KGWorks

Publication 12, Issue 2

A Clear Roadmap to Being a Happy and Productive Manager

Let’s take a breath and focus on the “basics!”  I know this might be an overused term, but hear me out!  We’re smart, competent managers, who like to be around other smart, competent staff, but sometimes I think we spend too much time in the “ether,” we overcomplicate things and forget that there’s a lot going on right here on the ground!  So, how do we “keep it real & simple” when we’re writing strategic plans, hiring staff, increasing communication in our organizations and of course, keeping an eye on the bottom line?  Read on!

Here are five easy strategies and some great communication insights, you most likely know but have forgotten – what I refer to as “The Forgotten Five©.”  It’s back to basics boot camp style:

1. Knowing Who’s Who – know yourself first, and then try to figure out others.  How do you spot these Playground Personalities© on your feet in a meeting?

• Peacemakers make eye contact and engage the person they are speaking with;
• Organizers may stand up in a meeting and take charge at a flipchart;
• Revolutionaries are sometimes distracted by the whole conversation and will start their own conversation with the person next to them, and;
• Steamrollers might try to hijack the meeting if they believe it’s not going their way!

The trick here is recognizing each and knowing the right words and actions to motivate them – they all aren’t motivated by the same things!

2. The Complexity of Respect – we all want to be treated with respect.  But respect means something different to each.  While the principles of respect never change, the ways we express them do.  How does this play out?  Showing respect to a Peacemaker means working together, brainstorming possibilities and getting people involved along the way.  When you want to show respect to Steamrollers give them a difficult problem to solve and ask them for their opinions.  It’s as easy as that!

3.  Facing Facts – this is critical in day-to-day interactions.  Managers need to make sure they collect facts through the eyes of each Personality.  If they don’t, they will miss important information.  So send the Peacemaker to find out about how the people fit into the picture, ask the Organizers to gather details and straight answers, even if you don’t want to hear them!  Let the Revolutionaries do their thing and have them discover issues way in advance before something explodes and allow the Steamroller to validate the information along the way, so it’s not so overwhelming.

4.  Finding Humor – which is never personal!  Don’t make light of serious situations that impact people’s lives; find the absurdity in the situation and focus on it.  The Playground Personality that does this flawlessly is the Revolutionary because he/she values stepping back and looking at the entire situation as well as the people in it – it keeps him/her grounded!

5.  Using Tact – which is where the rubber meets the road!  Remember we get paid for getting things done.  This looks very different to each Playground Personality.  Anyone can implement a plan, it’s the clean-up that is difficult when things aren’t established right from the “get-go.”  So tap into all of the Personalities:  make sure you engage the people, create a plan, get the buy-in along the way and articulate the vision for the future!

Good luck!

Publication 12, Issue 1

So, I’m asking for a different commitment – to our communication skills – for people to start to be engaged in the moment and fully aware of what they are saying – think it through before the words start to come out!  Here’s the practice question:  How can I say the right thing the first time – before I start to speak?

Many of my coaching clients are making tremendous progress by really “thinking” before “speaking.”  Basic, I know, but hard to do!  Remember, words and actions motivate people differently.  So you need to know yourself, first, own it and then figure out others.  Here’s a quick refresher on the Playground Personalities©:

What type of kid were you on the playground?  The type of kid who:

• Made sure everyone got a turn at bat?  (The Peacemaker)
• Had everyone line up and count off by twos?  (The Organizer)
• Changed the rules in the middle of the game?  (The Revolutionary)
• Wanted to play it your way?  (The Steamroller)

Let’s practice.  So, how can we say the right thing the first time when asking for facts?  The Organizer Manager who just “tells” the staff what he/she needs may get what he/she is looking for from another Organizer, who will compile a list, put it in a concise email and send it by noon, the same day.  But if you aren’t working with another Organizer, here are some other strategies that will get you what you need without a lot of stress.

If you are working with:

Peacemakers – ask for help and offer a suggestion on how to gather the facts:  “perhaps you can put a focus group together or ask a few people about XYZ.”

