Let’s celebrate!

From WeAreTheCity’s Future Leader’s Blog

 

 

Today Sweden celebrates Midsummer’s Eve, one of the countries biggest public holidays, steeped in tradition linked to nature and outdoor pursuits.

 

And as one of us is Swedish, this prompts us to bring up the subject of celebration today.

Are you celebrating enough?

Do you stop and reflect on efforts, learning, achievements and successes? And make them count?

 

 

If you don’t, consider it doing it. If you do, consider doing it more.

The more you praise and celebrate your life, the more there is in life to celebrate.
Oprah Winfrey

What could you celebrate this week?

How can you bring your team together in celebration? It doesn’t have to be a big thing – a quick huddle, a thank you, a shared coffee break. Celebration is more about the spirit of celebration that the practicalities of it.

Because there’s something magical about celebration

When we recognise that we have progressed a step (or several) further, we spur ourselves further forward, energised by that realisation.

So go ahead, celebrate! You deserve it.

 

 

 

 

About the authors

Mandy Flint & Elisabet Vinberg Hearn, award-winning authors of ”The Team Formula”.

Their latest book, multi-award-winning “Leading Teams – 10 Challenges: 10 Solutions”, published by Financial Times International is a practical tool for building winning teams. You can download a free chapter of the book at www.leadingteamsbook.com

 

Praise for ”Leading Teams”: I bought in from the first paragraph; ten chapters of real and practical examples on how to lead a team with characters skilfully portraying the tensions faced by leaders every day. A leadership masterclass.

Lynn Hill, Deputy CEO, West Hertfordshire Hospitals NHS Turst, Hertfordshire.

Have more of an impact with your feedback

From WeAreTheCity’s Future Leader’s Blog

 

We give feedback all the time; we do it implicitly without explicitly calling it out as feedback.
We give and receive feedback all of the time, it is important for our success. Informally or formally we are giving others our thoughts and opinions as part of our daily life. The differentiating factor is the how we give those opinions.

Without feedback you are flying blind.

Let’s look at a really effective model for giving and receiving feedback.

Without feedback you are flying blind

 

 

The TOP feedback formula shows you how you first think about the other person’s behaviour, which you have observed. You then consider what IMPACT you think those behaviours have on the Team, the Organisation and finally on you Personally, with a specific focus on how it makes you feel. In our experience that personal emotional impact is what helps people realise the effect they have on others more than anything else. That creates transformational change rather than just intellectual understanding. It helps people to really get it deep down.

The final component of the formula is your suggestion for what they could do going forward. Keep in mind this could and of course should also be reinforcements of what is working well, if you have observed a powerful behaviour in someone that you want to reinforce.

This is what the feedback can sound like; here is how the character Samuel received feedback (in our book “The Team Formula”):

“What I really like about you Samuel is the amount of knowledge that you have of this business and of this organisation. It has an impact on the Team because we have access to you; you can help us to figure out a way around some of the issues we face. You know who to go to if we need help to get something done. I would like to see you do more of it though.”

 “For the Organisation, you are very experienced and that is incredibly valuable. For me Personally, I am comfortable with your level of understanding of our business and asking you to help me out. Once again, I would like more of it and would like you to volunteer that rather than me always having to ask you for it. The impact on the Team is that I don’t feel you are a part of it and you don’t really support us. I would like you to feel more a part of this team. To the Organisation we don’t appear to have a united front as I am never sure how you with represent us to others.”

 “To me Personally, it is sometimes difficult to work with you because you are not very forthcoming. You don’t volunteer information or share with us, you don’t seek us out. I therefore avoid working with you, which is not good for the team, the organisation or me. I think we could make more of an impact on the results if we worked together better. What I would like you to do is to get involved more, share more with us and show support for us, as a team, to other areas of the business.”

Feedback is a gift

 

 

© Mandy Flint & Elisabet Vinberg Hearn

It may sound funny, but feedback really is a gift.

So if you want to be generous with your feedback to your peers, direct reports, manager or others, use this TOP feedback model to create feedback that lasts and has a real, positive impact.

