Fourth Quarter Goal Planning

As businesses approach the fourth quarter, (WHAT?!) you will hear repeatedly that is a smart business practice to prepare for a strong finish to the year. We know that. But how do we do it and what should we focus on?  Here are some ideas to get you started with your 4th Quarter goal planning.

  • Review and adjust your annual goals
    • Start by reassessing the goals you set back at the beginning of the year. Have you met them? Are you close? Are they a distant memory? It is time to identify the areas that may need extra attention, or areas that you need to reallocate resources to. Also, are they reasonable and realistic targets for the final stretch of the year? Time for some hard-core truth when reviewing and assessing these targets.
  • Plan Q4 marketing efforts
    • We have heard that you need to market for the business you want to receive in 3 months. BUT, for some businesses the 4th quarter represents an opportunity to increase their sales. For either option (3 months ahead or holiday sales), revisiting your marketing plan is a smart move. Start by creating a marketing strategy for the remainder of the year. Include social media post ideas, holiday specific promotions or campaigns, networking opportunities, and website changes to name a few.
  • Organize your finances
    • Year-end financial planning is essential. No one likes the thought of tax planning looming over your head so get a head start now. Break it down into little chunks vs. pulling an all nighter the day after your accountant calls asking where everything is.  Review your budget and adjust if necessary, get your financial documents in order, and speaking of budgets – plan for any major I canpurchase or investments before year-end.
  • Evaluate and improve operations
    • Use this time to find ways to streamline your business processes. Assess if your current operational processes are efficient and effective. Implement any necessary improvements before your busy season hits. And ensure that your technology and systems are up to date and in good working order. You may need the Black Friday sale to buy a new laptop or monitor. Be prepared!

By taking the time to focus on these areas, you have the power to position yourself for a strong fourth quarter. Everyone likes ending the year on a high note. AND if you get everything done efficiently, you may even be able to “end” your year early and take the final two weeks of December off (let me dream!).

As I sit here staring at the calendar, I am surprised, although I shouldn’t be, when I turn the page and see “September” across the top of it. Really? Did I just say September? Before you know it, we will be drinking pumpkin spice lattes (don’t hate, they are my favorite) and putting up holiday decorations. Holy Buckets, Batman – where has 2024 gone?

So, let’s talk about September. It isn’t just about being beyond fed up with the Arizona heat. It is an opportunity to reassess, refocus, and re-strategize for the rest of your year. Fourth Quarter is right around the corner so let’s take a moment to think about goals.

Implementing business goals effectively is crucial for any organization aiming to achieve success and to drive growth. Goals without action are just pretty – they aren’t functional. It is time to take stock of the goals you set in January and redefine them, if necessary, for the remainder of the year.

Here are some quick-hit ways to make your goals feel more like strategic planning.

Understanding Strategy Implementation

What did I just say? Strategy implementation is the process of turning your goals into actionable items. And then by doing those actions, it helps you to reach business objectives.

Simply put – it is taking your dreams, goals, and to-dos and translating them into daily activities that align with the business goals. It means executing daily actions or activities that help you reach your end game. Deciding what you need to do, and when you need to do it is strategy implementation.

 And you, and your business, need it. You need to take the time to think and plan. Geeks like me LOVE planning time. And geeks like me don’t take nearly as much time as we should to do that planning.  And the follow up to that is to make your strategy something you will do. Taking the time to plan and strategize is essential for business growth. Schedule it, put your headphones in, and get to work. This time needs to be real, honest, and doable. Creating a strategy isn’t the place to add fantasy or what if’s. It’s the time to be realistic and optimistic and allow for the unexpected.

Setting Clear Goals         

The first step in putting your goals into action is to define them clearly. Write down your main goal and break it down into smaller, manageable subgoals. This can help you clarify your objectives and makes them feel more attainable. This year I kept my goals a bit more “open” than I usually do. Apparently, I was shy and skeptical in January. As I review them for the remainder of the year, I realized I needed to tighten up my goals and be more specific not only in my actual goals, but in my actionable steps.

If in doubt on how to make clear goals, you can go back to the SMART goal process. This framework helps in articulating your goals clearly and ensures that they are realistic and aligned with your company’s overall objectives. For a reminder a SMART goal is: Specific, Measurable, Achievable, Relevant, and Time-bound.

