Leaders- Caution! Choose Change Chits Wisely

If you are a workplace leader or manager, change is part of the job.  How you manage change with your staff matters to the leadership success equation.

What do staff expect from their leaders?  Research claims primarily – order, direction and protection.  Staff wants leaders to maintain fair and consistent norms. Yet effective leadership often means changing norms and even mandating change to meet objectives.  This can be a paradox and clearly a challenge for leaders.

I regularly coach leaders with their day to day “people” challenges – helping them manage change is a part of my daily coaching conversations.

Tips from the Coach:

  • Too much change is bad.  People do not have an infinite capacity to absorb change.  Choose your change chits wisely, strategically and frugally.  We mere humans have a finite amount of energy chits each day.  What do you want staff to spend their precious time and energy on?  If you are going to create a policy or process change—make sure its relevant and worthy of the challenges creating it may cause.
  • Don’t hold onto the past or deny inevitable change.  If the company change train has left the station without you on it—you keeping staff stuck.  Staff watches the boss to see how the boss responds or “reacts” to change.
  • Deal with problems!  Complaints regarding the boss avoiding problems and not dealing with them effectively–is the #1 complaint I hear from staff.  Staff count on the boss to resolve conflict and take care of obstacles to success.
  • Don’t put your direct report in the uncomfortable position of having to fend for themselves when it comes to answering unreasonable demands from your peers or theirs.  It’s a boss’s role to deal with problematic obstacles and challenges that impede staff success.
  • Don’t add to the drama factor.  Regulate your emotional reactivity to bad news.  If the boss gets upset, so does staff.  No one can spread the negative emotional “flu” virus like a boss!

Help is available for the people challenges of leadership—invest in yourself this year with leadership development.  Contact me:  360 682 5807 or info@pathtochange.com

 

 

 

People Leave Managers Not Organizations

My many years of experience as a workplace relations/leadership expert have proved to me the wisdom of the adage, “People leave managers not organizations.” I hear the behind the door frustrations and challenges of those who report into a bad boss. The economy is improving and I predict there will be a lot of talented individuals that will leave organizations due to their frustration with a bad boss.

I am an optimist at heart. I personally haven’t met, at least not in my coaching practice, a boss who truly wants to be known as the “bad boss.” Most are mere mortal humans that have some or a combination of these challenges:
• They are blind (or arrogant) to their problematic behaviors that promote distrust or a lack of engagement
• They lack the emotional and interpersonal intelligence to succeed in the role
• They were never been taught simple but practical effective techniques for handling dicey workplace scenarios like how to deliver challenging feedback, intervene with conflict, lead change effectively or lead a high performing team.

The good news is I can help. But the recipe isn’t a quick fix. It takes focus, support, best practice modeling, appropriate challenge, continual feedback and learning new behaviors to replace problematic behaviors.

If you know someone who needs help at improving their boss skills— kindly pass my information on! I am currently accepting a few new clients. I now offer my one on one coaching sessions via Skype to help those super busy professionals with limited time challenges.

4 Tips To Be A Better Boss:
1) Be open and welcoming of input, feedback, ideas and suggestions from staff.
2) Work continually to help people clarify their roles, goals, responsibilities, expectations (what does success look like?) and priorities.
3) Avoid bulldozing change
4) Choose your change chits wisely. Most leaders underestimate the time and attention of THEIRS it will take to effectively sponsor change initiatives.

I pride myself on never having a client that wasn’t willing to provide me a recommendation or reference. Thank you for your continued support.

Maureen Moriarty, aka Workplace Coach

www.pathtochange.com

info@pathtochange.com

360 682 5807

Your EQ is Key to Career Success!

Research has powerfully proven that if you are a professional, particularly one in a leadership role (or want to be promoted into one), your emotional intelligence (EQ) capacities can make or break you. What matters is how others (staff, colleagues, key stakeholders/clients and other senior leaders) perceive your EQ abilities like self-awareness, emotional reactivity, adaptability and interpersonal communication in difficult or stressful situations.

In my many years of executive coaching experience I have met few leaders who really know how others truly perceive them. Staff is often reluctant to give leaders with hire/fire authority tough feedback. Additionally, few leaders have been given a confidential 360-feedback review. Sadly, leaders with the greatest EQ challenges are frequently those who have the greatest blind spots. Some find out after it’s too late.

Your EQ is essentially hard wired into the brain in early childhood. Its what helps or hinders you in being interpersonally effective in challenging, stressful or conflict workplace scenarios. If you are a leader you simply can’t afford not to pay attention to growing your skills in this arena. If others don’t trust you or you fail to persuade with your communication style you won’t last long in a leadership role.

EQ Career tip #1. Take my EQ assessment and find out your EQ strengths and challenges. I thoroughly researched the most popular EQ tools/tests available and have great faith in the profile that I have used successfully with hundreds of clients. I am offering 10% off through Feb 29th on this popular, practical and reliable tool.

EQ Career tip #2. Ask those around you to share impact/feedback with you. Don’t make assumptions about how others perceive you.

The good news is that EQ can be improved!! EQ is my coaching sweet spot. I know the formula to help you improve what matters most to your career success. It starts with a phone call—invest in yourself and call or email me today!

Call me to discuss: 425 736 5691(cell) or 360 682 5807 (office)
or email: pinelakemo@comcast.net

Referrals are greatly appreciated!! Please pass my practical tips on to any others you think would benefit.

