True Employee Loyalty and Engagement...is it a pipe dream?

In a perfect world, there would be a person in every organization that attended to the monitoring of the employee’s mental, emotional and motivational well-being as it applies to their professional life.

Although some companies have found great value in having what they call a “Talent Advisor” or “Staff Development” person, most organizations do not have the budget and have rolled those responsibilities into their already overtaxed HR departments.

Other leaders attempt to manage this very important task themselves by having regular status meetings with their rising stars and high potentials. Aside from the time restraints, there is an uncomfortable truth to be recognized about this system:

YOUR EMPLOYEES WILL RARELY TELL YOU WHAT THEY REALLY THINK OR FEEL.

Why?

F. E. A. R.

As leaders, we want to believe that our direct reports will tell us what’s really on their minds, but unfortunately, even they may be unaware of what stops them.

Let’s look at the FEAR.

F: Feelings: employees can feel that they will appear weak or stupid for admitting that they need help. They want to appear capable and strong in the eyes of their superiors.
E: Experience: previous bad experiences with other managers have proven ineffective so they suck it up and move on, leaving good ideas to die on the vine.
A: Authority: challenging authority is a slippery slope if you learned to always agree with your boss. Rather than confront an issue, they sweep it under the rug.
R: Although this would never happen in some organizations, retaliation and retribution are common in many companies.

The outsourcing of professional development responsibilities has shown to more than pay for itself in retention and overall job satisfaction of valuable team members. Some companies report that ROI of coaching is 6x the cost of the investment.

Utilizing an outside resource allows leaders to know that the well-being of their high potentials, leaders and direct reports is being tended to without adding headcount. This also leaves the leader free to do the important work of planning, strategizing and growing the organization’s bottom line.

Here are some issues that employees bring to a confidential and supportive environment of external coaching:

•“I need to have a better relationship with my boss”

•“I need to grow as a leader or a manager”

•“I need to learn to have difficult conversations”

•“I need to learn to hold myself and others accountable”

•“Our team needs to work together better”

•“I need to be more efficient”

•“I am not sure I’m ready for the promotion I’m being offered”

•“I need to find a way to speak up”

•“I think I have imposter syndrome, am I really good at this?”

•“I want to get promoted but I’m not sure how to prepare”

•“I need to improve my ability to give and receive feedback”

•“I need some support with my professional development”

These issues many times go unseen, potentially stunting the growth of the individual as well as the organization. These problems can frequently be solved seamlessly and effectively via coaching conversations. Additionally, a qualified person can support leaders and staff in the following areas:

•Managing stress and overwhelm

•Having hard conversations

•Interpersonal skills

•Dealing with difficult people

•Delegating

•Aligning with the organization priorities

•Strategic planning

•Performance enhancement

•Seeking and preparing for advancement or promotion

•Setting priorities

•Training and onboarding

•Performance reviews

Hiring outside coaching for your best employees signals that you are proactive and willing to invest in them. It shows that you see their potential and want to see more of it.

Think about it, who wouldn’t want to work hard to give their best to an organization that cares enough to invest in their professional development and wellbeing? For most of us, it is a dream come true.

If you already engage the services of outside coaching for your teams, congratulations. You are in good company. The most cutting edge and progressive organizations use coaches, both internal and external.

This is the kind of work that I do and I LOVE my job. Feel free to pick my brain by scheduling a call with me here. Or email me for more info here. No obligation.

Mary

Feeling unprecedented pressure at work? V.E.N.T.

I have a theory about those who work in leadership and management. These hardworking individuals, be they CEO’s, VP’s, Directors, Managers, Supervisors or Team Leads, are all in what I call the Pressure Cooker Position. 

These high performers report to superiors and are also responsible for teams of direct reports.  All day, every day they manage the ebb and flow of  fast paced work environments; moving and shaking, putting out fires and jumping through hoops to keep their organizations running profitably.  

So, what happens then, when uncertainties arise? Where does the leader go to blow off steam? Complaining to superiors can be interpreted as weakness. Sharing with subordinates is never an appropriate avenue. It’s tempting to swap frustrations with contemporaries but, is that really a good idea?  Where can you go to brainstorm and flesh out  ideas when times get tough? 

For people in this position, the heat is turned up, the pressure is building and the top is locked down tight. With no safe place to go, you boil and  steep until you burn out,  blow up or worse.

In my corporate job, I became intimately familiar with this feeling. I suffered in silence and eventually imploded. Toward the end of my time I became physically ill, emotionally exhausted and felt little or no professional satisfaction.  

