Managerial Tips for a Joyful Holiday Season

It’s that time of the year again.

Yes, you guessed it right. The holiday season has kickstarted, and we are about to go off for the longest and presumably the best part of it. As winter kicks off, a new vibe sets in. The year’s ending; let’s push some ideas onto the next one. Or, by the year’s end, we need to rush these tasks at the earliest!

However, what it looks like for your team depends on what you do. But here’s the thing: the holiday season may not be the same for all your team members. 🙂

Making the Holidays Easy for All

While the spirit is of cheerfulness, strict deadlines often play the spoiler. There’s the added financial and social stress of performative roles. Trust me on this because the numbers align right well. In a survey, 88% of people highlighted it as the most stressful part of the year. The urge to be perfect also follows us at work with the perfect decor, the right gifts to exchange, and so on. 😥

But we are managers, right? We can put a pause on this. Here’s how:

• Be empathetic: The key lies in understanding that holidays differ for everyone. Some team members could be affected due to personal issues at such times. Isolation often rises during the holiday season, as SHRM reports. Offering them an empathetic and supportive hand is essential. 🤝
• Be inclusive: Moreover, keep in mind that inclusivity rests on remembering diversity. Do not get wrapped up in singular ideas of what holidays mean. Be open and celebrate together. 🎀
• Be a little more flexible: Putting that cute decor up needs more than a few rounds to the supermarkets. And that’s not the end of it! As the time to reconnect with family and reset lives comes, employees need more time to themselves that you can offer. Helping set priorities and goals for end-of-year that don’t overburden teams is important, too.📆
• Check-ins and checking out: Some of your team members would do great if you checked in with them frequently to chat and wrap things up. Conversely, encourage your team to take time off and enjoy the festivities. 🎆
• Take the lead on planning: Workers report high stress toward the end of the year due to massive deadlines and planning needed for the following year. Managers can ease things out by planning to allow a few days of rest and relaxation for all. Ensure that they are not overwhelmed, and aid goal-setting for the new year on a positive note. 😀

Before the out-of-office notes start plugging in, here’s a quick note to all managers: take a break. For all the stigmas that they carry, breaks are not the ultimate hurdle in your growth. Often, they can be the panacea to many problems that escape our eyes every day. Reconnecting with family and friends over delectable chats and food is a great way to rejuvenate – don’t let the ghost of toxic productivity scare you away from what you need!

Promise yourself to grow beyond your limits and reach new heights in the year to come. 🎉

It’s lonely as a manager. But, here’s a change

Let’s head back to history for a while. How did you react when you were told you would be a manager? Let me make a wild guess: You were happy. Excited at the prospect of being in a leadership position and doing better than you ever have.

In some corners, there’d be a little bit of hesitation lurking. What if it all goes wrong? I believe it didn’t because you are here, making waves in your role and taking teams to new heights. 💡

But here’s the thing. Sometimes, we mess up. And although it may not impact us in the long term, it does hold us back. More often than not, this is about very typical and non-serious issues.

That time when you skipped a review only to catch errors later and do the whole thing again. Or when your team disagreed, you still went ahead, much to their dismay. In hindsight, after spending years at our jobs, we wonder if we could have done things differently had we had the time. Or had we known exactly what to do? 😣

Leaders often feel isolated

You are not alone in this feeling. Research shows that leadership roles are often accompanied by feelings of loneliness, ironically enough. Succession to the top leadership position in an organization is basically isolating as it separates leaders from others (who now directly report to them) and leaves them without peers.

Additionally, as a leader, you are often expected to meet the needs of employees – be it taking care of their concerns or providing support through tough times. However, when no one is available to respond to the leaders’ needs for company and support, the leaders fall prey to loneliness.

The authors of this essay point out that executive or leadership coaching can be a great first step to beat down isolation. The safe space with a coach offers a much-needed platform to think out loud, examine, and accept. Their words can further help you improve and get over hesitation and issues. 🧑🏫

But, there’s support!

While our professional journeys go on, the feeling of loneliness that sets in with the first leadership role remains by our side. As Shakespeare said, “Heavy is the head that wears a crown,” holding the mantle is tiresome, too. Now, I won’t ask you to search for the best coach possible and turn your life 180 degrees. ⚙️

But here’s something simpler, lighter, and easier: Talk to Merlin once. Describe what’s going on, what you’d like to do as the new year hits, and where your mind has been stuck lately. The best part is that our AI coach doesn’t judge you (at least openly 😜). You have three free conversations that you can start anytime. Get started. 📍

Seeking inspiration? We’ve got you covered!

