Susan Scott's Blog, page 9

5 Tips for Staying Motivated and Productive During the Summertime

It’s the height of summer in the Northern Hemisphere and that means for many of us it’s vacation time. Kids are not in school, they’re home if you have kids and maybe work is slowing down or it’s you’d rather be outside doing recreational sort of things. I know there are some parts of the world, especially this year, it’s far too hot to be outside, so you might as well be in an air-conditioned area.

This time of year it’s harder, when you’re going to work, to find ways to stay motivated and continue to focus on the work in front of you. I wanted to take a few minutes and share some ideas on how to continue to keep yourself motivated, and also if you’re responsible for the work of others, to encourage others to stay motivated as well.

If you happen to ever look at my LinkedIn profile, you’ll notice that my tagline says “changing the world one conversation at a time”, and that’s the work that we do here at Fierce, and it’s what draws me here. Borrowing a term from Jane Fonda, as I approach the third act of my life, I am doing work that fuels me. I’m finally aware of what that is and have the ability to do that kind of work on a regular basis.

Motivation tends to be around every corner and under every sheet of paper and in every e-mail that I get some opportunity to do the kind of work that that fuels me. It relates also to what draws me to this work that I’ve been doing for most of my career, which is something in the human development field, so people I find are fascinating.

Don’t get me wrong, people can be incredibly frustrating as well, I don’t have to tell you that. I know that I’ve said more than once over the course of my career, if it weren’t for all these people, my life would be so much easier. I also recognize that it weren’t for if it weren’t for all these people, I may not have a job. People are incredibly fascinating as well and that’s what drives me to this work.

Finding meaning in your work is important and sometimes it’s not obvious, so look for the connection between what you do and the impact that it has on others. I’ve heard for many, many years throughout most of my life that you get what you give.

If you’re ever in a point when you’re feeling less than motivated, something less than happy, one sure way to improve your own mood is to focus on giving back to others and giving something to others. If you can find that connection in your work, that’s really the Nexus of finding the motivation and finding the connection between your purpose, it’s not always easy. Sometimes you have to look for ways to find that impact.

I for many years, quite frankly, all through my undergrad years, I put myself through school by working third shift overnight in a supermarket frying Donuts. Not incredibly obvious how that’s improving the lives of others. In fact, now with 20/20 vision, in hindsight, I recognize I may have been doing more harm than good to others and from a health perspective. Yet at the time, what fueled me was the recognition that these little sweet breakfast treats or anytime of the day treats were providing some joy to people. I would come in for my next shift each day and looked for the donut case and I’d have some great joy if it was mostly empty. That means people liked what I made and it sold out and I took some satisfaction in that and it got me through, got me through my undergrad, you know.

It’s not always obvious, you know and finding ways for yourself can be hard. As a manager, part of our role is to help the people we are responsible for, to make that connection between what fuels people on your team, what the goals are and connect that to the strategies, mission and vision of your organization. That’s part of our job. If you can do that for yourself, great, and do that for others as well. It’s a wonderful way to create that connection to help others to stay motivated.

Finally, a really big piece is some appreciation can really go a long way. You don’t have to do work that changes the lives of others. It doesn’t have to be what we all do. I think that could be exhausting and frustrating and confusing if our lives were changing all the time. Yet we do need to feel that what we do is valued and appreciated by those around us. A sincere thank you, whether it’s from the person that you report to or it’s from somebody that’s outside of your area or somebody that’s not even at work, just somebody in your life that you value and appreciate. When they say a sincere thank you and congratulations, that can really go a long way towards motivating.

I wish you well this summer, and if it’s winter because you’re in the southern hemisphere, then keep up the good work. Summer’s coming around the corner and continue to focus on what is it that fuels you, what brings you happiness and how can you share that with others and give something to others and and provide an impact for others. I think that in and of itself will continue to motivate us all to keep doing whatever it is that we do.

 

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Nurturing Emotional Well-being in the Workplace: Combating Toxic Positivity

“Be happy!”

“Don’t worry about it. It will all work out.”

“Everything happens for a reason.”

In today’s fast-paced and demanding work environments, fostering a positive atmosphere is important. When we are feeling down, it is natural to want to hear encouraging words. Dismissing negative emotions in favor of a positive façade can be harmful. This is known as toxic positivity, and it can come from even the most well-meaning people. We’ve all seen the slogans “Positive Vibes Only,” or signs like “No Complaining Zone.” In an effort to promote positivity, many people — and workplaces — put their focus on positive emotions, to the exclusion of all else.

However, the excessive promotion of positive thinking without acknowledging and addressing negative emotions can lead to toxic positivity. This phenomenon undermines well-being and hampers open communication. So, what is toxic positivity and what are the actionable strategies that can be used to combat it in the workplace? How can we create a healthier and more supportive environment for all employees?

What is toxic positivity?

According to the Anxiety and Depression Association of America, toxic positivity, often also referred to as positive toxicity, is an emotional phenomenon based on the belief that no matter how hard or bad things get, people must maintain positive thinking or a positive mindset.

Toxic positivity can show up in the workplace in a number of ways, including:Dismissing or minimizing negative emotions. When someone is struggling with a difficult situation, a toxically positive coworker might say something like, “Just look on the bright side!” or “Don’t worry, everything will be okay.” This can make the person feel like their emotions are not valid and that they should just “suck it up.”Encouraging constant positivity. A toxically positive workplace might have a culture where it is not okay to express negative emotions. This can create pressure to always be happy and positive, even when it is not realistic.Failing to acknowledge challenges. A toxically positive workplace might avoid discussing challenges or problems. This can make it difficult to address issues and can lead to resentment and frustration.The costs of toxic positivity in the workplace

Toxic positivity is harmful to the workplace because it can Invalidate employees’ feelings and experiences. When employees are told to “cheer up” or “look on the bright side” when they are struggling, it can make them feel like their negative emotions are not valid. This can lead to employees feeling isolated and unsupported, and it can make it difficult for them to cope with stress and difficult situations.

When negative emotions are constantly dismissed or minimized, it can create a culture of avoidance in the workplace. Employees may be afraid to speak up about problems or concerns, for fear of being seen as negative or complaining. This can lead to problems festering and not being addressed, which can ultimately damage the workplace. At Fierce, we call this “gradual then sudden” failure.

Toxic positivity can also lead to burnout in several ways. First, it can pressure employees to always be positive, even when they are feeling stressed or overwhelmed. This can lead to employees feeling like they have to suppress their emotions, which can be mentally and emotionally exhausting.

Second, toxic positivity can create a culture of unrealistic expectations.

When employees are constantly told that they should be positive and optimistic, they may feel like they are failing if they experience negative emotions. This can lead to employees feeling guilty or ashamed of their feelings, which can contribute to burnout. Overall, toxic positivity can be harmful to the workplace because it can invalidate employees’ feelings, create a culture of avoidance, and lead to burnout.

If you believe your workplace has or is leaning towards an environment of toxic positivity, here are some actions you can take to help eliminate it and foster emotional well-being:Encourage employees to express their emotions. It is important to create a workplace where employees feel comfortable expressing their emotions, both positive and negative. This will help to prevent bottling up emotions and leading to burnout.Acknowledge challenges. It is important to acknowledge challenges and problems, even if they are difficult to discuss. This will help to create a culture where problems can be solved and where employees feel like they are being heard.Promote a culture of empathy. It is important to promote a culture of empathy in the workplace. This means being understanding of others’ emotions and experiences. It also means being willing to listen to others and offer support.Set realistic expectations. It is important to set realistic expectations for employees. This means acknowledging that there will be challenges and that it is okay to feel negative emotions sometimes.Model positive behavior. Leaders should model positive behavior by being open about their own emotions and by creating a supportive environment.