In Career Transition, Follow Your Heart

The sad news of Apple CEO Steve Jobs passing hit me hard. He was a poster man for living a life based on passion and following your dreams. He inspires us to hang on to our dreams despite critics. My favorite quote from Jobs is from a commencement speech Jobs gave, “Remembering that you are going to die is the best way I know to avoid the trap of thinking you have something to lose. You are already naked. There is no reason not to follow your heart.”

Powerful. In my work as a career coach, my intention is to help my clients identify their heart calling and proactively create that life. We spend much of our lives working. For most adults, a satisfying life includes work that engages and allows us to bring the best of ourselves to achieve meaningful goals. For many professionals, it can be difficult to figure out this life equation.

Follow Your Heart tip #1. Find a quiet place and start journaling your own voice. Many of us have been leading a life marching to the drum of other’s voices. When is the last time you heard YOUR voice? Can you recognize your voice when you hear it?

Follow Your Heart tip #2. Identify your talents and gifts. Create a list of what you believe are your innate strengths.

If you (or someone you know) is in career transition or contemplating a career move —call me. Unlike many coaches I don’t make you sign up for a program. My coaching philosophy is simple. I meet clients where they are at –and no two are alike. I come from a genuine intention to understand and help my clients in any way that I can which includes support, asking powerful questions and providing a safe relationship to work through difficult challenges as a third party objective thinking partner. I am an accountability partner with continued focus towards your goals. I help clients identify how to “get out of their own way” and develop new effective behaviors vs. being stuck in old harmful patterns.

Contact Info: 425 736 5691(cell) or 360 682 5807 (office) or pinelakemo@comcast.net

Referrals are greatly appreciated Please pass this email on to any others you think would benefit from my practical Workplace Coach tips.

Workers Leave Bad Bosses!

As an executive coach, I am frequently reminded that people leave bad bosses (not bad companies). I am frequently privy to the real story behind why talented people exit. In my experience, it’s not typically about the commute, the pay, the company or the work. More often, its because the employee just couldn’t stand to continue working under their current boss.

What makes for a bad boss? Beauty is in the eye of the beholder but my top ten list would include any of the following:

  1. Fails to give credit where it is due or plays favorites
  2. Fails to either promote/support direct reports with higher ups (doesn’t have the team’s backs)
  3. Fails to offer structure, direction and “order” for the team (clarifying expectations or what success looks like with work tasks)
  4. Decision making averse or wishy washy (often combined with #3 above)
  5. Fails to demonstrate a caring heart, sensitivity, compassion and attitude (no positive feedback, encouragement etc)
  6. Reacts negatively to critical feedback or bad news (i.e. retaliates, gets defensive, blaming or withdrawn)
  7. Rules with an iron fist (i.e. punitive, demeaning, condescending, passive aggressive or back biting)
  8. Micromanages (i.e. looking over shoulders, “control freak”, nit picks, can’t delegate)
  9. Isn’t open to influence
  10. Doesn’t support/coach or help direct reports advance, improve or develop

Here are this week’s coaching tips towards improving if you are a boss:

  • Demonstrate warmth with a smile or kind word. Greet your people like you are glad to see them in the morning! Offer them something to drink when they come to your office. Simply put-the golden rule.
  • Don’t be stingy with credit! Be generous with praise, recognition, Atta boys and thank you’s. The research is clear on this- humans are motivated by recognition and appreciation. Pay attention to what your people are doing well and let them know that a) you notice and b) appreciate. Good behavior unnoticed may not be continued.
  • Deliver constructive feedback regularly –not just once a year during a performance review! Accurately describe and communicate what behaviors you want continued and those you want changed or extinguished. It’s your job to make expectations clear for your employees.
  • Choose your words carefully. Loaded words that sting with sarcasm (always a double message) should be avoided. One word or action from a boss has the potential to make or break an employee’s day—this is particularly so with young or new employees. They are often starving for positive recognition and many are anxious to know how you are judging their work.
  • Noticing your team has a bad attitude? Look first to see that their attitude isn’t merely a reflection of yours. Boss moodiness is catchy and perpetual boss negativity can be deadly to morale. How you respond to a problem is a choice. Challenge yourself to deliver messages in a way that inspires vs. deflates. The most admired bosses inspire unity and loyalty with hope, optimism and workable solutions. Leaders have tremendous influence on the emotional fields of workplaces and their people. Positive emotions and words from a boss are fuel to increase morale and performance. Generosity of spirit, support and acknowledgement is also catchy. When people see the boss modeling it, they follow suit. Which would you rather have perpetuated in your workplace?
  • Be mindful about how you respond to someone bringing you bad news or critical/challenging feedback. People aren’t likely to be truth tellers a second time if they got shot down the first time. Make it safe for your people to communicate their concerns to you.
  • Earn respect and trust with these fundamentals: be transparent (explain decision making), acknowledge your own limitations (its ok to say “I don’t know the answer”), be authentic, don’t play favorites, get input from your people and maybe most importantly model the behavior you want from your people.

In my experience, most of those perceived as being a “bad” boss aren’t intentional about treating people poorly. More often it’s a lack of awareness coupled with a need for management/leadership skill development (often in the emotional intelligence arena). The good news is these are learnable skills (I teach/coach them daily).

Companies pay a high price when they lose talent under those who lack leadership skill. Bringing in a professional coach to help an otherwise valued manager learn better boss behaviors can be a solid business investment.