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How To Develop Integrity In The Workplace? 5 Proven Tips

How To Develop Integrity In The Workplace? 5 Proven Tips

Integrity in the workplace is a culture of doing what’s right even if it’s not popular. To have integrity in the workplace means you will do the right thing for the right reasons, regardless of making unpopular decisions that may land you in trouble. For you to succeed in your tasks, know how to leverage integrity in the workplace and keep it alive in your teammates. But before that, you should know what exactly is Integrity. So let’s figure that out first.
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What is Integrity In The Workplace?

Professional Integrity is the cornerstone of good management. It is the quality that ensures a person’s actions and decisions are based on sound and ethical principles and honest beliefs. Integrity requires constant effort to maintain. Still, it is worth the investment because managerial integrity leads to efficient decision-making, strong relationships with coworkers, and a successful organization. According to the dictionary, the term “integrity” refers to a variety of things in the workplace. It includes having upstanding character traits and work ethics, such as sound judgment, honesty, dependability, and loyalty. Managers who demonstrate integrity of work gain trust among their employees and they stand up for what they believe is the right thing. Managers with integrity are honest with employees about their strengths and weaknesses. They also provide proper guidance to their employees.
Integrity is doing the right thing, even when no one is looking – C.S. Lewis

Integrity examples at work

Let’s say that a company has a policy that prohibits employees from using company resources for personal gain. One day, the manager notices that one of his team members is using company time and resources to work on a personal project during business hours. Instead of ignoring the issue or turning a blind eye, the manager decides to confront the employee in a respectful and professional manner. The manager reminds the employee of the company policy and explains why it’s important to follow it. The manager also makes it clear that any further violation of the policy will not be tolerated. By addressing the situation promptly and transparently, the manager demonstrates a commitment to upholding the company’s values and promoting a culture of integrity. This sends a strong message to the rest of the team that unethical behavior will not be tolerated, and that everyone is expected to act with honesty and integrity in the workplace.

Importance of integrity in the workplace

Integrity in the workplace helps in maintaining a positive image of the organization. According to an anonymous survey given in 1991, it is more important for corporate-level managers to project good behavior and integrity than hard work. Integrity in the workplace can help a manager to get a lasting career and greater trustworthiness at the organization. Integrity makes you secure and confident in who you are as a person. If you don’t have integrity in the workplace, there is no way to help your self-esteem because you aren’t honest about your morals and values. It is seen that when there are visible signs of ethical behavior, probity, and morality in an establishment, loyalty will be high among employees as well as customers. It then results in higher reliability and productivity level. Similarly having integrity within the team will help managers to promote their employees to the best of their ability and avoid corrupt practices. Cultivating integrity in managers is a good way to create examples of ideal behavior in the workplace. It is seen that integrity in managers helps in building loyalty among individuals regardless of seniority or position within the organization. Thus, it makes a strong bond between employees which brings consistency in effective synergy with higher productivity levels. Therefore, having integrity as one of the core values as a manager is highly important. Similarly promoting a culture of integrity in the workplace is also highly important to bring a sense of wholeness in the team and the organization as a whole.
Integrity is the most valuable and respected quality of leadership. Always keep your word. – Brian Tracy

Tips for developing integrity as a manager

The following tips can help you develop integrity as a manager

1) Maintain honesty

Being honest with yourself and your teammates is the first step in building integrity. When making decisions, always be honest with yourself and your team members about what is best for the organization. If you are not sure of an answer, ask for help from others so that you can make a sound decision. In accordance with managerial integrity, employees are expected to tell the truth and without any kind of compensation or incentives.

2) Fairness and justice

Being fair and just are important pillars of integrity in the workplace. Make sure all parties involved in a dispute or disagreement feel treated fairly and have an opportunity to voice their opinions freely without fearing consequences. Everyone in the organization has different perspectives and ideas so it is important for every manager to be able to listen, reason, and make decisions that do not break any of their employees’ trust or faith as a whole. Those decisions should be just and fair for all.

3) Be Vigilant For Signs Of Dishonesty

Honesty is not the only trickle-down quality that leads to a successful organization. A successful organization is built on a foundation of trust, and everyone in the organization must behave with integrity. Be vigilant for signs of dishonesty, and do whatever you can to prevent it from happening. If you see someone behaving dishonestly, speak up immediately so that corrective action can be taken. This will save you from the consequences of their dishonesty. It will also spread the word about your carefulness towards it which will prevent most of the rest from behaving dishonestly.

4) Maintain respect

Win over your teammates by showing that you value their opinion. A successful manager earns the trust and respect of his team by demonstrating that he values their opinions. Listen to what they have to say. Let them know how their input will help you make better decisions. Don’t try to micromanage them or tell them what they should do. Allow them latitude to make decisions that are best for the organization. This sense of respect shown from leadership positions will boost their confidence which will ultimately increase productivity.

5) Encourage Individual Achievement And Personal Growth

Create an environment where people can be their best. Allowing employees to be their best encourages personal growth and individual achievement, mentoring and coaching individuals can help them reach their full potential, which benefits the team as a whole. When you provide a safe and supportive environment, employees are more likely to come up with new ideas and take risks. This leads to innovation and a better understanding of the company’s goals. Developing integrity in self won’t be enough for managers to bring integrity to the workplace. They should promote the culture of integrity in their workplace to completely achieve it. How they should go ahead with it is as follows-
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How to promote the culture of integrity in the workplace?

Here are some tips for managers to promote a culture of integrity in the workplace

1) Adapt Model behavior

This means demonstrating integrity in the workplace in everything you do, from your words and actions to the way you dress and carry yourself. Be consistent in your approach, and let everyone know that any form of dishonesty will not be tolerated. Be an example whether you’re the top manager or a junior employee. It is incumbent upon leaders to make sure their behaviors are those of what they expect in others. Showing integrity yourself will convey that message to your team members. You should convey it not just with positive examples but also by speaking out when someone violates the values and ethics code. Keep this code visible and accessible so people know who or rather “whom ” to come to for guidance on critical situations. To begin, you should always address the situation openly and as soon as possible regarding inappropriate talk or behavior at work, even when it doesn’t involve dishonesty.

2) Establish And Stick To Rules And Standards

Creating rules and standards allows everyone in an organization to know what is expected of them. This leads to fewer misunderstandings and better cooperation. Establishing rules and standards also lets you hold team members accountable for their actions. If someone breaks the rules, they know that there will be consequences. Further, these rules will help employees engage in trustworthy behavior. These rules and standards should also be inclusive of everyone in the workplace including managers, employees, clients, and suppliers. No matter how big or small your team is you will have to watch out for any violation of the norms you establish. Some examples of integrity at work can be rules like –
  • no gossiping
  • no backstabbing
  • maintain mutual respect

3) Train And Promote Associates On Ethics

One of the most important things a manager can do to promote a culture of integrity is to train and promote associates on ethics. This means teaching them about what constitutes ethical behavior, how to identify unethical behaviors, and how to take action if they see something happening that violates standards. When associates are well-informed about ethics, they are less likely to engage in unethical behavior. Another way managers can promote this is by continuing to draw on their own experiences as a reference. We cannot expect our team members to do what we would not do, so when managers look for guidance in the past about good and bad behavior, it sends clear signals during tough decisions that might have dire consequences later.

4) Be Clear And Communicate Clearly

Clear communication is essential for promoting a culture of integrity. When you are clear about what your expectations are, team members know how to do the right thing to comply. Furthermore, by being communicative, you help avoid potential misunderstandings and ensure that everyone is on the same page. Don’t expect your team members to read every email, report, and memo that you send out. Try keeping communication simple through memorization or reminder emails. This will make it easier for them to know how they are expected to act when they have questions. Thus, it will eliminate the communication barriers, and practicing integrity will be easier.

5) Create Enforcement Mechanisms If Standards Are Not Met

If standards are not being met, it is important to have enforcement mechanisms in place. This can involve taking action such as issuing warnings, suspensions, or termination of employment. When rules and standards are consistently enforced, team members know that misconduct will not be tolerated and they will be held accountable. Risk-Taking Exercises:

Few examples of integrity in the workplace

For better understanding, we’ll be giving real-life examples of managers first behaving without integrity and then behaving with it. It will help you understand the difference clearly. 1. Without – The manager strictly punishes employees for coming late to work but when they come late there is no punishment or apology. With – The manager gives warnings to employees for few times for coming late to the work as they make the same mistake sometimes. 2. Without – The manager promises to promote an employee if they complete their targets without actually intending to do so. With – Manager only makes promises that they intend to fulfill. 3. Without – The manager gives promotions to their favorite employee who is also their brother’s son but is not at all deserving. With – The manager gives promotions to the most deserving employee.

