Right Attitudes

Ideas for Impact

Coaching

The Speed Trap: How Extreme Pressure Stifles Creativity

By Leave a Comment

The Speed Trap: How Extreme Pressure Stifles Creativity

Speed is beneficial—until it isn’t. Moving faster often means becoming leaner, sharper, and more efficient. It fuels innovation and keeps you ahead of the competition. However, excessive speed can backfire. Managers pushing harder with increased workloads and tighter deadlines create rising pressure. As a result, creativity declines, insightful thinking stalls, and rushed work compromises quality, accuracy, and overall performance. In such environments, passion gradually fades.

Success is not solely about speed; it requires sustainability. Here’s how:

  • Set Realistic Deadlines: Commitment should not lead to exhaustion; it’s a sign of imbalance. Success must align with well-being by eliminating distractions and focusing on priorities that truly matter.
  • Be Honest About Urgency: Artificial deadlines damage trust and create chaos. When everything is urgent, nothing is. Push back against unnecessary demands, prioritize effectively, and remove distractions to maintain focus.
  • Explain the “Why”: People engage more when they understand the purpose. Without a clear explanation, urgency lacks meaning and motivation dwindles.

Idea for Impact: Sustainable success requires balance. Involve your team, prioritize wisely, and work smart—not just fast.

Wondering what to read next?

  1. These are the Two Best Employee Engagement Questions
  2. Create a Diversity and Inclusion Policy
  3. Treat Employees Like Volunteers
  4. From the Inside Out: How Empowering Your Employees Builds Customer Loyalty
  5. Seven Easy Ways to Motivate Employees and Increase Productivity

Avoid Telling Someone in Trouble “Be Positive” … It Denies Their Reality

By Leave a Comment

Forced Positivity is a Form of Denial Encouraging someone to “just be positive” during tough times can inadvertently overlook the complexity of their situation and the depth of their emotions.

Positivity helps, but not all issues are solved with it. Each person processes difficulties differently and simply urging someone to be positive may trivialize their emotions or leave them feeling invalidated. It doesn’t boost their resilience.

Forced positivity stifles the essence of true life. Instead, extend support, empathy, and understanding. Avoid denying their reality or pressuring them to suppress their emotions and pretend to be positive. Refrain from creating barriers to open communication, as this may compel them to conceal their true feelings to meet the expectation of positivity.

Idea for Impact: Forced positivity is a form of denial. True strength is often found in authenticity. Navigating life’s challenges starts with acknowledging its abundance of shortcomings, foibles, and crippling insecurities.

Wondering what to read next?

  1. Listen to Understand, Not to Respond
  2. Entitlement and Anger Go Together
  3. Stop Trying to Fix Things, Just Listen!
  4. How to … Address Over-Apologizing
  5. Think Twice Before You Launch That Truth Bomb

Fixing Isn’t Always the Quick Fix: Keep Your Solutions to Yourself

By Leave a Comment

Stop Solving, Start Asking: Guiding Teams Through Questions, Not Answers When team members come to you with problems, resist the urge to jump straight into “fix-it” mode. It’s a common reflex, but it can actually backfire.

Quick fixes give the impression that they should rely on you rather than work through the issues themselves. This not only stifles their growth but also means you’ll be fielding more of these help requests.

Instead, take a step back and ask guiding questions. Encourage them to think through their own solutions. You might say, “That’s a great question. What ideas do you have?” Listen closely. A little nudge is often all it takes for them to land on the solution you’d suggest anyway, but this way, they’re more invested.

If their ideas miss the mark, ask, “What else could you try?” Use your experience to broaden their thinking and gently guide them toward a solution.

Idea for Impact: Guide team members to think through their own solutions by asking questions, rather than offering quick fixes, to foster growth and independence.

Wondering what to read next?

  1. How to Manage Overqualified Employees
  2. Don’t Underestimate Others’ Willingness to Help
  3. What To Do If Your New Hire Is Underperforming
  4. To Inspire, Pay Attention to People: The Hawthorne Effect
  5. Ideas to Use When Delegating

Five Questions to Spark Your Career Move

By Leave a Comment

Five Questions to Spark Your Career Move There are numerous compelling reasons to consider switching jobs. Factors such as work-life balance, economic pressures, family relocations, company downsizing, or a desire for a change can all influence your decision. However, these motivations often stem from circumstances rather than personal feelings, leading to less uncertainty than the deeper reasons we’ll explore later in this article.

We naturally resist change, even when dissatisfaction looms large, which can make leaving an uninspiring job difficult. Yet, a career switch can sometimes be the best choice for your well-being. Here are some essential questions to guide your decision-making process:

  1. Are you mentally stimulated in your job? If your work has become repetitive and unchallenging, you may be experiencing “rust-out.” Seek opportunities that engage your mind and rekindle your passion for your role.
  2. Do you feel valued in your workplace? Job satisfaction often hinges on recognition from your manager and colleagues. Feeling undervalued can lead to burnout and disengagement, making a positive work environment essential for motivation.
  3. Are you performing at your best, or merely coasting? If your work feels effortless and routine, you might be underperforming. Addressing frustrations in your current role could be easier than starting anew with fresh challenges.
  4. Where do you envision your future? Reflect on whether there are specific roles or industries you’ve hesitated to explore. Understanding your long-term goals can clarify if you’re on the right path toward achieving your aspirations.
  5. Are you settling for a job that misaligns with your values? If your current position doesn’t reflect your self-worth or personal beliefs, it may be time to seek opportunities that resonate more with what truly matters to you.

