by Laura Weldy | Oct 25, 2021 | Uncategorized
If you’re a leader at work, it’s imperative that you practice emotional regulation. Emotional regulation is simply the ability to control your emotional response to people, circumstances or expectations. We’ve all had leaders or seen leaders who lack this trait – and it quickly leads to a lack of trust from their team, uncertainty about how to communicate with them, and a general hesitation to be honest for fear of their boss’ response.
Maintaining a poker face doesn’t mean you need to be a robot – rather, you need to ensure that your emotional responses are measured and appropriate. This helps everyone on the team feel safe and at ease and also models the value of adaptability. A few ways you can practice emotional regulation:
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Process and practice when you’re dealing with a sensitive issue. If you’ve been told that layoffs are imminent, don’t shoot off a quick text to your team about it. Instead, practice how you’ll communicate this in an even keeled way and think proactively about what your team can do to minimize the chance that layoffs occur on your team.
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Take yourself out of the equation. Put aside your feelings about a situation impacts you in order to facilitate the uncovering of new information. If you’re stressed because your team missed a deadline and you’re afraid it will reflect poorly on you, then you’re likely to snap at your team or withdraw. Instead, get curious about why the mistake happened and how you can fool proof the process for next time.
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Get external support. When you spend as much time as we do working, it’s normal to need a space to vent and unpack your workplace experience. This is why leadership coaching is so powerful – it offers you a private, confidential space to get clear on your own response to a situation, experience the emotional response in a setting without consequences and then strategize your next steps.
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
by Laura Weldy | Oct 18, 2021 | Uncategorized
Retention of top talent might seem like a problem for HR departments only – until you lose a pivotal member of your team. Losing top talent impacts team morale, systems, and results, and creates frustration at the sudden gap in team knowledge. It can also be difficult when the talented individual you lose was one you were developing in order to move into a leadership position.
Of course, an individual leaving your team or company for another position isn’t always within your control as a leader. However, there are a few things you can do to lessen the likelihood of losing your top talent!
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Have conversations with them about where they’re headed and how you can support them. Many employees end up leaving roles because of a lack of development or clarity around their potential future at the company. Regular conversations about their career path will allow them to feel valued, voice their vision and also be engaged in creative thinking around how to improve the team overall.
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Don’t ask them to do more than they should. Respect their workload and ask them what a more doable timeline would be if they’re feeling overwhelmed. It’s normal for an employee’s capacity to fluctuate based on what’s happening in other parts of their lives, and piling on duties and projects (even if they’re temporary!) is a quick way to burn them out.
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Treat everyone like top talent. Leaders shouldn’t play favorites – and treating someone who is underperforming with the same support you do top talent can cause them to rise to the occasion. Be curious with them rather than assuming ill intent, and offer them development opportunities as well.
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
by Laura Weldy | Oct 11, 2021 | Uncategorized
Burnout has become somewhat of a chronic condition in the workplace these days. While not healthy, it’s not something that we have to settle for as leaders or as employees. When you’re up against a major project or deadline and your team is lacking motivation, try these 3 neuroscience based hacks to stoke their fire.
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Find a way to connect their current project to the bigger company vision, and then make sure that others know about it. Our values and the company values are things that matter to employees – but so is knowing that their menial tasks are part of the bigger picture. Ensure your team gets outside recognition for their efforts so they feel seen and appreciated.
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Challenge them to the 10:1 exercise. Give the team a little extra time on the project and encourage them to prioritize innovation in the process rather than speed. Simply put, ask them to generate 10 ways that they could do this project better than they’ve done it in the past – and then to pick their top solution and present it to you. This encourages creative thinking, lets them think outside the box and also gives them a chance to practice their speaking and debate skills.
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Gamify the process. Can you find a way to make the project competitive, or incentivize its completion? Offer the afternoon free if they can reach the deadline early. Find a genuine way this project connects to their larger career roadmap and point that out clearly to them – encouraging them to create results that they can add to their professional resume and use when they’re ready to transition. The attention to their path means just as much as the fun of the gamification.
Would you try something unconventional like one of the above ideas to motivate your team? Creative solutions are a key responsibility for leaders and modelling an open minded approach to motivation will create strong leaders on your team as well.
