A startup is among the most exciting workplaces in today's business landscape. It suits problem solvers, people who love the challenge of figuring out how to get a promising idea off the ground. For others, what attracts them to a startup is the chance to be part of a company early on and see it through its growth stages. But since startup environments can be unpredictable, working at one requires grit, flexibility, and openness to feedback. The last is particularly important because it directly contributes to team members' improvement. Feedback helps people understand why their actions bring certain outcomes. It also creates a team with a growth mindset. Welcoming feedback is also crucial for helping the company grow. Startups must be agile and adaptable. They must innovate rapidly to suit changing customer needs while staying ahead of others in the field. Without feedback, companies grow directionless and people stagnate. How positive feedback benefits employees It's simple but often overlooked: a little positive feedback goes a long way. Acknowledging when employees work hard or deliver exceptional work will help them feel valued, and their efforts are seen. Positive feedback also creates stronger relationships—after all, who doesn't like people who appreciate them? Why constructive criticism is necessary, but tricky While anyone would like it when their managers notice the good things they do, few people stay cheerful when others notice their shortcomings. Yet constructive feedback is an essential part of giving feedback. It can be difficult to deliver this type of criticism, though! To do this effectively, the first step is to focus on the behavior, not the person. The feedback a person receives should help them Constructive criticism is essential for growth but can be difficult to deliver effectively. It is important to focus on the behavior rather than the person. The manager should show–through words and actions–that they are giving this feedback to be supportive. The message should contain specific, actionable steps the recipient can take. Why give feedback, anyway? I understand if managers or business owners might be reluctant to dedicate time to feedback. Especially in a startup, where there are endless things to do at any given moment. But letting your team know how they're doing leads to better performance. When employees receive feedback, they better understand what you expect from them. So they can align their work with your requirements and the company's broader goals. Employees who receive high-quality feedback also gain a sense of ownership over their work. They can better identify improvements in their processes, which helps them identify obstacles before they become too big to handle. For example, suppose you have a teammate who struggles with time management. Instead of telling them, "Just work faster," which is vague and offers no actionable information, you could give specifics on how they can stay on-task. For starters, you could review their list of things to do and help them prioritize these by urgency. When you teach someone how to course-correct once, they won't need repeated reminders in the future. And this goes for peers, too. Feedback among team members of the same rank will help them build stronger relationships. Having a team that can let each other know areas of improvement without anyone feeling slighted is a special thing. These open lines of communication also allow people to address misunderstandings before they escalate. Challenges of giving feedback in startups There are many pros, but there are also challenges in giving feedback in a startup. For one, the pace at this type of company can be very fast. So, there could only be a small window of opportunity to give feedback about a crucial process before it becomes moot. This situation leads to missed opportunities for improvement. Of course, you also risk losing valued employees when you give them feedback. Managers might be hesitant to provide honest thoughts on an employee's performance–they might be afraid of alienating their teammates. How to deliver feedback Given all these realities, the first thing to do is establish a feedback culture early. When people are used to opening up about work processes, managers need not worry about anyone getting hurt or missing the chance to say what they think. If you've established a different culture within your organization, turning it around is possible–it'll take a while, but it can be done. Managers must also frame feedback so it considers a person's long-term growth. It's the difference between editing a junior software developer's code yourself and letting them know what needs to be changed. A manager who corrects the code might say that only the work matters. In contrast, one who corrects others' behavior shows that they care about their teammates, which builds trust and engagement. How feedback contributes to startup success Many successful startups have embraced the importance of feedback in their culture and have used it to achieve growth and success. For instance, Slack, one of the most popular communication and collaboration platforms, encourages users to provide feedback to make decisions about future development. Another company that leverages feedback is Dropbox. Their "Smart Sync" feature, which lets users access files through the cloud, came from user feedback. At Wing Assistant, we implemented a variety of mechanisms to solicit user feedback. Examples include NPS polls in our software product, email surveys (we are leveraging Voiceform to allow customers to speak their feedback freely), and one-on-one calls with customers conducted by our Client Success Managers. We also ask for feedback whenever customers leave us to monitor which areas need improvement constantly. Feedback and its role in business growth Letting your teammates know what works and what doesn't is crucial for their personal and professional growth. In the fast-paced, competitive world of startups, feedback is all the more valuable. But feedback isn't just for growing companies. By embracing and using it to drive innovation, companies of all sizes can reach their goals much faster. Source: www.entrepreneur.com Image Credit: Pixabay | Mohamed Hassan
