Poll – Page 7 – thoughtLEADERS, LLC: Leadership Training for the Real World

How do you handle it when a team member talks about someone behind their back?

February 13, 2025/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: How do you handle it when a team member talks about someone behind their back?

I immediately tell them it’s inappropriate and shut down the conversation 12.21%
I listen to their complaint then instruct them to take it up with that person 69.96%
I engage in the conversation and sometimes join the complaining 5.63%
I let them speak their mind but basically ignore it 12.20%

Beware of Tacit Approval. While 82% of you shut down or redirect someone talking behind someone else’s back, the 18% of you who entertain the discussion are putting yourselves in a precarious position. If you engage and join in the complaining, your behavior is no better than the complainer. If you’re that person’s leader, you’re sending a terrible message that you not only condone but encourage such behavior by virtue of your participation in the conversation. For the 12% of you who listen and then ignore it, you’re sending a signal that it’s okay for people to talk behind others’ backs. Since you’re not correcting the behavior, you’re implicitly approving of it. Additionally, if that person continues talking to others, it’s possible they’ll say “I was talking to (insert your name here) about this and they agree with me.” Now you’re an unwilling and unwitting participant in the backbiting. Nip it in the bud. When someone starts behaving this way, shut it down and direct them to have the conversation with the person they’re complaining about.

– Mike Figliuolo at thoughtLEADERS, LLC

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How well do you celebrate your team members’ success?

February 6, 2025/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: How well do you celebrate your team members’ success?

Extremely: I always find ways to praise and celebrate them regularly 23.17%
Very: I often find ways to praise and celebrate their success 40.68%
Somewhat: I celebrate them but could do so more frequently 28.82%
Not very: I tend to only celebrate big milestones 5.64%
Not at all: I barely spend time celebrating team member success 1.69%

Let them know you notice. 66% of you say you do a great job of celebrating team member success. For the 34% of you who acknowledge you don’t do much of it, reconsider that investment of time and effort. It doesn’t take much to write a thank you note, mention a success at a team meeting, or stop by their desk to tell them you noticed they did something great. Many of your organizations also have spot bonus and employee appreciation programs. Take advantage of those. Make these celebratory moments part of your weekly schedule. Carve out time on your calendar every week to show some appreciation for their successes. If they’re not feeling appreciated by you, they might start looking for a manager or another organization that values their contributions.

– Mike Figliuolo at thoughtLEADERS, LLC

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How satisfied are you with growth and advancement opportunities within your organization?

January 30, 2025/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: How satisfied are you with growth and advancement opportunities within your organization?

Extremely: plenty of growth and advancement available 9.56%
Very: there’s a good selection of advancement opportunities 13.38%
Somewhat: there are a few opportunities but there could be more 30.57%
Not very: advancement is hard to come by 30.57%
Not at all: there is no path to growth or advancement here 15.92%

Where’s the growth? 47% of you reported you’re pretty dissatisfied with the growth opportunities in your organization. And if we add the other 31% who are only somewhat satisfied, we’re at a whopping 78% of people who don’t like their growth prospects. Guess what? Your team members would probably respond the same way! If they’re not happy, they’ll find their growth elsewhere. That may come in the form of taking another job with another company, starting a side hustle, or simply checking out and not giving you their best efforts. What are you doing to create growth opportunities for them? Are you clearly explaining their career path and managing expectations for advancement? Are you cross training them? Getting them educational and training opportunities? Having them take on mentoring roles? If you don’t help them grow, they’ll find someone else who will.

– Mike Figliuolo at thoughtLEADERS, LLC

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When evaluating a new supplier, what is your favorite resource available for assessing whether or not to use them?

January 23, 2025/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: When evaluating a new supplier, what is your favorite resource available for assessing whether or not to use them?

Text-based website 14.44%
Video explanations of their offerings 6.96%
Hardcopy catalogs and marketing materials 6.95%
Third-party review sites 40.64%
Something else 31.01%

Pay attention to reviews. A hefty 41% of respondents said they assess new suppliers by looking at third-party reviews (and I’m betting the “something else” is reference checks or referrals). No matter how great you tell people you are, they’re more interested in hearing it from other people and not having it come from you. Be proactive about asking for reviews. Ask for testimonials on third-party sites. If someone is a big fan of your work, ask them to serve as a reference whenever you need one. Even offer to draft key bullet points you’d like them to emphasize. Have those points correspond to the points of differentiation you share when you’re selling. Sitting back and hoping people leave you reviews will leave you with no reviews (or only bad ones as people are motivated to share their anger publicly but rarely think about sharing their great experiences). Actively manage your external reputation where it matters.