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
by Laura Weldy | Oct 4, 2021 | Uncategorized
If you work in corporate America it should come as no surprise to you when I say that the business world is still very traditional. Many fortune 500 companies continue to operate at a snail’s pace, following outdated conventions and expectations and with very little flexibility to support their employees in innovative or quick ways.
This is unfortunate for a workforce that increasingly values and seeks out flexibility.
Luckily – although your raises may feel tied to an impersonal scale and your promotions may need to go through seventeen layers of approval, there is a loophole of sorts that allows employees to have more control over their corporate experience.
The loophole is called personal branding, and simply put: it’s the process of intentionally designing your career path and your reputation as an employee so that you become easier for the big corporate machine to understand.
The more clear your personal brand = more opportunities for recognition and more chances to be the exception to the bureaucratic systems. And there’s a bit of manifesting type magic at play here too: because people are inherently lazy, they’re very likely to associate you with the story you tell. You have to back it up with actions and results, of course – but people are often willing to take your word for it when it comes to how they think of you. If you’re not telling a story at all, then they’re the narrator and the story will default to their most recent interaction with you – even if that’s not indicative of your best work.
The moral of the story is that you have to take control of your career by defining your personal brand before someone else does it on your behalf. Try answering the following questions to get started:
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What do I want to be known as the expert in?
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What 3 words would I like others to use to describe me?
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What are my professional values and how can I communicate those clearly?
If this process feels like a major project, it is! Women often struggle with personal branding because we are taught from a young age to think collectively rather than to highlight our own contributions. There is a way to do it that is simple, clear and inspiring – and thats the Personal Power Code! This is the first exercise we tackle in my VIP coaching days for new and veteran women leaders. Book a call to learn more about how a Powerhouse day can help you use your personal brand to create more respect, more money and more opportunities at work.
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
by Laura Weldy | Jul 26, 2021 | Uncategorized
Typically when I ask a new leader what their professional values are, I get either a blank stare or a sheepish shrug. We’re used to thinking about our beliefs and values in our personal lives, but in the workplace? That’s not something we often have the time or space to be intentional about.
That’s why one of my favorite exercises during our in person coaching days is when we create a personal and professional values web to help you make decisions and prioritize tasks more quickly. This exercise is also a favorite of students in my program for new women managers, Confident Leader Collective—so I wanted to share it with you!
If you’re new to the idea of professional values, think about the leaders you’ve worked with in the past.
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What did you admire about their approach?
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When did you feel most valued and empowered?
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How would you describe their approach and their reputation?
Then, start to think critically about your own work journey.
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What is a no-go for you in the workplace?
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What might cause you to leave a job or pursue a new opportunity?
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What are the essential elements to an effective team, in your opinion?
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What’s the most important thing for you to focus on daily?
Once you have a reference list of values, start to consider how those overlap with or are in contradiction with your personal value system. Here’s where you may start to see inconsistencies that point toward opportunities for growth!
Getting stuck on your values and how to utilize them for more efficiency and alignment as a leader? Book a call to discuss your values web with me directly —and what opportunities you have for more aligned leadership in the year ahead!
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
by Laura Weldy | Jul 19, 2021 | Uncategorized
What is personal branding?
If you’re in the management space or considering becoming a manager, you’ve likely heard a few vague terms thrown around like synergy, vision, and personal branding. Today, I want to dig into the latter and help you understand the basics of personal branding and why it’s so crucial to your career and personal growth.
Simply put, your personal brand as an ambitious career woman is the story you’re telling about yourself at work and in the world. It’s vital to your career success, because if you don’t take the time to develop and share your personal brand, then everyone you engage with at work is writing their own story about you—one that’s easily influenced by an off day or personal slight.
The good news? Most people are lazy and will accept your personal brand as truth until it’s proven wrong. So be intentional about the story you’re telling!
Too often I see women in the workplace default to a few traits that undermine their personal branding opportunity: humility and deferment. While these may be positive traits, when they’re all that your coworkers are seeing you demonstrate, it’s easy for those behaviors to be perceived as passive and lacking confidence. Instead, focus on telling an active and engaged story about the type of person you are, where you’re headed, and the situations you really thrive in.
