10 Types of Interviews Every Hiring Manager Should Know

10 Types of Interviews Every Hiring Manager Should Know

Interviews are a crucial part of the job search process, as they provide an opportunity for hiring managers to assess potential candidates’ qualifications, skills, and fit. As a hiring manager, it is important to be familiar with the different types of interviews and how to use them effectively to make informed hiring decisions for your team. The interview process can vary depending on the job role, industry, and organization. You should be aware of various types of interviews, each serving a different purpose and assessing different skills and qualities. Each type of interview provides unique insights into a candidate’s abilities, such as communication skills, problem-solving capabilities, leadership potential, and adaptability.
Interviews are a crucial element in the hiring process. But, not all of them can follow the same pattern. Different types of hiring need to focus on different areas, and the methods to bring those can vary heavily. Let’s have a look at seven types of interviews that you can use to hire the best talent for your team:

Traditional One-on-One Interview

The traditional one-on-one interview is the most common type of interview. It involves a personal conversation between the interviewer and the interviewee. This interview allows you to get an in-depth assessment of the candidate’s qualifications, skills, and fit for the job. You can ask specific questions tailored to the candidate’s background and experience, allowing for a comprehensive evaluation. This type of interview provides an opportunity for a more personal connection between the interviewer and the interviewee, allowing for a deeper understanding of the candidate’s strengths and potential fit within the organization.

When should you use traditional one-on-one interviews?

  • When a detailed and comprehensive evaluation of a candidate’s qualifications, skills, and experiences is necessary.
  • When you want to establish a rapport with the candidate to understand their personality, motivations, and cultural fit within the organization.
  • When you have to discuss sensitive topics such as salary expectations, reasons for leaving previous positions, or personal challenges.

Panel Interview

In a panel interview, the candidate is interviewed by a group of interviewers who typically represent different departments or roles within the organization. This type of interview allows for a comprehensive evaluation of the candidate’s qualifications, skills, and fit for the job. The panel interview provides diverse perspectives on the candidate’s suitability and allows for a more comprehensive assessment. It also provides you an opportunity to evaluate the candidate’s ability to interact with different stakeholders within the organization.

When should you use it?

  • When the role involves significant interaction and collaboration with multiple departments or teams.
  • When you require a diverse set of skills and expertise. A panel interview allows interviewers with different specialties to probe into various areas of the candidate’s knowledge and experience.
  • When determining how well the candidate will fit within the existing dynamics of your team.
  • To reduce individual workplace bias by incorporating multiple perspectives.

Behavioral Interview

Behavioral interviews focus on past experiences and how candidates have handled specific situations. This type of interview aims to assess a candidate’s problem-solving abilities, critical thinking skills, and decision-making capabilities. You can ask questions that prompt candidates to provide specific examples of how they have addressed challenges or demonstrated certain skills in their previous roles. By evaluating candidates based on their past behavior, hiring managers can make predictions about their future performance.

When should you use behavioral interviews?

  • When the position involves frequent problem-solving and critical thinking. Behavioral interviews can reveal how candidates approach and resolve complex issues.
  • To predict how a candidate will perform in the future based on their past behavior. This method is grounded in the principle that past behavior is the best predictor of future behavior.
  • When it’s necessary to understand how candidates have responded to specific situations relevant to the job.
  • When cultural fit in hiring is a priority for you. Behavioral questions uncover whether a candidate’s values, work style, and behavior align with the organization’s culture.

Competency-Based Interview

Competency-based interviews focus on assessing the candidate’s competencies and skills specifically required for the job role. The interview questions are structured around the job description and aim to evaluate the candidate’s technical skills, knowledge, and expertise. The interviewer asks questions that directly relate to the key competencies required for the role, allowing for a targeted assessment.

When should you use a competency-based interview?

  • When the role requires specific technical skills and expertise.
  • For roles where the candidate needs to be immediately productive.
  • When you are hiring for high-stakes positions with minimal margin for error, such as senior management, critical project roles, or positions with high responsibility.

Group Interview

A group interview involves multiple candidates being interviewed concurrently. This type of interview allows you to observe the candidate’s interpersonal skills, teamwork abilities, and leadership potential. Group interviews are particularly effective for roles that require strong teamwork and leadership skills. They provide valuable insights into how candidates perform in a group setting and their ability to work effectively with others. Group interviews also efficiently assess multiple candidates simultaneously and compare their performance in a group setting.

When should you use group interviews?

  • When identifying candidates with leadership potential. Group interviews can reveal how individuals naturally take on leadership roles or influence the group.
  • For roles that require collaborative problem-solving. Group interviews can include activities that require teamwork to solve a problem, showcasing each candidate’s approach.
  • When you want to efficiently evaluate multiple candidates at once, allowing for direct comparison of their performance in identical situations.

Phone Interview

A phone interview is an initial screening method often used to narrow down a large pool of applicants. You can conduct this over the phone to verify a candidate’s interest and basic qualifications for the role. Phone interviews are particularly useful when you are hiring for remote positions, preliminary candidate assessment, or when an in-person interview is not possible. This type of interview allows you to evaluate the candidate’s communication skills, professionalism, and ability to articulate their thoughts and experiences over the phone.

When should you use phone interviews?

  • When you have a large number of applicants, phone interviews help quickly narrow down the list to the most qualified candidates.
  • For remote or telecommuting positions, phone interviews provide a relevant context for evaluating how candidates handle non-face-to-face communication.
  • To identify and eliminate candidates who do not meet the essential criteria early in the process, ensuring that only the most promising candidates advance.

Video Interview

A video interview is conducted via video conferencing, allowing face-to-face interaction between you and the candidate without physical presence. Video interviews are primarily used when geographic locations differ or for preliminary screenings. This format is beneficial for assessing visual cues, non-verbal communication, and the overall presence of the candidate. It offers a balance between personal interaction and the convenience of technology.

When should you use video interviews?

  • When candidates are located in different geographic regions, in-person interviews are not feasible. It can also help you save time and reduce travel expenses for the candidate and the interviewer.
  • For preliminary screenings, narrow down a large pool of candidates with a more personal interaction than a phone interview.
  • You can also use them for remote or hybrid positions to assess the candidate’s comfort and effectiveness in a virtual setting.

Case Study Interview

A case study interview presents candidates with a business problem, challenge, or scenario and requires them to problem-solve, strategize, and showcase their analytical skills. This type of interview is commonly used for roles that necessitate strategic thinking and creativity, such as consulting or managerial positions. The candidate is usually given limited information and is expected to analyze the situation, identify potential solutions, and present their recommendations. Case study interviews assess candidates’ ability to analyze complex data, think critically, and derive sensible solutions in real-time.

When is a case study interview good to use?

  • It is most commonly used in consulting roles where problem-solving as a leader and strategic recommendations are core aspects of the job.
  • When it is important to gauge the candidate’s industry-specific knowledge and how they apply it to solve industry-related problems, along with decision-making and problem-solving processes.
  • You can use it to provide a realistic simulation of the types of problems the candidate would face in the role, giving both the candidate and the hiring manager a clear idea of job fit.

Task-Oriented or Skill-Based Interview

A task-oriented or skill-based interview assesses the candidate’s abilities and competence by assigning them a specific task or set of questions. This type of interview allows you to evaluate the candidate’s practical skills and knowledge related to the job role. The task or questions can be tailored to the specific requirements of the role and can vary in complexity. This interview provides a more hands-on evaluation of the candidate’s abilities and offers valuable insights into their potential fit for the job role. You can include short tests, coding challenges, or sets of questions designed to assess the candidate’s technical proficiency and problem-solving skills.

When should you use task-oriented interviews?

  • For positions that require specific technical skills, such as software development, engineering, or data analysis.
  • For roles where candidates need to demonstrate practical skills, such as design, writing, or customer service.
  • To assess not only technical competence but also how well the candidate’s work style and approach align with your company culture.

Stress Interview

A stress interview is designed to assess a candidate’s composure and problem-solving abilities under pressure. You can use challenging, rapid-fire questions, unexpected interruptions, or simulations of complex scenarios to unnerve the candidate. The interview aims to assess how candidates perform under difficult conditions, evaluate their ability to think quickly and provide effective solutions. Stress interviews also determine the candidate’s ability to handle pressure, adapt to unexpected situations, and maintain professionalism.

When should you use stress interviews?

  • For roles where the ability to handle rejection, objections, and high-pressure situations is essential.
  • In industries with rapid changes, tight deadlines, or high levels of competition, where employees must perform under constant pressure.
  • Stress interviews can reveal candidates’ authentic reactions and behaviors, going beyond rehearsed or scripted responses.
When you are hiring, it is important to consider the specific requirements of the job role and select the appropriate interview style that aligns with those requirements. By conducting an efficient and targeted interview process, you can save time and resources and ensure that the right candidates are selected for further evaluation.

Tailoring the Interview Type to the Job Role

Tailoring the interview type to the job role is essential to ensure that the hiring process effectively assesses candidates and determines the right fit. Different job roles require different skills and qualifications, and selecting the appropriate interview type that aligns with those requirements is important. For example, a competency-based interview that focuses on technical skills and knowledge may be more suitable for a technical role. On the other hand, for a role that requires strong interpersonal skills and teamwork, you should go for a group interview or a behavioral interview. Find more help: Mastering the Art of Hiring: A Comprehensive Hiring Manager Interview Guide

Combining Interview Types for Comprehensive Assessment

When it comes to hiring the right candidate, a comprehensive assessment is crucial. By combining different types of interviews, you can better understand a candidate’s skills, personality, and fit within the company culture.
For example, a combination of structured and unstructured interviews balances standardized evaluation and personalized exploration. Structured interviews provide a consistent framework for assessing specific skills and qualifications, while unstructured interviews offer insights into a candidate’s thought process, creativity, and adaptability. Read more: Top 10 Ways HR Can Contribute To Business Growth In conclusion, you must understand the various types of interviews and how to use them effectively. Each interview type is specific in evaluating candidates and determining the best fit for the job. By tailoring the interview process to match the position’s requirements and combining different interview formats for a comprehensive evaluation, hiring managers can make informed decisions and select the most suitable candidates.

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Performance Management Training: Empowering Managers To Manage Better

Performance Management Training: Empowering Managers To Manage Better

Remember that feeling of dread when you knew performance review season was rolling around? Yeah, us, too. For many employees, performance reviews felt like a stale, once-a-year formality – a checkbox exercise that did little to motivate or inspire. However, for organizations, effective performance management is crucial. So, what’s the disconnect? Why is a system so critical to success often met with such a collective sigh? The truth is that traditional performance management practices have fallen short. Many organizations rely on outdated methods that emphasize paperwork and blame growth and development. Managers feel overwhelmed and underprepared to deliver meaningful feedback, while employees feel confused and disengaged. As an L&D leader, you know the struggle of creating training programs that bridge this gap. You need to equip managers with the skills they need to navigate complex conversations, set clear expectations, and provide constructive feedback – all while keeping the focus on employee growth and development. That’s where performance management training comes in. It’s not about adding another layer of complexity; it’s about empowering managers to become actual performance coaches, creating a system that benefits individuals and the organization.

Performance Management Training: Equipping Managers for Success

Imagine this: you’re a manager juggling deadlines, projects, and a talented team of individuals. Performance review season rolls around, and suddenly, you’re faced with a stack of forms and a vague sense of unease. How do you set clear goals for each team member? How do you deliver constructive feedback, not critical? And most importantly, how do you help your employees reach their full potential? This is where performance manager training comes in. Think of it as investing in your most valuable asset – your people. Practical performance management training equips you with the skills and knowledge to become an actual performance coach, guiding your team toward success. Read more: Performance Management 101 for Leaders: 5 Steps to Ace the Process

What is Performance Management Training?

Performance management training is a targeted program designed to develop the skills and knowledge managers need to conduct effective performance conversations, set clear goals, and provide actionable feedback. It’s about moving away from the traditional “check-the-box” approach and creating a dynamic system that fosters continuous learning and development for you and your team.

Key Components and Objectives

Think of it as a toolbox filled with essential skills:
  • Goal-setting Mastery: Learn to craft clear, measurable, and achievable goals (SMART goals) with your team members, ensuring everyone is aligned and motivated.
  • The Art of Feedback: Master delivering clear, constructive, and actionable feedback. This training will equip you with frameworks and techniques to make feedback conversations positive and productive.
  • Performance Conversations that Count: Gone are the days of awkward, yearly reviews! Performance management training teaches you to conduct regular, focused conversations that keep your team on track and motivated.
  • Coaching for Development: Learn to coach effectively to unlock your team’s potential. This will help your employees identify their strengths and weaknesses, set development goals, and reach their full potential.

How Performance Management Training Drives Organizational Success?

Investing in performance manager training isn’t just about helping your team; it’s about propelling your entire organization forward. Here’s how:
  • Increased Employee Engagement: Employees who feel supported and valued are more engaged and productive. Performance management training empowers managers to create a culture of growth and development, leading to a happier, more motivated workforce.
  • Improved Performance: Clear goals, ongoing feedback, and coaching your teams as a leader improve performance. By equipping managers with the right tools, you can unlock your team’s full potential and drive results.
  • Reduced Turnover: Disengaged employees are more likely to leave. Performance management training helps create a positive work environment where employees feel valued and have growth opportunities, leading to lower turnover rates and a more stable workforce.

Common Pitfalls of Performance Manager Training

Let’s face it: performance reviews can feel like a minefield for managers. One misstep – a confusing goal, some vague feedback – and suddenly you’re knee-deep in frustration and disengaged employees. But fear not, fellow manager! Here’s the good news: these pitfalls are avoidable. By understanding the common roadblocks and equipping yourself with the right tools, you can confidently navigate the performance management landscape. Let’s take a closer look:

A. Lack of Clear Communication Channels

Imagine this: You spend ages crafting SMART goals for your team members, feeling confident they understand exactly what’s expected. Fast-forward a few months, and their performance review is…well, let’s just say it’s not what you envisioned. The culprit? A communication breakdown. Performance management training emphasizes the importance of clear, two-way communication. It equips you with the skills to have open and honest conversations about expectations, progress, and roadblocks.

B. Inconsistent Feedback Delivery

Remember when you aced a project, but your manager only mentioned it in passing? Inconsistent feedback is a major pitfall. Performance management training highlights the power of regular, constructive feedback. You’ll learn how to deliver feedback in a way that’s actionable and motivating, helping your team members continuously improve.

C. Ignoring Employee Development Needs

Employees crave growth opportunities. They’ll eventually feel stagnant and disengaged if you fail to address their development needs. Performance management training equips you with coaching skills to help your team members identify their strengths and weaknesses, set development goals, and reach their full potential. Read more: Questions To Ask And Never Ask : A Comprehensive Guide On Performance Reviews

Elements of a Successful Performance Management Training Program

We’ve talked about the pitfalls and the promise of performance management training. Let’s get down to brass tacks and explore what makes a truly impactful program. Here are the key elements that will help you build that bridge to success:

Establishing a Comprehensive Training Framework

A strong training program starts with a clear roadmap. This framework outlines the goals, target audience, and learning journey. Performance management training isn’t a one-size-fits-all solution. A good program tailors content to address managers’ unique needs and challenges at different levels.

Key Training Topics and Modules

Think of your training program as a toolbox with essential skills. Here are some core modules that will equip you to excel in performance management:
    •  Performance Management Fundamentals: This module provides a solid understanding of effective performance management’s core principles and objectives.
    • Goal Setting and Alignment: SMART goal setting is crucial for aligning individual goals with organizational objectives. This module will teach you how to collaborate with your team to set clear, measurable, and achievable goals.
    • Feedback and Coaching Techniques: Regular, constructive feedback is essential for employee development. This module will explore different feedback models and coaching techniques to help your team members learn and grow.
    • Performance Evaluation and Improvement Strategies: Performance reviews shouldn’t just be a formality. This module will equip you with the skills to conduct effective performance reviews that motivate and guide continuous improvement.

    Learning from Experience

    Let’s face it: theory is important, but real-world application is key. A strong training program incorporates real-life examples and case studies that resonate with managers’ day-to-day experiences. This allows them to see how the concepts translate into practical scenarios and helps them develop problem-solving skills.

    Interactive Training Methods and Tools

    Gone are the days of dry lectures and monotonous presentations. The most effective training programs use engaging methods, such as role-playing exercises, simulations, and interactive workshops. These methods keep participants actively involved and help them retain information more effectively.

    Continuous Learning and Development Opportunities

    Performance management is an ongoing process. A strong program recognizes this and provides ongoing learning opportunities. This could include access to online resources, coaching sessions, and refresher courses. By fostering a culture of continuous learning, you empower managers to stay up-to-date with best practices and refine their skills over time. By incorporating these elements, you can create a performance management training program that equips managers with the knowledge and skills they need to thrive. 