By encouraging employees to express their emotions, acknowledging challenges, promoting a culture of empathy, setting realistic expectations, and modeling positive behavior, we can create a workplace where toxic positivity is diminished and emotional well-being is prioritized.

Remember, the goal is not to eliminate positivity but to create a workplace culture that embraces authenticity, emotional well-being, and a balanced approach to emotions.

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Empower Your Small Business: 7 Proven Training Strategies for Unprecedented Growth

Ever felt like you’re pouring money into training programs, only to see your small business tread water instead of swimming forward? Many leaders grapple with this, questioning if their investment is truly paying off. You understand the importance of training, yet the nagging doubt about its ROI lingers. 

But what if I told you there’s a way to turn this around? A way to transform your training from a cost center into a powerful engine for growth? Let’s explore seven proven training strategies that can supercharge your small business. Ready to empower your team and propel your business to new heights? Let’s get started.

The Benefits of Effective Training Strategies

Training isn’t just about teaching new skills; it’s about unlocking potential. It’s about lighting a fire in your team that drives them to excel. When done right, training can supercharge your small business in ways you might not expect.

Imagine your team, motivated and efficient, their productivity soaring. That’s the power of effective training strategies. They don’t just increase productivity; they ignite a passion for excellence. And a passionate team is a motivated team. 

But it’s not just about productivity. Effective training strategies can also lead to improved business performance and customer satisfaction. When your team knows what they’re doing, they do it well. And when they do it well, your customers notice. 

And let’s not forget about innovation. A nurturing learning culture encourages your team to think outside the box, to challenge the status quo. And that’s where true innovation is born.

The 7 Proven Training Strategies1. Microlearning: Breaking down complex information

Microlearning is all about bite-sized learning. It’s about breaking down complex information into manageable chunks. Think of it as the difference between trying to drink from a firehose and sipping from a straw. Which one sounds more manageable?

New research in health education is showing us just how powerful microlearning can be. It’s not just about making learning easier—it’s about making it stick. A recent study called ‘Microlearning in Health Professions Education’ showed that microlearning helps students learn, train, and keep up with their education. Instead of overwhelming learners with a flood of new info, breaking it down into bite-sized pieces is a much better way to help them learn and grow.

Another study explored the impact of a microlearning strategy on developing the skills of science teachers. The results? The teachers who used microlearning outperformed their counterparts who tried to use the more traditional approach of consuming large amounts of material. Using micro-learning strategies can bolster your team’s ability to acquire skills and new knowledge much more quickly.

2. Gamification: Making training fun

Imagine transforming your training program into an exciting game, where points are scored, levels are conquered, and rewards are won. This is the essence of gamification – a strategy that can make learning not just productive, but also enjoyable. It’s like turning a routine training session into a thrilling quest, where each new piece of knowledge is a treasure to be discovered.

These strategies have been effectively employed by businesses to enhance engagement and improve learning outcomes. By weaving elements of play into the fabric of training, they’ve managed to transform the learning experience, making it more captivating and effective. It’s akin to turning a monotonous lecture into an interactive game show, where every question answered correctly brings the learner one step closer to victory.

To infuse your training program with the magic of gamification, consider incorporating elements such as points, badges, and leaderboards. It’s like adding a dash of competition and a sprinkle of recognition to the mix, creating a recipe for success. So, why not give gamification a shot? It might just be the game-changer your training program needs.

3. Personalized Training Plans: One size does not fit all

We all learn differently. Some of us are visual learners, while others prefer to learn by doing. That’s where personalized training comes in. By tailoring your training to individual learning styles and needs, you can improve job performance and satisfaction.

So, how do you craft these custom-made training plans? Start by understanding your team’s learning styles and needs. It’s like being a master tailor, taking precise measurements to ensure a perfect fit. With personalized training, you’re not just teaching; you’re crafting a learning experience that fits each team member like a glove.

4. Collaborative Learning: Harnessing the power of team

Learning doesn’t have to be a solitary activity. With collaborative learning, your team can learn together, developing vital communication and problem-solving skills in the process. This approach not only enhances individual knowledge but also fosters vital communication and problem-solving skills. It’s akin to learning a new language, where the language is the collective wisdom of the team.

This collaborative approach to learning fosters a sense of unity, encouraging team members to share knowledge, solve problems collectively, and communicate effectively. 

So, how do you orchestrate a symphony of collaborative learning? Start by fostering an environment that encourages open communication and mutual respect. It’s like setting the stage for a performance, where each team member feels valued and heard. With collaborative learning, you’re not just building a team; you’re composing a cohesive team of shared knowledge and skills.

By incorporating activities that require teamwork and communication, these companies were able to make learning more enjoyable and effective for their employees. 

5. Incorporating AI and Advanced Tech in Training

AI isn’t just for sci-fi movies anymore. It’s here, and it’s changing the way we do training. With AI, you can provide personalized, on-demand learning experiences for your team.

Businesses that have incorporated AI into their training programs have seen increased efficiency and growth. Here are some examples of businesses that have incorporated AI into their training programs and seen increased efficiency and growth:

Even with a small business budget, you can start integrating AI into your training program. Start by exploring AI-powered training platforms that fit your budget.

Recently Fierce launched the Pulse App which uses AI to help personalize learning. Pulse guides users on a journey of understanding their strengths and weaknesses and provides coaching in micro-learning chunks that build skills quickly. Because of the AI algorithm built into Pulse, the longer a user participates the more personalized the recommendations and coaching becomes.

 6. Continuous Feedback: Making learning a two-way street

Continuous feedback is more than just a critique; it’s a dynamic process that guides team members toward improvement and growth. It’s akin to having a personal coach, providing insights and directions at every step of the journey. When feedback becomes a regular practice rather than an occasional event, it evolves into a powerful tool for fostering a culture of continuous improvement. This approach allows companies to promptly address issues and enhance performance.

A compelling example of this strategy in action is Screwfix, a hardware company that has successfully implemented a two-way feedback model. In this system, managers and employees exchange feedback bi-weekly, cultivating an environment of open communication and ongoing enhancement. This practice has led to employee-driven initiatives that have significantly improved the customer experience, demonstrating the tangible benefits of continuous feedback.

The importance of open communication and feedback is further underscored by a study conducted by Google, which found that more communicative and honest cultures drive productivity and employee satisfaction. This research highlights the role of communication in attracting, engaging, and retaining high-quality employees. To implement a continuous feedback system, consider regular check-ins and reviews. This practice is like scheduling regular pit stops on your journey, ensuring that your team is on the right track and equipped for the journey ahead. With continuous feedback, you’re not just managing a team; you’re guiding them toward their true potential.

7. Mindset Training: Fostering resilience and a growth mindset

Mindset is everything. A growth mindset can dramatically improve employee motivation and productivity. It’s about believing that skills can be developed and that challenges are growth opportunities. This mindset fosters an environment where employees see challenges not as insurmountable obstacles, but as opportunities for personal and professional development.

A fixed mindset, the belief that intelligence and skills are static, can lead to a lack of innovation, accountability, and a toxic work culture. On the other hand, a growth mindset encourages innovation, accountability, and a positive work culture. Leaders with a growth mindset believe in the potential of their employees and create an environment of trust and learning. 

