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  • feedwordpress 17:07:03 on 2018/02/20 Permalink
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    Your Administrative Assistant Is Your Greatest Asset 

    Your_Greatest_Asset_Is_Your_assistant

    Your assistant is your greatest asset, or will be after you read this.

    In today’s fast-paced corporate world, many managers rely on the newest technology to help their company grow. Between e-mail, virtual assistants, smartphones, high-speed Internet connections and a host of other technological marvels, they mistakenly believe they are more independent than ever—making their own travel plans, managing their own Inbox, sending their own letters and scheduling their own meetings. In reality, however, these so-called independent managers have lost sight of the one asset that can truly impact the company’s bottom line: an empowered administrative assistant.

    Unfortunately many assistants (also known as administrative professionals) are not taken seriously. In order to make the most of your administrative professional and advance your company’s mission, you need to treat your assistant like a partner and develop their skills on a daily basis. Only then will they have the know-how and confidence to make decisions and take charge of challenges that arise during the day.

    Related: Assistants Speak Out, Their Biggest Struggles In Partnering With Their Executive

    Following are the top 4 ways to foster growth in your partnership with your assistant.

    1. Have regular meetings. Conducting daily or weekly meetings allows your assistant to gain a broader perspective of your company’s goals and what is currently going on in the organization. Attending these meetings also keeps your assistant abreast of upcoming projects and the status of existing ones. Armed with this knowledge he or she can intelligently answer questions for clients, follow-up on action items, monitor the progress of upcoming projects and also remind you of important tasks.
    2. Provide continual and constructive feedback. Many managers and executives neglect to give their assistant any kind of feedback—positive or negative. While they may be able to critique a specific project the person worked on, they’re hesitant to give an individual the praise or correction needed. If you want your assistant to grow professionally, you need to let her or him know how their performance rates with you.
    3. Be a mentor. While you may have an abundance of company information, such as brochures, web site content and catalogs, your assistant ultimately looks to you to teach her or him about the organization and business in general. You can help by mentoring on a regular basis. For example, when you make a decision, explain to your assistant why and how you came to your decision.
    4. Establish goals and state your expectations. Your administrative professional truly wants to help you look good. It’s difficult for this person to meet your expectations when you don’t clearly communicate them. To make your administrative assistant a greater asset to your business, clearly state what needs to be accomplished and why.

    No matter how advanced your office becomes, your administrative assistant will always prove to be your greatest asset. When you encourage your assistant to become a true work partner, you will become more productive.

    Joan Burge

    Underneath_It_All_assistantThis article is an excerpt from the book, Underneath It All: Postgraduate Level Revelations Lift Administrative Assistants to New Heights. Authored by Joan Burge, Founder & CEO, Office Dynamics International

    Related: Executives and Assistants Are Struggling Today

     

    EA_Guide_Store_Banner_assistant

    The post Your Administrative Assistant Is Your Greatest Asset appeared first on Office Dynamics.

     
  • feedwordpress 09:04:56 on 2018/02/20 Permalink
    Tags: , , , , , , Role Model,   

    How to Be The Best Role Model 

    Chances are, at some point you’ve worked with a leader whose example is still with you today. Maybe it was a leader who showed confidence when everyone else was frazzled, who stayed calm under intense pressure. Or a boss who deftly handled whiners and complainers, or a mentor whose patient guidance set you on the path you’re still following.

    Whatever their role, these are the people who know that who they are is as important as what they do. For them, setting a positive example is an integral element of leadership, a part of their life and work every day.

    So what kind of example are you setting? Whether you’re aware of it or not, your actions and attitudes are being watched. You’re setting an example, modeling acceptable behavior to others.

    How can you tell if you’re setting an example people can look up to? Here are some traits the best role models share:

    They lead with self-awareness. The best role models reflect honestly and productively on their own behavior and the impact they have on others. They consider the needs and feelings of others, they’re responsible for their actions and accountable for their mistakes, and, most important, they pay attention to how their words and actions affect others.

    They lead with positivity. Great role models know that no one can be cheerful all the time, but they look for opportunities in difficult situations and face challenges with resilience and energy. They inspire those around them with their positivity and optimism.

    They lead with empathy. Part of being a role model is tuning in to the feelings of those around you. It means meeting people where they are and relating to them with kindness, compassion, and understanding. At the heart, it’s as simple as acknowledging our shared humanity.