    Resources for Building a Winning Performance Management Training Program

    So, you’re ready to create a performance management training program that transforms your managers into performance coaches? Awesome! But where do you begin? Fear not, L&D leader, there’s a treasure trove of resources at your disposal:
    1.  Pre-built Blueprints:  Skip the design headache! Leverage pre-built PowerPoint templates specifically designed for performance management training. These templates provide a solid foundation to kickstart your program development.
    2. Performance Management Training Courses and Workshops: Looking for a more structured learning experience? Consider enrolling your managers in dedicated performance management training courses or workshops. These programs offer in-depth training delivered by experts in the field.
    3. Online Learning Platforms and Modules: The beauty of online learning platforms is their flexibility. You can access bite-sized modules on specific performance management topics, allowing managers to learn independently.
    4. Collaborating with External Training Providers and Consultants: Don’t go it alone! Consider partnering with external training providers or consultants who specialize in performance management. Their expertise can be invaluable in designing and delivering a customized program for your organization.
    Remember, choosing the resources that best suit your needs and budget is the key to success. 

    Conclusion

    Let’s recap: we explored the challenges of traditional performance management, unpacked the power of performance management training, and delved into the key elements that make a winning program. Here’s the bottom line: effective performance management training isn’t just about checking a box; it’s about empowering managers to become true performance coaches. Equipping them with the right skills and knowledge can create a culture of continuous learning and development, leading to a more engaged, productive, and successful workforce. So, L&D leaders, are you ready to take the next step? Risely is here to partner with you in developing a customized performance management training program that propels your organization forward. Let’s unlock the potential of your managers and unleash the power of a truly compelling performance management system!

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    Leaders Who Don’t Listen Often Fail. Here’s 5 Reasons Why

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    Leadership is a complex and dynamic role that requires a diverse set of skills and qualities. While many attributes contribute to effective leadership, one of the most important skills leaders must possess is listening actively. Active listening goes beyond simply hearing what others are saying – it involves:
    • Fully engaging with the speaker.
    • Understanding their perspective.
    • Responding in a meaningful way.
    Unfortunately, many leaders fail to prioritize active listening, negatively affecting themselves and their teams. In this blog, we will explore the importance of active listening for leaders and the reasons why leaders who don’t listen often fail. 
    While active listening is crucial for effective leadership, leaders often make common listening mistakes that hinder their ability to connect with their team members. Research shows that the extent of these mistakes is remarkably high. 
    • Regarding asking questions, 80% of managers asked five questions or less. About 7% of managers did not ask any questions at all! Asking questions is essential to actively listen and comprehend messages. 
    • Similarly, only about 12% of managers check for the readiness of other people before proceeding during a conversation. Not checking in discourages dialogue and further harms team dynamics. 
    It goes on to show how workplace communication frequently falters. These mistakes have negative consequences and impact the overall success of the team and organization. 

    What Are the Signs That a Leader Is Not Listening?

    Signs that a leader is not listening include:
    • constantly checking emails or mobile devices during conversations
    • interrupting or cutting off team members
    • failing to follow up on conversations or action items
    • leading decisions and conversations single-handedly

    What are the common behaviors of leaders who don’t listen? Let’s see in the next section.

    While there is no one-size-fits-all, we can see some examples of leaders not listening to get more clarity:
    • You dismiss suggestions from team members about a more efficient approach to executing a particular task.
    • Several team members express concerns about a new policy you’ve implemented without consulting them.
    • Two team members approach you separately with conflicting accounts of a workplace conflict. Instead of listening to both sides and facilitating a constructive resolution, you hastily side with one employee.
    • Your team members, who have direct contact with customers, consistently provide feedback about specific features that customers are requesting in a product. However, you disregard their input and prioritize your ideas instead. 
    • During performance reviews, team members seek more professional development and growth opportunities. Instead of addressing their needs, you dismiss their requests and focus solely on productivity metrics. 
    At the heart of these behaviors, a few ideas are common:

    Ignoring Feedback from Team Members

    One common listening mistake made by leaders who don’t listen is ignoring feedback from team members. This occurs when leaders fail to create an environment where feedback is encouraged and valued. It can also happen when leaders dismiss or disregard feedback without considering its merit. Ignoring feedback decreases morale and engagement among team members, as they feel that their opinions and contributions are not valued. New leaders, in particular, ignore feedback as they feel the need to prove themselves or demonstrate their authority. 

    Interrupting During Conversations

    Another common listening mistake made by leaders who don’t listen to their team is interrupting during conversations. This can occur when leaders are too focused on getting their point across or when they are impatient and want to move the conversation along. Interrupting is perceived as disrespectful and can hinder effective communication. Interrupting not only prevents the speaker from fully expressing their thoughts and ideas but also sends a message that their input is not valued. It creates a barrier to open and honest communication and reduces trust within the team. Ultimately, the team might feel devalued as their words are not given due importance.

    Failing to Acknowledge Employee Contributions

    Leaders who don’t listen often fail to acknowledge employee contributions. You must show appreciation and recognition when team members share their ideas, suggestions, or accomplishments. Failing to acknowledge these contributions can negatively impact employee morale and motivation. Acknowledging employee contributions shows that you value your team members’ input and recognize their efforts. This simple act of appreciation can go a long way in boosting employee morale and engagement. It creates a positive work environment where team members feel valued and motivated to contribute their best work.
    Not caring about what others say is more dangerous than it looks. The consequences of not listening in leadership can be significant. They can have a detrimental impact on both the leader and the team.

    Decreased Employee Morale and Engagement

    When leaders fail to listen to their team members, morale and engagement can decrease. Team members feel undervalued, unappreciated, and disengaged from their work, which can result in reduced productivity, increased absenteeism, and higher turnover rates. Leaders who prioritize active listening and create an environment where team members feel heard and valued can significantly impact employee morale and engagement. When your team feels that their opinions and contributions matter, they are more likely to be motivated and committed to their work.

    Erosion of Trust Within the Team

    A lack of active listening can also lead to the erosion of trust within the team. Trust is a crucial component of effective teamwork and collaboration. When team members feel that their leader does not listen to or value their input, it can create a sense of mistrust and skepticism. Read more: How To Rebuild Trust In The Workplace? 6 Tips For Managers

    Missing innovation and creativity

    Leaders who don’t listen miss out on the opportunity to tap into the innovation and creativity of their team members. By not actively listening to their team members’ ideas and suggestions, leaders limit the potential for new and innovative solutions.

    Poor Decision-Making Based on Incomplete Information

    Leaders who don’t listen often make poor decisions based on incomplete information. By not actively listening to team members, you miss valuable insights and perspectives that can inform your decision-making process. Plus, it prevents your team from being candid with you and limits the ideas that you could work on collaboratively.

    Communication breakdowns across the team

    A lack of active listening can also lead to communication breakdowns within the team. When leaders fail to listen to their team members, it creates a barrier to open and honest communication. Team members may hesitate to share their ideas, concerns, or feedback, leading to misunderstandings and miscommunication. Moreover, it sets a precedent that not listening to others is alright, making the similar barriers to listening across the team. Leaders can implement various strategies to improve their listening skills, foster active listening, and create a culture of open communication and collaboration. Let’s look at some of the steps leaders who don’t listen can take to improve their track record.

    Understand Active Listening as a Leader

    Active listening can be defined as the process of fully engaging with a speaker, both verbally and non-verbally, to understand and respond to their message effectively. It involves paying attention to the speaker, maintaining eye contact, nodding or providing other non-verbal cues to show understanding, and asking clarifying questions to ensure comprehension. In leadership roles, active listening goes beyond simply hearing words. It requires leaders to be present in the conversation, empathize with the speaker, and seek understanding. Effective active listening involves not only hearing the words being spoken but also understanding the underlying emotions, concerns, and motivations behind those words. You must be fully engaged and focused on the speaker rather than distracted or preoccupied with their thoughts or agenda.

    Why Active Listening Matters in Management?

    Active listening is paramount in management as it directly impacts manager effectiveness. 
    • By actively listening to your team members, you can gain valuable insights into their needs, concerns, and ideas. This understanding allows you to address any issues or challenges team members may face and provide support and guidance.
    • Active listening also helps build stronger relationships with your team members, fostering a sense of trust and collaboration. 
    • When team members feel heard and valued, they are more likely to be engaged and motivated to contribute their best work. This, in turn, leads to improved team performance and overall organizational success.
    Here are a few things to get you started:

    Implement Structured Feedback Sessions

    One effective strategy is implementing structured feedback sessions where you actively listen to their team members’ ideas, concerns, and feedback. You can do this through regular one-on-one meetings, team meetings, or feedback forums.
    • Schedule regular one-on-one meetings with team members to provide a dedicated time for active listening.
    • Create a safe and open environment where team members feel comfortable sharing their ideas and concerns.
    • Encourage the use of active listening techniques such as paraphrasing, asking clarifying questions, and summarizing.

    Active Listening Training Workshops for Leaders

    Another strategy is to seek active listening training workshops for leaders to enhance their listening skills. These workshops can provide you with practical techniques and tools for active listening. There are many ways to do it:
    • Bring in a professional facilitator to conduct interactive workshops on active listening.
    • Include role-playing exercises to practice active listening skills.

    Let Risely handle it with a free active listening assessment and AI coach Merlin’s advice upon a free sign-up!

    Encourage Open Communication and Dialogue

    Creating a culture of open communication and dialogue is essential for improving listening skills in leadership. You should encourage team members to share their ideas, concerns, and feedback openly. To get this right:
    • Foster a safe and inclusive environment where team members feel comfortable expressing their opinions.
    • Actively seek feedback from your team members and incorporate their input into decision-making processes.
    • Establish regular communication channels such as team meetings, open-door policies, or suggestion boxes and inform your team about them.
    In conclusion, active listening is a vital skill for successful leadership. You foster trust, boost morale, and enhance decision-making by truly hearing and understanding your team. Avoid common pitfalls like ignoring feedback or interrupting conversations. Instead, prioritize structured feedback sessions and active listening training. Open communication builds strong teams and sparks innovation. Remember, leaders who listen cultivate engaged, creative, and loyal employees. So, embrace the power of listening to drive positive change in your leadership journey.

    Master the art of active listening today!

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    Grooming for Management: The Key to Building a Sustainable Leadership Pipeline

    Grooming for Management: The Key to Building a Sustainable Leadership Pipeline

    Imagine a crucial leadership position opening up in your organization. You scramble to fill the role, internally and externally, searching for the perfect candidate. But wouldn’t it be much better if you already had talented individuals within your ranks, prepared and ready to step up? This is where “grooming for leadership” comes in. While “grooming” might sound like a one-way process, it’s crucial to remember it’s a collaborative effort. This blog will offer a comprehensive overview of the grooming process in the workplace, highlighting the critical steps involved. We’ll delve into the practical strategies organizations can implement to effectively nurture the next generation of leaders and ensure a smooth leadership transition in the future.

    Defining Grooming for Management

    “Grooming for management” refers to identifying individuals with leadership potential and equipping them with the necessary skills, knowledge, and experience to thrive in management roles. It’s a proactive approach that ensures a smooth leadership pipeline within the organization, fostering employee engagement, retention, and success.

    Why Grooming Potential Leaders Matter?

    Focusing solely on technical skills when identifying potential leaders can lead to missing out on valuable talent. Organizations that prioritize grooming individuals with strong leadership qualities experience numerous benefits, including:
    • Improved Succession Planning: By having a pool of trained individuals ready to step into leadership roles, L&D leaders can ensure a smooth transition when positions become available, minimizing disruption and maintaining operational efficiency.
    • Enhanced Employee Engagement: Recognizing and investing in developing high-potential employees fosters a sense of value and career progression, leading to increased engagement and motivation.
    • Stronger Company Culture: L&D leaders foster a positive and supportive work environment that benefits the entire team by cultivating leadership qualities like communication, collaboration, and problem-solving.

    Ways to Identify Potential Leaders in the Organization?

    Several tools and assessments can assist in identifying potential leaders:
    • Performance Reviews: Regularly reviewing employee performance can offer insights into individual strengths, weaknesses, and leadership potential.
    • Personality Tests: Certain personality tests can identify behavioral traits associated with successful leadership, such as decision-making, resilience, and adaptability.
    • 360-Degree Feedback: This method provides multi-perspective feedback on an individual’s performance and leadership skills from colleagues, supervisors, and even clients.
    By actively seeking out individuals who possess these qualities and utilizing the tools discussed, L&D leaders can lay the foundation for effective leadership grooming and a flourishing future.

    Strategies for Grooming Potential Leaders

    Identifying promising individuals with leadership potential is just the first step. To help them blossom into future leaders, organizations need to provide strategic nurturing through various development opportunities. Here are some key strategies to consider:

    Mentorship and Coaching Programs

    • Pairing aspiring leaders with experienced mentors allows them to gain valuable insights, guidance, and support. Mentors can share their knowledge and experience, provide objective feedback, and help mentees navigate challenges.
    • Investing in formal coaching programs can offer structured guidance and support from certified coaches who specialize in leadership development. Coaching can help individuals identify their strengths and weaknesses, set goals, and develop personalized development plans.

    Leadership Development Workshops and Training Sessions

    • Offering targeted workshops and training sessions on essential leadership skills equips individuals with the necessary knowledge and tools.
    • Encouraging participation in industry conferences and leadership summits allows individuals to network with industry professionals, learn from established leaders, and stay updated on current trends and best practices in leadership.

    Assigning Stretch Assignments and Special Projects

    • Providing challenging assignments that push individuals outside their comfort zones helps them develop new skills, build confidence, and gain valuable experience.
    • Entrusting them with special projects allows them to take on increased responsibility, demonstrate their leadership abilities, and learn from successes and failures.
    By implementing these comprehensive strategies, L&D leaders can create a nurturing environment that cultivates the skills and knowledge necessary for aspiring leaders to thrive.

    Best Practices for Effective Grooming for Management

    Identifying potential leaders and providing growth opportunities is crucial, but effective grooming requires more than just strategies. Here are some best practices that ensure your efforts translate into meaningful leadership development:
    • Providing Constructive Feedback and Guidance: Imagine Sarah, a high-potential employee with strong communication skills but struggles with delegation. A constructive approach involves providing specific and focused feedback, such as, “Sarah, your presentation was excellent, especially how you engaged the audience. However, delegating some of the research tasks to junior team members could have freed up your time to focus on the strategic aspects of the project.” This personalized feedback helps Sarah identify her development areas while acknowledging her strengths and fostering a motivated learning environment.
    • Creating a Supportive and Inclusive Work Environment: John, a technical expert with strong leadership potential, hesitates to participate in meetings due to his introversion. Creating a supportive environment involves encouraging participation from all voices and valuing diverse perspectives. This could involve calling on individuals by name to share their thoughts, creating smaller discussion groups within larger meetings, or offering different communication channels for comfortable participation. This inclusivity fosters John’s confidence and allows him to showcase his leadership abilities without feeling pressured or intimidated.
    • Aligning Grooming Initiatives with Organizational Goals and Values: An organization prioritizes innovation and collaboration as core values. Their grooming program should incorporate activities that nurture these values, such as assigning cross-functional projects that require teamwork and innovative problem-solving. Leadership development workshops could also emphasize fostering collaboration and open communication within teams, aligning individual development with the organization’s overall direction and values.
    By incorporating these best practices, L&D leaders can ensure their grooming for management efforts are effective, targeted, and aligned with their overall goals. 

    Common Challenges in Grooming Leaders

    While the benefits of grooming potential leaders are undeniable, L&D leaders often face various challenges. Here are some common obstacles and practical strategies to overcome them:
    • Lack of Commitment from Leadership: If senior leadership doesn’t prioritize grooming, it sends a message that it’s not valued, leading to a lack of enthusiasm and support throughout the organization. Solution: Secure buy-in from senior leadership by highlighting the long-term benefits of grooming, such as improved succession planning, increased employee engagement, and a stronger leadership pipeline.
    • Limited Resources and Budgetary Constraints: Implementing comprehensive grooming programs can be resource-intensive. Solution: Explore cost-effective strategies like internal knowledge-sharing sessions, mentoring programs utilizing existing talent, or collaborating with other organizations for joint leadership development initiatives.
    • Difficulty Identifying Potential Leaders: Recognizing leadership qualities beyond technical skills can be challenging. Solution: Implement a multifaceted approach, using tools like performance reviews, personality tests, and 360-degree feedback to gain a comprehensive understanding of individuals’ potential.
    • Employee Hesitancy to Take on Additional Responsibilities: Individuals might hesitate to take on challenging projects or leadership roles due to fear of failure or lack of confidence. Solution: Create a supportive and encouraging environment, provide adequate training and resources, and celebrate successes to build confidence and encourage participation.
    • Retention Challenges: Investing in employee development can lead to concerns about them leaving for other opportunities. Solution: Foster a positive and engaging work environment that offers growth opportunities, competitive compensation and benefits, and recognition for achievements to encourage individuals to stay and contribute their leadership skills to the organization’s success.

    Strategies to Overcome these Obstacles 

    • Develop a Clear Grooming Strategy: Define your organization’s grooming goals, identify the skills and qualities you seek in future leaders, and establish a structured development plan.
    • Communicate Effectively: Communicate the importance of grooming for leadership and its benefits to individuals and the organization.
    • Tailor Development Programs: Individualize development plans based on each person’s strengths, weaknesses, and aspirations.
    • Track Progress and Measure Results: Regularly monitor progress through performance reviews, feedback sessions, and assessments to ensure the effectiveness of your grooming efforts.
    • Celebrate Successes: Recognize and celebrate achievements and milestones along the way to motivate individuals and showcase the grooming program’s value.
    Organizations can overcome roadblocks by acknowledging the potential challenges and implementing practical solutions.