About the authors

 

Mandy Flint & Elisabet Vinberg Hearn, award-winning authors of “The Team Formula”.

Their latest book, multi-award-winning “Leading Teams – 10 Challenges: 10 Solutions”, published by Financial Times International is a practical tool for building winning teams. You can download a free chapter of the book at www.leadingteamsbook.com

Praise for Leading Teams: I bought in from the first paragraph; ten chapters of real and practical examples on how to lead a team with characters skilfully portraying the tensions faced by leaders every day. A leadership masterclass.” – Lynn Hill, Deputy CEO, West Hertfordshire Hospitals NHS Turst, Hertfordshire.

To be a great leader, lead yourself!

From WeAreTheCity’s Future Leader’s Blog

 

Effective leadership is not just about understanding the business and using the business tools effectively.
No, great leaders also, and maybe more importantly, are great self-leaders. They know, lead and manage themselves in such a way that they can have a better impact on the world around them – as leadership is all about influencing others.

Yes, it may be easier to focus on what’s going on outside of people; adjusting actions and behaviours, adding or changing processes and procedures, adjusting the business tools – to aim to achieve better results.

But as we are human beings, everything we do is driven by what’s going on inside – how we think and feel, and how we look at ourselves and others. And as such, to be able to know ourselves and lead and manage ourselves is a deciding factor in the results we get.

I think self-awareness is probably the most important thing towards being a champion.

Billie Jean King

Yes, to lead ourselves effectively is the responsibility of each of us, and one worth taking seriously. It’s a life-long journey and one definitely worth travelling. With it we can make better decisions and feel happier about the choices we make. We can communicate more effectively with others, we can collaborate better – which we all need as no one is an island – to get better, more sustainable results for the future.

The best leaders are indeed great self-leaders:
  • They have a great sense of purpose, which comes from understanding their own values and strengths
  • They know what stresses and energises them (and they manage those factors)
  • They know and understand their impact on others (and they manage that)
  • They are not in any way perfect (no one is) but they admit when things go wrong (as they are aware of what’s going on around them) and they proactively look for new solutions and proactively learn from it

We are on that life-long journey ourselves. We have also facilitated and coached a few thousand people to effective self-leadership (leading oneself effectively in all aspects of one’s life) over the last 20 years and are continuously blown away by the results people achieve when they decide to live life on purpose and lead themselves, rather than have circumstances dictate how they think, feel and act. It’s a bit like on a plane when you are instructed to put on your own oxygen mask before helping others with theirs. You can’t lead others well if you don’t lead yourself well.

Self-leadership matters. It’s without a doubt a key contributing factor for success and happiness for all people, regardless of their situation, role, age, gender, location etc.

Do you want to know more? Do you want to become a better self-leader? If you are committed to always learning then please get in touch.

 

 

 

 

 

About the authors

Mandy Flint & Elisabet Vinberg Hearn, award-winning authors of ”The Team Formula”.

Their latest book, multi-award-winning “Leading Teams – 10 Challenges: 10 Solutions”, published by Financial Times International is a practical tool for building winning teams. You can download a free chapter of the book at www.leadingteamsbook.com

Praise for Leading Teams: ”Enjoyable to read. Simple to understand. Practical to implement. A must read for team members or leaders” – Debbie Fogel-Monnissen, Executive Vice President, International Markets Finance Officer, Mastercard, NY, USA.

Surprisingly though, self-leadership is rarely taught in such a way that self-awareness and social awareness become empowering and success creating.

And there may be good reasons for this, such as not realising the potential of it, dismissing the idea of self-leadership as something vague and “fluffy” or simply not knowing how to go about it.

Five ways to reboot your team

From WeAreTheCity’s Future Leader’s Blog

 

Let’s look at how employee engagement – or lack of it – can impact your team and your business. 
Leaders and teams need to use their ‘engagement radar’

Everyone owns their own engagement. It’s not the manager’s sole responsibility to engage people, but leaders and managers still need to have their ‘engagement radar’ on, to assess how engaged team members are at any time. The first step is awareness, the second step is doing something about it.

