Paradigm Strategies

09/08/2022

When faced with uncertain times and unexpected events, leaders should follow these four steps to see success.

https://www.entrepreneur.com/leadership/the-4-things-leaders-need-to-do-first-when-faced-with/432008

When faced with uncertain times and unexpected events, leaders should follow these four steps to see success.

09/06/2022

Empower Yourself in the Face of Uncertainty

It’s natural to fear the unknown, but uncertainty doesn’t have to be debilitating. Here’s how to empower yourself to step confidently into the unknown and seize the opportunities it presents.

1. Reframe. Every situation has upsides and downsides. When faced with uncertainty, focus on the former, rather than the latter.

2. Prime yourself. There are many types of risks: financial, intellectual, social, emotional, physical, and so on. Identify which ones you have a natural aversion to or affinity with. This will help you approach uncertain situations with more self-awareness and confidence.

3. Take small steps. If you’re unsure how a situation or idea will play out, starting modestly can be more effective and less anxiety-provoking than trying to do everything at once.

4. Prepare yourself for setbacks. It’s frustrating when something doesn’t turn out the way you’d hoped or intended. Allow yourself to feel disappointed and frustrated, then ask yourself, “What insights can I take away from this?” You’ll be able to learn from the setback and adopt a new approach.

From HBR Aug 26, 2022 & adapted from “How to Overcome Your Fear of the Unknown,” by Nathan Furr and Susannah Harmon Furr.

08/30/2022

Reinvest in Your Underperformers

When people on your team are underperforming or disengaged, how should you respond?

1. Instead of reacting angrily or punitively, take ownership and try to better understand your employees’ needs. Of course, not everyone on your team will be able to articulate exactly what they need to feel creative, engaged, or challenged;

2. However, through open and honest conversation, you can draw it out of them. Ask if they’re taking care of themselves. Do they have a mindfulness regimen? How are they feeling about working with the team? How are they feeling about their office or workspace? Then, take action.

3. Depending on what you’re hearing, you might advocate for new resources from senior leadership — a meditation or nap room at the office, gym membership stipends, coaching, or support from a mental-health professional.

But remember: all of your noble intentions to support people’s needs will be for naught if they’re in back-to-back meetings, trying to meet unrealistic deadlines, or sending chats or emails at all hours. So, set clear expectations around work and non-work hours, and make sure people have time to take advantage of the benefits they need.

From HBR Jun 27, 2022 & adapted from “The Secret to Becoming a Better Manager,” by John Baird and Edward Sullivan.

08/25/2022

Follow these strategies to grow your business during an economic downturn.

https://www.entrepreneur.com/article/432560

Follow these strategies to grow your business during an economic downturn.

08/23/2022

Stay Cool When Someone Challenges You at Work

Work is often full of difficult moments where people catch you off guard and make you feel defensive. How can you maintain your composure when you’re challenged or put on the spot by peers, managers, or clients?

1. Start by acknowledging your immediate biological response. Blushing, stuttering, or even crying are all normal reactions to hostility and stress. Try to shift your focus onto what the other person is thinking by saying something like, “Thank you for sharing your perspective. It’s different from how I was thinking about the topic. Can you tell me more about it?”

2. While listening to their response, take some deep breaths, adjust your posture, and internally label the feeling you’re experiencing.

3. Next, check your assumptions about the other person. There could be many reasons why they seem argumentative, critical, or impatient. They could be having a bad day, or maybe this is just their communication style.

4. Listen to the substance of their points. Don’t default to defensiveness, and if you think they might actually be right, acknowledge it and back down from your position respectfully. If you think they’re wrong, respond and engage confidently as if it were a negotiation, without anger.

5. If you feel you’ve taken the discussion as far as you can, draw it to a close. Reassure them that you’ll work through their points and follow up. Thank them for the discussion, and exit with your head held high.

From HBR Aug 5, 2022 & adapted from “How to Stay Cool When You’re Put on the Spot,” by David Lancefield.

08/18/2022

Small companies should consider approaching hiring differently. Here's why.

https://www.entrepreneur.com/article/432066

Asking candidates these two important questions during an interview will help you identify the best talent for your team. Here's why.

08/16/2022

Great Managers Conduct Great Performance Reviews

It’s tempting to treat performance reviews like a perfunctory management task. But, when you do them well — with care and intention — they can help your employees not only perform better but feel valued and engaged. Here are five steps to lead a productive conversation.

1. Convey positive intent. Whether you’re speaking with an all-star employee or a chronic underachiever, start by stating that your goal is to set them up for future success.

2. Describe specifically what you have observed. The more specific and descriptive your feedback, the more likely your employee is to understand what you’re hoping they’ll start, stop, and continue doing.

3. State the impact of their behaviors and actions. Lay out the cause and effect. For example, rather than saying, “You didn’t connect with the buyer,” try, “You interrupted people in the meeting, and this resulted in the buyer being less open to listening to your ideas.”

4. Ask how your feedback is landing. This isn’t simply a polite thing to do. It allows your direct report to challenge your assumptions, add relevant context, and communicate important information that you might not have been privy to.

5. Address the question: Now what? Be clear about next steps and what exactly you will be tracking, measuring, and assessing in the coming year — as well as what kind of support you can offer moving forward.

From HBR July 19, 2022 & adapted from “How to Conduct a Great Performance Review,” by Frank V. Cespedes.

08/11/2022

Here are 10 red flags that indicate a client might not be right for you.

https://www.entrepreneur.com/article/432032

Not every client is right for you. Here are 10 warning signs you can spot early to prevent future client tantrums and headaches.

08/09/2022

Streamline Your Hiring Process

The hiring process is too often time-consuming and expensive. As a manager, how can you streamline yours — and improve the quality of your hiring decisions?

1. Reduce the number of interviewers in your process. If you have more than four or five interviewers, the costs associated with the additional complexity in your process have most likely exceeded the benefits.

2. Shift away from consensus-driven decision making. Be explicit about who gets to make the final call on each hiring decision and who may have veto power.

3. Ask interviewers to use numerical ratings when evaluating candidates. Doing so helps hiring committees focus on the holistic view rather than on one-off negative comments. And having interviewers submit their ratings before hearing input from colleagues will reduce the chance of groupthink.

From HBR Aug 1, 2022 & adapted from “It’s Time to Streamline the Hiring Process,” by Atta Tarki et al.

08/04/2022

Successful leaders listen because they know it's important to the growth of their business.

Being a self-aware, active listener will improve your leadership skills and communicate your appreciation and respect to your team.

08/02/2022

Show Your Employees How Much You Value Them

To lead a team of engaged, productive, and inspired employees, you need to show them that you value them. Here’s how to recognize and honor your people.

1. Really get to know them. Invest time in deeper conversations to glean insights about your employees’ goals, what motivates them, what excites them about the work they’re doing, and what challenges they’re facing — both at work and at home.

2. Make developmental conversations routine. At least once a month, check in with your employees about their growth trajectory. Questions to track include: “What are your personal developmental goals for the coming month? What are you in the process of learning? What are your career goals, and how can I help you achieve them?”

3. Back up words with actions. Advocate for your employees and acknowledge their achievements in public and behind closed doors to give them opportunities for recognition and career advancement.

From HBR July 29, 2020 & adapted from “Simple Ways to Make Your Team Feel Valued,” by Kate Lee.

07/28/2022

Following these three simple steps will enable any small business owner to improve in the area of leadership.

Following these three simple steps will enable any small business owner to improve as a leader.