    Wrapping Up

    Throughout this blog, we have explored the concept of “grooming for management”—the strategic process of identifying and nurturing individuals with leadership potential. We’ve discussed its importance, various strategies for effective implementation, and best practices to ensure success. As L&D leaders, you play a pivotal role in fostering and shaping your organization’s future. Invest in grooming initiatives and champion the development of your talent pool. By cultivating the seeds of leadership today, you ensure a vibrant and thriving organization for years.

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    Confused by L&D Metrics? Here’s How to Focus on What Matters

    Confused by L&D Metrics? Here’s How to Focus on What Matters

    You’ve undoubtedly witnessed companies celebrating a record number of employees completing leadership training programs. Champagne toasts erupt, press releases tout the accomplishment, and everyone feels a sense of accomplishment. But fast forward a year, and the celebratory mood sours. Managers express disappointment as the promised improvements in team performance and employee engagement fail to materialize. New skills aren’t being applied, and frustration mounts. This scenario exemplifies a widespread pitfall in L&D: overemphasizing vanity metrics. Metrics like course completion rates provide a feel-good narrative but fail to capture the true impact of training programs. They paint a surface-level picture, neglecting the all-important question: did the training translate into tangible results? This is where a deeper understanding of L&D metrics becomes crucial. If you have been in a similar situation, keep reading to see how to avoid it.

    Definition and Significance of L&D Metrics

    In the dynamic landscape of organizational development, measuring the effectiveness of training programs goes beyond simply counting participants or completion rates. This is where L&D metrics come into play. They act as a compass, guiding us to understand how learning initiatives translate into tangible results. L&D metrics encompass a comprehensive set of data points that assess the impact of ongoing training programs on various aspects. By leveraging L&D metrics, organizations gain valuable insights that empower them to:
    • Evaluate the effectiveness of training programs: Metrics provide a data-driven approach to assess whether the training is meeting its intended objectives.
    • Identify areas for improvement: Analyzing data helps pinpoint weaknesses in the program’s design, delivery, or content, allowing for targeted adjustments.
    • Optimize resource allocation: Metrics ensure that resources are invested in programs that demonstrably yield positive results.
    • Demonstrate the return on investment (ROI) of L&D initiatives: Data enables organizations to quantify the tangible benefits of training programs, justifying their continued investment.

    Why Real Metrics Matter More Than Vanity Metrics?

    While L&D metrics offer valuable insights, it’s crucial to differentiate between actionable and vanity metrics. Vanity metrics present a superficial picture of training activity, often focusing on surface-level achievements that don’t necessarily translate to actual skill development or improved performance. Here are some commonly used vanity metrics in L&D:
    • Number of training hours completed: While attending training sessions is essential, focusing solely on the duration doesn’t guarantee knowledge retention or application.
    • Course completion rates: High completion rates might indicate program accessibility but don’t reveal how much participants learned or how effectively they can apply the acquired knowledge.
    • Participant satisfaction scores: Positive feedback about the training experience is valuable but doesn’t necessarily reflect whether participants gained the necessary skills or are implementing them in their work.
    Over-reliance on vanity L&D metrics can lead to a false sense of accomplishment and hinder the identification of areas where the program might be falling short.

    Focusing on Actionable Metrics

    While vanity metrics might offer a comforting illusion of progress, true organizational growth necessitates a shift toward actionable metrics. These metrics act as a bridge, directly linking learning activities to real business outcomes. They move beyond simply measuring training completion and delve into the heart of the matter: did the training translate into tangible results?

    Why Actionable Metrics Matter?

    Focusing solely on vanity metrics creates a misleading narrative. High completion rates and positive satisfaction scores paint an incomplete picture, neglecting the crucial question: are employees applying the acquired knowledge and skills in their daily work? Actionable metrics address this gap by measuring the following:
    • Changes in behavior: Do leaders exhibit the desired behaviors learned during the program, such as improved communication, delegation, or problem-solving skills?
    • Skill application: Are participants actively utilizing the learned skills in real-world work situations?
    • Team performance: Do teams led by trained individuals demonstrate measurable productivity, efficiency, or improvement in goal achievement?
    By prioritizing these metrics, organizations gain valuable insights into the effectiveness of their L&D programs and their ultimate impact on the bottom line.

    Examples of Actionable Metrics:

    Actionable metrics provide a comprehensive picture of the program’s influence, encompassing various aspects:
    • Increased Employee Engagement: Does the training lead to a more motivated and engaged workforce, fostering a positive work environment and a stronger sense of ownership?
    • Improved Productivity and Performance: Do trained employees demonstrate a measurable increase in output, efficiency, or the ability to achieve set goals?
    • Reduced Turnover Rates: Does the training contribute to a more satisfied and committed workforce, leading to lower employee turnover rates?
    • Positive Impact on Customer Satisfaction: Does the training equip employees with the skills and knowledge to deliver exceptional customer service, leading to higher customer satisfaction scores?
    By measuring these metrics, organizations can assess the true value of their L&D investments. They gain a data-driven understanding of how training programs contribute to:
    • Enhanced employee capabilities: Employees gain the necessary skills and knowledge to excel in their roles.
    • Improved team dynamics: Teams function more cohesively and efficiently, achieving goals collaboratively.
    • Stronger customer relationships: Employees are better equipped to deliver exceptional customer service, fostering loyalty and satisfaction.
    • Achieving strategic objectives: The training program directly supports the organization’s strategic goals, driving sustainable growth and success.
    Actionable metrics empower organizations to move beyond the limitations of vanity metrics. They illuminate the true impact of L&D initiatives, ensuring that training programs are not merely expenses but strategic investments that yield measurable results and contribute to achieving long-term organizational objectives.
    While the shift towards actionable metrics offers a plethora of benefits, the journey isn’t without its roadblocks. Here, we explore some common challenges organizations face in transitioning from vanity metrics to a more impactful measurement approach:
    • Quantity over Quality: Traditional metrics often focus on the volume of training delivered (e.g., number of training hours, courses completed). This approach prioritizes completion over learning outcomes. Solution: Move beyond simply counting hours. Focus on assessing knowledge retention, skill application, and behavioral changes in participants.
    • Misalignment with Business Goals: Vanity metrics might not directly connect to the organization’s strategic objectives. This creates a disconnect between training efforts and desired business outcomes. Solution: Ensure L&D initiatives are aligned with the organization’s strategic goals. Design training programs that address specific skills and behaviors required to achieve those goals.
    • Inability to Measure Impact: Vanity metrics often fail to capture the true impact of training on crucial aspects like employee performance, employee engagement, and retention rates. Solution: Integrate metrics that assess these behavioral changes and business outcomes.
    • Limited Actionability: Vanity metrics often provide limited insights for actionable improvements. They tell you what happened (e.g., training completion) but not how it impacted the organization. Solution: Focus on metrics that provide clear direction for improvement. Analyze data to identify areas where the program might be falling short and use those insights to refine the training content, delivery methods, or assessment strategies.
    • Resistance to Change: Shifting from a culture of vanity metrics to a data-driven approach might encounter resistance from stakeholders accustomed to traditional measurement methods. Solution: Foster a culture of continuous improvement and data-driven decision-making. Showcase the benefits of actionable metrics in demonstrating the tangible value of L&D programs.
    Overcoming these challenges requires a multifaceted approach:
    • Leadership buy-in: Secure the active involvement of senior leaders in advocating for the importance of measuring the impact of L&D initiatives.
    • Collaboration: Establish clear communication channels between L&D professionals, HR, and business leaders to ensure alignment between training programs and organizational goals.
    • Data collection and analysis: Invest in robust systems for collecting and analyzing data relevant to actionable metrics.
    • Continuous evaluation: Regularly review and refine L&D programs based on the insights gleaned from data analysis.
    By addressing these challenges and implementing a data-driven approach to L&D measurement, organizations can unlock the true potential of their leadership development initiatives.

    How Risely Bridges the Gap with Actionable Metrics?

    Having established the challenges and importance of transitioning from vanity metrics to actionable L&D metrics, let’s delve into how Risely’s features bridge this gap and empower organizations to measure the true impact of their leadership development initiatives. Risely’s Features:
    • Daily Nudges: These targeted micro-learning opportunities go beyond traditional training modules. Daily nudges reinforce key concepts, promote knowledge retention, and provide opportunities for applying learned skills in real time. This continuous reinforcement fosters behavioral change, a crucial aspect of measuring actionable metrics.
    • Skill Center: This comprehensive library provides leaders with on-demand access to resources and tools aligned with their development needs. By tracking skill usage and engagement within the Skill Center, Risely offers insights into Knowledge acquisition and Skill application.
    Through these features, Risely directly contributes to measuring actionable metrics like:
    • Changes in behavior: Daily nudges and the Skill Center’s practical resources encourage consistent application of learned skills, leading to observable behavioral changes in leaders.
    • Improved team performance: By equipping leaders with the necessary skills and fostering a culture of continuous learning, Risely indirectly contributes to improved team performance metrics like productivity, efficiency, and goal achievement.
    By leveraging Risely, you can move beyond vanity metrics and demonstrate the true value of their L&D investments, ultimately driving positive change and achieving strategic goals.

    Conclusion

    While traditional L&D metrics might provide a superficial sense of accomplishment, true organizational growth necessitates a shift towards actionable metrics. These L&D metrics bridge the gap between training activities and tangible business outcomes, ensuring that your investment in leadership development yields measurable results. Risely empowers you to move beyond vanity metrics. Our features and AI coach, Merlin, provide a comprehensive approach to measuring the true impact of your L&D programs. Don’t let vanity metrics hold you back. Sign Up on Risely today.

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    Ultimate Guide Of Active Listening Coaching For Managers

    Ultimate Guide Of Active Listening Coaching For Managers

    Active listening emerges as a beacon of effective communication in a world filled with noise. It’s more than just hearing; it’s about engaging deeply with the speaker, understanding their message, and responding thoughtfully. Active listening transforms conversations into meaningful exchanges with techniques like maintaining eye contact, paraphrasing, and asking clarifying questions. Mastering active listening is key to building trust, resolving conflicts, and fostering collaboration in personal or professional contexts. Join us as we explore the transformative power of active listening coaching and training in enhancing communication and relationships.
    Active listening is more than just hearing words; it’s about fully engaging with the speaker and understanding their message on multiple levels. Unlike passive listening, which involves simply receiving information, active listening requires the listener to focus, comprehend, and respond to what is being communicated. By employing active listening techniques such as maintaining eye contact, nodding, paraphrasing, and asking clarifying questions, individuals demonstrate their genuine interest in the speaker’s perspective and foster deeper connections. Active listening is crucial in building trust, resolving conflicts, and fostering collaboration in personal and professional settings. When individuals feel heard and understood, they are more likely to express themselves openly and work towards shared goals. Therefore, mastering active listening is essential for effective communication and relationship-building.
    Active listening coaching is a specialized form of coaching that goes beyond basic listening skills training. While traditional training may focus on teaching general principles and techniques, active listening coaching offers personalized guidance and support tailored to each individual’s unique needs, challenges, and goals. Active listening coaching can help managers become great managers and make them lead their teams to success.

    Components of Active Listening Coaching:

    1. Personalized Assessment: Active listening coaches begin by conducting a personalized assessment to understand the client’s current listening habits, strengths, and areas for improvement. This assessment may involve self-reflection exercises, questionnaires, or even observation of real-life interactions.
    2. Identification of Listening Barriers: Coaches work with clients to identify any barriers to effective listening. These barriers could include distractions, biases, preconceived notions, or emotional triggers that prevent the client from fully engaging with the speaker’s message.
    3. Practical Strategies and Techniques: Based on the assessment, coaches develop customized strategies and techniques to help clients overcome their listening barriers and enhance their active listening skills. These strategies may include exercises to improve concentration, mindfulness practices to stay present in the moment, or communication techniques to demonstrate empathy and understanding.
    4. Role-Playing and Simulation: Active listening coaches often use role-playing and simulation exercises to help clients practice their newfound skills in a safe and supportive environment. These exercises allow clients to experiment with different listening approaches, receive immediate feedback from the coach, and gain confidence in their ability to engage effectively with others.
    5. Feedback and Reflection: Throughout the coaching process, coaches provide ongoing feedback and support to help clients refine their active listening skills. They encourage clients to reflect on their experiences, identify areas of progress, and set achievable goals for further improvement.
    6. Accountability and Follow-Up: Active listening coaches hold clients accountable for implementing the strategies and techniques discussed during coaching sessions. They may establish action plans, set milestones, and schedule follow-up sessions to track progress and provide additional support.
    Active listening skills training offers several key benefits:
    1. Improved Relationships: Effective communication is foundational to relationships. Active listening skills enable individuals to understand others better, fostering trust and deeper personal and professional connections.
    2. Enhanced Problem-Solving: Active listening helps gather information and identify underlying issues, facilitating collaborative problem-solving. Teams equipped with active listening skills generate innovative solutions and overcome challenges more efficiently.
    3. Increased Productivity: Clear communication reduces misunderstandings and errors, boosting team productivity. With active listening, teams work cohesively, make decisions confidently, and accomplish tasks efficiently.
    4. Better Leadership: Active listening is vital for effective leadership. Leaders who listen attentively understand their team’s needs, fostering a culture of trust and respect. This leads to a more engaged workforce and greater organizational success.
    5. Improved Customer Relationships: Active listening builds rapport and satisfaction in customer-facing roles. Employees trained in active listening skills can better understand customer needs, leading to higher satisfaction levels and increased loyalty.
    In today’s digital age, online training offers a convenient and accessible way to develop active listening skills. Various platforms and organizations offer specialized courses and resources tailored to enhance listening abilities. These online training programs typically provide structured lessons, interactive exercises, and practical tools to help participants cultivate effective listening habits. Whether you’re a professional seeking to improve communication in the workplace or an individual looking to enhance personal relationships, online training can offer valuable insights and strategies to become a better listener.
    • Active Listening Skills – The Ultimate Guide: This comprehensive course on Udemy covers a wide range of topics related to active listening. It includes practical techniques, exercises, and real-world examples to help participants understand the importance of active listening and apply effective listening strategies in various contexts. The course may cover topics such as improving concentration, reducing distractions, and using empathy to enhance communication.
    • Effective Listening Skills: The Art of Understanding: Offered by the University of California, Irvine, this course on Coursera provides a structured approach to developing effective listening skills. Participants learn about the principles of active listening, the role of empathy in communication, and strategies for overcoming barriers to active listening. The course may include video lectures, readings, quizzes, and peer-reviewed assignments to reinforce learning.
    • Active Listening: A Practical Guide:  This course on LinkedIn Learning offers practical guidance on becoming a better listener. It may cover topics such as active listening techniques, body language cues, and active listening exercises. Participants learn to apply these skills professionally and personally to improve communication and build stronger relationships.
    • Listening Skills Training: Developed by Corporate Coach Group, this training program focuses on honing listening skills for effective communication in the workplace. Participants learn the importance of listening in leadership, teamwork, and customer service roles. The program may include interactive workshops, role-playing exercises, and practical tips for active listening.
    • The Power of Listening: Skillsoft offers this course to enhance listening skills for better understanding and collaboration. Participants learn about the benefits of active listening, strategies for active listening in meetings and negotiations, and techniques for responding effectively to others. The course may include video modules, interactive scenarios, and self-assessment quizzes.
    • Advanced Listening Skills Workshop: This workshop by the Management Training Institute delves into advanced listening techniques and strategies for professionals seeking to improve their communication effectiveness. Participants learn about active listening in leadership, coaching, and conflict resolution contexts. The workshop may include group discussions, case studies, and hands-on activities to reinforce learning.
    • Active Listening Masterclass:  Developed by DevelopHer, this masterclass offers in-depth training on active listening skills. Participants learn about the principles of active listening, empathetic listening techniques, and strategies for overcoming common listening barriers. The masterclass may include lectures, interactive exercises, and personalized feedback to support participants’ development as active listeners.
    • Listening Skills for Healthcare Professionals: Tailored specifically for healthcare professionals, this course by the Center for Communication in Medicine provides training on active listening techniques to enhance patient care and communication. Participants learn to listen empathetically, ask probing questions, and respond effectively to patient concerns. The course may include case studies, role-playing exercises, and simulations to simulate real-world patient interactions. Here are some active listening questions which help you become a better listener.
    • Listening for Understanding: Training Connection offers this course to develop active listening skills for improved comprehension, collaboration, and conflict resolution in professional environments. Participants learn the importance of active listening in building trust and rapport with colleagues and clients. The course includes active listening exercises such as interactive workshops, group activities, and self-assessment tools to support participants’ learning journey.
    • Effective Communication: Listening and Responding: Vital Learning provides this course focused on improving listening and responding skills to facilitate clearer communication and stronger relationships. Participants learn about the components of active listening, including verbal and nonverbal cues, and practice active listening techniques through role-playing and group discussions. The course may also cover strategies for responding empathetically and constructively to others’ messages.
    Active listening isn’t passive; it’s an intentional choice to connect with others on a profound level. Through coaching and training, managers can unlock the full potential of their listening skills, reaping benefits in both personal and professional spheres. By embracing active listening, you can foster deeper connections, resolve conflicts more effectively, and drive organizational success. As you continue on the journey of growth and development, let us remember that listening is not just with our ears but our hearts and minds.

    Review your Active Listening Skills Today!