I conducted a mini experiment on personal branding and career success with a cohort of ambitious women a few years ago. I invited each out for coffee and asked them what they felt was holding them back from the career success and milestones they so wanted.
Every one of these powerful, brilliant women told me that what was holding them back was not having a champion in the workplace.
But—this is important. Many of them also struggled to articulate what exactly they wanted that champion to do for them or say about them. In other words, they struggled to identify what made them uniquely valuable. They had no vocabulary for their own gifts, and therefore no personal brand—so whether they were seeking a champion or trying to advocate for themselves, there wasn’t a ton to work with.
How can I start my personal branding journey?
This lack of a vocabulary that centers and validates women’s skill sets at work is just one reason for why I developed the Personal Power Code, a personality assessment for modern women leaders. I have created a process that walks you through identifying who you are as a leader and an individual, and can serve as both the basis of your personal brand AND a guide of sorts that helps you self-manage in order to produce your best work. CLICK HERE TO LEARN MORE ABOUT THIS PROCESS.
You don’t need to be an expert in order to practice personal branding, though. Start with getting curious about yourself—what makes you feel fulfilled at work? What values do you ascribe to professionally? How do you want others to view you? What kind of work do you want to be the go-to person for?
Next, generate a list of five actions that would help you demonstrate the answers you came up with. If you value authenticity, how can you show that in your daily activities? If you want to be the go-to person for client facing work, how might you demonstrate that?
How would defining your personal brand help you create new workplace opportunities? Let me know via DM over @lauraweldy on instagram!
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
by Laura Weldy | Jul 12, 2021 | Uncategorized
What does it look like to spend an entire day working on your leadership development with a trained coach? So glad you asked! I wanted to take a moment to break down what happens during a Powerhouse coaching day, why I do things in this truly innovative way—and what you can expect when you wrap up your day.
What is Powerhouse?
Powerhouse is the name of our truly innovative in- person coaching day, designed to get you 6 months worth of coaching results in just 4 hours. It was designed with the high potential career woman in mind, so that you can go from prospective leader to embodying a prepared leadership approach over the course of a day.
Just as career gurus often advise to dress for the role you want, Powerhouse is about helping you think for the role you want and position yourself as the leader before your title might reflect it. Already a leader? No worries—Powerhouse will help you boost your intentionality as a leader, your effectiveness, and help you take back your time and energy with more efficient practices.
What does the day actually consist of?
We start with a general structure designed to help you DEFINE your leadership style, ALIGN your actions, beliefs and habits with that leadership identity, and then COMMUNICATE your personal brand through words and results.
Define: During our first session of the day, I’ll help you build out your leadership profile. Using my proprietary Personal Power Code system, I’ll help you identify the unique gifts and challenges that you bring to the table as a leader. We’ll get super clear on what your career and leadership goals are, how you want to impact your team, and the vision you have for your role and your company’s potential future impact. This part of the day is truly about pressing pause on extinguishing all of the urgent workplace fires so you can think deeper about who you are, who you want to be, and the skills you may be underutilizing currently.
Align: The second part of our coaching day is about identifying inconsistencies between how you want to show up and how you actually are showing up at work. Here’s where we start to pinpoint what’s causing you the most frustration at work, why your voice may not be heard, and what’s taxing you energetically. We’re often blissfully unaware of the inconsistencies we’re creating, and then frustrated when we aren’t able to identify why we’re unhappy or under-appreciated at work.
Communicate: Now that you know your plan, your goals and your highest level version of leadership—it’s time to share that story. I use all of the things I’ve learned as a coach and professional public speaker to help you develop an intentional communication plan where you approach all of your tough conversations, casual check-ins and upward communication with the same tone and voice of authenticity. Here we’re reclaiming your voice and making sure that your insights are heard and credited to you.
Throughout the day, we are recording any big insights or realizations and using time tested Neurolinguistic Programming techniques and exercises to integrate those breakthroughs for the long term. Instead of talking about your leadership approach once and then moving on, Powerhouse’s exercises and conscious coaching tools will ensure that you leave changed for the better—and for the long term.
