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Enhancing Your Leadership Perception Among Colleagues

As a leader, you must know how your colleagues perceive your leadership ability. Positive perceptions can build trust and respect, while negative perceptions may hinder your effectiveness. Here are some tips to work on strengthening your leadership perception:

  1. Active Listening: Demonstrate a genuine interest in your colleagues’ ideas and concerns. Actively listen to their feedback and show empathy. People who feel heard are more likely to view you as approachable and supportive.
  2. Transparency and Communication: Be transparent in your decision-making process and communicate openly with your team. Keep them informed about significant developments and changes. Transparent leaders are often perceived as trustworthy and honest.
  3. Lead by Example: Set the tone by displaying the values and behaviours you expect from your team. Lead with integrity and be consistent in your actions. Your colleagues will take notice and respect you for practicing what you preach.
  4. Seek Feedback and Act on It: Encourage your colleagues to provide constructive feedback on your leadership style. Use this feedback as a tool for growth and improvement. When your team sees that you value their input, they will view you as receptive to change and development.
  5. Collaborate and Empower: Involve your colleagues in decision-making and delegate tasks according to their strengths. Empowering your team members fosters a sense of ownership and boosts their confidence in your leadership.

Remember, leadership perception takes time to develop, so be patient and persistent. By proactively working on your leadership image, you can positively influence your colleagues’ perception and strengthen your impact as a leader.

If you want more information or support in strengthening your leadership perception,  you can book a complimentary 30-minute  consultation to find out how Jenny Reilly Consulting can help you. Or, please email askme@jennyreilly.com to coordinate a convenient consultation time.

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Professional Development In Team Meetings: Twelve Months Of Topics To Cultive Team Success

In the spirit of growth and development, I’ve prepared a roadmap to empower you and your team. I’m excited to share 12 strategic topics curated to ignite discussion and fuel your professional development in team meetings. Think of them as the building blocks of success, each topic adding a layer of strength and resilience to your team’s foundation.

The following topics can act as a 12-month professional development roadmap. I genuinely encourage you to take this journey with your team. Set aside an hour each month to dive into these discussions. The insights gained from these sessions can spark innovation, enhance communication, and foster a sense of shared purpose among your team members.

Month 1 – Tactics for Effective Communication

  1. Active Listening: Focus on the speaker’s words, fully engage with the speaker, maintain eye contact, and ask clarifying questions when necessary.
  2. Adjust Communication to Individual Styles: Explore adjusting communication styles to suit different team members’ preferences and needs.
  3. Give and Receive Feedback: Foster a culture of feedback where team members are comfortable providing and receiving constructive input.
  4. Do Your Homework: Emphasize the importance of preparation before engaging in critical discussions.
  5. Identify common communication pitfalls: Strategize how to initiate and sustain productive conversations. Discuss how to use open and closed questions to achieve communication objectives strategically.
  6. Maximize Non-Verbal Communication Cues: Discuss the role of non-verbal cues in conveying messages and intentions.
  7. Understand the Other Person’s Perspective: Emphasize acknowledging and validating different viewpoints.
  8. Encourage an Open Environment: Encourages individuals to freely share their thoughts and concerns by creating a safe space for sharing ideas.

Month 2 – Team Focus, Goals and KPIs

  1. Identify your Team’s Area of Focus: Evaluate your team’s portfolio objectively and list all focus areas. By identifying your areas of focus, this will assist you in the formation of your goals.
  2. Define Long- and Short-term Goals: Set S.M.A.R.T.E.R. (Specific, Measurable, Action-Oriented, Risky, Time-bound, Exciting and Relevant) goals.
  3. Identify Core Team Key Performance Indicators: Your KPIs directly align with your goals and objectives. Your KPIs should be based on data that is reliable and easily accessible. Limit the most crucial KPIs as otherwise, you will create confusion and dilute team focus. Use your KPIs as a measurement tool and a basis for continuous improvement.

Month 3 – Team BuildingProfessional Development in team meetings - Jenny Reilly Consulting, Vancouver Executive Coach

  1. Build Trust: Stress the importance of trust as a foundation for effective teamwork.
  2. Change Management: Equip your team with strategies to adapt to and thrive in changing environments.
  3. Define Roles and Responsibilities: Ensure each team member understands their roles and responsibilities.
  4. Help your team develop a shared sense of purpose: Communicating the team’s mission and setting clear and measurable goals to keep the team aligned. As a standing agenda item on team meetings, ensure your goal progress is shared and discussed.
  5. Set Team Guidelines: Establish team communication, decision-making, and collaboration guidelines.
  6. Walk the Talk: Lead by example and foster a positive, constructive team culture.