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    Leading Beyond Lines: Dhun Chhokar’s Journey from Design to Management

    Leading Beyond Lines: Dhun Chhokar’s Journey from Design to Management

    Remember the time when you were jittery and nervous about your career and were seeking advice from everyone? We’ve all been there, collecting tips—some worked, some didn’t. But amidst all the pieces of advice, we received this common success mantra: pick a path, create a plan, and stick to it until you succeed. Sounds foolproof, right? Many of us followed the advice and worked tirelessly because, let’s face it, who wants to fail? These plans usually lead to two outcomes—success or failure. But one thing is sure: doubt will creep in if you don’t explore and push your boundaries. If you’re currently questioning your choices, Dhun Chhokar’s managerial story will inspire and nudge you to explore your potential. Dhun is a self-proclaimed wild child who believes in doing things her way. With a background in media and theatre, she’s explored every corner of the creative world—from collaborating with stand-up comedians to trying her hand at acting and working with various production houses. These diverse experiences played a crucial role in shaping the person she is today. Stepping out of her comfort zone transformed Dhun into a people person, a trait that smoothly carries into her role as a manager. She currently leads On Purpose’s national team for digital and visual storytelling, overseeing a team of over 20+ members. While recognizing her progress, she strongly desires continuous learning and improvement. She consistently strives to be a better version of herself. Let’s have a closer look at her journey.

    Dhun’s Evolution: From Designer to Manager at On Purpose

    At On Purpose, Dhun started her journey as a designer, leveraging a natural flair for aesthetics and visual composition despite lacking prior knowledge in editing and designing. Through her strong work ethic and determination, she quickly mastered these skills on the job. On Purpose introduced her to the corporate world and PR role, where she not only acquired technical skills but also honed her leadership abilities, gradually assuming more significant responsibilities. Dhun marked a significant milestone by transitioning into a managerial role within three years. Reflecting on this shift, she said
    I had no idea what it meant to be a manager. At that moment, it felt cool that people would report to me. Dhun Chhokar
    As a first-time manager without formal training, Dhun felt a bit lost, much like others in her situation. However, her founder’s support helped her navigate the new challenges of managerial duties head-on. Dhun sees On Purpose as more than just a workplace. It is her training ground for professional and personal growth. She credits On Purpose for offering the platform to learn and evolve, from mastering hard skills to developing the qualities required for leadership. Through this journey, Dhun learned that every challenge is an opportunity for development. She believes in embracing experiences and challenges with an open mind, knowing they contribute to the growth of an individual.

    Overcoming Managerial Hurdles: Dhun Chhokar Shares Insights

    Dhun encountered significant challenges as a manager, one of them being fostering genuine empathy and understanding towards her team members. 
    The biggest challenge personally was when I had to understand people’s problems. Dhun Chhokar
    She admits that empathy wasn’t a skill that came naturally to her. When she assumed the manager role, she realized the importance of empathy in creating a positive team environment and understood that merely hearing her team members’ problems wasn’t a comprehensive solution to address their concerns effectively. Dhun decided to work on developing empathy to overcome this roadblock. She committed to truly listening, absorbing her team’s perspectives, and empathizing with the various personal or professional situations they faced. This shift in approach allowed her to consider her team’s individual circumstances and personal issues, ultimately contributing to a more understanding and supportive work environment. Dhun realized that this change not only improved team dynamics but also helped their professional growth. 
    As a manager, standing up for team members when they aren’t able to meet expectations is a significant challenge. Dhun Chhokar
    Dhun encountered a challenge as a manager when she had to advocate for her team members in front of management and clients, especially when they couldn’t meet expectations due to personal reasons. Balancing the needs of her team with organizational expectations demanded considerable effort and posed a significant hurdle for her to overcome. To address this challenge, Dhun made clear communication a top priority. She encouraged open dialogue among team members and clients, providing a platform for effectively expressing concerns. Dhun ensured that her team felt valued and supported by actively listening and engaging in honest conversations, fostering a cohesive work environment characterized by trust and collaboration. She promoted transparency and mutual support among team members through regular one-on-one meetings, further solidifying their bond and commitment to shared goals.

    Clear Communication in Leadership: Dhun’s Perspective and Advice

    Dhun’s background in mass communication and her success in the PR field are testaments to her strong communication skills. She believes effective communication is key to tackling any professional challenges. With her experience, she offers valuable insights into the power of communication. 
    Communication is everything, irrespective of your role. Dhun Chhokar
    Dhun recommends prioritizing honesty and openness. Building trust with your team and stakeholders fosters reliability and credibility. She suggests transparency in addressing positive and negative aspects, strengthening relationships, and building trust over time. Furthermore, she emphasizes the significance of establishing authentic connections with team members. Rather than simply issuing directives, Dhun advises managers to articulate their expectations clearly. Through respectful assertion, managers can align their expectations with their teams’ goals, eliminating ambiguity and fostering mutual understanding and productivity. Dhun firmly believes in clear and transparent communication with her team members. However, she also acknowledges that despite her commitment to delivering her best, there are occasions when communication may not be as effective as desired. Imagine this: You’ve carefully laid out tasks and deadlines for your team, spending time and effort to clarify everything. But, despite your efforts, some team members go off track, causing delays that slow down the project. It’s frustrating, right? Even though you’ve explained everything clearly, seeing your team not follow instructions as you hoped makes you wonder if there’s a better way to make sure everyone understands and gets the job done efficiently. In times like these, Dhun shares her way of handling such situations.
    There are still times when I fail to communicate and end up in situations I didn’t expect to be in. Dhun Chhokar
    She acknowledges that setbacks are part of the journey and encourages embracing self-comfort to navigate disappointments. Also, learning from these encounters enhances your ability to understand other team members better. Despite best efforts, communication may still falter at times. Dhun advises embracing acceptance in such situations. Not every challenge has an immediate solution, and recognizing this alleviates self-blame. Over time, experiences become valuable lessons, enabling individuals to adapt and grow. Understanding that perfection isn’t always attainable fosters resilience and encourages continual improvement in communication skills.

    Dhun’s Tips for Effective Management

    Dhun has offered two actionable tips to help managers improve their leadership skills and team dynamics.
    Your team members are always watching you and constantly making assumptions. Dhun Chhokar
    Dhun believes that as a first-time manager, it is crucial to take time to pause and reflect on the type of leadership you wish to embody. While doing this, consider the individuals who inspire you and the leadership styles you admire. This reflection can help shape your approach to management. By being intentional about the kind of leadership you want to bring in, you can set a positive example for your team members and earn their respect and admiration.
    Team members look at managers critically to see if they are good enough to become their mentors. Dhun Chhokar
    Dhun emphasizes that providing mentorship and guidance to team members is a critical role for managers, often overshadowed by workload. She believes managers should prioritize offering support, even if it begins with just one team member. Recognizing the transformative impact of such support on team dynamics and individual growth is critical. By being approachable, empathetic, and supportive, managers can cultivate a sense of community within their teams and create a lasting positive impact on their team members’ lives, personally and professionally.

    How Can Risely Help?

    Dhun Chhokar has developed her leadership style by working closely with her company’s founder and her mentor, an opportunity only some aspiring managers may have. But here’s the thing: we miss out on the nitty gritty and don’t always have the support to overcome similar challenges. That’s where Risely steps in as a solution. Risely is an AI buddy for managers, offering the guidance that every manager needs to unleash their true potential. With tailored steps and insights, Risely empowers you to solve challenges in simple steps:
    • Identify your challenges: The journey begins when a manager starts by defining their challenges. From 50+ challenges, managers and team leaders can identify the issues hurting their team.
    • Test your skills: In the second step, skills and qualities, such as expectation setting and prioritization skills, are tested with the help of leadership skill assessments to see how well you have achieved these critical functions. These assessments help us create detailed reports for skills and abilities.
    • Start growing: Now comes the good part: where your progress becomes Risely’s agenda. Managers can start making progress with the help of daily nudges, toolkits, and the interactive AI coach – Merlin, who is there for you through thick or thin, whether day or night. 
    Sounds exciting? You can start a free conversation with Merlin now!

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    Boost Your Confidence and Communication: Top 4 Assertiveness Training Activities

    Boost Your Confidence and Communication: Top 4 Assertiveness Training Activities

    It’s Tuesday morning, and you’re meeting with your team. A colleague proposes an approach you disagree with but hesitates to speak up. Worried about being seen as “pushy” or “difficult,” you hold back your opinion even though you have a valuable alternative. This familiar scenario highlights the importance of assertiveness training activities in the workplace. Assertiveness is not about being aggressive or domineering; it’s about confidently expressing your thoughts, needs, and feelings respectfully and clearly. Strong assertiveness skills are crucial for effective communication, confidence, and career advancement. By learning to speak up and advocate for yourself, you can navigate workplace challenges with resilience and contribute your unique voice to your team and organization.

    Defining Assertiveness and Its Role in the Workplace

    Imagine a spectrum of communication styles. At one end, you have passive communication, where individuals shy away from expressing their opinions or needs, often prioritizing the feelings of others over their own. At the opposite end lies aggressive communication, characterized by forceful statements and disregarding the perspectives and feelings of others. Now, picture yourself standing confidently in the middle of this spectrum. This is the ideal space occupied by assertiveness, a healthy and effective communication style for professional settings. So, what exactly is assertiveness? Assertiveness is expressing your thoughts, needs, and feelings clearly, directly, and respectfully. It’s about respecting yourself and others while advocating for your interests professionally and appropriately. Here’s how assertiveness differs from passive and aggressive communication styles: Passive Communication:
    • Characteristics: Hesitates to express opinions, avoids conflict, prioritizes others’ needs over their own, and uses apologetic language.
    • Workplace impact: May be overlooked, undervalued, or taken advantage of.
    • Example: “Oh, it’s okay if you don’t need my report finished today. I’m not important.”
    Aggressive Communication:
    • Characteristics: Dominates conversations, interrupts others, uses aggressive and body language, disregards others’ feelings.
    • Workplace impact: Can create conflict, damage relationships, and harm team morale.
    • Example: “You need to prioritize my task first! Don’t even think about delaying it for anyone else.”
    Assertive Communication:
    • Characteristics: Expresses opinions clearly and confidently, respects the views of others, uses “I” statements, and uses confident body language.
    • Workplace impact: Fosters effective communication, builds trust and respect, and promotes collaboration and problem-solving.
    • Example: “I believe this alternative approach could be more efficient. Would you be open to discussing it further?”
    By understanding these different styles and mastering the art of assertiveness training activities, you can navigate workplace communication effectively, advocate for yourself, and build strong relationships with colleagues. There’s quite some difference between assertiveness and aggressiveness, read more about it here: Assertiveness vs. Aggressiveness: How to be an effective leader?

    Reaping the Rewards: Understanding the Benefits of Assertiveness

    In a professional environment, communicating effectively and advocating for your ideas is paramount. While the concept of “speaking up” may seem daunting at first, cultivating strong assertiveness skills unlocks a multitude of benefits for both individual and collective success. Let’s delve into the key advantages of becoming a confident and assertive communicator in the workplace.
    • Increased Confidence: Assertiveness empowers you to express your opinions and needs clearly without hesitation. This newfound ability to articulate your thoughts and perspectives fosters self-confidence and bolsters your credibility within the team. As you practice and refine your assertiveness, you gain a deeper sense of self-worth and feel more comfortable taking initiative and embracing new challenges.
    • Improved Communication: Assertiveness acts as a bridge between respectful communication and expressing your needs. Confidently stating your opinions and concerns encourages open and inclusive dialogue within your team. This fosters a collaborative environment where diverse perspectives are valued and heard, leading to more informed decision-making.
    • Career Advancement: In today’s competitive landscape, advocating for yourself is crucial for career advancement. Assertive individuals are seen as reliable, proactive, and capable of owning their work. They are more likely to seek opportunities and negotiate effectively, demonstrating their value and commitment to their professional goals.
    By confidently showcasing your skills and ideas, you position yourself as a valuable asset to the team and organization, paving the way for promotions, increased responsibilities, and professional growth.

    Overview of Assertiveness Training Programs and Techniques

    In today’s dynamic workplace, navigating effective communication and asserting yourself respectfully can be crucial for success. Recognizing this need, various assertiveness training activities activities and techniques have emerged, offering individuals valuable tools to enhance their communication skills and build confidence. These programs typically:
    • Provide a foundation for understanding assertiveness: They define and differentiate assertiveness from passive and aggressive communication styles, highlighting the benefits of each style in different situations.
    • Develop self-awareness: Through exercises and assessments, participants gain insights into their current communication patterns and identify areas for improvement.
    • Equip individuals with practical skills: Key communication techniques such as “I” statements, active listening, and effective feedback delivery are taught and practiced.
    • Promote confident and respectful communication: Participants learn to express themselves clearly and directly while respecting others’ perspectives and feelings.
    • Offer strategies for handling challenging situations: The program may include specific techniques for dealing with conflict, confidently saying ” no, ” and effectively navigating difficult conversations.

    Why are practical activities crucial in these training sessions?

    Mere theoretical knowledge often fails to equip individuals with the confidence and skills to apply assertiveness training activities in real-world scenarios. Incorporating practical activities into training sessions offers numerous benefits:
    • Improved learning and retention: Engaging exercises allow participants to actively experience and practice the learned concepts, leading to deeper understanding and better material retention.
    • Identifying individual challenges and strengths: Through practical activities, participants can identify their specific areas of difficulty and receive personalized feedback to address them.
    • Fostering a collaborative learning environment: Engaging activities encourage interaction and collaboration, fostering community and shared learning among participants.
    By incorporating practical activities into training sessions, assertiveness programs provide a comprehensive and dynamic learning experience that empowers individuals to confidently and effectively advocate for themselves in the workplace. 

    Stepping Up Your Game: Engaging Assertiveness Training Activities

    Equipping yourself with the tools of assertiveness is only the first step. To truly master confident communication, practice, and application are key. Here are some engaging activities that can be incorporated into assertiveness training activities sessions to solidify your learning and build your assertiveness muscle: 1. Role-playing Scenarios: This interactive activity allows you to step into real-life workplace situations and practice using assertiveness training activities and techniques. Participants can tackle various scenarios, such as:
    • Expressing disagreement with a colleague’s proposal in a meeting.
    • Asking for constructive feedback from a supervisor.
    • Requesting a coworker for additional resources.
    2. Mastering “I” Statements: “I” statements are a powerful tool for assertively expressing your opinions and needs while avoiding blame or accusations. They begin with the phrase “I feel” or “I believe” and focus on a situation’s impact on you. Here are some examples of “I” statements for common workplace situations:
    • Disagreeing: “This approach might not be the most efficient. Could we explore other options?”
    • Making a request: “I believe my workload has become quite heavy. I would appreciate it if we could discuss delegating some tasks.”
    3. Non-verbal Communication Matters: Remember, assertiveness goes beyond your words. Non-verbal communication, such as body language and tone, is crucial in conveying your message effectively. This activity could involve:
    • Practicing confident body language: Stand tall, maintain good eye contact, and use open gestures. You can practice in front of a mirror or with a partner.
    • Modulating your tone: Avoid monotone speech and use variations in your voice to emphasize key points.
    4. Putting it All Together: Use downloadable worksheets or online tools that present various workplace scenarios requiring an assertive response to test your newly acquired skills. These scenarios can cover situations like:
    • Dealing with a demanding colleague.
    • Setting boundaries with a micromanaging supervisor.
    • Saying “no” gracefully to an unreasonable request.
    Encourage participants to formulate assertive responses using the techniques discussed throughout the training. This reinforces learning and provides a safe space to experiment and refine their assertiveness training activities skills. By incorporating these engaging activities into your assertiveness training program, you can create a dynamic and interactive learning environment that fosters personal growth and equips individuals with the confidence to navigate workplace challenges effectively.

    Wrapping Up

    In today’s dynamic workplace, assertiveness is no longer a luxury – it’s a necessity. By mastering the art of confident and respectful communication, you can advocate for yourself, build stronger relationships, and pave the way for career success. This blog has explored the benefits of assertiveness training program and provided a glimpse into engaging activities like role-playing scenarios, “I” statements, and non-verbal communication practice. These activities are designed to transform theoretical knowledge into practical skills, empowering you to confidently navigate workplace challenges. Don’t wait! Start incorporating these activities into your personal development journey. Remember, consistent practice is key to unlocking the full potential of assertiveness.

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    Daily Stand-Up Call Made Easy: Actionable Template & Strategies 

    Daily Stand-Up Call Made Easy: Actionable Template & Strategies 

    Picture your team gathered for the daily stand-up meeting, eager to start the day with clarity and purpose. As each member shares their progress, challenges, and plans, you can feel the energy and synergy filling the room. One member mentions encountering a technical issue impeding progress on a crucial project. Another team member offers insights and resources to help overcome the obstacle. Effective stand-up meetings are powerful – they set the tone for collaboration, alignment, and productivity. In today’s fast-paced work environment, where teams are dispersed, and priorities shift rapidly, daily stand-up call serve as crucial touchpoints for keeping everyone on the same page. They offer a moment to synchronize efforts, address obstacles, and rally around shared goals. These meetings can fuel momentum, foster accountability, and propel your team towards success. So, let’s delve into the world of stand-up meetings and uncover the keys to making them work for you.