After your Powerhouse day wraps up, you continue to be supported via a WhatsApp connection with me to give you added accountability on your action steps. You’ll check in again with me about a month after your Powerhouse day to discuss what next steps look like for you and how I can continue to support you via long term coaching or quarterly strategy sessions as you grow and change in your career.
Why don’t you offer 6 or 12 month coaching packages like other coaches?
Good question! I do—but with a few caveats.
I require all new clients to start with a Powerhouse day (either in person or virtually), because it will:
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Create immediate results in how they show up at work
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Help them dispel the belief that positive change takes months or years of hard work
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Help them create an intentional foundation to how they approach leadership in their career
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Give them the confidence and clarity they need to start thinking about their long term goals
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Prevent the busy-ness of life and work from distracting you from your goals
Simply put, I host Powerhouse coaching days because after five+ years of working with highly ambitious and smart women—this is the most effective way to create massive change, confidence, and clarity quickly. It’s a ‘greatest hits’ of the most transformative exercises and conversations that have helped my clients step into their personal power and reclaim their career success.
Most coaches don’t offer an in-person deep dive coaching experience like this because they’re not sure they can create the results you need so quickly. I can—and I do. And by concentrating this work into a day, you’re able to set aside all of the other distractions of a busy life and focus on you, fully.
I do offer longer term coaching opportunities as well as quarterly strategy sessions for clients who have completed Powerhouse and want to continue to uplevel their performance at work. Powerhouse has become a super successful prerequisite, and often clients find that they don’t need the ongoing weekly support they thought they did. But if you’re someone who thrives with accountability, you’ll have the opportunity to co-create what that looks like with me AFTER you’ve seen immediate lasting results from Powerhouse.
What If I’m not good at thinking on the spot?
Figuring out your life, career and confidence in one day? That sounds like a lot of pressure! What if I can’t think on the spot and take full advantage of a Powerhouse day?
I’ve got your back. We have an easy but powerful preparation process that will help you make the most of your day, starting from the moment you enroll. We ask you to do some exercises, journaling and declaring of what you want and will refer back to your answers during your Powerhouse day so that you walk away with exactly what you need.
Want to see how I’d organize your custom Powerhouse days based on your immediate and long term career goals? Click here to apply for a free call and let’s discuss!
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
by Laura Weldy | Jul 5, 2021 | Uncategorized
What is leadership coaching?
People ask me all the time—what exactly is it that you do? I totally understand why—because coaching is such a burgeoning field, and it seems like every coach approaches their work differently.
Coaching is an exploratory discussion based process where your coach asks you intentional questions designed to help you create new modes of thought—i.e. new possible solutions, new understandings of yourself and your situation, and clarity on what it is you’re trying to accomplish. Coaching is a powerful tool, because it helps us to break out of the mental box we’ve placed ourselves in and find a new path toward our goals. Coaching conversations are forward focused (meaning we are talking about where you’re headed, not where you’ve been) and action oriented, so they should always help you move toward certainty and next steps.
Coaching is not therapy (although many therapists also do utilize coaching techniques), because a coach isn’t the authority, isn’t seeking to help you heal or diagnose any mental health condition, and isn’t seeking to address trauma and potentially emotionally triggering experiences. It’s vital that if you consider hiring a coach you seek out a professional who has completed rigorous training in these techniques and is certified by an international coaching body such as the International Coach Federation.
Why is coaching important for women in leadership?
For many years, the only ‘coach’ that most people had heard of was an executive coach—a performance focused individual who is often brought in to work with an executive in a major company for one of two common reasons: battling burnout/fatigue after years of fast paced growth, or addressing perceived performance failures/needed improvements.
Executive coaching is a great tool, especially when it’s used more expansively as a resource to support leaders holistically in setting healthy routines, creating work life balance, growing their skillset as managers and bosses and learning how to master higher levels of executive functioning (such as big picture strategy). But the popularity of executive coaching means that the majority of money invested by companies stays with those who are already in the C Suite or equivalent leadership roles—and overlooks the potential and power of rising employees.
Coaching is not just important for women in leadership roles, but vital.
