Tag Communication

How to Boost the Morale of Your Team

Steve Keating 4 Comments

High morale is often the little recognized secret to success. Organizations and leaders that work to ensure the morale and engagement level of their people remain high, outperform those who don’t. Boosting the morale of your team is essential for maintaining productivity, job satisfaction, and overall team cohesion. High morale can lead to increased motivation, creativity, and a more positive work environment. High morale means lower turnover and far fewer personal issues, even in turbulent times. Here are some strategies to intentionally boost your team’s morale on a regular basis.

• Effective Communication:

• Keep an open line of communication with your team members. Regularly check in with them to see how they are doing both personally and professionally.

• Provide clear and transparent information about company goals, expectations, and changes. It is virtually impossible to over communicate.

• Recognize and Appreciate:

• Acknowledge and appreciate the hard work and contributions of your team members. Publicly praise their achievements, either in team meetings or through company-wide channels.

• Consider implementing a rewards and recognition program to formally acknowledge outstanding performance. People tend to do what’s required of them for pay, they do more than required for the recognition.

• Provide Opportunities for Growth:

• Offer opportunities for skill development and career advancement within the organization.

• Help team members set and achieve professional goals. Provide resources and support for their growth. If your people are not aware of their career path within your organization then they have no career path within your organization.

• Empower and Delegate:

• Trust your team members with responsibility and delegate tasks that align with their skills and interests.

• Empower them to make decisions within their areas of expertise, fostering a sense of ownership and autonomy. There is very little that can boost morale more than being trusted by the people above you in the organization.

• Work-Life Balance:

• Encourage a healthy work-life balance. Avoid overloading your team with excessive work or unrealistic deadlines.

• Promote flexible working arrangements when possible, such as remote work or flexible hours.

• Team Building:

• Organize team-building activities and events to strengthen team bonds.

• Create a sense of camaraderie and shared purpose through team projects and collaborative efforts. Remember, the deepest relationships are typically built “off the clock” so provide opportunities for those relationships to grow.

• Provide Constructive Feedback:

• Offer regular, constructive feedback to help team members improve their skills and performance.

• Focus on specific behaviors and outcomes, and provide guidance on how to make positive changes. Your people NEED to know how they are doing, without direct input from their leaders their imaginations take over and that’s usually not helpful for morale.

• Lead by Example:

• Demonstrate a positive attitude, strong work ethic, and professionalism.

• Be a role model for the behaviors and values you want to see in your team.

• Address Issues Promptly:

• Address conflicts and issues within the team promptly and professionally.

• Show that you are committed to resolving problems and maintaining a positive work environment.

• Celebrate Achievements:

• Celebrate team and individual achievements, whether they are big or small. This can include milestones, project completions, or personal accomplishments.

• Use celebrations as an opportunity to build team spirit and show your appreciation.

• Provide Support During Challenges:

• During difficult times, such as tight deadlines or challenging projects, offer your support and help your team manage stress.

• Show empathy and understanding for their concerns and provide resources if needed.

Leadership is not a part-time job. Authentic Leaders know that like creating a solid culture, boosting morale is an ongoing process. It requires consistent effort, adaptability, and a genuine commitment to the well-being and success of your team members. By implementing these strategies, you can create a positive work environment that fosters high morale and team satisfaction.

That will make your life as a leader much more rewarding and much less stressful. But as always, the amount of effort you put into the morale building process is completely up to you. I hope for your people’s sake, you choose to put in a whole lot of effort.

How to Lead and How Not to Lead – one more in a periodic series

Steve Keating 5 Comments

Communication is way overrated. At least for people who don’t want to be considered leaders. If you fall into that category then it’s important that you keep in mind the basics of poor communication. 

First, communicate in a fashion that you understand. If other people “don’t get it” that’s their problem not yours. Give the people you’re supposed to be leading your directions and let that be that. As someone practicing the philosophy of not leading you know that it’s up to your people to know what you mean. That’s true no matter how crappy the directions you give might be.

Never ever allow people to ask questions, say, “I told you what to do, now go do it.” You can even throw in an occasional, “or I’ll find somebody who can” comment at the end. It’s possible that some of your people may even have some ideas of their own. In worst case scenarios they may even try to share some of those with you. 

It is imperative that you shut those down immediately. As someone deciding to not lead, you’re all about getting things done. Not necessarily getting the right things done the right way, just getting something done quick. Whether or not it adds value in any way is not the concern of someone like you. That stuff is for an actual leader. 