Conclusion

Integrity is one of the most important topics in life and management. Integrity can be a core value of any organization, as well as a critical component of an effective leadership style. If you don’t have integrity, how can you expect your employees to? However, many things can go wrong with integrity in an organization. You must know the importance of integrity and how to develop it in yourself and into a strong organizational culture. We believe if a manager follows these steps of developing integrity and promoting its culture in the organization, and by learning from examples about what not to do, they can be completely successful in developing absolute integrity in the workplace.

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FAQs

How to deal with someone with no integrity?

Dealing with someone who lacks integrity can be challenging, but several strategies exist to handle the situation. It is essential to set clear boundaries, communicate expectations, and hold the person accountable for their actions. Providing specific feedback and consequences for unethical behavior can help to deter such behavior. If the situation persists, it may be necessary to escalate the issue to a higher authority or HR department.

How do you as a manager manage integrity at work?

As a manager, you promote integrity in the workplace by setting a good example and being transparent in your actions and decisions. Therefore, you should establish clear ethical standards, provide regular training and feedback, and encourage open communication and reporting of unethical behavior. Also, recognize and reward employees who demonstrate integrity and take appropriate disciplinary action for those who violate ethical standards.

Why is integrity important in workplace?

Integrity is crucial in the workplace because it establishes trust and credibility between colleagues, customers, and stakeholders. It promotes ethical behavior, accountability, and transparency, essential for a healthy and sustainable work culture. It also fosters a sense of responsibility, honesty, and respect, increasing employee engagement, loyalty, and retention. Integrity is essential for building a positive reputation and achieving long-term organizational success.

How lack of integrity in workplace can affect?

A lack of integrity in the workplace can significantly affect an organization. It can erode employee trust, damage the company’s reputation, and lead to legal and financial consequences. As a result, employees may become disengaged and lose motivation, leading to decreased productivity and increased turnover. Additionally, it can create a toxic work environment, leading to high-stress levels and low morale.

4 Effective Ways To Overcome Failure As A Manager

4 Effective Ways To Overcome Failure As A Manager

Managers may be able to excel in their careers but most of them struggle to survive when things go wrong. Grabbing new tools and strategies to triumph over a situation that arises out of the blue is not easy. A few may get lucky and recover from their failures; however, some may not find a way out of their trouble until the damage has been done. Isn’t it the hard way? It’s true. To make matters worse, failures can often occur due to the lack of clear and tangible cause. For this reason, you must identify what made the failure happen, and what can be done to prevent an occurrence in the future. So here is a full guide with up-to-date tips on how to recover from failure as a manager. With time, you will be able to recover from your mistakes and make your life more fruitful.
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What is to fail as a manager?

Failure is a specific type of human experience. The most accurate and widely accepted definition of failure is a state or condition that results in not meeting a desirable or intended objective. It can be viewed as the opposite of success. It is an act or instance of proving unsuccessful or lack of success. For a managerial position, failure refers to proving unsuccessful in controlling or directing a team or a department of a business. It also includes not being able to formulate plans, ideas, or strategies as expected within the role or not being able to execute the already formulated ones. Not being able to cater to the needs of the employees and stakeholders also comes under the failures of a manager.
Failure is the opportunity to begin again more intelligently – Henry ford
After witnessing failure, a manager does undergo a 6 stage process before actually starting to recover from the failure. These stages are as follows:

Stages of failure as a manager

A manager’s experience of failure typically goes through the following stages

Stage 1: Shock and Surprise

After observing a failure (manager’s lack of planning) managers do assume that their mistakes were the sole reason for this. The first thing they do then is that they panic and stop all their ongoing work to focus on figuring out what happened.

Stage 2: Denial

This is when a manager does not recognize that they have failed. They may insist on continuing with the same strategies and methods even though they are not working. Denial can sometimes appear irrational, but it is used as a defense mechanism against situations or circumstances that are painful and overwhelming for managers. It refers to failing to acknowledge an unacceptable truth which in this case is a failure.

Stage 2: Anger and Blame

When managers reach this stage, they become resentful towards their team or organization for preventing them from achieving success. They may lash out at those around them, trying to control them or even force their way through. Further in this stage, managers try their best to blame the failure on someone else. They do this to save themselves from facing the possible outcomes or consequences of failure.

Stage 4: Depression/Recovery

When a manager reaches this stage, they might feel demoralized and lose motivation. Some symptoms show that the manager has reached this stage. Those symptoms include having low self-esteem, feeling hopeless, helpless, lost, and alone, and having continuous low mood or sadness. It’s not surprising that experiencing feelings of failure is often linked to other health issues. It can take some time for them to recover from their failure and return to their regular workload.

Stage 5: Acceptance

This is when managers come to terms with the fact that they have failed. they do come to understand right away that some things are not in their control, and that they are not alone. If this stage was reached, then successful recovery can be made, and moving on from failure can occur.

Stage 6: Insight and change

This is when managers start to realize the lessons they have learned from their failures. This can lead to changes in their strategies and methods, as well as a renewed focus on achieving success. This stage is all about managers taking valuable insights from their failures and then using them to bring the required changes in the way they manage. This will not just help them recover from failure but will also help them to possibly avoid them the next time. After understanding what is failure and its stages, it is important to understand what causes it. That goes as follows-

Causes of failure: Why do managers fail?

As you have probably noticed, there is a wide range of causes for the different kinds of failures that can occur in a managerial role which includes-

Performance and abilities

Through observation, you will be able to tell whether the actual work that is being done by your team members fits within the company’s style of working. This confirms not only how good they are but also where and why their strengths emerge. Therefore, if there is a lack of fit between what needs to be done and who does it may lead to failure for both manager and employee as well as for an organization in total. For managers themselves, it is possible that their ability to direct, control, manage conflict, plan, etc. does not fit into the requirements of a managerial position. This may occur due to inefficient or insufficient training or irrelevant background. This case too has a very high potential of taking a manager and his team towards failure.

Mistakes in judgment

A very common cause of failure of a manager is misjudging. It can be a simple misjudgment of your team’s potential or market demand for a product. As managers when you use these misjudged data or ideas into formulating ideas for your team, they are highly likely to fail. These mistakes by managers can also create external pressures. This can come from customers, shareholders as well as neighboring competitors – all outside of your control. In addition, it is important to be aware that there are several things that a manager simply cannot control. For eg. how rapidly an industry grows cannot be accurately judged or analyzed by a manager. But, everything within the organization lies in their hands, and they have the responsibility for judging and analyzing them without mistake.

Not taking initiative

All the factors that are under control cannot in themselves speed up an organization. Therefore, it is always better for a manager to force action than to wait and see what might happen. This can seem unethical as it puts more pressure on teams if they do not work effectively or efficiently anymore, but in reality, you need the organizational momentum in your control. Otherwise, no one will get their act together and will lead you and your team towards constant failures.

Playing too safe in fear of failure

This refers to not taking any risks at all in the fear of failure. A manager can never bring great success to the organization if he/she doesn’t take risks. Taking risks might have chances of failure but not taking risks at all takes away the very possibility of success. Therefore, playing too safe is also one of the biggest causes of a manager’s failure.

Rigidness

Rigidity is the inability to adapt, and it is one of the major causes of failure as a manager. It means absolute adherence at all costs and not much flexibility in work methods or techniques. Rigid managers might go off course with their team’s activities while they operate under their business plans. They do that without ever opening up certain options for them. They try to force down their beliefs and ideas to their employees and never do they entertain any suggestions or discussions. If managers do bring rigidity in the workplace, it cannot evolve in any meaningful way. Also being rigid and not allowing others’ suggestions or alterations in their idea only increases the chances of failure for a manager.

Sheer bad luck

Failure as a manager sometimes can also be an outcome of sheer bad luck which refers to things that aren’t in the manager’s control. Examples can be sudden changes in government guidelines, market fluctuations, etc. Most of the managers may take these failures as something they can do nothing about and move on. Even external pressures are very low in these cases as they too believe that nothing could have been done against it. After realizing what all can cause failure, it is also important to understand how a manager can recover from failure.
One of the most important tasks of a manager is to eliminate his people’s excuses for failure – Robert townsend
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How to recover from failure as a manager?

1. Realize you have faced failure

This may be the most important step. The manager has to accept a fact that his behavior or any decision he made led him and his team into failure. This is something that kills all of us emotionally. At the same time, it allows one to decide how does he want to deal with this particular situation from now on forward.

2. See what went wrong and fix it

There are several things to be done at this stage. Firstly it is seeing what led your team down and fixing that part of the cause, coming up with a strategy for future decisions, or avoiding these situations altogether in the future. Secondly, it requires managers to see if any warning signs were there before the failure occurred. Knowing that they couldn’t deal with all problems upfront might reduce their remorse and help them recover faster from such cracks.

3. Reframe failure to learning

This stage requires more time than the rest. However, it is where the manager’s life gets back on track after failing to learn from failures and do better in future challenges. When managers acknowledge that they have failed, then progressing forward through lessons learned will be a positive step for them to take. Many successful business leaders adopt this approach. Those who learn helpfully, often become more resilient in future failures. They do feel safe knowing that they have learned something which will equip them for any looming encounters. Those who do not submit themselves successfully to this process of learning from failures may find it hard to bounce back into success after several further failures. It makes it a lot easier to recover for the managers if they do take failures as learning lessons as learning from failures is what ultimately leads you to success.