Organizers – be specific:  “I need PDQ information, can you put a list together of some of your contacts, ask them about their experiences, write it up and send it to me?”

Revolutionaries – don’t beat around the bush.  Tell them about the facts you are looking for and ask them: “how will you go about investigating this?”  PS:  Don’t forget to set a deadline!

Steamrollers – explain the big picture before you engage them.  Tell them what you are looking for, how it fits into the big picture and ask for their opinion on how to capture it!

So, let’s commit to changing our communication style in 2013!  It will make all the difference!

Here are some ideas!  Are they…

• Newly-promoted?
• Living through a corporate transition that requires them to adapt their leadership skills and/or approach?
• In need of a “wake-up call” to help bolster their confidence and jump-start their path to continued professional success?
• Realizing it really is “lonely at the top” and are looking for ways to think through strategies before they commit to making changes?

View Deal 1:  Give the gift that will keep on giving throughout the year! An opportunity for leadership coaching!  So from today to 12/31/12, as a “thank you” for being a loyal client, friend and supporter, I’m offering a “leadership coaching express pack” – three sessions! My standard coaching pack is six weekly sessions, so this “express pack” will help you get started.

You know me – I don’t take a cookie cutter approach to anything! These sessions can be conducted in person or over the phone and they will be customized and tailored to each client.  Send me an email today and we’ll talk!

View Deal 2:  A one-hour complimentary coaching session using the Energy Leadership Index (E.L.I.) to the first 12 people who send me an email by 12 noon EST today.

I’m certified in the E.L.I. which is a one-of-a-kind assessment that enables leaders to hold up mirrors to their perceptions, attitudes, behaviors and overall leadership capabilities.  The E.L.I. is an attitudinal assessment, it measures your level of energy based on your attitude, perception and perspective of your world and because attitude is subjective, it can be altered. By working with a coach using the E.L.I., you can alter your attitude and perspective, make a shift in your leadership approach and increase your energy and effectiveness.

Take advantage of these Coaching/Social Deals now and give the gift that keeps on giving and re-energizing someone you know (or yourself) throughout the year!  Let’s get started on the path to a refreshed energy and new priorities as we head into 2013!

Happy Holidays!

Publication 11, Issue 8

So many times managers say to me:  “Kathy G., it doesn’t look like Jane or Joe’s heart is in her/his work.” Or “I’ve been up a few nights this week trying to figure out why so-in-so’s head is not in the game, and I can’t figure it out!”  To which my reply is “Why don’t you just ask him/her?”

Managers sit and struggle trying to figure out what’s in the hearts and on the minds of their staff – they try and guess or predict what’s going on with him or her – it’s a tough spot to be in – and unless their crystal ball has got “über” powers – they’ll never figure it out!  So for those of you who know me to be “direct and fearless” – here’s what I have to say – don’t waste time trying to figure out why somebody on your staff doesn’t appear to be motivated or look like they’re interested in their work – just ask them!  Yes, it’s that simple!

Here’s a question you can use:  “Joe/Jane, I’m noticing lately that your head (or your heart) doesn’t seem to be in the game these days (or you don’t seem to be motivated) – what’s going on?”  You’ll be amazed as to what you’ll hear!  Then, stay up all night trying to figure out how to address the situation!  (I’m only kidding!)  Knowing his/her reply makes things much easier to manage, takes the guesswork out of your hands and stops things from further deteriorating because you are not acting on incorrect assumptions.

Remember, different words and actions motivate the Playground Personalities©.  So why might someone be demotivated?

So managers – be brave and start asking questions to get back on track!  Here are two tips to get the conversations going:

1. Set your intention – before you speak with the person make sure you really “want” to know what’s possibly bothering him/her, because once you ask, you’ll be on the hook to help him/her resolve the issue.
2. Pick the right time – obviously when you or the other person aren’t stressed out!  Listen more, talk less and try to come up with a plan together.

Good luck!  Make me proud!

My thoughts are with everyone who was impacted by the destruction of Hurricane Sandy.