Identify Potential Obstacles

As you work towards your goals, be prepared to face obstacles. These obstacles can be psychological barriers (I admit, my biggest obstacle is my own brain), or practical issues (like time constraints). Identifying these challenges in advance allows you to create strategies to overcome them. To be effective in the implementation of your goals you need to identify the obstacles and plan accordingly. Do you have the resources, software, staff, or financial resources needed to accomplish your goal? If you do not, that can be a step in achieving your goal or objective. Step one for example may be buying the software. No excuses, as my Grandmother used to say, where there is a will there is a way.

Monitor and Adjust

Once your implementation begins, continuous monitoring is essential. I have my goals written down in a book and I check it daily. I use that list to create a to-do list for the next day. Constant movement keeps me motivated. Be prepared to adjust as needed. When you identify a potential risk, or experience a new challenge, don’t allow that to impede your progress (no matter how tempting it is to use that obstacle as an excuse to stop). Time to go back to your initial strategy and tweak it to meet the new circumstances.

Putting your business goals into action requires a strategic approach that encompasses clear goal setting, comprehensive planning, identifying your roadblocks, and continuous monitoring. By following these steps and remaining adaptable, you can transform your dreams and goals into reality.

I was reminded the other day that the journey to achievement is as important as the destination. So, with that in mind, I plan to embrace the process and the planning and then enjoy the growth that comes with it. Come join me on this journey!

I “grew up” in corporate. I started there early and was molded by the professionals around me. They helped me polish my behavior, my language, and even my appearance. Looking back, I can’t say I agree with everything I was told to change. I can say that I appreciate the mentorship I received from some amazing women over the years. I agree with one in particular who said over and over again that professionalism is a cornerstone of success in any workplace.

When I teach leadership classes I ask my classes to describe professionalism to me. I have discovered that professionalism can mean many different things and is dependent on industry and company cultures.

For me, professionalism always includes, regardless of industry, how you as a person carry yourself, your attitude, and the way you communicate with others. By embodying professionalism, you can create a positive impression, build strong relationships, and establish a lasting reputation within your organization and industry.

Want to know where to start? Let’s dig a bit deeper into the concept of Professionalism.

What is Workplace Professionalism?

It’s important to note that professionalism isn’t just about appearance. That’s what we always go to first, right? While a neat and appropriate dress code is a piece of workplace professionalism, true professionalism runs much deeper.

At its core, professionalism in the workplace means:

– Competence: You know your stuff, you excel in the knowledge, skills, and behaviors required by your role. And you deliver the results.

– Accountability: You do what you say you are going to do, no matter what. You own up to mistakes. You consistently deliver high-quality work, even on those “holy-buckets Batman” challenging days.

– Respect:  You respect your job, your coworkers, and you go above and beyond your job description.

– Growth Mindset: You seek out learning opportunities and you continuously look for opportunities to grow and improve yourself.

Not sure where to begin when looking to up your professional game? Here are some ways you can foster professionalism in your workplace.

5 Ways to Foster Professionalism

1. Consistently Exceeding Expectations: Professionals go above and beyond, whether it’s helping a colleague in need or ensuring projects are completed to the highest standard. I am not saying to ignore your boundaries, I am saying do an outstanding job with whatever you set out to do.

2. Excellent Communication: This isn’t always easy. Lately I catch myself rambling as I try to reach my point. But aim to articulate ideas clearly and concisely. Keeping everyone informed is crucial. People don’t know what you want them to do unless you tell them. As much as we want to, we can’t read minds. And remember, communication includes both verbal and written communication. Emails and texts matter.

3. Reliability and Accountability: Do what you say you are going to do, when you say you will. Honoring commitments, meeting deadlines, and taking responsibility for your actions are hallmarks of a true professional.

4. Positive Attitude: Can we all be Miss Merry Sunshine 100% of the time, no of course not. I have been subject to a negative rant like everyone else has. Strive to maintain a positive attitude, even in challenging situations. Especially in challenging situations. It doesn’t matter who is to blame, how are you going to fix it? When you strive for positivity, that behavior contributes significantly to a professional work environment.

5. Continuous Learning: Professionals are always looking to improve their skills and knowledge, staying up to date with industry trends and best practices. Those LinkedIn webinars, those networking meetings, those podcasts, and those books (or at least the book summaries) are all ways you can continue to learn and expand your skills.