Month 4 – Issue Processing to Solve Complex Problems

  1. Define Issues and Problems Clearly: Encourage your team to articulate problems clearly, ensuring everyone understands the issue.
  2. Plan Strategies: Emphasize the importance of planning and strategy development before diving into problem-solving.
  3. Present Findings and Recommendations Effectively: Provide guidance on delivering compelling presentations that convey key findings and recommendations.
    Prioritize Critical Matters: Discuss methods for effectively identifying and prioritizing critical issues to allocate resources.
  4. Structure Complex Issues: Teach your team how to break down complex problems into manageable parts, making it easier to tackle them systematically.
  5. Synthesize Insights: Teach your team to synthesize data into actionable insights and create practical recommendations.
  6. Use Analytical Tools: Explore various analytical techniques and tools that can be used to gather data and insights.

Month 5 – Delivering a Compelling Message or Presentation

  1. Demonstrating Strong Personal Presence: Discuss the significance of confidence and assertiveness in presentations.
  2. Team–Oriented Presentation Approach: Encourage teamwork in presentations, allowing team members to complement each other’s strengths.
  3. The Significance of Non-Verbal Communication: Explore the role of body language in effective communication.
  4. The Trio of Effective Communication Principles: Highlight Clarity: ensuring your message is straightforward. Conciseness: delivering the message succinctly, avoiding unnecessary details, and Convincingness, making the message persuasive and compelling.

Month 6 – Optimizing Your Time

  1. Always Build Upon Existing Work: Encourage reusing and repurposing existing resources to save time.
  2. Become Proficient in Productivity Tools: Share tips and tricks for using productivity tools effectively.
  3. Maintaining Efficient Document Organization: Share best practices for efficient data and information organization.
  4. Minimizing Interruptions and Disruptions: Offer strategies for minimizing distractions and increasing productivity.
  5. Overcoming Procrastination: Discuss methods to combat procrastination and stay focused on tasks.
  6. Preventing Unproductive Meetings: Teach how to plan, conduct, and participate in productive meetings.
  7. Understand how to set Priorities: Discuss techniques for setting priorities and managing workload effectively.

Month 7 – Leading Effective Meetings and Workshops

  1. Professional Development in team meetings - Jenny Reilly Consulting, Vancouver Executive Coach

    Establish the Groundwork for Collaborative Efforts: Provide techniques for setting a positive tone and fostering collaboration in meetings.

  2. Maintain Focus in Discussions: Share methods to manage discussions effectively and steer them towards the intended goals. Teach strategies for redirecting discussions if they veer off course.

Month 8 – Foster Emotional Awareness and Intelligence

  1. Emotional Management: Teach techniques for managing and controlling emotions, especially in high-pressure situations.
  2. Personal Insight: Encourage self-reflection and self-awareness, helping team members understand their emotions and reactions.
  3. Understanding Others: Stress the significance of empathy in building stronger relationships within the team and with clients or stakeholders.

Month 9 – Stakeholder Oversight

  1. Identify Influential Stakeholders: Identify key stakeholders and their interests. Categorize stakeholders based on their influence and involvement in your projects.
  2. Create and Enact an Action Strategy for Every Stakeholder: Develop tailored strategies for managing relationships and stakeholder.

Month 10 – Engaging in Productive Negotiations

  1. Pre-negotiation Planning: Provide strategies for thorough preparation, including defining objectives and understanding the other party’s position.
  2. Negotiation Execution: Explore negotiation techniques, such as creating win-win scenarios and managing conflicts.
  3. Negotiation Conclusion: Teach your team how to bring negotiations to a successful close and secure mutually beneficial outcomes.

Month 11 – Fostering Collaboration Competencies

  1. Encourage cross-functional learning: Encourage team members to learn about other organizational functions to enhance collaboration.
  2. Prioritizing Seamless Communication Across Departments: Highlight the importance of clear communication and cooperation across departments.

Month 12 – Innovate and Embrace Change

Professional Development in team meetings - Jenny Reilly Consulting, Vancouver Executive Coach

  1. Cultivate an Innovative Environment: Encourage your team to think creatively and embrace innovative approaches to problem-solving.
  2. Maintain Flexibility and Readiness to Adjust: Teach strategies for adapting to rapidly changing circumstances and seizing opportunities.