When your people come back with concerns about something not working you must send them packing ASAP. Order them to follow your poor directions. If is doesn’t work out it’s not gonna be your problem. You have already decided who you’ll be throwing under the bus when things go bad. 

When communicating with the people you’re supposed to be leading always be as vague as possible. You don’t want to get yourself pinned down with facts and statistics. Use as many “waffle words” as possible, words like “probably” and “maybe” are always good. As you advance into your crummy leader career you could begin to use “waffle phrases” like “could be” and “maybe yes and maybe no.” Those are particularly effective at confusing people. 

When communicating in writeing remember that typoes and misspellling can be your friend. People tend to focues on those and miss the entirely message. Don’t forget, spell checks and proper grammar is both for actual leaderers, you don’t need to mess with them details. 

Or…you could choose to Authentically Lead. That’s actually easier. All you need to do is consider who you are communicating with. You also need to consider what message you want to convey. 

Once you’ve said what you wanted to say then ask a couple of questions to make certain what you said and what was heard are in complete alignment. 

Ask also if there are any questions from the person or people you’re communicating with. Solicit input and ideas. LISTEN to what your people are telling you. Adjust your communication accordingly. 

Authentic Leaders know that one of the biggest mistakes they can make is assuming that actual communication has taken place. As an Authentic Leader you know that even if you believe your message was clearly stated, how it was received is what truly matters.

The most effective leaders are exceptional communicators. They accept 100% of the responsibility for the effectiveness of all of their communications. They adjust their communication to their people and never expect their people to adjust to them. 

They are even more careful with their written communication. They know that “tone” is easily misconstrued so they choose their words carefully and with consideration for how they will “sound.” 

As always, if you’re in a leadership position it’s your choice as to whether or not you choose to actually lead. Understand if you choose to not lead, you’ll be the one responsible for the vast majority of issues, problems and failures within your organization. 

You can choose to lead and avoid almost all of that. 

So… what you gonna choose?

The Forgotten Part of Communication 

Steve Keating 2 Comments

Authentic Leaders know that they lead by example. Lesser leaders lead by example too, it’s just that they frequently don’t realize it. Both Authentic and lesser leaders know that effective communication is an essential tool of leadership. The difference is, Authentic Leaders talk with the people they lead and lesser leaders talk to the people they try to lead. 

Many leaders also often forget that communication is made up of three parts. Talking and listening are the first two parts. Authentic Leaders listen at least as much as they talk. Lesser Leaders usually talk a lot more than they listen. 

But it’s the third part of communication that is most often forgotten by both Authentic and Lesser Leaders. What separates the two groups is that Authentic Leaders forget the third leg of effective communication less than other leaders. 

The third leg of effective communication is action. As in, “walking your talk.” 

So let me ask you this. Do your actions match the words that come out of your mouth? Do you expect your people to do as you say? If you do, and your words and actions don’t match, you’ll have a very difficult time ever gaining the commitment of your people. That’s important because absent that commitment you will be unable to ever get your people to fully follow you. 

It is vital if you hope to effectively lead that you understand this basic fact of leadership. Your people will do what you do 10,000 times faster than they will do what you say. When you say something to the people you lead then you have completed part one of the communication process. When your people hear what you have said (Authentic Leaders by the way, verify with their people that what they said was what their people heard) then part two has been completed. That’s where many leaders stop. They forget about part three. 

After your people hear what you said they begin “listening” with their eyes. They want to see if what you said is what you do. They want to see if your actions match the actions you asked them to take. They what to see if the policies you just asked them to follow will also be followed by you. 

What they see after listening has much more impact than what they heard while listening. 

When there is a gap between what was heard and what was seen there will be a corresponding gap in the credibility of the leader. That gap separates a leader from the people they are trying to lead. That lack of credibility in one area causes gaps of credible in every area. 

That’s why it is so vital that anyone hoping to be an Authentic Leader realize that there are three parts to the communication process. The part most often forgotten may be the most important one. 

If you want to earn the right to Authentically Lead and the commitment of your people that comes with that right, then your words and actions much match. It’s as simple as that. It’s as challenging as that. 

If you have the discipline to match your words with actions then you have the discipline to change the lives of the people you lead in a very positive way. So before you say something have a plan for how you’ll “show” the same thing. 

