Managerial Tips for a Joyful Holiday Season

Managerial Tips for a Joyful Holiday Season

It’s that time of the year again.

Yes, you guessed it right. The holiday season has kickstarted, and we are about to go off for the longest and presumably the best part of it. As winter kicks off, a new vibe sets in. The year’s ending; let’s push some ideas onto the next one. Or, by the year’s end, we need to rush these tasks at the earliest!

However, what it looks like for your team depends on what you do. But here’s the thing: the holiday season may not be the same for all your team members. 🙂

Making the Holidays Easy for All

While the spirit is of cheerfulness, strict deadlines often play the spoiler. There’s the added financial and social stress of performative roles. Trust me on this because the numbers align right well. In a survey, 88% of people highlighted it as the most stressful part of the year. The urge to be perfect also follows us at work with the perfect decor, the right gifts to exchange, and so on. 😥

But we are managers, right? We can put a pause on this. Here’s how:

  • Be empathetic: The key lies in understanding that holidays differ for everyone. Some team members could be affected due to personal issues at such times. Isolation often rises during the holiday season, as SHRM reports. Offering them an empathetic and supportive hand is essential. 🤝
  • Be inclusive: Moreover, keep in mind that inclusivity rests on remembering diversity. Do not get wrapped up in singular ideas of what holidays mean. Be open and celebrate together. 🎀
  • Be a little more flexible: Putting that cute decor up needs more than a few rounds to the supermarkets. And that’s not the end of it! As the time to reconnect with family and reset lives comes, employees need more time to themselves that you can offer. Helping set priorities and goals for end-of-year that don’t overburden teams is important, too.📆
  • Check-ins and checking out: Some of your team members would do great if you checked in with them frequently to chat and wrap things up. Conversely, encourage your team to take time off and enjoy the festivities. 🎆
  • Take the lead on planning: Workers report high stress toward the end of the year due to massive deadlines and planning needed for the following year. Managers can ease things out by planning to allow a few days of rest and relaxation for all. Ensure that they are not overwhelmed, and aid goal-setting for the new year on a positive note. 😀

Before the out-of-office notes start plugging in, here’s a quick note to all managers: take a break. For all the stigmas that they carry, breaks are not the ultimate hurdle in your growth. Often, they can be the panacea to many problems that escape our eyes every day. Reconnecting with family and friends over delectable chats and food is a great way to rejuvenate – don’t let the ghost of toxic productivity scare you away from what you need!

Promise yourself to grow beyond your limits and reach new heights in the year to come. 🎉

It’s lonely as a manager. But, here’s a change

It’s lonely as a manager. But, here’s a change

Let’s head back to history for a while. How did you react when you were told you would be a manager? Let me make a wild guess: You were happy. Excited at the prospect of being in a leadership position and doing better than you ever have.

In some corners, there’d be a little bit of hesitation lurking. What if it all goes wrong? I believe it didn’t because you are here, making waves in your role and taking teams to new heights. 💡

But here’s the thing. Sometimes, we mess up. And although it may not impact us in the long term, it does hold us back. More often than not, this is about very typical and non-serious issues.

That time when you skipped a review only to catch errors later and do the whole thing again. Or when your team disagreed, you still went ahead, much to their dismay. In hindsight, after spending years at our jobs, we wonder if we could have done things differently had we had the time. Or had we known exactly what to do? 😣

Leaders often feel isolated

You are not alone in this feeling. Research shows that leadership roles are often accompanied by feelings of loneliness, ironically enough. Succession to the top leadership position in an organization is basically isolating as it separates leaders from others (who now directly report to them) and leaves them without peers.

Additionally, as a leader, you are often expected to meet the needs of employees – be it taking care of their concerns or providing support through tough times. However, when no one is available to respond to the leaders’ needs for company and support, the leaders fall prey to loneliness.

The authors of this essay point out that executive or leadership coaching can be a great first step to beat down isolation. The safe space with a coach offers a much-needed platform to think out loud, examine, and accept. Their words can further help you improve and get over hesitation and issues. 🧑🏫

But, there’s support!

While our professional journeys go on, the feeling of loneliness that sets in with the first leadership role remains by our side. As Shakespeare said, “Heavy is the head that wears a crown,” holding the mantle is tiresome, too. Now, I won’t ask you to search for the best coach possible and turn your life 180 degrees. ⚙️

But here’s something simpler, lighter, and easier: Talk to Merlin once. Describe what’s going on, what you’d like to do as the new year hits, and where your mind has been stuck lately. The best part is that our AI coach doesn’t judge you (at least openly 😜). You have three free conversations that you can start anytime. Get started. 📍

Seeking inspiration? We’ve got you covered!

Check out this week’s manager story, where Shruthi Kamath unveils her managerial journey through the ups and downs. Follow Shruthi’s over-a-decade-long journey of leadership and management in a field often described as a men’s arena. Read more to explore how she learned from her experiences to become the excellent manager she is today!

Does Your Team Think You Need Training?

Does Your Team Think You Need Training?

In a survey by SHRM, about half the employees pointed out that training to help their supervisors and managers would directly improve their performance. And that’s not the end of it. Over half of the employees surveyed (57%) agreed that their manager needed some training.😯

Now, you might think that if they are not team leads, who are they even to judge you in the role of one? Well, your team members are the ones who are directly impacted by your team management abilities.

SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, further points out, “There is no relationship in the workplace more powerful than the one between people managers and employees.” 🤝

For most organizations, feedback systems go one way. From the top to the bottom. While trickle-down economics is a hot debate, trickle-down feedback is a broad norm for all its harms and fallacies. What is missing is that effective feedback must be a two-way exercise for both sides to learn.

On the one hand, the managers guide growth for their team members in line with the organization’s mission, and the team suggests practical improvements on the other, creating a feedback loop in its true sense.

Often, managers point out where a team member needs to work. SHRM flipped the lens here, and team members listed some areas where we can all work a bit to get a lot better.

According to the employees surveyed, the top five areas for improvement in people management skills are:

  • #EffectiveCommunication (41%) 🗣️
  • #TeamDevelopment and training (38%) 🏆
  • Time management and #Delegation (37%) ⏲️
  • Fostering a positive and inclusive #TeamCulture (35%) 🎊
  • Managing #TeamPerformance (35%) 📈

All of these areas can strategically improve team performance and your performance as a team manager. Communication is often the cornerstone of all action. Get this right, and the rest flows into place.

Similarly, mastering #TimeManagement and delegation ensures smooth workflows for you and your team. Once these battles are won, you can move toward creating a great team culture that focuses on performing and learning.✨

But you might still wonder if you fall into the majority that is earmarked for improvement by their teams.

Here’s a quick way out: Drop into a conversation with Merlin. Merlin is Risely’s interactive chatbot, which enables success for people managers. From the link below, you can have three free chat sessions with Merlin to discuss your professional journey and seek advice on where to work. If hesitation often keeps you from knocking on the doors to success, here’s the right chance to speed up.

Talk to Merlin! 🆓

Along with Merlin, you can also avail yourself of Risely’s free self-assessments for critical managerial and leadership skills to picture your professional abilities accurately. With the help of such conversations and assessments, you can visualize a journey of growth designed just for you.

In the end, remember that leadership and leadership development don’t come with a set finish line. While reaching new goals, keep in mind that there’s always more to learn, do, and achieve with your team. Happy growing! 🤸

In a survey by SHRM, about half the employees pointed out that training to help their supervisors and managers would directly improve their performance. And that’s not the end of it. Over half of the employees surveyed (57%) agreed that their manager needed some training.😯

Now, you might think that if they are not team leads, who are they even to judge you in the role of one? Well, your team members are the ones who are directly impacted by your team management abilities.

SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, further points out, “There is no relationship in the workplace more powerful than the one between people managers and employees.” 🤝

For most organizations, feedback systems go one way. From the top to the bottom. While trickle-down economics is a hot debate, trickle-down feedback is a broad norm for all its harms and fallacies. What is missing is that effective feedback must be a two-way exercise for both sides to learn.

On the one hand, the managers guide growth for their team members in line with the organization’s mission, and the team suggests practical improvements on the other, creating a feedback loop in its true sense.

Often, managers point out where a team member needs to work. SHRM flipped the lens here, and team members listed some areas where we can all work a bit to get a lot better.

According to the employees surveyed, the top five areas for improvement in people management skills are:

  • #EffectiveCommunication (41%) 🗣️
  • #TeamDevelopment and training (38%) 🏆
  • Time management and #Delegation (37%) ⏲️
  • Fostering a positive and inclusive #TeamCulture (35%) 🎊
  • Managing #TeamPerformance (35%) 📈

All of these areas can strategically improve team performance and your performance as a team manager. Communication is often the cornerstone of all action. Get this right, and the rest flows into place.

Similarly, mastering #TimeManagement and delegation ensures smooth workflows for you and your team. Once these battles are won, you can move toward creating a great team culture that focuses on performing and learning.✨

But you might still wonder if you fall into the majority that is earmarked for improvement by their teams.

Here’s a quick way out: Drop into a conversation with Merlin. Merlin is Risely’s interactive chatbot, which enables success for people managers. From the link below, you can have three free chat sessions with Merlin to discuss your professional journey and seek advice on where to work. If hesitation often keeps you from knocking on the doors to success, here’s the right chance to speed up.

Talk to Merlin! 🆓

Along with Merlin, you can also avail yourself of Risely’s free self-assessments for critical managerial and leadership skills to picture your professional abilities accurately. With the help of such conversations and assessments, you can visualize a journey of growth designed just for you.

In the end, remember that leadership and leadership development don’t come with a set finish line. While reaching new goals, keep in mind that there’s always more to learn, do, and achieve with your team. Happy growing! 🤸

Is Your Team Hesitant to Disturb You?

Is Your Team Hesitant to Disturb You?

Here’s a simple question: does your team know you are there for them? Now, I don’t mean to disparage your efforts. But let’s think about it. You are present, nearby, and often visible, yet engrossed in your work.

Would your team members think twice before contacting you when they are stuck? If yes, there’s some work to do. Let’s undo these invisible walls together today. 🧱

Breaking the Ice

Suppose your manager is sitting right before you, and you have a question. You have been stuck for hours, and asking him will likely complete things as soon as possible. But, you wait. Why?