The roadmap is flexible; if a topic doesn’t resonate with your sector, swap it out with one that aligns more closely with your team’s needs and professional development goals. The aim is to make it work for you, to tailor it to your unique challenges and opportunities.

If you make a meaningful tweak to a topic to fit your context or swap it out , I’d love to hear about it. Please share your experiences with me at jenny@jennyreilly.com.  Your insights could be invaluable to others for their professional development. Your feedback matters!

If you want monthly leadership tips, sign up for my JRC newsletter.

 

 

 

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Sustained Momentum In Your Leadership Role

Passing the mid-year mark can often leave leaders feeling fatigued and needing revitalization.  By investing in your personal growth and well-being, you can continue to excel as a leader and inspire those around you. Here are some effective strategies to re-energize yourself and maintain a high level of momentum in your leadership role:

Strategies To Sustain Momentum In Your Leadership Role

1. Reflect on Successes: Take a moment to celebrate achievements and milestones reached since January. Recognizing your accomplishments will boost morale and provide motivation for the months ahead.

2. Review your Goals: Reassess your objectives for the rest of the year. Break them down into smaller, achievable milestones, and track progress regularly. Having clear goals will keep you focused and driven.

3. Take time Off: If you have not already, plan a vacation or staycation to recharge and disconnect from work. Time away from the office can help you return with renewed energy and a fresh perspective.

4. Develop New Skills: Identify areas where you’d like to grow professionally and seek opportunities to develop those skills. Learning and personal growth can reignite your passion for your role.

5. Foster a Positive Work Culture: Coordinate a fun activity with your colleagues. Cultivate a positive and supportive work environment for yourself and your team. Encourage open communication, collaboration, and a healthy work-life balance.

6. Practice Self-Care: Make self-care a priority. Engage in activities that bring you joy and relaxation, such as exercise, meditation, hobbies, or spending quality time with loved ones.

7. Connect with Others: Network and engage with industry or leadership community peers. Sharing experiences and ideas can invigorate your enthusiasm for your role.

8. Seek Inspiration: Read books, listen to podcasts, or attend seminars by inspirational leaders. Their stories and insights can motivate you to overcome challenges and strive for greatness.

Remember that maintaining momentum is an ongoing process, and finding a balance between pushing yourself and taking care of your well-being is essential.

If you have any questions about these strategies for sustained momentum or want to learn more about the powerful benefits of executive coaching to elevate your leadership success, please reach out to askme@jennyreilly.com and book a complimentary 30-minute strategy session.  If you want monthly leadership tips, sign up for my JRC newsletter.

 

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How to Deliver Your Key Message in Under 3 Minutes

As leaders, effective communication is paramount, and this month, I invite you to take on a challenge: deliver your key message in under three minutes.

Our various devices train us to cut through the noise, and our patience and attention span have become shorter. As a rule, try to get your core message across in any forum you work in three minutes or less. If you can do this, you will captivate your audience (internal or external stakeholders, clients, colleagues etc.), they will want to know more, and you will leave a lasting impact.

Craft and structure your core message with a hook, then explain the impact and value to the audience. Your objective should be to provide a compelling ‘aha’ moment and a clear path to fruition.

Embrace your nervous energy and let it sharpen your focus. Tailor your message to resonate and be audience-centric for a more significant impact, and then prepare and practice. Understand that you will have to remain adaptable during your presentation to meet the needs of your audience and be ready to pivot to address identified interests and concerns effectively.

When we present authentically, our personality and style are evident. By being authentic, you will build credibility and trust with your audience. When knowing your content, you don’t need a script. You can speak from a well-prepared outline which will help you overcome the temptation to read word for word and enable you to maintain a natural flow while highlighting key points effectively.

There is real power in your non-verbal communication and body language. Your body language needs to enhance your message, not detract from it. Practice mastering your non-verbal cues so you can see the influence of your body language on what you are saying.

When you are working out what to say in the first three minutes, think of these questions to help guide the points you want to get across:

  1. What is it you want to say and why?
    This will help you conceptualize what it is you are getting at.
  2. How does it work, or how will it help? 
    This will help your audience form a process map for utilizing the information you are sharing.
  3. What is the proof or accountability statement?
    Facts, figures, and proof of what you say must be referenced or provided.
  4. How can you help?
    Define how you can be of assistance, help or reference.

Prepare and practice for impactful communication. You can captivate, influence, and inspire your audience in three minutes. Remember, authentic and concise communication leaves a lasting impression. Step up to the challenge, and watch your messages resonate like never before.