How to Enhance Your Professionalism

Want to improve your professionalism and your business image? Here are ways to up your professionalism. Not every option below is for everyone. Choose a couple and practice them.

1. Punctuality: Being on time for work, meetings, and deadlines shows respect for others (and their time) and demonstrates reliability.

2. Dress Appropriately: Adhere to your workplace dress code and ensure your appearance is neat and clean. The little stuff does matter. Is your T-shirt wrinkly (because it was in the bottom of your drawer)? Skip that shirt and pick a different one.

3. Practice Integrity: Be honest, accountable, and ethical in all your workplace interactions. Inside your organization and with your vendors, colleagues, and peers.

4. Improve Communication Skills: Invest in developing your ability to communicate effectively, both verbally and in writing. We all make mistakes, we all have typos, and there is a way to professionally communicate. Google it, bet you find a few suggestions.

5. Emotional Regulation: Learn to manage your emotions professionally, especially in stressful situations. Flying off the handle or dropping 14 F bombs isn’t going to help your professional image.

6. Respect Boundaries: Be mindful of others’ time and space and maintain appropriate professional relationships. Just because we are all glued to our phone screens does NOT mean it is ok to text someone at 10pm and expect an immediate answer.

7. Stay Positive: Maintain a constructive attitude, even when facing challenges. Leave your personal issues at the door. We all have them, and some are more distracting than others. If you are faced with a large personal issue, take the time to deal with it (and not while at the office).

8. Continuous Learning: Take advantage of opportunities for professional development and stay current in your field. Talk to your employer, do your research, ask your mentor. There are resources out there.

The Impact of Professionalism

Regardless of your “business culture”, being, acting and behaving professionally has far-reaching effects in the workplace. Being professional fosters a positive work environment, builds trust among colleagues, and enhances overall productivity. Professionals are often perceived as more credible and reliable, which can lead to increased opportunities for career advancement.

In today’s diverse workforce, professionalism transcends age and experience levels. It’s a quality that both new graduates and seasoned workers can cultivate to stand out in their careers.

Professionalism is not just about following a set of rules; it’s about adopting a mindset of excellence, respect, and continuous improvement. By embodying these principles, you can significantly enhance your value in the workplace and pave the way for long-term career success.

Summer officially began on June 20th this year, but any business owner knows that summer really began when school let out the end of May. The Phoenix heat has set in by now and the air conditioners are running non-stop, and people are finding cooler places to vacation.

Is summer different for business owners? Yes and no. For some industries the summer months, July specifically, can be slow and stagnant. For others it can be the busiest month of the year. If your summer feels a bit slow, here are some summer reminders to help you get through the next month.

  • Work on your business strategies. When was the last time you took a deep look at your business, how it functions, and what strategies you have in place to meet your goals? Do you have hiring strategies in place? What about onboarding a new client procedure? Are you ready for the FLSA changes in January? Do you have a strategy to get ahead of that?
    • Find new ways to network. The old adage says that you network for business you want 3 months from now. If you take July completely off that means your October has the potential to be slow.  If you don’t want a slow October, now is the time to look at your networking opportunities. Maybe you try a new group, maybe you network with individuals who you haven’t seen in a while, maybe you are very visible on social media. Whatever plan you come up with, stick with it.
    • Work on a project that has been on your to-do list. Maybe it is reviewing job descriptions, maybe it is checking in on your employee’s time off requests and making sure everyone is using their PTO or get a head start on scheduling the PTO over the holidays. Maybe it is rewriting your performance review forms. Whatever HR project you decide to tackle, remember we are here to help you with those!
    • Complete a technology inventory. Does all your equipment have inventory numbers? Who has what equipment, including keyboards and mice, and who has what at home. If you feel very motivated, this is also a great time to investigate all your computer subscriptions and licenses. What software programs do you have? What programs do you still use? What programs are you paying for?
    • Review your HR policies, procedures, documents, and classifications. With the new DOL ruling (the first phase went into effect on July 1st) this summer is a perfect time to take a closer look at your HR world. Not sure where to start? Good news is Google is a great resource and so are we!
    • Take a close look at your business and / or employees. Working parents are doing the summer shuffle and are getting a bit frustrated by now. Between summer camps, the heat, kids’ summer stomachs (do they ever stop eating?), and work deadlines, parents can be feeling a bit burnt out by now. 
      • If you are a business owner, (and a working parent) remember to give yourself some grace. Not everything needs to happen right this second. I know it feels that way, but most of the time it isn’t true. Plan things out for the week or even the month and be reasonable with your timelines. Enlist help. Whether that means the kids get a chore list (mine couldn’t have the WiFi password until their chores were done, man I was a mean Mom), you hire a housekeeper, or you hire a virtual assistant or an HR consultant, you do NOT have to do this all by yourself.
      • If you are an employer, remember to grant flexibility to your employees. Even if you have do not normally allow employees to work from home maybe it’s time for a couple exceptions. Consider that the flexibility of a few working from home days for your working parent employees will be extremely appreciated. Maybe that flexibility is just what they need to stay on track with their work deadlines. Maybe they don’t want to work from home, but instead need a flexible work schedule. Is it absolutely essential that they arrive at the office by 8am or is a later shift (for the summer hours only) a way to stop absenteeism or tardiness? I am not telling you to bend all your rules, but I am telling you that being reasonable and helpful during the summer months will go a long way to build employee loyalty.