0 Comments
We could make a career of studying and learning the different models of leadership that exist in our world. However, while all these models may be helpful and certainly serve to inspire and provoke our thinking, here’s what I know to be true: the most profound shift we can make as leaders of ourselves and others is to undertake the creation of our own leadership model. When it comes to how leaders are made, it’s overwhelmingly clear that there is no one-size-fits-all path to effective leadership—and no one way to lead effective change. Clarity really begins with thinking about what effective leadership looks like for you, and then stepping into the work of understanding and assessing the beliefs and assumptions you have about what it means to lead change. This work is personal and it’s deep. To get started, we need to explore the top two toxic assumptions that many leaders make. Disengaging from these basic thought patterns is a first step toward becoming a leader who can create real, lasting change for yourself, your team, and your organization. Leadership assumption #1: Assuming you know what the real problem is Two years ago, we experienced a problem in my team, and I definitely thought I knew what was going on. The presenting issue was that we could not agree on what our collaboration board should look like or how it should function. As the leader, I fell into the trap of assuming I knew what the problem was and what to do: we weren’t aligning on a vision, so I just needed to tell them what to do, set standards, and get people trained. But that training just turned into more training—and the issue stayed an issue. Looking back on it now, I can tell you that the collaboration board was definitely not the issue—not at all. The issue was a breakdown in our team communication. We were all coming into the topic with different perspectives and agendas, and we were all frustrated for different reasons. But because we hadn’t stopped to talk about what was really happening in the breakdown, the collaboration tool became the “safe” topic that we could focus on—the thing we could vocally disagree about and express frustration around. It became a proxy for the real conversation. The real conversation was about the relationships, perspectives, and values at play in the room. And I had never created space for us to listen and inquire more deeply into what was going on. When problems manifest in teams, they are often signals that something is needed or missing in the conversation. Rather than assuming that you know what the real problem is, your role as an effective leader is to ask. Seek to understand. Bring curiosity. Assume you don’t know. Resist the temptation to solve or fix. Welcome the disturbance as an indicator or warning light—and don’t fall into the trap of thinking it’s the actual problem. Leadership assumption #2: Assuming that leadership means telling others what to do We’ve been trained—and rewarded—from an early age to solve problems and have the “right” answers. After all, when have you ever been given a promotion for not knowing what to do? But what if I told you that your role as an effective leader is not about having a solution to every problem? In fact, the more complex the problem, the less likely it is that any one human will have a solution or the full breadth of knowledge to tell other people what to do—and the less likely it is that others will be receptive to it. I mean, who just wants to be told what to do all day? Here’s what skillful leadership actually looks like: convening conversations where others can come together and find the best solutions through co-creative exploration and generative dialogue. Learning how to enable effective conversation starts with asking yourself probing questions. Try these on for size:
Don’t fall into the trap of assuming that leadership means you are expected to have all the answers. By assuming, instead, that generative conversations produce better results, you will begin to see impactful changes in how your teams collaborate and the solutions that emerge. Why rethinking what leadership means can help make lasting change in teams and organizations Creating sustainable change in our teams and organizations requires us to adapt our mental models of leadership. Leadership can look like supporting and championing the ideas of others. It can look like sensing what’s needed in the moment and responding accordingly. It can also look like leading together with others, sharing leadership responsibilities. Learning to let leadership take all these different forms is what I call having "leadership range." When leaders develop the ability to step forward and the ability to step back when necessary, they make space for others to put forward ideas and engage in meaningful ways. This is how to facilitate, cultivate, and create sustainable change at any level of your organization—because we all invest in what we co-create. FAQs on what it takes to become a good leader What does leadership mean in the workplace? Leadership at work can be demonstrated by anyone, and it is more art than science. It’s engaging with others in a way that helps everyone show up and be the best version of themselves that they can be while empowering them to work together toward a common goal. What makes an effective leader? An effective leader is able to show up flexibly and authentically in an increasingly complex work environment with the self- and other-awareness necessary to skillfully facilitate challenging conversations with diverse teams. You’ve hired smart people—your job is to create an environment where they thrive and the collective intelligence is accessible. What are the biggest myths about leadership? The biggest myth about leadership is that leaders need to have all the answers—that our job is to have a solution to every problem, be able to set the direction in every situation, tell people what to do, and wield enough authority and respect that they will just do it. While some situations may call for that, they should be rare and not the norm. Source: https://www.allbusiness.com/