    They lead with humility. The best role models are humble enough to be honest when they’re not sure about something. They’re supportive when you need help, sincere when others are manipulative, and modest when others are showing off. Those who lead with humility are at their best when they’re encouraging others to succeed.

    They lead with integrity. Great role models enter every situation with their good character, morals, and principles firmly in place. They don’t preach; they don’t have to. They know their values and use them as the basis of their choices, and they have the decency to do the right thing even when it’s difficult.

    They lead with trust. Leaders with consistent character—the ones who “walk their talk”—develop an atmosphere of accountability and responsibility. And those elements form the foundations of trust. A commitment to building and earning trust is one of the most important elements of a great team.

    They lead with respect. Many people aspire to impressive titles in an effort to get others to respect them. But the best roles model understand that you earn respect through the way you treat others. They give respect, and in turn they receive it.

    They lead with honesty. People will naturally look up to you if they can count on you to tell the truth, however difficult or awkward it may be. This includes telling the truth about yourself, the mistakes you’ve made, and the places where your judgment has faltered. Your people will appreciate and emulate your transparency

    Whether you want to be or not, unless you live alone in a cave you’re probably somebody’s role model. That makes it important for each of us to remember that people learn more from what we do than what we say, more from what we are than what we teach.

    Lead from within. Whether you choose to be or not, you are a role model—so watch your words and be mindful of your actions, because people are looking at each other to be inspired.


    N A T I O N A L    B E S T S E L L E R

    THE LEADERSHIP GAP

    What Gets Between You and Your Greatness

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: Getty Images

    The post How to Be The Best Role Model appeared first on Lolly Daskal.

     
  • feedwordpress 12:52:29 on 2018/02/16 Permalink
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    Lolly Daskal: The Leadership Gap 

    She’s been called the most inspiring woman in the world, Lolly Daskal delves into what’s holding us back as leaders and what it takes to change ourselves, when we can’t change the situation.

     

    The post Lolly Daskal: The Leadership Gap appeared first on Lolly Daskal.

     
  • feedwordpress 09:07:58 on 2018/02/13 Permalink
    Tags: , , , , , Overconfident, ,   

    How to Handle Annoying Overconfident People In Your Life 

    We all encounter annoyingly overconfident people from time to time—the ones who come across as if they know everything. Sometimes it’s hard not to let them get under your skin.

    But there is an effective way how to handle overconfident people.

    My work as an executive leadership coach working brings me in contact with top people in all kinds of organizations and industries, so I see overconfident people all the time. Part of my role is to ground them in reality, and part of it is to teach them to deal with other overconfident people.

    First, though, let’s make a distinction clear between two different degrees, or types, of overconfident people. The first is the narcissist, who is not only overconfident but also has a sense of superiority and entitlement. For a detailed discussion of dealing with a narcissist, see my Inc. article How to Deal With a Narcissistic Leader

    But here we’re looking at a run-of-the-mill overconfident colleague, boss, or associate—the ones who get on your nerves on a daily basis. Here are some smart strategies for coping and thriving:

    1. Connect with your own inner security: The best way to deal with an overconfident person is to find your own inner sense of security. When you can find your own confidence, nothing an overconfident person can say or do will undermine you. They may be unable to relate to you and may even say obnoxious or cruel things, but you can always let it slide when you feel secure in yourself.

    2. Don’t let it get to you. This is easy to say but harder to accomplish. But if you can learn to ignore the overconfident, superior attitude and try to find ways to you can enjoy each other’s company, it may benefit you you both. Deep down, there’s probably something to this person that’s worth knowing or exploring, and maybe at the deepest level there may be a person who is good and kind, with something in their background that causes their overconfident behavior.

    3. Know their secret. Overconfident people are often quite insecure, and they cover up their insecurities through dominating and controlling others. They find it hard to admit being wrong, and they will often cling to a belief even in the face of evidence that it’s outdated or wrong.

    4. Learn tolerance. Most of us are quick to judge. Perhaps impatience is your personal weakness, and frustration and annoyance are frequent responses for you. Maybe you feel intimidated or pressured. Whatever is happening, overconfident people present a great opportunity to learn patience, to listen without judging. Aim to tolerate the person and learn to understand what motivates him or her. Think about how you’d respond in the same position.

    5. Improve your assertiveness. Over confident people can smell self-doubt miles away—and when they do, they likely will pounce. The best way to combat those who think they have all the answers is to improve on your own assertiveness. Aggressively overconfident people won’t waste their time on people they can’t push around or get a rise out of.

