Aligned Performance

It’s “Employee Appreciation Day”! Whether you’re acknowledging this day, or simply giving positive feedback, take a few minutes to consider the best way to acknowledge each person on your team. ?Sincere appreciation doesn’t just make people feel good, it?increases motivation, engagement and morale. 5 Ways to Make Appreciation More Meaningful: ** Be specific. Instead of a general “thank you”, mention a specific trait or skill you appreciate about each person. ** Make it personal. Rather than a team-wide shoutout, take time to acknowledge each individual’s contribution. ** Go old-school. Replace the digital message for a hand-written note. Mail it to their home for a bigger impact. ** Focus on impact. Instead of saying, “great job”, acknowledge a specific result that had a positive impact on the team or company. ** Tailor it. Each person likes to be acknowledged differently. ?Tailor what you say and how you say it to each person to make it more meaningful. Personally, I especially enjoy handwritten notes. How do YOU like to be shown appreciation? Drop it in the comments... #EmployeeAppreciationDay #Leadership #WorkCulture #PositiveFeedback

How to Give Feedback So It’s Well Received Do your palms sweat when you know you have to “give someone feedback”? Some people are not bothered by this, but others hesitate because they want to be sure the conversation is productive and the relationship with the other person remains in tact. How you deliver feedback impacts how well it is received. For example, some people prefer a direct “rip the band-aid off” approach, where others want notice that you want to have the conversation so they can bring questions or examples. Here’s how to adapt your approach based on 4 communication styles: ?? If the person has a "direct" style, be clear, to the point, and action-focused. ? Address issues quickly and concisely; don’t sugarcoat the issue. ? Focus on the outcome and solutions, not just the problem. ?? If the person has an "upbeat, outgoing" style, be positive, motivating, and people-oriented. ? Acknowledge their contributions and strengths before discussing improvements. (but don't use the 'sandwich' approach) ? Help them see the bigger picture and how the change you're suggesting benefits them and the team. ?? If the person has an "analytical" style, be logical, detailed, and data-driven. ? Provide specific examples and evidence to support your feedback. ? Offer a clear, step-by-step approach to improvement. ?? If the person has a "warm, person-first" style, be thoughtful, relational, and dialogue-driven. ? Encourage a two-way conversation; acknowledge their thoughts and feelings. ? Maintain a calm, understanding tone that reassures rather than pressures. When you adapt your style to meet theirs, your words will resonate more effectively. How you say something is more important than the words you use. I prefer the Direct approach.??Which feedback style do YOU respond to best??Let’s discuss in the comments below... #Leadership #Feedback #Communication #ProfessionalGrowth

I had the great pleasure to interview Derrick Britt, VP of Fraud Investigations & Operations at Goldman Sachs. He shares his story of growing into leadership, along with advice for people newly stepping into a people management role. Watch our interview on my YouTube channel: 'Get the Leader's Edge'. https://lnkd.in/gDsT4Muj #LeadershipDevelopment #NewManagers #AdviceforLeaders #ProfessionalDevelopment

I had the opportunity to hear #RosaParks speak. It was MLK day, 1990 in Tuscon, AZ. I was traveling with #UpWithPeople. I remember her being a petite woman, barely seen behind the podium. Her speech was steady and intentional. I remember her saying, "I did not intend to start a movement. I was just tired after a long day of working and wanted to sit." Sometimes small, unintentional actions sends ripple effects. You hold the door for someone, they do the same. You use the cashier's name, and so does the person behind you. You perform an act of kindness and the person pays it forward. You never know who you are going to impact. Who knows - you may even start a movement! #Kindness #ActsOfKindness

"Down time" enhances your "Up time". One of the things I love about working from home is squeezing in moments with my cat. Those few minutes of downtime usually help me get unstuck (and of course, we both get hits of oxytocin). Sometimes when I'm designing a program for a client, or developing a new course, my brains freezes up. ?No words, no creativity, no ideas. Have you experienced that, or is it just me?? But, after a few minutes of quiet and calm, I get an idea or find the words to finish the task I’m working on. My mind is clearer and more creative, and I am more productive. My message here is to allow those momentary breaks to refuel. They don’t need to be long. For me, 3 to 5 minutes is enough. If you have the time and feel the urge to run a flight of stairs, throw the ball with the dog, meditate, doodle or just ‘check out’, DO IT. Don't beat yourself up for it. What helps you get unstuck during the work day? #Productivity #WorkFromHome #MentalHealth #WorkLifeBalance #WellBeing #Creativity #Meditation #Mindfulness #Creativity #SelfCare #WFH

I picked up James Clear's "Atomic Habits" again. I find something new each time I read a book for the 2nd or 3rd time. (can you relate?) This time, the Diderot Effect stood out to me. The Diderot Effect can be thought of as a chain reaction: one change sets off a series of related changes. While it’s often used to describe consumer behavior (like buying one new thing leading to more purchases), it also applies to habits and behaviors. I can see where this applies to management and leadership too. Here's an example: You get promoted to a management role. You provide positive feedback to your team. This builds trust and motivates people. Your team starts feeling more engaged and confident, which leads to increased creativity and initiative. That creativity and initiative lead to better collaboration because people feel more comfortable (even excited!) about sharing ideas. Your see the benefits of positive reinforcement, leading you to adopt other supportive behaviors like delegating and providing career development opportunities. Performance increases. You provide positive feedback. ...and the cycle is reinforced. What is one thing YOU picked up from #AtomicHabits? #Habits #Development #ProfessionalDevelopment

The already difficult task of managing people has grown even more complex over time. Many managers are not engaged, meaning the chances of them engaging and improving the wellbeing of those they lead are low. Three in 10 managers globally are engaged — feel involved and enthusiastic — in their jobs. Gallup’s meta-analysis of more than 200,000 manager-led teams found that more highly engaged managers have more engaged teams. This is crucial because highly engaged teams produce higher quality and quantity of output, have more positive daily emotions, fewer negative daily experiences, and have much higher rates of thriving in their overall lives. If a company wants to increase workforce engagement, prioritizing making managers’ jobs as streamlined, engaging and fulfilling as possible is essential — learn more: https://lnkd.in/gfDfEmvg

I’m incredibly grateful to do what I love—helping others reach their full potential. That’s why I created 'The Leader’s Edge' - a space to share information, strategies, and tools that can help you sharpen your skills. This monthly newsletter is geared toward people who are stepping into a leadership role for the first time. They’re both excited and nervous, enthusiastic and hesitant. They’re geared up and ready to advance their skills. My intention is to share content that not only educates, but sparks ideas and inspires meaningful action to help you grow a little each day. ?I’m committed to delivering practical, actionable tips you can apply immediately, in easy-to-digest chunks. The first issue is live – “5 Questions People Stepping up to Management”. ? Tell me - what topics would you like to read about in “The Leaders’ Edge”?? Check it out and Subscribe: https://lnkd.in/gDqDu7EU

This month’s episode of The Leader’s Edge focuses on one of the most pivotal shifts in a career: moving from individual contributor to manager of others. It’s a transition that comes with new responsibilities, challenges, and opportunities to grow. By asking these five key questions, new managers will gain clarity, build confidence, and set themselves up to lead their teams effectively from day one.