Remember, flexibility is the watchword this summer. Be flexible with yourself, your business, and your employees. And remember to hydrate!

One of the corporations I worked with in the 2000’s decided they wanted to transform all their leaders into Servant Leaders. It wasn’t a new concept, as servant leadership had been around since the 1970’s. But the new CEO had just “read a book” and decided it was the answer to our struggling company. He told the leadership team to prioritize the well-being of the team members and “serve” the people. He believed this was the answer we needed to turn around the company.

The servant leadership philosophy is still around today. Servant leadership is a style of leadership that prioritizes the growth and well-being of others before our own personal needs or success. The team members come first. Their needs are the priority, not the leader’s and not the company’s.

The servant leadership approach promotes innovation, helps the staff develop their skills, and therefore encourages the team to perform at a higher level. It is a leadership style that is designed to make people feel like they matter.  Leaders are to live by a “people first” mindset. Team members must feel personally and professionally fulfilled to be their most productive. And with a supported, productive team, comes trust and collaboration.

In theory it was a good concept, but in my case the new CEO hadn’t read the entire book. He put 100% of the implementation and responsibility on the leaders, and none on the organization. For servant leadership to be effective, an organization needs to focus on creating a culture of sustainable success. They need to create an atmosphere and the conditions (processes, procedures, etc.) that not only allow for success but allow the leaders to feel supported.  The servant leadership philosophy, which is the goal of the leader is to serve, must begin at the top of the organization. The leaders who are serving their teams need to feel the commitment from the organization so they can turn around and provide that to their people.

I know that now, I didn’t know that then. In short, I burnt myself out putting myself last and my people first. They needed something, I was there. I fought hard to protect them. To support them. To develop them. Some of my team took advantage of my service philosophy. They wanted more, and more, and more. I had trained them to think they deserved the world – and some of them truly expected the world. They got angry if I couldn’t give them what they thought they deserved. Also, every decision seemed like a mountain to climb. Everyone had an opinion and was I serving them correctly if I didn’t listen and implement their ideas? Further, as I mentioned, the business culture didn’t foster a service mentality. Instead, it was a “do it now” or “who cares make it happen” attitude. I was in constant conflict and so very tired.

Because of my experience, I haven’t been a huge fan of the servant leadership concept. But when you find the right balance between serving others and asserting authority, servant leadership can transform your team experiences.

Servant Leadership can:

  • Increase your company’s morale.
  • Increase team collaboration.
  • Increase employee engagement.
  • Inspire vision.
  • Place ethics before profit.
  • Balance focus with flexibility.

Now that I have escaped corporate and created my own company, I naturally embrace the concepts of servant leadership. I challenge you to look at your business, your staff, and your client interactions and see how the fundamentals of servant leadership can help elevate your business practices.

Do you:

  • Consider your client’s, employees, or stakeholder’s needs before your own.
    • It isn’t about the paycheck for you, (although that is necessary to keep the lights on!). Instead, it is about truly serving, or helping people.
  • Ask for feedback regularly.
    • This can help you elevate your leadership skills, your business practices, and fosters a growth mindset.
  • Lead from the heart.
    • Care for your fellow humans and be open to other’s opinions, needs, and outlook.
  • Focus on elevating others before your own personal success.