Check out this week’s manager story, where Shruthi Kamath unveils her managerial journey through the ups and downs. Follow Shruthi’s over-a-decade-long journey of leadership and management in a field often described as a men’s arena. Read more to explore how she learned from her experiences to become the excellent manager she is today!

Does Your Team Think You Need Training?

In a survey by SHRM, about half the employees pointed out that training to help their supervisors and managers would directly improve their performance. And that’s not the end of it. Over half of the employees surveyed (57%) agreed that their manager needed some training.😯

Now, you might think that if they are not team leads, who are they even to judge you in the role of one? Well, your team members are the ones who are directly impacted by your team management abilities.

SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, further points out, “There is no relationship in the workplace more powerful than the one between people managers and employees.” 🤝

For most organizations, feedback systems go one way. From the top to the bottom. While trickle-down economics is a hot debate, trickle-down feedback is a broad norm for all its harms and fallacies. What is missing is that effective feedback must be a two-way exercise for both sides to learn.

On the one hand, the managers guide growth for their team members in line with the organization’s mission, and the team suggests practical improvements on the other, creating a feedback loop in its true sense.

Often, managers point out where a team member needs to work. SHRM flipped the lens here, and team members listed some areas where we can all work a bit to get a lot better.

According to the employees surveyed, the top five areas for improvement in people management skills are:

• #EffectiveCommunication (41%) 🗣️
• #TeamDevelopment and training (38%) 🏆
• Time management and #Delegation (37%) ⏲️
• Fostering a positive and inclusive #TeamCulture (35%) 🎊
• Managing #TeamPerformance (35%) 📈

All of these areas can strategically improve team performance and your performance as a team manager. Communication is often the cornerstone of all action. Get this right, and the rest flows into place.

Similarly, mastering #TimeManagement and delegation ensures smooth workflows for you and your team. Once these battles are won, you can move toward creating a great team culture that focuses on performing and learning.✨

But you might still wonder if you fall into the majority that is earmarked for improvement by their teams.

Here’s a quick way out: Drop into a conversation with Merlin. Merlin is Risely’s interactive chatbot, which enables success for people managers. From the link below, you can have three free chat sessions with Merlin to discuss your professional journey and seek advice on where to work. If hesitation often keeps you from knocking on the doors to success, here’s the right chance to speed up.

Talk to Merlin! 🆓

Along with Merlin, you can also avail yourself of Risely’s free self-assessments for critical managerial and leadership skills to picture your professional abilities accurately. With the help of such conversations and assessments, you can visualize a journey of growth designed just for you.

In the end, remember that leadership and leadership development don’t come with a set finish line. While reaching new goals, keep in mind that there’s always more to learn, do, and achieve with your team. Happy growing! 🤸

In a survey by SHRM, about half the employees pointed out that training to help their supervisors and managers would directly improve their performance. And that’s not the end of it. Over half of the employees surveyed (57%) agreed that their manager needed some training.😯

Now, you might think that if they are not team leads, who are they even to judge you in the role of one? Well, your team members are the ones who are directly impacted by your team management abilities.

SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, further points out, “There is no relationship in the workplace more powerful than the one between people managers and employees.” 🤝

For most organizations, feedback systems go one way. From the top to the bottom. While trickle-down economics is a hot debate, trickle-down feedback is a broad norm for all its harms and fallacies. What is missing is that effective feedback must be a two-way exercise for both sides to learn.

On the one hand, the managers guide growth for their team members in line with the organization’s mission, and the team suggests practical improvements on the other, creating a feedback loop in its true sense.

Often, managers point out where a team member needs to work. SHRM flipped the lens here, and team members listed some areas where we can all work a bit to get a lot better.

According to the employees surveyed, the top five areas for improvement in people management skills are:

• #EffectiveCommunication (41%) 🗣️
• #TeamDevelopment and training (38%) 🏆
• Time management and #Delegation (37%) ⏲️
• Fostering a positive and inclusive #TeamCulture (35%) 🎊
• Managing #TeamPerformance (35%) 📈

All of these areas can strategically improve team performance and your performance as a team manager. Communication is often the cornerstone of all action. Get this right, and the rest flows into place.

