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Leadership – How it Impacts Performance

https://www.awesomejourney.ca/leadership-how-it-impacts-performance/

This month we are focusing on Performance and how Leadership plays a critical role in its success.

Why it Matters

Leadership is the most important ingredient to increase the performance of any organization.

You can tell the level of leadership by the overall success the organization is generating. They are producing consistent, repeatable, and reliable results.

Leadership Strategy

Leadership and performance go hand in hand with trust. The more leaders both demand and demonstrate their trustworthiness by being sincere, competent, reliable, and involved, the better results they will see from employee performance.

Leadership Challenge

Start to measure your team’s level of trust that improve performance by answering these questions:

  1. Integrity (Sincerity) – How well do we follow through on our promises?
  2. Competency – How well do we provide feedback for improvement?
  3. Reliability – Are we meeting our timelines?
  4. Involvement – How well do we show up for meetings to participate fully?

Answer the questions above and start building trust to improve performance, a key tool to being a great leader!

Awesome Watch (3 min)

Leadership vs. Performance

Have an Awesome Month Leading with Impact!

Strategic Execution – Feedback Conversation

https://www.awesomejourney.ca/strategic-execution-feedback/

This month we are focusing on Strategic Execution, and the conversations needed to support the success of any Strategic Plan. One of these conversations is feedback and, more specifically, what “breakdowns & struggles” have been seen that need to be addressed by having a feedback conversation.

Why it Matters

Feedback is a fundamental leadership practice for improvement! To improve organizational performance, we have to deal with the areas that have low workability. Could you imagine a football team not looking at the game last week to make adjustments for this week? 

So, what stops leaders from receiving or giving feedback? The biggest reason is that we have learned from an early age that feedback is negative, demotivating and possibly hurtful. In most cases, the view of feedback is that it’s bad news, wrong or even career-ending – so let’s just avoid it altogether.

Leadership Strategy

As leaders, we have to be comfortable with giving constructive (useful, beneficial and purposeful) feedback and using it as a tool for improvement versus making others feel small, wrong or judged.

Remember, when you have leaders who are open to giving and receiving feedback, overall performance will improve!   

Leadership Challenge

In the next few weeks, ask 4 people to give you constructive feedback on your leadership. By modelling to others that you are open to receiving feedback, it will impact others’ listening for receiving feedback in a positive way, and as an important tool for success!

Awesome Watch (9 min):

The Joy of getting Feedback by Joe Hirsh

Have an Awesome Month Leading with Impact!

The Accountability Conversation that Happens Within a High Performing Team

https://www.awesomejourney.ca/the-accountability-conversation-that-happens-within-a-high-performing-team/

Last month we shared the importance of acknowledgement when a teammate performs in a manner that supports the team and organization. That is one form of an accountability conversation that reinforces positive behaviours. But what if the opposite occurs, or a breakdown, where someone didn’t do what was agreed upon? Then a different accountability conversation needs to happen.

Why it Matters

Account – ability. It’s key to achieving business results and critical in supporting change and growth.

When done right, an accountability conversation leads to business outcomes and increased performance for team members who keep their word.

Leadership Insights

You will, at some point, need to hold someone accountable. This is simply a part of leadership. The good news is team members want your feedback. They want to know where they stand. They want to know what they’re doing right and what needs improvement.

Leadership Challenge

Identify two accountability conversations you need to have with team members to support delivering the business results that we have promised.

Leadership Strategy

Start by ensuring time is planned for follow-up/fallout conversations, both for acknowledgement and feedback around the specific task which will include accountability.

Awesome Read:  How Do Leaders Hold People Accountable?

Have an Awesome Month Leading with Impact!

Acknowledgment – A “Must Have” for a High Performing Team

https://www.awesomejourney.ca/acknowledgment-a-must-have-for-a-high-performing-team/
Wanting to be recognized is a basic human need. As such, to acknowledge and recognize are key human drivers of employee performance and engagement”. – Lynda Monk, Author

Why it Matters

Teammates need to feel pride in what they do. Acknowledgement not only gives
your team a sense of pride, but motivation to be accomplished. Acknowledgement
creates a culture for others to step-up, so they get recognized as well. This causes
great performance to become contagious within an organization.

Leadership Insights

Acknowledgment also needs to be given effectively or it can actually backfire and
could become a demotivator. Dan Pink’s Video: The Surprising Truth About What
Motivates Us, (11 minutes)
,
points to giving effective acknowledgement that
motivates.

Leadership Challenge

Effective acknowledgement should include these 2 key components:

  1. Be specific about a contribution that the person you are acknowledging
    made.
  2. Speak to the impact that the contribution had to the team, company or to a
    client.

Example:

“Lisa, last week you responded to our newest client’s request within 3 hours. Your
sense of urgency and responsiveness really honors our value of being a client
centric organization. They were very impressed and want to do more business with
us. Thank you!”

Being specific in an acknowledgment may empower others to use their “gifts of
greatness”, like responsiveness, to make a difference.

Leadership Strategy

Acknowledge 5 employees or colleagues this week and make sure you follow the
two (2) steps above.

Awesome Reference

The Powerful Impact of Acknowledging Good Work – https://www.inc.com/laura-garnett/acknowledgment-the-new-charisma-at-work.html

Have an Awesome Month Leading with Impact!

Why Giving Feedback is an Essential Leadership Skill

https://www.awesomejourney.ca/why-giving-feedback-is-an-essential-leadership-skill/

One key characteristic of a good leader is that they are able to reach organizational goals by motivating others. Giving constructive feedback helps individuals grow by learning how they can improve and by reinforcing the activities they are doing well.

Why it matters?

  • Feedback supports employees to see their blind spots that impact their performance
  • Feedback helps employees achieve their goals
  • Feedback builds trust between the leader and employee
  • Feedback influences employee engagement
  • Feedback reinforces individual accountability

Leadership Insights

If I asked your leaders what they are working on, their gifts and/or areas of opportunity, could they answer? Would it match what you would say? The answer should be the same and if its not, you have some work to do (feedback).

Challenge: Have ongoing conversations with your leaders to provide feedback like someone did for you in your leadership journey. It may be a difficult conversation, but the benefits are endless to them as a learner, you as leader and your company in achieving awesome results.

Awesome Read:

How Successful Leaders Give Honest Feedback That Inspires People and Does Not Hurt Their Ego

Have an awesome month leaders!

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