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Leading Through Q4: Strategies for the Finish Line

As we enter the year’s final quarter, it’s time to reflect, refocus, and set the course for a strong finish. Great leadership is about both vision and action—holding ourselves accountable for the goals set this year and purposefully leading our teams to success.

With Q4 upon us, let’s concentrate on aligning priorities, making the necessary adjustments, and driving the results that matter most before year-end.

Q4 Intentionality: Reflect, Refocus, and Recharge

• Reflect on Q3 successes and challenges. What went well, and where must you adapt to finish the year strong?
• Set clear, focused objectives for the next three months that align with your vision and empower your team.
• Use this moment to recharge your leadership approach—what mindset will serve your team best in this final stretch?

 

Leadership Accountability at Its Core

Creating a culture of accountability is essential for effective leadership, especially during high-stakes times like Q4. Accountability is more than assigning tasks; it’s about fostering a mindset where every team member takes ownership of their responsibilities. When everyone understands their role and how it aligns with the broader vision, it drives engagement, clarity, and purpose.

One way to reinforce this culture is by defining clear projects and establishing accountability structures that leave no room for ambiguity. By setting specific objectives with clearly defined owners and measurable outcomes, leaders can ensure that each team member knows what success looks like and what they need to do to achieve it. This clarity is the cornerstone of a culture where accountability is embraced and practiced daily.

As we move into Q4, it’s crucial to double down on key metrics that will define success for the quarter. Aligning these metrics across the leadership team ensures that all efforts are synchronized, making progress consistent and measurable. This collective focus drives results and helps identify gaps early, allowing for quick course corrections. When accountability becomes a shared value, it sets a strong foundation for achieving goals and motivates the entire team to push forward with purpose.

 

Establishing Your Quarterly Priorities: Translating Strategy into Action

Reestablishing clear and compelling Q4 priorities is crucial for maintaining momentum and setting the stage for a solid start to the new year. Priorities serve as the compass that guides your leadership and your team, ensuring that everyone knows what to focus on during the next three months. Setting effective priorities means identifying the projects or objectives that will significantly impact your goals, providing the momentum necessary for the upcoming year.

To make these priorities meaningful, they must come with measurable outcomes. Consider what success will look like for each priority—how will you know when you’ve achieved it? Whether it’s increasing a specific metric, completing a key project, or enhancing a certain process, defining the desired outcome will help keep your team on track and motivated. Measurable outcomes also allow for accountability and provide the opportunity to celebrate tangible progress.

Finally, effective priorities are about maintaining leadership alignment. When everyone understands the focus areas and how their roles contribute to these key objectives, it ensures the entire team moves in the same direction. This shared understanding minimizes distractions and keeps everyone engaged, working toward common goals. As we approach year-end, strong alignment around well-defined priorities will make all the difference in achieving consistent progress and positioning the team for future success.

Leadership Development: Elevate Your Skills to Finish Strong

In the final quarter of the year, enhancing your leadership skills is vital for both achieving organizational objectives and supporting your team effectively through the challenges that year-end brings. One powerful approach is to adopt a coaching mindset. As a leader, stepping into the role of a coach involves providing thoughtful feedback, offering consistent support, and creating opportunities for your team to grow. By doing so, you empower others to realize their full potential, which ultimately strengthens your organization.

Emotional Intelligence (EQ) is another critical aspect of effective leadership, particularly during demanding periods like Q4. Developing your EQ means practicing empathy, maintaining clarity in your communication, and remaining composed under pressure. High emotional intelligence allows you to connect meaningfully with your team, understand their needs, and keep them motivated even when stress levels rise due to end-of-year goals.

Leading through change is also fundamental during this period. With year-end comes inevitable adjustments—new targets, revised strategies, and preparations for the upcoming year. Successfully navigating these changes requires clear communication and a calm demeanor. By communicating expectations openly and addressing any concerns head-on, you help keep your team focused and aligned during times of transition.

Finally, make time for personal reflection on your growth as a leader throughout the year. Consider your key achievements and identify areas that you still want to improve upon. Leadership development is an ongoing journey, and understanding your progress will help guide your focus moving forward. By continually refining your leadership abilities, you set a powerful example for your team, inspiring them to grow and succeed alongside you.

 

Celebrating Wins and Setting the Tone for Year-End

Celebrating successes from Q3 is a powerful way to boost morale and build motivation for the final quarter. Taking the time to recognize big and small achievements creates an atmosphere of appreciation and energizes the team for the year-end push. It is equally important to highlight emerging leaders, highlighting their contributions and reinforcing their growth. Recognizing these individuals supports their development and sets a positive tone for the upcoming year, encouraging others to step up.