It has been said that a servant leader is an excellent listener, has empathy, is able to conceptualize solutions, and can build a community. I think that sounds like the type of leader we would all like to be.

Want to know more about leadership styles and how to elevate yours. I offer training, coaching, and consulting to help You elevate your leadership. Reach out to me today.

Here we are in May – the time for graduations, weddings, sports tournaments, and Memorial Day. The time when my schedule can seem overwhelming and non-stop. Mostly because the personal invades my professional time. Why when they overlap does my stress level spike?

A recent survey I read said nearly ¾ of leaders are already stressed out. And this same survey mentioned that 70% of senior leaders admit that burnout and stress affect their ability to make decisions. Yikes, not good!

Being stressed out not only affects your ability to make strong business decisions but it affects your health, it affects your attitude, and it affects your productivity.

Back in January I was working on my 2024 goals. I realized that I needed to be gentle to myself. Even when I think I should be pushing, hustling, or striving – how can I be gentle with myself and let go of the guilt? That negative Nelly in my head needed to take the year off. As a business owner not only do we have that annoying Nelly ragging on us, but we have employee requirements, client needs, and piles of work that needs to get done to keep our bank accounts at a healthy level. Here are some tips and tricks I personally use to stay above the stress and chaos and to balance the professional with the personal commitments.

  • Know your body’s stress signals – Paying attention to your body is the first step in reducing stress. Does your heart race? Do you get antsy or fidget a lot when stressed? Do you get irritable? For me either my foot starts moving a mile a minute or I get blotchy. I know if I am feeling stressed and upset, I can feel my core heat up and the rash and blotches run up my neck. It is sooooo attractive, but when it happens, I know I need to take a few minutes, remove myself from the situation, and breathe. My body tells me even when my head tries to ignore it.
  • Get enough sleep – sounds easy right? Nope, I can tell you from experience it isn’t always simple. First you have to discover how much sleep your body needs and then honor that amount. Arguing with your body isn’t going to change the fact that you need at least 7 hours of sleep. And I don’t know about you, but I can’t pull off less than 7 hours of sleep anymore. I have NO idea how I functioned for years on 4 hours a night. Because I get up at O’Dark-Thirty my bedtime is earlier than anyone else in my household. It meant a few weeks of experimenting with schedules, buying an eye mask (so the light doesn’t bother me as he sits there and reads) and sometimes ear plugs when the football game is still on. In order to be your highest, most productive self, you need to take care of YOU first. Start with sleep.
  • Move your body – we all know exercise is good for us, but moving your body can reduce your stress levels and help you breathe. Remember that cold snap we had back in January?! (Brrr!) It was so dang cold I didn’t do my long walk every morning. So instead of feeling guilty about that, I walked around the building at work whenever I had 10 minutes to spare. Try not to make exercise an all or nothing thing. I struggle with that constantly, but I do know that any movement is better than none. Do things that you enjoy. Exercise should be fun, not a chore. Loved roller skating as a kid? Try it again. Ride your bike with abandon, not determination. Skip, jump rope, and try that yoga studio up the street. Find something that makes you forget you are doing something healthy for yourself.
  • Create boundaries not barriers – Where to begin? Go through your page long to-do list and create priorities. Be truthful about what you must get done vs. what you would like to get completed. Decide what is non-negotiable and start there. I also schedule time for personal “odds and ends.” Having time on my calendar to pay the bills, or to run an errand, or whatever small personal task is requiring my personal attention resolves the guilt I once had about using “work” time to do personal items. Remember you don’t want barriers as it cuts off communication. You want boundaries which will help you structure your time.
  • Use Productivity Tools – The biggest change in 2024 is I now schedule time to think, brainstorm, and plan. What is the productivity tool I am referring to? Your calendar. Use it and then stick to your “appointment.” I wouldn’t cancel on a client so why do I cancel on myself or my own business development. Having time allotted to my own business helps me stay focused on its development. Another productivity method is to “eat the frog.” Basically, that means to pick the task that is the hardest or biggest, or the one you just really DON’T want to do and do it first thing in the morning. Once you get that accomplished the sky is the limit for the rest of the day – AND no matter what else happens you are productive because you got that “frog” crossed off your list.

