Why Sharing your Failures with your Team Helps

Why Sharing your Failures with your Team Helps

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As a leader if you’re always talking to your employees about earning a lot of sales and reminding them about how much they are supposed to achieve, it can be overwhelming for employees to constantly be hearing about that. A simple way of having your team reach success is by sharing your personal failures in life.

Sets an Example

Once you are successful your achievements are obvious, but your failures to get there are not as out there. Usually people envy others that are successful. However sharing the struggles of how they reached that success allows individuals to admire and respect them instead.

Interpersonal Emotion Regulation

Interpersonal emotion regulation is when you can control how people feel and react by how things are said to them. For instance when you choose to be courteous or impolite, you are using your interpersonal emotion regulation. To add on, it is easy to feel envious towards managers since they move higher up in the company effortlessly through promotion programs. In order to not seem self-centred about the promotions when sharing it with others, it is wise for the manager to discuss any setbacks or failures that they encountered to get to where they are at this point.

Builds a Rapport

Sharing the struggle stories can help others to relate their stories with you, decreases internal competition with the other workers, and motivates them to want that success. An incredible way to encourage workers during meetings is to have them open up about their mistakes in life and what they have learned from it. Discussing your failures also helps others to avoid the same mistakes when they try to reach their success.

Shows Humility

People would find you more likeable when you disclose your successes and achievements along with your failures and battles. A positive workplace can only happen when people are grounded, supporting, and humble.

Handling The Dreaded Task Of Layoff

Handling The Dreaded Task Of Layoff

Technology improvements, financial downturns, and business model shifts – these are all common challenges that may prompt you to consider laying off employees.No one wants to go through layoffs. But, it happens, and in a lot of cases, it is necessary for the survival of a business.

Here are 5 tips to consider when laying off an employee.

1. Let Employees Know Where They Stand

An employee should not be surprised that he or she is being fired. Rather than simply commanding folks to pack their things and leave, respectful employers explain the reasons behind the layoffs. Whether the employee is not performing up to the standard or does not fit within their team, you need to be clear about the problems.

Provide precise details about issues such as customer complaints, improper behavior during meetings, missed deadlines or failure to meet sales targets. Meet the employee and give them examples of problems regarding performance or behavior.

2. Go One-On-One

Notify the employees of the decision in private before the word is out. They should be told respectfully, behind closed doors. Allow them to take the news and figure out what they are going to do with it before they have to face their co-workers.

3. Allow For Goodbyes

Standard layoff policy seems to require terminated workers to leave the building immediately, but that is often not necessary. In most cases, it is recommended that folks be permitted a chance to say goodbye to coworkers. And there is absolutely no need, under normal circumstances, to have someone escorted to the door by a security guard or supervisor.

Keep in mind that terminated workers are recent employees, not ordinary citizens. When possible, it is even better to let workers transfer their responsibilities in an orderly way, perhaps training others who will take over their former jobs.

4. Ease The Transition

Ease workers’ transition to other employment. For example provide resources to help laid-off workers find jobs, register for unemployment benefits or return to school.

By providing outplacement services, you are helping folks in your community and generating goodwill with the people being let go and those remaining. 

5. Remember The Remaining Workers

With fewer employees, it is more crucial than ever to maintain productivity and keep your company running. That is why you cannot neglect the workers who are left behind–often with high levels of concern about their job security and new tasks they may be asked to undertake.

Mention clearly about job duties and expectations, especially if workers will be asked to take on tasks earlier handled by others. Furthermore, talk about each employee’s performance and what led to decisions about who to keep and who to let go. These discussions help people understand what they can do to keep their jobs. And if there is a chance there will be future layoffs, it is fair to let employees know you will continually evaluate the situation. 

Do You Know When to Pull the Plug?

Do You Know When to Pull the Plug?

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No matter what the causes behind project failure might be, one thing is for sure, it is never easy to stop a failed project. Here are some things that make it hard to kill the project. People will often continue projects based on incorrect assumptions, such as the belief that if you throw money at a problem, it will get fixed. There is a point at which no matter how much you invest, recovery is impossible. Sometimes people are so dedicated to a project that they refuse to accept defeat to the point of catastrophic loss to their project, and company. Here are some tips to know when to kill a project.