Idea for Impact: Before quitting out of frustration, consider giving your employer a chance to address your concerns. Identify the core issue: is it the job itself, your boss, a coworker, or the company culture? Even if your supervisor can’t resolve everything, sharing your thoughts may spark positive changes. If improvements don’t materialize, shift your focus to moving forward rather than assigning blame.

Wondering what to read next?

  1. What Every Manager Should Know Why Generation Y Quits
  2. How to Improve Your Career Prospects During the COVID-19 Crisis
  3. The Speed Trap: How Extreme Pressure Stifles Creativity
  4. Book Summary of Leigh Branham’s ‘The 7 Hidden Reasons Employees Leave’
  5. The Never-Ending Office vs. Remote Work Debate

The Jerk Dilemma: The Double-Edged Sword of a ‘No Jerks Here’ Policy

By Leave a Comment

The Jerk Dilemma: The Double-Edged Sword of a 'No Jerks Here' Policy Many organizations swear by a no-jerk rule to project an image of a respectful and collaborative workplace. However, implementing this rule isn’t exactly a walk in the park.

First, defining “jerk” behavior is as subjective as choosing your favorite ice-cream. This leads to misunderstandings and people getting unfairly labeled as jerks due to personal conflicts or misinterpretations—even genuine disagreements. Some might even use the rule as a shield to deflect well-deserved criticism.

Then there’s the spectrum of jerkiness. While outright jerks should be shown the door, they’re quite rare. The real challenge lies with the “bit-of-a-jerk” types and situational jerks who often have no clue that their behavior is disruptive. With a little feedback and clear boundaries, these individuals can usually improve.

Consistency is another obstacle. Perceptions of jerk behavior can vary wildly based on personality and workplace dynamics. What one person finds acceptable, another might view as offensive, creating an environment where employees feel constantly scrutinized, leading to defensiveness or resentment.

Idea for Impact: While the no-jerk rule seems favorable in concept, implementing it requires a bit more finesse than simply slapping a sign on the door!

Wondering what to read next?

  1. Why Your Employees Don’t Trust You—and What to Do About it
  2. Bringing out the Best in People through Positive Reinforcement
  3. Why Hiring Self-Leaders is the Best Strategy
  4. Fire Fast—It’s Heartless to Hang on to Bad Employees
  5. How to Hire People Who Are Smarter Than You Are

What Knowledge Workers Want Most: Management-by-Exception

By Leave a Comment

What Knowledge Workers Want Most: Management-by-Exception Peter Drucker called them ‘knowledge workers.’ These professionals possess specialized skills, are inherently driven, thrive on challenges, and require a high degree of independence to convert raw data and ideas into valuable knowledge.

What distinguishes knowledge workers is their strong desire for autonomy and the freedom to confront complex problems head-on. Their brilliance truly shines when they maintain control over their work processes and decision-making.

Micromanagement? That’s a non-starter for knowledge workers. Their productivity soars when they’re entrusted with the essential tools, authority, and the room they need to carry out their tasks.

Above all, what truly fuels the passion of knowledge workers is a compelling vision of the future that drives them to be active contributors. By nurturing intrapreneurship and providing opportunities to experiment with innovative ideas and calculated risks, managers can unlock their full potential.

Through the management-by-exception approach, managers only need to step in when they notice a significant misalignment with organizational priorities or when results start to falter, striking the perfect balance between guidance and autonomy.

Idea for Impact: Don’t apply traditional management methods to knowledge workers.

Wondering what to read next?

  1. To Micromanage or Not?
  2. The Difference between Directive and Non-Directive Coaching
  3. Bringing out the Best in People through Positive Reinforcement
  4. Why Hiring Self-Leaders is the Best Strategy
  5. Fostering Growth & Development: Embrace Coachable Moments

The World’s Shortest Course in … Delegating

By Leave a Comment

The World's Shortest Course in Delegating Delegation is crucial but tough for new managers. Here’s how to nail it:

  • Pass off tasks that aren’t your core job. Focus on what matters most. Delegating stuff you enjoy is the real challenge.
  • Trust your team. Let them handle tasks without micromanaging. Set clear goals and back off.
  • Match tasks with the right people. Hire experts, but also give team members chances to learn new skills. Build a strong team.

Always stay accountable for the final result, even if someone else does the work.

In short: Pick the right person. Define the task. Set clear standards. Stay responsible. Be patient and learn from mistakes. That’s how you delegate like a pro.

Wondering what to read next?

