How to Manage Upward

Remember: There is no one that you cannot manage! Emotional intelligence calls out the fact that you first have to manage your personal responses and reactions before extending it to people you come in contact with. In moving up the career ladder, you must accept that your superior is a prominent gateway to your career growth.

Most people feel that they have disorganized, power-hungry, downright mean bosses that limits them from moving forward. Unfortunately, bosses that fit into those descriptions come in all shapes and sizes.  What happens often with such category of bosses is that they are so busy with their own careers that they are blind to your own potential and goals. However, the good news is, you can manage them all!

If you often find yourself feeling frustrated, depressed, or unappreciated at work and you are in dire need of making your boss your strongest ally, here are four critical questions you should have an answer to:

  1. What is my goal in the particular position I am currently occupying?
  2. What is my superior’s style of managing, and what is his or her agenda within the organisation?
  3. Can I work within his or her framework without losing my mind and integrity?
  4. If I stay, what can I do to help my boss and myself to succeed?

Business management expert, Andrew Carnegie says; “Do not think a man has done his full duty when he has performed the work assigned him. A man will NEVER rise if he does only this. Promotion comes from exceptional work.” When you provide the sincere answers to the four questions, you will realize that your journey to be noticed and successful will begin… … …Today!

Inspire your child and your team as well.

Remember…. If your child is not taught to confide in you about their mistakes, you have lost them. This is the second powerful warning from the works of Tiruvalluvar a Tamil poet,written 5,000 years ago.

If your,child has been taught not to confide in you, then the lessons that you have taught the child are about why you cannot be trusted to give a valued reaction to their issues. Notice that we are not talking about the right or wrong response,that would always be based on the situation.Rather,did they learn something valuable from your reaction? Did it make them better for sharing with you? Did it move them from a lower place to,a higher place?

If they DID get all of this from your reaction then they would, trust you,in the knowledge that your reaction will always be good for them. This will come when your reactions  always show BALANCE .

When you show balance you look at all sides of a situation, rather than the most obvious. A balanced view is always a broader , wiser and more beneficial view. Balanced views also engender TRUST. Such people can be trusted to add value everytime,with the way they attend to confidences. This is a critical trait that you must use to inspire your child AND your team member.

Temper your reactions with Balance and Trust and inspire your child or team member ……Today!

 

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Communicating with your team

Remember: To be a good leader, it is important to know how to communicate well with your team members. Communicating well with your team removes misunderstanding and gets the job done quickly. To lead a winning team, here are 6 things that will help you communicate better with your team:

  1. Rapport: Build good rapport with your team members. When people feel secure and trust their leaders they communicate well. When you build rapport with your team members, they sense that they can approach you as the leader and have an open conversation with you.
  2. Take time to explain: It is not always safe to assume that everyone understands the subject or project at hand. Take time to explain in details, the project at hand. This helps you cover all the important areas of the subject or project and ensures that each member of the team is carried along.
  3. Listen: To communicate effectively with your team members you must give room to listen to their ideas and suggestions. Encourage them to be open with their ideas.
  4. Be the Message: Someone once said ‘Leadership by example is contagious’.  Doing exactly what you want your team to understand or learn is one of the fastest ways of communicating with them. Let them see you do what you want them to do, and watch their excuses fade away.
  5. Encourage Feedback: Always give room to receive feedback from your team members. This way you can tell if your message was understood by the team.  Feedback also helps you measure the effectiveness of your style of communication.
  6. It is ok to disagree: Help people feel they can disagree. Act on disagreements and consider all the inputs before making decisions. People will communicate better information if they’re not always trying to guess what you want or agree to everything you say.

When you open the lines of communication with your team members, carrying out tasks and projects become easier. Dial up the results you get from your team by practicing these tips… … … Today!

Designing Compelling PowerPoint

Remember: To make compelling presentations, you need to be fast, efficient and effective when developing your slides. Successful presenters are always finding ways to upgrade their skills and eliminate any weaknesses.

We will discuss some of the biggest mistakes people make when developing PowerPoint slides and give you insights into how to avoid these mistakes.

