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2022 VISION – WHERE ARE YOU HEADED?

We are now into our seventh week in Q1, and it is time to refocus your attention on one or more of five key areas, which may require your time and attention:

  1. Your Vision
  2. People
  3. Data
  4. Processes, or
  5. Current Issues

Minor improvements in one or more areas can free up considerable time in your schedule and help you focus on the important rather than wasting time on workarounds. 

In what areas do you need to concentrate in Q1?

    • Is your 2022 team and company vision clearly articulated, communicated, and understood? – vision
    • Have you developed your team to enable them to efficiently handle details so you can focus on the big picture and not get stuck in the weeds? – people
    • Do you have a dashboard of data that you can regularly refer to get a complete picture of actual results? – data
    • Do your systems support your processes? – processes
    • Do you have an issues list that requires attention? – current issues

2022 VISION – WHERE ARE YOU HEADED?

Your team vision must be in line with your organizational vision. Do a temperature check with your team, ask two individuals randomly if they know the vision of the team? ‘Are you seeing what I am saying?’ Don’t assume that everyone sees the vision in the same way you do. Communicate clearly and often on the articulation of your vision. This will ensure team members do not become frustrated and confused. A compelling vision enables everyone to see the direction they are headed and how they will get there. Think of your team’s vision like a laser beam highlighting the path to take. Having a clear vision will enable you to plan action items required and help you retain focus strategically.

SURROUND YOURSELF WITH GREAT PEOPLE

It is imperative to have the right people in the right jobs. Look at your team and evaluate each member’s level of effectiveness in their roles. List accountabilities of each position, how core tasks are organized and by whom and if the structure is conducive to the roles and individuals you have in place. Is movement, training, or are additional or less staff required? 

YOUR PROFESSIONAL DASHBOARD

When driving, you often look down at your dashboard and check your speed and petrol level. Driving a vehicle is like leading a team. How can you lead effectively without knowing the details? Effective leadership requires the ability to have a dashboard or scorecard of data that will enable you to have a pulse on the work being done by your team, help you predict what may be needed and identify when areas are falling short of what is required and the action that is necessary to course correct.

Knowing your data will empower you. Understanding your numbers will help you problem solve and make decisions faster. Determine the core elements that should be highlighted on your dashboard or scorecard. Having this information will help you make decisions based on factual information.

ISSUE MANAGEMENT

All teams and organizations have areas that can be improved upon and issues that need to be addressed.

  • How do you track your issues?
  • Do you have an issue management list or a ticketing system?
  • When do you allocate time to solve identified issues?

The challenge is often that issues are identified but not resolved fast enough, which results in time and resource wastage. Allocate staffing time to solve issues, don’t let them mount if they are taking away from productivity, focus or results. Allocate time in your weekly meetings to discuss priority issues that require action and give your team permission to solve problems and clear off issues.

PROCESS MAPPING

The importance of process mapping cannot be underestimated—the need to know what needs to be done, how and in what order is essential for repetitive and scalable processes. A good process enables simplicity of action, increased efficiency, and scalability. Processes must be documented, shared, continually evaluated, and updated for maximum efficiency. 

CONTINUOUS DEVELOPMENT IN EXECUTION

Goals are not attained without discipline. A short runway of actionable steps within a quarter or 90-day period will help keep priorities aligned and provide focus on the essential item to be worked on. Just as 90-day plans are recommended, so too are frequent, preferably weekly meetings to ensure priorities are communicated, there is team alignment, and focus is on the most critical priority. 

KEEP IT SIMPLE

Simplify processes, eradicate rules when not necessary, be clear in what needs to be done, by whom, how it will be assessed, recorded and evaluated. Complexity comes with growth; however, if you can focus on using simplified processes, efficient operational systems, and delegation techniques to move work down to lessen bottlenecks, you will be well on your way to a more efficient organization. 

If you would like more information on leadership tactics and tips as you’re going through your 2022 vision, and you need someone to keep you accountable for your process and execution, I can be contacted at +1-604-616-1967 or jenny@jennyreilly.com. If you want monthly leadership tips, sign up for my JRC newsletter or check out my social media on Instagram for top leadership advice throughout the year.