Your manager looks busy. They are entirely focused on the desk. They are tense, and you are sure your question will interrupt them. Most likely to make them annoyed. So you mail them instead. 😞

Yet, here’s a twist. What if simple changes could make this situation better? Let’s revisit. You are there with a question while your manager is fixed on their screen. For a second, they look up and offer a reassuring smile. You get the inlet you need! There goes the question, and you have some hours and hesitation saved. 😀

So, what made the difference? In the second setup, you could approach your manager. Being present is essential, but it’s useless until and unless your team knows you are there for them, not merely by circumstance. ✅

Approachability 101

How can you do that? Being an approachable manager is simple.

  • Know your team and what they do. Understanding their roles will help you establish connections and foster trust. 🤝
  • Focus on your body language. We all are busy, tense, and focused at work. Yet, being relaxed and open to conversation can help your team interact. 🧑💼
  • Empathy and authenticity are your guides. Being genuine in your interactions while understanding your team’s perspectives will help them see you as an approachable guide in times of need. 🗣️
  • Share anecdotes and reassure others. Talking about your experiences can help your team relax and connect. 👍
  • Choose words and phrases that convey positivity. Avoid negative or judgmental language that may make others hesitant to approach you. 🧘

Ultimately, the game is all about communication in its various forms. Sometimes, actions say a lot. So make sure that yours are spelling out the correct messages! It’s not just about the words; communication encompasses your body language, gestures, and listening habits. You can test your communication and active listening skills for free with Risely’s self-assessments for people managers today to get started toward a new way of leadership.

Skill assessments are one of the many ways that Risely enables growth for people managers, but that’s not all! You can unlock various interactive features, including the AI chatbot Merlin, who provides guidance 24*7 for your people management challenges, guided and customized learning journeys, and much more at half the cost now with our exciting Black Friday offers.

Grab discounts up to 50% on all annual plans with the coupon code BLACKFRIDAY2023 till the 31st of December 2023 to unleash your team’s true potential, one step a day!

Leadership in Gray: What We Can Learn from Zuckerberg?

Leadership in Gray: What We Can Learn from Zuckerberg?

Do you ever find yourself in a total head-scratcher? I bet you have; we all have those moments when we’re like, “What on earth is going on here?” Life can be a tricky puzzle, and sometimes, we manage to solve it, but other times, we just can’t seem to piece it together. 🧩 The key is knowing that as managers, our job is to be the guiding star for our team and help them chart a path through the chaos.

Why does Mark Zuckerberg always wear gray T-shirts?

Let’s talk about something more common and simpler: Mark Zuckerberg’s gray tees. You’ve probably noticed how he’s almost always wearing the same thing. It might seem like he’s just being lazy, but there’s a method to his fashion madness.

Zuck says, “I really want to clear my life to make it so that I have to make as few decisions as possible about anything except how to best serve this community.” He’s all about minimizing the number of decisions he has to make so he can make the few that really matter count. 🤷♂️

You are not alone in fatigue

An average American makes about 35,000 decisions a day, as per one estimate. The number sounds huge. But, opening this piece to read on your device involved many decisions – to read or not, where to read, what device to use, and so on.

An American journalist named John Tierney coined a term for this concept – #DecisionFatigue. It’s that feeling when you’ve made so many choices that your decision-making quality starts to nosedive. Sound familiar? If it does, it’s time to step back and shake things up in your team.

Delegating tasks and responsibilities is a smart move, and you can even take a page from Zuckerberg’s book by cutting out the noise and zeroing in on what truly counts. It’s like a workplace spring cleaning! 🌼

Smarter solutions await!

But here’s the cool part – you don’t have to go on this journey alone. Risely, the AI co-pilot for leadership development is your trusty sidekick. Meet Merlin, the interactive chatbot, and unlock its multiple powerful modes to level up your skills and tackle challenges. 🤖 Check out this short video 👇

Merlin makes decisions easy for you with its constant support and advice. You can practice difficult conversations before heading to them, discuss specific situations, and seek tips for developing a skill – all as per your comfort.

So, create your free account today, and start tracking your progress one step at a time. In a world that’s changing faster than you can say “meta,” having a buddy who’s got your back and gets you ready for whatever comes your way is your ticket to success! 🚀🌟

Meanwhile, remember that taking breaks is not just okay but great. It helps you rejuvenate and jump back to business better than before. 

Let’s navigate the skills maze? Perceptions vs. Reality

Let’s navigate the skills maze? Perceptions vs. Reality

Would you be willing to talk about building your skills today? Essential skills that help you unlock professional success. Critical skills to your growth. Great #communication skills. Strong delegation ability. And so on… Honestly, getting these buzzwords thrown at me puts me into an initial spurt.

I surely want to work on these skills next. But how do I do it? After all, what does effective communication even mean? 🤔

If I ask my team members, I’d hear varied answers. While one emphasized listening well to others, the other pointed to the need to speak clearly. And neither is wrong! Yet, how do I place these in order and clearly understand what I need to do? If you have ever been through this whirlwind, today’s newsletter is the much-needed clarity you deserve. Let’s unpack. 🧩

What’s a skill, after all? 🤔

A skill can be easily defined as an individual’s learned ability to perform effectively. Skills can be specific to the domain of your work or general with broad applications.