Similarly, mastering #TimeManagement and delegation ensures smooth workflows for you and your team. Once these battles are won, you can move toward creating a great team culture that focuses on performing and learning.✨

But you might still wonder if you fall into the majority that is earmarked for improvement by their teams.

Here’s a quick way out: Drop into a conversation with Merlin. Merlin is Risely’s interactive chatbot, which enables success for people managers. From the link below, you can have three free chat sessions with Merlin to discuss your professional journey and seek advice on where to work. If hesitation often keeps you from knocking on the doors to success, here’s the right chance to speed up.

Talk to Merlin! 🆓

Along with Merlin, you can also avail yourself of Risely’s free self-assessments for critical managerial and leadership skills to picture your professional abilities accurately. With the help of such conversations and assessments, you can visualize a journey of growth designed just for you.

In the end, remember that leadership and leadership development don’t come with a set finish line. While reaching new goals, keep in mind that there’s always more to learn, do, and achieve with your team. Happy growing! 🤸

Is Your Team Hesitant to Disturb You?

Here’s a simple question: does your team know you are there for them? Now, I don’t mean to disparage your efforts. But let’s think about it. You are present, nearby, and often visible, yet engrossed in your work.

Would your team members think twice before contacting you when they are stuck? If yes, there’s some work to do. Let’s undo these invisible walls together today. 🧱

Breaking the Ice

Suppose your manager is sitting right before you, and you have a question. You have been stuck for hours, and asking him will likely complete things as soon as possible. But, you wait. Why?

Your manager looks busy. They are entirely focused on the desk. They are tense, and you are sure your question will interrupt them. Most likely to make them annoyed. So you mail them instead. 😞

Yet, here’s a twist. What if simple changes could make this situation better? Let’s revisit. You are there with a question while your manager is fixed on their screen. For a second, they look up and offer a reassuring smile. You get the inlet you need! There goes the question, and you have some hours and hesitation saved. 😀

So, what made the difference? In the second setup, you could approach your manager. Being present is essential, but it’s useless until and unless your team knows you are there for them, not merely by circumstance. ✅

Approachability 101

How can you do that? Being an approachable manager is simple.

• Know your team and what they do. Understanding their roles will help you establish connections and foster trust. 🤝
• Focus on your body language. We all are busy, tense, and focused at work. Yet, being relaxed and open to conversation can help your team interact. 🧑💼
• Empathy and authenticity are your guides. Being genuine in your interactions while understanding your team’s perspectives will help them see you as an approachable guide in times of need. 🗣️
• Share anecdotes and reassure others. Talking about your experiences can help your team relax and connect. 👍
• Choose words and phrases that convey positivity. Avoid negative or judgmental language that may make others hesitant to approach you. 🧘

Ultimately, the game is all about communication in its various forms. Sometimes, actions say a lot. So make sure that yours are spelling out the correct messages! It’s not just about the words; communication encompasses your body language, gestures, and listening habits. You can test your communication and active listening skills for free with Risely’s self-assessments for people managers today to get started toward a new way of leadership.

Skill assessments are one of the many ways that Risely enables growth for people managers, but that’s not all! You can unlock various interactive features, including the AI chatbot Merlin, who provides guidance 24*7 for your people management challenges, guided and customized learning journeys, and much more at half the cost now with our exciting Black Friday offers.

Grab discounts up to 50% on all annual plans with the coupon code BLACKFRIDAY2023 till the 31st of December 2023 to unleash your team’s true potential, one step a day!

Leadership in Gray: What We Can Learn from Zuckerberg?

Do you ever find yourself in a total head-scratcher? I bet you have; we all have those moments when we’re like, “What on earth is going on here?” Life can be a tricky puzzle, and sometimes, we manage to solve it, but other times, we just can’t seem to piece it together. 🧩 The key is knowing that as managers, our job is to be the guiding star for our team and help them chart a path through the chaos.

Why does Mark Zuckerberg always wear gray T-shirts?

Let’s talk about something more common and simpler: Mark Zuckerberg’s gray tees. You’ve probably noticed how he’s almost always wearing the same thing. It might seem like he’s just being lazy, but there’s a method to his fashion madness.

