Breaking Through
Transcending Personal Barriers by Laura Huckabee-Jennings

November 24, 2009

Personalities in the Workplace: 5 Key Tips

Filed under: Business Strategy,Career Development — Tags: , — Huckabee @ 10:58 am

What do you do when you find someone in your workplace difficult?  Ignore them, undermine them, placate them?  How can you get disparate personality types to work together productively?

Most of us have found certain people difficult to work with from time to time, and just being the boss doesn’t make managing these people any easier, so what can you to keep work productive and less frustrating all around?

  1. First seek to understand.  What do you know about this person?  What motivates them?  Where are their strengths?  In what areas are they an asset to the team or business?  In areas you find them difficult, what about your own preferences may be conflicting with theirs?
    How could you adjust your way of communicating and working with this individual to make them feel more comfortable and motivated?
  2. Develop common goals and teamwork.  It’s harder to have conflict when you are united with others around a common goal.  But big goals that are a year away or depend on so many other factors are not very motivating or unifying.  Under the “big” goals, a team needs frequent, small measurable goals that they can share.  Do you have a goal for how many calls to make?  Response time?  Meetings completing their agenda on time?  Anything that is frequent, measurable and requires the team to get it done will work.  Make sure there are some rewards and recognition associated, even as small as a “Well Done” sign where everyone can see, or lunch for the team at the end of the month.  It doesn’t have to cost a lot to be effective.
  3. Clarify expectations.  I know, you are always very clear.  But, really, are you?  Is the message you are transmitting being received the way you intended?  Are you being specific enough about what is needed and how it is to be delivered?  Spend time not only communicating your expectations, but also hearing them played back to you so you can make sure the message was heard clearly.  “Be more courteous” could mean more pleases and thank yous to one person, but mean always showing up 5 minutes early for meetings to another.  Which did you want to have happen?  Be specific and concrete.
  4. Give and receive feedback on the spot.  When you see a behavior that isn’t in line with your expectations, or have a communication or meeting that goes badly, don’t let 2-3 weeks or even 2-3 days go by before you sit down and talk about it with the people involved.  Take 5 minutes right then and there.  Cool down if you need to, but make sure you provide feedback or gather feedback while the incident is still fresh in everyone’s mind.  You may discover that you are someone else’s “difficult person” and that a few small changes will improve the environment for everyone.
  5. Don’t hesitate to let a bad actor go.  If you’ve tried to understand motivational and personality differences, built common goals, clarified expectations and given and received on the spot feedback and someone is still behaving badly or wrecking your team dynamics, sometimes you need to just amicably part ways.  There’s nothing harder on a team than watching someone else “get away with murder” with seemingly no consequences.In one client’s company I remember an employee saying “You can’t get fired from here”.  Well, if that doesn’t just encourage bad behavior, I don’t know what does.  Stop the bad actor or eliminate them, and morale will improve.

Workplace harmony begins at the top, and it isn’t about agreeing or hugging each other.  It’s about finding ways to leverage differences rather than letting them become barriers to growth.  Healthy disagreement and dialogue usually lead to better outcomes, but they need to remain goal-focused, respectful and based on data whenever possible.

Giving Thanks

Filed under: Business Strategy,Life Choices — Tags: — Huckabee @ 10:56 am

This holiday season, I have so much to be thankful for.  My family is healthy, we are financially intact, my business is growing, my clients are interesting, learning and taking away great lessons and growth from our work together.  My children are doing well in school and other pursuits, and I’m taking on some new creative work that satisfies my soul.

Most of all, I feel a positive wind of change in the air.  I don’t know what 2010 will hold, but I am excited about it and meeting it with eyes wide open and charged up to take on whatever comes my way.  I am thankful for the energy to do this, and the support of my husband to keep pursuing my dreams.

What are you giving thanks for this holiday season?  What has blessed your life this year?

November 4, 2009

Taking the Calculated Risk

Filed under: Business Strategy — Huckabee @ 9:10 am

Entrepreneurs are by their nature a pretty risk-tolerant group. They have to be – setting off on their own to do something no one else has done, or at least that no one else has done in quite the same way, in the same place, that they are doing.

However, taking risks doesn’t have to be the same as being reckless. For most businesses, there is a logical set of steps in researching the market, the customer, the competition, in order to assess the level of risk, and manage it.

