Blog, culture and engagement | Ambition In Motion

by Malhar Lakshman

Fri 12 May 2023

On March 30th, 2023, Ambition in Motion hosted an executive symposium with panelists Laura Iannelli, Syriac Joswin, and Chris Mashburn. These symposiums are an effective way to network with successful executives and get to learn some of what makes them good leaders. High-level executives and thought leaders come together to discuss industry trends, share insights, and best practices, and engage in strategic discussions. The symposium typically features keynote speakers, panel discussions, and networking opportunities for attendees to connect and exchange ideas.

The purpose of an executive symposium is to provide a platform for executives to learn from each other and gain new perspectives on the challenges and opportunities facing their industries. The symposium is usually organized around a specific theme or topic, such as emerging technologies, industry disruption, or global business trends.

During this symposium, an interesting point was brought up by Chris Mashburn. Every month Chris and his team have a meeting involving a "mistake of the month" where everyone, especially him, shares a mistake they made. In Chris’ opinion- which was soundly endorsed by Laura and Syriac- the best companies have cultures where people can feel open to being honest and owning mistakes. Now, we’ve gone over the process of building and maintaining- a company culture that embraces mistakes, but how much is this actually used, and what else can companies use to enhance not only their culture but their public image as well?

When a company acknowledges its mistakes openly, it can earn the appreciation of the public in several ways. First, it demonstrates honesty and transparency, which can build trust with customers and stakeholders. Second, taking steps to rectify a mistake and prevent it from happening again can improve customer satisfaction and loyalty. Third, openly acknowledging mistakes can lead to a strengthened brand reputation, positioning the company as a leader in its industry and a trusted partner. Finally, increased employee morale can result from a company committed to doing the right thing and creating a positive impact, which can lead to long-term benefits for the company.

One example of a company that openly acknowledges its mistakes is Buffer, a social media management platform. In 2013, Buffer suffered a major security breach that resulted in the exposure of its users' passwords. Rather than trying to sweep the incident under the rug, Buffer's CEO, Joel Gascoigne, published a detailed blog post explaining what had happened, how the company was responding, and what it was doing to prevent similar breaches in the future.

Gascoigne's transparency and accountability earned him praise from both customers and industry experts. Buffer's users appreciated the company's honesty and commitment to fixing the problem, and the incident ultimately strengthened their loyalty to the brand.

Another example is Starbucks, which famously closed all of its stores for a day in 2018 to conduct anti-bias training following an incident where two black men were arrested in one of its Philadelphia locations. In addition to the training, Starbucks issued a public apology and announced a series of policy changes to prevent similar incidents from happening in the future.

By acknowledging its mistake and taking swift action to address it, Starbucks demonstrated its commitment to creating a culture of inclusivity and respect for all customers. The incident prompted a national conversation about racial bias in public spaces and positioned Starbucks as a leader in the fight against discrimination.

In 2015, Volkswagen admitted to cheating on emissions tests for its diesel cars. The company's CEO, Martin Winterkorn, publicly apologized and resigned shortly after. Volkswagen also agreed to pay billions of dollars in fines and compensation to affected customers.

In 2016, Wells Fargo was fined $185 million for opening millions of fake customer accounts. The company's CEO, John Stumpf, faced intense criticism and eventually resigned. The company also launched a public apology campaign and implemented new policies and procedures to prevent similar issues from occurring in the future.

In the 1970s, Nestle faced a boycott over its marketing of baby formula in developing countries, which was found to be contributing to infant malnutrition and mortality. The company responded by introducing new marketing practices and donating millions of dollars to infant nutrition programs. Nestle also established the Nestle Infant Formula Audit Commission, which monitors the company's compliance with international marketing standards.

In 2018, Facebook faced intense criticism after it was revealed that Cambridge Analytica had accessed the personal data of millions of Facebook users without their consent. The company's CEO, Mark Zuckerberg, publicly apologized and testified before Congress. Facebook also launched new privacy controls and policies to prevent similar incidents from occurring in the future. We are also currently seeing settlements for users as a result of this.

What most of these companies have in common is that they are all massive companies that are present to this day, despite suffering from major accidents and public relations events. By acknowledging these mistakes, they were able to salvage their reputation and preserve their customers.

Mistakes happen, and that’s okay for the business, so long as they are handled appropriately. Ambition In Motion believes in this so strongly that they are hosting an Executive Symposium on How to Build a Culture of Embracing Mistakes.

If you are interested in going to the next Ambition in Motion Executive Symposium, click here! Our next event will be on Thursday, July 27th, 2023, from 5-8pm CDT. Participants will be able to enjoy hors d’oeuvres while networking with leaders, practice working through case studies with other executives, and get to learn from 3 distinguished panelists on how they have been able to effectively build a culture of embracing mistakes, and what mistakes they have made to get to the point that they are at now.

Unable to attend this event? No worries! Click here to stay updated on future events, and to see information about our previous events. For any questions regarding these symposiums, please contact [email protected].

by Grace Tripathy

Fri 12 May 2023

Starting a new job can be an exciting and overwhelming experience. From meeting new colleagues to learning the ins and outs of a company, there are many new things to adjust to. For managers and leaders, it's important to understand how their employees feel during this onboarding period, and to provide the necessary support to help them succeed. Unfortunately, not all managers prioritize this aspect of leadership.