Every skill can be defined further in terms of sub-skills, the smaller units that make the whole. For instance, let’s talk about guidance ability. In essence, it includes the ability to direct and nurture others. This skill would also have my potential to be a good role model and give feedback that helps my team members grow. 👨👦🗣️

Thus, when working to improve my #GuidanceAbility, I need to focus on multiple areas. In some, I might fare well due to experience and natural tendencies, while others can be harder nuts to crack. 🌰💪

Let’s make it easier! 🛤️

Jumping on this train of understanding skill and working progressively along every aspect is a dream plan, right? But as dreams go, it’s unrealistic. Not every manager can know, weigh, and understand every aspect. The perception of a manager and their team about the skills can differ heavily, too. You might think you give bad feedback, but your team may find it helpful. Again, we are in challenging waters. 🌊

Risely resolves this problem by allowing in-depth skill assessments that involve your self-assessment and a review of your skills by your team. The best part is that your team members are anonymous and, thus, encouraged to be honest. By comparing those scores for various sub-skills, you can figure out precisely what interventions you need to build your core skills. Here’s what it looks like – 📊

A self-assessment enables you to introspect and understand yourself. Your team’s feedback allows you to look into the social perception of your skills. Are your skills creating an impact? Learning methods that focus on you in isolation, forget that you influence and get influenced by others, too! That’s what it helps you answer. By combining these two metrics, Risely provides insights to work on the exact skill areas holding you back. 🔍

Treading the managerial profession is hard, and we are here to help you with many more such tailored ideas. Join a tribe of managers committed to growth and excellence today by signing up for free. 🚀👥📈

Say hello to bite-sized learning

Say hello to bite-sized learning

Today, in The Top newsletter, I want to dive into a small idea that addresses a seemingly big issue.

So, my team and I have been working closely with managers, and we’ve embarked on this exciting journey called Manager Stories. It’s been about a quarter since we started, and let me tell you, the entire process of curating these stories has been a real eye-opener for us, from getting people on board to publishing. But the real gems have been the conversations we’ve had.

During one of our chats with Shine Nagpal, he dropped a nugget of wisdom that really resonated with us. He said, “I didn’t want to spend hours in training sessions when I could be with my family.” 🕰️ Shine wasn’t alone in feeling this way. Shockingly, only 11% of executives see value in leadership development programs, according to a recent McKinsey report. 📊

These numbers raise a red flag because leadership development programs are supposed to be the lifeblood of organizations worldwide. But clearly, something’s missing. Our conversations with managers and leaders have shed some light on this issue:

  • Leadership development should be more personalized. Inspirational examples are fantastic, but challenges aren’t one-size-fits-all.
  • Training sessions can be a drag if they’re dull. Development programs need to be engaging, fostering retention and genuine growth.
  • Occasional training doesn’t always cut it. Real-life scenarios don’t follow a seminar script, leaving managers puzzled when unexpected issues arise.
  • Clarity is an excellent place to start with. Managers understand the concepts, ideas, and need for leadership training much more when they can see the impact and know where to apply their learnings.

So, how do we tackle this? The challenge lies in creating scalable solutions that adapt to a wide range of circumstances – something traditional training often struggles with. After all, there are limits on the capacity of on-site coaches, and workshops only suit some. Geographical and financial limitations lead to smaller organizations often falling through the cracks. Moreover, not every manager on your team will resonate with the same approach! There are a lot of factors at play. 🏢

That’s where technology swoops in to save the day. 🚀 Take Risely, for example. When managers sign up, they get to define their specific challenges. As they progress, they receive gentle nudges designed to focus on their personal growth. And guess what? These nudges won’t eat up your entire day – they’re as simple as reading an inspiring quote that guides you through your day. How convenient is that?

There’s a chatbot to help you constantly – whether you are wondering how a difficult conversation will play out or beating yourself up to figure out precisely what’s missing in your skillset – Merlin will guide you through.

Add skill assessments and a skill center to showcase your progress, and top it off with masterclasses to dive deeper into the mess and detangle your leadership journey. You get a holistic solution to your people management troubles. And the best part? You can sign up today for free and embark on a whole new journey of development interventions. 🌟

Does your team know what you want? Here’s how to ensure it.

Does your team know what you want? Here’s how to ensure it.

This week, let’s dive into something we’ve all encountered: those plans that never quite take off and ideas that seem to circle endlessly in meetings without any action. It’s frustrating, right? Well, a big part of this issue often boils down to one thing: setting expectations.

Now, you might be thinking, “Setting expectations? That sounds a bit fuzzy and complicated.” But fear not, my friend! We’ve got the roadmap to help us navigate this terrain. 🗺️

When it comes to setting expectations for your team, you can base them on:

✅ The established standards of work in your team and industry.

✅ Ideas that everyone agrees on as constituting good work.

✅ A shared understanding of team goals and responsibilities.

Setting clear expectations regarding performance and behavior among team members helps synchronize reactions to challenges, in addition to ensuring that clarity on processes and goals remains high across the board. Hence, if you often find yourself frustrated and overwhelmed with the number of things that go wrong – the loophole might lie in not setting the expectations right for your team.

Just picture this:

  • Your team does not know that you expect reports on Friday evenings
  • Your team knows that you review reports on Friday evenings

Which scenario is going to help you out here? Once that is clear, we can figure out how to set expectations effectively.

What’s the right way to set expectations?