Fostering an environment of energy and optimism is essential. Even during peak workloads, maintaining positivity ensures the team stays engaged and inspired to give their best effort. As we move through Q4, it’s important to remember that this period is about finishing strong and laying the groundwork for an even stronger year ahead. Align your priorities, lead with intention, celebrate progress, and stay focused on what matters most. Your growth as a leader is the driving force behind the entire team’s success.

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Time for a Temperature Check: Assess and Elevate Your Performance

Step Outside Your Routine

Take a moment to step back from your daily grind. Imagine assessing how you perform, interact with your team, or manage your business from an outsider’s perspective.

This fresh viewpoint can be transformative – there’s always room for improvement. Consider these questions:

 

Performance: Are there any inefficiencies in workflow areas you haven’t noticed before? What tasks can be delegated or streamlined to improve your productivity?

Team Interaction: How effectively do you communicate with your team? Are there any recurring miscommunications or conflicts that need to be addressed?

Business Management: Are your business processes as efficient as they could be? Are there any outdated practices that could be updated or replaced with more effective methods?

Customer/Client Relations: How do your customers or clients perceive your service? Are there any areas where their feedback indicates a need for improvement?

Personal Growth: Are you setting aside time for your professional development? What new skills or knowledge could benefit you and your role?

 

Common Frustrations Professionals Face

Do any of these frustrations resonate with you?

1. Control: Struggling to manage your time or schedule, feeling like your position or business controls you.
2. People: Challenges with internal or external relationships.
3. Growth: Feeling stuck and overwhelmed, unable to improve despite your best efforts.
4. Money: Insufficient profits or stagnant career financial progress.
5. Results: Trying new strategies without seeing the desired outcomes.

 

Tangible Takeaways to Overcome These Frustrations

1. Regain Control:

(i) Prioritize and Delegate: Identify and focus on your most important tasks. Delegate less critical tasks to others who can handle them effectively.

(ii) Time Management Techniques: To manage your time better, use techniques like the Pomodoro Technique (work in 25-minute intervals followed by a short 5-minute break which will help you maintain focus and productivity), time blocking (divide your day into specific blocks of time dedicated to particular tasks ensuring focus and efficient use of your time), or setting specific goals for each day.

(iii) Set Boundaries: Establish clear boundaries between work and personal time to ensure a healthier balance and prevent burnout.

2. Improve People Relationships

(i) Effective Communication: Practice active listening, clear and concise communication, and empathy in your interactions.

(ii) Conflict Resolution: Address conflicts directly and constructively. Seek to understand the other person’s perspective and work towards a mutually beneficial solution.

(iii) Team Building: Invest in team-building activities that strengthen relationships and foster a positive work environment.

3. Achieve Growth

(i) Continuous Learning: Commit to ongoing professional development through courses, workshops, or reading. Stay updated with industry trends and best practices.

(ii) Set Clear Goals: Define specific, measurable, achievable, relevant, and time-bound (SMART) growth goals. Review quarterly and adjust them as needed.

(iii) Seek Feedback: Regularly seek feedback from peers, mentors, or supervisors to gain insights into areas for improvement and opportunities for growth.

4. Enhance Financial Progress

(i) Financial Planning: Create a detailed budget and financial plan for your business or career. Track your income and expenses to identify areas where you can cut costs or increase revenue.

(ii) Diversify Income Streams: Explore additional income opportunities, such as side projects, investments, or new business ventures.

(iii) Invest in Yourself: Consider investing in skills or certifications to enhance your earning potential and career prospects.

5. Achieve Desired Results

(i) Review and Adjust Strategies: Review your strategies regularly. Identify what’s working and what isn’t and be willing to make necessary adjustments.

(ii) Focus on Execution: Ensure you have a clear plan and actionable steps to achieve your goals. Focus on consistent and disciplined execution of your plans.

(iii) Measure Progress: Use key performance indicators (KPIs) to measure your progress and outcomes. This will help you stay on track and make informed decisions based on data.

 

You can improve your control, relationships, growth, financial progress, and results by addressing these common frustrations with practical solutions. Remember, minor changes compound and lead to significant improvements over time.

We all strive to excel in our roles and work with colleagues, team members, or employees who share our goals and operate with accountability.