I hope you are enjoying the fall season as much as I am! I wanted to keep you in the loop with some exciting news from us here at KGWorks. First, we celebrated our 11th year in business this past September, a true testament to all of your support over the years! It continues to be such a pleasure working with you and your teams to help you achieve your goals to develop, both personally and professionally!

Second, I am thrilled to announce that I am now a Certified Professional Coach (CPC) and an Associate Certified Coach (ACC). I have expanded my service offerings into this very fast-growing area of executive and leadership coaching.

Executive coaching helps us get from where we are to where we want to be. It’s not therapy, where a therapist typically helps people fix their problems. It’s about self-discovery and making connections between “what” we do and “how” we do it.

Having an Executive Coach is in “vogue” these days!  Why?  Some executives are:

• Newly-promoted and would benefit from exploring ways they could position themselves and their departments.
• Living through a corporate transition that requires them to adapt their leadership skills and/or approach.
• In need of a “wake-up call” to help bolster their confidence and jump-start their path to continued professional success.
• Realizing it really is “lonely at the top” and are looking for ways to think through strategies before they commit to making changes.

Have no fear! With my collaborative approach to coaching, the experience is fun, focused and meaningful! Together we work to increase self-awareness, change the status quo and give you an opportunity to look at the future with a positive and even more curious outlook!

Many of my coaching clients come into this experience committed to their professional development with objectives they’d like to address. Some don’t, and we explore those together. Clients can choose from three and six session packages to get started. The sessions can be both in person and over the phone.

Sound like fun?  Don’t wait, secure your sessions today, for yourself or an executive you know and get started on the path to refreshed energy and priorities, as both you and your organization grow and evolve!

Thanks for your partnership! Happy Coaching!

PS – feel free to pass this message along to your colleagues!

Publication 11, Issue 7

Publication 11, Issue 6

Or maybe even during the meeting! Make two small changes and see big results!

No, I haven’t lost my mind or gone “cosmo” on you!  Every day I meet managers who run from one meeting to another (& I was one of them!).  They don’t seem to have the luxury of being able to shift their “thinking gears” before they are bombarded with 10 new issues to think about.  It’s like they sprint all day along and after a while, they start to become exhasuted, stressed out, not productive and not a fan of the organization!  And, who wants to live like that?

We’ve got to get a grip on reality and know that in order to stay sane, think and leap over the next work hurdle, we’ve got to clear our minds from one meeting to the next or from one issue to the next.  No, I don’t mean sitting in a yoga pose, chanting with your eyes closed or doing any of that “Zen” stuff, if that’s not your thing – although I’ve got to tell you, it works!  There are quick and unnoticeable ways to get some “good karma” throughout the day so you can keep sprinting and not run out of juice!

Make these small changes before you run from one meeting to the next:

Breathe – yes, I said breathe!  Take a minute to catch your breath – and not short gasps of breath, while you are shoving down your sandwich and running to the next meeting  – but some serious, conscious ones – yes, in from the nose and out from the mouth!!!  Go back to your cube or office for a minute and think “breathe” and do it!  You’ll start to hear your breath – seriously!  Simple and it works – your heart rate will start to come down and your head will start to clear – but you have to be intentional about it and know that with some practice you’ll get really good at it!

Center yourself – there are two ways you can use this – and running back to your desk to answer two quick emails isn’t an option!

1. Before the meeting, sit quietly somewhere and think about something else for a few minutes – something not on your “to do list” but something that makes you not think about work!
2. During the meeting, mentally check out for a minute or two to gather your thoughts and then re-enter the meeting when you are calmer and more focused.  This takes some practice too – so start trying it out right away!

So, come back from your summer vacation and meet “meeting mania” with a new attitude and perspective.  You’ll probably still have your back-to-back meetings – but build in a few minutes for these two small changes and I promise you – you’ll keep your sanity!   Get some “good karma” before your next meeting!

Enjoy the rest of your summer and stay-tuned for news in September about Energy Leadership Coaching and you!

Publication 11, Issue 5

What’s your self-awareness IQ?

