Categories
Personal development

Preparing for skip reviews

This is a fabulous opportunity for employees to meet your boss, and if you are a leader with managers an opportunity to meet your managers teams. If you have a boss who makes the time for these sessions, that is a bonus. I am fortunate to work for someone who does and the benefits are phenomenal.

I always get asked, what do I need to prepare? What can I say?

As an employee here is what to prepare:

1. Introduce your role if you manage a team or customers who you manage. Don’t assume he/she knows what you do or who you manage? Include any targets and achievement to target.

2. Aspirations for your career. What you are doing to prepare for the next role.

3. Top 3 things need fixing

4. Insights: what’s happening. Remember your 2 up boss may have no idea of the situations you get exposed to.

My recommendation is not to go with a presentation/deck, just well prepared speaking points. Your 2 up boss sits in so many presentations, they just want to meet you and have a conversation.

The other challenge with presenting is then you have to ensure the technology works, then you don’t get to see their facial expressions if over video. So important not to have any barriers that way you can interact and if they look puzzled, you can ask, did I explain that ok? or do you need more context or more information?

As an employee seize the opportunity and if you are a leader carrying out skip reviews, they are priceless for employee engagement, understanding the morale and culture of the teams at the next level of the organization.

Categories
Personal development

How to make it safe with your boss to give feedback

In my 40 year career I have had bosses that are uncomfortable giving me feedback when asked. The reasons are varied, but its important that you make it safe and support your leader to feel comfortable.

If you have acted defensively in the past, they will be reluctant to share feedback for fear that you will react in the same way.

Here are some tips to help you make it safe for your boss:

  1. Share what you are personally working on with your boss, so they can see you are keen to improve. Share progress on what’s working not working for you and how you are changing your approach.
  2. Share feedback from others on areas you need to focus on. Share who gave you the feedback and what you are doing to address.
  3. Once you have done the above, ask do you have any feedback for me, on areas I need to work on, or anything I have shared already.
  4. When they give you feedback, play back to them what you have heard. Then reflect and say thank you this information is priceless, I will work on this. Then share all the progress, so they can see you demonstrate the self awareness to work on improvements
  5. Use self deprecating humour to show that you don’t take yourself to seriously. May make your boss laugh.
  6. When something does not go to plan, share with your boss what happened and how you plan to turn the situation around. Bad news early

Sharing progress with your boss on your self development journey is vital to your future success and it really helps your boss feel comfortable sharing feedback and observations which are essential for growth

Categories
Personal development

Its easy to forget where you came from and what you have achieved. I take it for granted, except when I am mentoring. Mentoring takes me back in time and helps me realise the skills I have learned.

Angela Lovegrove

Categories
High Performing Teams Personal development

How to provide air cover for the team

Coaching a relatively new leader on how to build trust with a team. One of key areas to work on is always having the teams back.

What this means is that if you are representing the team you promote their work, telling the stories of success. When someone fails to meet your expectations the only conversation is with them. And they know that.

Over sharing those coaching conversations in the wrong context with certain leaders can having a lasting impact that can negatively influence the 2 up leaders perception of the individual. In the worst case this can be carried by the 2 up leader for years and regurgitated in conversations years after the incident occurred.

This can limit the career of the team member and if the individual finds out you have destroyed their trust.

The only exception is performance or conduct management.

Protect your team and have their back

Categories
Personal development

Want to call out the lack of diversity at the exec level

An ex colleague and friend called me re: lack of diversity at the exec level in the organization she recently joined. Her question was on how does she call out the lack of diversity.

The answer is, not advisable to call it out, what is advisable is how you are prepared to help the leaders and HR team to change.

What does that mean?

