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Be willing to let your team members fail

This may sound a little harsh, but once you understand the meaning behind this statement, I believe that you will see that I’m suggesting a way to help, not hurt, those who work for you. Within certain bounds, giving the members of your team the opportunity to fail provides them with a safety net over which they can feel comfortable taking calculated professional risks and, in turn, help advance the organization and simultaneously grow professionally. By allowing members of your team to fail, I don’t mean losing a major client, hurting their professional reputation, or costing the company a large sum of money that could cost them their employment.  It does, however, allow them to: Define new techniques that improve existing department processes Design new product concepts Make a client presentation with you sitting in the back of the room helping them succeed if needed Try to develop a new skill that’s good for the company and their career Sit for a certification exam that they only have a 50% chance of passing Experiment with new technologies that could create company value if they are successful In essence, you are creating an environment that facilitates experimentation, innovation, teamwork, and the chance to have a real business impact.  By not giving your team this opportunity to fail, you are in essence telling them not to try anything new unless they are 100% sure that it will be 100% successful the first time and if not successful, their promotion, future pay raise, or even [...]

By | 2021-04-30T00:13:50+00:00 May 17th, 2021|

Value of 360 degree analysis

Imagine your boss coming into your office and saying that you will soon be involved in an analysis that will survey your peers, your staff, and your boss to find out what people really think of you. Then, all this information will be compiled in a report and presented to you as a type of career development. Would you look forward to it? Would you run for the door? Would you run to the restroom to throw up? Hopefully you will look forward to it. It's called a 360 review and it can be a great learning and growing experience. Before discussing the numerous potential benefits of being involved in a 360 review, I'd like to share my experience with this type of review. I have done two 360 reviews in my past. Both were part of a company-wide initiative that gave 360s to all manager-level employees. The first time, the person being analyzed was the only one who received the results. The second time, which was at a different company, the person's manager also got the results. This simple difference, namely who receives (or doesn't receive) the results made a huge difference. In the first one, the people who filled out the surveys (for their boss, peer or subordinate) tended to give honest and helpful feedback. I learned a lot, both good and bad, from that analysis. The second analysis was very political, deals were made between peers, and very little was learned by the participants. The moral of the story [...]

By | 2020-06-15T23:12:55+00:00 October 26th, 2018|