Monthly Archives: April 2014

In today’s business world, it is common to have a diverse group of team members. Not only will you find that you have people of many cultures, ethnicities and beliefs, but you will likely also employ a wide range of ages of employees, as well. Though you may take this fact for granted, you may not be leveraging the benefits you can gain from having cross generational teams in your workforce. Here are some benefits to putting people of different ages together for the purposes of work.

1.   Younger team members may be more tech savvy. As new technology rolls into the workplace, it is likely that you will find that younger team members embrace and understand the technology more readily than older counterparts. Use this natural technology bent to have younger employees help others learn and integrate new products and applications.

2.   Let more experienced employees help younger ones establish routines and organizational skills. With time, most employees become more organized and efficient, with better time management and follow up skills. Let these employees work with those “just out of college” employees who may have more trouble staying organized while juggling multiple priorities.

3.   Brainstorm for multiple perspectives. Age changes perspective on many things. When you need to really look at a problem from all angles, create a brainstorming team that is cross generational. You’ll generate many more ideas by looking at the problem from so many different perspectives. This is particularly important when you are discussing an item related to how consumers will perceive a product, since it is likely that your customer base will be made up of a wide range of ages, as well.

4.   Create good working relationships. You may initially think that camaraderie will be more easily established with teams that are close in age. However, teams that are made up of a wider range of ages and cultural backgrounds may have more harmony. Like families, close teams are established through multiple perspectives and embracing differences as well as similarities.

When creating your work teams, don’t be afraid to “mix it up”. You may find that by doing so you have more ideas floating around for how to improve productivity and be more successful. You may also find that some of the closest working relationships among your staff come from those who are one or even two generations apart.

The idea of a manager as an employee coach is one most of us have heard of. However, many people may not really know the difference between the two. Coaches and managers have many things in common, but there are some distinct differences, as well. Here are the primary differences between managers and coaches, as well as some guidance as to when each style is most beneficial. 

• Managing is all about directing activity toward specific outcomes. Managers manage processes, and direct the people using those processes. The desired result is generally related to a specific goal, and managers may give specific instructions that should be followed. Managing works well when a person is new at performing a task or lacks confidence in completing the task. It is also a good way to get results during a crisis.
  

• Coaching, on the other hand, is related to developing a person, rather than a process. Coaching requires offering advice and suggestions, leaving final decisions to the employee. It is focused on helping the employee grow into his or her potential, rather than on reaching a specific goal.
  

Which Should I Be?

As a business leader, you will likely use both the manager and the coach role at different times and with different employees. As mentioned earlier, crisis situations require management, as does developing processes with new or less confident employees. Coaching, however, takes your employees to the next level.

The employees who will respond best to the coaching style are those who are already performing at a high level, and who are ready for the next challenge. It also works well with employees who are creative and who are confident enough to try new approaches and think on their feet.

Coaching and managing must each be part of your repertoire as a leader. Managing processes and less experienced staff will help develop employees to performing at a high level. Once they have reached this level and have confidence in their abilities, coaching them will develop them in ways that can propel their career forward. Think of coaching as a way to develop your employees to take your place. This idea should not create fear, since you should always be grooming someone to fill your shoes as you move up the ladder as well.

The mindset that leads a manager to be a coach is one that improves the skill and confidence of both the employee and the coach, as well. As you develop into a coach for those employees who are up for the challenge, you will see benefits for both of your careers.

Most of us move through the day with the intent of accomplishing many things. If you’re like most of us, however, some days find you caught up in a whirlwind of unplanned activities at work that can leave you wondering where the day went and frustrated that you didn’t complete your planned task. Mindfulness is the act of moving through the day with purpose, and learning to separate the whirlwind that distracts you from the meaningful activities for the day. There are several ways to help improve your mindfulness as you go about your daily tasks.

 Make lists. Making lists is a two-part activity. The first is creating that “to do” list for the beginning of the day that highlights the things you need to accomplish. This helps you to achieve focus and have a daily plan. The second part of list making is to document what you accomplish. This may be as simple as marking things off that “to do” list as these are completed. At the end of the day, you can clearly see what you have accomplished and what might need to be moved to the following day’s list.           

 Speak with intent. Verbal communication at work is essential for an effective and happy workplace. Plan, for example, what you will say at staff meetings ahead of time, being mindful of the items that really need to be on the agenda, while also being mindful of the amount of time. Meetings that are unnecessarily long, or filled with agenda items that could just as easily have been communicated through a simple email are a waste of everyone’s time. People will appreciate attending your meetings if these are clearly important and effective.

 Structure the socializing. Happy co-worker relationships are another key to a happy workplace. However, socializing can waste time and decrease productivity. Be friendly with your coworkers, but make it a point to limit your own socializing to specifically carved out times of the day, being mindful of the amount of time you’re spending on each occasion. You may find that you get back an hour or more each week just by focusing on not over-socializing at work.

 These three simple tasks are really all about being more aware of how you spend your time. If you start by looking at how many unproductive days you have, and begin being more focused on how you spend your time, you will see your productivity increase immediately. Over time, you may find that you are accomplishing more than you ever thought possible in one day at the office.

Successful business leaders often spend much of their time communicating with employees and clients verbally. Often, this type of communication represents the leader’s strong suit, particularly when it comes to influencing people. However, it is just as important to be able to influence others through written communication. Improving your written communication skills can help increase your influence with those who work with you and those who benefit from the products or services offered by your company. Here are three tips to help you improve your writing.

1. Sweat the details. It is not acceptable for a business leader’s writing to be grammatically incorrect or to be riddled with typographical errors. If you are weak in the area of sentence structure, spelling or grammar, work to correct these problems before you begin writing letters or papers that will be read by others. A less than stellar command of the English language reflects poorly on your education and on your attention to detail. Enlist the help of a professional writer, if needed, to edit your work until you feel comfortable. Always have someone else proofread your work for typographical errors before it is released.
2. Master adjectives and adverbs. One of the most important keys to writing words that influence others is the ability to evoke emotion, empathy or action. An arsenal of adverbs and adjectives designed to help people feel what you want them to feel will make your writing more powerful and more likely to produce the desired results.
3. Practice. If writing for influence is new for you, be sure to practice a bit before releasing your work to the world. Start each communication by creating an outline to help you stay focused on the point you’re making. Read the work of others who write influential materials that command attention, and take note of their style, vocabulary and tone. You may even want to consider taking a class if business writing is to be an ongoing part of your job. Like most other communication skills, writing will get easier and better as you practice.
   

Dynamic prose can be one of the most commanding ways to influence an audience, whether it is designed to increase employee morale or improve sales. Mastering the art of the written word is important for any business leader who wants to leave a lasting mark on those in their circle of influence. Your work will be read over and over, allowing it to impact many different people over a long period of time. Make sure to follow these three tips to help make certain that your written words are just as powerful as those you speak.