Companies that have integrated mindset training into their strategies have witnessed enhancements in innovation and resilience. Fierce incorporates mindset into all our programs highlighting the three C’s of a resilient mindset: challenge, control, and commitment. Employees who view stressors as challenges and opportunities for growth, focus on influencing results where they have control and commit to seeing through difficult situations, exhibit resilience. This resilience, fostered by a growth mindset, can lead to personal and professional growth.

To integrate mindset training into your strategy, consider workshops and activities that foster a growth mindset, and encourage resilience and continuous learning.

The Final Piece of the Puzzle: Empowering Your Team

You might be sitting there, staring at your screen, feeling a mix of excitement and apprehension. It’s a common feeling among leaders when faced with the prospect of implementing new strategies. It’s the thrill of potential growth mixed with the uncertainty of the unknown. 

Think about the benefits these strategies can bring. Imagine your team, motivated and engaged, their productivity soaring. Picture your business, thriving and growing, its performance reaching new heights. Feel the satisfaction of knowing you’ve created a nurturing learning culture that encourages innovation. 

The strategies we’ve discussed – microlearning, gamification, personalized training plans, collaborative learning, incorporating AI and advanced tech, continuous feedback, and mindset training – are not just buzzwords. They are proven methods, backed by research and real-world success stories, that can lead to significant business growth.

But remember, the most important factor in all of this is you. You, as a leader, have the power to implement these strategies, drive your business forward, and create an environment where your team can thrive. 

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How to Stop Micromanaging Your Team

What kind of people leader are you? Do you empower your team to take risks, make mistakes, and tackle tough challenges on their own? Or are you someone who wants to stay involved with every step of a project or initiative your team members are assigned to? Perhaps you’ve noticed your team lacks confidence in making decisions or they’re waiting on you to move projects forward. If the last two sentences resemble your management style; you might be a micromanager.

This was a powerful lesson I was forced to learn in my work life. I advanced in my career by producing high-quality deliverables and outcomes. When I became a people leader, my perfectionist tendencies limited the professional growth and team atmosphere I wanted to provide for my team members. I wanted to dissect everything they produced. It was becoming impossible to meet timelines because of my need for all work products to pass through my hands. I also started to recognize that my need to do things my way was limiting our team’s creativity and engagement. Rather than producing innovative ideas and solving problems before they came to me, they intentionally came with a blank slate to our collaboration sessions.

I believe most of us micromanage because we think that’s the best way to get results. We have the skill, knowledge, and positive feedback from our past experiences to validate this approach. The challenge with this thinking is that it will get results, but not necessarily the desired results we were hoping for.

We might see high-potential employees get stale or move on to other teams where they have more autonomy. We also instill in our team a sense that we don’t trust them. Given these outcomes, what can we do to balance our need to be involved while building a high-performing, engaged team?

Interrogate Reality

Start by interrogating your reality. Ask yourself, why are you micromanaging? What stories are you telling yourself about your teammates, their decision-making capabilities, and their limitations? What data have you gathered to form those opinions? Is it accurate or is there more to the story? Can you identify times when they took full ownership without you looking over their shoulder and got remarkable results?

It’s helpful to have a trusted colleague or friend ask you these questions so you can hear your thoughts out loud. If not, writing down and reflecting on your answers will also give you some insights into your biases that could limit the results you’re getting.

Delegate

A powerful concept that we at Fierce Conversations teach new and seasoned leaders is the Decision Tree Model. This unique model distributes various levels of autonomy to your colleagues that allow you to factor in:

The complexity and visibility of the responsibility/projectThe competency, capacity, and interest of the person receiving the responsibility/projectYour desire to stay close to the major decision points in the responsibility/project

Intentionally working through these factors allows you to design your delegation strategy around the goals and priorities of your team, department, and organization while considering the professional development of each team member you are delegating to.

Visualize a tree and divide it into four parts: the leaves, branches, the trunk, and the roots. At the leaf level of this decision tree, you are delegating a new responsibility and providing complete ownership and decision-making rights to the person you are delegating to. You are ready to part with this responsibility and trust the new project owner to make decisions in line with the organization’s goals.

At the leaf level, you are empowering the “delegatee” with the freedom to run with the new responsibility and project without needing to report back to you. For micromanagers who like control, this level of delegation is one of the most difficult.

One step down is the branch level of decision-making. At this level, you still give autonomy to the “delegatee” to take the project and run with it, but you want to stay informed of key milestones or decisions being made. This allows you to report to our stakeholders and stay in the loop.

The trunk level is used when you are just starting to let go of responsibility. You can take your time to train and coach the delegatee. At this level, you make the final decision, but the delegatee is bringing ideas and solutions to the table as well as a recommendation of what direction they would head towards. This gives you a chance to assess their approach to decision-making before any action is taken. Most micromanagers delegate at the trunk level. They’re ready to share responsibility with someone but have a need to keep an eye on all decision points before they’re implemented.

The final level of the decision tree is the root level.

This is where you either can’t delegate the responsibility because there are other decision-makers involved, or you simply don’t want to, but you still desire some input from your teammates to gain different perspectives. If most of your team gets delegated responsibilities at the root level you end up limiting productivity, creativity, and engagement in others.

What I find most powerful about utilizing the distinct levels of the decision tree is that it creates clarity on how much ownership you want to share when you choose to delegate. When you check in regularly with your teammates, you’re also able to adjust the level of autonomy you share as people develop. This strategically expands the competencies of your team as their roles evolve and become more independent of your coaching in specific areas.

The more you see your teammates making effective decisions and getting impressive results, the less you will feel the need to micromanage.

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Evidence-Based Stress Management Strategies for Healthcare Workers

Ever felt like a tightly-wound spring, ready to snap with one more pull? As a healthcare worker, you’re probably nodding. Stress isn’t a stranger to you. It’s more like an unwelcome house guest that has overstayed its welcome, leaving you exhausted, anxious, and overwhelmed. We know how heavy the burden of responsibility feels, and how unrelenting the grind can be.  In a recent Medscape survey, a staggering 42% of physicians reported feeling burned out. 

That’s you and your peers, living in a near-constant state of stress, bearing the brunt of relentless pressure, and trying to prevent it from turning into full-blown burnout. It’s no surprise that you’re feeling overwhelmed and exhausted, isn’t it?

But what if there was a road map, a kind of guidebook, to navigate this treacherous terrain of stress and burnout? Now, don’t think of it as a magic bullet, because it isn’t. It’s a set of practical, science-backed strategies designed to help you manage stress, regain your footing, and yes – even thrive in your demanding role. 

The good news is that we are armed with a host of research-backed stress management strategies, specifically tailored for healthcare professionals. In this article, we will walk through 8 actions you can incorporate to help begin getting a handle on stress and build resilience.

1. Implement Mindfulness-Based Stress Reduction (MBSR) Techniques

There’s a reason mindfulness is repeatedly mentioned as a stress reduction tool. It’s not just a trend, but a proven tool to tame the dangers of chronic stress. And for healthcare professionals, Mindfulness-Based Stress Reduction (MBSR) could be a game-changer. 

Imagine you’re a juggler with a dozen balls in the air – except these balls are your daily tasks and responsibilities. It’s overwhelming. MBSR is like having an extra set of hands. It equips you with the skill to focus on one task at a time, catching each ball with grace and precision. 

To sharpen your mindfulness skills through meditation, breathing exercises, and mindful movement. So you’re not just surviving your hectic schedule but thriving amidst it.

2. Establish Supportive Team-Based Approaches

Stress can feel like an island, isolating and overwhelming. But it doesn’t have to be. You’re not alone in this fight. Your peers, your team, they’re your allies, your support system.

