Lolly Daskal's Blog, page 17
July 8, 2024
Why Is The Feedback Sandwich Bad? And How To Give Better Feedback
The feedback sandwich, a popular technique and it is commonly used method for delivering constructive criticism. It involves starting with a positive comment (compliment), followed by the critical feedback (criticism), and concluding with another positive comment (compliment). This technique is intended to soften the impact of criticism by framing it with praise, with the goal of making the recipient more receptive to the feedback. However, it often leads to confusion and mixed messages, as the critical point may be overshadowed by the surrounding compliments.
Effective feedback is essential for growth and improvement, but when delivered incorrectly, it can do more harm than good. Here’s a look at why the feedback sandwich falls short and how you can provide feedback more effectively.
It Can Mask the True Message:
The main critique. When critical feedback is sandwiched between praises, the key message may be lost, leaving the recipient unclear about the improvements needed.
It May Come Across as Inauthentic:
Questioning sincerity. People often perceive the positive feedback in a sandwich as insincere, merely a setup for the negative, which can undermine trust.
It Can Create Anxiety Around Positive Feedback:
The anxiety trigger. Over time, recipients might begin to dread positive feedback, anticipating the negative that is likely to follow.
It Dilutes the Importance of Positive Feedback: Diminishing the good. Similarly, genuine accomplishments may be undervalued when they’re consistently paired with criticism.
How To Give Better Feedback: Instead of using the feedback sandwich, consider these strategies for more effective communication:
Be Direct and Specific: Clarity is crucial. Offer clear, concise feedback that focuses on specific behaviors or outcomes, avoiding vague or generalized comments.Separate Positive and Constructive Feedback: Maintain integrity. Give positive feedback independently to celebrate successes. Deliver constructive feedback separately to address areas for improvement.Focus on the Behavior, Not the Person Behavior-oriented. Center your feedback on the behavior or the work outcome, not the individual, to avoid personal defensiveness.Encourage a Two-Way Dialogue Open conversation. Feedback should be a conversation, not a monologue. Encourage questions and discussion to ensure understanding and mutual agreement.Moving away from the feedback sandwich to more straightforward, honest feedback respects the intelligence and capabilities of your team members and can lead to more significant development.
Lead From Within: Effective feedback is the cornerstone of development and performance. It should uplift, clarify, and guide, not confuse or discourage. Choose your words with the intent to build, not to dismantle.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post Why Is The Feedback Sandwich Bad? And How To Give Better Feedback appeared first on Lolly Daskal.
July 5, 2024
4 Important Phrases That Build a Culture of Collaboration
Fostering a collaborative culture is essential in today’s interconnected workplace. A study by Queens University of Charlotte found that nearly 75% of employers rate teamwork and collaboration as ‘very important’. Yet, creating such an environment extends beyond mere team activities; it’s rooted in communication.
As an executive leadership coach, I have seen the power of language to create a cohesive and collaborative team atmosphere. Here are four key phrases that can help build this culture within your teams.
“What Do You Think?” Inviting input. This phrase encourages team members to share their perspectives, signaling that their contributions are valued and that collaboration is a two-way street.
“I Appreciate Your Effort.” Acknowledging contributions. Expressing gratitude for team members’ efforts reinforces positive behaviors and encourages a supportive team environment.
“Let’s Solve This Together.” Promoting unity in problem-solving. By tackling challenges collectively, you emphasize the power of collaboration over individual effort.
“How Can I Help?” Offering support. This phrase shows that you’re not just a leader but also a collaborator, willing to roll up your sleeves and work alongside your team.
Incorporating these phrases into daily interactions can transform the team dynamic, encouraging a culture of open communication, shared responsibility, and mutual support.
Lead From Within: The language of leadership is collaboration, and the dialect is encouragement, appreciation, unity, and support. Use it well to build a culture that thrives on working together.
#1 N A T I O N A L B E S T S E L L E RThe Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post 4 Important Phrases That Build a Culture of Collaboration appeared first on Lolly Daskal.
July 4, 2024
5 Leadership Solutions for Handling Problematic Team Members
Navigating the complexities of team dynamics is a critical aspect of leadership. Harvard Business Review reports that 75% of cross-functional teams are dysfunctional due to problematic behaviors.
