Business Reporting’s Post

Tackling difficult conversations has been one of the more challenging aspects of running a business for me. What I have learned, however, is to reframe these conversations to focus on personal and professional development for team members. It’s not about what you did wrong, but instead about how you can grow in the future.

Rebuilding a team after unpopular change Carla has just been promoted. Now she’s supervising a newly restructured customer service team. But it’s clear not everyone is happy with the changes that have been made. Carla’s new team is in conflict. Carla needs to get her team back on track quickly. Here’s how we’d help Carla deal with this problem. You can use the same strategies to improve your team’s performance or rebuild your team after a period of significant change. Work on understanding each other People perceive the world and communicate differently. For example, some people are naturally impulsive, others more reflective. These differences often cause conflict at work. Carla should help her team members understand this. This will enable them to accept and adapt to each other. The MBTI personality instrument is a great tool for doing this. It helps individuals understand each other and develop better ways of communicating. Create a shared vision Change is often accompanied by uncertainty. This can make it difficult for team members to understand the bigger picture. Carla might find it useful to hold a facilitated team discussion around team goals and objectives. This discussion should first focus on organisation-wide goals. Then it should link back to how Carla’s team contributes to achieving these goals. It would also be really helpful to get the team involved in setting its own objectives. This would increase clarity about the team’s purpose and motivate the team to be committed to success. Build team relationships Significant change can leave people feeling stressed and demotivated. Yes, there’s serious business to be done. However, it would be a great idea for Carla to focus the team on getting to know each other. Teambuilding activities or social events could foster positive rapport and trust within her team. Carla needs to plan a schedule of these. Need help handling change at work? Book a personal coaching session with Eleanor. Contact us now. https://lnkd.in/gJiji3TK

Rebuilding a team after unpopular change Carla has just been promoted. Now she’s supervising a newly restructured customer service team. But it’s clear not everyone is happy with the changes that have been made. Carla’s new team is in conflict. Carla needs to get her team back on track quickly. Here’s how we’d help Carla deal with this problem. You can use the same strategies to improve your team’s performance or rebuild your team after a period of significant change. Work on understanding each other People perceive the world and communicate differently. For example, some people are naturally impulsive, others more reflective. These differences often cause conflict at work. Carla should help her team members understand this. This will enable them to accept and adapt to each other. The MBTI personality instrument is a great tool for doing this. It helps individuals understand each other and develop better ways of communicating. Create a shared vision Change is often accompanied by uncertainty. This can make it difficult for team members to understand the bigger picture. Carla might find it useful to hold a facilitated team discussion around team goals and objectives. This discussion should first focus on organisation-wide goals. Then it should link back to how Carla’s team contributes to achieving these goals. It would also be really helpful to get the team involved in setting its own objectives. This would increase clarity about the team’s purpose and motivate the team to be committed to success. Build team relationships Significant change can leave people feeling stressed and demotivated. Yes, there’s serious business to be done. However, it would be a great idea for Carla to focus the team on getting to know each other. Teambuilding activities or social events could foster positive rapport and trust within her team. Carla needs to plan a schedule of these. Need help handling change at work? Book a personal coaching session with Eleanor. Contact us now. https://lnkd.in/gJiji3TK

Rebuilding a team after unpopular change Carla has just been promoted. Now she’s supervising a newly restructured customer service team. But it’s clear not everyone is happy with the changes that have been made. Carla’s new team is in conflict. Carla needs to get her team back on track quickly. Here’s how we’d help Carla deal with this problem. You can use the same strategies to improve your team’s performance or rebuild your team after a period of significant change. Work on understanding each other People perceive the world and communicate differently. For example, some people are naturally impulsive, others more reflective. These differences often cause conflict at work. Carla should help her team members understand this. This will enable them to accept and adapt to each other. The MBTI personality instrument is a great tool for doing this. It helps individuals understand each other and develop better ways of communicating. Create a shared vision Change is often accompanied by uncertainty. This can make it difficult for team members to understand the bigger picture. Carla might find it useful to hold a facilitated team discussion around team goals and objectives. This discussion should first focus on organisation-wide goals. Then it should link back to how Carla’s team contributes to achieving these goals. It would also be really helpful to get the team involved in setting its own objectives. This would increase clarity about the team’s purpose and motivate the team to be committed to success. Build team relationships Significant change can leave people feeling stressed and demotivated. Yes, there’s serious business to be done. However, it would be a great idea for Carla to focus the team on getting to know each other. Teambuilding activities or social events could foster positive rapport and trust within her team. Carla needs to plan a schedule of these. Need help handling change at work? Book a personal coaching session with Eleanor. Contact us now. https://lnkd.in/gJiji3TK