  1. How do ensure males become the best sponsors for women? This is the single reason for women not getting to the top, as without a sponsor its impossible. Sponsorship is promoting the success and ensuring the failures are learned from in a supportive way. The largest gap is sponsorship of women in their 40’s and 50’s. You can help here by encouraging each senior exec to sponsor a women and then give them the support and coaching. https://angelalovegrove.com/2019/10/07/the-difference-between-a-coach-mentor-and-sponsor/
  2. Most senior men are comfortable coaching younger women. They are more fearful of coaching older women, that fear is how women will react to feedback. The key is here is for women to ensure their bosses know they embrace feedback. Value the time they take to walk through examples where they can improve. Share progress and learnings, so over time your boss enjoys the conversations and enables them to become a better leader. Encourage both parties to have more open dialogue. https://angelalovegrove.com/2020/03/30/feedback-is-critical-for-growth/
  3. Where a senior male leader has not had female leaders on their exec team, broach the subject with HR about getting a coach for the exec. This is a common approach for male execs who know they have difficulty with women to work with a coach to help them overcome their bias, Often the coach needs a women to work with the exec to develop the skills and capabilities. Over a decade ago I was fortunate enough to work for a senior male exec who approached me to work with his coach to help him overcome his bias. I learnt a fortune about what causes the issues for the males and how I could help him.
  4. Ensure your emerging leaders are equipped to lead women. I talk openly about the differences and encourage my female and male leaders to discuss what causes them challenges re: female behavior v;s male behavior’s. Over time they begin to adapt and the females thrive under their leadership. This is critical if we want to change the future for women in the workplace.
  5. Call out privately with individuals bad or poor behavior towards women. I previously had a boss who constantly criticized strong female leaders in front of his leadership team. I was appalled as he did not do this in relation to male leaders. The first few times I stewed over it and then the next time, I pulled him to one side in private that I found his comments offensive and please stop. A couple of times of pulling him to one side did the trick and no more offensive comments in front of me. https://angelalovegrove.com/2020/03/04/taking-responsibility-to-how-we-get-treated/
  6. Don’t judge! None of us are perfect. It’s important to lock the judgement up, you cannot coach or support when you are judging.

All the best with changing the work place and I hope the 6 steps are helpful.

Categories
Personal development

Speaking across people

What do you do when someone constantly speaks across you. This is a common question from mentees, here are the options:

1. Continue talking more loudly so the person trying to talk across you, realises that you are not going to stop.

2. Say politely I have not finished, please allow me to finish.

3. Take the person aside and let them know that the behaviour is unacceptable and let them know how it makes you feel. It’s also important to let them know the conversation is confidential and will go no further.

4. It’s a common practice for certain individuals to say sorry to cut you off and continue speaking. This is the worst behaviour as they are consciously speaking over you. Don’t let them get away with it. Use one of the methods above. Once dealt with they won’t do it again!

4 tips for managing people who speak across you. Make a move and build the respect you deserve

Categories
Personal development

FYI No action required. Escalation possible

Keeping your boss informed of potential escalations and things that he/she should know about is an important part of your role. No one likes receiving bad news without a warning.

The earlier the warning, your boss can mentally be prepared, with no surprises and feel confident you have the situation under control. There are many steps to communicating well and in a timely manner.

Here are the 5 key steps and principles to landing the message without creating unnecessary action.

1. Email is good. Ensure the title is clear. FYI NO action required. Repeat after your Hi line in your email. This is important to ensure they dont take action. Also if you believe it may get escalated to them or above then put FYI No ACTION required. Escalation Highly probable.

2. Context: what is the issue and what is it causing concern. Be explicit but do not write more than a paragrath

3. What action has been taken already and the outcomes. This is to inform of steps taken, so your boss knows what you have tried already.

4. What steps you are taking at present and possible other steps if there are any. This is important for your boss and stakeholders to know what avenues you are exploring

5. Next Update will be in 24 hours. This is critical to keep your stakeholders informed and if they are in communication externally you are on the same page.

These can be done in one email, keep it short and concise. The earlier the warning the better prepared your stakeholders and boss can be. Don’t wait to crisis point. If you suspect the situation could blow up, go early and over communicate.

No boss enjoys surprises, this is a sure way to communicate timely information which means they are never caught off guard.