Remember the days when a shared look with a colleague spoke volumes? It’s the same principle here. Support groups or peer programs within healthcare settings can do wonders. They let you vent, share experiences, offer a kind word – or receive one. It’s a healing circle, where open communication reduces stress and fosters camaraderie. 

3. Engage in Regular Physical Exercise

Does the phrase ‘physical exercise’ make you groan inwardly? It might, but here’s an enlightening fact: moving your body can help you move mountains of stress. 

Consider your body a vehicle. Just like how a car needs regular servicing, your body craves exercise. No need to run a marathon; simple routines like yoga, strength training, or a brisk walk can do the trick. They kick stress to the curb and lift your mood. It’s not just a theory but solid science: physical activity is a stress-buster. So, lace up those sneakers!

4. Promote Work-Life Balance and Boundaries

In the healthcare field, work-life balance might sound like a myth. But it’s an achievable reality, not a far-off dream. Establishing clear boundaries can be a lifesaver in preventing stress and burnout.

Imagine this: you wouldn’t keep a cell phone running on low battery for days, would you? Just like that phone, you need to recharge. Prioritize self-care, set realistic goals, and maintain a clear line between work and personal life. A healthy boundary isn’t a wall, it’s a gate that allows you to manage stress and enjoy life beyond work. 

5. Provide Stress Management Training and Education

Knowing is half the battle, they say. And knowing how to manage stress. That’s a battle won. Stress management training programs are a power-up for healthcare professionals like you. 

Have you ever tackled a 1000-piece puzzle on vacation? Could you do it without the box giving you the final picture? Stress management training is like having the picture on the box – a guide. With techniques like cognitive-behavioral therapy and resilience-building exercises, it helps you decipher and overcome stress. It’s not just about managing stress today but being equipped for the stressors of tomorrow. 

6. Foster a Positive and Supportive Organizational Culture

Ever noticed how a single smile can lighten the atmosphere? That’s the power of positivity. A supportive organizational culture is a breeding ground for positivity and employee well-being. 

Think about it – wouldn’t it feel good to have open communication, recognition, and resources for stress management? Such an environment lessens stress and encourages a healthy work-life balance. It’s not just about surviving at work but thriving in it!

7. Implement Regular Rest and Recovery Practices

We all need a breather now and then, don’t we? But in healthcare, it’s more than a want – it’s a need. Regular rest and recovery are crucial in the fight against stress and burnout. 

Just like how a violinist allows silence between notes to create music, healthcare professionals need breaks between their work shifts. Regular pauses and sufficient rest are not a sign of weakness, but a strength that enhances your ability to manage stress. Rest, recover, repeat. It’s okay to use your vacation time.

8. Utilize Biometric Tracking

In this age of technology, why should stress management be left behind? Meet your new ally: biometric tracking devices. It’s like having a personal stress coach right on your wrist.

Imagine a stress meter, measuring your stress levels throughout the day, and identifying your stress triggers. That’s what a biometric tracker does. Analyzing this data can help you understand your stress patterns and manage them effectively. It’s like having a stress management strategy tailor-made for you.

At Fierce, we discovered the power of biometric data as a reliable method to combat stress and build resilience. Using that data, we built the Pulse App, which can pinpoint specific stress triggers during your day. Then feed you the coaching you need to begin building skills to master those unique triggers.  

An Uplifting Note for Heroes in Scrubs

It’s no secret, you’re navigating turbulent waters. The pressure, the constant demands, the emotional toll – it feels like an unending marathon, doesn’t it? And the finish line? It appears as a mere speck on the horizon, almost invisible. But let me tell you, it’s there. 

You’ve been carrying a heavy load, but remember, even the most robust of us need a pit stop now and then. And that’s okay. The path you’ve chosen isn’t easy, but it’s noble, and yes, it’s stressful. But as you’ve seen, there are ways, proven ways, to manage that stress.

From mindfulness techniques to team-based approaches, from regular exercise to work-life balance – these aren’t just words on paper. They’re tools to reshape your stress into resilience. Stress management training, a supportive work culture, and the power of rest can transform your everyday experience, bringing light into what can often seem like a never-ending tunnel.

As for biometric tracking? Consider it your personal life coach in this journey. It’s a weapon that helps you measure and manage stress like never before.

Remember, these strategies are not about adding more to your already full plate. Instead, they are about changing how you deal with what’s on your plate. They are about transforming your experience from one of merely surviving to actively thriving. You are a hero in scrubs, and every hero deserves to have their well-being prioritized.

Never underestimate the power of small changes and never forget your strength. You’re a healthcare worker – you’ve got resilience stitched into your very fabric. Tap into it. Be patient with yourself, and remember, managing stress isn’t a race, it’s a journey.

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“The Power of ‘Well Done’: How Employee Recognition Transforms Workplace Dynamics”

Are you tired of the same old employee recognition methods that seem to fall flat? You want your team to thrive, to feel appreciated, and to unleash their full potential. But let’s be honest, traditional approaches just don’t cut it anymore. You might be thinking, “Well, I already give monetary rewards and annual reviews, but it’s not making a lasting impact. What am I missing?”

For decades, we’ve all relied on these tried and true methods, but it’s frustrating when your efforts to recognize your team’s accomplishments seem to fizzle out.

Here’s the good news: There’s a better way. A way that taps into the true power of recognition. 

In this article, we’ll explore the transformative magic of ‘well done’ feedback. No more empty gestures or one-size-fits-all approaches. It’s time to create a workplace dynamic that sparks motivation and propels your team to greatness.

Let’s begin.

The Value of Recognition

We’ve all seen the stats and studies regarding employee recognition. Multiple studies from Deloitte, their Global Human Capital Trends, and Business Chemistry studies all point to the power of recognition. According to Bersin by Deloitte, companies with effective employee recognition programs have 31% lower voluntary turnover rates than companies without such programs, leading to reduced recruitment and training costs.

But it’s learning to harness the power of recognition to actually improve performance that is the struggle for most leaders.

Conventional Approaches to Employee RecognitionMonetary Rewards

Monetary rewards have long been a go-to method for recognizing employees. After all, who doesn’t appreciate a little extra cash in their pocket? But let’s take a closer look. The lure of monetary rewards is undeniable. It provides a tangible incentive that can motivate employees to put in their best effort. However, the impact of money on long-term motivation and engagement is questionable. 

In fact, several studies on monetary recognition suggest has short-term benefits. For example, research in Behavior Analyst found that while monetary rewards could enhance performance in simple, routine tasks, they were less effective for complex, creative tasks that required cognitive flexibility and intrinsic motivation.

While money may speak volumes, it fails to address the unique strengths and contributions of each employee. One-size-fits-all rewards do little to make individuals feel truly valued. The thrill of a monetary reward may fade quickly, leaving employees craving for more. It’s a temporary boost that fails to create sustainable motivation and commitment.

When it comes to distributing monetary rewards, fairness can also become a major concern. Unequal treatment can breed resentment and erode trust among team members.

Performance Reviews

Performance reviews have long been the standard for evaluating employee performance. But are they really effective in recognizing and appreciating employees’ efforts?

Annual performance reviews are often seen as a comprehensive assessment of an employee’s strengths and weaknesses. However, their infrequency and focus on weaknesses raise some red flags. Waiting a whole year to receive feedback can be disheartening. 

Annual reviews tend to zoom in on areas for improvement, overshadowing the positive contributions employees make. Focusing on weaknesses can demoralize individuals and stifle their potential. The build-up to an annual review can be anxiety-inducing. The fear of criticism and judgment can create a toxic atmosphere, hindering open communication and growth. Employees need ongoing recognition and support to stay motivated and engaged throughout the year.