 

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TIPS FOR TRANSITIONING INTO A NEW ROLE

Transitions into lead roles are critical, and for those transitioning, this time can be challenging and stressful as you prove yourself to your colleagues and team. Try some of the following tactics over your first 90 days in your new role to alleviate some of this stress.

  1. Do your research and prepare yourself – get to know those in your team and whom you report to and understand their expectations and thoughts on what success will look like for you in the role. Your initial interactions form first impressions, so think carefully about the foundations to lay to create positive connections within your team, with peers and stakeholders.
  2. Observe, learn, and ask questions – find out who has and where to find information is half the challenge. To accelerate your transition, be focused and systematic in deciding what you will learn and how to do this efficiently.
  3. Build relationships – observe and be mindful of who is setting the tone, who is processed based, the go-to for answers, the motivator… this will help you strategize more effectively and build on the team dynamics. The easiest way to do this is to have brief ‘getting to know you’ calls to learn as much as possible.
  4. Manage expectations – through regular communication, organized team status meeting and 1:2:1’s. Working virtually requires more intentionality in coordinating and facilitating productive discussions. Highlight areas of focus: execution tactics on goals, what has been accomplished, what is currently being worked on, what is on, and not to schedule, what pivots or areas have been put on hold due to other pressing priorities, what opportunities and challenges you should be aware of in your role.
  5. Demonstrate your leadership capacity and show problem-solving and strategic thinking skills. Whether you are inheriting a team or building a new team, it is vital to evaluate, align and motivate your team members. Sometimes, some tough decisions need to be made; don’t procrastinate. Your ability to have the right people in the correct team positions is imperative for your team’s success.
  6. Don’t take on too much too quickly. You initially need time to understand the landscape, and you do not want to over-extend yourself to prove a point before competently taking care of your regular duties.
  7. Focus on your goals and how you can strategically attain them. Look for low-hanging fruit and quick, easy wins to build your credibility, motivate action and engagement.

What worked in your old team does not necessarily mean it will work in your current team. Rethink how you lead, what you delegate and how you can create a level of influence that will assist you in building and sustaining alliances. Be aware of your leadership presence, how you are being perceived against how you want to be perceived and the type of leadership brand you want to have in your role. Business orientation, stakeholder connection and expectations alignment will significantly assist you in accelerating your transition and overcoming roadblocks over the first 90 days. 

If you would like more information on leadership tactics and tips when transitioning into a role, I can be contacted at +1-604-616-1967 or jenny@jennyreilly.com. If you want monthly leadership tips, sign up to my JRC newsletter for top leadership advice throughout the year. 

 

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HAPPY 2022! | WHEN IS YOUR WHITE SPACE?

We all need time to think and have uninterrupted time to plan and be innovative in looking at a problem or challenge. For years I prided myself on the ‘busyness’ of my job. There was no white space in my schedule. I went from one meeting or project to another with no unscheduled time in between. Now I pride myself on the opposite, and I ensure there is white space in my schedule, unscheduled time to enable a strategic pause that increases my productivity and focus three-fold.  

I encourage you to look at your schedule for the month of January and into February and make some significant changes to how you are spending your time. If there is a meeting that you do not need to be at, decline. If you do not have an agenda associated with a meeting, reschedule until you do. Introduce white space in your calendar between meetings, block off focused time to work on projects, allow whitespace in your calendar. This pause in your time will allow you to follow up on items and circle back on any special action items that require your attention. 

For every ‘yes’ you make throughout the day on a work item, ensure you have a ‘no’ or delegation of action to another. These simple actions will assist you in beneficial workflow changes, improved communication, and reduced weekly stress. 

Enabling white space in your week provides you with time to think, plan, strategize, implement, execute and reflect – all items that we never otherwise permit time for in our schedules. When you look at your week differently, you will see that you will consciously move low-value tasks from your schedule and spend more time focusing on what is important that will give you increased bottom-line results.