There were a ton of management topics swirling around in my head this month, so I had trouble picking one to write about.  Of course, they all had the common theme of using the “right words and actions” to motivate the people we work with, whether it was in a performance review, a team meeting or just in the day-to-day interactions managers have with their teams.  But it’s more than that…

My coaching clients have had some amazing management-changing experiences over the past few months and I take my hat off to them!   These managers have shifted their thinking from “how can I get along better with…” or “what can I do to get through to…” to “who am I?”, “what makes me tick?”, “what’s my life purpose?” and “how can I be more productive and happy at work?”  And it’s made all the difference in their work lives!

So, it does all boil down to knowing who “you” are first – it’s the only “who” you can manage or influence – so what’s your self-awareness IQ?  No, it’s not another leadership assessment I’m going to ask you to take – I’ll tell you about that in September – hah!  But, seriously, managers who know “who” they are and “own it” – have a more fulfilled and happy work life!

So let’s flip the discussion and focus on you, the manager.  Let’s figure out your “who.”  Whether you have time with me as a coach or not, you can reflect on these three things:

1. What are your personal values, beliefs and thoughts?   Here’s some food for thought:  take an inventory and ask yourself some difficult questions – are you authentic, genuine, caring, compassionate, a helper, control freak?, to name a few.   Do you value getting things done through people or just getting things done?  Do you value intellect and education?  Do you spring into action at every corner or think through things before acting?
2. What happens when your buttons get pushed or one of your values is compromised?  Do you withdraw, fight back, not care or get back at the other person?
3. How do you overcome obstacles?  Do you ignore them and just plow through, think about them and take action, spend the time thinking about the “why’s” and not take action or beat yourself up about them?

Whatever the answers are to these questions – own them!  There are no “right” or “wrong” responses, they are just meant to get the juices flowing when it comes to figuring out your “who” – only you can reflect on them and know what works best for you.

Publication 11, Issue 4

Publication 11, Issue 3

Use the 30-60-90 Plan

Let’s face it, finding the “right person” for a position is hard work!  Managers spend countless hours doing everything from fighting to get the funding to fill a vacant position to conducting interviews – all while doing their “real” job.  And when they make the offer and the candidate accepts, they can’t wait for that “right person” to start working!

Picture this – manager gets to work early on the day his/her new employee starts because the “right person” is starting that day, there is a ton of work that is backlogged and needs to get done, because it took the manager so long to find the “right person.”  Only for the manager to give him/her the keys to the office, maybe introduce him/her to a few “key” staff and then say “Have at it!”

Protect the asset you just searched for and spent the time orienting to the company culture, people and customers.  Try these ideas on your new employee’s first day:

A.  Engage new employees right away – it’s all about inclusion…introduce them to staff both inside and outside of the department – the folks they will be working with and for, so to speak.  Tell them about the types of projects or tasks they will be expected to work on right away.  Have them shadow a “live” meeting, and ask for their feedback and observations after the meeting is over – set the tone of your working relationship up front.

B.  Set the job expectations using the 30-60-90 Day Plan – this requires some thought and upfront work on the part of the manager.  But here’s the payoff, managers aren’t back out recruiting for this position in another 30 days!  Set up time with the new employee on the afternoon of his/her first day to review a cumulative list of tasks or duties that describes “what” they need to know after the first 30, 60 and 90 days and “how” he/she needs to accomplish/learn the tasks.  So after 90 days he/she has experienced just about everything they need to in order to become efficient, productive and happy.

C.  Check in frequently – don’t wait until the 80th day to see if the employee is meeting your expectations or doing a good job – it’s too late by then.  Managers should check in daily for the first two weeks and depending upon the progress – they should check in at least twice a week until it gets closer to the 90 day mark.  This gives the manager a chance to reinforce expectations, explain the work, reassign a task/project and get feedback from the new employee.  It also makes the employee feel/think that he/she can tap into the manager when he/she needs to.

It is a win-win strategy, the manager gets a chance to outline his/her vision and duties and the new employee knows exactly “what” has to be done and how to do it!