But here’s the twist – your team also has expectations of you! They want a manager who provides effective feedback, resolves concerns, and doesn’t pester them for hourly reports. The tricky part is that these expectations often go unspoken. We get so caught up in setting quarterly goals that we forget the day-to-day expectations shaping our work.

At the onset, setting expectations can be trickier than setting goals. There’s no clear finish line, which varies from person to person. And often, you or your team might not know exactly what’s needed. To tackle this challenge, managers can:

  • 🚀 Lead by example and demonstrate the behavior you expect from your team.
  • 🤝 Establish shared standards and norms with your team.
  • 🗣️ Use feedback sessions to discuss expectations in professional relationships openly.
  • 💡 Respect your team’s needs and boundaries.

And here’s a nifty tip: learn from examples! Check out what other managers and leaders are doing to set expectations right. Risely can help with that. It offers interactive quizzes that evaluate real-life situations related to expectation setting. Plus, it shows you the right expectations and how they come about.

You can even sign up for free to access these quizzes and other activities that enhance your critical skills. Expectation setting is just one of the areas that can hold back professional success for managers, and there are many more where small mistakes are creating more significant troubles for you. Risely is your AI co-pilot for leadership development, offering short and sweet training units to help you grow. 🌱

How about roleplaying a confrontation with a team member?

How about roleplaying a confrontation with a team member?

Today, let’s dive into the world of managerial #challenges. 🌟

You know, one of the most demanding aspects of being an effective manager, in my opinion, is #confrontation. 😬

It’s like climbing a steep ladder. When you transition from being an individual contributor to a manager, suddenly, confrontation becomes a significant player in your success story. But it’s a road less traveled, and it’s not always a smooth one. 🚀

The funny thing about confrontation is that it can be both the worst and the most rewarding part of the job. In many situations, it can work wonders. Take, for instance, a team member who keeps missing deadlines despite numerous reminders. Every time, you devise a fresh excuse to let them slide. Then, one day, you take a deep breath and address this behavior head-on. 💪

But there are a few not-so-friendly companions that might tag along:

  • The hesitation to point out mistakes. 🤔
  • The fear of retaliation and conflict. 😰
  • The confusion about goals and expectations. 🤷♂️

How to beat the confrontation conundrums?

You might find yourself stuck, tempted to let things slide once again. However, here’s the deal: action is what gets results. Something needs to be done, and guess what? I’ve got a fantastic tool to help you when you need help figuring out where to start. 🛠️

Meet Merlin, your interactive AI chatbot for #managers—Merlin’s here to be your partner in tackling management challenges. It helps you practice those tricky conversations with your team members in just a few simple steps. Let’s break it down:

Set the Scene: Merlin wants to understand your situation. You can share your challenges, provide specific examples, and describe your team members’ typical tone during conversations. 🗣️

Practice Makes Perfect: Role-playing lets you visualize that future conversation with your team members. It helps you anticipate their reactions, identify potential concerns, and prepare you to handle them like a pro. 🎭

Review and Improve: In the final step, Merlin gives you a detailed analysis of the conversation. It highlights your strong points and points out areas that need more work, guiding you toward improvement. 📊

Pretty cool, right? 😎 But that’s not all that’s in store for you with Risely. It offers a personalized learning journey to help you hone critical leadership skills and conquer those challenges that often stand in your way at work.

Overcoming confrontation hurdles is just the tip of the iceberg. As you continue to grow in your professional space, there are multiple areas where you’d need support, sometimes at 2 AM, too! That’s where an AI coach comes in: to stick by your side through thick and thin, no matter how odd the hours are—the freedom to pour in questions and test things out whenever you wish.

In addition to expert guidance through masterclasses, skill-building units, and ready-to-use templates for various scenarios, Risely is the complete package to guide a leader’s growth.🚀

So, why wait? Sign up today for free and kickstart your journey towards growth. 🌱💼

Strategies for Success: The Science of Workplace Happiness

Strategies for Success: The Science of Workplace Happiness

Today, let’s dive deep into something that profoundly affects your team: their happiness. Is your team happy?

You might think it’s a straightforward question, but the ripple effects of team happiness are massive, impacting performance, growth, and even your company’s success.

Finding out if your team is genuinely happy is more challenging than checking off boxes on a #happiness survey. So, what can you do to banish the #workplace blues? Buckle up; we’re about to take a comprehensive tour. 🎢

Getting to Grips with “Employee Satisfaction”

Okay, let’s step away from the textbook definitions and paint a more vivid picture:

Think of your team as diverse individuals, each juggling personal and professional roles. They all want to be stars in their stories, but sometimes, life’s curveballs, like stress and challenges, slow them down. In this rollercoaster of ups and downs, certain constants make all the difference: a manager who’s got their back when they tackle challenging problems, a mentor who guides them on the path to personal growth, and peers who share in their successes and challenges.

Employee satisfaction boils down to creating an environment where they have the freedom and opportunity to become the best version of themselves. 🌟

Why Should You Care?

Let’s play out two scenarios:

Scenario A: Your team is stuck in a rut, buried under a mountain of mundane tasks with rigid, unchanging processes. What’s the likely outcome? Mediocrity, right?

Now, scenario B: They’re encouraged to experiment, try new things, and bring fresh ideas. What does that unlock?