1. Project Is Not Delivering Value Anymore

If your project cannot deliver value, it is worthless. You need to focus on value delivering when executing projects. Assume you cannot kill a project that is costing you more than expected for any reason. You will try to justify the additional cost incurred on the project. And this will affect the growth of the company. if it is the other way around and you want your project to be completed inside the budget and you start to cut down corners to keep the cost down. Even if you manage to complete the project within the budget, it will not deliver the same value.

2. Project Is Costing You A Fortune

Cost is one of the most critical constraints in the project management triangle. Completing projects inside the budget is one of the biggest worries for project managers. If your project costs you a fortune, then you should seriously think about dropping it. Holding onto a project that is costing you much more will only prolong the financial loss and as a business, you can not afford it. The best way to resolve this problem is to cut down extra expenses. If that does not work out, end the project.

3. More Important Projects Waiting For Your Attention

With so many projects running concurrently, it sometimes becomes very difficult to give attention to every project. This is where prioritizing projects can help you. Give special attention to projects that have a greater influence on your overall business. Diverting resources efficiently is key to project management success. There is nothing wrong in shutting down a less important project to redirect all your energies towards a more important project.

4. Change in Business Plan and Strategy

The rate at which the business world evolves demands for a change in business plan and strategy. Hence, a project that does not follow your business plan and strategy can never add to your business’s success. Spending time and resources on such projects is a waste, especially when you can redirect them to other projects and get better results. Therefore, It is better to abandon those projects that cannot keep up with the changing business strategy. Knowing when and how to pull the plug is very important for both the success of the business and project manager.

Innovation Is Key

Innovation Is Key

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Innovation is simply doing or making something different to meet a perceived need or gap in the marketplace. Ideas are what stimulates innovation, and creativity and conceptualism make those ideas unique. Innovation is not merely doing something different for difference’s sake. Usually, innovation involves creative thinking that escapes from a common viewpoint. It can be difficult when you are customary to something, that you cannot see it in another way. 

To help you gather associates and brainstorm here are five tips.

Have A Vision For Change

You cannot demand your team to be innovative if they do not know the direction in which they are heading. Innovation needs a goal. It is up to the leader to set the path for this goal. You need a single statement which determines the direction for the business and which people will readily understand and remember. 

Explain to people how their role is essential in fulfilling the vision and meeting the challenges. It motivates people to become passionate about finding innovative routes to success.

Fight The Fear Of Change

Innovative leaders constantly preach the need for change. They replace the comfort of satisfaction with the hunger of ambition. They must paint a picture that presents an appealing future that is worth taking risks to accomplish. The prospect involves risks and opportunities. The only way we can get there is by embracing change.

Brake The Ice With Bad Ideas

At times people feel pressured by the presence of their bosses during a brainstorming session and this stops them from giving their ideas. Logically this fact is not favourable at all since you can lose the creativity of your team because of the shyness or fear of some team members.

To solve this situation, an effective method is to suggest they share bad ideas for a few minutes. You can begin this to break the ice by throwing out there an illogical and least favourable idea. This can be a warm-up session and when all the members have shared their bad ideas and laughed about them without fearing being exposed, they can concentrate better on formulating innovative ideas.

Welcome Failure

The innovative leader encourages a practice of experimentation. You must teach people that each failure is a step towards success. You need to give people the liberty to innovate, the liberty to experiment, the liberty to succeed. That means you must give them the liberty to fail too.

Be Passionate

Concentrate on the things that you want to change, the most important hurdles you will face and be passionate about overcoming them. Your enthusiasm and energy will translate into inspiration for your people. Filling your bus with contented, self-satisfied passengers is not enough. You need people who believe that reaching the goal is really worthwhile. If you need to motivate people to innovate, to improve the way they do things and to achieve amazing outcomes then you have to be passionate about what you believe in and you have to show that passion every time you speak.