Here are several steps that leaders and individual employees can take to normalize accountability:

• Set the Tone at the Top: If you never accept personal responsibility for something, how can you expect your team to? Leaders serve as role models, and their behavior and actions set the standard for the entire organization.
• Create a trusting environment : Encourage open communication where all team members are encouraged to share successes and failures for the purpose of learning and continuous improvement.
• Find (and share) the lesson in failure : What could you have done better? What will you change? Acknowledge the impact that your actions (or lack of action) had. Embracing accountability means acknowledging mistakes and learning from them.
• Align Goals and Values : When leaders consistently uphold their commitments and demonstrate accountability, it reinforces the importance of the organization’s values, creating a shared sense of purpose among team members. Be sure those are clearly defined and understood.
• Avoid the blame game : Leaders who take responsibility for their actions set the expectation that the focus can be on problem-solving and improvement rather than assigning blame. Ditch the excuses. Take the blame. Apply what you learned. And do better next time.

In summary, leadership accountability serves as a cornerstone for a positive organizational culture by shaping behaviors, fostering trust, encouraging learning, and promoting values that contribute to the overall success and well-being of the organization.

Want to learn more about how you can practice and encourage accountability in the workplace? Check out my Keep It Real Leadership program!

Till the next time, keep it real.

Karen

The post Thriving Together: Cultivating a Positive Culture through Accountability appeared first on PeopleThink.

While this approach can test and build resilience, it is generally not considered an effective or responsible method for leadership development.

The “sink or swim” approach can lead to high levels of stress, anxiety, and burnout, and it may not be suitable for everyone. This is both unfair to the new leader and detrimental to the organization.

True leadership development focuses on nurturing and empowering individuals to become effective leaders by helping them acquire the skills, knowledge, and experiences needed to excel in their roles while providing appropriate guidance and support along the way.

Here is what a good leadership development program should include:

• Structure. Effective leadership development programs typically involve a more structured and supportive approach. They provide individuals with the necessary knowledge, skills, and tools to succeed in leadership roles. This may include mentorship, coaching, training, feedback, and opportunities for growth and development.
• Lessons on “soft skills.” Soft skills include emotional intelligence, self-awareness, problem-solving, and good communication. While some of these skills might be inherent in a new leader, being able to apply them effectively while adapting to leading people requires coaching and support.
• Opportunities to receive feedback. Feedback is an opportunity for growth. Research shows that people who seek feedback have higher performance ratings and are happier overall.
• Ongoing support. Leadership development is an ongoing process. As companies change or team conflicts arise, it might be tricky to adapt. Having the right mentor or coach to support you along the way will allow you to become the best leader you can be.

New leader training must be a key component of every organization’s learning and development plan. It should not be just a one-day event around policies, performance reviews, and disciplinary actions. It needs to be structured in a way that gives participants time to apply their learning, receive feedback, and get the ongoing support necessary (mentoring, coaching) to grow into the next line of senior leaders and executives.

Remember, sink or swim is NOT leadership training! Invest in the right leadership development program, so you and your team can succeed.

Till the next time, keep it real.

Karen

The post Say Goodbye to the “Sink or Swim” Leadership Approach appeared first on PeopleThink.

Here’s a reality check. There’s always more to learn.

Stanford University Psychology Professor Carol Dweck has done extensive research on achievement and success. In this work, she discovered that people tend to have one of two mindsets – a growth mindset or a fixed mindset.

People with a fixed mindset believe that their innate qualities, such as intelligence or talent, are fixed traits and that any success they achieve is directly attributable to those qualities. Conversely, people with a growth mindset believe that their innate qualities are just a starting point and that those qualities can be further developed through hard work and dedication.

Dweck found that cultivating a growth mindset can be transformative in various aspects of life, including personal development, career advancement, and — most importantly — leadership.

The best leaders are those who commit themselves to continuous learning and development. Great leaders commit to learning beyond just skills. It’s about identifying and developing the personal behaviors to help you lead effectively.

So how do you do it?

• Adopt the right mindset. Be curious and admit that you still have room for improvement. Recognize that investing the time to do so will not only benefit you but will also benefit your team.
• Reflect and identify gaps. What are the areas you need to develop to become the leader you want (and need) to be? Do some self-reflection to make a list, and then get some feedback from others (here’s where you develop “accepting feedback.”)
• Create a plan. Select one or two areas that you will focus on in the next three months. Do some research to find resources and opportunities to develop and practice those skills/behaviors. Carve out and schedule the time.
• Seek mentorship and coaching. Enroll in leadership development programs, workshops, and online courses. Find a mentor or coach who can provide guidance, feedback, and support in your leadership journey. Regularly engage in mentorship conversations to gain insights and wisdom from experienced leaders.