Leaders must be equipped with effective strategies to manage and transform challenging team members. As an executive leadership coach, I’ve helped many leaders turn difficult situations into opportunities for growth and learning. Here’s a guide to tackling the issue of problematic team members with a proactive and thoughtful approach.
Establish Open and Honest Communication: Begin with dialogue. Address issues directly with the individual in a respectful manner. Honest communication can uncover underlying issues and lead to mutual understanding.
Reinforce Clear Expectations: Set the standard. Clearly articulate the expected behavior and performance standards. When expectations are transparent, there’s a benchmark for accountability.
Provide Constructive Feedback and Support: Offer guidance. Constructive feedback, paired with the necessary resources for improvement, can turn performance around.
Foster a Culture of Accountability: Hold team members accountable. Consistent accountability ensures that everyone understands the impact of their actions on the team’s success.
Lead by Example and Inspire Change: Be the change. Exhibit the behaviors you want to see in your team. Leading by example can inspire problematic team members to follow suit.
Handling problematic team members is challenging but essential for maintaining team harmony and productivity. By implementing these leadership solutions, you can turn these challenges into opportunities for team growth and development.
Lead From Within: Effective leadership is about transforming challenges into catalysts for growth, both for individuals and the team as a whole.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post 5 Leadership Solutions for Handling Problematic Team Members appeared first on Lolly Daskal.
July 3, 2024
How to Design a Leadership Development Plan That Transforms Your Career
Creating a leadership development plan is a critical step in forging a successful career path. A McKinsey study reveals that 70% of employees who received effective leadership training improved their job performance. This plan is more than a roadmap; it’s a commitment to personal growth and professional excellence.
As an executive leadership coach, I have seen firsthand the profound impact a well-structured leadership development plan can have on an individual’s career. Let’s dive into how you can design a plan that not only enhances your leadership skills but also propels your career to new heights.
Assess Your Current Leadership Skills: Begin with self-assessment. Identify your strengths and areas for improvement. Understanding where you currently stand is crucial for setting realistic and impactful development goals.
Define Your Leadership Goals: What does success look like to you? Set clear, specific goals for your leadership development. These goals should be challenging yet achievable and aligned with your long-term career aspirations.
Seek Feedback and Insights: Gather external perspectives. Solicit feedback from colleagues, mentors, and supervisors to gain a well-rounded view of your leadership abilities and areas where you can improve.
Prioritize Key Areas for Development: Focus your efforts. Based on your assessment and feedback, prioritize the skills and competencies that will have the most significant impact on your leadership effectiveness.
Choose Appropriate Learning Methods: Tailor your learning approach. Select training programs, workshops, mentoring, and other learning methods that suit your learning style and development needs.
Set Milestones and Measure Progress: Track your journey. Establish milestones to gauge your progress and make adjustments to your plan as needed. Celebrating small wins will keep you motivated throughout the process.
Apply Learning in Real-World Situations: Put theory into practice. Apply what you learn in real-world scenarios. Practical application solidifies learning and enhances skill development.
Continuously Review and Update Your Plan: Adapt and evolve. Regularly review your development plan to ensure it remains relevant and aligned with your evolving career goals.
A leadership development plan is a dynamic tool that evolves with your career. By carefully crafting and diligently following your plan, you can elevate your leadership skills and achieve your career aspirations.
Lead From Within: In the journey to exceptional leadership, the first step is always inward. Design a development plan that resonates with your aspirations, and let it guide you to your full leadership potential.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post How to Design a Leadership Development Plan That Transforms Your Career appeared first on Lolly Daskal.
July 2, 2024
No Team Charter? No Problem! Create a Winning One with These Easy Steps
A team charter is a crucial component of team success, acting as a guiding document that outlines the team’s objectives, roles, and operational guidelines. In my role as an executive leadership coach, I’ve observed that teams with a clear and comprehensive charter exhibit enhanced clarity, collaboration, and accountability.
But what exactly goes into a successful team charter? Here are the components which I think will make a big difference.
Team Purpose and VisionYour team charter should begin by defining the ‘why’ and ‘what’ of your team. The purpose outlines the team’s reason for existing, while the vision provides a clear and inspiring long-term goal. These elements offer direction and motivation, uniting the team under a shared objective.
Example: “Our purpose is to innovate sustainable solutions for urban living, and our vision is to become the leading provider of eco-friendly city infrastructure.”