The coaching process helps you learn self-management, allows you to expand your ways of thinking and showing up at work, and gives you tools and resources to better lead your people. It can also help you create a culture that is focused on sustainable growth, determine your personal and professional values, identify your leadership style and craft a vision for the success of your team.
Coaching should be seen as a tool that helps you rise to the top of your industry—not as a gold medal you receive after reaching the top. Used correctly, coaching can help you actually close the gap between being a high potential employee and a leader much more quickly than going it alone.
Where does coaching fall short?
I’ve been a professional coach now for more than five years, and I’ve seen coaching absolutely transform individuals’ careers and lives—but I don’t believe that one tool fits all, and I know that there are other tools that can help to support women who are looking to grow in their leadership role.
One of the most powerful groups of tools to pair with coaching that I’ve encountered is Neurolinguistic Programming. Neurolinguistic Programming is a field that focuses on optimizing the way your brain works to align it with your current set of personal and professional goals. While coaching is conversation based, Neurolinguistic Programming (NLP) is typically done through facilitated thought exercises that help you make sure your internal self talk and beliefs are not in opposition to your stated goals.
Let me break it down even more simply for you. I want you to think about the Dewey decimal system you likely learned about in grade school. This system of organizing materials in a library relies on two filters to determine placement of a book: the general subject matter is the first filter, followed by the author’s name. Once you know the subject matter you can locate the area of the library your resource is in, and the author’s name helps you locate it within that set of shelves. It’s a pretty simple to understand system, and one we’re used to in the U.S.
Theoretically, the books in a library could be organized in dozens of different ways. We could organize them based on the author’s name only, based on the year of publication, or based on where they were printed. In fact, Wikipedia tells me that prior to using the Dewey Decimal System, most libraries organized materials based on when it had arrived in the library so that the newest material was easily available.
Subject matter and author’s last name were decided upon as accessible touchpoints when the Dewey Decimal System was developed—and now they’re the standard for how books are organized.
Your brain organizes things too—but instead of books, your brain is organizing experiences, thoughts, beliefs, aspirations, memories, and faces. The crazy thing is that with so much input entering our brains every day, rarely do we consciously consider how that information is organized. We let the brain do its thing—and it’s an incredible processor. But what happens when the default sorting system your brain is using is no longer working for you? It’s time to reorganize so that your must-access items are more readily available. In other words, NLP exercises and techniques help us move and reorganize our thoughts in a more useful way.
NLP helps you reorganize the way your brain sorts and makes connections so that your goals, empowering beliefs, and useful habits are the default—rather than your fears, doubts and bad habits that keep you distracted.
There are tons of different exercises, but NLP for women in leadership is typically used to change limiting beliefs into more empowering ones, adopt and integrate new habits that will help you achieve next level success and make difficult projects feel easier.
NLP is best used in conjunction with coaching, in my opinion. If you imagine getting a manicure, coaching is the base coat that creates the most change. NLP exercises and techniques act as the top coat, really sealing in your transformation and protecting it for long lasting results.
Quick note: I never use NLP to coerce, force or change someone’s mind about anything. I only ever offer to use safe NLP techniques designed to reinforce the goals YOU have decided are important to you.
Curious about how coaching and NLP can work together to create a positive change for you? Apply for a free call to discuss how I’ve combined these two techniques in our unique Powerhouse coaching experience.
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
by Laura Weldy | Jun 28, 2021 | Uncategorized
Why haven’t I been promoted?
Why did they choose him over me for that role?
How can I break out of this cost-of-living-wage-increase-only cycle I’m stuck in?
Is career growth a myth in a post pandemic world?
If you’re frustrated with your career growth (or lack thereof), don’t worry—this is a chance to realign and ensure that you aren’t self sabotaging your opportunities. I work with women leaders everyday, and the most common ways I see rising women leaders get in their own way at work include:
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Focusing on the wrong stuff. Typically, this means that they’re thinking too small—focused on crushing tasks, taking courses, improving on negative feedback they’ve gotten or speaking up in meetings. All are great, but not the stuff that’s going to move you ahead. Focus on the big picture and ask yourself where do you want to go? What kind of person would excel in that role? What qualities and skills do they have that I can work to develop?
