Friday, June 30, 2006

Solve or Resolve?

Do your people come to you to solve problems... if this is the case and you answer it, you are not coaching. Instead, say "Ok, lets discuss and help you resolve the situation" If it is a big problem, the chances are you cannot solve it but all problems can be resolved.
By discussing how you can resolve the problem and getting them to think about how, you are coaching them, you are growing them and developing the talent within your team.
So today -think RESOLVE not SOLVE.

Thursday, June 29, 2006

The most vital word - Thank You!

I have received some lovely comments and e-mails recently, and every time I open them I have one awesome feeling - that of feeling valued. Now I know we all know that the word thank you is so incredibly important, but do we all understand the full power!
I always send personal, handwritten thank you cards with a little personal message specific to the individual - it is important that you show that you are not sending it, because you know it is the right thing to do but because you WANT to - people can tell the difference! Also - sometimes send them to their home address - it adds that special feel and allows them to "show off" to their family!

Thank you for your kind e-mails, thank you for your comments......blogggers really value the feedback!

Wednesday, June 28, 2006


Sometimes people confuse passion and drive. As a leader you need to understand that passion takes you forward to something you cannot resist, but drive pushes you toward something you feel compelled to do. As a leader you need to create a culture which attracts people with passion and give them a vision so compelling that they drive towards it. The goal needs to be clear and tailored to their individual needs. But remember your role is to create an atmosphere where this can, fairness, visibility, accountability......lead with values and lead with an inspiring vision.

Tuesday, June 27, 2006

How new technology will affect us all

I was reading The Engaging Brand blog as I normally do, and was interested in this post which was inviting people to develop their strategy going forward. I definately will be posting my two pennies worth, but a great way for you to have your say in how HR and indeed managers need to think differently about how to develop people going forward. Check it out.

Monday, June 26, 2006

To move from manager to leader

Just a quick tip, but a sign of a great leader is the use of "we" instead of "I". Leaders are inclusive not exclusive. Teams are built through each person contributing and there is no room for leaders who want to take all the credit. Make sure you replace me and I with more inclusive sentences like
We can...
Our challenge is
Lets us.....

Remember, leaders rise to protect the team in public by taking responsibility for problems, but for praise they stand back and let the team take the credit....after all people know who leads the successful team...they will make the connection!

Tuesday, June 20, 2006


We often ask people to be empathetic. This can lead to confusion. Being empathetic is the ability to imagine yourself in someone else position. It is not feeling bad for is about feeling with someone.....

Monday, June 19, 2006

Setting Deadlines

To make sure that people act on your requests try and avoid the words ASAP. Remember achievement is about focus, so set a date. I also think adding a time really focuses the mind. So your request becomes due on wednesday 21 June at 12.30. This focuses the person's attention! Make sure that you follow up at 12.31 to see where the work is, if it has not reached you. If you have a PA or admin they can do the follow up.

The impact of adding date and time is worth so much better than ASAP...which is subjective.

Friday, June 16, 2006

Negative Employees

For those people who seem to love being negative...just ask " What would you like to see happen here?" and "How can I help you handle this situation right now?" This shows that complaining is not something that can continue and you are looking for resolution.

Thursday, June 15, 2006

Recharge Yourself

One tip that I have always used is playing uplifting music before I get to work....we all have those songs that make us sing, remind us of a great success, that gets you up on the dancefloor. This is a great motivator to get your adrenaline going on a morning and lift your put it on loud, and sing - LOUD! (even people like me who can't sing a one can hear you)

Let me know the song that gets you going....

Tuesday, June 13, 2006

Selling an Idea

Do you struggle to get people to do something that you have asked?
Maybe it is the way that you are asking. Since childhood we have fought against being told what to do, remember being asked "You can tidy your room".
So change your approach for more success....ask the person "May I ask you to help me with something?" It is very difficult to turn down that kind of request.
Once the person has allowed you to are then able to sell the idea, and remember sell it by explaining why it is important, and most importantly what is in it for them!

Monday, June 12, 2006

How NOT to brainstorm

Have you ever been to one of those brainstorming meetings and felt cheated? Cheated because it wasn't really a brainstorming, it was a way of trying to get you to buy in to the already made decision!

Being a manager, being a leader means being authentic. If you have made the decision...then be honest. Describe why you have made the decision and then ask for feedback, ideas of how to implement, risks, opportunities.

If you have not made a decision then brainstorm....don't allow any ideas to be dismissed. Register any idea, and look for the kernal of greatness in all ideas. Be a angel advocate rather than a devils advocate.....

People may not like it if you have made the decision but they will respect your honesty. If you fake the brainstorming, people will see through it and will feel cheated and less likely to accept your decision.

Thursday, June 08, 2006

Experiment vs Change

Interesting, I was speaking to someone about the post on change. Another view is refer to it as creating ideas and experimenting....even if the "experiment" doesn't work you will have moved from the original position.

A experiment means that you must be open to feedback and use that feedback to build further success. Don't lie...if it is a given say so...people can smell non authentic brainstorming a mile off! But experiment means that you will work together to find the best solution.....thanks Sue for that extra thought!

Tuesday, June 06, 2006

Change or Choice

Every one of us hates the thought of changing. When our parents told us to be tidier, when our teachers told us to do homework, etc etc.... and remember you cannot change anyone. You need to provide a compelling case for them to change.
So instead of saying "CHANGE!" give them a "Choice". Choice is a word that is less threatening and it gives the person the power. When faced with a choice you are more willing to think objectively about it, and then accept the reason for change. To do this ensure that you don't confuse....provide a clarity around the choice, the clarity helps people to make a decision.

So start speaking by saying "We have some choices to make....."