Team ValuesTeam values are the principles guiding interactions and decisions. They could include:
Integrity: Always acting with honesty and transparency.Respect: Valuing diverse perspectives and treating each other with dignity.Excellence: Striving for the highest quality in all endeavors.Collaboration: Working together and supporting one another to achieve common goals.Tip: Regularly revisit and reinforce these values in team meetings and communications.
Team ExpectationsClearly defined expectations set the standard for behavior and performance. They transform your values into actionable behaviors, such as:
Communication: Regularly sharing updates and feedback.Accountability: Taking ownership of tasks and outcomes.Professionalism: Maintaining a respectful and positive attitude.Punctuality: Meeting deadlines and being timely in all commitments.Practical Tip: Create a team agreement document that outlines these expectations and have each member sign it.
Team Collaboration PolicyDetail how your team will work together. This includes communication channels, meeting schedules, and decision-making processes. A collaboration policy ensures everyone is on the same page about how to interact and contribute effectively.
Example: “We will use Slack for daily communication, hold weekly video meetings on Mondays, and make decisions through a consensus-driven process.”
Team GoalsOutline SMART goals—specific, measurable objectives that align with the team’s vision. These goals should be challenging yet achievable, providing a clear target for the team’s efforts.
Example: “Increase our market share by 15% within the next year by launching two new products.”
Team MilestonesBreak down your larger goals into smaller, achievable milestones. These checkpoints help track progress, offer opportunities for celebration, and allow for course corrections as needed.
Example: “Complete the prototype by Q2, initiate user testing by Q3, and launch the product by Q4.”
Team Roles and ResponsibilitiesClearly define each team member’s role and responsibilities. This clarity prevents overlap, ensures accountability, and leverages individual strengths for the benefit of the team.
Example: “Jane will lead the marketing strategy, while John will oversee product development.”
A well-crafted team charter is a blueprint for success. It aligns the team around shared goals and sets the tone for how team members interact and operate.
Lead From Within: Creating a team charter is an exercise in unity and clarity. By carefully developing each component, you set your team on a path to cohesive success and collective achievement.
#1 N A T I O N A L B E S T S E L L E RThe Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post No Team Charter? No Problem! Create a Winning One with These Easy Steps appeared first on Lolly Daskal.
July 1, 2024
This Is How You Deal With A Co-Worker Who Is Manipulative
Dealing with a manipulative co-worker can be one of the most challenging aspects of the workplace. According to a study by the University of California, Berkeley, around 20% of corporate leaders display manipulative tendencies. While this trait isn’t confined to leadership roles, its presence in any team member can create a toxic work environment. As an executive leadership coach, I often address how to handle such challenging personalities effectively. Let’s explore strategies for dealing with manipulative co-workers constructively and professionally.
Recognize Manipulative Behaviors: Identify the behavior. Manipulation can be subtle, like passive-aggressive comments, or overt, like taking credit for others’ work.
Maintain Professional Boundaries: Establish clear boundaries. Be firm about your limits to prevent manipulation from affecting your work and well-being.
Keep a Record of Interactions: Document your interactions. Having a factual record can be invaluable, especially if the situation escalates or requires mediation.
Stay Emotionally Detached: Don’t let emotions dictate your response. Manipulative individuals often exploit emotional reactions; staying calm and composed can mitigate their influence.
Communicate Clearly and Assertively: Express yourself clearly. Assertive communication leaves little room for manipulation, making your stance known and respected.
Seek Support and Advice: You’re not alone. Talk to a trusted colleague, mentor, or supervisor for perspective and advice on handling the situation.
Avoid Gossip and Office Politics: Don’t fuel the fire. Engaging in gossip or office politics can exacerbate the situation and reflect poorly on your professionalism.
Focus on Solutions, Not Blame: Aim for resolution. Instead of assigning blame, focus on finding constructive solutions to the issues at hand.
Dealing with a manipulative co-worker requires a combination of awareness, tact, and assertiveness. By adopting these strategies, you can navigate these challenging situations with professionalism and poise.
Lead From Within: In confronting manipulation, remember that your integrity and professionalism are your strongest assets. Lead by example, and maintain your composure and principles in the face of adversity.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post This Is How You Deal With A Co-Worker Who Is Manipulative appeared first on Lolly Daskal.