Zuck says, “I really want to clear my life to make it so that I have to make as few decisions as possible about anything except how to best serve this community.” He’s all about minimizing the number of decisions he has to make so he can make the few that really matter count. 🤷♂️

You are not alone in fatigue

An average American makes about 35,000 decisions a day, as per one estimate. The number sounds huge. But, opening this piece to read on your device involved many decisions – to read or not, where to read, what device to use, and so on.

An American journalist named John Tierney coined a term for this concept – #DecisionFatigue. It’s that feeling when you’ve made so many choices that your decision-making quality starts to nosedive. Sound familiar? If it does, it’s time to step back and shake things up in your team.

Delegating tasks and responsibilities is a smart move, and you can even take a page from Zuckerberg’s book by cutting out the noise and zeroing in on what truly counts. It’s like a workplace spring cleaning! 🌼

Smarter solutions await!

But here’s the cool part – you don’t have to go on this journey alone. Risely, the AI co-pilot for leadership development is your trusty sidekick. Meet Merlin, the interactive chatbot, and unlock its multiple powerful modes to level up your skills and tackle challenges. 🤖 Check out this short video 👇

Merlin makes decisions easy for you with its constant support and advice. You can practice difficult conversations before heading to them, discuss specific situations, and seek tips for developing a skill – all as per your comfort.

So, create your free account today, and start tracking your progress one step at a time. In a world that’s changing faster than you can say “meta,” having a buddy who’s got your back and gets you ready for whatever comes your way is your ticket to success! 🚀🌟

Meanwhile, remember that taking breaks is not just okay but great. It helps you rejuvenate and jump back to business better than before. 

Let’s navigate the skills maze? Perceptions vs. Reality

Would you be willing to talk about building your skills today? Essential skills that help you unlock professional success. Critical skills to your growth. Great #communication skills. Strong delegation ability. And so on… Honestly, getting these buzzwords thrown at me puts me into an initial spurt.

I surely want to work on these skills next. But how do I do it? After all, what does effective communication even mean? 🤔

If I ask my team members, I’d hear varied answers. While one emphasized listening well to others, the other pointed to the need to speak clearly. And neither is wrong! Yet, how do I place these in order and clearly understand what I need to do? If you have ever been through this whirlwind, today’s newsletter is the much-needed clarity you deserve. Let’s unpack. 🧩

What’s a skill, after all? 🤔

A skill can be easily defined as an individual’s learned ability to perform effectively. Skills can be specific to the domain of your work or general with broad applications.

Every skill can be defined further in terms of sub-skills, the smaller units that make the whole. For instance, let’s talk about guidance ability. In essence, it includes the ability to direct and nurture others. This skill would also have my potential to be a good role model and give feedback that helps my team members grow. 👨👦🗣️

Thus, when working to improve my #GuidanceAbility, I need to focus on multiple areas. In some, I might fare well due to experience and natural tendencies, while others can be harder nuts to crack. 🌰💪

Let’s make it easier! 🛤️

Jumping on this train of understanding skill and working progressively along every aspect is a dream plan, right? But as dreams go, it’s unrealistic. Not every manager can know, weigh, and understand every aspect. The perception of a manager and their team about the skills can differ heavily, too. You might think you give bad feedback, but your team may find it helpful. Again, we are in challenging waters. 🌊

Risely resolves this problem by allowing in-depth skill assessments that involve your self-assessment and a review of your skills by your team. The best part is that your team members are anonymous and, thus, encouraged to be honest. By comparing those scores for various sub-skills, you can figure out precisely what interventions you need to build your core skills. Here’s what it looks like – 📊

A self-assessment enables you to introspect and understand yourself. Your team’s feedback allows you to look into the social perception of your skills. Are your skills creating an impact? Learning methods that focus on you in isolation, forget that you influence and get influenced by others, too! That’s what it helps you answer. By combining these two metrics, Risely provides insights to work on the exact skill areas holding you back. 🔍

Treading the managerial profession is hard, and we are here to help you with many more such tailored ideas. Join a tribe of managers committed to growth and excellence today by signing up for free. 🚀👥📈

Say hello to bite-sized learning

Today, in The Top newsletter, I want to dive into a small idea that addresses a seemingly big issue.