When planning your week, focus on high-value tasks and assess what you can delete from your schedule. If you are a perfectionist, assess the time you require to complete a task and determine what is good enough. Turn your notifications off and allocate time to respond to email queries rather than perpetuate ‘reactive’ mode when notifications are received 24/7. 

Your New Year Professional Development Goal

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Ensure there is white space in your calendar!

If you want to learn more about, leadership coaching, and how your can prioritize your high-value tasks to maximize your success throughout 2022 for you, your team, and your business, reach out to askme@jennyreilly.com or schedule a convenient time for a complimentary strategy session via Jenny Reilly Consulting Calendly.

Get your leadership strategies and tactics in my monthly newsletter, sign up here to subscribe.

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Team Member Development

As we near year-end, after you have conducted your quarter 4 review and set your intentions for 2022, I encourage you to list each person in your team or small business and connect with each one of them. This discussion is not an annual review but a check-in on their professional development progress. If you had identified professional development training or areas of focused development previously, then check in on progress or completion and outcomes. If not, use this time to identify the individual’s technical or soft skills gap and define an improvement plan. Professional development does not have to involve time away from the job. It can be as simple as the following:

  • Hold a lunch and learn on defined topics requiring attention. The topic should address a bottleneck or choke point in a process or the operations, at the beginning of the session plot where individuals rank their knowledge and again at the end of the session.
  • Reference a relevant book, podcast, or online training session (e.g., LinkedIn Learning module) that will assist. Ask the individual when they can finish the item and set up a time to follow up in their schedule and discuss their takeaways and how they can be implemented in their position.
  • Have a standing agenda item on the individuals one-to-one to ensure the topic identified is actioned.
  • Discuss professional development themes that can be a focus for each quarter in 2022. 
  • Implement a daily huddle with the team for a maximum of 15 minutes to focus on priorities, discuss challenges and obstacles and determine an action plan to move forward.

If you can encourage and practice having a desire to learn and be better in one position, in addition to demonstrating action and relentless follow-through, team members will develop and be encouraged to always be on the lookout for how to do things better and improve.

If you want to learn more about, leadership, team member development, and executive coaching for you, your team, and your business, reach out to askme@jennyreilly.com or schedule a convenient time for a complimentary strategy session via Jenny Reilly Consulting Calendly.

Get your leadership strategies and tactics in my monthly newsletter, sign up here to subscribe.

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The Power of Asking a Great Question

If you are helping a client, colleague or team member with a problem, asking the right and relevant question will help guide the conversation. Don’t assume what has occurred. Ask specific questions to obtain the background information that will set the scene to enable you to be of assistance. Often you will find, when asking a series of questions to attain information, the individual that you are assisting will often resolve the issue themselves as they verbalize the background and the steps they have taken so far to resolve the issue.

It is not often the knowledge that is missing to prevent an individual from taking action; it is the motivation to follow through and execute on what is required to resolve the situation—working out how to encourage motivation to act and getting buy-in to execute increases the attainment of results. Possessing the self-confidence to take the next best step in a situation also often requires the ability to help an individual feel empowered to do so. 

When a situation or challenge is shared, that is problematic, asking questions and eliciting ideas from the individual on how they feel the situation could be addressed. It can be as simple as ‘Do you have any ideas on how this issue could be resolved?’ or ‘Is there anything that you could do to help with xx?’ this will develop their capacity to see themselves solving the problem and building their resilience and responsibility muscles that in turn will increase their self-confidence

  1. Ask specific questions about the situation to obtain background information and question on what action they have taken to date to resolve the issue/challenge.
  2. Test the motivation of the individual to execute the action steps to resolve the issue/challenge. 
  3. Ask individuals for their input, suggestions or ideas on how to solve a problem.

Executive coaching can bring you, your team, and your business support and elevated success,  please reach out to askme@jennyreilly.com or schedule a convenient time for a complimentary strategy session via Jenny Reilly Consulting Calendly.

Get your leadership strategies and tactics in my monthly newsletter, sign up here to subscribe.

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