    Understanding Daily Stand-Up Call

    Daily stand-up meetings, also known as daily scrums, are brief gatherings where team members unite to synchronize activities, improves performance and foster collaboration. Here’s what you need to know to make the most of them:

    Purpose of Daily Stand-Up Meetings

    Daily stand-ups are short, time-boxed meetings typically held simultaneously and place each day. The purpose is to provide visibility into team progress, identify potential roadblocks, and promote accountability. Team members can stay aligned and proactively address challenges by sharing updates on tasks, accomplishments, and impediments. They can be especially helpful for managers in hybrid setups or remote teams, where communication is paramount in getting things done, For instance, imagine you’re working on a software development project. In your daily stand-up, you might mention that you’ve completed coding for a particular feature but encountered a bug that needs fixing. By communicating this to your team, you keep them informed and open the door for collaboration and support in resolving the issue.

    Key Elements of a Successful Stand-Up Call

    Imagine you’re part of a marketing team preparing for a product launch. During the stand-up, you might mention that you’ve finalized the email campaign copy but need graphics from the design team to proceed. By highlighting this, you enable the team to prioritize and address the graphic design tasks, ensuring the project stays on track. Successful stand-up call are characterized by:
    • Brevity and Focus: Keep the stand-up meeting short, aiming for around 15 minutes. This ensures that it remains focused and doesn’t become a time-consuming activity.
    • Key Information Sharing: Encourage each team member to share three crucial pieces of information: a)Accomplishments: Outline what they have achieved since the last meeting. b)Plans: Discuss what they intend to accomplish before the next meeting. c)Blockers/Challenges: Communicate any obstacles hindering progress.
    • Inclusivity: Make sure every team member has an opportunity to contribute, fostering inclusivity and ensuring everyone’s voice is heard.

    Benefits of Incorporating Daily Stand-Up Call into Team Routines

    • Improved Communication:  Daily stand-up call facilitate regular, transparent communication among team members, fostering collaboration and reducing silos.
    • Enhanced Accountability: By sharing daily progress and commitments, team members hold themselves and each other accountable for their tasks and deadlines.
    • Quick Issue Resolution: Identifying blockers and challenges in real-time allows for prompt problem-solving, preventing delays, and keeping projects on schedule.
    • Increased Team Alignment: Daily stand-up call ensure everyone is aligned with project goals, priorities, and timelines, reducing misunderstandings and promoting a unified vision for the team.
    • Boosted Productivity: With a clear understanding of daily objectives and potential roadblocks, team members can prioritize tasks effectively, maximizing daily productivity.
    • Team Bonding and Morale: Regular stand-up meetings allow team members to connect, share successes, and offer support, fostering a sense of camaraderie and boosting morale.
    By embracing the above practices, you can turn your stand-up meetings into valuable opportunities for connection and success.

    Common Challenges in Daily Stand-Up Meetings

    Some of the challenges of daily stand-up meetings are:
    • Time Management: Stand-up meetings can run longer than necessary if not properly managed, cutting into valuable work time.
    • Lack of Focus: Stand-up discussions may stray off-topic without clear guidelines, leading to inefficiency and frustration.
    • Unequal Participation: Some team members may dominate the conversation, while others remain passive, hindering balanced communication and collaboration.
    • Repetition: Daily stand-ups can become monotonous if team members continually report the same updates, diminishing engagement and effectiveness.
    • Overemphasis on Status Updates: Focusing solely on individual tasks and progress updates may overlook broader team goals and dependencies.
    • Latecomers and Attendance Issues: Inconsistent attendance or tardiness can disrupt the flow of stand-up meetings and delay decision-making.
    • Inadequate Problem Resolution: While identifying issues is crucial, stand-up meetings may not always provide sufficient time or resources to address complex challenges effectively.
    • Resistance to Change: Implementing stand-up meetings may face resistance from team members accustomed to traditional communication methods or skeptical of their benefits.

    Strategies for Effective Daily Stand-Up Call

    These meetings can become valuable touchpoints for keeping everyone informed and motivated by implementing strategic approaches. Let’s explore some key strategies for making your daily stand-up call more effective:
    • Establishing a Clear Agenda and Time Limit: Begin each stand-up meeting with a clear agenda outlining the topics to be discussed and the time allotted for each update. This ensures everyone knows what to expect and helps keep the meeting focused and concise.
    • Encouraging Active Participation from All Team Members: Create a supportive environment where all members feel comfortable sharing updates, asking questions, and offering insights. Encourage active participation by acknowledging contributions and fostering open communication.
    • Fostering an Environment of Transparency and Accountability: Promote internal transparency by encouraging team members to share progress, challenges, and goals openly. This cultivates a culture of accountability where individuals take ownership of their tasks and collaborate to overcome obstacles.
    • Implementing Tools or Techniques to Streamline Meetings: Explore tools and techniques such as standing-only rules or digital boards to streamline stand-up meetings and enhance engagement. These methods can help maintain energy levels and keep the focus on key priorities.
    • Setting Specific Guidelines for Updates: Establish clear guidelines to ensure that discussions remain relevant and concise. Encourage team members to provide specific details about their progress, plans, and any blockers they may be facing.
    • Addressing Blockers and Challenges Promptly: Promptly address any blockers or challenges raised during the stand-up meeting to prevent delays and keep the team on track. Encourage collaboration and problem-solving to overcome obstacles effectively.
    By implementing these strategies, you can transform your daily stand-up call into valuable opportunities for collaboration, communication, and progress tracking. Remember, the goal is to conduct meetings and create meaningful interactions that drive team success and achievement of organizational goals.

    Daily Stand-Up Call Template: Get On Track & Stay Focused

    Hey, team, let’s get our day started. Remember, our stand-up is for quick updates and keeping everyone in the loop. So, let’s jump in: A. Quick Recap (30 seconds):
    • Remind everyone why we have daily stand-up call: share progress, identify roadblocks, and stay aligned.
    • Briefly mention the key project/goal we’re working on together.
    B. Individual Updates (2-3 minutes each):
    • Name: Share your name to kick things off.
    • Yesterday: Briefly mention 1-2 critical tasks you completed.
    • Today: Quickly state 1-2 key tasks you’ll focus on.
    • Blockers: Are there any roadblocks or challenges you need help with?
    C. Action Items (2 minutes):
    • Based on everyone’s updates, are there any specific action items?
    • Who owns each action item? Make sure everyone knows their next steps.
    • Briefly discuss any urgent issues or decisions needed.
    D. Closing (30 seconds):
    • Briefly recap the main action items and deadlines.
    • Give everyone a thumbs-up or other quick acknowledgment for their contributions.
    • End on time, and I appreciate everyone’s participation!
    Bonus Tips:
    • Use a timer to keep everyone focused (15 minutes ideal).
    • Encourage active listening and ask clarifying questions when needed.
    • Celebrate successes and offer support for challenges.
    • Adapt the template based on your team’s needs and project complexity.
    Using this template and focusing on clear communication and collaboration will make your daily stand-up call a valuable tool for boosting your team’s effectiveness and achieving your goals together.

    Conclusion

    In conclusion, daily stand-up call are invaluable tools for fostering collaboration, alignment, and productivity within teams. By establishing clear agendas, encouraging active participation, and addressing challenges promptly, teams can maximize the benefits of these meetings. Implementing the strategies and templates discussed is crucial to ensure more productive and efficient stand-up meetings. Remember, the key to success lies in continuous improvement and adaptation. As teams evolve and dynamics change, evaluating and refining stand-up meeting practices is essential to better serve the team’s needs. With commitment and dedication to effective communication, stand-up call can become powerful drivers of success in any team environment.

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    5 Impactful Leadership Coaching Styles For Your Team

    5 Impactful Leadership Coaching Styles For Your Team

    Have you ever wondered what sets great leaders apart from the rest? It’s about more than just authority or expertise but their ability to effectively coach and develop their teams. Imagine you’re working on a project, feeling lost in the woods, when your manager steps in not to dictate but to guide you, nudging you towards clarity and success. That’s the magic of leadership coaching in action. Think about it – leadership isn’t just about being at the helm but empowering others to navigate stormy seas confidently. And that’s where coaching comes in. As a Learning and Development (L&D) manager, you’re not just a bearer of knowledge but a cultivator of talent and a beacon of support. Today, we will discuss the fascinating world of leadership coaching styles

    5 Leadership Coaching Styles

    The Directive Coaching Style

    You’ve got a team buzzing with energy, but they need a clear path forward. That’s where the Directive style shines. It’s like being a compass in a storm, providing clarity and direction when required. So, what exactly is the Directive Coaching Style? It’s all about giving precise instructions and guidance and steering your team toward success. Think of it as laying down stepping stones for your team to follow. For instance, imagine you’re launching a new project, and your team needs a roadmap. You step in, outline the goals, and chart the course. That’s directive coaching in action, providing a clear framework for progress.

    Characteristics of Directive Coaching Style

    The Directive Coaching Style carries several distinct characteristics that set it apart:
    • Clarity: Above all, this style emphasizes clear and explicit guidance. It’s about leaving no room for ambiguity. When you employ the Directive approach, you provide precise instructions and expectations, leaving little doubt about what needs to be done.
    • Structured Approach: The Directive style often follows a structured approach to problem-solving and decision-making. There’s a systematic nature to how tasks are assigned, deadlines are set, and progress is monitored. It’s like having a roadmap that everyone can follow.
    • Results Orientation: At its core, the Directive Coaching Style is focused on results. It’s about achieving goals efficiently and effectively. Leaders using this style keep their eyes on the prize, driving their team toward success with unwavering determination.

    Examples of Directive Coaching Style

    • Providing Clear Instructions and Guidance: Imagine you’re leading a team tasked with launching a new product. As the L&D manager, you employ the Directive Coaching Style to ensure everyone understands their roles and responsibilities. You provide clear instructions on the project timeline, deliverables, and quality standards. By laying out a structured plan and detailing expectations, you empower your team to work efficiently and effectively toward achieving the project goals.
    • Urgent Situations or Crisis Management: A sudden disruption in the supply chain that threatens to derail your production schedule. In such urgent situations, as the L&D leader, you step in decisively, providing clear directives to address the crisis. You mobilize the team, assign specific tasks, coordinate efforts to minimize the impact and find solutions swiftly.
    In both scenarios, the Directive Coaching Style provides clarity, direction, and prompt action, ultimately facilitating successful outcomes in facing challenges and uncertainty.

    The Collaborative Coaching Style

    The Collaborative Coaching Style is characterized by inclusivity, mutual respect, and active participation among team members. In this approach, the coach is a facilitator rather than a sole decision-maker, fostering an environment where ideas are shared and consensus is reached through collaboration.

    Characteristics of Collaborative Coaching Style

    • Open Communication: Team members are encouraged to express their thoughts, opinions, and concerns freely. The coach facilitates open dialogue, creating a safe space for honest communication and feedback.
    • Shared Decision-Making: Decisions are made collectively, with input from all team members. The coach values diverse perspectives and seeks consensus to ensure everyone feels heard and appreciated.
    • Trust and Respect: Trust forms the foundation of the collaborative relationship between the coach and team members. A mutual respect for each other’s expertise, contributions, and perspectives fosters a positive and supportive work environment.

    Examples of Collaborative Coaching Style

    • Fostering Teamwork and Collaboration: Consider a virtual team spread across different locations. You create opportunities for asynchronous collaboration through collaborative tools and platforms, allowing team members to contribute ideas, provide feedback, and collaborate on projects regardless of geographical constraints. You cultivate a culture of inclusivity and teamwork by leveraging technology to foster collaboration.
    • Encouraging Employee Involvement in Decision-Making Processes: Imagine your organization is undergoing a strategic planning process. As the L&D leader, you leverage the Collaborative Coaching Style to promote employee involvement in decision-making processes. You conduct focus groups, surveys, and brainstorming sessions to gather input from employees at all levels of the organization. Involving employees in the decision-making process fosters a sense of ownership and commitment to the organization’s goals, leading to more significant alignment and buy-in.
    The Collaborative Coaching Style promotes teamwork, inclusivity, and shared decision-making, resulting in a more engaged and empowered workforce capable of achieving collective goals and driving organizational success.

    The Facilitative Coaching Style

    The Facilitative Coaching revolves around guiding individuals or teams through self-discovery, problem-solving, and personal growth. Rather than providing direct solutions, the facilitative coach empowers others to explore their capabilities, develop critical thinking skills, and take ownership of their actions. 

    Characteristics of Facilitative Coaching Style

    • Active Listening: The facilitative coach listens attentively to understand individuals’ or teams’ perspectives, concerns, and aspirations. Through active listening, the coach builds rapport, fosters trust, and creates a supportive environment for exploration and learning.
    • Questioning and Reflection: Instead of offering immediate answers, the facilitative coach poses thought-provoking questions to stimulate reflection and critical thinking. By encouraging individuals to explore different perspectives and possibilities, the coach facilitates deeper insights and enhances problem-solving skills.
    • Empowerment and Autonomy: The facilitative coach empowers individuals to make decisions, take calculated risks, and learn from their experiences. By providing autonomy and support, the coach fosters a sense of ownership and accountability, motivating individuals to pursue their goals with confidence and determination.

    Examples of Facilitative Coaching Style

    • Supporting Employees in Problem-Solving: When a team encounters a complex technical issue that requires innovative solutions. As the L&D manager, you guide the team through a structured problem-solving process, employing the Facilitative Coaching. You encourage brainstorming sessions, facilitate discussions, and ask probing questions to help team members identify root causes, explore alternative approaches, and develop creative solutions collaboratively. By fostering a supportive and empowering environment, you enable the team to address challenges effectively and enhance their problem-solving capabilities in the long run.
    • Empowering Employees to Take Ownership of Their Development: As an L&D leader, you engage employees in reflective conversations about their achievements, challenges, and career aspirations during performance review discussions. By encouraging self-assessment, soliciting feedback from peers and stakeholders, and offering developmental opportunities tailored to individual needs, you foster a learning, accountability, and empowerment culture where employees feel motivated to pursue excellence and contribute to organizational success.
    The Facilitative Coaching promotes self-discovery, empowerment, and personal growth, enabling individuals and teams to unlock their full potential and thrive in dynamic and challenging environments.

    The Transformational Coaching Style

    The Transformational Coaching Style revolves around inspiring and empowering individuals to reach their full potential by fostering a shared vision, encouraging innovation, and promoting personal and professional growth. 

    Characteristics of Transformational Coaching Style

    • Visionary Leadership: Transformational coaches articulate a compelling vision of the future that resonates with individuals’ values and aspirations. They inspire others to embrace change, challenge the status quo, and pursue ambitious goals with passion and purpose.
    • Empowerment and Trust: Transformational coaches empower individuals to take ownership of their roles, responsibilities, and career development. They cultivate a culture of trust, autonomy, and accountability, enabling individuals to explore new ideas and experiment with different approaches.
    • Authenticity and Empathy: Transformational coaches lead with authenticity, integrity, and empathy, building meaningful relationships based on mutual respect, understanding, and support. They actively listen to individuals’ concerns, celebrate their achievements, and provide constructive feedback to facilitate growth and development.

    Examples of Transformational Coaching Style

    • Inspiring and Motivating Employees Towards a Shared Vision: Consider a scenario where an organization embarks on a strategic initiative to expand into new markets and drive innovation. As the L&D manager adopting the Transformational Style, you inspire and motivate employees to embrace the organization’s vision, values, and strategic priorities. Through storytelling, vision casting, and inclusive communication, you paint a vivid picture of the future, highlighting the initiative’s opportunities, challenges, and collective impact. 
    • Promoting Personal and Professional Growth Through Mentorship: Employees who aspire to advance their careers and develop organizational leadership skills. As the L&D leader, you serve as a mentor and guide, offering personalized support, guidance, and encouragement to help employees achieve their goals. You provide constructive feedback, challenging assignments, and developmental opportunities tailored to the employee’s aspirations and growth areas. You can nurture a culture of mentorship and learning where individuals feel empowered to seek guidance, take risks, and explore new opportunities for growth and development.
    The Transformational Coaching Style inspires, empowers, and uplifts individuals to reach their full potential, pursue their passions, and positively impact their organizations.

    The Non-Directive Coaching Style

    The Non-Directive Coaching Style is characterized by a facilitative approach that empowers individuals to explore their thoughts, feelings, and solutions through self-discovery and reflection. The non-directive coach adopts a more hands-off approach, allowing individuals to lead the coaching process. 

    Characteristics of Non-Directive Coaching Style

    • Questioning and Exploration: Rather than offering immediate solutions or advice, the non-directive coach asks thought-provoking questions to stimulate critical thinking, self-awareness, and exploration. The coach encourages individuals to delve deeper into their values, beliefs, and motivations through open-ended inquiries.
    • Empowerment and Autonomy: The non-directive coach empowers individuals to take ownership of their personal and professional development journey. By fostering autonomy and self-reliance, the coach instills confidence, resilience, and a sense of agency in individuals, enabling them to make informed decisions.
    • Reflection and Growth: The non-directive coaching process encourages individuals to self-reflect, introspection, and continuous learning. By exploring past experiences, identifying patterns, and envisioning future possibilities, individuals gain valuable insights, clarity, and direction for growth.