  • – 🚀 A treasure trove of groundbreaking innovations.
  • – 🤝 Seamless collaboration within your team and beyond.
  • – 💼 A sense of ownership over their work.
  • – 📈 A team that constantly evolves and keeps moving forward.

Scenario B sounds much better, doesn’t it?

But here’s the kicker: achieving nirvana is no walk in the park. As a manager, creating job satisfaction isn’t limited to the occasional team-building retreat. It’s about weaving it into the fabric of your team’s daily routine. 🌱

Your Journey to Fostering Employee Satisfaction

So, how can you get there? Here are some actionable tips and ideas to make it happen:

  • Open-Up Dialogue: Start meaningful conversations with your team. Ask them about their struggles and what’s holding them back. Be ready to listen without judgment. Sharpen your active listening skills to get this right.
  • Encourage Risk-Taking: Create a culture that embraces calculated risks. Let your team explore new avenues without fear of failure.
  • Celebrate Diversity: Recognize that your team members bring unique strengths and perspectives. Encourage them to express themselves authentically.
  • Invest in Growth: Provide opportunities for skill development and personal growth. This could be through workshops, mentorship programs, or access to resources.

Creating a satisfying work environment isn’t a one-time thing; it’s an ongoing journey. By investing in your team’s happiness, you’re fostering a positive workplace and setting the stage for their continued growth and success. 🌻

Check out our comprehensive blog for a deeper dive into #EmployeeSatisfaction: Cracking the Code: Boosting Employee Satisfaction for Growth 📚

Conflict Chronicles: Real-Life Stories of Managers Who Triumphed Over Turbulent Times

Conflict Chronicles: Real-Life Stories of Managers Who Triumphed Over Turbulent Times

Ever wonder why experts harp on conflict management skills? After all, we can all get into a

spat and find our way out, right? Conflicts are not strange to a manager. Most of us have seen many play out, yet there’s something that differentiates good #ConflictResolution from other attempts. What’s the secret ingredient?

Well, let’s find out in today’s edition of The Top newsletter. 🔎💪

Here’s a story

The marketing team at a software company was working on a new product launch. However, there were some troubles on the way. The designers were having a disagreement about the overall look of the product. There were several ways out and little compromise. The copywriter was overwhelmed by the amount of work that needed to be done, and the project manager was stressed about meeting the deadline. 😵💫

Enter the first manager

Let’s call him John. He’s a good engineer. But does this effectiveness translate into managerial efficiency too? He starts by trying to get the designers to agree on a compromise. But the designers are too entrenched in their positions to compromise, and none budge. John then tries to tell the copywriter to just “buckle down and get the work done.” However, the copywriter feels that John is not listening to her concerns. There’s little resolution on the way. 😞

Enter the second manager

Let’s call her Mary. Mary’s expertise in handling teams helps her take a different route. She starts by asking the designers to share their vision for the product. She then helps them to identify the critical areas of disagreement. Once the areas of disagreement are identified, Mary helps the designers come up with a solution that addresses everyone’s needs.

She then moves to the copywriter to understand what’s bugging them. After listening to her, Mary discussed with the Project Manager how to find a solution to the overwhelming amount of work through delegation and cross-functional collaboration within the team. 🙂

What Made The difference?

The difference between the two managers is that John did not have the skills or experience to manage the conflict effectively. He tried to force a solution, which only made the conflict worse. While he is a sound engineer, his managerial skills still needed some polishing.

On the other hand, Mary created a safe space for the designers to share their feelings and come up with a solution that everyone was happy with. Conflict resolution skills, such as communication, confrontation, and collaboration, aided her in the process. ✅✨

When a #conflict arises, it is important to create a safe space for people to share their feelings and come up with a solution that everyone is happy with. Managers who cannot manage conflicts effectively are likely to enhance the problem rather than solve it.

Join Brenda Hooper C.Med, PCC, CEC, an Executive Coach and a trained expert in Conflict Management and Mediation, on an insightful 6-hour journey to become a pro at handling conflicts. With topics ranging from the basic understanding of conflicts to advanced topics, this series of masterclasses helps new and old managers alike to start a new journey for successful teams.

Learn more about this masterclass here 👉 Conflict Management Masterclass.

Friday Huddles and More: Strategies for Team Unity and Performance

Friday Huddles and More: Strategies for Team Unity and Performance

It is a #Friday. How are you planning to wrap up the week with your team? With a sprinkle of fun activities and some good old chit-chat with your team? Curious about their reactions? Take a second to reflect – because it’s worth pondering. 🤔

Gallup drops a bit of a bombshell: Only 32% of folks on the work scene in the US are riding the “actively engaged” train. The rest hover around the “not engaged” or even “actively #disengaged” zones. It’s a red flag for managers, but the solution seems to be playing hide-and-seek. So, where do we go from here? 🚩

Move Beyond the Standard 17-Item Team Building Checklist 📋

While the #engagement-o-meter might be stuck in a rut, here’s the silver lining: Team members seek a sense of togetherness at work. According to Gusto‘s survey, more than half of the employees (54%) have stuck around a job longer than they should because of a sense of #belonging. So, what’s the secret recipe brewing in these crews? 🤫