So, my team and I have been working closely with managers, and we’ve embarked on this exciting journey called Manager Stories. It’s been about a quarter since we started, and let me tell you, the entire process of curating these stories has been a real eye-opener for us, from getting people on board to publishing. But the real gems have been the conversations we’ve had.

During one of our chats with Shine Nagpal, he dropped a nugget of wisdom that really resonated with us. He said, “I didn’t want to spend hours in training sessions when I could be with my family.” 🕰️ Shine wasn’t alone in feeling this way. Shockingly, only 11% of executives see value in leadership development programs, according to a recent McKinsey report. 📊

These numbers raise a red flag because leadership development programs are supposed to be the lifeblood of organizations worldwide. But clearly, something’s missing. Our conversations with managers and leaders have shed some light on this issue:

• Leadership development should be more personalized. Inspirational examples are fantastic, but challenges aren’t one-size-fits-all.
• Training sessions can be a drag if they’re dull. Development programs need to be engaging, fostering retention and genuine growth.
• Occasional training doesn’t always cut it. Real-life scenarios don’t follow a seminar script, leaving managers puzzled when unexpected issues arise.
• Clarity is an excellent place to start with. Managers understand the concepts, ideas, and need for leadership training much more when they can see the impact and know where to apply their learnings.

So, how do we tackle this? The challenge lies in creating scalable solutions that adapt to a wide range of circumstances – something traditional training often struggles with. After all, there are limits on the capacity of on-site coaches, and workshops only suit some. Geographical and financial limitations lead to smaller organizations often falling through the cracks. Moreover, not every manager on your team will resonate with the same approach! There are a lot of factors at play. 🏢

That’s where technology swoops in to save the day. 🚀 Take Risely, for example. When managers sign up, they get to define their specific challenges. As they progress, they receive gentle nudges designed to focus on their personal growth. And guess what? These nudges won’t eat up your entire day – they’re as simple as reading an inspiring quote that guides you through your day. How convenient is that?

There’s a chatbot to help you constantly – whether you are wondering how a difficult conversation will play out or beating yourself up to figure out precisely what’s missing in your skillset – Merlin will guide you through.

Add skill assessments and a skill center to showcase your progress, and top it off with masterclasses to dive deeper into the mess and detangle your leadership journey. You get a holistic solution to your people management troubles. And the best part? You can sign up today for free and embark on a whole new journey of development interventions. 🌟

Does your team know what you want? Here’s how to ensure it.

This week, let’s dive into something we’ve all encountered: those plans that never quite take off and ideas that seem to circle endlessly in meetings without any action. It’s frustrating, right? Well, a big part of this issue often boils down to one thing: setting expectations.

Now, you might be thinking, “Setting expectations? That sounds a bit fuzzy and complicated.” But fear not, my friend! We’ve got the roadmap to help us navigate this terrain. 🗺️

When it comes to setting expectations for your team, you can base them on:

✅ The established standards of work in your team and industry.

✅ Ideas that everyone agrees on as constituting good work.

✅ A shared understanding of team goals and responsibilities.

Setting clear expectations regarding performance and behavior among team members helps synchronize reactions to challenges, in addition to ensuring that clarity on processes and goals remains high across the board. Hence, if you often find yourself frustrated and overwhelmed with the number of things that go wrong – the loophole might lie in not setting the expectations right for your team.

Just picture this:

• Your team does not know that you expect reports on Friday evenings
• Your team knows that you review reports on Friday evenings

Which scenario is going to help you out here? Once that is clear, we can figure out how to set expectations effectively.

What’s the right way to set expectations?

But here’s the twist – your team also has expectations of you! They want a manager who provides effective feedback, resolves concerns, and doesn’t pester them for hourly reports. The tricky part is that these expectations often go unspoken. We get so caught up in setting quarterly goals that we forget the day-to-day expectations shaping our work.

At the onset, setting expectations can be trickier than setting goals. There’s no clear finish line, which varies from person to person. And often, you or your team might not know exactly what’s needed. To tackle this challenge, managers can:

• 🚀 Lead by example and demonstrate the behavior you expect from your team.
• 🤝 Establish shared standards and norms with your team.
• 🗣️ Use feedback sessions to discuss expectations in professional relationships openly.
• 💡 Respect your team’s needs and boundaries.