If you Google “Self-Care for Busy Entrepreneurs” you will find a ton of other resources. During this season of busyness, I encourage you to find something that helps you reduce your stress, be your best self, and be at your most productive. And don’t forget to breathe!

Because of the FLSA ruling, I have been asking my clients the same questions repeatedly.

  • Do you have employees who are currently on salary?
  • Is their salary less than $58,656 annually?
  • What are their job duties and title?
  • Do you know about the new DOL (Department of Labor) Overtime ruling?

What new ruling you ask? Last week the Fair Labor Standard Act (FLSA) increased the required annual salary-level threshold by 23.4%.

If you are reading this and saying “Huh?” Or if you have no clue if this applies to you. Or if you want to understand the changes you need to make with your workforce – keep reading. I am going to try and simplify it as much as I can.[1]

Who needs to comply?

  • The FLSA regulates essentially every employer which means everyone must comply with the changes.

What are the changes?

  • Effective July 1, 2024, workers who earn less than $43,888 (the minimum salary requirement) will need their employment status classified as a non-exempt employee.
    • Non-exempt means they qualify for overtime pay.
  • Effective January 1, 2025, workers who earn less than $58,656 (the minimum salary requirement) will need their employment status classified as a non-exempt employee and are eligible for overtime.
  • The next update will take place on July 1, 2027, and the salary threshold will increase again at that time.

Things to consider:

  • Many employers think because they pay their employee on salary, the employee is exempt or ineligible for overtime pay. That isn’t an accurate statement.
    • You can continue to pay your employees a salary provided they are reclassified as non-exempt they receive overtime pay whenever they work more than 40 hours in a workweek.
  • Simply raising your worker’s salary to the new limit will not necessarily meet the classification requirements.
  • Simply changing the employee’s title to “manager” or “supervisor” will not meet the new classification requirements.

What do I mean by that?

               In addition to meeting the minimum salary requirement a position must meet certain “specific duties tests.” There are DOL websites where you can run the duties through and see if they qualify for an exception. I will summarize what I see the most of below.

Positions NOT eligible for salary or exemptions from the new rule.

In other words, if you are currently paying these employees on salary, you will need to classify them as non-exempt them by July 1st and they qualify for overtime pay.

  • Blue collar workers or manual laborers. These employees perform work involving “repetitive operations with their hands, physical skill and energy.”
  • Inside sales employees.
  • Paralegals and legal assistants.
  • Most admin assistants.

There are several “white collar exceptions.” Here are the two I mostly see with my clients.

Executives:

  • The primary duty must be “managing the enterprise or managing a customarily recognized department.”
  • Must regularly direct the work of at least 2 or more other full-time employees.
  • Must have the authority to hire or fire other employees.

Administrative Workers:

  • The primary duty must be “the performance of office or nonmanual work directly related to the management or general business operations.”
  • The primary duty includes “independent judgment with respect to matters of significance.”

There is near certainty of legal challenges for this DOL ruling, but that doesn’t mean you shouldn’t comply. This is not a “let’s wait and see” situation. If you do not comply with the new requirements, be prepared to pay hefty penalties. It isn’t worth jeopardizing your business. I recommend you begin these changes sooner rather than later and be ahead of the game.

Here at Structure for Success we are happy to help you with assessing your workforce. Please reach out and let’s see how we can help.

Additional resources:

Fact Sheet #17A: Exemption for Executive, Administrative, Professional, Computer & Outside Sales Employees Under the Fair Labor Standards Act (FLSA) | U.S. Department of Labor (dol.gov)

FLSA Overtime Rule (shrm.org)

Businesses Face a Choice on How to Address DOL Overtime Rule Change (shrm.org)

DOL Releases Final Overtime Exemptions Rule | SPARK Blog | ADP

FAQs: FLSA Overtime (adpinfo.com)

[1] This article is strictly a summary of the new ruling. For detailed or personalized information, please reach out to me directly.

One of the most overused and underexplained leadership concepts is that of “Lead by Example.” It should be self-explanatory yet in every one of my leadership workshops I have new leaders who are brave enough to ask questions on this concept.

“Does this mean I have to do the same work they are doing?”

“Does this mean I can never, ever, make a mistake?”