Let’s Refresh Employee Engagement with a Quick Peek 👀

  • Forge Personal Links: Knowing your teammates personally is like adding secret sauce to the mix. When a manager jumps in with interest and cares about a teammate’s tasks, it’s like saying, “Hey, you matter!” It leads to feeling valued and, you guessed it, better performance. One-on-one meetings are a great way to get this started, where you can connect even with those team members who often remain outside the limelight. 💪
  • Mix and Mingle, Inside and Out: No surprises here – nobody wants to be cubicle-bound day in, day out. Teams thrive when they can see their efforts making waves. Managers should boost teamwork by fusing projects across departments and opening up the feedback floodgates. Bonus move: Chat with the end-users of your products to get authentic reviews, appreciation, and feedback. 💬
  • Engagement’s a Group Effort: Here’s the scoop – managers, start from the ground up. Team-building magic begins with every single member playing a starring role. The trick is to bridge the gap between teams and bigwigs, focusing on that human touch. Top-down initiatives, on the other hand, can leave the teams feeling forced and stuck – which can cost you heavily. 🤝

Grab free resources

We get it; work keeps you occupied, and that’s why Risely is here to offer you a plethora of free tips and tricks you can explore with your team. Here’s the gist just one click away

Break those walls between teams and higher-ups – it’s the ticket to nailing this modern era. While the age-old wisdom focused on supervising your subordinates, the new era calls for fostering healthy connections with your co-workers. It’s a “hello” for managers to brush up on people skills and personal bonds. Keep the dial tuned to Risely for more of these golden nuggets! 🌟

Unveiling Your Managerial Legacy: Going Beyond the Numbers

Unveiling Your Managerial Legacy: Going Beyond the Numbers

It often happens that we feel down. After all, it’s another draining week ending just like the previous one. But, have you ever paused to consider your efforts’ profound impact, extending far beyond the confines of mere KPIs? 🤔

While those checkboxes might seem significant, the truth is that your influence stretches much further, often manifesting in unexpected and remarkable ways. How? Let’s explore this in today’s edition of The Top newsletter.

The impact of conversations

Think about those routine feedback conversations that might sometimes feel like a mere formality. Yet, these seemingly small discussions have frequently paved the way for team growth, skill enhancement, and realizing goals that surpassed initial expectations. Remember the mutual growth that often blossoms within those moments before brushing off the next one-on-one conversation with your team as routine. 🌱

Then, there are those impromptu lunchtime discussions where you casually share insights. Those seemingly innocuous pieces of advice? They have propelled introverted team members onto paths where their brilliance has shone brightly, revealing their true potential. Your willingness to embrace #change? It has played a pivotal role in ensuring smooth operations and transitions. 🚀

Tight deadlines that bound us together

And let’s not forget that memorable all-nighter you pulled to meet a challenging deadline. While it might now be a humorous anecdote, the teamwork and dedication you exhibited during that time have left an indelible mark. Your commitment wasn’t just about accomplishing tasks; it ignited a fire within others, motivating them to pour their best efforts into innovative ideas. ⏰

Consider that casual coffee chat that delved into your colleague’s professional struggles, causing them to reconsider their limiting beliefs. Were they truly incapable of the task, or were they simply overwhelmed by the external circumstances, just as you had suggested? Your insights provided them with a moment of respite, enabling them to reimagine their approach and reignite their passion, much akin to yours. ☕

Discovering magic in the mundane

Your actions serve as a guiding map for others to follow. Your punctuality and adaptability? They communicate that work is essential, but a well-rounded life outside work is equally crucial. Your diverse interests and hobbies? They serve as a gentle reminder to newcomers that excelling in one’s role transcends professional duties alone. 🌟

So, the next time doubt creeps in regarding the purpose of your endeavors, reflect on this range of reasons why your dedication is invaluable. Very often, you unknowingly inspire people onto a path of innovation and self-discovery – that’s where the magic of a remarkable manager steps in. Think of your managers who have pushed you to a higher purpose, and remember that you are doing the same for someone else.

As a manager, your role extends beyond completing tasks; you are a beacon guiding individuals toward realizing their true potential. Your impact is enduring, leaving an imprint on careers and lives in ways that may not always be vocalized yet are undeniably profound. 🚀

Small Tweaks, Big Wins: Real Stories of Subtle Transformations

Small Tweaks, Big Wins: Real Stories of Subtle Transformations

So, guess what? India celebrated its 77th Independence Day this Tuesday – and you know what that means? Yep, it was one of those lazy, laid-back, long weekends. The perfect chance to kick back, rewind, and ponder life’s bigger picture. ✨

As I wrapped up last week, a thought popped up during a chat with my team. We were discussing sprucing up our website’s content. But then, a bigger idea took shape. Let’s unravel more. 🤔

New vs. Better?

When things aren’t quite right, what’s your first move? Usually, it’s like giving something a good ol’ knock on the noggin a few times and then thinking, “Out with the old, in with the new!” Remember the numerous times we have tossed ideas out the window to start over? But hold up – is new always the answer?

So, here’s the scoop. My marketing team and I were talking, and we realized some of our content wasn’t quite hitting the mark. There were calls to action that were not impacting the audience and well-designed content that failed to reach people. The need for action was apparent. But guess what? Instead of tossing it all out like last night’s leftovers, a bit of tweaking could work wonders. And hey, that’s not just a website thing – it’s life in a nutshell. 💫

Let me tell you a story about a manager, a team, and a dash of chaos. Picture this: they’d spot a hiccup in their process. To resolve this, they decide to clear the entire ground and start from the basics again. Hilarious, right? But hang on. There’s another way to play it.