4. Move on

Last but not least, after recovering from failure as a manager there is no better than you move on. That moment allows the manager to learn more about himself and his team that he can use in future challenges. Moving on can be a bit more difficult if there was a huge loss or a very bad outcome of the failure which occurred. Still the realization that the past can’t be changed and avoiding the same situation in the future is the best can do helps a lot in moving on.

Conclusion

It is very common for managers to fail but them bouncing back stronger is not that common. The reason behind managers not being able to recover from failure is that they see business failure as heart failure, something no one can fix or recover from. Whereas these failures are more like engine failures. It may bring losses, delays, and disruptions but once you find the cause and fix it, it will not just be easy to recover, but the knowledge gained will also help you to avoid the failure or recover even faster in the future. We have listed almost all the causes which may fail a manager and we have also given steps to recover from that failure. If a manager can avoid all these causes the chances of failure will drop down drastically. Still, if a manager ends up failing, the 4 steps of recovery will help them bounce back stronger in their role.

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FAQs

How to react to failures as a manager?

As a manager, it’s essential to react to failures constructively and supportively. This involves acknowledging mistakes, identifying the root cause of the loss, and developing a plan to address it. It’s also important to provide constructive feedback and support to the team, emphasizing learning and growth rather than blame and punishment. Encouraging open communication, collaboration, and creativity can prevent future failures and promote continuous improvement.

Which is the most common reason for failure as a manager?

The biggest reason of failure of managers is a lack of training and development. Growth is a lifelong process in managerial roles; hence it is important to constantly upskill and learn more to avoid failure.

How failing as a manger could affect employees?

The failure of a manager can hurt team morale if the manager does not use healthy ways to overcome it. On the other hand, using the failure to set positive examples for the team can help a lot.

How to stay motivated after a failure?

It is critical to recognize that failure is a part of your journey, just like success. A team will face ups and downs, and growth is all about making the most of the learning opportunities that come with failures.

Body Language: 6 Mistakes That Every Manager Should Avoid

6 Body Language Mistakes That Every Manager Should Avoid

It is a common misconception that managers should be hard-nosed and stern in their dealings with subordinates. However, managers need to have the right body language to build trust and create a positive working environment. In this blog, we have discussed body language, its importance, and what you should do to have the right body language while working as a manager. We have further discussed 6 body language mistakes commonly made by managers that they need to avoid.
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What is Body Language?

Body language is one of the key indicators of someone’s personality. It is more than just the way a person stands, moves, and even talks. It’s your body betraying verbal signals that stem from emotions. It is more than the physical body and appearance. It refers to what you convey to the other person by just being there without saying any word. Your posture, facial expressions, and hand gestures are all nonverbal messages which collectively form your body language. Small things like eye contact and handshake are also parts of it. You can use your body language to communicate your feelings and intentions. And, your ability to understand and interpret other people’s body language can help you to pick up on unspoken issues or feelings. For instance, when you are feeling angry or in a good mood, your body language can display the same changes. It’s easy to spot some of these behavioral traits by just looking at someone. After, knowing what it is exactly, it is important to understand why having the right body language is important for people in managerial positions.

Importance of having the right body language for managers

A manager needs to have the right body language. The reason is that this creates an emotional connection between you and your employees. It’s not just about managing people It is also influencing their actions and building trust that cannot be achieved simply by telling them what they should do. It has to come from within and should reflect in your body language. Good body language skills can help managers influence and motivate their employees and improve productivity. It will allow managers to bond with their employees and present ideas with more authority and impact. By having it right managers can authentically project their brand of charisma, which is a powerful set of skills for any manager to develop. The importance of body language is that it assists us in better comprehending and decoding what someone is saying, as well as in comprehending other people’s moods and emotions. Having the right body language assures managers of the right message being passed on. it makes sure that they are interpreted correctly and eliminates the chances of miscommunications. But this doesn’t come inbuilt. It has to be built based on various experiences you get a long way. Expectations of people around you should also be incorporated in building your body language. While doing this managers are bound to make mistakes which can have a really bad effect on people’s perception of you. We accumulated 6 very dangerous but common body language mistakes from hundreds of managerial experiences to help all managers understand what to avoid. So, what are they?
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Body Language mistakes that every manager should avoid

1. Making facial expressions that indicate disagreement or anger

One of the biggest body language mistakes is openly showing disagreement and anger. This will only make your employees feel resentful and motivated to rebel, rather than work collaboratively. Even if you do disagree with something, you should still consider that input and should listen to it while your body language reflects the same. It is more than likely that you would have noticed your facial expressions as much as your employees. If they do not convey a positive message, it can lead to your employees avoiding meetings and hallway conversations. If your body language show disagreement or anger, it may make your employees hide information from you. It can lead them to alter information to please you. That can be harmful for your managerial position and it can also have bad effects on your image as a manager. Maintaining positive body language even when you disagree over things is the essence of a good manager.

2. Overexposing yourself unnecessarily when talking to employees

Intimidating body language can also create a chilly atmosphere in the workplace, discouraging employees from speaking up and improving communication between management and staff overall. Although it is your right as an employer, there are certain things that you cannot do without permission as a manager. One of these things is overexposing yourself to employees more than necessary. People are not your puppets. They have their preferences and will tune out if they perceive you as invading into their personal space. Overdoing it can cause employees to question what you want or need from them or how much respect you truly have for them. Showing tall parts of yourself may confuse the employee. It may make them unsure about where to turn when dealing with you. They then start showing resentment towards the manager. It can also result in other employees being uncomfortable around the manager and they do not feel comfortable disclosing information either.

3. Inappropriate or bad posture

Having a bad posture while communicating with your employees will make fall in the category of unprofessional and poor body language. Your employees may think that you are not considerate enough of them. Your postures should change according to your environment. For Example in meetings or discussions, you should sit or stand straight, look attentive. You should reflect that you are listening. On the other hand, while normal interactions like ones in the elevators or around the office, your Po should be relaxed and friendly. Having a good posture at all times will help you pass on the right perceptions of yourself to your employees. It will also reflect professionalism your professionalism. Likewise, it may also help you in building a rapport with your employees. You should be extra careful about your posture as it gives the first impression of your well-being when someone comes to see you.

4. Fidgeting and constantly moving around

A restless manager can be interpreted as one with no control over self. Managers are expected to maintain some discipline around themselves and set an example for their employees. Restlessness here can entirely bash that idea of discipline and will take away the seriousness and professionalism from the role. Therefore, a mistake like that should be avoided by a manager.

5. Not being attentive to what’s being said

This happens during office meetings or in open dialogue with employees. This can result in missed opportunities for problem-solving and tension building. Both of these will run counter to the objective of a productive workplace. Even if you are not able to pay attention you should at least show that you are by your body language. Lack of attention towards people you work with may badly affect your trustworthiness. Giving people direct eye contact when they talk, nodding your head when someone is speaking, and tilting your head slightly to encourage them to speak more are just a few examples of nonverbal signals that you should use while in a conversation or meeting. These will assure the other person that you are attentive to what they are saying.

6. Displaying an appearance that sends the wrong message about your attitude or professionalism

As we also discussed earlier, managers are expected to lead by setting an example. They should be the ones their employees look up to for taking inspiration about how to go ahead with their job. This includes inspiration over attitude and professionalism too. Therefore it is necessary that managers, through their actions spread out the right and the most appropriate message about their attitude towards their job and their professionalism. If managers show inappropriate attitudes towards their job and people around them and if they lack professionalism, these flaws will likely carry down to their employees. This will happen as employees will consider it to be accepted as their manager does so. This can ultimately create a very bad situation for managers and even their entire organization. Coming out of that situation will be extremely difficult.

Conclusion

Body language is one of the key indicators of one’s personality. It helps people build perceptions about him/her. While working as a manager it is highly important to have the perfect body language. It should suit your job and correctly displays your discipline, attitude, and professionalism. Setting up perfect body language is highly tricky and but there is still something you can do about it. We believe that if a manager can avoid the 6 mistakes we have listed above in this blog, the chances of them giving out the wrong message of themselves through their body language will drop drastically. Avoiding these mistakes won’t make you a body language expert. But it will drop down the chances of you going on the wrong track.

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5 Confidence Building Techniques To Unlock Success As A Manager

5 Confidence Building Techniques To Unlock Success As A Manager

The term confidence is used to describe a person’s belief in their ability to succeed. Low levels of confidence can lead to problems for managers, such as poor decision-making and underperformance. The confidence building techniques written below are designed to help managers build their self-esteem and boost their self-confidence together with that of their team. But before we get into techniques, we should first understand what is confidence. We must also understand its importance and problems faced due to lack of confidence.
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What is Confidence?