    6. Be tactful. So you have tried tolerance and improved your assertiveness. Now it’s time for a new weapon: tact. You can still point out things that are self-evident without calling out the person’s arrogance. You can still respond assertively to things that are incorrect—just do it with kindness and empathy.

    7. Change the subject. Another great tool for handling overconfident people is a simple pivot to a new topic. By changing the conversation, you can discontinue the overconfident person’s dominance. If they try to return to the old topic, politely point out that everyone has already made their views known, and return to yet another new topic.

    8. Keep your distance to avoid confrontation. If you’ve tried all the other techniques to no avail, you can still lessen the impact of an arrogant overconfident person. Keep your distance to you can keep your sanity. Simply do your best to stay out of their way. It’ll buy you time to work out how to better respond, or if nothing else it will minimize their annoying presence.

    Lead from within: Overconfident people are arrogant people who simply too insecure to face their own reality. As Charles Bukowski so brilliantly stated, the problem with the world is that the intelligent people are full of doubts while the stupid ones are full of confidence.

     


    N A T I O N A L   B E S T S E L L E R

    The Leadership Gap

    What Gets Between You and Your Greatness

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: Getty Images

    The post How to Handle Annoying Overconfident People In Your Life appeared first on Lolly Daskal.

     
  • feedwordpress 09:00:48 on 2018/02/06 Permalink
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    7 Ways To Keep Your Team Happy And Motivated 

    There are probably few if any people in leadership who don’t aspire to have a happy team. But what does it take to keep people motivated? Especially these days, when most people are working long hours and have so much to do, there are steps you can take to help ensure your team is happy (and, since the two go hand in hand, motivated). Here’s a list, compiled from the workshops I facilitate, of what fuels the happiest teams

    1. A happy team has a supportive leader. A happy team has a leader who is engaged and supportive—and leaders with that style will go much further than either micromanagers or aloof directors. People are much more willing to go the extra mile if they know their team leader is willing to roll their sleeves up and pitch in when necessary. They need to know their leader is someone they can count on when the going gets tough.

    2. A happy team has an inclusive culture. One key to a happy team is to create an environment where people feel free to discuss ideas openly and to disagree with each other before reaching consensus—or, at the very least, a compromise that everyone can live with.  If the culture is right, the conversation will be honest and the communication will find common ground. Make sure your team atmosphere is one where new ideas are welcomed, healthy debate is encouraged and everyone works toward the same goals of trust, respect and success.

    3. A happy team has opportunities for learning. When team members feel that the organization and leadership are invested in their career, they feel valued—which in turn makes them feel happier and more productive, innovative and creative. Team members are also invigorated by feeling that they’re growing and not just standing still. Extend as many opportunities as possible for learning and professional development.

    4. A happy team has up-to-date tools that work well. Teams work at their best when they know they’re equipped to do their job properly. Tools that are outdated or that don’t work well make the workplace stressful and frustrating. When setting goals for your team, make sure that they have the tools and training to accomplish they need.

    5. A happy team has ongoing feedback and clear communication. Good communication skills build trusting relationship and cultivate happy people. That means you need to be as skilled at listening as at speaking and writing. Allocate ongoing time for feedback, making sure communication is honest, truthful and straightforward. Teamwork thrives in an environment where communication is valued.

    6. A happy team knows mistakes are acceptable. While you should be able to expect consistently high performance from your team, mistakes and errors are inevitable. A positive working culture is one where employees are not made to feel that a mistake is unacceptable or fatal. The best teams make mistakes—and then learn from them. Avoid blaming or shaming people when they make a mistake.

    7. A happy team receives appreciation and recognition. When your team does something above and beyond, something unexpected, something that impresses you—express appreciation and recognition as loudly and publically as possible. It’s a no-brainer: making people feel valued it one of the easiest things you can do to foster a positive workplace culture and a happy team.

    Everyone in the organization, from the top down, is responsible for designing and building a positive environment and culture where people can be happy, where everyone makes a contribution, where everyone counts.

    Lead from within: Happy people make happy teams, and happy teams know what they want and how to navigate toward it together.


    N A T I O N A L   B E S T S E L L E R

    THE LEADERSHIP GAP

    What Gets Between You and Your Greatness

    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now


    Additional Reading you might enjoy:

     

    Photo Credit: Getty Images

    The post 7 Ways To Keep Your Team Happy And Motivated appeared first on Lolly Daskal.

     
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