  1. A Guide to Your First Management Role // Book Summary of Julie Zhuo’s ‘The Making of a Manager’
  2. What Knowledge Workers Want Most: Management-by-Exception
  3. Ideas to Use When Delegating
  4. Never Criticize Little, Trivial Faults
  5. How Can You Contribute?

Frontline Creativity: Small Ideas, Big Impact

By Leave a Comment

Empowering Frontline Workers: Unleashing the Power of Small Creative Ideas Frontline workers are right in the thick of it all—they’re the ones with their finger on the pulse. They see firsthand what’s working smoothly and what’s not, acting like customer whisperers, understanding exactly what people want and where things are going wrong.

But often, they keep quiet about what they observe. Can you blame them? Their to-do lists are endless—they’re racing against deadlines, handling customer frustrations, navigating strict policies and guidelines, and juggling a mountain of requirements. They barely have a spare minute to address the root issues.

Speaking up feels like walking on eggshells. They fear causing a fuss or feeling like their voice won’t count.

Listen to Your Frontline Heroes; They Know What’s Up

As a leader, you can change the game by opening up lines of communication with your frontline team. Spend some time in the trenches. Dedicate an hour each week or an afternoon each month, depending on the chaos, and gather everyone for brainstorming sessions. What are the major issues you need to tackle in your operations? How can you collectively solve them, and how can you ensure those changes stick?

Foster an environment that celebrates quirky, out-of-the-box ideas. Provide people with the time and resources they need to tweak their work and bring their ideas to life. And involve everyone in the process. Remember, real change takes time—sometimes months. But it’s worth the wait. Most companies lack patience, but those that do usually thrive at the grassroots level.

Idea for Impact: Frontline Feedback Drives Real Change

Companies must rethink how they perceive frontline employees. Sure, processes and technology can handle a lot, and automating processes can save heaps of money. But frontline workers are the lifeblood of the company—they’re the ones who truly connect with customers. They represent your brand. Don’t underestimate their insights. Treat them as the problem-solvers and brand ambassadors they are, and give them a voice in the mix.

Wondering what to read next?

  1. How to … Declutter Your Organizational Ship
  2. The Speed Trap: How Extreme Pressure Stifles Creativity
  3. What Elon Musk and Jeff Bezos Learn “On the Floor”
  4. From the Inside Out: How Empowering Your Employees Builds Customer Loyalty
  5. Heartfelt Leadership at United Airlines and a Journey Through Adversity: Summary of Oscar Munoz’s Memoir, ‘Turnaround Time’

Consistency Counts: Apply Rules Fairly Every Time

By Leave a Comment

Consistency Counts: Apply Rules Fairly Every Time It’s confusing when managers are strict one day and super chill the next.

Your employees get bummed out when it’s “by the book” one day and “anything goes” the next.

No matter how your day’s going, stick to the company rules and procedures. Keep it consistent, and it’ll be way less stressful for your team.

The same goes for customers. For example, consider how dealing with airline customer service can be a real headache, especially regarding baggage size rules. It’s like stepping into a game of roulette where different people and locations play by entirely different sets of rules. What’s acceptable at one airport becomes a baggage debacle at the next stop, turning the baggage ‘rules’ into a guessing game, even with the same airline.

Consistency in sticking to company policies is a big deal for keeping things stable and trustworthy.

When your employees and customers see you playing it fair and square all the time, they know what to expect.

  • Create clear documentation and implement robust training programs for employees.
  • Keep leadership messaging consistent and on point, foster a culture of compliance and accountability across all levels of the organization, and regularly audit policy adherence, incorporating it into performance metrics.

Idea for Impact: Stay Consistent, Stay Fair. Stay on the same page, reliably and uniformly. Staying consistent with policies is key to building solid relationships with your employees and your customers.

Wondering what to read next?

  1. Not Every Customer is a Right Fit for You—and That’s Okay
  2. Leadership Isn’t a Popularity Contest
  3. From the Inside Out: How Empowering Your Employees Builds Customer Loyalty
  4. A Sense of Urgency
  5. How to Develop Customer Service Skills // Summary of Lee Cockerell’s ‘The Customer Rules’

Talk to Your Key Stakeholders Every Week

By Leave a Comment

Stay Connected, Stay Informed: Weekly Conversations with Key Stakeholders Get into the routine of catching up with your key stakeholders from various roles regularly.

You don’t need to have long meetings—even just a quick ten-minute chat can do wonders.

Think of it like doing regular walk-abouts to keep your ear to the ground. You’ll stay in the loop and spot any areas that need attention.

Plus, you’ll strengthening relationships. Being accessible and open to listening encourages people to speak up and deal with issues then and there. You’ll nip problems in the bud.

Idea for Impact: Stay connected, stay informed. Being open goes a long way.

Wondering what to read next?

  1. Do Your Employees Feel Safe Enough to Tell You the Truth?
  2. Never Criticize Little, Trivial Faults
  3. How to Stop “Standing” Meetings from Clogging Up Your Time
  4. Frontline Creativity: Small Ideas, Big Impact
  5. Fostering Growth & Development: Embrace Coachable Moments