On a another note… Everyone can use a “nudge” towards success. I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

Leadership Visibility

Steve Keating 1 Comment

Much has been written about the most important characteristics of an Authentic Leader. Some would say judgement, some would say integrity. Some would say its something else but after integrity and judgement it kinda depends on the circumstances. 

But one characteristic is seldom mentioned. That characteristic is being visible. If your people can’t see you then your people can’t follow you. 

As a leader you are the model for the culture of your organization. You are the face of the values your organization represents. You are the cheerleader in chief and the light of hope when circumstances look dark.

But you can’t be any of those things if you’re not seen…on a very regular basis. 

There are many ways to communicate with your people these days. You can write a company blog. You can publish a weekly video. You can do email blasts a few times a week. But none of those can come close to just being “out there” among the people you lead. Short hallway conversations with anyone and everyone in your organization makes everyone feel as if they belong. The higher up you are in the organization the more these brief conversations are valued by the people you lead.

And there’s the challenge. The higher you are in the organization the more likely you are to get bogged down with the day to day requirements of managing the organization. It may feel as if the last thing you have time for is a talk with Patty from the mail room or Jerry from the loading dock. You may not even have time to talk with all your senior leaders. 

But that’s a terrible mistake.

No matter how busy you may be managing, never forget you’re a leader first. The health and culture of your organization will be largely (or should I say bigly?) determined by the quality of the relationships you have with each and every member of your team. The higher you are in the organization the greater the impact your words will have on people. A quick question to Patty about how she is doing can turn a disengaged employee into an engaged one. An additional comment about how much you recognize and appreciate Patty’s efforts will help the engagement last. 

If you’re wondering about how to tell if you’re “out there” frequently enough here is the only measurement that counts. The measurement is your people’s opinion. If your people think you’re invisible then you are. If they never see you then you might as well not exist. You can tell yourself that you’re more than visible but you don’t get a vote. The perception of your people is all that matters.

Visibility is the characteristic that not all leaders possess, not even all Authentic Leaders, but all Authentic Servant Leaders do. What they understand is that leadership is about people, and they know that strong relationships matter to their people. 

They make building those relationships a priority and they know they can’t build them while sitting behind a desk.

On a completely different subject…I’m trying something new out over on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day,  people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing the kind of things I tweet and blog about. But the best part is I’m assuming there will be far fewer Super Followers than regular followers. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, I can’t promise it will last for a long time but I can promise the content will be helpful as long as it does.

The Most Important Part of Communication 

Steve Keating 3 Comments

I used to sell a training course on communication. The course was literally world famous and is still taken by thousands and thousands of people each year all over the world. Most of the people who sign up for the course claim to want to become better communicators but what they really want is to be better speakers. 

There is a big difference between being a better speaker and a better communicator. They learn the difference in the very first week of that 12 week class. They discover that there are two parts to communication. Talking, which is what they signed up to learn, and listening, which they think they are already good at. 

The best communicators understand the difference between a dialogue and a monologue. They know that when they listen they learn. They linger on the words of the person speaking until they are certain that they understand their intent. 

The best communicators listen more than they talk. They know that saying something is no guarantee that it was heard. So they ask checking questions to ensure the person they are communicating with both heard and understood what was said. 

Great communicators don’t talk to another person, they talk with them. The difference in word choice and tone of voice allows for the possibility of real communication to take place. 

When I hear someone say that they learn a lot by talking to other people I immediately question (to myself) their communication skills. That’s because no one learns anything by talking. When we talk we are repeating what we already know, or think we know. It is when we stop talking to listen that we actually learn. When I hear someone say they learn a lot by listening to other people that’s when I know I’m talking with a good communicator. 

Here’s one surefire way you can be a better communicator this very day… put down the darn phone. I know it’s called a smart phone but if it was really smart it would shut itself off when it detected another life form within 3 feet of you. 

The number one cause of poor communication is distraction. The biggest distraction most of us deal with day in and day out is the hunk of electronics almost permanently attached to our hands. 

You cannot text and listen. You cannot watch videos and truly listen to another person. You can’t play whatever game you’re currently fascinated with and give another person’s words the attention they deserve. 

You cannot communicate if you’re not listening. Listening is the most important part of communication. Listening is the key that unlocks the words you need to use to deliver your message in a way that will be heard. Sometimes listening to another person speak is all you need to do to make a significant difference in their life. 