Running a successful business requires assembling a team of talented and dedicated individuals who contribute to its growth and prosperity. By thoroughly evaluating candidates' characteristics, you can build a resilient team that fosters a positive work culture and propels your business forward. However, it is important to be aware of certain types of individuals whose presence can harm your business's overall dynamics and success. The impact of these individuals on your business cannot be overstated. Their behaviors can create toxic work environments, hinder collaboration, impede productivity and damage employee morale. Consequently, investing time and effort in identifying such individuals during the interview process is a strategic move that safeguards your company's long-term success. In this article, we will explore six types of individuals to watch out for and how their behaviors can impact your business negatively. 1. Overly positive reporters While optimism is crucial for maintaining a positive work environment, it becomes problematic when individuals consistently sugarcoat reality, even in the face of glaring metrics indicating otherwise. These individuals fail to communicate timely information such as:
They may have joined your company with minimal motivation, merely seeking a comfortable seat to earn a paycheck. Swift action should be taken to address their lack of transparency and commitment. 2. Silent toxics These individuals lack the courage to highlight real issues to their superiors but readily discuss company problems with colleagues. As a result, rumors circulate, creating an atmosphere of uncertainty and negativity. And it's likely that one day, an employee will ask: "Is it true that we're about to close? X told me about it." I'm sure this behavior cannot be remedied and should be dealt with promptly. Such toxicity can spread within the company, impacting its performance and ultimately leading to adverse business outcomes, even if these individuals have acceptable performance levels. 3. Non-performers Identifying individuals who cannot take charge and drive projects forward is essential. When assigning the same complex project to a "performer" and a "non-performer," the former showcases the ability to organize needed tasks with other departments independently, reach all the team members and ping them whenever necessary, secure additional project resources and assume risks to deliver an MVP promptly. On the other hand, the latter continuously looks to blame others for project delays and lacks the capacity to take responsibility or make decisions. These individuals hinder progress and should be relieved of their duties. It's crucial to assess this during the interview process through real-world scenarios to see if the candidate suggests solutions to complex tasks that require additional performance. 4. People incapable of identifying areas for growth Imagine you're collaborating with an employee to enhance their processes and workflows. In this case, employees should proactively contribute growth hypotheses and prioritize in advance. If you create this list together or, even worse, by yourself, it implies you have hired an employee who lacks the necessary skills or vision, raising questions about your decision-making. Steve Jobs would certainly frown upon such a situation. The ability to identify areas for growth is an essential trait that distinguishes proactive and forward-thinking employees from those who simply go through the motions. And again, you can determine this during the interview process as well. When employees actively seek out opportunities for improvement, offer innovative suggestions and demonstrate a sense of ownership in driving positive change, they contribute to the overall success of your business. 5. Individuals uninterested in continuous improvement This category encompasses individuals who fail to ask themselves, "Can this be done better?" in various aspects, including interactions with suppliers, product interfaces, performance marketing and more. A simple question like this, asked by most employees during their careers, can significantly improve work quality and metrics. The absence of this crucial self-reflection within team members can lead to complacency, stagnation and missed growth opportunities. In a rapidly evolving business landscape where adaptability and innovation are paramount, individuals who lack the drive to explore new possibilities and optimize existing processes can hinder your business's ability to stay competitive and agile. 6. Individuals lacking customer empathy and listening skills These individuals rarely consider questions such as, "Is this the easiest way for the customer to get what they want?" or "Will this event genuinely fulfill the customer's desires?" They cannot put themselves in the customers' shoes. This becomes especially problematic when the person responsible for the product fails to ask these essential questions. In such cases, the product invariably becomes an unattractive reflection of the creator's internal world. When customers feel heard, understood and valued, they develop a sense of loyalty and connection to your brand. They become your advocates, spreading positive word-of-mouth and driving new business opportunities. However, when individuals cannot empathize and listen attentively, customers feel unheard, undervalued and frustrated. This communication gap erodes trust and damages the customer-business relationship. In conclusion, awareness of these six types of individuals is crucial to maintaining a healthy and productive work environment. You can protect your business from potential harm by promptly addressing their behaviors and making the necessary changes. Remember, building a successful business requires assembling a team of individuals who share the same passion, commitment and dedication to achieving collective goals. Source: Entrepreneur.com Image Credit: Pexels.com | Photo by fauxels