    Examples of Non-Directive Coaching Style

    • Encouraging Self-Discovery and Reflection: Imagine an employee struggling to navigate career transitions, define their professional goals, and overcome self-doubt. As the L&D manager practicing the Non-Directive Coaching, you create a supportive coaching environment that encourages self-discovery and reflection. You help employees explore their passions and values through empathetic listening and powerful questioning, uncovering hidden talents and untapped potential. You guide the employee in identifying their aspirations, setting meaningful goals, and developing actionable plans for growth and development. 
    • Nurturing Creativity and Innovation Within the Team: A team facing creative blocks, brainstorming fatigue, and a lack of inspiration. As the L&D leader, you facilitate creative coaching sessions that ignite the imagination, stimulate curiosity, and unlock innovation. You encourage team members to explore diverse perspectives, challenge conventional thinking, and embrace experimentation. Through open-ended questions and creative exercises, you inspire individuals to tap into their creativity, explore new possibilities, and generate breakthrough ideas. 
    The Non-Directive Coaching Style promotes self-discovery, creativity, and innovation by empowering individuals to explore their thoughts, feelings, and solutions through reflective inquiry and open dialogue. 

    Wrapping Up

    This blog explored five leadership coaching styles; each style offers unique approaches to leadership development, ranging from providing clear guidance to fostering self-discovery and innovation within teams. Understanding the diversity of leadership coaching styles is crucial for effective development. It enables leaders to adapt their coaching approach to different situations, personalities, and organizational needs. L&D managers should explore and adopt suitable coaching styles that align with your team dynamics, goals, and values. 

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    Maximizing Potential: The Importance of Manager Performance Evaluation

    Maximizing Potential: The Importance of Manager Performance Evaluation

    Have you ever been part of a team where the manager seems to lead in circles, lacking direction or clarity? Or have you experienced the frustration of feeling undervalued and unheard, with no meaningful feedback or recognition for your hard work? If so, you’re not alone. The truth is that managing people is no easy feat, and evaluating managers’ performance can be equally challenging. But here’s the thing: it’s crucial. Think of it as the compass that guides an organization toward success. In this blog, we’ll dive into the importance of manager performance evaluation and explore how organizations can navigate these challenges effectively. So, let’s buckle up and embark on this journey together to maximize the potential of your team and organization!

    What is Manager Performance Evaluation?

    Alright, let’s break it down! Manager performance evaluation—it’s not just some corporate jargon thrown around in boardrooms. It’s pretty straightforward and super important. So, picture this: you’re part of a team, and your manager is like the ship’s captain, steering everyone toward success. Now, imagine if there was no way to check if the ship was heading in the right direction. That’s where manager performance evaluation comes into play. Here’s the deal: it’s all about assessing how well your manager is doing their job. From setting clear goals to providing feedback and driving team performance, a manager’s role is multi-faceted, right? And that’s precisely what we’re evaluating—how effectively they’re ticking off those boxes. It’s not just about pointing out flaws. It’s about recognizing strengths and areas for improvement, too. After all, we’re all on this journey of growth together.

    Key Components of Manager Performance Evaluation

    Manager performance evaluation encompasses a variety of key components and metrics designed to assess the effectiveness of managers in their roles.
    • Communication Skills: Effective communication lies at the heart of successful management. Managers are evaluated based on their ability to convey information, listen actively to their team members, and foster open dialogue within the organization.
    • Leadership Abilities: Leadership inspires and guides others toward shared goals and objectives. Managers are assessed on their capacity to lead by example, empower their team members, and cultivate a positive and inclusive work environment.
    • Goal-Setting Process: Setting clear and achievable goals is essential for organizational success. Managers are evaluated on their capability to set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for their teams and align individual objectives with broader organizational strategies.
    • Team Motivation: Motivated teams are more productive, engaged, and committed to achieving organizational objectives. Managers are scrutinized for their ability to inspire and motivate their team members, recognize and reward their contributions, and foster a culture of collaboration and innovation.
    In addition to these qualitative assessments, manager performance evaluation incorporates quantitative metrics to provide a holistic understanding of managerial performance. Metrics such as team productivity, employee satisfaction scores, turnover rates, and goal attainment metrics are analyzed to gauge the impact of managerial actions and decisions on organizational outcomes. By evaluating managers across these diverse dimensions, organizations can gain valuable insights into managerial effectiveness, identify areas for improvement, and implement targeted strategies to optimize managerial performance and drive organizational success.

    Challenges in Manager Performance Evaluation

    Let’s delve into the challenges often encountered in manager performance evaluation and how to overcome them:
    •  Bias and Subjectivity in Evaluation: One of the biggest hurdles in performance evaluation is the presence of bias and subjectivity. This occurs when personal opinions and preconceptions influence the evaluation process, leading to unfair assessments. Organizations can implement standardized evaluation criteria to mitigate bias, provide fair assessment practices training, and encourage evaluators to focus on objective metrics rather than personal biases.
    • Lack of Consistency and Standardization: Inconsistent evaluation processes can undermine the credibility and fairness of performance assessments. Organizations should establish clear evaluation guidelines and standards that are uniformly applied across all managers to address this challenge. Standardization helps ensure that evaluations are conducted fairly and consistently, providing reliable insights into managerial performance.
    • Resistance to Feedback and Evaluation: Some managers may resist receiving feedback or undergoing evaluation due to fear of criticism or negative consequences. Organizations should foster a culture of openness and transparency around feedback and evaluation to overcome resistance. Managers should be encouraged to view feedback as an opportunity for growth and development rather than a threat to their reputation.
    • Addressing Performance Gaps and Underperformance: Identifying and addressing performance gaps and underperformance is essential for improving managerial effectiveness. Organizations can support managers in managing performance issues by providing targeted training and development opportunities, offering mentorship and coaching, and implementing performance improvement plans. By proactively addressing underperformance, organizations can help managers reach their full potential and contribute to organizational success.
    In summary, overcoming challenges in manager performance evaluation requires a proactive approach focused on minimizing bias, standardizing evaluation processes, fostering a feedback culture, and supporting managers in addressing performance gaps. By managing these challenges effectively, organizations can ensure fair and meaningful evaluations that support managerial growth and enhance organizational performance.

    Benefits of Manager Performance Evaluation

    You know, when it comes to running a tight ship, manager performance evaluation is like the secret ingredient that takes things to the next level. 
    • Enhancing Managerial Effectiveness and Efficiency: When managers know how they’re doing, they can adjust to be even better. It’s like fine-tuning a car to run smoother and faster. With performance evaluations, managers can pinpoint areas to improve and become more effective.
    • Identifying Strengths and Areas for Improvement: Just like how you’d figure out your best subjects in school and where you could use some extra help, managers can learn about their strengths and weaknesses through evaluation. Knowing what they’re good at helps them leverage those skills while identifying areas for improvement allows them to focus on growing and developing.
    • Aligning Individual Goals with Organizational Objectives: Imagine a team where everyone is rowing in different directions—it wouldn’t get very far, right? Manager performance evaluation helps align individual goals with the big-picture objectives of the organization. When managers understand how their work contributes to the overall goals, they can lead their teams more effectively toward success.
    • Facilitating Professional Growth and Development: Just like learning and growing by receiving feedback on your schoolwork, managers grow professionally through performance evaluation. It’s an opportunity for them to learn from their experiences, seek training and development opportunities, and become even better leaders.
    In a nutshell, manager performance evaluation isn’t about pointing fingers or finding faults—it’s about helping managers be their best, driving success for themselves and their teams.

    Implementing Effective Manager Performance Evaluation Processes

    Alright, picture this: you’re gearing up for a road trip and want to ensure everything’s in place before you hit the road, right? Well, that’s kind of how it works with manager performance evaluation. You want to set your managers up for success from the get-go. Here’s how:
    1. Establishing Clear Performance Criteria and Expectations: This step involves defining clear performance standards and expectations for managers. It’s like setting a destination for your journey. Managers need to know what is expected of them, what success looks like, and how their performance will be measured.
    2. Providing Timely and Constructive Feedback: Managers require timely and constructive feedback to understand their performance. Just like a GPS guides you along your journey, feedback keeps managers on track, highlighting areas of strength and areas needing improvement.
    3. Utilizing Multiple Evaluation Methods and Sources of Feedback: Effective evaluation involves gathering feedback from various sources, including self-assessment, peer reviews, and input from upper management. This approach provides a comprehensive view of a manager’s performance, much like having alternative routes on a road trip in case of unexpected detours.
    4. Incorporating Goal Setting and Development Planning: Managers benefit from setting clear goals and creating development plans to achieve them. This process is akin to creating a roadmap for the journey ahead. Goals guide managers toward their objectives and help them focus on professional development.
    In essence, effective manager performance evaluation processes involve setting clear expectations, providing timely feedback, and empowering managers to set goals and plan for their development. By implementing these practices, organizations can ensure that managers are equipped to navigate their roles successfully and drive organizational success.

    Maximizing the Impact of Manager Performance Evaluation

    To maximize the impact of manager performance evaluation:
    • Integrating Evaluation into Talent Management and Succession Planning: This ensures organizations identify high-potential managers, develop future leaders, and ensure continuity in leadership roles, aligning evaluations with long-term strategic objectives.
    • Creating a Continuous Feedback and Improvement Culture: Encouraging ongoing dialogue fosters transparency, accountability, and mutual learning. Regular feedback promotes a culture of improvement and development.
    • Leveraging Technology for Streamlined Evaluation Processes: Technology automates workflows, collects and analyzes data efficiently, and provides actionable insights. Streamlining processes saves time, reduces administrative burden, and ensures consistency.
    • Empowering Managers to Drive Their Development: Encouraging managers to set meaningful goals, seek feedback, and pursue learning opportunities enhances their professional growth. Providing access to tailored resources supports their development journey.
    In summary, integrating evaluation into talent management, fostering continuous feedback, leveraging technology, and empowering managers to drive their development enhances organizational excellence and success.

    Conclusion

    Manager performance evaluation is integral to identifying high-potential leaders, fostering a culture of continuous improvement, leveraging technology for streamlined processes, and empowering managers for their professional development. It’s time for organizations to prioritize and invest in effective evaluation processes. Organizations can drive excellence and success by integrating evaluation into talent management, fostering continuous feedback, and empowering managers. Embrace evaluation as a tool for growth and success. By actively participating in the process, setting meaningful goals, seeking feedback, and pursuing learning opportunities, managers can enhance their leadership capabilities and contribute to organizational excellence.

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    The Gen Z Manager’s Diary: Chelsi Mehta’s Ride to the Top

    The Gen Z Manager’s Diary: Chelsi Mehta’s Ride to the Top

    For the last few months, Gen Z entering the workforce has been a hot topic for everyone. From casual water cooler conversations to social media debates, everyone has an opinion about them. Whether it’s the latest workplace meme or a shared eye-roll at their unique lingo, we’ve all had our fair share of interactions with this generation.  Some might find their lingo amusing and their work ethic a bit unconventional, but there’s an undeniable truth that we can’t ignore. Whenever a new generation steps into the professional world, it brings a breath of fresh air that workplaces have been silently waiting for.  What sets GenZ apart? Well, they are the first generation to grow up with digital exposure. Because of this, they are motivated and conditioned to ask questions, kickstarting crucial conversations about topics often overlooked– like work-life balance, mental health, and inclusion and diversity in the workplace. Today, we will share the professional journey of Chelsi Mehta, the Gen Z poster child. She has been a powerhouse in the creative industry for the past two years. She’s donned various hats of copywriter, ghostwriter, and creative manager. Currently, she is freelancing and managing a small team. When she is not crafting the next big thing in the creative domain, you’ll find her lifting weights like a boss and dishing out rants on social media. Now, that’s what you call a dynamic personality, right? Let’s uncover Chelsi Mehta’s intriguing journey as she reshapes workplaces on her terms! We will unravel how she went from being an employee to being her own boss in such a short span. Join us as we share the challenges she faced and the lessons she learned, and grab some awesome tips for all you aspiring managers! 

    LinkedIn Leap: Seizing the Opportunity with Zest

    During the monotonous days of lockdown, Chelsi, much like many of us, embarked on a journey of self-discovery. Boredom and frustration prompted her to explore different hobbies; in this quest of self-discovery, she rediscovered her old passion for writing. Little did she know this would lead to a remarkable career at that time.
    My writing journey started very early, even though I did not realize it started in my childhood when I used to write small notes to my mother about my day. Chelsi Mehta
    In conversation with Risely, Chelsi reflected on her journey and realized she always had creative ideas and used to pen them down, but she had never considered it a career. Things changed when she turned her personal experiences into short blogs during the lockdown. Her writing received a lot of appreciation, and she was encouraged to open her own website. Later, her writing career took an unexpected turn when she started researching businesses, crafting impactful business case studies for them, and writing content for SaaS companies.
    People have always told me I am a fast learner, which has been my greatest career advantage. Chelsi Mehta
    In 2021, she stumbled upon a LinkedIn post searching for writers. Despite being unfamiliar with LinkedIn and copywriting then, Chelsi’s continuous pursuit and determination helped her get the internship. She swiftly climbed the ranks, exposing her to handling various clients early on. Her quick learning abilities eventually drove her from an intern to a managerial position in no time.  Starting this journey wasn’t a walk in the park. Chelsi’s progress, while remarkable, wasn’t handed to her on a silver platter; it demanded hard work and resilience. Let’s explore her challenges as an individual contributor with her managers.

    Chelsi’s Learning Curve: Challenges and Insights as an Individual Contributor

    As an individual contributor, she faced many challenges with her managers that ultimately played a pivotal role in shaping her management style. Let’s delve into the hurdles she navigated as an individual contributor.
    My managers lacked transparency and effective communication, resulting in a gap in expectations. Chelsi Mehta
    Chelsi shared one situation where her managers didn’t tell her what was expected and the deadline, which created confusion. This confusion led to a delay in delivering work to the client. And instead of fixing the problem by communicating openly, the manager blamed the team for not meeting expectations. This experience made her realize the importance of clear and transparent communication. Now, she always talks openly and shares information with her team, avoiding misunderstandings and ensuring everyone is on the same page.
    You must be present as a manager and reach out to the team and ask if they need help. Chelsi Mehta
    Chelsi ensures transparency and open communication in her team by starting with a collaborative mindset. She initiates conversations beyond professional aspects, focusing on personal interests and goals during the hiring process. This approach creates a lasting impression and fosters a sense of collaboration. She stays involved throughout, checking in on her team daily, addressing any challenges, and ensuring they feel supported. She emphasizes being present consistently, not just assigning tasks and disappearing, but genuinely caring about their well-being. Even when work falls short of expectations, she maintains honesty and communicates openly about the team’s performance and her thoughts, fostering a culture of trust and transparency.

    Chelsi Unplugged: Overcoming Managerial Challenges with Finesse

    Chelsi handles challenges like a pro—only writer’s block can make her feel momentarily lost. Yet, she openly discussed some hurdles she noticed in her management style during a tough time in her career; she has shared her journey of overcoming them and consistently working to refine her managerial skills.
    Initially, being patient with team members with different personalities became a significant challenge while juggling various roles and responsibilities. Chelsi Mehta
    Chelsi faced two main challenges as a manager, which are interlinked in more than one way. First, managing her workload while being patient with her team proved to be a significant challenge. The second challenge was effectively handling different personalities. As a manager, she juggles various responsibilities, from overseeing operations to writing for clients, and this balancing act became daunting.  During a one-on-one conversation, she realized the impact of her shortcomings as a manager on team members’ growth and productivity. She recognized that she became impatient under the heavy workload and commitments and struggled to develop meaningful relationships with her team. This conversation served as a wake-up call, prompting Chelsi to acknowledge the need for patience in managing her workload and understanding and respecting the diverse personalities within her team.  Facing challenges head-on, she implemented smart strategies to overcome them. First, she embraced self-reflection. This awareness paved the way for improvement, helping her stay calm and focused amid challenges. Taking a step further, she worked on her communication skills. She started expressing herself more clearly and adopted a patient tone. This shift in communication style created a more positive and productive work environment. Recognizing the importance of support, Chelsi became a more guiding manager. She understood the value of clear guidance and thoroughly explained tasks to her team members. This proactive approach ensured everyone was on the same page, fostering better understanding and collaboration within the team.

    Beyond Management: Chelsi Mehta’s Tips for a Well-Rounded Career

    Chelsi embraces a distinctive approach to managing people; she considers herself more of a leader than a manager. According to her, every manager should adopt a leadership mindset beyond task completion—it’s about sparking positive change and making a lasting impact. According to her, the difference between a manager and a leader is that a manager ensures tasks are done, and a leader aspires for more, focusing on influencing and inspiring teams to create an environment where everyone flourishes. Now, let’s explore her tips for implementing this leadership philosophy.
    You will grow and learn skills by observing what’s happening around you and not through theory and courses. Chelsi Mehta
    Inspired by Oppenheimer’s insight, Chelsi emphasizes the limitations of theory with the quote,” Theory will take you only so far.” In today’s time, she advocates for a hands-on approach to learning. Her advice to newcomers is straightforward: invest time in homework, research, and practical experience. She urges professionals to dive into their chosen field, understanding its nuances and identifying personal motivations. She discourages vague questions and champions proactive learning—initiates by doing and observing. 
    Just being a manager won’t ensure your growth; you have to do different things to ensure growth. Chelsi Mehta
    Chelsi highlights the importance of not getting stuck in one routine, comparing it to eating the same food daily—eventually, you’ll lose interest. She suggests that professionals keep reinventing themselves through observation, leading to growth and personal satisfaction.  By this, she means combining professional tasks and hobbies to ensure continuous growth. Leaders can gain a valuable edge by staying aware of their surroundings, keeping up with industry changes, and being connected to shifts. Engaging with mindful and relevant content acts as a guide through dynamic changes, preventing you from staying stuck in your comfort zone. She emphasizes the significance of staying excited and engaged in various aspects of life, both at work and beyond.