“Does this mean I can’t laugh and have fun?”

The way I explain the concept of leading by example is simple. Leading by example is demonstrating the behavior you want to see in others. You don’t push your team into the excellence you expect from them, you show them how it is done.

Leading by example isn’t grand gestures. In my opinion the small things you do as a leader have more power and go a long way to improving your team. For example, if you want everyone to be on time for a meeting, you had better be on time for that meeting.

A leader who practices leading by example not only earns the respect from their team but earns respect from their bosses as well. Demonstrating the behavior you want to see inspires confidence and fosters a collaborative team.

Not sure where to begin? Here are 5 positive ways to lead by example in the workplace.

  1. If you say you are going to do something, make sure it gets done! This is one of the most efficient, and fastest, ways to build trust with your employees. It demonstrates to the team your own level of commitment. By following through with your promises, they will respect you and have confidence in you as a leader.
  2. Follow the rules. If you want others to follow the policies and procedures of the company, you had better follow them as well. With rank does NOT come privilege (nor the right to disregard the rules). Instead rank requires responsibility. And remember, rules don’t have to be negative and can instead clarify expectations and responsibilities.
  3. Listen. Listen to your employees, your fellow managers, and the leaders you report to. Listen to consultants, mentors, and teachers. Everyone has something of value to add to a conversation. Interacting with your team, by listening to them, helps them feel comfortable coming to you about any issues. Besides, the more you truly listen, the more you learn.
  4. Keep growing and learning. Every leader understands they need to learn and grow to continually improve their leadership skills. Attend workshops, training opportunities, read business book summaries or an article instead of mindless scrolling. And don’t bad mouth or put down those workshops. That sets an example too. Instead, let your team see you stretching your mind and continually improving your skills. Encourage them to learn and stretch themselves as well.
  5. Watch what you say and do. Welcome to leadership. You are now a celebrity. Your staff is your paparazzi. They are watching, and learning from you, how to behave. Be aware of how your team could interpret what you say, or how you act in any given situation. Yes, work (and life) can be stressful. But flying off the handle and dropping 15 F-bombs may make you feel better but what message does it send to your paparazzi; I mean your team? How are you going to react if someone on your team behaves that way (and worse in front of YOUR boss?).

Everyone has their own unique qualities that make them a good leader. There is no one way to be an exceptional leader. Good leadership is about motivating and inspiring your team as well as meeting your production requirements. When you emulate the behavior you want to see in your team members, you encourage your team to practice effective communication, incorporate collaborative team practices, and you show them that they matter.

Want to talk about ways to put your team first, but maintain your own sanity? Give me a call and let’s discuss how to implement the lead by example concept without losing your authentic self.

An HR leader recently called me to bounce some ideas around regarding her leadership team. As she began to describe their struggle with specific situations, I realized there was a solution they hadn’t tried yet. It wasn’t accountability, or goal setting. Instead, we realized her leaders hadn’t created an environment where psychological safety was the primary driver.

There is a lot written about psychological safety in the workplace. Go ahead and Google it. It is an easy rabbit hole to spiral into. Here is the short definition for the purposes of this blog.

  • Team psychological safety is a shared belief, held by ALL members of the team, that it is ok to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes.
    • Team members, and the leader, feel safe to express themselves without the fear of negative consequences. As we joke in my family – the filters come off.
    • That doesn’t give people permission to be rude, nasty, or indelicate. But it does give team members permission to try new things, speak up with questions, be open and honest, and make mistakes.

Unfortunately, psychological safety is often a fantasy in the workplace. Luckily it isn’t difficult to create a “safe” space at work. But as leaders, you do need to be committed to the concept. 