FYI NO ACTION REQUIRED. ESCALATION PROBABLE

Categories
Personal development

Daily Stoic journal

If you enjoy journaling then this book will take you to another level. Since my 20s I have journaled to release frustration, learn from my poor experiences and practice gratitude. This book is thought provoking, combined with meditation and you will become focused on those areas of development, that you have not recognised previously or you have chosen to ignore.

If you love yoga you will know that your practice changes all the time due to different parts of the body reacting differently to the moves and stretches. With practice you are highly tuned to your body and where it does not feel normal to you. The stoic journal taps into you subconscious in the same way.

Each day it gives you a question to ponder and then note section for morning and evening reflection. The discipline is addictive, as it channels your energy into those areas that you need to focus on.

The writing creates a calmness and for me, as well as detachment, something that I am challenged by, being a passionate and driven individual. In a years time I know I will look back at my entry’s in the diary and know that I will have moved on, driven to be a better person and leader.

Learning is a life long journey, being open and challenging yourself everyday, is life. My purpose: sharing the journey with others, warts and all. I want no one to believe they have arrived, there is no such thing, until we leave this world.

Today’s question: What is the real cause of my irritations – external things or my opinions?

Categories
Career planning Coaching Leadership Personal development

How to get on in corporate?

There are some unwritten and unspoken rules to getting in incorporate. Here are 10 things you need to nail to get on.

1. Get on with everyone. You cannot afford to have any detractors. Always look at how you can help others be successful.

2. Deliver results. Focus on the inputs to deliver results not the outputs. Energy placed in the right place will deliver the outcome

3. Get great at PowerPoint. This is key with point 5. Being succinct on your delivery of information, content for a decision or content for collaboration, be clear on your asks as this is where most presentations fall down.

4. Dont talk too much, learn to ask questions, be the third or forth person to contribute

5. Learn to speak in public and be on point. Remove the waffle

6. Always give execs a heads up on things that may get escalated. A key skill is making sure stakeholders understand a risk of escalation. Content needed what have you tried to mitigate the risk, what you are doing next and the next update.

7. Be a great project manager. Key skill to delivering plans

8. Have great Business process skills. Never bandaid, always find the root cause and fix process

9. Collaborate to deliver great strategy, resolve issues and creating plans.

10. Communication is critical to keep everyone across what you are doing and get feedback.

Corporate is where you accelerate your personal development and develop skills that are critical to driving business success.

Categories
Personal development

Strong ideas loosely held is the path to success.

Often our opinions are not heard by leaders, whether bias, credibility or other reasons. In that moment when there is no acknowledgement or you are shot down or the conversation moves on to someone who is listened to far more than you, you know that you flogging a dead horse. One of my colleagues has a saying “put it in the drawer and dust it down in two years”. When she told me this, I was puzzled. The reason: when I don’t get heard I keep going in the hope the message will land. Repetition irritates others and hope is never a strategy, its better to take my colleagues advice and move on and put the suggestion in the drawer for another day.

Strong opinions are often based on bias, so we need to consider our first position as an initial hypothesis, until we uncover further information to develop an opinion. Source https://medium.com/@ameet/strong-opinions-weakly-held-a-framework-for-thinking-6530d417e364. We need to actively seek out contradictory information instead of clinging to an opinion.

In the words of John Gruber: Strong ideas loosely held is the path to success. The inference is not to cling to your original idea, decision, or forecast even in the face of contradictory information. In fact, actively seek the contradictory information — this provides you with data to iteratively improve the situation or forecast, until you get to the right answer.

If you have not disproved your original opinion, when the opportunity comes knocking, you dust down your opinion and off you go for round 2! However by now you may also have a greater groundswell of support and evidence, but what was implemented is not working.

Malcolm Gladwell in his book Blink: the power of thinking without thinking , makes the argument that people frequently make some of their best decisions in mere seconds. We think without thinking, sizing up situations and determining how we feel about someone or something based not on voluminous new information, but rather on our accumulated experience.

The alternative is that other facts or information have emerged, which demonstrates your opinion or idea was ill informed and its time to well and truly move on. This is also a great personal learning to reflect on what bias created the strong opinion in the first place?