– Mike Figliuolo at thoughtLEADERS, LLC

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How well do you understand the laws and regulations that govern how your business operates?

January 16, 2025/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: How well do you understand the laws and regulations that govern how your business operates?

Extremely well 20.92%
Very well 44.49%
Well 26.23%
Not well 6.46%
Not at all well 1.90%

Staying on Top of Regulations. 65% of you report having a very solid handle on the laws and regulations that apply to your business. If you’re in the 35% that identifies otherwise, consider studying up on laws and regulations. Whether they’re tax, accounting, safety, government reporting, intellectual property, or security laws and regulations, they’re important to understand and comply with. They also change quite frequently and there are often substantial penalties associated with non-compliance. While they’re not necessarily the most fun topics to delve into, the outsized impact they can have on you and your organization merits their attention. Find experts in the field and consult them. Identify sources of information updates and check in on them regularly. You don’t want to be on the wrong side of a law or regulation when the authorities come around.

– Mike Figliuolo at thoughtLEADERS, LLC

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Which of the following is the biggest mistake you see new leaders make?

January 2, 2025/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: Which of the following is the biggest mistake you see new leaders make?

They become too assertive too quickly without pausing to learn first 45.07%
They take an authoritarian approach to decision-making 8.89%
They act like everything must be done how they would do it 10.85%
They micromanage instead of setting direction and getting out of the way 27.96%
They act too passively and don’t inspire their teams 7.23%

Be quiet and step back. 84% of you report the biggest mistakes new leaders tend to make is being too involved in their team’s work. Whether that’s being assertive without understanding, micromanaging, or dictating the way things need to be done, these behaviors demotivate the team and frustrate their ability to be empowered. A new leader should pause, be quiet, listen and learn when they take on a new role. Unless something is glaringly wrong, resist the urge to change things. Be quiet and learn – your team does things the way they do for a reason. Understand their circumstances and those reasons. When you do see improvement opportunities, ask your team how they’d like to solve the problem then get out of their way and let them do it. Instead of “looking down” at the work the team does, “look up” to bigger issues and longer-term challenges. That’s your job. You no longer drive the bus – you read the map and set the course.

– Mike Figliuolo at thoughtLEADERS, LLC

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How well do you take advantage of slower times of the year to get some rest?

December 19, 2024/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: How well do you take advantage of slower times of the year to get some rest?

Very well: when things slow down, so do I 21.87%
Well: I could stand to take a little more rest though 40.47%
Not well: I tend to keep pushing hard even though things around me are slow 28.83%
Poorly: I never stop pushing regardless of how slow things around me get 8.83%

Give yourself a break! 38% of you report not doing a good job of taking advantage of slower times of the year and giving yourself some rest. It can be hard to turn off the intensity of your regular approach to work but learn to cherish the slow times and let yourself rest and recover. The fast times will return – I guarantee it. By adjusting your pace and accepting a “breather” provided by the environment around you, you’re letting your body and mind recover from periods of prolonged stress. That recovery is essential for your health and welfare. Being rested will also help you adapt more quickly when fast times emerge again. Don’t let yourself fall into the trap of continuing to push hard when everyone else is dialing down the intensity. You’ll be sorry you didn’t give yourself a break when everything starts moving rapidly again!

– Mike Figliuolo at thoughtLEADERS, LLC

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How good are you at asking for help when you really need it?

December 12, 2024/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: How good are you at asking for help when you really need it?

I’m great at it. I know when I need assistance, and I don’t hesitate to ask for it 14.43%
I’m okay at it. There are times I could ask for help sooner 43.29%
I’m not good at it. I struggle to ask for help except in extreme situations 34.82%
I’m terrible at it. I never ask for help no matter how much I need it 7.46%

Don’t go it alone. 85% of you report that you could be better at asking for help (with a whopping 43% admitting you’re not good or are terrible at asking for help). If you’re in this majority, ask yourself why you’re not good at asking for help. Is it that you’re unaware that you need help? Or that you don’t know who to go to for help? Or is it more about ego, pride, and unwillingness to admit you can’t handle something? Then ask yourself what’s worse – asking for help or failing at a task and needing to ask for help after you fail. The answer should be pretty obvious. Asking for help isn’t a sign of weakness. It’s a sign of maturity that demonstrates you know your limitations and you trust those around you enough to enlist their aid in solving a problem. Maybe if we all get better at asking for help, we’ll solve more problems and build stronger relationships in the process.

– Mike Figliuolo at thoughtLEADERS, LLC

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How do you deal with mental health issues when employees share that they’re having trouble in that area?

