Giving credit where credit is due...

I just read this in a Harvard Business Review article and love the expression "elevate the quiet heroes"

It refers to giving credit to those on your team who don't appear hungry for the limelight or praise.  Giving these employees the credit they deserve goes a long way.

What's in it for you?  It builds integrity, which has a big impact on your leadership.

What's in it for them? It lets them know you noticed and gives them a reason to do it again.  

Tip:  Be VERY specific when you give feedback to a quiet hero.  They don't value the atta-boy, they value your comments on the details of their genius. 

See if you can spot one today!

Don't be THAT guy....

Simon (aka Ann) says:

Draw a vertical line and write Don't Do at the bottom and Do at the top.

Now draw a horizontal line across that and write Don't Say on the left and Say on the right.  Take a look.

 

Consider the last conversation you had with an employee or a recent meeting, which quadrant are you in?

If you Don't Say and Don't Do = you are the invisible manager

If you Do but Don't Say = you aren't earning any credit for anything you do

If you Say but Don't Do = yikes, that's how we lose credibility and trust with the team.  Don't be that guy!

If you Say and Do - woohoo you are the man!  That's the place to be.  Your team and your colleagues can depend on you and will trust and follow you.  Be that guy!

Remove a roadblock today

Quick, list the top 2-3 frustrations your team vents to you about.

Is it a computer glitch, a confusing invoice template, busted chairs or an approval system that slows them down when they are trying to help clients?

Make it a priority to remove one of those roadblocks and it will improve their engagement and let them know that their efforts are valued.

One bad apple...

Are you spending an extraordinary amount of time on one low performer?

Is there one person who you meet with over and over again to discuss a performance problem?

Guess what? The team is wondering why you don't replace them with someone who will get the job done.

Take an honest look at your day and make a strategic decision about where you are spending your time.

Is it time to remove the bad apple?

Checkers or Chess?

If your role as a Manager was a board game, which one would it be?

Does your team perform routine tasks, and all have the same skills, abilities and motivation?  Then, perhaps, it's checkers.

Does your team have varied abilities, special talents or 'moves' and requirements?  Do you play the long game? Are you more strategic? Then, you might be best honing your chess skills.

Take a new look at your team today and evaluate your players strategically.  

Tip: Instead of being frustrated with the castle, see if you can't utilize their special talents more effectively.

Speak up

Have you found that sometimes the best meeting happens after the meeting?  That the team speaks their mind as the leave the meeting room rather than while they are sitting in the room?

Arrggg - that's not helpful.   Why don't they speak up?  

Perhaps they want to be respectful or are concerned about how to interject.  

Help them by 1. Telling them why you want them at the meeting (their ideas, their feedback, their insights, their cookies etc)  and then share some ideas on how to speak up effectively using lead-ins.

Here are some lead-ins to build confidence and make for nice segways.

Have we thought about...

To play devil's advocate...

This may have been addressed, but ...  

Tip: If they do speak up, be sure to give them some positive feedback afterwards so that they do it again!

Pop Quiz

Q: What’s the best way to get your customer service team to care about your customers?

A: Show that you care about them.

 Here’s how:

1. Stop by and say hello (bonus points if you use their name! Double bonus points if you remember something personal about them - eg kid's birthday).
2. Skip a meeting so you have time to check in with people.
3. Slow down and smile.