Remember that learning is an ongoing process, and there is always room for growth and improvement. As a leader, your commitment to learning not only benefits you personally but also positively impacts your team and organization as you continuously evolve and adapt to the changing landscape of leadership and business.

Till the next time, keep it real.

Karen

The post The Power of Learning – Growth Mindset vs Fixed Mindset! appeared first on PeopleThink.

Each generation brings its own particular strengths and “peculiarities” to the team. Stereotypes abound in today’s workplaces, and leaders struggle to determine how best to engage and retain team members from these five age groups.

I personally think it’s simple: value the differences.

As Stephen Covey said, “Strength lies in differences, not in similarities.”

Recognize that each individual brings to the workplace different experiences, knowledge, belief systems, ideas, skills, communication styles, fears, hopes, and dreams. No matter the age or generation, there are differences.

With that in mind, here are my tips for managing and working effectively on a multi-generational team.

• Focus on the VALUE each generation brings to the workplace. Respect the experience of older team members while also valuing the fresh perspectives that younger team members bring. Remember that it’s about talent…not age…
• Acknowledge and embrace the DIVERSITY of the generations. Celebrate birthdays, milestones, and achievements to build a sense of camaraderie and teamwork. Take the time to learn about the characteristics and tendencies of different age groups (Baby Boomers, Gen X, Millennials, Gen Z, etc.) to understand their perspectives better.
• Use multiple communication streams to address each person’s style. Recognize that different generations may have varying work styles. Some may prefer face-to-face meetings, while others might be more comfortable with virtual communication. Be flexible and adaptable in accommodating these preferences.
• Learn from the other generations on your team. Create opportunities for team members of different ages to work together. Encourage cross-mentoring, where older employees share their knowledge and younger employees offer insights into new technologies and trends. This can help bridge generation gaps and foster a sense of unity within the team.
• Promote open communication. Create an environment where team members feel comfortable sharing their thoughts and ideas. Encourage open dialogue that respects each person’s viewpoint, regardless of age.
• Keep learning. Each generation has its own values, communication preferences, and work habits. Be open to continuously learning about generational trends and adapting your leadership approach accordingly. What works well today might need adjustments in the future.

Leading a team with people of different ages can be both rewarding and challenging. Remember, effective leadership involves understanding and respecting individual differences while fostering a cohesive and collaborative team environment. By embracing these tips, you can lead a multi-generational team to success.

Till the next time, keep it real.

Karen

The post Valuing Generational Differences appeared first on PeopleThink.

Many researchers have identified a correlation between an employee’s personal and professional development, and an organization’s growth as a whole.

Increased job satisfaction, higher employee engagement, improved retention, enhanced productivity, and a more skilled and adaptable workforce are some of the benefits of employee development.

Companies that invest in their employees’ development demonstrate a commitment to their growth, which can lead to a positive organizational culture and a competitive edge in the market.

If you want to keep your people and grow your business, you must provide opportunities for your team to learn and grow. The best way to do that is by creating and implementing effective employee development programs.

Here’s How.

Ensure roles and responsibilities are well-defined.
Roles often morph over time as responsibilities expand or business needs change. This can be frustrating to the individual in the role – and detrimental to the team/organization – if training around new skill requirements and responsibilities isn’t included with the change. It’s also difficult to hire for, train for or promote someone into that role if you haven’t updated the current skills and responsibilities for the role.

Create career path outlines.
Employees want to know what growth opportunities are available in the organization. Create career path outlines for each job family to help employees build personal development plans.

Make performance management an ongoing process.
The annual performance review – dreaded by managers and hated by employees – typically focuses on weaknesses and rarely includes a development component. How inspiring is that? Effective performance management is a continuous process (not an event) and consists of a development component that builds on strengths and develops areas that are not strengths.

Develop for future needs.
Development plans should consider organizational goals and the skills and behaviors employees will need to contribute to achieving those goals. They should also take into account the skills and behaviors employees will need in the future to succeed (yes, even if it’s not in your organization). Make a list of top skills required and design training programs to help them acquire those skills.

Consider employee goals and interests.
It’s also essential that individual employee career goals and personal interests be considered. All too often, employees have skills and talents that are under-utilized. Take the time to identify, develop, and leverage those hidden talents and unspoken interests. Employees want to use their strengths and feel that they’re contributing to the organization in a meaningful way.

Implementing and supporting leadership development and training programs for your employees will help them grow and develop their style and prepare them to lead their teams in the future.

Till the next time, keep it real.

Karen

The post Employee Development: Building a CULTURE of Learning! appeared first on PeopleThink.