows the bedding plants room to spread out and thrive. Just as pruning allows the shrub to grow fuller and bloom more abundantly next season, so pruning in your life will allow you to thrive and excel in those areas most important to you.
The key to moving forward fast is prioritizing. Ask yourself,
- Is this the best use of my time right now?
- Could someone else handle this task more efficiently and effectively?
- Is there something that I could be doing that only I can do well?
- Is this activity making full use of my talents and abilities?
How are you spending your time, energy, and resources? Are you making the most of each day? What have you said ‘yes’ to in your work that you probably shouldn’t have?
Essentially it’s all about priorities. The choice is up to you.
To your success,
Jennifer
The Power of a Positive Outlook
May 11, 2009 | Leave a Comment
In the rough seas of today’s economy, many are moaning about how bad things are. Why not take the approach of mind over matter? I know you can’t pull the covers over your head and hope that it will all go away. What I’m suggesting is that you focus on what you can do for your organization, rather than what you can’t do.
I recently went on a Caribbean cruise, and before leaving, my cruising mates were concerned about a hurricane heading in our direction. I was anticipating this vacation so much that I did not want to hear it. I didn’t watch forecasts and continued packing bathing suits and sunscreen.
As a leader, your role is to guide your ship through the stormy seas. Here are a few of my tips to help you navigate these turbulent waters:
- Communicate clearly to your employees.
- Share the forecast.
- Ask for their input.
- Challenge team members to be creative
- Reaffirm your commitment to them and to the organization
Henry Ford said “Whether you think you can, or you think you can’t, you’re probably right.” I totally believe in this philosophy.
By the way, we never did encounter the hurricane!
Here’s to sunny skies and smooth sailing ahead!
Jennifer
Set Leadership Goals for the New Year, by Jennifer H. Ledet, SPHR
January 29, 2009 | Leave a Comment
Well, it’s that time again. The time of year when we all sit down and write out some New Year’s resolutions. Ugh!
This year, think in terms of your career. Why not plan to become a better leader in the coming year? Why not plot ways to make your organization more employee-friendly? Even if you’re not in a leadership position yet, you can commit to some of these goals that would enhance your potential for promotion.
• Reward/recognize employees. If you’re already recognizing employees, set yourself a goal to do so more often. Recognize employees for “going the extra mile”, for having a pleasant attitude toward work, or just for being dependable and reliable. You don’t have to spend a lot of money. A handwritten note or a sticky note on their desk or phone can go a long way!
• Commit to investing in your own professional development. Attend seminars, workshops, classes, online courses, etc. No matter what your industry, you need to stay up-to-date with current trends. And everybody can use a refresher on leadership and management skills from time to time.
• Commit to investing in your employees’ professional development. If your budget allows, provide opportunities for your employees to attend seminars, workshops, and classes. You may even opt to have workshops conducted in-house, which provides a great opportunity for employees to get together and network while they learn a new skill.
• Participate in industry and professional organizations and encourage your employees to join and get involved. Getting involved in industry and professional organizations offers employees the opportunity to broaden their perspective and may help them to generate more innovative ways for getting their job done.
• Read professional and personal development books. As an avid reader, my biggest problem is which book to read first. I believe that reading a wide variety of books will make you a well-rounded person and certainly a more knowledgeable and articulate leader. Set yourself a goal of reading a certain number of books per week/month/year.
• Ask for, and really listen to feedback from your employees. One of the top ten factors in determining employee satisfaction is the feeling that the employee is “in” on things. Often, employees have great ideas for improving productivity, innovative solutions to problems and a thorough understanding of operations. By asking for their input, you may not only be improving employee morale, you may just be improving your bottom line!
• Sit down with your employees and map out performance goals for them. My favorite quote on this subject comes from Yogi Berra, “If you don’t know where you’re going, you might not get there”. Anyway, you get my point: employees need to have some direction and certainly need to know what you expect of them.
So, what leadership goals have you set for the New Year? You know, success with any skill doesn’t happen by accident. You have to plan for it. Let me hear your plans for improvement. You may inspire others to reach higher!
To Your Success,
Jennifer
The Power of Praise by Jennifer H. Ledet, SPHR
December 25, 2008 | 1 Comment
We have a big Golden Retriever named Tabasco. Tabasco has been a part of our family for eight years. If you have ever known the joy of owning a golden retriever, then you know how eager to please they are.We first got Tabasco as a puppy (he’s a very red golden retriever – hence the name), and my husband and boys wanted to train him for hunting. I had no objection because I knew from previous experience that training them for hunting makes for a very obedient pet.
