Training – thoughtLEADERS, LLC: Leadership Training for the Real World

When you’re angry with a team member, how do you approach it?

October 8, 2020/0 Comments/in Communications, Leadership, Poll, Strategy, Training /by Ryan Shaw

Our reader poll today asks: When you’re angry with a team member, how do you approach it?

I cool off and don’t show any emotion when I speak with them. 45%
I wait a bit to talk to them but show them some of my anger. 51%
I pause first but let them see a lot of my anger. 3%
I unload my anger toward them immediately so they can see it. 1%

Pause and compose. The vast majority of you (96%) pause for some period of time before confronting a colleague who has made you mad. Cooler heads can have more rational discussions. The groups seems evenly split, though, on whether to show some of the anger when the conversation does happen. The pro of showing that anger is the person really gets a sense for how much they’ve upset you, but the con is it could inflame the situation. Conversely, not showing your anger and simply expressing concerns could cause them to misread how much their actions upset you, which might lead to repeat behavior. In any case, deliberately choose which approach you’ll take (whether or not to show some anger) and have a deliberate reason for doing so. Also, have a contingent strategy if your choice goes wrong. If you’re showing anger and it makes things worse, hit pause and cool off. If they seem to be ignoring your concern, perhaps let some of the anger show.

Do you agree with these poll results? Let us know in the comments below!

– Mike Figliuolo at thoughtLEADERS, LLC

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What’s the best part of being in a leadership role?

September 17, 2020/0 Comments/in Communications, Leadership, Poll, Strategy, Training /by Ryan Shaw

Our reader poll today asks: What’s the best part of being in a leadership role?

Helping my team members develop, grow and succeed: 52%
Having control over the way things run: 4%
Being able to set direction, take risks and make things happen: 34%
Being visible and valued in the organization: 6%
Overcoming the challenges leaders face every day: 3%
Something else: 2%

Making stuff happen and developing others. The two clear winners in this poll are how much you enjoy making things happen and developing your team members. Both are great rewards for any leader. The interesting thing is they’re both outward-facing in that the impact is about the environment around you versus the impact of the role on you. While I recognize these polls are simple and these are complex topics, there are clear patterns. If you happen to be inward-facing in your leadership, I encourage you to take a moment to look at the broader impact you’re having. The things you’re getting done and your impact on helping people grow may be much larger than you expect. You will likely also find the rewards of that impact far exceed the inward-facing rewards of how your role makes you feel.

Do you agree with these poll results? Let us know in the comments below!

– Mike Figliuolo at thoughtLEADERS, LLC

Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

How do you react when your work is unfairly criticized by someone?

September 10, 2020/0 Comments/in Communications, Leadership, Poll, Training /by Ryan Shaw

Our reader poll today asks: How do you react when your work is unfairly criticized by someone?

I ignore it. Haters gonna hate. 10%
I take it too personally but don’t react. 29%
I rebut their position gently, then move on. 54%
I vigorously defend my work until they recant their words. 7%

Split reactions on reacting. Unfair criticism is frustrating and sometimes painful. About 40% of you let it go, while 60% rebut it with varying levels of vigor. For those who let it go, your restraint is commended. Just be aware of the risk that the criticism could spread and become “fact” to others so if it’s not something you want associated with you, consider a rebuttal. For those who do say something about it, moderation is the key. Attack the criticism to vigorously and you’ll escalate the conflict. Do too little, and your rebuttal will be brushed off and ignored. Paramount in all of this is to remember to confront the problem and/or the comments versus attacking the person. The instant you make it personal, the higher the risk you face of an escalated response. Make it about the facts of the matter and the comments at hand, and you have a much better chance of resolving things peacefully.

Do you agree with these poll results? Let us know in the comments below!

– Mike Figliuolo at thoughtLEADERS, LLC

Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

How do you allocate your time spent with your direct reports?

September 3, 2020/0 Comments/in Communications, Leadership, Poll, Training /by Ryan Shaw

Our reader poll today asks: How do you allocate your time spent with your direct reports?

I spend most of my time with my high performers. 17%
I spend an equal amount of time with everyone. 62%
I spend most of my time with my low performers. 22%

Spend time where it’s needed. While it may seem “fair” to give everyone on your team the same amount of your time, you’re doing them (and yourself) a disservice. Your high performers likely need less of your time. By giving them more than they need, you’re wasting their time – and yours. You’re also not being fair to low performers who need more of your time but aren’t getting it. While it’s easy to just schedule everyone for an hour a week (or whatever the timeframe is), be more deliberate about giving people the time they actually need. In total, you might even end up spending less time with them but that frees you up to do other things and it helps them be more productive because they’re not wasting time sitting with you when they could be getting more work done. In some cases, you’ll give them more time than you currently are and that’s good too because then they’re getting the attention they really need. Don’t be lazy with your time allocation. It’s the most precious resource you (and they) have. Treat it accordingly.

Do you agree with these poll results? Let us know in the comments below!

– Mike Figliuolo at thoughtLEADERS, LLC

Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

How well do people in your organization take ownership for problems or issues?

August 27, 2020/0 Comments/in Communications, Leadership, Poll, Training /by Ryan Shaw

Our reader poll today asks: How well do people in your organization take ownership for problems or issues?

Extremely well: When people see a problem, they actively make sure it gets fixed no matter what. 7.70%
Very well: People work to fix most problems and own issues pretty well. 36.60%
Well: People take ownership of bigger issues, but smaller ones tend to slide by. 20.28%
Not very well: People infrequently take ownership of issues and tend to pass the buck. 27.27%
Poorly: No one wants to own anything, and they work hard to pass things to others. 8.15%

Less finger-pointing. While 65% of you indicate people in your organization do a decent job of taking ownership for problems, the 35% who say it doesn’t happen is a significant portion of respondents. Ask yourself how you can change that dynamic as well as how you might be causing some of it. Do you take ownership every time for every issue? Do you set a good example? Do you blame others when there are issues? Your people take their cues from you. If you complain about other departments not doing their job or you tell your team members to just let another group handle things, you might be feeding into this culture. This doesn’t mean you have to own the full resolution of every problem that comes your way, but you should consider taking an active role in moving it forward toward resolution. Culture is the sum of our daily behaviors over time. Are your daily behaviors creating the accountability culture you want to have? If not, change the behaviors.

Do you agree with these poll results? Let us know in the comments below!

– Mike Figliuolo at thoughtLEADERS, LLC

Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

What are your expectations of team members when it comes to their development?

August 20, 2020/0 Comments/in Communications, Leadership, Poll, Training /by Ryan Shaw

Our reader poll today asks: What are your expectations of team members when it comes to their development?

They are 100% in charge of their own development. 5%
They should drive their development, and I provide some resources. 41&
We should partner equally on their development plans and actions. 51%
I should drive most of their development efforts with their assistance. 7%
I am 100% responsible for their development. 1%

Individuals drive their development. 92% of you state that the individual needs to drive their own development with some assistance from you. While they’re responsible for driving it, be sure you give them the resources they need to do so. Guidance on skill gaps, suggestions on ways they can fill those gaps, access to training, funding for coursework, time away from their desks to develop, and growth opportunities in their roles are things only you can provide. You can tell them they need to drive their development but if you don’t support them with appropriate resources, they’ll get frustrated, disillusioned, and eventually look for a leader who will invest in their development. There are more opportunities than ever to help people learn – guide them to those options and put the conditions in place where they can take advantage of them.

Do you agree with these poll results? Let us know in the comments below!

– Mike Figliuolo at thoughtLEADERS, LLC

Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!