When you become a better listener you become a better person. You become better informed. You become a better friend, spouse and parent. 

You can be better in all those areas by making a decision to talk less and listen more. You may even discover that when you listen with complete attention you actually have nothing meaningful to add to the conversation. That’s when you know you’re truly a great communicator. 

Communication Always Matters

Steve Keating 6 Comments

I’ve never met anyone in a leadership position who likes rumors. Rumors create lots of productivity and morale killing conversations. Not public conversations mind you, but the whispered hallway conversations that stop suddenly with the appearance of a supervisor. 

The people in leadership positions who dislike rumors the most are often the same ones who create the rumors to begin with. They create rumors by failing to communicate with their people. 

The people who work in your organization have a vested interest in what’s happening within the organization. Lots of people in leadership positions tell me they share information on a “needs to know basis.” Those leaders fail to understand that their people NEED to know. 

I understand that not all information can be shared within an organization. I also understand that far more information could be shared than is being shared in most organizations. 

Too many people in leadership positions don’t understand their people’s need to know. They want to know how the company they work for is doing. They want as clear a look into their potential future as possible. They crave information. That craving causes people to invent information when none is provided. That “invented” information is delivered to others in the form of a rumor. 

Authentic Leaders know that real information is the enemy of rumor. That’s why they provide as much information to their people as is legally and ethical possible. 

The most current example of people needing to know is still the whole pandemic situation. The omicron variant is the current Covid 19 variant making the news. I’m not very knowledgeable in the Greek language but I believe “omicron” is Greek for “who the hell knows.” 

But just because you may not have all the answers about what your organization is doing with regards to pandemic issues is no excuse to not provide your people with the answers you do have. 

While leaders are storing up information to present all at once they are creating the rumors they so dislike. One very large retail operation recently asked their employees to submit their proof of vaccination by the end of the year. No other information was provided, only a request to provide the proof by a certain deadline. No reasons where given for a request that seemed to come out of the blue. No consequences were provided in the event you failed to comply.

You can imagine the rumors that started. This company has hundreds of thousands of employees, that’s a whole lot of rumors going around. It is by all measures a really good company. One that has taken good care of their people during the entire pandemic. But it’s an example of how even otherwise very effective leaders can forget the importance of effective communication. 

I hold people who have the audacity to call themselves leaders to very high standards. One of those standards is continuous communication with the people they lead. It has never been easier to communicate with your people, even if they are spread out around the world. You can write a internal company blog. Create a weekly informational video. A simple Monday morning email update with a “what’s up” theme. 

Many leaders tell me that they don’t have time to do those things. Some of those leaders don’t have time because they are too busy putting out the fires started by the rumors they helped create. 

People in leadership positions make excuses for why they can’t communicate with their people. Authentic Leaders don’t make excuses, they make communication plans and they stick to them. 

If They Didn’t Hear it Then You Didn’t Say It

Steve Keating 1 Comment

Leaders must be effective communicators. They must accept 100% responsibility for the success of all communications. When what they communicated was fully understood by those it was communicated to then and only then has successful communication taken place. 

Authentic Leaders never assume that communication has taken place merely because they said something. They don’t use more words than are required to clearly communicate. They don’t use bigger words than needed to be completely understood. 

They also don’t blame others for their failure to communicate effectively. They ask follow-up questions of the person they are talking with to determine if what was heard matches what they said. 

Notice I said “talking with,” not talking to. The most effective communicators understand the difference between a monologue and a dialogue. Authentic leaders know that true communication is an exchange of information.  That’s why they listen as much as they talk, actually many listen more than they talk. 

Lack of communication or miscommunication is the genesis of most conflict. 

If you’re a leader and your people didn’t understand what you communicated then you didn’t communicate. At least not effectively. You may have been better off saying nothing at all. 

Never mistake talking for communicating. Speak and listen. Verify what was said was actually heard. Verify what you heard was actually said. Authentic leaders don’t guess at what was said and they don’t assume what they said was heard. 

Poor communication skills can stop the momentum of the best organizations. It can damage the morale of the of even the most positive people. It can undermine the culture of a company. Poor communication starts more rumors than a room full of gossiping fools. 

Improve your communication skills and you’ll improve all aspects of your leadership. Struggle with your communication skills and all of your relationships will suffer as a result. 

They are called communication “skills” because like any skill they can developed and enhanced. You only have to commit to make it so!