Public Recognition

Public recognition, through awards or public announcements, has been a staple in many organizations. But does it truly celebrate individuals or inadvertently cause discomfort?

Public recognition aims to acknowledge outstanding performance and make it visible to others. The intention is noble, but the execution leaves much to be desired. While some individuals thrive under the spotlight, others prefer a more private form of recognition. Publicly singling out employees may inadvertently cause embarrassment or discomfort.

Public recognition can be a double-edged sword. Inconsistent application of rewards and a perceived bias in selection can breed resentment and damage team cohesion. Public recognition often fails to provide personalized feedback that highlights an employee’s unique strengths and accomplishments. It becomes a generic display rather than a meaningful appreciation.

The Power of ‘Well Done’ Feedback

Enter the ‘well done’ feedback approach—a refreshing alternative that centers on acknowledging and appreciating employees’ achievements in a meaningful and personalized way.

Imagine a recognition method that truly sees and values employees as unique individuals. ‘Well done’ feedback allows for personalized recognition that highlights each person’s specific contributions and strengths. Traditional approaches often focus solely on end results. ‘Well done’ feedback recognizes the journey, appreciating the effort, dedication, and growth that employees exhibit along the way.

Gone are the days of waiting for a yearly review. With ‘well done’ feedback, recognition becomes an ongoing practice, providing employees with immediate feedback and reinforcement to fuel their motivation. Regular recognition creates a positive work environment where employees feel valued and appreciated. It fosters a sense of camaraderie and encourages a culture of support and collaboration.

Instead of fixating on weaknesses, ‘well done’ feedback shifts the spotlight to employees’ strengths. This approach empowers individuals to harness their talents and excel in areas where they naturally thrive. By recognizing and nurturing strengths, ‘well done’ feedback creates an environment that promotes growth and innovation. It instills confidence and motivates employees to push boundaries and explore new possibilities.

But What About…Lack of tangible rewards undermines motivation

Some may argue that without tangible rewards like money or promotions, employees may lack the motivation to perform at their best. However, intrinsic motivation can be a powerful force. ‘Well done’ feedback taps into the intrinsic motivation of employees by acknowledging their accomplishments and recognizing their inherent desire for personal growth and self-fulfillment. It cultivates a sense of purpose and satisfaction that goes beyond external rewards.

Need for constructive criticism and improvement

Acknowledging the importance of growth and improvement, ‘well done’ feedback doesn’t neglect constructive criticism. It recognizes the value of providing feedback that guides employees toward excellence. Contrary to popular belief, positive reinforcement can be a catalyst for improvement. By focusing on strengths and highlighting successes, ‘well done’ feedback encourages employees to build on their achievements while still addressing areas for growth.

Unleash the Power of ‘Well Done’: Igniting Workplace Dynamics for Unstoppable Performance

Conventional approaches to employee recognition often fall short of creating a thriving and motivated workforce. The ‘well done’ feedback approach offers a transformative alternative that acknowledges individuals’ unique strengths, provides ongoing recognition, and fosters a culture of growth and innovation.

By embracing ‘well done’ feedback, organizations can tap into the true power of employee recognition, shaping workplace dynamics, and reaping the rewards of improved productivity and employee satisfaction. It’s time to let go of outdated methods and embrace a new approach that truly celebrates and uplifts the people who drive organizational success.

As business leaders, we yearn for a team that surpasses expectations, a workforce that radiates passion, and an environment where every individual shines. You may have secretly pondered, “How can I truly motivate and inspire my team members?”

As leaders, we possess the power to ignite a revolution within your organization, and it all begins with embracing the ‘well done’ feedback approach.

Throughout this article, we’ve explored the limitations of traditional recognition methods—monetary rewards that lack personalization, annual performance reviews that emphasize weaknesses, and public recognition that falls short of acknowledging individual contributions. It’s clear that a transformative change is needed, and ‘well done’ feedback is a step in the right direction.

By adopting the ‘well done’ approach, you will witness a remarkable shift within your team. A culture of appreciation will take root, where individuals feel seen, valued, and motivated to excel. Your team members will be inspired to leverage their unique strengths, resulting in innovation and growth that surpasses your wildest dreams.

Let’s inspire and empower those around us, nurturing a culture that sparks brilliance and fuels the flames of achievement.

 

The post “The Power of ‘Well Done’: How Employee Recognition Transforms Workplace Dynamics” appeared first on Fierce.

Why Diversity and Inclusion Are Your Team’s Superpowers

Ever felt like your team’s stuck in a cycle of sameness, like a broken record that just keeps spinning? A little too relatable? Especially when you need help with how to stir up the melting pot of diversity or build that ever-elusive inclusive environment. Can diversity and inclusion truly boost your team’s creative juices and productivity? So many leaders are scared of pushing diversity too strongly or unsure of how to provide an atmosphere where it will thrive.

Let’s navigate this journey together, uncovering the hidden strengths of diversity and inclusion. Ready to challenge the status quo and empower your team like never before? This week’s tip for building high-performance teams is all about leveraging diversity and building inclusion to unlock productivity and creativity

Understanding Diversity and Inclusion

When we speak of diversity and inclusion, we’re not just talking about ethnicities, creeds, or genders. We’re talking about the rich tapestry of experiences, perspectives, and talents your team brings to the table. What’s the beauty of it all? Imagine a melody played with a single note. Monotonous, isn’t it? Now, picture the symphony created by diverse instruments in harmony. Quite a transformation! That’s the shift your team can experience when diversity and inclusion take center stage.

The Power of Diversity and Inclusion in Teams

So, how does this symphony of diversity and inclusion lead to innovation? Think of each team member as a unique lens, focusing on a different part of the problem. One might see the fine details, another the broader strokes. Bring these lenses together, and voila! A complete picture, ripe for problem-solving. It’s like a jigsaw puzzle where every unique piece contributes to the complete image. 

Consider the stunning example of the French National Football Team, the acclaimed winner of the 2018 FIFA World Cup. The team was celebrated, not just for their triumph but also for the exceptional diversity within their ranks. Their squad was a vibrant mix of ethnic backgrounds, cultures, and experiences. Each player brought a unique style to the game, enriching the team’s overall play. This melding of unique styles into a fluid, winning strategy was no accident but the result of a highly inclusive team environment. It led to an explosive performance that outshined their competition, displaying how diversity can lead to innovation even in the realm of sports.

What about Spotify, the music streaming giant? Their commitment to diversity and inclusion is not just talk. Spotify’s diverse and inclusive workforce drives its ability to stay ahead in the game, continuously innovating to cater to the diverse tastes of its global user base. As they aptly put it, “Different people, different cultures, different perspectives make the sound that connects us.”

Lastly, look at Airbnb. Their mission, “Belong Anywhere”, embodies their commitment to diversity and inclusion. As a company that operates in 191+ countries, its diverse team reflects the global community they serve. This diversity is their secret ingredient to innovate and create experiences that resonate with their global clientele, making Airbnb a beloved brand worldwide.

And how does inclusion fit into all this?

Simply put, an inclusive environment is the stage where the Symphony of Diversity performs.

It fosters open dialogue, turning ideas into solutions, and co-workers into collaborators. Take Google, for instance. Their psychological safety study discovered that teams with an open, inclusive culture outperformed others. Why? Because every voice mattered. Every idea counted.