And here’s a nifty tip: learn from examples! Check out what other managers and leaders are doing to set expectations right. Risely can help with that. It offers interactive quizzes that evaluate real-life situations related to expectation setting. Plus, it shows you the right expectations and how they come about.

You can even sign up for free to access these quizzes and other activities that enhance your critical skills. Expectation setting is just one of the areas that can hold back professional success for managers, and there are many more where small mistakes are creating more significant troubles for you. Risely is your AI co-pilot for leadership development, offering short and sweet training units to help you grow. 🌱

How about roleplaying a confrontation with a team member?

Today, let’s dive into the world of managerial #challenges. 🌟

You know, one of the most demanding aspects of being an effective manager, in my opinion, is #confrontation. 😬

It’s like climbing a steep ladder. When you transition from being an individual contributor to a manager, suddenly, confrontation becomes a significant player in your success story. But it’s a road less traveled, and it’s not always a smooth one. 🚀

The funny thing about confrontation is that it can be both the worst and the most rewarding part of the job. In many situations, it can work wonders. Take, for instance, a team member who keeps missing deadlines despite numerous reminders. Every time, you devise a fresh excuse to let them slide. Then, one day, you take a deep breath and address this behavior head-on. 💪

But there are a few not-so-friendly companions that might tag along:

• The hesitation to point out mistakes. 🤔
• The fear of retaliation and conflict. 😰
• The confusion about goals and expectations. 🤷♂️

How to beat the confrontation conundrums?

You might find yourself stuck, tempted to let things slide once again. However, here’s the deal: action is what gets results. Something needs to be done, and guess what? I’ve got a fantastic tool to help you when you need help figuring out where to start. 🛠️

Meet Merlin, your interactive AI chatbot for #managers—Merlin’s here to be your partner in tackling management challenges. It helps you practice those tricky conversations with your team members in just a few simple steps. Let’s break it down:

Set the Scene: Merlin wants to understand your situation. You can share your challenges, provide specific examples, and describe your team members’ typical tone during conversations. 🗣️

Practice Makes Perfect: Role-playing lets you visualize that future conversation with your team members. It helps you anticipate their reactions, identify potential concerns, and prepare you to handle them like a pro. 🎭

Review and Improve: In the final step, Merlin gives you a detailed analysis of the conversation. It highlights your strong points and points out areas that need more work, guiding you toward improvement. 📊

Pretty cool, right? 😎 But that’s not all that’s in store for you with Risely. It offers a personalized learning journey to help you hone critical leadership skills and conquer those challenges that often stand in your way at work.

Overcoming confrontation hurdles is just the tip of the iceberg. As you continue to grow in your professional space, there are multiple areas where you’d need support, sometimes at 2 AM, too! That’s where an AI coach comes in: to stick by your side through thick and thin, no matter how odd the hours are—the freedom to pour in questions and test things out whenever you wish.

In addition to expert guidance through masterclasses, skill-building units, and ready-to-use templates for various scenarios, Risely is the complete package to guide a leader’s growth.🚀

So, why wait? Sign up today for free and kickstart your journey towards growth. 🌱💼

Strategies for Success: The Science of Workplace Happiness

Today, let’s dive deep into something that profoundly affects your team: their happiness. Is your team happy?

You might think it’s a straightforward question, but the ripple effects of team happiness are massive, impacting performance, growth, and even your company’s success.

Finding out if your team is genuinely happy is more challenging than checking off boxes on a #happiness survey. So, what can you do to banish the #workplace blues? Buckle up; we’re about to take a comprehensive tour. 🎢

Getting to Grips with “Employee Satisfaction”

Okay, let’s step away from the textbook definitions and paint a more vivid picture:

Think of your team as diverse individuals, each juggling personal and professional roles. They all want to be stars in their stories, but sometimes, life’s curveballs, like stress and challenges, slow them down. In this rollercoaster of ups and downs, certain constants make all the difference: a manager who’s got their back when they tackle challenging problems, a mentor who guides them on the path to personal growth, and peers who share in their successes and challenges.

Employee satisfaction boils down to creating an environment where they have the freedom and opportunity to become the best version of themselves. 🌟

Why Should You Care?

Let’s play out two scenarios:

Scenario A: Your team is stuck in a rut, buried under a mountain of mundane tasks with rigid, unchanging processes. What’s the likely outcome? Mediocrity, right?