While every entrepreneur has a unique journey, there are certain qualities that the most successful small business owners have. Small business owners are the backbone of the global economy, driving innovation, creating jobs and contributing to the overall growth of communities. In fact, more than 90% of the business population in the United States represents small and medium-sized businesses. While every entrepreneur has a unique journey, there are certain qualities that the most successful small business owners share. These qualities play a crucial role in their ability to overcome challenges, adapt to market changes and, ultimately, thrive in their ventures. Let's explore a few key qualities that differentiate the most successful small business owners from the rest. 1. Vision and strategic thinking Successful small business owners possess a clear vision of what they want to achieve. They have a long-term perspective and can see beyond immediate challenges. They understand their industry, the market and their target customers, enabling them to make strategic decisions that align with their goals. These entrepreneurs are adept at identifying trends, recognizing opportunities and capitalizing on them. They have a keen sense of innovation and are not afraid to think outside the box. They constantly seek ways to differentiate themselves from competitors and create unique value propositions that resonate with their customers. Furthermore, successful small business owners understand the importance of setting achievable goals and creating a roadmap to reach them. They break down their vision into actionable steps, set milestones, and regularly evaluate their progress. This strategic thinking allows them to stay focused, make informed decisions and adapt their plans as needed. When strategizing your long-term goals, bring in outside perspectives to inspire new ideas. Whether you have a board or other leaders in your network, informal brainstorming or quarterly meetings can ensure you're on the right track with your vision. Guidance from a business coach or mentor may also be helpful. The bottom line is to lay a clear foundation for your projected growth. 2. Resilience and perseverance Resilience and perseverance are two fundamental qualities that are essential for small business owners to have in order to navigate the ups and downs of entrepreneurship. Building a business from scratch is rarely a smooth path. It involves overcoming numerous obstacles, setbacks and failures along the way. The most successful small business owners possess a relentless determination to persevere through these challenges. They understand that setbacks are learning opportunities, and failure is not the end, but a stepping stone to success. They embrace adversity, learn from it, and adjust their strategies accordingly. These entrepreneurs possess a strong belief in their vision and are willing to put in the hard work and dedication required to turn it into a reality. Their resilience allows them to bounce back from failures, adapt to changing circumstances, and ultimately thrive in the face of adversity. A startling 50% of small businesses will fail in the first five years, but that doesn't necessarily mean it's smooth sailing after that. The pandemic shuttered more than 200,000 businesses permanently, so it's imperative that you're able to quickly pivot, regardless of what's thrown your way. 3. Strong leadership and communication Effective leadership is a crucial quality for small business owners. They must inspire and motivate their teams to work towards a common goal. Successful small business owners lead by example, demonstrating integrity, dedication and a strong work ethic. These entrepreneurs understand the importance of effective communication. They are skilled at conveying their vision, values and expectations to their employees, customers and stakeholders. They foster a culture of open communication where ideas are encouraged, feedback is valued and collaboration is promoted. Furthermore, successful small business owners understand the significance of building and maintaining relationships. They know how to connect with customers, build trust and deliver exceptional customer service. They also recognize the value of networking and establishing partnerships with other businesses in their industry. Their ability to build strong relationships contributes to their overall success. To continue to deepen your leadership skills, regularly educate yourself and seek outside leadership experts. Read books like Dare to Lead, listen to podcasts like Coaching For Leaders and sign up for development training and tool programs like T.H.R.I.V.E. 4. Continuous learning and adaptability The business landscape is constantly evolving, and successful small business owners recognize the need for continuous learning and adaptability. They stay informed about industry trends, emerging technologies and changes in consumer behavior. They invest in their own personal and professional development, seeking out knowledge and skills that will benefit their business. Moreover, these entrepreneurs are not afraid to adapt their strategies when necessary. They are open to change, embrace innovation and are quick to recognize when something is not working. They are constantly looking for ways to improve their products, services and operations to stay competitive in the market. The National Federation of Independent Business Research shared a study that shows small business owners' biggest issues of 2023 to be inflation, supply chain issues and difficulty filling jobs. The challenges small business owners face are multifaced and dynamic; successful leaders must be ready to tackle these challenges head-on. Regardless of what the year is, the journey of a small business owner is filled with challenges, but the most successful owners possess certain qualities that set them apart — and the ones I outlined here are the foundation upon which successful businesses are built. By embodying these qualities, aspiring small business owners can increase their chances of success and navigate any challenge that comes their way. Source: https://www.entrepreneur.com Image Credit: Pexels.com | Photo by Tima Miroshnichenko
|
Membership is open to businesses and organizations interested in increasing visibility and brand awareness in Westchester County and surrounding areas.
Archives
February 2024
Categories
All
|