Diversity and inclusion also play a pivotal role in skill expansion. It’s like hosting a round-the-world potluck dinner. Each team member brings a unique dish—a skill, an experience, a nugget of knowledge. As they share, the team feasts on a buffet of learning, improving individual competencies and the team’s overall skill set. Ever heard of the multinational company, Unilever? They nailed this concept with their ‘Agile Working’ policy, encouraging employees to venture into various roles and projects. This led to a continuous learning culture, and the results were striking – improved performance, happier employees, and a flourishing business.

Let’s talk about resilience. In an ever-changing business landscape, resilience is the lifeboat that helps teams navigate turbulent waters. Diverse and inclusive teams are adept navigators, their differences equipping them to handle waves of change. They learn they adapt, and they grow. Consider the resilience of NASA’s Apollo 13 mission team. A diverse group of astronauts, scientists, and engineers turned a life-threatening failure into a successful survival story. Now that’s resilience, powered by diversity and inclusion.

Fostering Diversity and Inclusion in Teams

How do you, as a leader, promote diversity and inclusion within your teams? It begins by valuing diversity beyond tick-box exercises. It’s about recognizing and respecting individual differences. It’s about fostering an inclusive culture where every voice is heard, and every idea valued. Remember, the symphony is only as good as its conductor.

Next, you need to maintain a supportive environment. Team members should feel safe to voice their ideas, their concerns. A culture of psychological safety goes a long way in reinforcing positivity and productivity. You want to ensure everyone feels valued, understood and included.

Case Studies

Now, let’s delve into the real world. Let’s look at Microsoft, a tech giant that embraced diversity and inclusion to its advantage. They adopted inclusive design, innovating with and for people who experience the world differently, which led to products like the Xbox Adaptive Controller. It was a win-win situation—Microsoft expanded its customer base, and many previously excluded gamers could now play easily.

Patagonia, an outdoor clothing company, fostered an inclusive culture that valued environmental sustainability, and it paid off big time. Not only did it help them innovate eco-friendly products, but it also attracted customers who shared their values.

T. Rowe Price, a global investment firm contacted Fierce with a need to increase the diversity of its leaders and encourage all managers to give their team members regular feedback to boost their performance and reduce unconscious bias. The company wanted to increase the number of minorities among its leadership to better reflect the broader culture both inside and outside the firm. The company’s diversity stats were not where they wanted them to be. T. Rowe began training its 1,300 leaders on the importance of coaching and providing real-time feedback to their direct reports. The program also included a session on unconscious bias to help managers identify beliefs that might be affecting their decisions and behaviors toward different team members.

Nearly all of T. Rowe’s 1,300 people leaders have gone through coaching, feedback, and unconscious bias training. The volume of candid conversations is rising, and openness to different viewpoints has become more evident. The training positively impacted the company’s hiring and promotion of more minority employees. 

Embracing the Symphony of Diverse Voices

It’s only natural to feel a bit lost, a tad uncertain. After all, you’re stepping onto unfamiliar terrain, moving away from the traditional, homogeneous workforce to a diverse and inclusive one. That subtle discomfort you feel? It’s shared by many business leaders across the globe. Remember, it’s in those slightly uncomfortable places where true growth occurs.

This isn’t a call to upheaval but an invitation to enrich your team with varied perspectives, experiences, and skills. It’s about opening your mind, widening your circle, and breaking away from the echo chamber that a uniform team often becomes.

Each example we explored serves as a testament to the incredible potential that diversity and inclusion unlock. From the triumph of the diverse French National Football Team to corporate successes like Spotify, and Airbnb – diversity and inclusion was their secret sauce to groundbreaking innovation.

Yet, these aren’t just strategies for the big players. No. Whether you’re leading a multinational corporation or a local startup, these principles apply. That innovative spark, that resilience in the face of adversity, that broadened skill set – they are all within your reach, waiting for you to make a move.

Embrace diversity, nurture inclusivity, and watch your team transform.

What awaits isn’t a mere improvement in numbers, but a vibrant, thriving culture filled with empowered individuals, driving your business to new heights.

The curtain call is here. It’s time to step into this new era, one where diversity and inclusion aren’t just checkboxes but the cornerstones of your team’s success.

Let this be the moment you embrace that change, taking your team from ordinary to extraordinary.

 

The post Why Diversity and Inclusion Are Your Team’s Superpowers appeared first on Fierce.

3 Examples of Effective Coaching

When we think of coaching, we often jump immediately to the experience of a manager coaching a direct report, and by all means coaching an employee is a very important tool in a manager’s toolkit. However, today I want to share with you three other ways in which you might experience coaching in the workplace but perhaps haven’t considered it.

Here at Fierce, our coaching model is designed to be used by anyone, supervisors and managers of course, but also mentors peers. Supporting loved ones, working through big decisions, teaching your children how to make good choices, or even helping you solve a problem for yourself.

Coaching is about developing another person’s ability to generate and embrace their own solutions. Remember, coaching is not about giving feedback or confronting behavior. Those are different conversations. Coaching is about asking questions to help someone else think for themselves and make decisions on their own.
Coaching’s about depth. Going deeper into the conversation to really get at what is at stake, what is at the heart of the issue.

The 1st way in which we might consider using our coaching model is with ourselves.

You may not know it, but you’re a coach. You may not be certified, but you’ve been coaching yourself since you can. Remember as a child, you coached yourself how to get back on the playground after you fell off the jungle gym and scraped your knee. Later, you coached yourself how to pick up the pieces in your own life after your first bad breakup. Your self coaching stems from your ability to harness your inner wisdom and experiences to make choices that are best for you. You cultivate your own personal development and action plan.

A personal example. During the early months of the Pandemic, I lost my job unexpectedly and it hit me hard. I loved that job, the team, the organization, most importantly the work itself. So I was reeling from the loss of my identity and purpose. Quite honestly, my self-confidence took a hit. Despite knowing that being let go wasn’t personal our whole team was impacted., I still took it very personally. At the time I didn’t have a coach or mentor or even a manager to turn to. So I used the Fierce coaching model and journaled myself through the coaching steps.

At first I sat in the space of feeling sorry for myself, perhaps for longer than I’d like to admit, until I got to the step where I named my feelings, particularly on the future implications. This is where I got deeper within myself, as I considered where I’d be if nothing changed in the next several months. What did I feel if nothing changed, well, I feel disappointed, frustrated, even angry.

When I tapped into those emotions, I felt motivated to do something now, to take back some control. I recognize the future implications if I didn’t take some necessary steps to stop wallowing in my self-pity. The good news, I was able to coach myself out of my downward spiral. I looked at this as an opportunity rather than a setback. I was able to see where I did have some control versus where I obviously didn’t. I committed to a future where I could pursue what I really wanted to do.

A second way that you might not have considered is to engage in peer coaching, either peer-to-peer or peer group coaching.

Peer coaching is when one or more employees work together to help each other define and reach their goals. Organizations can use peer coaching with employees to cultivate collaboration, learning, and growth. The benefits of peer-to-peer or even small group peer coaching come from those powerful learning interactions among colleagues, among peers. Who aren’t necessarily even on the same team, but are roughly equal in terms of experience and or position.

By bringing people together who have no formal interactions or accountability to each other, you can create deep learnings that wouldn’t be available otherwise.

Peer coaching can help us gather insight from diverse perspectives, provide opportunities to practice new skills in a safe space, and develop an accountability system, even a support network.

Another personal example, about 10 years ago I participated in an experiential leadership program where I spent 3 1/2 days off site with some colleagues. There we learned many skills to help us be more effective leaders. Things like communication preferences, team dynamics, decision making styles, you name it.
We spend our time in small development teams and within these teams we quickly built strong levels of trust amongst each other because we learned some new skills and then had to practice these skills by solving challenges together.