Here are 6 ways to create Psychological Safety at Work:

  • Actively solicit questions.
    • Ask open-ended questions (with an open and welcoming tone) to get your team members thinking. Open ended questions are the questions where they cannot simply answer with a Yes or a No. Allow your team members to dig deeper into their reasoning. Allow them to actively, and verbally, work through their thoughts.
  • Show value and appreciation for ideas.
    • The saying there is no such thing as a stupid idea / question comes into play here. Tell your team members how you appreciate their input. That doesn’t mean you have to do everything they suggest, but somewhere in there may be a gem of an idea you hadn’t thought of yet.
  • Promote positive dialogue and discussion.
    • Team safety comes not just from you but from the other members of the team. No eye-rolling, sighing, or snorting when someone suggests a new way of doing things. No “of course” comments under someone’s breath when someone admits to messing something up. And my pet peeve – no talking over each other. Everyone’s voice is equal.
  • Be precise with information, expectations, and commitments.
    • You have heard me say this over, and over, and over again! Be specific about what you need from them. What their duties are, what your expectations are and how you want them to achieve their commitments / goals.
  • Explain reasons for change.
    • When your team members understand the why behind the shifts, they realize that the change isn’t personal or something they specifically did.
  • Own up to mistakes – your own.
    • No one is perfect. One of the best lessons I learned as a leader was being willing to say I was wrong. Is it comfortable, of course not, but necessary. Once they see you are open about your mistakes, and the world doesn’t end, then they will feel more comfortable being open about their mistakes. The catch is to allow them to make a mistake. Let them fix it as well. Mistakes mean you took a risk, tried something new, and lived to tell about it. It does not mean this mistake is held against you forever and a day.

Psychological safety takes effort from the leader and from the team. Not sure if you are fostering psychological safety with your team? Give me a call and let’s talk it through.

When I teach leadership classes I try to instill in my class that there are three important leadership traits that will help them stay on the leadership track.

  • Authenticity counts – forget about eloquence, focus on being real.
  • Visibility is a form of communication – get out there and be consistently seen.
  • Listening is a powerful tool – active listening is a skill that needs to be constantly honed.

I think a skill that can also be honed is emotional intelligence or EQ.  Emotional intelligence in a leader can help them read their people as well as they can read books. Ever had one of those leaders who couldn’t read the room and barreled on and made moral worse? If that leader had known the basic concept of EQ, would it make a difference to the team? I think it does.

In my experience leaders who have a sense of EQ stay cool under pressure. They don’t hide from their feelings but learn from them. They understand others better, and they communicate more effectively than the “clueless” ones. Sounds perfect, right? Don’t we all wish we could do those things. In the interest of honing and learning new skills, here are 5 components of EQ and a brief summary on how to use them as a leader.

  1. Self-awareness. This is the leader’s ability to recognize and understand their own moods and emotions and how their state of mind affects others on their team. Knowing your own frame of mind and communicating with your team (not over sharing, think of it as a public service announcement instead) can help misunderstandings.
  2. Self-regulation. This involves the leader being able to control their impulses and moods and think or pause before acting. Self-control in the sense of being optimistic (be like Ted Lasso!) vs. being pessimistic. Self-regulation is focusing on being forward thinking instead of reactionary. Process your feelings instead of taking them out on your team.
  3. Internal motivation. Know your WIIFM (What’s in it for Me?). Do you know your WIIFM? Why are you in this leadership role? Do you know your team’s individual WIIFMs? Understanding the difference between intrinsic (internal) and extrinsic (external) motivations can help you, as a boss lead your people in a way that motivates them. There is not meant to be judgement in this exercise, just acknowledgement of what drives the individuals on your team.
  4. Empathy. Leaders need to be able to understand emotions and empathize when someone is struggling. I am not saying you need to fall for every sob story that comes your way. But acknowledging that a team member is frustrated and giving them an outlet to safely “vent” can help them move past their hurt, anger, or frustration and get back to being productive. Empathy helps us accept their feelings without judgement or more importantly, listen to them without the need to fix it. You are acknowledging their feelings without owning them.
  5. Social skills. The aspect of social skills in the EQ realm is the ability to properly manage your own and other’s emotions to connect, interact and work with others.  Think about that networking event you went to and you “got stuck” with someone who didn’t ask you one thing about your business or life and instead went on for a 20-minute monologue about how you can help them. There is no bonding there, just boredom!

As a leader many of us use EQ without realizing that is what we are doing. Keep it up! Remember to check in with your own emotions before taking them out on your team. Get to know your team and what drives them and give them goals and direction that coincide with their WIIFM.

You will find incorporating these EQ techniques can help your communication flow, enhance your ability to inspire and motivate your team, reduces stress for you and your team members, and allows you to be that authentic supportive leader that you are destined to be.

Want your team members to learn more about leadership? Reach out to me to learn about our training modules which will elevate yours, and your team leader’s, leadership skills.