 

7 Point Message Delivery Cheat Sheet

  1. Being a little nervous is a good thing. It will give you the adrenaline to be more alert when giving your message.
  2. Intently craft your message for your audience. Who is your audience? What choice of words and level of detail will work best? Answering these two questions will help you organize your key points correctly for a more significant impact.
  3. Focus on the audience. Even with practice, when the time comes to deliver your message, if the audience wants something different, you need to quickly pivot to what they need, or they will lose attention.
  4. Be yourself – authenticity is key. Let your personality shine when you present, giving you credibility and audience trust.
  5. Speak from an outline, not a script. When nervous, we tend to look down at our note sand read word for word. I encourage you to initially prepare by writing out all you want to say and practice your presentation verbally until you feel confident and then condense your presentation notes into an outline of only key points. Again practice, and you will find that speaking from an outline will enable you to be more natural in your presentation.
  6. Use body language. Not only are your words and tone powerful, but also your non-verbal’s. You want to ensure your body language does not detract from your core objectives.
  7. Nothing can replace preparation and practice. Review your outline and practice out aloud (yes, in front of a mirror, or tape yourself on Zoom and rewatch to critique yourself) until you feel confident in your verbal and non-verbal message delivery.

 

If you have any questions about drafting and delivering your key message, or want to learn more about the powerful benefits of executive coaching to elevate your leadership success, please reach out to askme@jennyreilly.com and book a complimentary 30-minute strategy session.  If you want monthly leadership tips, sign up for my JRC newsletter.

 

Jenny Reilly Consulting, Vancouver Executive Coach

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The Power of Saying “No”

We often have a never-ending to-do list and constant requests from our team, colleagues, and stakeholders. It can be tempting to say “yes” to everything and everyone, but is that the most effective way to lead?

I love this quote by American novelist Anne Lamott:

“No is a complete sentence.”

It is a powerful reminder that you do not have to justify yourself when saying “no.” Setting and communicating clear boundaries is critical to being a successful leader. Saying ‘no’ to specific requests, projects, or collaborations can be a strategic decision that allows you to focus on your priorities and achieve goals.

Understanding the Importance of Setting Professional and Personal Boundaries in Leadership

It’s crucial to establish boundaries that help protect our well-being and enable us to achieve our goals. Two types of boundaries that leaders often set are professional and personal boundaries. While these may seem similar, there are key differences between them.

Professional boundaries are guidelines and limits leaders set to maintain appropriate relationships with colleagues, employees, and other stakeholders. These boundaries help leaders establish clear expectations for their behaviour, prevent conflicts of interest, and maintain impartiality in decision-making.

Leaders can create a healthy work environment that fosters mutual respect and trust by setting professional boundaries.

In contrast, personal boundaries are limits and guidelines individuals set to protect their physical, emotional, and mental well-being. Personal boundaries help individuals maintain their autonomy, protect themselves from harm, and communicate their needs and values to others. Leaders can avoid burnout, reduce stress and maintain a healthy work-life balance by setting personal boundaries.

Power of Saying No

The main difference is their purpose and scope. As a leader, it’s essential to understand the differences between professional and personal boundaries and set them accordingly.

However, both boundaries are essential for leaders to establish and maintain their effectiveness and well-being.

By prioritizing professional and personal boundaries, leaders can become more effective and successful in their roles.

Five Techniques That Will Help You In Saying NO!

Does this resonate?

‘I have such a hard time saying no!’

Saying “no” is not a sign of weakness or indecision but rather a demonstration of your focus and commitment to your goals. By embracing the power of “no,” you can become a more effective and respected leader in your organization.

  1. Prioritization Techniques: Prioritize your tasks and responsibilities to identify which requests or projects align with your goals and values. Use tools such as the Eisenhower Matrix or the Pomodoro Technique to help you decide better what to say “yes” or “no” to.
  2. Active Listening: Practice listening when receiving a request or proposal. Ask clarifying questions to understand the scope of the project, the timeline, and the resources required. This can help you determine whether you have the capacity and expertise to do the task.
  3. Saying “NO” with Empathy and a Smile: The most straightforward way I have found to say no is with a smile and the sincerest empathy and respect. Acknowledge the value and importance of the request, thank them for the opportunity, and say’ no.’ You do not need to explain why or give excuses. If necessary, you can suggest where help may be sought.
  4. Setting Clear Boundaries: Set clear professional and personal boundaries and communicate them consistently. This can help you avoid being overwhelmed by requests or projects that do not align with your goals or values. Boundaries will also help you establish expectations about your availability and workload with your team or colleagues.
  5. Saying “NO” to Say “YES” to Something Else: View saying “no” as a strategic decision that allows you to say “yes” to something else that aligns with your goals.