Confidence is a sense of well-being that is directly influenced by the things that surround a person. It’s the level of assurance a person has in her abilities and personal beliefs. It can range from having an optimistic starting point to a constant state of feelings of self-assurance. People pay attention to those with confidence and believe that they can reach great heights in life no matter how small their achievements were today! Having confidence means you know your skills, expertise, and what you’re ultimately capable of. Confidence can also be defined as a “belief in one’s skills, abilities or judgement”, that gets individuals to accomplish their goals and overcome failure. It is a trait of resilience that contributes greatly to the success rate of an individual. Confident people are more likely to accomplish new tasks and new skills as they do believe in their capabilities. Confidence is said to be directly influenced by personal factors such as:

> Recognition

> Positive past experiences

> Respect

> Competence

> Self-esteem

Therefore managers should incorporate these factors into their techniques to be able to effectively build confidence. But before we discuss techniques we should first understand the importance of confidence building at the workplace

Importance of confidence building?

Confidence is highly important for both managers and employees to perform effectively. We will now be explaining the importance of confidence building for both managers and employees.

Confidence building In Managers

Managers need to have confidence in themselves and their abilities. Confidence is often an important factor in making good decisions. It enables one to develop trust in themselves and allows them to be sure of the decisions they make. This confidence is helpful in situations when one doesn’t know what path to chose or doesn’t have all of the information required to make a decision. It gives the ability to managers to believe in their capabilities and shows them the right direction.  Being confident allows managers to be more self-assured. They can develop a mindset that They can still choose an ultimately good decision after making a large number of flawed ones as time goes on. Managers with high levels of trust in themselves make better decisions than those who do not value their own opinion highly enough while making themselves trustworthy. A study was conducted to explore the concept of confidence in thirty managers and found that those with high levels of self-assurance made better decisions than those who felt less secure about their capability. It also revealed that these men tended to be more optimistic, confident, ambitious, and up-beat. They are not discouraged when they make mistakes as long as they learn from them. The higher-ups of businesses often felt quite satisfied and proud of their performance. The study also discovered that confident managers are more focused on meeting goals and demonstrate higher levels of team cooperation. Confident managers also are more willing to come out of their comfort zone to take risks and generate new ideas. This allows them to achieve greater success in the workplace as individuals. Confident managers are also known to have diligence as well as determination. They find a way without fail or push through instead of giving up when things get too difficult.

Confidence building In Employees

It is highly important for employees i.e. each team member under the manager should be confident as your team’s success is your success as a manager. By patiently assisting your employees in building confidence in their abilities, you will help them in adding efficiency to their daily tasks. In the long run, confidence will increase their willingness to accept and do new and risky tasks. Confidence in employees can positively affect their self-esteem and help them to pursue goals that may be difficult for them to achieve on their skill level. Confidence helps employees to be more productive and they perform their tasks with greater motivation. Confident employees are also willing to come out of their comfort zone and take risks. Confidence boost in employees can also have a positive impact on employee engagement. Confidence can push employees towards professional development. Therefore a team leader or a manager should assure employee confidence in their team or department. After understanding the importance of confidence within managers and employees we should also understand what problems do occur when they lack confidence.
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Problems faced by managers due to lack of confidence

The 5 main problems which managers do face due to lack of confidence either within themselves or their employees are as follows:
  1. Employees may not take initiative or feel the need to perform well if they are not confident in their abilities.
  2. This can lead to stagnation within an organization and a loss of productivity as employees stop taking risks and trying new things.
  3. Poor communication is also likely to occur when managers lack confidence in their ability to communicate effectively with their team members, leading to misunderstandings and conflict resolution issues.
  4. Low morale is often an outcome of a lack of confidence as employees start to doubt their abilities and feel demotivated.
  5. In some cases, employees may even resign if they feel that there is no chance of them achieving career development within the organization.
It is therefore important that managers build and maintain confidence within themselves and their employees. But how do you effectively achieve that? Here you go..

Confidence building techniques to build your self-confidence as a manager

1. Practise self-acceptance for confidence building

When we feel good about ourselves, we project this energy outwardly to our relationships and work colleagues. Oftentimes, the first step in boosting confidence is recognizing that something is not wrong with you. It’s just part of who you are. Once you accept your flaws without comparing yourself to others or trying to change them, other people will start acknowledging your strengths too. When they do, it reinforces your confidence, making you even more likely to display those qualities. A manager who accepts and trusts himself/herself finds it easier to gain employee trust.

2. Acknowledgements

Acknowledgments touch us in the deepest part of our being, and that’s why they have such an impact. When we receive acknowledgment for something we’ve done well or contributed to, it makes us feel special. It reinforces good feelings about ourselves and gives us a sense of satisfaction which can spur on behavior that contributes to success. Therefore to build their self-confidence, managers should allow people to acknowledge their contributions.

3. Focus on your achievements for confidence building

When you think about all the amazing things you’ve accomplished in your career, what comes to mind? Probably things that made you proud and gave you a sense of satisfaction. That’s because focusing on the good stuff gives us confidence. It reminds us that we can achieve anything we put our minds to. Therefore to build confidence.

4. Surround yourself with positive people

If there’s one thing that boosts self-confidence more than anything else, it’s being around “people who believe in you”. Because they see in you the same traits and abilities that will propel. you forward as a manager. Showing them confidence can boost their own. Everyone wants to come around people who have self-belief so others feel confident enough for them to promote a great culture of collaboration and transparency too. When you put these ideas into practice, it will be easier to feel confident in your skin.

Confidence building techniques to build the confidence of your team

Here are a few techniques you can use to build the confidence of your team:

1. Ensure everyone has a voice

Encouraging team collaboration and communication is important, but it’s even more important to make sure that everyone feels comfortable contributing their ideas and sharing their opinion. That means allowing everyone to have their say, whether that’s through face-to-face meetings or open discussions on social media.

2. Promote an anti-bias culture

Believe it or not, there are some unconscious biases present in our brains that can influence how we view others and therefore the way we behave towards them. Therefore working to eradicate these hidden behaviors is a key step in creating a positive environment for everyone. It will help your team to anticipate knowing what’s expected from each other. That ultimately leads to greater growth in the confidence of individuals. It ultimately leads you to potential success for your business and the greater good.

3. Set realistic goals for your team

Setting ambitious but achievable targets also helps boost the confidence of some people. They may feel stuck in a particular role or believe they can’t reach their potential because it seems like everyone else is doing so much better than them. Realistic goals on the other hand will eventually give them assurance over their capabilities which ultimately will boost their confidence. Read more here to know if your goals are realistic or not?

4. Provide constant recognition

A feeling of being ignored or overlooked is one of the biggest factors contributing to low confidence within individuals. It gives them a feeling that their contributions are not valuable which can drastically from down their confidence. So when you recognize and reward your team for their efforts, they’ll believe that you value them and want them to succeed. This will ultimately add a lot to their confidence.

5. Acknowledge and celebrate their achievement

You can do this by sharing high-level achievements and positive feedback via email updates, social media channels, messaging services, etc. The little sense of being in the spotlight which these acknowledgments will create for the employees will add a lot to their confidence.

6. Invest in team bonding activities

To boost the confidence of your team, scheduling fun parties for people is a great way. It will get them together away from work and create an environment that helps build up a culture where everyone feels part of something bigger than themselves. This successful strategy is proven to help employees achieve great confidence levels. It can also increase productivity by breaking down barriers amongst peers.

7. Encourage higher engagement

Create an engaging environment where employees are motivated to achieve things at their own pace. Allowing and encouraging employees to strive for higher engagement will encourage them as a whole. It will give everyone confidence in building healthy relationships within the organization and achieving their milestones together. This strategy also comes with the benefit of reducing employee turnover when they feel more satisfied working under people who truly value what they do.

Conclusion

Confidence is an important factor in the performance of a manager. It is also a very difficult thing to boost. in the blog, we have given some techniques which proven to be able to help you to boost your confidence and make you feel comfortable in front of your team members. We have also given techniques which can make your team members more confident too and we hope the information provided comes out to be useful. Stay tuned for more relevant information.

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FAQs

How do manager show confidence at workplace?

Managers can show confidence in the workplace by being decisive, taking ownership of their decisions, and being accountable for the outcomes. They can also demonstrate confidence by being open to feedback and criticism, admitting mistakes, and working collaboratively with their team members. Additionally, confident managers communicate, set realistic goals, and empower their team members to take ownership of their work.

How confidence can build your self-esteem at work?

Confidence can build self-esteem at work by enabling individuals to feel more competent in their roles. When individuals are confident in their abilities, they are more likely to take on new challenges, speak up in meetings, and share their ideas with others. This can lead to a sense of accomplishment, greater job satisfaction, and increased confidence, creating a positive feedback loop that boosts self-esteem.

How leader’s confidence can inspire team?