Through my work with coaching professionals and consulting with organizations, I help leaders and teams excel. My focus areas include:

1. Driving Growth and Performance
2. Enhancing Leadership Skills
3. Creating Workplaces that Attract, Retain, and Develop Great Employees
4. Balancing Professional Responsibilities
5. Facilitating Transitions

 

Tactical Ideas for Immediate Action in each of these five areas follow:

 

1. Driving Growth and Performance

(i) Weekly Review Sessions: Dedicate 30 minutes at the end of each week to reviewing your week and previewing the following week. Review your progress on your past week’s objectives, set new priorities for the upcoming week, and plan for our meetings and deadlines in advance. Reflect weekly on what you are doing that works, what doesn’t, and at least one area in which you can improve.

(ii) Goal Setting: Break your larger goals into smaller, actionable steps. Set weekly and daily targets to maintain momentum and track your progress.

(iii) Feedback Loop: Establish a regular feedback loop with your team or a mentor. Constructive feedback can highlight blind spots and areas for growth.

2. Enhancing Leadership Skills

(i) Daily Reflection: Spend 10 minutes at the end of each day reflecting on your leadership actions. Identify one thing you did well and one area for improvement. This consistent practice will help you grow as a leader.

(ii) Leadership Development Plan: Create a personal development plan focusing on critical leadership skills you want to improve. Set specific, measurable goals and timelines.

(iii) Peer Learning: Engage with other leaders through networking events or forums. Learning from peers can provide new insights and strategies.

3. Creating Workplaces that Attract, Retain, and Develop Great Employees

(i) Employee Recognition: Implement a daily or weekly practice of recognizing one team member’s contribution. This can be a simple shout-out in a meeting, giving kudos in a communication channel, or a thank-you note. Recognition fosters a positive work environment and increases employee engagement.

(ii) Professional Development: Invest in training and development opportunities for your team. This will enhance their skills and show your commitment to their growth.

(iii) Open Communication: Foster a culture of open communication where employees feel safe to express ideas and concerns. Regular check-ins and anonymous feedback tools can be helpful.

4. Balancing Professional Responsibilities

(i) Mindfulness Breaks: Take three 5-minute mindfulness breaks throughout your day. Use this time to meditate, stretch, or breathe deeply. This practice can reduce stress and improve your overall well-being.

(ii) Time Blocking: Allocate specific blocks of time for activities. Stick to these blocks to ensure a balanced approach to your day.

(iii) Digital Detox: Set boundaries for digital device usage, especially after work hours. This can help you disconnect and recharge.

5. Facilitating Transitions

(i) Transition Planning: Allocate time each month to plan and document upcoming transitions or changes in your portfolio of responsibility or business. Identify potential challenges and develop strategies to address them. This proactive approach can ease the stress of transitions and ensure smoother operations.

(ii) Role Clarification: During transitions, clearly define roles and responsibilities. This helps set expectations and avoid confusion.

(iii) Support Systems: Establish support systems, such as mentorship programs or transition teams, to assist during periods of change.

 

Book your complimentary 30-minute consultation now or email us at askme@jennyreilly.com to schedule a convenient time.

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Onboarding internal or external senior executives during COVID?

One of the areas I specialize in for executive coaching is the critical transition of internal or external appointed executives. Onboarding during COVID has moved from in-person to virtual; however, the key categories and areas of support required remain the same. 

 

If there is one take away you have from this post; I hope that it is this…

vancouver_business_consulting

Internal Executive Advancement

Internal applicants who advance into executive positions have different challenges, albeit require the same level of onboarding attention to ensure a smooth and supported transition. They often come into an executive position with an excellent record, know and understand the key players, are well versed in the company culture and strategies, and have a defined view of the changes they feel should be made. 

 

More often than not, internal applicants are not provided with the same level of briefing, support, or strategic communication upon promotion to the executive level. It is assumed they know what is needed and can hit the ground running. That’s why some might need executive coaching.

 

Providing planned support for an internal incumbent to help them deal with expectations or perceived bias from staff who have worked with them in a previous position can be extremely beneficial in the transition stage. Jenny Reilly Consulting provides executive coaching to assist internal appointments over their first 90 days, define what success will look in the position, develop leadership attributes and skills, and work on the mindset required to make a successful transition to the executive level.