P7: Leading Forward: Empowering Teams for Success: As a manager, your role is to lead your team forward, fostering an environment of growth, empowerment, and resilience. It starts with teaching up your team, do not push them down, this encourages continuous learning and development within your team. Share your knowledge and experiences and provide opportunities for your team members to grow. Empower decision-making by encouraging your team to make decisions and take ownership of their work. This empowerment builds confidence and drives initiative. When failures occur, don’t punish them. Instead, embrace them as valuable learning experiences. Even when the wrong decisions are made, there may be points of positive that should be evaluated. Why was the decision made? There must have been a good reason. The wrong outcome may have resulted, but there may be an ounce of truth that needs to be explored. Analyzing what went wrong and how to improve fosters a culture of growth and innovation. Maintain positive momentum by keeping the energy and enthusiasm high, even when facing challenges. If you feel your tires are stuck, find a solution to gain traction and get out of the mud. Be aware of your emotional elevator and find solutions to stay on the positive side. A positive mindset can be contagious and helps in overcoming obstacles. Promote a culture of mutual support and collaboration. Encourage team members to help one another and celebrate successes together. Stay positive in adversity and maintain a positive outlook, even in tough times. Your resilience can inspire your team to stay focused and motivated. Show strength and composure under pressure, setting a powerful example for your team and helping them stay calm and effective. Communicate effectively by making yourself heard, but also listening to others. Effective communication is a two-way street. Value the input and ideas of your team members. By adopting these principles, you create a supportive and dynamic work environment where your team can thrive. Lead by example, and together, you can achieve remarkable success.

Success isn't handed to us on a silver platter. It's earned. It's the result of hard work, resilience, and a bit of grit. I recently came across this article, "60 Famous Hard Work Quotes to Motivate Your Team". The one that resonated with me the most? "Hard work beats talent when talent doesn't work hard." This is a reminder that talent alone is not enough. It's the effort and commitment we put into honing our skills that truly make a difference. So, next time you're in need of some inspiration, remember this. Hard work is the key to success. No exceptions. Check this out: https://lnkd.in/gbaw_xzc

Creating an environment of success is critical to success. If a team can operate independently and feel like they're succeeding, that team is far more likely to become a high-performing team that can grow and overachieve. I'm not talking about pulling some Jedi mind trick to distort reality and make a failure look like a winner. When a team feels like it's moving in the right direction, it will be self-motivated to identify areas for improvement and implement those changes. Not all changes positively affect performance, but if there's headroom to be had, then it'll be okay. Every member will be excited to be on this journey with a great group of people. Work won't feel tedious and dare I say, people will have fun. However, small mistakes will be amplified once that feeling is zapped and the team's every action is scrutinized. Nothing the team does will feel like it's the right thing, triggering a downward spiral. Eventually, team members lose their passion and look to move elsewhere. How do we prevent a team from tearing itself apart? How can you make a team feel like they're succeeding? ✅ Set realistic goals 🪄 Adopt a fake till-you-make-it mindset 🔬 Don't micromanage 🤕 Allow failures to happen 💪 Be an elastic leader Let me know what works for you.

Motivating your team during tough times requires empathy, effective communication, and strategic leadership. Here are some tips to help you motivate your team: 1. Acknowledge and validate their feelings: Recognize the challenges and express empathy. 2. Communicate openly and transparently: Share information, provide context, and address concerns. 3. Focus on the bigger picture: Remind them of the team's purpose, goals, and long-term vision. 4. Encourage teamwork and collaboration: Foster a sense of unity and shared responsibility. 5. Celebrate small wins: Acknowledge and celebrate achievements, no matter how small. 6. Develop a growth mindset: Emphasize learning, growth, and progress over perfection. 7. Lead by example: Demonstrate resilience, positivity, and a solution-focused attitude. 8. Provide support and resources: Offer training, mentorship, and necessary tools. 9. Foster a positive work environment: Encourage work-life balance, well-being, and camaraderie. 10. Recognize and reward efforts: Show appreciation for team members' hard work and dedication. 11. Emphasize the impact: Highlight how their work contributes to the greater good. 12. Stay positive and optimistic: Share your vision for a better future and the team's role in achieving it. Remember, motivation is an ongoing process. By implementing these strategies, you'll help your team stay motivated and resilient during challenging times.

Team motivation is key to the growth of an organization. Over the past two years, our team has been expanding. Every new employee brings a fresh perspective and a set of expectations as well. Often, as a leader, you have to balance your work, your employees, and most importantly, how you lead them toward a joint goal of personal and professional success. To be honest, I struggled a lot in the past two years. In my head, I wanted to change the notion that bosses are bad. I aimed to be a “good boss,” a friend and mentor whom employees look up to and are excited to work with. In some cases, the notion of a good boss worked, but in many, it failed. Due to the bond I developed with a few, it became hard to instruct them to do their job properly or to be strict with them. Even when I was strict, I tended to overcompensate, either in kindness or by doing their work myself. All this took a toll on me. That’s when I realized that we can be good bosses or leaders when we are clear in setting employees' goals, being honest, explaining the intention behind every instruction, and not waiting too long to give feedback in the hope that the employee will improve in a few months. And one of the most important things is to keep your team motivated. This involves assigning roles that employees love, which challenge their strengths, giving them firsthand experience of a problem and the satisfaction of solving it, and lastly, entrusting them with tasks that show how their work contributes to the company's growth. Being a leader used to be something I shied away from, as I felt I couldn't satisfy my team and expectations were always mounting. But today, I embrace it with a smile and hope to learn something new every day that can aid both me and my team.