Now, scenario B: They’re encouraged to experiment, try new things, and bring fresh ideas. What does that unlock?

• – 🚀 A treasure trove of groundbreaking innovations.
• – 🤝 Seamless collaboration within your team and beyond.
• – 💼 A sense of ownership over their work.
• – 📈 A team that constantly evolves and keeps moving forward.

Scenario B sounds much better, doesn’t it?

But here’s the kicker: achieving nirvana is no walk in the park. As a manager, creating job satisfaction isn’t limited to the occasional team-building retreat. It’s about weaving it into the fabric of your team’s daily routine. 🌱

Your Journey to Fostering Employee Satisfaction

So, how can you get there? Here are some actionable tips and ideas to make it happen:

• Open-Up Dialogue: Start meaningful conversations with your team. Ask them about their struggles and what’s holding them back. Be ready to listen without judgment. Sharpen your active listening skills to get this right.
• Encourage Risk-Taking: Create a culture that embraces calculated risks. Let your team explore new avenues without fear of failure.
• Celebrate Diversity: Recognize that your team members bring unique strengths and perspectives. Encourage them to express themselves authentically.
• Invest in Growth: Provide opportunities for skill development and personal growth. This could be through workshops, mentorship programs, or access to resources.

Creating a satisfying work environment isn’t a one-time thing; it’s an ongoing journey. By investing in your team’s happiness, you’re fostering a positive workplace and setting the stage for their continued growth and success. 🌻

Check out our comprehensive blog for a deeper dive into #EmployeeSatisfaction: Cracking the Code: Boosting Employee Satisfaction for Growth 📚

Conflict Chronicles: Real-Life Stories of Managers Who Triumphed Over Turbulent Times

Ever wonder why experts harp on conflict management skills? After all, we can all get into a

spat and find our way out, right? Conflicts are not strange to a manager. Most of us have seen many play out, yet there’s something that differentiates good #ConflictResolution from other attempts. What’s the secret ingredient?

Well, let’s find out in today’s edition of The Top newsletter. 🔎💪

Here’s a story

The marketing team at a software company was working on a new product launch. However, there were some troubles on the way. The designers were having a disagreement about the overall look of the product. There were several ways out and little compromise. The copywriter was overwhelmed by the amount of work that needed to be done, and the project manager was stressed about meeting the deadline. 😵💫

Enter the first manager

Let’s call him John. He’s a good engineer. But does this effectiveness translate into managerial efficiency too? He starts by trying to get the designers to agree on a compromise. But the designers are too entrenched in their positions to compromise, and none budge. John then tries to tell the copywriter to just “buckle down and get the work done.” However, the copywriter feels that John is not listening to her concerns. There’s little resolution on the way. 😞

Enter the second manager

Let’s call her Mary. Mary’s expertise in handling teams helps her take a different route. She starts by asking the designers to share their vision for the product. She then helps them to identify the critical areas of disagreement. Once the areas of disagreement are identified, Mary helps the designers come up with a solution that addresses everyone’s needs.

She then moves to the copywriter to understand what’s bugging them. After listening to her, Mary discussed with the Project Manager how to find a solution to the overwhelming amount of work through delegation and cross-functional collaboration within the team. 🙂

What Made The difference?

The difference between the two managers is that John did not have the skills or experience to manage the conflict effectively. He tried to force a solution, which only made the conflict worse. While he is a sound engineer, his managerial skills still needed some polishing.

On the other hand, Mary created a safe space for the designers to share their feelings and come up with a solution that everyone was happy with. Conflict resolution skills, such as communication, confrontation, and collaboration, aided her in the process. ✅✨

When a #conflict arises, it is important to create a safe space for people to share their feelings and come up with a solution that everyone is happy with. Managers who cannot manage conflicts effectively are likely to enhance the problem rather than solve it.

Join Brenda Hooper C.Med, PCC, CEC, an Executive Coach and a trained expert in Conflict Management and Mediation, on an insightful 6-hour journey to become a pro at handling conflicts. With topics ranging from the basic understanding of conflicts to advanced topics, this series of masterclasses helps new and old managers alike to start a new journey for successful teams.

Learn more about this masterclass here 👉 Conflict Management Masterclass.