June 28, 2024
How To Take Your Weekly Team Meetings to the Next Level
Transforming weekly team meetings from mundane check-ins to dynamic, productive sessions can significantly impact team efficiency and morale. A recent Harvard Business Review study found that 71% of senior managers view meetings as unproductive and inefficient. To counter this trend, it’s essential to revitalize these gatherings with strategies that engage and invigorate team members. As an executive leadership coach, I advocate for a more holistic and interactive approach to team meetings. Here’s how you can elevate your weekly team meetings to foster better communication, collaboration, and productivity.
Initiate with Informal Conversations: Start by breaking the ice. Spend the first few minutes on light-hearted, non-work-related conversation. This warm-up can include anything from discussing a popular TV series to sharing weekend plans, fostering camaraderie and a relaxed atmosphere.
Share Progress and Celebrate Milestones: Have each member briefly share their recent achievements and progress. Highlighting accomplishments and adjustments keeps everyone in the loop and builds a culture of recognition and accountability.
Address Questions and Challenges: Create a supportive environment where team members feel comfortable sharing their challenges. Use this time for collaborative problem-solving, offering support, and brainstorming solutions together.
Realign with Team Goals and Vision: Regularly revisit your team’s objectives and long-term vision. This reminder helps reinforce a sense of shared purpose and keeps everyone aligned with the team’s overarching goals.
Clarify Action Items and Responsibilities: Conclude by summarizing key decisions and action steps. Assign responsibilities and set deadlines to ensure clarity and commitment on deliverables until the next meeting.
By incorporating these elements, your weekly team meetings can transform into a pivotal tool for team engagement and effectiveness. These meetings can become something your team looks forward to, serving as a platform for growth, collaboration, and collective success.
Lead From Within: Elevate your team meetings beyond mere agenda points; transform them into opportunities for connection and collaborative growth.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post How To Take Your Weekly Team Meetings to the Next Level appeared first on Lolly Daskal.
June 27, 2024
Do Your Direct Reports Have Leadership Potential? 14 Signs They Do
Identifying leadership potential within your team is a crucial aspect of effective management and succession planning. According to a study by the Corporate Executive Board, organizations with strong leadership development practices outperform their competitors by up to 13 times in financial performance. Recognizing future leaders early allows for targeted development, ensuring a robust pipeline for your organization’s leadership succession.
As an executive leadership coach, I’ve identified key indicators that signal a direct report may be ready to take on leadership roles. Here are 14 signs to look for.
Proactive Problem Solving: Do they tackle challenges head-on? A potential leader doesn’t just identify problems but actively seeks solutions.
Effective Communication Skills: Can they articulate ideas clearly? Strong communication is vital for leadership, and those who can convey complex ideas simply are prime candidates.
Eagerness to Learn and Grow: Are they committed to self-improvement? A continuous desire for learning is a hallmark of great leaders.
Ability to Inspire and Motivate Others: Do they uplift the team? Those who naturally motivate others often have innate leadership qualities.
Demonstrates Empathy and Emotional Intelligence: Can they understand and relate to others? Empathy is a key leadership skill, allowing for more effective team management.
Takes Ownership and Accountability: Do they own their successes and failures? Leaders take responsibility for their actions and decisions.
Exhibits Strategic Thinking: Are they visionaries? The ability to think strategically and see the bigger picture is essential for leadership.
Shows Resilience in Adversity: How do they handle pressure? Leaders demonstrate resilience and the ability to bounce back from setbacks.
Consistently Reliable and Dependable: Can you count on them consistently? Reliability is a critical trait that builds trust and respect.
Fosters Collaboration and Teamwork: Do they excel in team settings? Potential leaders are adept at collaboration, bringing people together towards a common goal.
Adapts to Change Effectively: Are they flexible and adaptable? The business world is dynamic, and leaders must navigate change successfully.
Exudes Confidence Without Arrogance: Do they display the right balance of confidence? Confidence is key, but it must be tempered with humility.
Strong Decision-Making Abilities: Can they make tough calls? Decisiveness is a critical skill for leaders, particularly in high-stakes situations.
Demonstrates Integrity and Ethical Behavior: Do they lead by example in terms of ethics? True leaders exhibit integrity in all their actions.
Spotting these traits in your direct reports can help identify those with the potential to lead. Investing in their development can yield significant benefits for your team and organization in the long run.