A leader’s confidence can inspire their team by creating a sense of trust and belief in the leader’s abilities. When a leader exudes confidence, team members are likelier to follow their lead and trust their decisions. In addition, a confident leader can motivate team members to take on challenges, think creatively, and work collaboratively to achieve shared goals, creating a positive and productive work environment.

How confidence at workplace drives efficiency?

Confidence in the workplace drives efficiency by enabling individuals to make decisions quickly and effectively. Confident individuals are likelier to take the initiative, communicate clearly, and take calculated risks. This can result in faster and more effective problem-solving, improved productivity, and streamlined decision-making, leading to increased efficiency in the workplace.

Setting Smart Goals As A Team Manager (Examples & Tips)

Setting Smart Goals As A Team Manager (Examples & Tips)

Many managers are finding success in achieving their goals by setting SMART goals. However, many fail to make them a reality by missing important information and guidance along the way. This blog aims to give a simple method to all managers to make their smart goals a reality. We will start by explaining what smart goals are and provide seven practical tips for managers to set smart goals for their teams. We will further give tips on smart goal setting along with plenty of smart goals examples for work.
Table of Contents

What are smart goals?

The SMART goal-setting style is one of the most popular goal-setting frameworks managers use globally. Goal-setting is essential for team managers to achieve professional targets promptly. However, setting poor goals can leave managers feeling dissatisfied and burnt out. SMART goals put forth guidelines for setting goals that work for you and your team! The SMART goal-setting technique calls for improved goal-setting practices, which make acting towards those goals easier. The acronym SMART stands for specific, measurable, achievable, realistic, and timely. These five words form the fundamental tenets of the goal-setting habits used by great managers. In the following sections, we will understand these qualities of smart goals in greater detail with smart goal examples for work that managers can use.

Specific

The first principle of the smart goal-setting framework, denoted by the letter S stands for “specific.” Accordingly, the goal should be extremely clear. Everyone involved in the goal-setting process should be able to understand it without confusion. For instance, if the manager is setting goals for the entire team, they should explain the ideas behind them and the process of achieving them in substantial detail so that the team is updated and motivated. The goals you set should be so specific and should have such clarity that they leave no room for misinterpretations and going off track. A specific goal comes with a specific action plan to pursue, making it easier for an employee to carry it out. Smart goal – We will target the age group of 15 to 30 years for our new product. Non-smart goal – We will be targeting young people for our new product. More such specific goals examples for managers are listed below:
  • Specific goal examples for managers #1: Increase customer satisfaction ratings by 15% within the next quarter by implementing a new feedback system.
  • Specific goal examples for managers #2: Reduce employee turnover by 25% within the next year by improving communication and recognition efforts.
  • Specific goal examples for managers #3: Complete a leadership training program within the next six months to improve management skills and become a better leader.
  • Specific goal examples for managers #4: Increase team productivity by 20% within the next quarter by implementing a new project management tool and establishing clear goals.
  • Specific goal examples for managers #5: Reduce workplace accidents by 50% within the next year by implementing a new safety training program and enforcing safety procedures.
These goals are specific because they clearly specify what needs to be done, attach it to a particular timeframe, and further inform the team of the specific actions required to achieve those goals. 

Measurable

The second principle of the smart goal-setting framework, denoted by the letter M, provides that goals should be measurable. You cannot measure an unknown quantity with success; goals need concrete targets and objectives that can be counted on. Furthermore, the outcome of a plan can only be measured along the journey and ultimately after its completion. Therefore, we need a method for measuring progress that is definite and consistent. The goal must be measurable through clear, predetermined means before it is put in place or after completion. In short- A measurement system for Smart Goals must include ways of tracking results so you know how close people are to achieving these specific goals. By having a measurable goal, employees can monitor their progress and adjust properly. Smart goal – Every member of the marketing department should increase social media following by 5%. Non-smart goal – Each team member of the social media team should make a good number of posts each day. More measurable goal examples for managers are listed below:
  • Measurable goal examples for managers #1: Increase website traffic by 25% in the next quarter.
  • Measurable goal examples for managers #2: Reduce customer wait time by 50% within the next month.
  • Measurable goal examples for managers #3: Increase social media engagement by 20% within the next six months by posting daily updates and responding to comments.
  • Measurable goal examples for managers #4: Increase sales revenue by $100,000 within the next year by expanding into new markets.
  • Measurable goal examples for managers #5: Reduce production defects by 15% within the next quarter by implementing a new quality control process.
These goals are measurable because the items are trackable. They can be quantified and measured using quality control metrics. The numbers provide a clear target to aim for and set milestones in between.

Achievable

The third fundamental principle outlined under the smart goal-setting framework, identified by the letter A, calls for achievable or attainable goals. Goals can often challenge the individuals aspiring toward them, but they should not be set out of their reach. Setting unrealistic goals does more harm than good. Managers should know the capabilities of their employees and the systems they have deployed in their team. They should then incorporate that information to set goals that can be challenging for their employees’ professional development but should be achievable. They should be within the intensity of their employees’ capabilities and the team’s needs. How to know your team better? Check out one-on-one meetings! Smart goal– Person A (a new business development executive) should call and send personalized emails to 10 leads per day this quarter. Person B (an experienced business development executive) should call and send customized emails to 25 leads per day this quarter. Non-smart goal – Every business development executive should call and send personalized emails 100 leads per day. A few more examples of achievable goals for work are listed below:
  • Achievable goals examples for managers #1: Increase email newsletter subscribers by 500 within the next three months by optimizing signup forms and offering incentives.
  • Achievable goals examples for managers #2: Reduce customer complaints by 20% within the next six months by improving product quality and customer service.
  • Achievable goals examples for managers #3: Increase employee satisfaction ratings by 10% within the next year by implementing a new wellness program and providing more opportunities for professional development.
  • Achievable goals examples for managers #4: Increase monthly website revenue by 15% within the next six months by optimizing ad placements and improving website user experience.
  • Achievable goals examples for managers #5: Reduce response time to customer inquiries by 50% within the next quarter by implementing a new customer support ticketing system and providing additional training to support staff.
These goals are achievable because they set realistic targets that can be reached within a reasonable timeframe through specific actions.

Realistic

The fourth principle of the smart goal-setting framework, denoted by the letter R, calls for realistic goals. Goals need to be in line with the surrounding environment. You should not set unrealistic goals but make them much more challenging while still being realistic if you want to overcome your limits. The goals should reflect the reality of your business’s current standing. Setting up unrealistic goals will demotivate your employees when they are not achieved. They may even deviate you from attaining the deserved strategic success by taking you and your team in the wrong direction. It doesn’t mean the goals should not be stretched to push the team’s and individuals’ capabilities. Smart goal – We should jump from 10% to 15% of the market share by the end of the quarter. Non-smart goal – We should jump from 10% to 50% of the market share by the end of the quarter. More such realistic goals examples for managers are listed below: 
  • Realistic goals examples for managers #1: Launch a new product line within the next six months, targeting a new customer segment with a clear value proposition.
  • Realistic goals examples for managers #2: Increase employee productivity by 10% within the next quarter by implementing a new task management system and providing additional training and support.
  • Realistic goals examples for managers #3: Expand into two new geographic markets within the next year by conducting market research, building partnerships, and establishing a local presence.
  • Realistic goals examples for managers #4: Improve customer retention rate by 15% within the next six months by improving customer service and offering loyalty rewards.
  • Realistic goals examples for managers #5: Reduce operating costs by 10% within the next year by optimizing supply chain management, reducing waste, and improving efficiency.
These goals are realistic because they account for the team’s environment and the capabilities of the team members. Accordingly, it sets reasonable targets and a timeframe for achieving these goals through particular actions.

Timely

The last principle of the smart goal-setting framework calls for timely goals. The goal needs to have a Target Date. You cannot let a plan drift away and do nothing. If you make an achievable goal, drive it towards your Target Date. Managers should make sure that the goals they set are strictly time-bound. It will make it clear to the employees how much time they have to achieve the desired goals. Smart goal – Business analysts should submit the growth reports by Tuesday EOD. Non-smart goal – Business analysts should submit growth reports ASAP. Some more examples of timely goals for managers are listed below:
  • Timely goals examples for managers #1: Launch a new website within the next two months, with all content and functionality completed and tested.
  • Timely goals examples for managers #2: Complete a team-wide review of leadership skills with Risely’s free assessment within the next four weeks, providing feedback and actionable recommendations to all managers.
  • Timely goals examples for managers #3: Increase social media advertising spend by 20% within the next month to take advantage of a seasonal marketing opportunity.
  • Timely goals examples for managers #4: Launch a new product within the next six months, with all necessary testing, packaging, and marketing materials completed.
  • Timely goals examples for managers #5: Complete a company-wide diversity and inclusion training program within the next quarter, with all employees participating and completing required assessments.
These goals are timely because they define a reasonable timeframe to ensure the completion of tasks when the team needs them. 