The Eisenhower Matrix

The Eisenhower Matrix is a productivity tool that helps people prioritize their tasks based on urgency and importance. It is named after former US President Dwight D. Eisenhower, who famously said, “I have two kinds of problems, the urgent and the important. The urgent are not important, and the important are never urgent.”

The matrix consists of four quadrants, each representing a different level of urgency and importance:

Quadrant 1: Urgent and Important – urgent and important tasks, such as emergencies or deadlines.
Quadrant 2: Not Urgent but Important – tasks that are important but not urgent, such as planning, strategic thinking, or personal development.
Quadrant 3: Urgent but Not Important – urgent but unimportant tasks, such as interruptions or unnecessary meetings.
Quadrant 4: Not Urgent and Not Important – tasks that are neither urgent nor important, such as time-wasting activities or distractions.

Eisenhower MatrixJRC - Jenny Reilly Consulting, Vancouver Executive Coach

The idea behind the Eisenhower Matrix is to ensure you spend time focusing on Quadrant 2 tasks, as these are important tasks that often get neglected due to the urgent demands of Quadrant 1. By prioritizing Quadrant 2 tasks, people can work proactively towards their long-term goals and avoid being overwhelmed by urgent but less important tasks.

The Tomato Technique, Aka The Pomodoro Technique

The Pomodoro Technique is a time-management method developed by Francesco Cirillo in the late 1980s. It is named after the Italian word for “tomato,” as Cirillo used a tomato-shaped kitchen timer as a student to track his work intervals.

When I first heard about this technique decades ago, I was not initially attracted as I am allergic to tomatoes (actual fact). That being said, anything that I can try that will improve my efficiency and productivity, I will always give it a try.

The Pomodoro Technique involves breaking work into 25-minute intervals, called “pomodoros,” followed by a short break of 3-5 minutes. After four pomodoros, take a more extended break of 15-30 minutes.

During each Pomodoro, you focus on a single task without any distractions or interruptions. The steps of the Pomodoro Technique are as follows:

  • Choose a task to work on.
  • Set the timer for 25 minutes and start working on the task.
  • When the timer rings, take a 3-5 minute break.
  • After four pomodoros, take a more extended break of 15-30 minutes.
  • Repeat the process until the task is completed.

The Pomodoro Technique can help you stay focused, avoid distractions, and manage your time more efficiently. It also encourages you to take regular breaks, which can help prevent burnout and increase productivity in the long run. Give it a try, and let me know how you find this technique.

Tomato Technique - Jenny Reilly Consulting

The Power Of Saying NO: A Core Leadership Skill

In today’s fast-paced and demanding world, saying “yes” to everything that comes our way can be tempting. However, learning to say “no” is crucial for leaders who want to stay focused, productive, and true to their values.

By setting clear boundaries and prioritizing your time and energy, you can avoid burnout, reduce stress, and make more meaningful contributions to your organization.

Remember, saying “no” is not about being selfish or uncooperative. It’s about owning your time and energy and making choices that align with your goals and values.

Saying “no” can also create opportunities for growth and learning. Turning down tasks or projects unaligned with your goals can free up time and resources to pursue more meaningful or challenging activities. This can help you build new skills, expand your network, and develop a stronger sense of purpose and fulfillment. It’s important to remember that saying “no” is not a one-time decision but an ongoing process. As your priorities and circumstances change, you may need to adjust your boundaries and make different choices about allocating your time and energy. By staying aware and intentional, you can continue to grow and evolve as a leader.

Finally, it’s worth acknowledging that saying “no” can be difficult, especially in cultures or environments where overwork and “yes-man” mentalities are the norm. However, by modelling healthy boundaries and prioritization, leaders can inspire others to do the same, creating a more sustainable and compassionate work culture for everyone.

I encourage you to reflect on your boundaries and priorities.

  • Are there areas where you could benefit from saying “no” more often?
  • How can you communicate your boundaries effectively and respectfully to others?

If you want more information or support on this topic, you can book a 30-minute complimentary consultation to find out how Jenny Reilly Consulting can help you. Please email askme@jennyreilly.com to coordinate a convenient consultation time.

 

Jenny Reilly Consulting, Vancouver Executive Coach

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