Lead From Within: Leadership potential often lies dormant, waiting to be recognized and nurtured. Spotting and cultivating this potential is a testament to your own leadership acumen.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post Do Your Direct Reports Have Leadership Potential? 14 Signs They Do appeared first on Lolly Daskal.
June 26, 2024
Do You Have a Toxic Work Environment? How To Spot It and Take Action
In the realm of effective leadership, people management skills are paramount, especially when it comes to identifying and rectifying a toxic work environment. A revealing study by the Workplace Bullying Institute indicates that 61% of U.S. employees are aware of abusive conduct in the workplace. Such toxicity not only hampers productivity but also significantly impacts employee well-being. As an executive leadership coach, I have seen the transformative power of proficient people management in turning around hostile work environments. Let’s explore how to spot a toxic workplace and the crucial actions necessary to address it.
Identifying the Red Flags of Toxicity: Are negativity and conflict overshadowing productivity? Watch for consistent patterns of bullying, blame-shifting, and a pervasive culture of fear.
Evaluate Leadership Impact: Could management styles be contributing to the issue? Self-reflection and openness to feedback can reveal if leadership methods are exacerbating workplace toxicity.
Cultivate Open and Honest Communication: Do employees feel safe to voice their concerns? Fostering an environment where open dialogue is encouraged and valued is critical for identifying and addressing issues.
Embrace Diversity and Inclusivity: Is there a lack of respect for diversity? Promoting inclusivity and understanding within the team is vital for dismantling toxic dynamics.
Address Conflict with Empathy and Fairness: Are conflicts ignored or mishandled? Approaching disputes with empathy and striving for equitable solutions can help heal and prevent further rifts.
Model the Change You Want to See: Are your actions reflecting your leadership values? Leading by example and embodying the behavior you expect from others can set a positive precedent for the entire team.
Foster Team Cohesion and Morale: Does your team feel disconnected? Implementing team-building activities and morale-boosting initiatives can strengthen bonds and improve the overall atmosphere.
Recognizing and transforming a toxic work environment is a challenging but crucial aspect of people management. By implementing these strategies, leaders can create a healthier, more supportive, and more productive workplace.
Lead From Within: True leadership is about creating an environment where respect, integrity, and collaboration thrive, dispelling toxicity and nurturing a culture of mutual growth and support.
#1 N A T I O N A L B E S T S E L L E RThe Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post Do You Have a Toxic Work Environment? How To Spot It and Take Action appeared first on Lolly Daskal.
June 25, 2024
What Are People Management Skills? 6 Skills Every Leader Needs
People management skills are essential for any leader who aims to bring out the best in their team. A LinkedIn survey revealed that 92% of hiring professionals believe soft skills, including people management, are equally or more important than technical skills. This finding highlights the critical role these skills play in leadership success.
As an executive leadership coach, I’ve seen the transformative impact of effective people management on team dynamics and productivity. Let’s explore six key people management skills every leader should master to lead their team effectively.
Empathetic Leadership: Understanding and relating to your team’s emotions is crucial. Empathy allows you to build trust and strong relationships, leading to a more cohesive and engaged team.
Clear Communication: Express your expectations and goals with clarity. Effective communication prevents misunderstandings and keeps everyone aligned on the team’s objectives.
Constructive Feedback: Deliver feedback that promotes growth. Framing criticism constructively helps team members improve without feeling demoralized.
Conflict Resolution: Navigate disputes with tact and neutrality. Resolving conflicts promptly and fairly is key to maintaining a positive team environment.
Motivation and Engagement: Inspire your team to achieve their best. Find ways to motivate and engage each member, tapping into their individual strengths and aspirations.
Flexibility and Adaptability: Be open to new ideas and approaches. A flexible leadership style helps you respond effectively to the changing needs of your team and organization.
People management skills are the linchpin of effective leadership. By honing these six skills, you can build a team that is not only high-performing but also deeply committed and satisfied with their work.
Lead From Within: True leadership is about more than just overseeing tasks; it’s about managing people in a way that inspires trust, growth, and excellence.
#1 N A T I O N A L B E S T S E L L E R
The Leadership Gap
What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
The post What Are People Management Skills? 6 Skills Every Leader Needs appeared first on Lolly Daskal.