How To Write Smart Goals? 7 Essential Tips On Setting Smarter Goals

1. Establish a goal-setting process with your team

Smart goals are something you’ll always have to create and track, so a managers’ first step should be to implement a goal-setting process that ensures your team is all on the same page. This can ensure that everyone is on the same page, feeling safe and seeing a common goal. A team will always be able to communicate better if they understand how things progress together. By making your staff aware of this process you’ll all get there faster! The smart goal-setting process must be meaningful to each person on the team for individual and team goals. it should cater to the objectives to work, and an employee must buy into it. This method ensures that the employee and manager both understand the goal. This method will also have a positive impact on employee engagement as employees will feel involved in team processes.

2. Identify personal and professional drivers for success

Personal drives are what motivate you. They are the difference between going from 50% motivation to 100%. These can include things such as security, job satisfaction, and stability in your job. This will change over time depending on their needs for personal success. The professional drivers will include transparency of goals, soft skills, etc. These will also change over time based on their tasks, profession, and role. They should be included in the goal process for alignment with employee objectives either personal or professional goals. These drivers can be unique for different managers and identifying them will prove to be highly effective for the process of smart goal-setting.

3. Brainstorm potential smart goals that align with your personal and professional drivers of success

After identifying these drivers, managers can incorporate them into the smart goals and incentives of their employees. That will ultimately make goal-setting much more efficient. The goals and incentives should be able to foster the desired results that lead you in the direction of your personal and professional drivers of success. Managers should identify these potential goals and ask their employees for their input about the ones that will result in success for them either personally or professionally. Externally, employees will notice a sense of surprise and fulfillment that drives the success for their personal and professional purposes. Employees tend to feel motivated about doing more tasks that help them achieve success in every area including family, job security, or any of their own goals. The ultimate goal is making employees thrive as professionals by satisfying both external demands like work goals while also realizing inner desires such as achieving financial progress or becoming self-sufficient outside of your job role.

4. Make sure your smart goals are attainable

Make sure that your goals are realistic and measurable. Don’t expect your employees to stay motivated by setting lofty goals that are hard to achieve with unrealistic expectations. Set realistic, attainable, and measurable goals. Make sure that people have a chance to achieve what they make their mind up about. For example, if you’re aiming for more in your career and wanting to manage more employees, break goals down by month and year so it becomes attainable step-by-step. Attainability is extremely important when establishing personal or professional objectives or employee goals because it removes the possibility of failing up to a great extent. Job requirements should not exceed an employee’s capabilities nor cannot get any easier than what they have in their skill set currently.

5. Make sure all the smart goals have a specific deadline, metric, or target employees to ensure accountability & motivation

When setting goals, make sure that each goal is clearly defined. Goals need to have specific details about deadlines, means by which actual results are gauged (metrics/Targets), and how the objectives will benefit everyone involved in reaching it regardless of their particular roles or positions within a company. The clearer you can be about the deadlines, metrics, and target employees, the greater chance people have in achieving the targets laid out by your goals and objectives. If you are not clear enough with what the goal is when they start, it may put the fear of failure in them which might slow down their progress as a whole. Clarity on deadlines can help employees in time management. Clarity on metrics will help employees in understanding on what basis will their performance reviews be done. Similarly clarity on target employees will clear which of the employees are targeted for the specific goal.

6. Always assess opportunities that come up along the way

Another plus point of smart goal-setting is that you can change or upgrade your goals when new opportunities arise. Continue to assess opportunities that come up with regards to reaching your goal. It might be a great plan if something unexpected happens and you can take advantage of it. You may be able to create different goals that may lead to better outcomes. What you should understand is that even if your specific goal was not achieved, it does not mean your overall objectives for the company are also defeated.

7. Make sure goals remain realistic in order from priority

Make sure, though the Smart Goals are considered to be detailed and urgent, they still retain realistic priorities. They must not make impossible assumptions that will turn out to be another goal that doesn’t stand a chance of being achieved if it is unrealistic in any way. Don’t overestimate your goals but make sure you don’t underestimate them as well! Usually at first when individuals set smart goals they often can feel overwhelmed by where to start, what to focus on, or how much time will it take? The extension in between smart and old school timelines can seem painstakingly slow if you’re not careful.
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How To Set Smart Goals At Work?

Setting smart goals will help you perform optimally, but achieving them is another matter. All these smart goals have great potential to bring great success to your team and prove your effective leadership. But all these benefits will come up only if you can achieve these goals in the first place. Therefore we have these tips for you to make sure that you achieve these goals effectively.

> Create an Action Plan to achieve your smart goals

Many employees are confused because they don’t have a clear plan on how to achieve their goals. However, there is no doubt that without action plans you can’t get anywhere close to your goal. Action planning will help them in getting closer and more focused on their personal goals and that of their teams. They will be able to create a roadmap of all the key steps required for them to clarify their goals. Therefore, managers after setting smart goals should also create an action plan for their employees to achieve them.

> Revisit your goal-setting process regularly to ensure that you are staying on track & adapting as needed

Review your goals once a quarter. You should be thinking about how you see yourself or the company compared to these goals and what have you done so far as well. Reviewing your progress helps you make adjustments and it also gives you a chance to appreciate what has worked as well as identify places where there is room for improvement. You should also update your goals whenever information & research on the market changes. Check what other people, companies, or private sector projects are doing and make sure you give yourself a competitive edge. Make sure you do nothing that undermines your ability to achieve these goals. So, be cautious while making decisions and always remember the end goal.

> Stay positive, focused, and committed

Keeping an optimistic attitude should drive you during the journey of achieving your smart goals. If your goals are too ambitious and unrealistic, it can harm your whole team performance badly as we mentioned above. A team needs a strong leader and positive workplace environment to realize their purpose at work. This will also have a positive impact on employee morale and save them from burnout.

> Delegating effectively and communicating expectations as clearly as possible

Managers can achieve more goals by delegating additional tasks to their teams. Extending the work to your team members not only cuts down the workload that you might have but also helps them understand what’s expected of them and why it is important for everybody involved. Your team should feel assured in a sense as they know exactly where they stand with respect to this task or responsibility, and they should also deliver with pride. Every team member has a role to play in the team. They have to be responsible for their goal achievement too. Therefore it is highly important for managers to effectively communicate the expectations and action plans of employees to them. A leader keeps reminding the members that it is their task and every individual plays an important part in the team.

> Encouraging them to give constructive feedback in order not to let performance slip

Unreliable employees are the biggest headache of a manager. These kinds of people cause everything to get messed up because they do not take feedback appropriately. Their performance then goes down significantly. You have to motivate your team members that without proper constructive feedback there’s no way they can give best-in-class output or perform at such high levels as expected by them. To be sure on this point, it is better for managers to collect different types of feedback from their team and share it with them. This also helps in taking care of any possible conflicts between employees or getting things on track before these begin to take place.

> Running meetings effectively

A manager should run effective meetings so that they make all employee members more vigilant when needing to put things into action. These meetings can help employees in achieving desired results against time frames as suggested by their respective managers. Alternatively, having an effective meeting will also help members know about upcoming updates which then helps them in their work. it is highly important for employees to be updated on progress and time frames. It helps them evaluate their input over a period of time and they can then change it according to the shortcomings if any.

Conclusion

Smart goals are goals that are attainable, measurable, and specific. They should be realistic and achievable, but at the same time, they should also be challenging. Smart goals must have a deadline so that you can measure your progress. Smart goals require an ongoing commitment from everyone involved in the goal. It means that they cannot be achieved overnight or by any one person. It is a manager’s responsibility to set goals for their team and only they are responsible to make their team achieve those goals. Setting smart goals for your team can evidently increase your chance to achieve strategic success. So, without further ado, start smart goal-setting today.

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5 Ways New Managers Can Create The Best Impression On Their Teams

5 Ways New Managers Can Create The Best Impression On Their Teams

Starting a new job as a manager is an exciting time because you’ve finally been given the chance to put your ideas into action. Also now you’ve got the staff to carry them out. A new manager, like any Manager, has a lot of power over the teams they manage. So, it’s crucial to get the relationship started on the right foot. In fact, a lasting good impression is all about self-promotion and the establishment of yourself as an effective manager. It also includes getting the team to take ownership of their own successes and failures. At a workplace, individuals do create multiple impressions of themselves while communicating, questioning, sharing their ideas, giving or taking job interviews, writing emails, greeting others, doing gestures, or sometimes even through their social media handles. This article will give you tips over what to do to make the best of all of the impressions one can possibly make while joining an organization as a new manager. Firstly, we will unfold upon the very importance of making the best impression on the team as a new manager.
Table of Contents

Importance of making the best impression

It is highly important for new managers to make the best impressions on their teams Because you only get one opportunity to do it. Making a good first impression on supervisors, coworkers, and customers is critical. First impressions help you demonstrate that you’re trustworthy, confident, and personable. Setting a first impression in the workplace entails creating a positive impact through social confidence, sincerity, dress, and verbal fluency. As a Manager, you put your best foot forward while self-presentation and leave people with a favorable opinion of your character and abilities. You must be able to express yourself without copying other people. Also, you should always refer to their experiences as though they were yours. The first impressions that the new managers form will determine how well they are treated by their team. By gaining your immediate team’s respect, appreciation, admiration, and trust you gradually develop credibility among all levels of employees. Therefore it is only practical for them to make the best impression on them. That will help them form the best impression throughout the organization. The new manager needs to do the best they can in order to stay well received. First impressions have the potential to make or break a person’s perceived image. A positive experience can help them develop long-lasting business relationships. When it comes to delegating work, pitching your ideas, leading meetings, or conducting interviews, a good first impression is particularly important. here are the 5 most efficient tips for impression management. These will help you set the best impression possible on your new team as a new manager.

