Guest Blog Post by Joseph Kennard

It is that magical time of year! Yes, annual employee reviews are due.  As a new leader take this opportunity to build a stronger team.  Many of us have been a part of that review where you are told “Your performance objectives are being met successfully. Please sign here.”  Do not waste a golden opportunity to connect with your team members in a meaningful way. Discuss the organization’s objectives and workplace expectations. I mean, really discuss them!  Then learn about the team member’s objectives. Finally, discuss your objectives as their leader and their collaborative partner.   Many employees feel as though their leaders lack interest in them beyond their ability to perform to some standard. A well-planned and thoughtfully executed performance review helps you send a message to your team members that they matter. In the process, you may find that many of their objectives coincide with the goals of your department and/or organization.  If team member objectives differ from the broader organization, the performance review is a nice time to get squared away for the coming year. Regardless of a team member’s perspective, you will gain insight into what drives your staff.  The better you understand your staff, the better you can lead them. Give performance reviews a new perspective, and take your leadership effectiveness to a higher level in the process.

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Note: This is the third installment of our New Leader Challenges series. Please share your thoughts with us. For additional information, review our previous blog posts entitled: Your New Role and Fear The Back Room Deals.

Do you want to use this blog post in print or online? 

Please do so, as long as you do not alter the content or embedded links. Also, please include the following information:  To learn more about coaching and training services, visit www.leadershipsimplified.com today. 

© 2012 Leadership Simplified. All rights reserved.

Guest Blog Post by Joseph Kennard

Harry, a brand new leader, was working on the personnel schedule the other day. It is the bane of his existence. Normally, creating schedules would be easy. However, Harry’s predecessor had made a bevy of “back room deals” with team members over the years. For example, one staffer did not have to work Tuesdays because she attended school (even though she graduated two years earlier). Another team member receives a free pass on Thursdays because she has child care issues.  A final employee has received approvals for extended vacations during the busy season for years.  Add it together and the personnel schedule becomes a nightmare. The task becomes even more daunting for Harry because all the team members receiving special treatment were his peers just a few months ago!  Of course, they all expect Harry to honor the old deals, and some other staffers are asking for new deals of their own.

Learn from Harry’s experience.  When it comes to scheduling or any other endeavor, play it fair, across the board.  If special circumstances arise, be careful about granting exceptions to the rules. Also, make certain that your exceptions are fair and consistent. It may be uncomfortable at first, or even met with hostility, but it will build a better team through mutual respect and a sense of fair play.

Do you want to use this blog post in print or online? 

Please do so, as long as you do not alter the content or embedded links. Also, please include the following information:  To learn more about coaching and training services, visit www.leadershipsimplified.com today.

© 2012 Leadership Simplified. All rights reserved.

Guest Blog Post by Joseph Kennard

You made it! You are on the fast track and have landed your first post as a leader.  You probably have lots of excitement, even fear, but you feel ready! If you have been promoted from the ranks, you have some unique challenges ahead.  The first challenge is to examine your behavior as you transition from follower to leader. You are in charge now and need to exude a leader mindset.  The behavior you exhibit toward your staff and peers needs to reflect your new position and responsibilities.  Proceed with caution. You do not want to alienate your staff and damage the relationships you have cultivated. At the same time, you need to meet the demands and expectations of the position. Communication is the key. As you grow in your new role, discuss the changes with your team members.  In their mind, they are still your peers.  Communicate your understanding of their position as well as your own. Your team needs to know that you are the same person as before, but that your new role calls for you to have different work-relationship expectations of them. More than likely, they have different expectations of you. Remember, you all have a history together. Also, you know each other’s strengths and weaknesses. Build on the strengths and attempt to improve on the weaknesses.  You have worked in the trenches together in the past.  Use your workplace insights and rapport to improve the team for a successful future!

Do you want to use this blog post in print or online? 

Please do so, as long as you do not alter the content or embedded links. Also, please include the following information:  To learn more about coaching and training services, visit www.leadershipsimplified.com today.

© 2012 Leadership Simplified. All rights reserved.