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Overcommitting. Out of a desire to be a team player and seen as someone who’s willing to tackle any challenge, women in the workplace will often tackle any challenge. This isn’t always the right move! Although it can show that you’re willing to work, it might also show that you’re not discerning with your time and honoring the role you’re hired for if you’re constantly volunteering for extra jobs. When regular overcommitment leads to inevitable burnout, it also means that your team will suffer for your lack of energy and focus.
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Not asking for what they want. If you want to be a leader, you have to make that want known. Your HR team, boss or coworkers can’t read your mind and manage your career for you. You have to be your own advocate which means being crystal clear about where you bring immense value, what your potential is, and what steps you’re taking to become even more valuable – and then sharing all this good information with others. Timing and context are important, but make sure that your long term goals are known so that others can think of you if an opportunity arises.
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
by Laura Weldy | Jun 21, 2021 | Uncategorized
As we start to see more teams returning to traditional office working hours, I wanted to touch on this FAQ: “How can I be a good boss?”
If you’re a boss, leader, manager, or in any other role that holds authority, you are in a unique position to influence others for the better—which is why I focus on you becoming the best version of you first. Only after you have settled into some self awareness and understand your own limitations and opportunities for improvement can you authentically partner with others on their growth.
So what can you do to be a great boss, first?
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Be a model. No Zoolander looks required. I always recommend that leaders consider themselves models for their teams. You don’t have to be a role model, per se, or perfect—but people often respond more to action than words. If you’re asking your team to work harder, put in more hours, or show up differently, then the most effective way to get them on board is to let them see you doing it first. The same goes for supportive resources you want to encourage, like taking paid time off—team members will hesitate to take advantage of these chances to rest and come back refreshed if they don’t see their leaders using personal days.
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Be wildly flexible. This one may be controversial, but I believe that being flexible with team members from the start inspires loyalty and better work in the long run. Nobody wants to feel like they’re being micromanaged or treated like a child with a highly orchestrated schedule. Instead of requiring your team to earn flexibility, offer them trust and flexibility until it’s been abused in some way. A recent Prudential study found that 68% of surveyed workers preferred a hybrid work model that gave them the chance to work from home and from the office. So be flexible and don’t try to pretend like last year never happened.
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Over communicate! Many leaders are caught up in their experience—they have so many things to do, are carrying so much weight of responsibility, are worried about how their team’s performance reflects on them. They’re so caught up in their own world and ego that they forget that their job is to focus on the team. Share often, consistently, and predictably. Offer context when possible. State what seems like the obvious. It isn’t to everyone, and repetition hurts nobody.
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Ask your team what they need—and then advocate for it. My first job was as a cocktail waitress, and one night I was thrown behind the bar to make drinks. I didn’t know how to make drinks, and my manager told me to ask the customer how. Turns out this is NOT a great strategy for bartending—but you’d be amazed how often it’s a valid strategy in management. Don’t try to read your people’s minds, just ask them what they need or what a solution might be whenever they come to you with a problem. With time, they’ll start to come with solutions in hand, not just problems.
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Value innovation & practice it even when it’s inconvenient. Sometimes our team has a great idea on a project that’s super tight on a deadline. Make space for the idea. Whenever possible, honor an innovation opportunity so that your team feels like they have space to thrive in their role. Shoot their ideas down too often, and they stop thinking outside the box.
All of these tools will be critical in 2021 as we attempt to rewrite a ton of our workplace expectations, norms and values. You can support your team as boss by getting back to some of these basics.
Looking for other ways to support your team and grow as a leader? I can help! Head to my Book A Call page to apply for a free call where we’ll discuss your unique challenges as a woman in leadership, and what coaching can do to help!
Source:
https://news.prudential.com/presskits/pulse-american-worker-survey-is-this-working.htm
My name is Laura Weldy, and I’m a women’s leadership coach. I help women in the workplace become confident leaders by tackling their mindset head on so they can think like a leader before they have the job title. I do this through professional coaching, virtual coaching, small group masterminds and powerful courses. If you’re looking to become more successful and fulfilled at work, let’s talk! I’d love to help you build an action plan for success. Click here to apply for a free coaching consultation with me directly!