Leaders need to have their ‘engagement radar’ on
Solving the engagement issue

Most people are not fully engaged at work. In fact, according to Gallup, only about 13 per cent of employees are fully engaged at work. Here are some of the solutions you can use to reboot your team’s engagement;

1. Role model personal responsibility

You need to start with yourself. You need to be engaged in order to give others the “engagement bug”. When faced with challenges, you need to show others that it’s possible and necessary to stay engaged and solution-focused. It may not always feel like you have a choice at that particular point, but you do. Take a moment and ask yourself how you could respond to what has happened and remind yourself that you value your own time enough to make sure your choice is productive – and engagement is more productive than disengagement.

2. Clearly communicate the team’s purpose

Talk with the team about what they are here to do, what their important purpose is, how they can make a difference. Without that clear reason for being, it’s hard to be engaged.

3. Focus on the individual

Take a genuine interest in your team members. Have regular development discussions and make them meaningful. Tell people how they are doing by giving helpful feedback. Everyone needs to know what they’re doing well and what they could do better.

4. Innovation

If job monotony and boredom is a driver of disengagement, have a brainstorming session on how to invigorate the job. Wherever possible, challenge processes that don’t add value. Could any tasks be swapped? A new task owner could bring new ideas and new energy and engagement.

5. Build team self esteem

Make the team feel good about itself and what it’s doing. Reflect regularly on the achievements of the team. Celebrate achievements and successes, let team members see the impact of their work on customers and the bottom line.

Employee engagement is the fuel of a successful organisation.

So keep your radar out for team engagement and get your team more engaged today.

Tap into your team’s unique aspects to reboot your team!

 

 

 

 

 

 

About the authors

Mandy Flint & Elisabet Vinberg Hearn, award-winning authors of “The Team Formula”.

Their latest book, multi-award-winning “Leading Teams – 10 Challenges: 10 Solutions”, published by Financial Times International is a practical tool for building winning teams. You can download a free chapter of the book at www.leadingteamsbook.com

Praise for Leading Teams: “Enjoyable to read. Simple to understand. Practical to implement. A must read for team members or leaders” Debbie Fogel-Monnissen, Executive Vice President, International Markets Finance Officer, Mastercard, NY, USA.

It’s always possible to be kind

“What wisdom can you find that is greater than kindness?” – Jean-Jacques Rousseau

 

 

Leadership is always a hot subject. We often hear people talking about what kind of leadership is best.

There’s no simple answer to that question. Different situations need different leadership. And in fact, even if we would all agree that authenticity is an effective way of leading, there’s not just one way of doing that either.

Great leaders are able to adjust their style based on the situation and the people involved. Great leaders consider the long-term effects of their actions, responses and behaviours.

Kindness as a leadership quality is often underrated. It’s sometimes seen as a weakness to be kind. Nothing could be further from the truth.

Kindness means you are able to understand the other person(s) and you treat them in a way that doesn’t hurt them. This is a strength. This is how you can have real impact.

One such example could be to give someone feedback (positive or constructive), as it would be unkindnot to share something that is holding someone back or could make them even more effective and successful. So don’t mistake kindness for weakness.

“I’m a big believer in acts of kindness, no matter how small.” – Liam Neeson

It’s always possible to be kind – while still being dynamic, driven, creative, empowering or any other quality that a leader may have.

What act of kindness could you perform today? And what impact will that have?

Please share your act of kindness or your thoughts on this subject below.

We will give away a free 1-hour coaching session to two randomly picked responders – will it be you?

 

 

 

 

About the authors

Mandy Flint & Elisabet Vinberg Hearn, award-winning authors of ‘The Team Formula’.

Their latest book, multi-award-winning “Leading Teams – 10 Challenges: 10 Solutions”, published by Financial Times International is a practical tool for building winning teams. You can download a free chapter of the book at www.leadingteamsbook.com

Praise for ‘Leading Teams’: “Enjoyable to read. Simple to understand. Practical to implement. A must read for team members or leaders” – Debbie Fogel-Monnissen, Executive Vice President, International Markets Finance Officer, Mastercard, NY, USA.