 

Other areas of focus typically include:

 

  1. How to transition into the new role and perform a non-biased (not personal) business review 
  2. Focused identification of the critical business drivers 
  3. Conducting a risk management analysis
  4. Developing, planning, and implementing a growth strategy 
  5. Promoting a redefined (when necessary) vision
  6. Issue processing and decision-making strategies
  7. Timing of new priority roll-outs
  8. Team building strategies
  9. Personal branding – how they want to be perceived, communication, and meeting strategies …
  10. 90-day feedback assessment from internal and external stakeholders 

 

Vancouver Executive Consultant

External Executive Appointment

 

The first 90 days are critical for any new incumbent of a position; it is a time when individuals prove themselves through defining actions. This time is often seen as a predictor of future success or failure, and the importance of a well laid out plan during this period cannot be understated. 

 

There is a great deal of scrutiny when walking into a new role and company. This critical time is when relationships need to be formed, credibility built, early wins attained, and influence levels determined. If time is not spent in the first 90 days familiarizing yourself with the key stakeholders, building relationships and alliances, and learning about the culture and the business environment, it will impede trust, consume energy, and set a negative imprint on your desired direction. If bad decisions are made too quickly, credibility will be lost, leading to resistance to any future ideas being put forward. 

 

A thorough onboarding brief can provide valuable information to assist in the incumbent’s business orientation, stakeholder connections, and expectations alignment. 

 

Within the first 90 days, the individual should be able to:

  • Achieve alignment and understanding of strategy, priorities, and business culture
  • Build credibility
  • Build the team, form alliances and coalitions
  • Define priorities to improve organizational performance, and
  • Implement self-management tactics, and define how balance can be put in place to ensure success

 

‘What got you here won’t get you there,’ you have heard this statement before, and yes, it is so very true. Individuals who come into a new environment and try to implement the same tactics and duplicate success they had in their past role do generally not get a lot of kudos. Intentional time is required to be set aside to develop critical relationships and build trust. Taking action too fast, with little input from key players in the organization, will undermine success. 

 

Intelligence, not ego, needs to direct action in a new role. Setting lofty or unattainable goals, from not listening to stakeholders and their needs and expectations, nor paying attention to the organization’s cultural environment are sure ways to alienate employees. 

 

 

What to Do: 

  • Learn about the business environment, the operating model, planning systems, KPI’s, planning and evaluation metrics, and talent management. Evaluating performance, understanding the organization’s causes and history will be beneficial and help you form a base of knowledge that will enable you to navigate through pivotal and challenging issues and opportunities.  
  • Put in the time to develop critical relationships, achieve alignment, and develop supportive and positive alliances.
  • Develop and build your team. 
  • Define how you want to brand yourself in the position. How you want to be perceived, your level of influence, and your stamp will be on the job.
  • Develop a strategy based on an informed knowledge of key players and promote to achieve buy-in and support.
  • Make good decisions, be transparent in your desire to make changes along with the rationale and benefits. This will increase your credibility and develop greater levels of trust.
  • Once you have your background information, support, and back up your decisions in need for change, work towards early wins. This can only be achieved by preparing yourself and putting in the time to learn what you need to in the new environment.
  • For every challenging situation, ensure that you spend time investigating the problem, diagnosing the next best step, developing an action plan, and matching your strategy to the specific situation. 
  • Remember to keep a good balance during your onboarding, the first 90 days can be all-consuming, and if you are not looking after yourself during this period, you risk the potential of making poor decisions. 

 

Moving into an executive position can bring mixed emotions including, excitement, nervousness, anxiety, and vulnerability. 

 

What is needed to bring the new incumbent (whether internal or external to the organization) up to speed more quickly?

 

What areas do you envisage will be the most challenging, and what measures could you put in place to make this transition smoother in these areas?

 

What are some of the key milestones that would be expected to be achieved in the first 90 days? 

 

Communicate these in the onboarding material for full transparency. 

 

There are vital areas a new executive should focus on:

 

  • Understanding the vision and strategy of the organization
  • Getting to know key people and processes
  • Understanding the culture of the organization
  • Identifying areas of challenge and opportunity
  • Finding out potential areas to avoid or barriers that may impede progress
  • Aiming to attain early wins

 

Navigate the Work Environment with Executive Coaching

Navigating today’s complex work environment and taking control in a new position during a global pandemic is no mean feat. I have worked with multiple clients over the last six months who have successfully onboarded senior-level positions during COVID. These techniques and tips have been instrumental in their success.

 

The return on investment (ROI) for the support provided through Jenny Reilly Consulting for incoming executives is invaluable. If you are interested in learning more about how the team at Jenny Reilly Consulting can assist in the onboarding of new internal or external executives into your organization, or if you are in the transition phase yourself and need support, please reach out to us on askme@jennyreilly.com or call +1-604-616-1967 to learn more about how we can help you with our executive coaching.

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