By the time Tabasco was a year old he was officially trained for duck hunting and was a pretty obedient dog, as expected. I realized early on that once he’d been trained to obey, he could be taught anything. So, my big contribution to his training was that I taught him to fetch my morning newspaper every day. Okay, I know that I don’t have a future as the next Dog Whisperer, but I also realized that a little praise goes a long way with him. He is so eager to please that he is very thorough with this assignment. Each time I praised him, he would look for something else to bring to me. Now, if I don’t watch him carefully, he will retrieve my newspaper, my neighbor’s newspaper, my neighbor’s shoe, well you get the picture! (My neighbors know to just ignore the dog slobber and teeth marks by now !)
Have you ever noticed that a little praise goes a long way with people too? Now I’m not saying that you should use dog training techniques for enhancing your people skills, but…. this praise thing really does seem to work with anybody… subordinates, team members, family members, and yes, even dogs.
The experts call it positive reinforcement. The idea is that when you see a behavior that you want repeated, you acknowledge, praise, or even reward the individual. (Cheese or a dog bone work for Tabasco, but I suggest you find out what your team mates like and offer them that instead!) I believe that most people are like Tabasco, in that they are eager to please. The more they are praised for a certain behavior, the more likely they will be to repeat it.
Here are a few powerful action steps you can take to develop the habit of congratulating instead of criticizing.
Catch people doing something right and/or doing the right thing. You can train yourself to be more tuned in to the positive. When you spot something praise worthy – let ‘er rip!
Be sincere and specific. People will see right through false praise and ooey-gooey mush.
Don’t take others’ efforts for granted. Even when they’re just doing their job, acknowledge their dependability and dedication. Sometimes you may have to really reach to find something good to acknowledge. Even if you just commend them for chewing their food thoroughly – do it.
A handwritten note or card goes a long way with most people and it costs you very little.
Set yourself a goal to recognize a certain number of people each day. It will push you to constantly look for the positive.
These techniques aren’t intended for use with subordinates only. Try them on your managers, co-workers, team mates, family members and even your dog! I’d like to hear your ideas for recognizing and rewarding the people in your life. Chime in and share your own Powerful Tips!
To Your Success,
Jennifer
People Power! by Jennifer H. Ledet,SPHR
November 20, 2008 | Leave a Comment
Regardless of your education, background, experience, technical expertise, or ability to solve complicated mathematical equations, you will sink your career quickly if you don’t’ have good people skills and the ability to form positive relationships with co-workers and customers. So what, you say? How important are effective work relationships?
Many successful individuals cite their ability to form and maintain positive interpersonal relationships as the foundation for their success. Effective work relationships form the basis for promotion, pay increases, goal accomplishment, and job satisfaction.
So how does one hone the skill of developing beneficial relationships – or “People Power” – as I call it?Well, here are a few simple, but definitely powerful actions you can take to build positive relationships:
- Treat people with respect. No one wants to be belittled, degraded, or otherwise discounted as a human being or as an employee.
- Recognize the achievements of others. A little praise can go a long way, with subordinates as well as co-workers. Think about how nice it is to receive a pat on the back for a job well-done. Pass it on! Encourage employees to praise and recognize each other as well.
- Be open to others’ ideas, thoughts, and strategies. Before you rush to cut someone off, butt in, or interrupt them, try really listening. You might actually learn something.
- Always give credit where credit is due and never play the blame game when things don’t go well. No one wants to have their mistakes pointed out for all to see. Instead focus on possible solutions to the problem.
- Although you may be intently focused on getting the job done, it only takes a moment to exchange pleasantries and to show sincere interest in other people.
My last point on building interpersonal relationships is to take some time to get to know the individual. I think that the golden rule should always be applied when it comes to treating people with respect. But at work, you may want to use the “Platinum Rule”: Treat others as they wish to be treated. To do so, you will need to get to know them to find out how they wish to be treated – and you will need to understand yourself as well.
As a certified facilitator for DiSC behavior and self-development instruments, I have come to appreciate the importance of self-awareness and understanding in the workplace for team members, and particularly for anyone in a leadership role. By having this self- understanding, you can learn to appreciate and value the differences we all bring to the organization. You’ll also learn to adapt your communication style to have more positive interactions in all directions within your organization. I have found the DiSC instruments to be effective and valuable in all industries and with all levels of employees.
Having proficient people skills – or “People Power” – will have a greater positive influence on your organization, your career, your personal relationships, and your life, than any technical competencies you might possess. So get the Power!
To Your Success,
Jennifer
Are You a Leader?
October 16, 2008 | Leave a Comment
No, I didn’t ask you for your job title or position. I asked if you are a leader.
Just because a person has a title, doesn’t mean that they are truly a “leader”. Likewise, all leaders don’t necessarily have a leadership title or position. You can be a leader wherever you are and in whatever you do.
We each have opportunities to lead in our everyday life – despite our station in life, education level, position, years of experience, and yes, title. It’s really a matter of doing whatever we do with enthusiasm, energy, and pride. This is an approach that I personally adopted some time ago, and it is something that I am really passionate about.