    How can Risely help?

    Chelsi Mehta has developed her leadership style by learning through experience and mistakes without any safety net, making her journey more inspiring. But here’s the thing: we miss out on the nitty gritty and don’t always have the support to overcome similar challenges. That’s where Risely steps in as a solution. Risely is an AI buddy for managers, offering the guidance that every manager needs to unleash their true potential. With tailored steps and insights, Risely empowers you to solve challenges in simple steps: 
    • Identify your challenges: The journey begins when a manager starts by defining their challenges. From 50+ challenges, managers and team leaders can identify the issues hurting their team.
    •  Test your skills: In the second step, skills and qualities, such as expectation setting and prioritization skills, are tested with the help of leadership skill assessments to see how well you have achieved these critical functions. These assessments help us create detailed reports for skills and abilities.
    •  Start growing: Now comes the good part: where your progress becomes Risely’s agenda. Managers can start making progress with the help of daily nudges, toolkits, and the interactive AI coach – Merlin, who is there for you through thick or thin, whether day or night. 
    Sounds exciting? You can start a free conversation with Merlin now!

    Kickstart your leadership development journey for free now!

    Learning from mistakes is great. But what if we skip them? Find the loopholes in your skills with Risely’s range of assessments today.

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    From Engineer to Entrepreneur: The Story of Ashish Manchanda

    From Engineer to Entrepreneur: The Story of Ashish Manchanda

    In a world saturated with stories of engineers turned entrepreneurs, we often skim the surface of their journeys, passing judgment on their career choices without truly delving into the heart of their struggles and victories. Today, we’re breaking that mold as we unfold the story of Ashish Manchanda.  Ashish began his career as a software engineer in 2004, delving into coding and software development for five years. He then pursued an MBA, gaining skills and diverse experiences from working globally under different leadership styles. His career took a turn for the better when he used the exposure and co-founded a bootstrapped startup called Culturro. As the saying goes, personality is the sum of our experiences, which rings particularly true in Ashish’s case. He has gleaned lessons from his journey’s triumphs and tribulations and transformed those insights into the foundation of a thriving company. His path was dotted with highs and lows, but his keen, observant nature and inquisitiveness have guided his journey, shaping him into the leader he is today. However, he still likes to say that he is a “work in progress” with a lot to learn.  Beyond leading and strategizing the next big move for his company, he finds joy in trekking, engaging with people in meaningful conversations, and coaching people. Now, let’s dive into Ashish’s story and explore how he wanted more from people management and impacted the professional journeys of hundreds.

    From Experience to Excellence: Ashish Manchanda’s Leadership Lessons in Feedback and Growth

    While many leaders and managers might express reluctance in handling the responsibility of managing teams, for Ashish, it’s a different narrative. Unlike those who find it stressful, he stands among the few who genuinely relish guiding and nurturing team members. In his eyes, managing people isn’t just a duty but the most rewarding and fulfilling experience as a leader. He attributes his leadership success to the lessons learned from his experiences with his managers. Those early experiences became the foundation upon which he built a more refined and effective approach to his leadership. 
    My first manager was a godsend. He was supportive, caring, and performance-focused at the same time. Ashish Manchanda
    He credits his people management style to his first manager back in 2004. He considers himself lucky to have worked with a supporting and understanding manager. Ashish credits his first manager to teaching him the basic nuances of team management. How to guide an individual, and how to give them autonomy. How to allow your team to make mistakes and put them in situations where they can learn. Giving them visibility inside and outside the organization. Giving them credit for their good work and building their case for growth inside the organization.
    I still remember how one of my managers gave feedback to me. He was blunt regarding what you are doing right and what you are not doing right. Initially, it hit me hard. But when I reflected, it all made total sense. Ashish Manchanda
    As an individual contributor, Ashish was always keen on self-improvement and eager to engage in the take of feedback. As a manager his knack for providing constructive feedback took root from a manager who had a systematic approach. Ashish recalls that this manager was refreshingly straightforward, not beating around the bush when it came to both strengths and weaknesses. No guesswork – just clear, direct insights coupled with actionable advice on how to grow and tackle challenges. Ashish acknowledges that this upfront and critical approach might initially sting, but he personally found it a catalyst for reflection and improvement in his own areas of development.
    I adopt the same feedback style but do it subtly initially. Ashish Manchanda
    When it comes to giving constructive feedback, his approach is slightly different. Ashish has a two-tiered approach. Initially, he opts for a more subtle and gentle feedback style, ensuring it’s not overly serious and critical for the receiver. However, if he observes that the feedback isn’t absorbed, he transitions into a more direct and blunt mode. The underlying motive behind his feedback is crystal clear: to foster growth and improvement in performance. Ashish’s feedback strategy is not just about pointing out areas of development but fundamentally about nurturing individuals to thrive and enhance their capabilities for the future.

    Culturro’s Genesis: How Negative Leadership Inspired Positive Change

    Throughout our careers, we encounter different managers – some serve as catalysts for growth, while others provide valuable lessons on leadership pitfalls unintentionally. Ashish Manchanda shared a noteworthy experience that influenced his leadership philosophy, teaching him what not to do in a leadership role.
    One of my managers believed in an approach of raising their voice, demeaning team members, and needlessly applying pressure when it wasn’t needed. Ashish Manchanda
    Reflecting on the past, Ashish vividly recalls a distressing period during his consulting days when he worked under a manager with a leadership style that caused significant agony. This manager employed tactics such as shouting and applying immense pressure for output, contributing to a toxic workplace environment. Resulting in employees having unpleasant and stressful experiences marked by micromanagement and toxicity. Not only did it have a negative impact on the performance of the team, but also led to significant employee turnover. Ashish knew that he had to shield his team from this toxicity to have a team that kept on performing day after day.  Micromanagement as a style may have worked well in the past, especially with a workforce that is not very evolved in its thought process. In today’s day and age, working with knowledge workers, millennials, and Gen-Z, it just doesn’t work. As per Ashish, it is a sure-shot recipe for disaster and failure.  
    After this experience, the genesis of Culturro unfolded, driven by the purpose of aiding companies in establishing positive and thriving cultures. Ashish Manchanda
    This experience taught Ashish Manchanda how toxic leadership harms team morale and productivity. This inspired him to start Culturro to create a positive and respectful work culture. The mission of Culturro is to create an environment where team members feel supported rather than pressured. For Ashish, effective leadership involves creating an environment that fosters growth, collaboration, and trust, steering away from fear and stress.

    Learning Leadership: Ashish’s Key Takeaways from Feedback

    Earlier, as a manager, I had a method of immersing individuals into challenging situations, much like throwing them into the deep end of a pool, to see how they would navigate. And only provided assistance when they struggled. Ashish Manchanda
    Since the beginning of his career, Ashish always enjoyed autonomy in his roles. He thrived in situations where he was given a task by his manager, and he came through with it. Early in his days as a manager, he adopted the same. I.e., trying to give full autonomy to his team on how to get the tasks done. This approach worked mostly until it didn’t. Ashish had a crucial revelation through conversations with one of his interns. One of his significant mistakes was that waited until the end of their tenure to seek feedback on how he did managing them. During the final catchup, the intern highlighted that they struggled initially when Ashish handed them challenging tasks but provided little guidance and handholding.  This feedback became the motivation for Ashish’s transformation, highlighting two pivotal lessons. Firstly, he learned about the criticality of seeking and giving timely feedback, realizing the importance of early and regular check-ins to ensure a continuous dialogue.  Secondly, Ashish understood that cookie cutters don’t work well in feedback. Every person needs guidance and autonomy up to a different extent. This recognition prompted a positive shift in his management style, where he became more attuned to understanding people’s working styles and providing tailored support, even if it meant stepping out of his comfort zone. 

    Ashish Manchanda’s Pro Tips for New Managers

    Over the decades, Ashish has learned the ins and outs of leadership with hundreds of professionals. There have been mistakes on the way, but more than that, there are some evergreen tenets of effective leadership that his experience has unveiled. So, let’s check his tips for budding managers below.
    Firstly, master the art of doing one-on-one conversations. That is extremely important. Ashish Manchanda
    For budding managers, Ashish underscores the importance of mastering casual check-ins, which is often undervalued but fundamental in effective leadership. These check-ins go beyond mere feedback and discussions, focusing on building deep bonds and relationships with team members. At the core of this approach, one-on-one conversations involve connecting emotionally and creating dedicated space and time for meaningful interactions. Ashish advises managers to view these one-on-one conversations as a holistic approach that encompasses feedback but begins with establishing strong connections.
     The second is learning how to give constructive feedback. Ashish Manchanda
    Another invaluable tip for managers is to master providing constructive feedback from a place of care. Striking a balance between offering guidance without hurting team members’ feelings while ensuring clarity is crucial. Let’s consider an example to illustrate this point: Consider a situation where a team member has submitted a project with some errors. A manager employing the principle of care in feedback might say, ‘I appreciate the effort you put into this project, and I see areas where we can improve for next time. Let’s work together to address these issues.’ On the contrary, a less considerate approach might be, ‘This project is full of mistakes. What were you thinking?’ The difference in approach can significantly impact the employee’s perspective. The considerate feedback addresses the issues and acknowledges the effort, fostering a positive and collaborative atmosphere. In contrast, the blunt feedback may demoralize the team members, potentially hindering motivation and future performance. Ashish emphasizes that conveying a clear picture without causing unnecessary discomfort is pivotal, especially at the outset of a managerial journey.
    I practice a tough-love approach with my team, combining care and support with clear expectations and direct feedback. Ashish Manchanda
    Additionally, Ashish practices the “tough love” theory, drawing inspiration from parenting. He recalls that after years of reflection, he realized that his first manager had the same approach. This approach involves caring deeply for individuals but being strict when necessary to focus on performance. He shares that while this method may include providing unconditional support during challenges, it also entails setting clear expectations for performance. Managers can also benefit from embracing tough love by balancing care, connection, and approachability with setting expectations, creating a conducive environment for growth and accountability.

    How can Risely help?

    Ashish Manchanda has developed their leadership style by working globally and observing different types of leaders, an opportunity only some aspiring managers may have. But here’s the thing: we miss out on the nitty gritty and don’t always have the support to overcome similar challenges. That’s where Risely steps in as a solution. Risely is an AI buddy for managers, offering the guidance that every manager needs to unleash their true potential. With tailored steps and insights, Risely empowers you to solve challenges in simple steps: 
    • Identify your challenges: The journey begins when a manager starts by defining their challenges. From 50+ challenges, managers and team leaders can identify the issues hurting their team.
    • Test your skills: In the second step, skills and qualities, such as expectation setting and prioritization skills, are tested with the help of leadership skill assessments to see how well you have achieved these critical functions. These assessments help us create detailed reports for skills and abilities.
    • Start growing: Now comes the good part: where your progress becomes Risely’s agenda. Managers can start making progress with the help of daily nudges, toolkits, and the interactive AI coach – Merlin, who is there for you through thick or thin, whether day or night. 
    Sounds exciting? You can start a free conversation with Merlin now!

    Kickstart your leadership development journey for free now!

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    In the Manager’s Chair: Vivek Singh’s Take on Leadership

    In the Manager’s Chair: Vivek Singh’s Take on Leadership

    Have you ever found yourself viewing your career as a plan or a checklist of actions that you’ve seen others do and be successful ? You did these five things, so you succeeded; you didn’t do those other things, so you failed. It’s a belief many of us carry or carried in our lives, including Vivek Singh, a seasoned leader at the top of his game. At some point, he believed that his specific actions probably led him to where he is today. However, with time, Vivek’s outlook towards success changed, and he realized that success is never linear and is not about executing a set of predetermined actions or plans, but rather is about having the resilience to navigate the unpredictable twists and turns and fostering personal growth along the way. Many experienced professionals would agree with Vivek’s opinion that understanding and navigating success is complex. He drew significant inspiration for his views on success from Nassim Taleb’s book “Fooled by Randomness” which sheds light on the role of luck, uncertainty, human error, risk, and decision-making in shaping our actions that lead to success or failure. So, let’s properly meet Vivek Singh, a management consulting leader with over 14 years of global business and management experience. He leads the supply chain and sustainability transformation services portfolio at Accenture, UK and Ireland. Beyond his business leadership role, Vivek plays a crucial part in shaping the leaders of tomorrow in his organization. As a leader overseeing other leaders, he actively helps them navigate the complexities that arise in the context of their roles, offering insights about potential challenges and relevant guidance to overcome them. Outside the boardroom, Vivek is a tennis enthusiast and keen world affairs reader, who also enjoys exploring how the human mind works and influences behavior in various settings. As we delve into Vivek’s managerial journey, we’ll uncover the meaning of success and gain insights into his views on today’s managers and leaders—identifying their hurdles and exploring the ways they can adapt to the ever-evolving professional world. 

    Stepping into Leadership: Vivek Singh’s Journey from Individual Contributor to Manager

    “I got into the managerial role about nine years back. Getting into this role was a part of the natural progression process at my organization, when one consistently delivers great client projects and business results for one’s organization and team.” Vivek Singh
    Like many professionals, Vivek’s moving into a managerial role was a gradual career progression. From the get-go in his career, Vivek wasn’t just clocking in; he was working hard to make a difference with his work ethic, eagerness to do more, discipline to do things well, and desire to make a real impact in whatever he was assigned.  Instead of sticking to the job roles and responsibilities, he actively took on duties and projects others brushed aside as not-so-exciting. His dedication and ownership were noticed early on, making him stand out as a genuine asset to the team and organization. Vivek’s transition from a diligent individual contributor to a managerial role tells us that success favors those who are proactive, take on new side-of-the desk work, and show up everyday at work to fully embrace its challenges.
    “Having a manager role title and being able to perform that role are pretty different things.” Vivek Singh
    In the initial stages of Vivek’s career, by chance and for being well regarded for his work, he got the rare opportunity to lead a small project, wherein he gained insights into the responsibilities of being a team leader. Despite lacking formal training or an official title of a manager, Vivek worked doubly hard to deliver the project on time and with the deliverables that were asked for, giving his bosses a slight sense of his innate leadership traits. But when he officially stepped into the managerial role, he actually understood the gravitas and demanding nature of the role. In retrospect, Vivek shared that he was probably well trained and experienced to lead small to moderate sized projects with limited complexity and ambiguity. But was not prepared to lead relatively larger and more complicated projects that required dealing with vague information and not-so-easy-to-manage stakeholder groups. He tackled this challenge by taking the initiative to shadow senior leaders on such large projects, and also observing and seeking guidance from his seniors, thus learning the difficult art and science of driving results in difficult environments, and being able to transform hurdles into stepping stones in his career journey.

    Navigating Leadership: Vivek’s Lessons from Managers 

    Vivek gained invaluable insights from his senior leaders by observing them during client interactions with high-profile business leaders and individuals, the kinds we see featured on Forbes and Fortune magazine lists. These experiences helped him learn the nuances of effective communication, the knack for adaptability in dynamic situations, and the importance of being well-versed in the issues at hand by anticipating potential conversation patterns. 
    “I was proactive and well engaged in my business, so I got the opportunity to be with my bosses, which helped me pick up the right skills and mannerisms for engaging in a dynamic and challenging professional setup.” Vivek Singh
    The significant learning Vivek grasped through these interactions was the ability to steer conversations towards more favorable scenarios, and driving the solution narratives in a way that genuinely engaged the client. In Vivek’s view, in these business setups, it’s not merely about talking of interesting points; it’s largely about confidently leading the discussion with compelling data, facts, and logical business deductions.
    “If I can’t simplify my conversations with my team or clients to a level where I can easily explain them to a teenager, then I consider it a conversation that needs improvement.” Vivek Singh
    Consider these two statements about optimizing cost of operations: The first, “Utilizing cutting-edge technological accelerators and compelling process synergies, we aim to optimize the costs through a multifaceted approach, leveraging different lean sigma methodologies.” And then, “We plan to improve the cost situation by using a market leading AI enabled planning  tool and smart sourcing benchmarking strategies within direct materials.” The first statement sounded impressive, but the second statement likely resonated more with you, right? This realization struck Vivek early on during his experiences in client discussions. Some of his seniors and colleagues tended to use excessive jargon and verbosity to make their points, much like in the first statement. Vivek realized that, in communication, less is often more. Bombarding conversations with unnecessary jargon only complicates things. Recognizing the true value of clear and well articulated communications, Vivek tries to simplify and make his discussions more objective with everyone involved. He advises new managers to embrace simplicity in their communication for effective leadership.