After that course, my development team continued to meet monthly as a peer coaching group. We brought issues that we were facing back on the job to our monthly checkins and shared ideas and ways to address these challenges. We represented various parts of the organization, but we could all relate to so many of the same challenges and we struggled with so many of the same issues. I learned so much from this group and I think it’s safe to say so did my colleagues. We really did create that safe space to share real life back on the job challenges, bounce our ideas and solutions off of each other, and support each other on our respective leadership journeys. I participated in these meetings for years after that program ended, and I learned so much from my peers.

The final way we might approach coaching is by coaching up.

Yeah, you can coach your manager. There’s an obvious power dynamic embedded in that hierarchical relationship between a manager and an employee. So you might be wondering, how do I coach my manager? Coaching your boss fits into this paradigm of thinking big, but acting locally. That is you’re helping your leader generate an insight or an idea that she might be missing and needs to have.

Your perspective as an underling enables you to see things from another point of view, and if your manager is open and willing, she’ll be open to you asking questions to help her come up with solutions that she might not have thought of otherwise. Most managers I know welcome insights from their people, but remember, this isn’t about giving your manager feedback, it’s about coaching them.

Helping them come up with their own solutions. So it’s really about learning how to ask open-ended questions to probe deeper. It’s about finding ways to help them think through a situation from a different perspective, again, by asking questions. Most of us are stretched for time so making time for your manager to discuss what is important to him to help him solve some of the broader challenges he’s facing can be super impactful and a great way to manage up.

Admittedly, to open the door here, you must have a solid foundation with your manager that includes permission to speak openly and for them to be willing to share their concerns or unknowns. They may even have to show some vulnerability, like admitting that they don’t have all the answers. Some bosses make it easy, others take time to get to this point to show this level of openness.

So before you coach up, you may need to build a positive, trusting relationship with your boss. Take some time to get to know him better and know that it may also take some time before you feel comfortable asking him these types of thought-provoking questions. It’s also important to be aware that you can have no expectation of change when coaching up. You’re providing the space for your manager to think deeply and differently about an issue that he’s facing. Hopefully, it will lead to some great insights and also show what an important thought partner you are.

Let me share one last personal example. In a previous role, I had established a very solid relationship with my manager, and as a result, she often shared with me some of the broader challenges on her plate, including some of the bigger initiatives that faced our department. While she didn’t look to me to necessarily solve those problems, she was open and willing to engage in discussions with me about what was challenging for her. Years later, after we parted ways, she told me how much she appreciated it when I asked her those questions to help her think deeper into an issue.

Sometimes the question I offered was as simple as What else, and then go silent and gave her the floor to process and to think. Other times, if she was feeling overwhelmed, I’d ask what do you wish you had more time to do and what things are you doing that you’d like to stop doing and or delegate to someone else?

These last questions in particular helped her to reflect on her own behaviors and how they were creating a bottleneck to getting things done because she really did have her hands in too many things. She appreciated the space I gave her to think about how she could delegate some things to her team to help in their development. Guess what, even I got some of those things, including working on some high visibility projects that gave me some amazing growth opportunities.

I hope that this has given you a new perspective on coaching and that you’ve learned some new ways to think about how you can apply coaching techniques and conversations in your life.

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How to Harness the Power of Delegation for High Performing Teams

Are you tired of carrying the weight of the world on your shoulders, afraid to let go and delegate tasks to your team? I get it. It’s tough to trust others when you’re secretly overwhelmed and doubt their capabilities. You’re not alone in feeling this way. It’s like you’re drowning in a sea of responsibilities, thinking, “If I want something done right, I have to do it myself.” But what if I told you there’s a way to lighten your load and unlock the true potential of your team?

This week’s tip is all about the secrets of harnessing the power of delegation for high-performing teams.

Understanding Delegation: Beyond Task Assignment

Delegation is often misunderstood as a mere assignment of tasks, but it goes far beyond that. It is about empowering team members, fostering a culture of trust, and promoting shared responsibility. By delegating effectively, leaders unlock the surprising benefits of delegation that go beyond increased productivity.

Delegation is not a sign of weakness or laziness. It is a strategic move for team growth and high performance. When leaders delegate tasks, they are not simply offloading work; they are empowering their team members. By entrusting responsibilities, leaders send a powerful message that they believe in their team’s capabilities. This act of trust instills a sense of ownership and accountability within team members, driving them to perform at their best.

Delegation allows for diverse perspectives and fresh ideas to emerge within the team. When team members are empowered to make decisions and take ownership of their tasks, they are more likely to explore innovative approaches. By involving team members in the decision-making process, leaders tap into a collective pool of knowledge and expertise, fostering a culture of innovation and collaboration.

Think about this: when team members are actively engaged and invested in their work, they are more likely to contribute their unique insights and suggestions. This not only enriches the team’s output but also boosts team cohesion. When team members feel heard and valued, a sense of camaraderie develops, leading to stronger bonds and enhanced collaboration.

Delegation as a Key Leadership Skill

Effective delegation is a crucial leadership skill that significantly impacts team performance and development. However, some leaders hesitate to delegate, fearing a loss of control or doubting their team members’ capabilities. It’s time to challenge these misconceptions.

Delegation is not about relinquishing control completely; it’s about striking a balance between control and empowerment. As a leader, it is essential to define the desired outcomes and provide clear guidelines, while still allowing room for individual decision-making and problem-solving. This approach not only frees up valuable time for leaders but also nurtures the growth and development of team members.

It’s essential to recognize that effective delegation is not a sign of weakness or laziness. Instead, it demonstrates a leader’s ability to identify and leverage the strengths of their team members. By distributing tasks strategically, leaders optimize the team’s overall performance, achieving outcomes that surpass individual efforts.

Delegation for Employee Development and High Performance

Delegation serves as a powerful tool for employee development and career growth. Think of delegation as a form of mentorship, nurturing talent, and fostering a high-performing team.

By delegating tasks that align with team members’ developmental goals, leaders create a growth-oriented environment. You provide team members with hands-on experience and exposure to new challenges, allowing them to broaden their skill sets and deepen their expertise.

Delegation paves the way for succession planning and talent development within an organization. By delegating higher-level responsibilities to capable team members, leaders identify and groom potential future leaders. This ensures a smooth transition during leadership changes and creates a pipeline of talent that drives long-term success.

We all desire a culture of continuous learning. As team members take on new challenges and acquire expertise, they become a valuable resource for their peers. The transfer of knowledge and skills within the team not only enhances individual growth but also strengthens the collective capabilities of the team.

Mastering the Art of Effective Delegation

To harness the full power of delegation, leaders must master the art of effective delegation. It involves several key elements that contribute to successful task assignments and optimal team performance.

Clear communication lies at the heart of effective delegation. Leaders must provide precise instructions and expectations to ensure that team members understand the task at hand. Clear communication also involves defining the desired outcomes, setting deadlines, and establishing channels for feedback and progress updates.

Choosing the right person for a specific task is another critical aspect of delegation. Understanding the strengths, skills, and interests of team members enables leaders to match tasks with individuals who are best suited for them. By aligning tasks with team members’ abilities, leaders not only maximize efficiency but also enhance job satisfaction and motivation.

Alongside clear communication and appropriate task assignment, leaders must provide the necessary resources and support to enable their team members’ success. This includes access to relevant information, training, tools, and ongoing guidance. Adequate resources and support empower team members to overcome challenges and excel in their delegated tasks.