Leadership guru, (and one of my favorite authors), John Maxwell, describes leadership as positive influence. I love this definition because I do believe that without influence, you won’t be much of a leader. A person can graduate from the top of the best business schools, solve technical problems like a wizard, reason circles around the best thinkers in the world, have years of technical and situational experience, and still be more likely to fail than succeed – unless, they have the appropriate people and social skills.
Are you a leader? A good measure of your leadership ability is to ask yourself this question: “If you had no title or ability to reward or penalize others, could you still get them to follow you?”
If you answered yes, then you are a leader! When you do your job, regardless of how menial or seemingly unimportant, with enthusiasm, energy, and pride, you are serving as a leader. When you go above and beyond what others might think is your job, you are a leader. When your daily actions and efforts have great positive impact on those around you, you are a leader.
Another question I like to use is, “Do you consistently do the right thing, even when no one is watching?” If you can answer yes, then you are a leader. One of my favorite quotes is from William Shakespeare: “To thine ownself be true.” This pretty much sums up the concept that to be a true leader, you must have integrity. If you have integrity, others will notice, trust you, and be inspired and influenced to behave the same way.
Even if you don’t currently have the title of “leader”, if you behave as a true leader would behave, you can improve your organization and your own career.
So what are some other characteristics of a true leader? Let me know what traits and behaviors top your list. Think of a great leader that you know. What words would you use to describe him/her?
Looking forward to hearing from you…
To your success,
Jennifer
Ledet Management Consulting
Grow Your People. Grow Your Business
Commit to Being a Lifelong Learner, by Jennifer Ledet, SPHR
September 11, 2008 | 1 Comment
It’s back to school time in most parts of the country, and the kids aren’t the only ones who should be heading back to class.
As a leader within your organization, you have a responsibility to continue your own professional development. Yes, I said you have to continue to develop yourself. You know that you have a duty to create a workplace with a development culture – one where employees are offered opportunities to learn new skills. It’s important that you support and encourage your employees to attend training workshops. But by also continuing to seek out and participate in professional development programs yourself, you are not only learning new skills, you are modeling this practice for your employees.
Continuing education should be just that: continuing. It never stops. The average person will spend a good portion of their workday learning in the twenty-first century. Anyone unwilling to continue to grow and learn will be left in the dust of those who do make the effort to expand their knowledge and skills. Those who refuse to develop and grow will become deadwood and usually become disengaged. Soon the pace of change will overtake them.
I believe that being a strong leader takes constant effort. Good leadership includes skills and actions that you can learn. You can take advantage of any of the following methods for continuing your professional growth:
- Read, read, read: Professional development books, leadership and management books, periodicals and trade journals of your particular industry.
- Attend training courses, seminars, and workshops offered by your organization or through outside consultants or facilitators. (Go to http://www.ledetmanagement.com/ to find out about the programs we offer.)
- Participate in certification programs through your professional organizations/industry.
- Sign up for distance learning courses offered online or by telephone.
- Attend conferences, trade shows, or conventions sponsored by your professional organization.
- Attend lectures or presentations offered by local universities or community colleges.
- Network with people within your industry, especially those above your level.
I tell participants in my workshops that learning and knowledge can never be taken away from you. By improving your knowledge and skills, you are also increasing your value to the organization. In uncertain times such as these, who wouldn’t want to increase their value to the organization?
However you decide to do it, commit to being a lifelong learner. You’ll be a better leader, a better employee, and a better person as a result. Look into professional development opportunities and plan your own continuing education. If you want to really get into the spirit, go out and buy yourself some school supplies!
Jennifer
Ledet Management Consulting
Grow Your People. Grow Your Business.
Grow Your People. Grow Your Business
May 23, 2008 | 2 Comments
You’re probably tired of hearing that people are your business’s greatest resource, right? You’ve heard this statement in speeches, in business books, and the newspaper. Some managers are so tired of hearing these buzz words that they just tune them out.
Well, how about this: People are your only resource? Once you grasp this concept, you will understand that a big part of your job is to create a work environment that fosters employees’ high self esteem and will thus increase productivity. And of course, increased productivity affects your bottom line.
Another concept that may be equally counterintuitive to you is this: You cannot motivate other people. Period. Okay, before you conclude that I’m really off my rocker, let me explain. All people are already motivated. The kicker is that they will do things for their reasons, not yours.
As a leader, your job is to figure out what drives each individual and then tap into that motivation. You can create an environment that draws on their internal motivations. Creating such an environment helps to build employees’ self esteem and encourages employees to continuously learn, grow, and develop new skills. You’ll then need to acknowledge and recognize them appropriately for their contributions. Love them and help them grow, or lose them to your competitor who will.
You are responsible for protecting and/or growing certain assets. Focus a majority of your time and effort in developing your people and creating a motivating work environment for them, and you won’t have to spend as much time worrying about your other assets. Your human capital will build your business – and your bottom line.