Imagine diving into the nitty-gritty, going deep into the process. A different manager comes in with an approach driven by a learning attitude and willingness to get things done. You start wide, looking at the who, what, and why, then zero in on the weak spots. From there, it’s all about breaking things down into doable steps. Less chaos, more focus. 🎯

But why bother?

You might think it’s simpler to get things cleared at once. After all, starting again with a clean slate also lets you off the baggage. But that’s not all. Learnings and tips are hidden inside our actions that can make a massive difference.

  • Mistakes are stepping stones, not roadblocks.
  • Learning from your mistakes saves you from round two.
  • Fixing beats scrapping – it’s easier and cheaper.
  • Getting hands-on connects you with your crew.

We’ve all been there – those moments in different parts of our lives. When the next one pops up, how about we take a chill pill? Let’s approach it patiently, staying cool and step-by-step moving forward. Progress over pandemonium, right? 🚀🌈

Wondering if you are prepared to get this right or not? Grab a free resource here: Growth Mindset Toolkit for Managers. The free growth mindset toolkit comes with resources designed and curated by experts, such as sample statements and action plans.

Beyond the Cup: Lessons in Leadership from Starbucks

Beyond the Cup: Lessons in Leadership from Starbucks

Amid the bustling symphony of our workspaces, an unassuming yet ever-present figure quietly asserts its presence – the humble cup of coffee ☕. This everyday elixir, steeped not only in history but also in the rich tapestry of diverse cultural expressions, has woven itself into the very fabric of our lives. Yet, the chronicle of coffee’s journey transcends mere flavors; it’s an exploration of how coffee, led by the iconic hashtag#Starbucks, has seamlessly integrated itself into the tapestry of our modern existence.

Starbucks, the quintessential emblem of contemporary coffee culture, didn’t always hold the familiar expanse it does today. Its origin tale traces back to a modest enterprise dealing in coffee beans and equipment. However, the remarkable metamorphosis that elevated it to a global phenomenon can be credited to the infusion of visionary concepts that found their zenith with the advent of Howard Schultz.

The Power of Ideation ✨

Upon entering Starbucks’ Marketing and Operations domain, Howard Schultz discerned untapped vistas of potential. He envisioned Starbucks not merely as a transactional hub but as a sanctuary for the coffee experience itself, a realm where the ordinary act of sipping coffee transcends its utilitarian essence and evolves into an immersive sensory odyssey. This singular notion acted as the catalyst that set forth a cascade of events leading to Starbucks’ ubiquitous presence on the worktables of countless individuals across the globe. Yet, the transition from abstract ideas to palpable reality is a multifaceted voyage, with Schultz’s expedition standing as a guiding light of profound hashtag#leadership efficacy.

Sowing the Seeds of Vision with Effective Communication 🌱

At the heart of this transformative journey lies the art of communication. Schultz embarked on a quest to convey his visionary concept with compelling persuasion. Garnering support from stakeholders and rallying the allegiance of the workforce hinged upon articulating unambiguous hashtag#goals, meticulously charted plans, and tangible hashtag#milestones. The potency of an idea finds its zenith in the finesse with which it is communicated, and Schultz’s approach served as the bedrock upon which the edifice of success was constructed.

Empowerment and Autonomy 🛡️

Schultz’s stewardship went beyond rhetoric. He handed his team the mantle of ownership over the transformative voyage. This shift in dynamics led to immersive training sessions that transformed team members into savants of coffee craftsmanship and adept conversationalists. This empowerment was further bolstered by initiatives that provided not only financial stability but also nurtured psychological hashtag#wellbeing. This dual-layered empowerment allowed Starbucks to function autonomously, freeing it from the shackles of constant oversight.

Forging a Unified Purpose 🤝

The crux of Schultz’s leadership prowess lies in his skill of building a shared mission. His proficiency in clarifying a shared vision, coupled with his steadfast dedication to fostering authentic bonds, emerged as the lifeblood underpinning Starbucks’ triumph. Every team member was assured that their contributions, irrespective of magnitude, were pivotal in the machinery sustaining the organization’s integrity. The energy of a shared objective propelled Starbucks beyond the realm of mere commerce, transcending into the dimensions of societal transformation.

Lessons Beyond the Cup ☕

The Starbucks saga serves as a living testament to the transformative potency that a visionary leader brings, channeling a compelling vision through a finely honed skill set. It proves the notion that the universe of innovation sprawls infinitely, awaiting audacious solutions to enhance it.

This narrative of change underscores the weight of leadership acumen in manifesting dreams into tangible reality. Embark on refining these quintessential skills with Risely, offering an invaluable assessment of your communication skills. In the mix of clear communication, teamwork, and a common goal, a 21st-century visionary leader could arise – someone ready to shape our world with creativity and unwavering determination.

As we absorb the wisdom from Starbucks’ journey, let’s view our coffee cups as more than containers – they embody the immense power of ideas, effective communication, team empowerment, and shared missions. In this reflective blend lies the hidden potential for leadership transformation that can reshape industries, empower communities, and redefine our global landscape.🚀🌍

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