  1. Bad Planning:  One common mistake is developing slides without having a plan. By understanding what needs to be achieved and detailing down every action you need. You save yourself hours of wasted time. The worst thing you can do in business is ‘to do well what doesn’t need to be done at all’.
  2. No Structure: All presentations should follow a coherent structure. Not only does this help you to develop the order of the slides, but it helps the audience to follow your presentation and process the information.
  3. Inconsistency: The design or graphics you choose to adopt should be consistent throughout the presentation. This would make your presentation smoother and more cohesive. Having different graphic elements and backgrounds can cause the audience to focus more on the changing graphics than the message itself..
  4. Too Much Information: The PowerPoint slides should be used simply to highlight and emphasize the talking points. Bulleted lists work great for this, rather than blocks of full text that simply duplicate what the speaker is saying. Including too much information on the slide can be frustrating for audience members who are trying to read the slide and listen at the same time.

A PowerPoint presentation can make or break your pitch. Take time to ensure that you avoid making any of the above mistakes …….. ….. Today!

 

Little Things That Makes You Great!

Remember:  You can do a little more each day than you think you can. Do a little more than average and watch your progress multiply itself out of all proportion to the effort you put in.  It is the “little things”  you do, that will increase your value to your employer and make you stand out as a person who takes pride in your job.

Here are  5 ‘‘little things’’ to consider:

  1. Make a conscious decision to always get to work before the normal start time. This way, you will always make a positive impression on your employers if you come in early and don’t rush out the door at the close of work.
  2. Dress appropriately. If you want to be taken seriously at the office, start with you appearance. “Dress the way you want to be addresses” may be a cliché, but it’s the hard truth. Dressing appropriately also applies to Fridays.
  3. Most of us spend 80% of our time at the office, why not make it a home-away-from-home. Be friendly and maintain positive relationships with your colleagues. Always keep your energy levels high and be known as the person who always has a positive attitude.
  4. Everything you write or type is a reflection of you. It is also a reflection of your company’s brand.Take time to double check for spelling and grammartical errors.
  5. Don’t sit on the fence, get involved with the company activities and events. This is a reflection of how serious you are about your career.

It is the little things you do or don’t do that make the difference in your career and in life. As Mother Theresa rightly said “Be faithful in the small things, for it is in them that your greatness lies..”

Be consistent in the little things and bring out your greatness… … … Today!

Giving Feedback: The B.O.O.S.T Model

Remember: Over the past few weeks we have explored the basic points to bear in mind before giving feedback. Many of you must have been wondering – “how exactly, am I supposed to give feedback then?”

Well, here is one way. The BOOST model is a feedback giving model that identifies the particular properties and circumstances that make feedback effective while ensuring that some typically thorny issues are discussed. B.O.O.S.T simply says that constructive feedback must be:

 

B alanced: The focus during feedback sessions should be on the areas of the receiver’s development and strengths, with a focus on how the strengths can be further leveraged. When giving “negative feedback”, be sure to include good and constructive points too.

 

O bserved: You must always base your feedback on what you have observed, rather than on what you think about it or your feelings about an issue.

 

O bjective: when giving feedback, don’t refer to the personality of the receiver but only on the actions and outcomes. Be descriptive, not evaluative.

 

S pecific: Make sure that you back up your comments with specific examples of the observed behaviour. For example, when giving a colleague feedback on a job well done by them, explain exactly what he/she did well.

 

T imely: Always endeavour to give your feedback as soon as possible, after the activity. Doing this ensures that you capture the observed action(s) as accurately as possible.

 

Begin to B.O.O.S.T up your feedback giving skills to create an environment where you and your co-workers feel comfortable giving and receiving feedback… … … Today

Methods for Constructive Feedback

Remember: For feedback to be constructive, it must be information-specific, issue-focused, and based on observations. Appreciation alone is praise. Chiding alone could be misconstrued to be criticism. Feedback is balanced.

The purpose of feedback should be either to create awareness that can lead to correction or improvement in performance or an awareness that leads to sustained and even better improved performance. When you add specifics while giving feedback, your message carries an extra edge of sincerity. Note though, that if you can’t give “negative feedback” in a helpful manner, in a language and tone of concern, you defeat its purpose.

Next week, we shall explore a powerful model that can be used to deliver feedback. But before then, are you realizing areas where your feedback giving skills are lacking? Begin to brush up on them… … … Today!