September 20, 2024/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: How do you deal with mental health issues when employees share that they’re having trouble in that area?

I immediately refer them to company and medical resources that can help them 65.86%
I suggest they go speak with HR about resources available 28.29%
I avoid the conversation and hope it goes away 3.90%
I tell them those are personal matters that they need to figure out on their own 1.95%

Help your people access resources. It’s encouraging to read that 94% of you refer employees facing mental health issues to resources that can help them. If they’re coming to you and sharing that they’re having trouble, step up and help them. Overcoming the fear and stigma of admitting you’re facing a mental health issue is a tremendous step forward for someone and often a cry for help. For the 6% of you turning these people away or ignoring them, you could be reinforcing the stigma around mental health issues. The least you can do is refer them to a human resources colleague who will usually have immediate access to resources that can help the person. Mental health issues are no joke and they can carry life-threatening consequences if they’re not addressed. You owe it to your people to help them find the assistance they’re seeking.

– Mike Figliuolo at thoughtLEADERS, LLC

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How often do you find yourself in the middle of disagreements between your team members?

September 12, 2024/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: How often do you find yourself in the middle of disagreements between your team members?

Never. They resolve things on their own 23.53%
Sometimes. They put me in the middle of the toughest issues 64.71%
Regularly. They pull me into many disputes between them 10.59%
All the time. They involve me in every little dispute they have 1.17%

Stay above the fray. Most of you (88%) report being able to stay out of the middle of disagreements between your team members. And hopefully for the times you do get dragged into it, you’re coaching them on how they can resolve it versus giving them the answer or resolving it yourself. It’s a great use of your time to teach your people how to resolve conflict. It’s a lifelong skill that they’ll carry through the rest of their professional career. If you’re struggling with being put in the middle, try coaching your way out of it. Ask them “what are some possible ways you can solve it? What options have you already tried? Why didn’t they work? How might you try these new resolution options?” Have them think through the issue themselves rather than being an enabler and giving them the answer. You’ll both be happy that you took this approach when they learn to resolve things on their own.

– Mike Figliuolo at thoughtLEADERS, LLC

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How competitive are the benefits offered by your organization?

September 5, 2024/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: How competitive are the benefits offered by your organization?

They’re fantastic — they’re much better than other companies have 16.96%
They’re great — they’re better than most companies out there 35.66%
They’re average — we’re in the middle of the pack 31.74%
They’re weak — we lag most other companies’ benefit plans 11.73%
They’re horrible — I’m surprised people choose to work here 3.91%

Benefits can tip the scales. Most of you believe you have a solid benefits package (85% said average or better). When salaries stagnate and raises are hard to come by, you might find “poachers” coming after your best talent to entice them to leave your company to join theirs with the promise of higher salaries. While you can’t prevent this from happening and you likely can’t change your benefits plan, you can communicate all your organization’s benefits to your team members to help them see the bigger picture. If you’ve got a great benefits package, show them what they’d be walking away from (unvested incentives, length of service modifiers, accrued vacation and higher levels of vacation due to tenure, etc.). Painting a complete picture can help them realize the grass might not really be greener on the other side. For those of you with deficient benefits plans, communicate the impact of that situation to your leadership and benefits departments. Help them understand the impacts on recruiting, hiring, and retention efforts. If you help them see the “real” business cost of being stingy with benefits, they might consider improving your benefits plan.

– Mike Figliuolo at thoughtLEADERS, LLC

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I view turnover on my team as:

August 29, 2024/0 Comments/in Business Toolkit, Career, Leadership, Poll /by Trevor Jones

Our reader poll today asks: I view turnover on my team as:

An indication that something is wrong 21.83%
A natural dynamic — it’s the circle of life 50.17%
A healthy event that brings in new ideas 21.82%
I don’t experience turnover 6.18%

Turnover is natural and healthy. 72% of respondents believe turnover is healthy, natural, and can improve the organization. For the 22% of you who see turnover as an indicator that something is wrong, that can absolutely be the case too. People don’t leave jobs – they leave bosses. If turnover is rising, don’t be content to simply say it’s natural and healthy. At least question why people are departing. If it’s because they’re being presented with great opportunities or because of life changes in their personal lives, your assessment that things are okay is probably accurate. But if people are unwilling to share the reasons for their departure or they point to issues with culture and leadership, it’s time to take a long look in the mirror and ask yourself what you’re doing to contribute to an environment they’re departing from. The faster you can make any required changes, that faster the bleeding will stop.

– Mike Figliuolo at thoughtLEADERS, LLC

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