If I knew then what I know now, I would have sought out a healthier way to release the pressure.  

Try this:  V.E.N.T. 

V:  

Voice your concerns but not just to anyone. If you are going to go to a superior, have a plan, map out possible solutions to your predicament first. An up-line complaint is better received when accompanied by a well thought out resolution or suggestion.  

E: 

Engage the support of a friend or mentor outside of your organization. Releasing the steam with a person who is detached and uninvolved can provide valuable perspective. 

N:

Never complain about a serious work problem to someone you live with or who benefits from your income. Although some spouses and partners can be objective, I’ve found that the vast majority try to fix the situation (just quit!)  or offer confusing advice (here is what I would do). Neither is particularly helpful and can wreak havoc on the relationship. 

T:  

Train your supporters to simply listen, like what author Michael Neill calls “a rock with ears”.  Listen from a place of neutrality… not to agree or disagree, but to hold space. What you really need at a time like this is a sounding board. Someone who will simply  be there without intervening, or one upping you: (you think that’s bad…listen to what happened to me!) In a perfect world this person would ask for permission to offer advice only after you are completely done with your rant. YOU can decide if you want input or not.  

Allow me one final suggestion, that is outside of my pithy acronym: When a human is not available, a piece of paper and a pen or a smart device keyboard can be VERY effective. I invite you to write out exactly how you feel. Don’t stop to correct or edit. Write like your life depends on it. Don’t hold back. Then rip it up…grind it, erase it, delete it. Get it out and clear your mind for more important tasks. 

Once you have vented your frustrations, you will are able to think more critically. Problem solving will become effortless, allowing you to remain motivated, focused and professionally fulfilled.    

Trust me, release the tension and you’ll be cookin’ in no time. 

Mary 

P.S. I frequently work with professionals in this situation. If you think I might be able to support you, click HERE and schedule a no strings conversation. 

Johnny's Garden

You may not know this but I am known as a “dyed in the wool Beatles Fan”.  Like many in my demographic, their songs punctuate some of the most important events in my life. Our kids and grandkids all have an affinity for the band and their music as well, making our family get togethers more enjoyable. 

So today is a rather sad day for me. It was forty years ago today that John Lennon was taken from us.  Like my friend Mark said, “John has been gone for as many years as he was on this earth.” Poignant and yes, very, very sad. 

It made me think of the legacy he left and the contributions he made to the world during his short life. His music reminded us to ask for “Help” when we needed it, to reflect on the people “In my life” and to “Imagine” what the world would be like if we could “Give peace a chance”.  More than anything, when things get tough, he reminded us that all we really need is LOVE. 

As I reflect on John and what he gave to us, I too, reflect on what I would like to leave behind when it is my time… 

How about you?  What would you like to be remembered for? It is never too late to leave a mark on the world. I’ll bet you’ve already done something seemingly small but actually spectacular:  

·      That stranger that you said hello to last week, went home and was kinder to their family.

·      The worker that you said “thank you” to, felt appreciated and paid it forward, and so on, and so on. 

·      The hug that you gave to your loved one,  made them feel loved and accepted unconditionally 

·      The gratitude that radiated from you as you looked up into the sky to admire the sun beaming from the clouds resonated across the miles. 

·      The way your heart expanded when you looked at yourself in the mirror and smiled back at yourself for no reason other than you exist. 

Each small action leaves a lasting mark. Every random act of love and kindness makes a difference. You contribute to this life, simply by existing, breathing and showing up. 

Maybe we will never write a piece of music as compelling or moving as John Lennon did.  We can, however, be the best version of ourselves each day and treat others with love and respect. We can start with the person we see in the mirror each day and go from there. Let’s do it together…

You may say I’m a dreamer, but I’m not the only one…. 

Peace and Love,

Mary

PEACE

PEACE.

We long for it. We hope for it. We search for it in all its forms; world peace, inner peace, peace in our families our government, communities and more than anything, peace of mind.  

We say we want Peace but we seldom do much to really obtain it. 

Today, I am willing to do my part to create world peace by starting with myself. How? I thought you’d never ask.   

1.    I will notice and surrender my painful self deprecating thoughts

2.    I will look for and identify things that I love and accept about myself

3.    I will treat myself the way that I treat those who I love and respect

4.    I will speak to myself in a loving caring tone, like I would speak to a friend or loved one in need of compassion. 

5. I will take three cleansing breaths, inhaling deeply, holding briefly and releasing effortlessly. Join me, won’t you? I invite you to choose one or more of the suggestions above.  Practice daily and watch your world and the world around look and feel more peaceful. 

Peace Out,

Mary