I often work with entrepreneurs, and one of the most common things I find is that serial entrepreneurs can be victims of their own success. What does that mean? Well, many entrepreneurs did well by doing one or two things right, and then getting extraordinarily lucky. They hit a market at the right time, with the right product or service, and in spite of doing little or no “traditional” business management, and bucking the models, they were successful. What do you learn from this? Well, many of them believe in the power of their own success, and that the models are useless and that they can succeed at anything based on the sheer power of their personality and acumen.

Surely you can see the flaw in this logic, but also why it is so seductive. It is not unusual for these successful people to go on to start one or more additional businesses – and fail. They take the lesson of success and continue to disdain traditional management, planning, strategy and organization. Occasionally they will again get lucky, but far more often I see them fail and wonder why the magic didn’t work again.

Those who overcome this learn that hard work and smart management of a company is a surer path to success than the force of personality or luck. They begin to do more research, and look at more data. They begin to track their failures and identify root causes. They begin to learn more about motivating people, creating great organizations, channel marketing, sales strategies, partnering, product development, and many other management topics. In other words, they evolve into great leaders and business people.

When you look at your business or group, are you using the best tools available to maximize your chances of success? Have you discarded management tools and theories because they aren’t perfect and others have succeeded without them? Do you have a coach or consultant helping you find the best out there and applying it to your business problems? Are you tapping into the creativity of your team to build on best practices and create new innovations in running a business, or are you repeating mistakes made by many others before you?

I invite you to look at how you are working and running your business and how you could build a sturdier foundation for the growth you can achieve.

November 2, 2009

Environmental Design

Filed under: Business Strategy,Career Development,Life Choices — Tags: , — Huckabee @ 9:11 am

In the coaching world, we talk about environmental design as a way of enhancing and facilitating change and development. What that really means is that change is easier when the environment you live and work in supports the change.

Have you ever been to a training where you learned about a new exciting tool and came back ready to kick off a new way of working, interacting or planning, only to find that enthusiasm dampened by day 2, and the training forgotten within a few weeks? This is a result of poor environmental design.

You have a new tool or skill, but you come back to the same office, same desk, same tasks, same co-workers – all of which supported the old set of habits and skills. Without support and an environment that actively and passively encourages the use of new skills, the old patterns re-emerge quickly.

So what can you do to really look at your environment and how it impacts your ability to implement change? Here are 5 ways to look around and see what is supported in your environment:   

  1. Physical Environment. Look around and see what is in your immediate work environment. Is it neat and organized or cluttered and messy? Where do new items land? Where do “important” projects and tasks land? Do you face colleagues or a wall or window? What can you hear in your environment? When you look at your physical environment, does it encourage you to take the actions you need? Is it more conducive to collaborative work or solitary research/writing and thinking? Does it help you focus? Does it keep you abreast of what everyone in the team is doing? What is important to you and your progress, and does the physical environment support that? How could you make it more supportive of your goals?
  2. Social Environment. What do you get from the people in your work, home and social environment? Do they encourage you to reach your goals? Do they have compatible goals? Are they prone to sabotaging your efforts, or are they excited to see you change? If they aren’t supportive, who could you recruit to spend more time with who would be more encouraging?
  3. Temporal Environment. How do you structure your time during the day and over the course of a week, and how does that impact your ability to make changes and achieve your goals? Are you able to use your most productive hours on the most difficult tasks? Are you actively managing your energy levels and scheduling tasks when the right energy is there to support them?
  4. Intellectual Environment. What kinds of intellectual stimulation do you get from your environment? Do you have challenging people with new ideas in your environment? What kinds of reading material, news, radio and other media do you keep in your environment and how does that impact your goals? What changes might improve your motivation and ability to stay on track with new behaviors and skills?
  5. Measurement Environment. What is tracked and measured in your environment? How is progress noted and how often? Are the things being measured encourage you to make change? If not, what kinds of measures might make more sense? How often are they measured?

In order to effectively make a change or build new behaviors, you can make it infinitely easier by designing the right environment. Think about someone trying to start a new diet. One of the first changes is to take “forbidden” food out of the kitchen, maybe join a support group or begin the diet with a friend or spouse, to get new recipes supporting the new diet and setting up a measurement and tracking system to see daily progress and understand any setbacks.

All changes are similar in many ways. They are hard, and can only be tackled when the motivation is there, but that is rarely enough. In order to create success, you need to carefully examine your environment and create stimuli and support for changes, new behaviors and new skills.

Transcend LLC