5 Tips to create the best impression

1. To create the best impression, Listen attentively to what your employees have to say

When managers listen to their employees and are involved in the conversation, they build cohesive teams. The members of this team will always have conformity with their leaders. Meanwhile, when they ignore their staff’s ideas and concerns, they create churn. All levels of staff should be encouraged to speak with their direct supervisor or management. If you explain to your employees that their feedback is important and that you encourage their feedback and have conformity in their ideas, you must first listen to them in order to show them that you are open to listening and making changes based on their concerns. You need to have empathy which is the ability to understand and share another person’s feelings. Good eye contact, open body language, facing towards your conversation partner and nodding and smiling on rare occasions, all demonstrate that you are all ears and listening attentively.
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2. Don’t be a control freak

Let your employees work autonomously in most situations. At the same time ensure that you are always aware of their progress. You should keep them appraised of any changes or updates that may affect their workflow or duties. Avoid becoming a “control freak” by not micromanaging your staff. You need to know what’s going on, but you don’t necessarily have to be in the middle of it all when it happens. Turn over the reins and let them do whatever they can for themselves without anxiety whenever possible. In business relationships personal honesty is key. So, once you’ve made up your mind about an issue or decision make sure that no one knows about it but yourself. This is because when you dishonestly withhold information such as this from your staff, they will become less trusting of what you have to say or do for the company. They will think that their opinion does not hold anything worth stating. This increases resentment towards you in a time when employees are underutilizing cheap tools to save them money without informing anyone else. This also causes issues with employee relationships speaking negatively about management results − all of which lower the employees’ performance. This extends to how you make decisions too. It needs to be with after giving your staff as much input (and maybe even agreement) as they need before making a final decision, or before looking back on their concerns and changing things again. Always keep the process of decision-making open to your staff by gathering their concerns and dealing with them honestly. To make everyone feel at ease, you may even want to allow a discussion before you give an answer.

3. Reward outstanding performance to standout as the manager with the Best Impression

Happy employees are productive and will go above and beyond for you. One of the top ways to deter bad employees is keeping them on a high standard. Show personal appreciation and celebrate achievements with them. Make sure that there are occasions where their performance is reviewed and recognized upon which they can receive praise or rewards for it, otherwise this will not work as well. Of course, while your specific reward system may be slightly different. Do recommend that you keep in mind how important having enthusiasm/excitement, in general, is for the job. A positive environment will ensure a happy employee and one fired or left on their own terms doesn’t happen to you. Even if they are not so pleasant when forced elsewhere. Rewarding employee performance can be a highly effective method for keeping employees motivated and working toward a business’s success. This can be done with financial rewards and non-monetary incentives. They should be providing recognition, appreciation, and compensation for employees who have worked hard and put in the extra effort. Managers can not have a better impression on their employees that being the ones who recognize the good work appreciate it and even reward it. Therefore, for making the best image of oneself as a manager, rewarding outstanding performance will be a good idea without saying.

4. Don’t be afraid to ask questions

Leadership fails when it overlooks the value of asking questions. A manager that doesn’t know how to ask and challenge his/her employees may be doing their staff a disservice instead by not giving them tools in which they can handle and overcome challenges. Asking questions to the employees about themselves will also help new managers. Managers need to know the names and backgrounds of all of their team members. They should understand where they are lacking and what all of the initiatives would make them better professionals. Knowing employees well leads to better results and productivity. That can only be possible by asking questions. A new manager asking questions will have a positive impact on their team. Their employees will be more willing to share information with them and help the company grow in its operations. It also gives your employees an idea of where you stand, exploring issues pertaining to growth potentials and the growth vision of the company. Staying informed about what’s going on with operations or aspects above your head will ensure you notice potential problems before they occur. You can then take steps to remedy them before they become big problems. But that can happen only if you frequently ask questions. Open-ended questions can prevent you from making judgments based on assumptions. They can also result in unexpected answers that can lead to better results. New managers who frequently ask questions give out an impression of being interested in learning about the business and the employees, whom they are going to manage. It will help them with the information they require to effectively manage their teams. It will also create a positive impression on their employees.

5. Make yourself available to your employees at all times in order to create the best impression

A manager should be always available for his team. This will show that you value their input and appreciate their hard work and dedication. Your team will be more willing to lend them their valuable contributions. That can give you advantages with the information they might have. This concept can also apply if you are missing and not available because of vacation or retirement. Team members don’t mind being asked for advice during that time either. All this, as long as you follow up immediately when/if circumstances permit. This will keep them in a constant loop of the progress of your team, which is essential for their growth and expansion. Your employees will be more likely to give you their feedback if they are pleased with the way in which you work. By making yourself available, even when it’s not needed, they will see you like a caring, supporting, and friendly boss no matter how busy or minimal your administrative duties may actually be. It shows that a manager is willing to hear suggestions from his/her team members. It also shows that he/she expects them to add value to the company’s growth. As a general rule, show your employees that you value them and their opinions. Once this happens then they are more likely to be loyal to your company. This way making the best impression of yourself will be much easy

What to avoid as a manager while trying to make the Best Impression?

There are a few things to avoid in order to impress your employees.

– Don’t be too busy for them

Remember that your team members are there to help you, not take over or do all the work for you. If it looks like they’re struggling because of how much work is on your plate, try and delegate some of the tasks so that they can feel appreciated.

– Avoid being rude or unyielding

Treating people like a number and not as individuals will only lead to people distrusting your leadership, therefore eventually their loyalty once. These two Traits are actually traits of the worst managers. To make the best impression on your employees, you should avoid giving them even the slightest of doubt that you may have these traits.

– Don’t isolate yourself from your team

If you work in a large company, chances are that you will be working alongside many other people. Even if they may not know each other as well or often, remember to extend the hand of friendship to them and reaffirm their importance within the workplace. Just like any other relationships at home where family members hang around with each other regularly that is what works for management too!

– Avoid giving too many excuses

A good word goes a long way but when it comes to actual issues, you have time for everything. A manager should see what can be done? Instead of making each and every excuse possible (like the weather being bad or that work is coming up). Even if your company allows you to take unscheduled breaks or just gets them because of their busy schedule; might as well make use of this once in a while. Giving too many excuses gives out an impression that you are either irresponsible or you are avoiding work or you are leading your team towards deception, which is the worst impression you may have on an employee.

Conclusion

To make the best impression as a new manager, we recommend that you take some time to think about what you can do to make a good first impression. The tips that we provided in our blog post are a great place to start. Make sure you are doing everything you can to establish yourself as a competent and qualified manager. Your team will thank you for it! Let us know in the comments below if you found this useful.

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FAQs

What new managers should do first?

A new manager should start by creating a good relationship with their team. This begins with a good first impression which helps teams place trust and confidence in the manager.

What are the 4 biggest mistakes new managers make?

The 4 biggest mistakes that managers can make are: Waiting to offer feedback to employees Failing to delegate tasks ; Not connecting with the people Can’t find a balance between distant and friendly

How do new managers succeed?

New managers succeed by creating a good personal brand and developing confidence in their skills among the team members. Understanding the existing team dynamics and individual members is important too.

How do you lead a team as a new manager?

Leading a team as a new manager begins with establishing relationships with the team members. The process begins with building a rapport and understanding them.

The 7 Essential Leadership Qualities You Need To Grow

The 7 Essential Leadership Qualities You Need To Grow

Leadership qualities are the hard-wired behaviors that help us achieve leadership. There is a whole lot of talk about leadership qualities, but what are they? What does it take to be a leader? Are leadership qualities innate, or can we develop them by practicing certain skills and getting better at our jobs daily? Leaders must have the core leadership qualities to be successful. These qualities are often aided by skills and abilities that leaders develop through proper training, coaching, and mentoring. A leader who has a democratic style is one who respects others and treats them with dignity and respect, listens to their concerns, values their input, and allows them to have an equal voice in decision-making. On the other hand, leaders with an autocratic style tend to lack empathy and have too much control over their groups. They also tend to be self-serving, neglect others’ needs or feelings, are insensitive to others’ needs or feelings, favor themselves at the expense of other people’s happiness, and take unnecessary risks since they don’t care about how an action affects anyone as long as it gets them what they want. Moreover, to be a good leader, one must understand the role of leadership qualities and the skills that make up a leader’s ability to influence others. For example, leaders need to build rapport with their team members while allowing them to be creative. On the other hand, leaders who are know-it-all may see things differently than those on their team and influence group opinions in a controlling manner rather than through open dialogue.
Table of Contents

What is leadership?