    On the Managerial Frontline: Vivek’s Take on Managers’ Struggles

    In his professional journey, Vivek has gotten the opportunity to mentor and work closely with many fresh minds stepping into leadership roles. After spending time with these budding leaders, he’s identified recurring challenges that today’s leaders commonly face. What are these challenges that managers struggle with under his guidance? Let’s unravel these obstacles and explore the potential solutions Vivek suggests. Imagine you have a new manager who was recently promoted and is eager to make an impact. But, they find themselves lost while dealing with diverse personalities and challenging situations. Unsure how to navigate these complexities, they lean on to micromanage their team members, thinking it’s the only way to maintain control and ensure tasks are done correctly. In this scenario, the manager’s inclination toward micromanagement stems from a common struggle — the uncertainty of dealing with challenging situations. It’s a scenario many of us can relate to, where the fear of things going awry leads to an instinctive need for constant oversight.
    “Managers should refrain from controlling their team members.” Vivek Singh
    In tricky situations like these, Vivek suggests new managers to resist the temptation of micromanagement. Instead, he suggests focusing on cultivating effective communication skills. According to Vivek, managers should communicate expectations and outcomes, ensure alignment within the team, and hold team members accountable for their understanding and delivery. This strategic approach establishes an outcome-driven environment and empowers individuals to fulfill their responsibilities more independently. Vivek’s insight provides a valuable alternative to the pitfalls of micromanagement, fostering efficiency and autonomy within the team. Vivek follows and promotes a purposive leadership style. He defines this approach to leadership as one that is specific to the context and purpose it seeks to achieve. His leadership approach also aligns with the Contingency Theory of Leadership, particularly Fiedler’s, which acknowledges that no universal leadership strategy applies to all situations. He encourages managers to adopt a purposive style if it aligns with their goals and the unique needs of their teams. He believes this slight change in the approach enables managers to tailor their strategies, ensuring effectiveness across different scenarios. Vivek also shared that it is common for many new managers to start controlling their teams and develop a sense of superiority because of the newfound authority.
    “New managers should let go of ego and implicit arrogance.” Vivek Singh
    Vivek emphasizes that humility and acting with responsibility are pivotal in a manager’s role. Individuals in leadership positions are often looked up to and relied upon. According to him, succumbing to ego, displaying arrogance, or getting involved in office politics is detrimental to effective leadership, hindering the creation of a positive, results-driven and collaborative work environment. Moreover, he believes maintaining a delicate equilibrium between firmness and approachability or flexibility is crucial. Striking this balance ensures that you, as a manager, are neither perceived as weak nor overly authoritative, fostering a work environment conducive to collaboration and growth. Mid-level managers often grapple with another common challenge—sourcing the right resources and expertise to carry out their responsibilities effectively. In the dynamic landscape of managerial roles, they frequently encounter situations where the available resources either fall short of or are inadequate for the diverse demands posed by their projects.
    “Managers are struggling with suitable resources to do a particular task.” Vivek Singh
    According to him, it goes beyond merely obtaining resources; it’s about curating the perfect blend of foresight, vision, tools, time, funds and, most crucially, assembling the right team to tackle the job at hand. Suppose a manager is gearing up to execute a project but is faced with the challenge of not having all the necessary skills to do the job. In Vivek’s view, managers should see this as an opportunity instead of a roadblock. They should proactively identify the gaps and organize upskilling sessions for the team. Managers should encourage each team member to align their personal development goals with the project’s needs. In his view, this strategic approach enhances the team’s overall capabilities and creates a win-win scenario. Vivek says this strategic approach ensures a smooth and effective path to progress, transforming the scarcity of resources into an opportunity for innovation and collaboration. By recognizing and leveraging the untapped and unique skills within the team, managers can also find alternative ways to navigate the constraints and propel toward delivery success.
    “If managers cannot think through and build a vision, then success can be a struggle.” Vivek Singh
    Another challenge that managers deal with is the development of advanced clarity and vision. In a world of complexities, forming a clear and compelling vision for a business matter or project isn’t always a walk in the park. Vivek suggests that addressing this challenge requires breaking down complex visions into actionable steps, ensuring each team member understands their role and contribution. By fostering a shared vision, managers enhance the likelihood of success. He believes that having the right resources and a clear vision are interlinked. It’s similar to having the necessary tools and a plan to make your work easier. In the workplace, managing resources well and having a clear vision are like two sides of the same coin. Vivek advises mid-level managers to understand how these aspects work together to lead a team effectively. 
    The energy emitted when one is authentic and genuine surpasses that of human love tenfold.” Vivek Singh
    Senior managers often struggle to stay authentic in their leadership roles. This challenge is not unique to leaders; we all face moments where staying true to ourselves amidst professional responsibilities can be demanding. However, according to Vivek, projecting an honest and real image is crucial. This authenticity has a powerful impact on team dynamics, fostering trust and collaboration. When senior managers consistently portray their true selves, it shapes a team that aligns better with the organization’s goals. This genuine approach creates a positive and productive work environment where authenticity catalyzes success.

    Vivek’s Tips for Aspiring Managers

    Vivek, a mentor to many, has some simple but effective tips for managers that he learned through his journey while interacting with the world’s top leaders. He believes a manager’s success is not just about being good at the job but also about having a team that trusts them and shares the same vision. 
    “Being a lone wolf in business does not work.” Vivek Singh
    Vivek emphasizes that authentic leadership is about working together and building trust. He says managers who try to make it alone don’t succeed. Vivek’s most important tip for upcoming leaders and managers is prioritizing long-term relationships for success. He believes sustained success is built on valuing team members and avoiding distractions like ego and arrogance.
    “Valuing and investing long-term relationships takes you a long way in a leadership role.” Vivek Singh
    Instead of viewing their position as absolute power, he advises managers to consider it a responsibility. Vivek encourages managers to let go of personal agendas, opting for authentic and caring relationships with their team members. This, he believes, is the path to enduring success in leadership.
    “All your successes and failures don’t define you. They are transient.” Vivek Singh
    Vivek believes managers shouldn’t take everyday successes and failures too seriously. According to him, these moments are temporary and don’t define one’s overall success and effort. Instead, he encourages future managers to focus on constant learning, adaptability, and maintaining consistent effort in their work. Success is a continuous journey marked by growth and dedication rather than being solely determined by individual victories or setbacks. 

    How can Risely help you?

    Vivek Singh has honed his leadership style by observing the world’s top leaders, an opportunity not every aspiring manager may have. As he wisely puts it, making mistakes is part of the journey, but the crucial aspect is learning and growing from them. Recognizing managers’ unique challenges, Risely steps in as a solution. Risely is a platform for managers, offering the guidance and support needed to navigate their leadership journeys. With tailored steps and insights, Risely assists managers in refining their approaches and unlocking their true potential.  Here’s how Risely solves challenges for today’s managers and leaders: 
    • Identify your challenges: The journey begins when a manager starts by defining their challenges. From 30+ challenges, managers and team leaders can identify the issues hurting their team.
    •  Test your skills: In the second step, skills and qualities, such as expectation setting and prioritization skills, are tested to see how well managers have achieved these critical functions. These assessments teach them about their skills and abilities with detailed reports.
    •  Start growing: With time, managers can start making progress with the help of daily nudges provided by Risely. It dynamically supports the manager’s progress through resources like toolkits, samples, and assessments.

    Unlock your Leadership potential with Risely!

    Skip the mistakes and discover your true skills with Risely’s free assessments.

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    Rising to the Challenge: Shruthi Kamath’s Path to Becoming a Manager

    Rising to the Challenge: Shruthi Kamath’s Path to Becoming a Manager

    “Can I really do this?” It’s a question that echoes in the minds of countless professionals contemplating a leap into management. The fear of the unknown, the anxiety of making decisions that impact others, and the worry about losing the familiar comfort of their existing roles – these are the emotions that grip many aspiring managers. Meet Shruthi Kamath, a Senior Customer Success manager with nearly eleven years of professional experience. She deals with client communication, understands their requirements, and gives them the experience of the product and services. Shruthi is a creative and self-driven person who enjoys turning her ideas into reality. She always gives her best in every project she takes on. But as a manager, like so many others, she was initially scared at the mere thought of becoming a manager. We’ll talk about her fears and hesitations about taking on the role and how she turned those feelings around and became the excellent manager she is today. Her professional story demonstrates how embracing the unknown can lead to remarkable professional and personal growth.

    A Change of Heart: How Support and Self-Discovery Overcome Hesitation

    “I thought I could never become a manager because it never seemed like my cup of tea.” Shruthi Kamath
    Initially, when Shruthi got an opportunity to become a manager, the idea didn’t sit well with her. She had reservations, mainly because of the negative stereotypes associated with the managerial role. The common belief that team members often dislike their managers weighed heavily on her mind. In retrospect, Shruthi’s reluctance to take on a managerial role primarily stemmed from her concern about positively impacting her team. The thought of stepping into a managerial role brought the weight of wondering whether she could contribute positively to her team’s dynamics. The hesitation wasn’t rooted in self-doubt but rather in a genuine desire to ensure that her influence on the team would be constructive and beneficial. This thoughtful consideration lingered in her mind as she contemplated embracing the role of a manager.
    “Managing people is a challenging task.” Shruthi Kamath
    Another reason why the idea of stepping into a manager’s shoes didn’t initially appeal to Shruthi was the complexity associated with the managerial role.She had always been the kind of professional who thrived on improving and streamlining processes. The thought of whether she could effectively manage it all made her uncertain. After all, managing people is often considered one of the most challenging tasks in the professional world. As a manager, the to-do list seems endless. You need to understand each team member’s unique work style, what motivates them, and how to inspire them to achieve their goals. You have to ensure that the work gets done on time and that your team is content working under your leadership. And, as if that wasn’t enough, you still have your own tasks to complete. The sheer magnitude of it all made her wonder if she could juggle it successfully. After some conversations with her colleagues and seniors, Shruthi began to see the manager’s role in a new light. It dawned on her that this might be the next step for her growth and professional development. With her seniors’ and colleagues’ support and encouragement, she decided to take the leap. Stepping into the managerial role turned out to be an enlightening journey and became an opportunity for self-discovery, too. With every interaction, she learned valuable lessons, not just about managing others but about understanding herself better. 

    Early Days of Leadership: Shruthi Kamath’s Managerial Challenges

    “I would explain the tasks at hand clearly and would still sense a little doubt in the room.”  Shruthi Kamath
    For Shruthi, a first-time manager, the initial hurdle she faced was ensuring that her team members fully grasped the task at hand, aiming to bridge potential communication gaps. Often, she found herself in a situation where she would explain things to her team, only to realize that her message hadn’t landed as intended. Sometimes, it was frustrating for her to repeat herself and still be uncertain whether her explanations had truly resolved the issues or if her team truly understood her. This challenge became a significant learning curve, pushing her to find more effective ways to communicate her ideas and tasks. As the meticulous professional that Shruthi is, she was determined to solve this challenge; after a few trial and error methods, she found a method that worked for her team.
    “To tackle the communication gap effectively, I started doing a simple exercise after discussions.” Shruthi Kamath
    To handle the communication challenge head-on, Shruthi initiated a simple yet clever exercise within her team. She began by articulating what needed to be done and then asked her team members to repeat what was articulated once she had finished. It was an easy yet effective approach designed to uncover gaps in understanding and ensure that her messages were crystal clear. This exercise not only made it easier for her to identify communication gaps but also allowed her team to actively participate in the process of bridging those gaps. It was a step towards fostering a more cohesive and communicative team where everyone was on the same page.
    “I had a hard time understanding the team’s point of view and building empathy.” Shruthi Kamath
    Another significant challenge Shruthi grappled with was seeing things from her team’s perspective to understand what was causing delays and struggles. At times, it seemed to her like they weren’t doing their job properly. It was a learning curve for her, a journey of self-discovery. She realized that in her role as a manager, it was crucial to comprehend what her team members were going through. Without this understanding, frustration might have been her default response when they didn’t meet her expectations. So, she embarked on a mission to bridge this gap. She knew that it was vital to get to the root of the issue. Shruthi discovered the importance of diving into her team members’ backgrounds, understanding their challenges, and providing support where needed. She understood that without this empathy, simply reprimanding them for not meeting her demands wasn’t a constructive approach. Shruthi made it a practice to connect with her team members personally. She engaged them in conversations where they felt safe to open up and share their concerns. By creating this atmosphere of trust and open communication, she discovered a whole new dimension to her role as a manager. It wasn’t just about directing tasks; it was about being there for her team, understanding their struggles, and helping them overcome obstacles.
    “I used to get worked up easily if something didn’t go according  to the plan.” Shruthi Kamath
    Shruthi used to find herself quickly getting worked up when things didn’t go according to plan, often reacting critically in the face of unexpected challenges. Recognizing this as a challenge, she embarked on a mission to improve her approach. Her turning point came when she realized that not everything unfolds as planned. Instead of reacting impulsively, she opted for a more measured response. When confronted with a situation that triggered frustration, she chose to sit with it, allowing herself to process the emotions it evoked. Only when she felt composed and clear-headed did she engage with the situation. This transformation wasn’t just about managing her reactions; it was also about fairness. She understood it wasn’t right to react abruptly with her team members for circumstances beyond their control. This shift in her response and perspective marked a significant milestone in her managerial journey.

    Shruthi’s Managerial Mantra: Active Listening and Constructive Feedback

    “As a manager, I assure that I am here and willing to listen to what my team says.” Shruthi Kamath
    Shruthi has the most visionary ideas in the room, and she recalls that when her managers heard her out and engaged with her thoughts, her job satisfaction and overall work engagement soared. Knowing the importance of out-of-the-box thinking, she, as a manager, carries this belief of active listening into her role. She considers it vital to encourage her team members when they approach her with their ideas. For Shruthi, being open and receptive to these ideas is a fundamental practice. For her, sharing ideas is not just about whether they will be implemented; it goes far beyond that. She never dismisses her team members’ contributions outright, nor does she label any idea as unimportant. Instead, she listens attentively, asking questions and showing genuine interest in understanding the concepts presented.  This approach is more than just about ideas; it fosters trust and a healthy rapport within her team. By demonstrating a willingness to consider and engage with her team’s input, Shruthi cultivates an environment where every member feels valued and respected. This trust and respect not only lead to stronger teamwork but also contribute to overall job satisfaction and engagement in the workplace.
    “I make sure to check in with my team regularly and give them constructive feedback.” Shruthi Kamath
    Shruthi’s experience in her career taught her the value of receiving constructive feedback, something she felt she had been lacking in her career initially. As a manager now, she has made it a point to ensure that her team members receive the feedback they need. What sets her approach apart is her skill in delivering feedback in a manner that doesn’t leave her team members feeling disheartened. She takes a thoughtful approach to identifying the right way to provide feedback, always aiming for a constructive conversation. Her feedback isn’t about making her team members upset; it’s about helping them improve their work. She provides them with clear guidance on how they can enhance their performance. Shruthi’s feedback strategy involves beginning with something positive, acknowledging the areas where they’ve excelled, and then gently introducing areas where there is room for improvement. This balanced approach creates an atmosphere of growth and development, where her team members can receive feedback with an open mind, knowing it’s geared towards their success. This approach ensures her team members feel supported and motivated to enhance their work continuously. As Shruthi’s journey as a manager unfolds, she’s shown a remarkable ability to recognize her shortcomings and proactively address them. Her determination to avoid falling into the stereotype of managers she once feared has fueled her growth in this new role.  While she humbly admits she still has much to learn, it’s impossible to ignore her genuine enthusiasm when discussing her newfound role. For Shruthi, the real charm of being a manager lies in the trust her team members place in her. It’s not just about overseeing projects and making decisions—it’s about those moments when her teammates approach her with problems or seek her advice. To her, there’s nothing quite as rewarding as being a reliable source of guidance and support for her team. Witnessing her colleagues look up to her, trusting her judgment, and seeking her assistance has become the most fulfilling part of her managerial journey. As Shruthi continues on this path, it’s evident that her journey as a manager is not just a professional milestone—it’s a personal evolution.

    How can Risely help?

    Shruthi Kamath has developed her leadership style and perspective through her experience and seniors’ guidance. Her journey to overcome hesitance and become a confident manager is commendable. However, it’s essential to recognize that not all managers have the same time, resources, and opportunities to perfect their leadership style. Every manager is unique in their leadership style and challenges. That’s where Risely comes in. Risely offers a platform for managers to seek the guidance and support they need to navigate their leadership journey. It provides tailored steps and insights to help managers refine their approach and achieve their true potential. Here’s how Risely solves challenges for many Managers like Shruthi:
    • Identify your challenges: The journey begins when a manager starts by defining their challenges. From 30+ challenges, managers and team leaders can identify the issues hurting their team.
    • Test your skills: In the second step, skills and qualities are tested, such as expectation setting and prioritization skills, to see how well managers have achieved these critical functions. Based on these assessments,  they learn about their  skills and abilities with detailed reports.
    • Start growing: With time, managers can start making progress with the help of daily nudges provided by Risely. It dynamically supports the manager’s  progress through resources like toolkits, samples, and assessments.
    Risely, the AI co-pilot for leadership development, makes the road easy for up-and-coming managers and team leaders. While you are navigating the new ways of a managerial role, Risely takes the lead on your growth and creates personalized learning journeys leading toward your professional goals. In a busy world, it’s the buddy you need to succeed! 

    Kickstart your leadership development journey for free now!

    Learning from mistakes is great. But what if we skip them? Find the loopholes in your skills with Risely’s range of assessments today.

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