Surprisingly, effective delegation also has a direct impact on job satisfaction and motivation among team members. When team members are trusted with meaningful tasks and given the autonomy to make decisions, they experience a sense of ownership and pride in their work. This fulfillment and intrinsic motivation not only drive individual performance but also contribute to the team’s overall success.

Unleashing the Power of Delegation: Empowering You and Your Team

In the fast-paced world of business, it’s not uncommon for leaders to secretly feel overwhelmed, burdened by the weight of endless responsibilities. The mere thought of delegating tasks evokes a sense of anxiety and doubt, leaving you questioning whether your team can truly perform at the high level you desire.

We understand the weight of responsibility that rests on your shoulders. The fear of entrusting crucial tasks to your team members is not unfounded. It’s a reflection of your dedication, your commitment to excellence, and your unwavering desire to deliver outstanding results.

By embracing delegation, you not only alleviate the weight on your shoulders but also empower your team members to rise to the occasion. It’s a ripple effect, a domino effect of growth, where each team member’s capabilities are unlocked and harnessed, contributing to the collective brilliance of your team.

When you delegate, you not only distribute tasks; you distribute trust, responsibility, and ownership. Your team members, fueled by this vote of confidence, become the architects of their success. They surprise you with their ingenuity, their fresh perspectives, and their unwavering commitment to excellence. And as they thrive, so does the entire team, forging an unbreakable bond and propelling you towards new horizons of achievement.

Embrace the discomfort, knowing that it is a stepping stone to growth and progress. Release the reins, and watch your team perform at levels you never thought possible.

The post How to Harness the Power of Delegation for High Performing Teams appeared first on Fierce.

Your Guide to Eradicating Workplace Toxic Behavior

Ever felt like you’re navigating a minefield every time you step into your office?

You’re not alone. Toxic behavior in the workplace can turn a productive environment into a disaster zone, zapping team morale faster than a coffee machine drains on a Monday morning. We’re talking about backbiting, passive-aggression, and the insidious ‘Us vs. Them’ mentality. Recognize any of that? 

Such toxicity is not just annoying—it’s destructive. But, what if we told you there’s a way to defuse this time bomb? An unconventional, yet effective approach that can transform a toxic team into a harmonious, productive powerhouse. We’re here to offer tips to unlock that team harmony and erase toxic behavior from your workplace. This week’s tip for high-performing teams is to identify and confront toxic behavior to sustain team health and performance.

The Benefits of Harmonious Teams

Imagine a well-oiled machine, each component playing its part in a harmonious operation. That’s your team when unity permeates the workplace. You’ve likely noticed how a synchronized team can elevate productivity. It’s like watching a perfectly rehearsed orchestra, where each instrument contributes to a flawless symphony. When camaraderie is the keynote, the output is a hit record.

Morale, the heartbeat of your team, can be bolstered by this same harmony. We’ve all felt that electric buzz in the air when the team pulls together, an invisible current of energy that recharges motivation. When people work in a space where unity thrives, morale soars higher than a hawk on a thermal updraft.

Now, let’s talk about innovation, that elusive spark that lights the path to success. When every voice is valued and every idea is entertained, it’s as if you’ve opened the floodgates of creativity. A harmonious team fosters a culture of trust, nurturing an environment where innovation sprouts like wildflowers in spring.

What about holding onto your star performers? Think of a harmonious work environment as the glue that keeps your team intact. Reducing toxic behavior acts as a deterrent to turnover, ensuring your workforce remains stable. After all, people are more likely to stick around in a workplace that feels like a supportive community rather than a battlefield.

Rethinking Conflict: Pioneering Tactics to Combat Toxic Behavior

Taking on toxic behavior often feels like bracing for a storm – intimidating, uncertain, and chaotic. But what if the solution isn’t to shelter from the storm, but to change our approach to it? Instead of framing tough talks as personal confrontations, what if we viewed them as collaborative truth-seeking missions? Imagine side-stepping the blame game, focusing instead on resolving the issue, breaking down barriers, and promoting connection.

In this quest, tools from Fierce Confrontation can serve as a guide. The training program teaches us to sidestep common conversational missteps. Asking, “So, how’s it going?” at the beginning of a tense conversation? It’s a no-go. This tactic not only feels insincere but also shifts control of the discussion to the other person. Starting with a compliment might seem charming, but it confuses the matter and sidesteps the main topic. While it may be tempting to cushion our words with softening phrases, these ‘pillows’ can obscure the true message and lead to misunderstanding.

Confrontation becomes a valuable ally when we need to address attitude, behavior, or performance issues, salvage a sinking project, or face tough problems with confidence and skill. But most importantly, it allows us to enrich relationships through honest, respectful discussions. So, let’s tap into our courage, face our fears, and master the art of constructive confrontation. With a new understanding and approach, we can navigate through challenging dialogues with finesse and, ultimately, transform our work environment into a haven of harmony.

Case Study: Transforming a “Culture of Nice”

You might be wondering, do these unconventional approaches work in the real world? 

Let’s take a closer look at a real-world example: Christus Health, a company that found itself in the throes of rapid change and in dire need of skills to transform while preserving a positive culture. They were akin to a swan, appearing serene on the surface while frantically paddling beneath. It was, unfortunately, a Culture of Nice – passive, surface-level behavior with underlying dissatisfaction. The absence of open dialogue resulted in dwindling engagement and mounting frustration among managers and toxic behavior among team members.

Lisa Reynolds, their VP of Talent Management, put it perfectly, “We needed to be better at all types of conversations, particularly those awkward, yet crucial dialogues revolving around difficult issues.” 

Recognizing their challenges, the Fierce team tailored a program for Christus including the Confrontation training. This initiative provided their leadership with the tools necessary to address challenges head-on and offer constructive feedback, thus boosting productivity.

So, what was the outcome of this brave venture? 

Astoundingly, Christus experienced a 36% promotion rate among employees and an 81% retention rate, an impressive feat in an industry that’s continually grappling with staffing challenges. Before the training, employees often requested to be coached by someone other than their direct manager – a clear indication of subpar team communication. However, after the training, these requests plunged by 80%. 

Moreover, employee engagement skyrocketed from the third quartile to the top quartile, highlighting the transformative power of open and honest communication. Today, more than 1500 Christus associates have completed the Fierce training, earning them the North Texas Prism Award for internal training and leadership programming.

The ripple effect of this training extended beyond the confines of the workplace. One participant summed it up beautifully, “This transformed my life, not just at work but at home.” It’s a testament to the fact that conquering today’s work challenges is feasible by fostering transparency and fearlessly addressing tough issues. 

The Christus story stands as an inspiring testament that a culture of niceties can indeed be reshaped into a culture of honest, constructive conversations, leading to a healthier, more productive, and harmonious work environment.

The Vision for Positive Confrontation

You’ve taken a hard look at your team and probably thought, “This feels like trying to solve a Rubik’s cube blindfolded!” But take a moment, breathe, and acknowledge that recognizing the problem is the first step toward resolution. You’re here, you’re ready, and that’s half the battle won.

We’ve all been there – that sinking feeling when toxicity seeps into our teams, marring productivity and morale. It’s like a slow puncture, gradually deflating the tires of your well-oiled machine. You’re not alone in this, and it’s okay to feel a tad overwhelmed.

Remember the stories of Christus Health? Their success isn’t just the result of a eureka moment in innovation but is built upon the solid foundation of a healthy, harmonious team. 

You’ve learned the ‘why,’ understood the ‘how,’ and now have the ‘what’ in your hands. It’s time to bring about change, to mold a workplace where unity isn’t just a dream but a palpable reality. 

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