Leadership is a process of influencing others for a common goal. It requires an individual to be more aware of the people and situations around him, can influence others to work in unison towards a common goal, and inspire them to follow and do what is required to achieve the goal. In turn, this process causes changes in how others behave both intra-personally and inter-personally (between two or more people), leading some to question if leadership exists at all, especially when one considers parallel structures like mass movements as a replacement for leadership. However, the noun “leader” and the adjective “leadership” refer to specific attributes of that person’s behavior or positioning within a culture. Generally, leadership is a set of leader behaviors that results in increased loyalty by followers and enhanced productivity through the perception of motivation among subordinates. Moreover, most professional leaders define what they do as “leadership.” This stems from their own self-imposed or organizational norms – otherwise known as doctrine or dogma; however, these are being changed with greater awareness to trends outside organizational policies and practices within specific cultural contexts.

What makes a good leader?

Most people who have implemented a single system of control (physical or psychological management) tend not to realize after the fact that it can trigger resentment and disdain from individuals. When in this situation where one is both the “upper hand” and simultaneously responsible for disciplining others, stress on those methods increases and eventually could lead to secondary situations of abuse within workplace settings. People will defy direct leadership when there is no means by which to argue against it.

So, the question remains. What makes a good leader? What are the most essential Leadership Qualities?

In essence,
  1. Leadership is not a position, it is a mindset.
  2. A good leader is patient and has a positive attitude.
  3. They take time to listen to others and understand their concerns.
  4. A good leader leads by example and sets the right example for their team members.
  5. Leaders will always listen to the feedback of their team.

7 Leadership Qualities that you should know:

1. Integrity

It’s amazing how often integrity comes up as one of the top things people think makes a good leader. Trust, trustworthiness, and honesty are certainly important as well. It guides leaders to be truthful and avoid deception, which makes honesty a necessity for good communication in organizations.
Integrity means doing the right thing and turning in good work even if everybody else is telling you to do something different. Many times, it will mean staying true to your values long after they become questionable or even unpopular. — Charles T. Goodhart (Godliman)

2. Humility

A real leader is willing to admit when she’s wrong and willing to teach. The biggest mistake that people make as leaders is to think they know it all and can do no wrong. This self-centered attitude in leadership begins to destroy their effectiveness quickly if you have high expectations of your staff or even yourself.
A leader’s concern for his people grows out of respect and love. A person who is not able to be humble will never be a great leader. – Warren Bennis

3. Resilience

Resilience is the ability to recover quickly from adversity. Resilient leaders are those who can bounce back after setbacks and failures. They can focus on what needs to be done instead of being too worried about what has happened in the past. Resilient leaders accept responsibility for their actions, apologize where appropriate, etc.
Quite often resilience is a sign of profound self-confidence and personal fortitude. Leaders who exhibit it simply have other characteristics to fall back on, whatever the circumstances. – Warren Bennis

4. Self Awareness

Being a good leader is about managing yourself and your team to make sure all of you are working at optimal levels. Leaders need to be self-aware. They need to know what motivates them, how they are perceived by others, and how they can improve their skills. All this because they don’t just want to be great leaders; they want to be the best leaders they can be. Self-awareness helps us become more aware of our strengths as well as our weaknesses. This knowledge enables us to remain grounded in reality – it gives rise to unwavering self-confidence
– Abraham Lincoln

5. Empathy

Being an empathetic leader is one of the key leadership qualities. Empathy is a quality that requires a deep understanding of the emotions and feelings of others, and it enables leaders to understand people’s needs and aspirations. Empathetic leaders can explore visions, values, goals, and the meaning of working with others. Empathy also enables them to manage diversity while maintaining group cohesion.
Empathy is not merely tolerance; it is arguably one of the central ingredients for any successful organization. – Howard Schultz, Chief Executive Officer, Starbucks Corporation

6. Speaking up when it’s needed

Leaders need to let people know what actions will enhance the results. When people are not on the same page, it becomes very difficult to accomplish anything. Leaders need to have clear expectations of people when they are leading them.
I don’t care how much you know until you can get someone else to care as much as you do. – Richard Bach

7. Making decisions

Leaders must make the right decision for the good of their teams and organizations. If they’re not good at making tough calls, it can be a huge source of stress and tension. A good leader takes the time to make informed decisions and asks for input from others. This is an important quality because it shows employees that their boss has confidence in them and cares about what they think.
Genius is not so much a matter of being able to do things as it is in knowing what not to do. – Leonardo da Vinci
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Do leadership qualities come naturally, or do they need to be developed?

Some are born leaders with the inherent qualities of moving the masses. But does it mean that someone can’t develop leadership qualities? No! Leadership qualities can be acquired through structured work towards it. There are no shortcuts to becoming a great leader. You can’t just wake up one day and be the next Bill Gates or Steve Jobs. But there are things you can do to improve your leadership skills and become a better leader:

Fact check on your Leadership qualities

Take a look at your leadership style and ask yourself these questions:
  • How do I give feedback?
  • How do I set goals for my team?
  • What kind of information do I need to make good decisions?
  • How do I manage conflict?
  • How do I motivate a team to achieve the goals we set for them?
  • Are there certain skills I’m lacking because of my past experiences?
  • How do I ensure that others are treated fairly and equally?
  • Who was a leader in the workplace previously where they joined me or came to work with me, etc.?

Set targets of Leadership Qualities for yourself

When you know what your strengths and weaknesses are, it’s time to set goals. Think about the qualities that make you a great leader. Then identify how those qualities can be improved. For example, if you want to improve the management of conflict, ask yourself these questions:
  • What am I good at in regard to dealing with difficult situations?
  • Where do I often fall short when it comes to managing conflicts or resolving disagreements?
  • Am I willing to recognize my flaws and learn from them so that they don’t happen again in the future? How do I deal with conflicts?
  • Do I take into consideration previous experiences in dealing with situations and other people on a day-to-day basis?

Try it out

Once you have a goal in mind, you can start seeking out opportunities to practice. For example, if you want to develop your leadership skills in a particular area, try setting aside time each week to work on that skill. Try doing something like videoing yourself and interacting with your peers regularly. For example, record a video of you listening to people talk about aspirations, attitudes, and work ethics that are important to you as an employee. Go through the videos later and use them for reference. Then ask other people in leadership roles how they would have run certain situations differently had they been present at the time of recording or in their absence. Having these ‘warts and all’ recordings can be a great thing because it goes against the grain of our natural tendency to imagine ourselves perfect in every situation, and this helps us gauge our behavior objectively. This also means that you can start finding creative ways to remediate your weaknesses as well as improve on your strengths – which will make you even better at being an effective manager overall!

Seek help over enhancing these leadership qualities when required

You may not be able to achieve all of your goals on your own. For example, you might want to learn a new skill, but you don’t have the time or resources to do so. That’s okay! You can use what you have to build on and strengthen the areas of your life that are in need. It’s important to get help from others when you’re trying to develop your leadership skills. You can seek out a mentor or attend a leadership development program. One of the best ways to get help is by reading books. Reading a book can give you new ideas that will help move your leadership skills up to the next level.

Conclusion

All in all, leadership qualities are important because they are required to be a leader. If you do not have the qualities of a leader, then you will not be able to lead others. Without leadership qualities, there is no way that one can lead others effectively. Moreover, leadership is a process. There are no shortcuts to being a good leader. Leaders need to be good listeners, learn from mistakes and make decisions quickly. Some leaders may consider themselves great because they have the skills of delegation, mentoring, and delegating authority, but they lack the ability to lead others. Every company is looking for someone who can at least possess some of the qualities that are essential to be a really good leader: charisma, technical skills, a business mind, and a good manager. Some people are born for leadership others have to learn it, and that is something we all can do with effort. A great leader will compliment you as well as complement your personhood because he or she desires that you be around longer than just working in the office. All you need is the right handholding support to take you through this journey of becoming a better leader.

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FAQs

What are the 5 qualities of an ideal leadership?

The five qualities of an ideal leadership are:
– Vision
– Integrity
– Accountability
– Empathy
– Decisiveness

What makes a successful leader?

A successful leader has a clear vision, is passionate and dedicated to achieving their goals, communicates effectively with their team, leads by example, is adaptable and open to change, and fosters a positive work culture.

What do good leaders do?

Good leaders set clear goals and expectations, communicate effectively with their team, provide support and guidance, inspire and motivate their team, lead by example, listen to feedback and ideas, and continually strive to improve themselves and their team.
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