Recently, a new hire, Samantha, at a Fortune 500 company was excited to start her new job as a marketing coordinator at a tech startup. She had high hopes and was eager to prove herself. However, when Samantha arrived on her first day, she was given a brief orientation and then left to figure things out on her own.

She didn't know who to turn to for guidance or how to navigate the company's systems. Samantha felt lost and unsupported, and it wasn't long before she began to feel frustrated and discouraged. Within a week and a half, Samantha quit her job.

This scenario highlights the importance of guidance and support for new employees. Managers and leaders must take the time to onboard and provide clear direction to new hires. Without proper guidance, employees like Samantha can quickly become overwhelmed and feel unsupported, leading to a high turnover rate.

The first 90 days of employment are critical for new hires as they adjust to their new work environment, culture, and expectations. It's important for managers to make the onboarding process as smooth and welcoming as possible to set the tone for a successful work experience. This includes checking in regularly with new employees to understand how they're feeling and what support they may need. When employees feel that their manager cares about their experience, they're more likely to feel engaged, committed, and productive.

It's crucial for managers to understand that the first few weeks of an employee's new job are crucial to their success in the role. By providing guidance and support, managers can help new hires feel more comfortable and confident in their new position, which can lead to increased job satisfaction and better long-term retention rates.

What steps can managers take to improve the onboarding process?

Managers can take several steps to support new employees and better understand their feelings during the onboarding period.

First and foremost, they should make themselves available for questions and provide clear expectations for what is expected of the employee. Regular check-ins can also help managers understand how the employee is feeling and address any concerns or challenges they may be facing.

2. Additionally, providing opportunities for employees to meet with other team members and learn about the company culture can also be beneficial.

3. AIM Insights is a tool that can help managers track and understand the first 90-day onboarding period for new employees. AIM Insights is a platform that allows managers and leaders to gain insights into their team's performance and engagement levels, and provides actionable steps to improve their team's success. One of the most important features of AIM Insights is its ability to track the onboarding progress of new employees.

Through the use of surveys and other assessment tools, AIM Insights helps managers understand how new employees feel about their onboarding experience. This allows managers to identify any potential issues and take proactive steps to address them before they become bigger problems. For example, if a new employee feels overwhelmed by their workload or doesn't feel like they have received enough guidance, AIM Insights can help managers identify these issues early on and provide the necessary support to help the employee succeed.

In addition to helping managers understand how new employees feel, AIM Insights can also help new employees adjust to their new workplace. By providing personalized coaching and mentoring, AIM Insights can help new employees develop the skills they need to succeed in their role and feel more confident in their abilities. This can help new employees feel more comfortable in their new workplace and can improve their overall job satisfaction.

With the help of AIM Insights, managers can avoid similar situations and ensure that their new employees are set up for success. By tracking the onboarding progress of new employees and providing personalized coaching and mentoring, AIM Insights can help managers identify any potential issues early on and provide the necessary support to help new employees succeed.

by Malhar Lakshman

Mon 24 April 2023

Change is an essential part of any organization, and it is crucial for growth and development. However, employees who have been with a company for 10+ years can be resistant to change. They may be set in their ways and comfortable with the current processes and procedures. This resistance can be a significant obstacle for companies looking to innovate and improve.

Communicate the Need for Change

One of the most important things you can do to get employees to embrace change is to communicate the need for it. When employees understand why a change is necessary, they are more likely to be receptive to it. It is essential to be clear about the reasons for the change and how it will benefit the company.

For example, if you are introducing a new software program, explain how it will streamline processes and save time. If you are changing the company's mission statement, explain how it will better align with the company's goals and values. By providing a clear and compelling reason for the change, you can help employees see the bigger picture and understand why it is necessary.

2. Involve Employees in the Change Process

When employees feel like they are part of the change process, they are more likely to embrace it. Involve them in the decision-making process and ask for their input. This will make them feel valued and give them a sense of ownership over the change. When employees feel that their voices are heard and their opinions matter, they are more likely to be invested in the change.

For example, if you are introducing a new performance review system, involve employees in the selection process. Ask for their feedback on the options and what they would like to see in the new system. When employees are part of the decision-making process, they are more likely to buy into the change and support it.

When employees are part of the decision-making process, this follows the Democratic Leadership Goleman Style. This method completely enables all members of a team to participate in the decision-making progress. Any member can potentially come in with an idea and can determine whether or not the idea is worth going forth with by using a consensus amongst other members, along with a final ruling by a leader. Democratic Leadership is particularly useful at getting team member involvement and retaining staff, but has a flaw in its speed, often taking time to come up with decisions. This can be dangerous when quick decisions are required to be made.

3. Provide Training and Support

Change can be intimidating, especially if it requires learning new skills or processes. To help employees adjust to the change, it is essential to provide them with the necessary training and support. This will make them feel more confident and capable, which will increase their willingness to embrace change.

For example, if you are introducing a new software program, provide employees with comprehensive training on how to use it. This could include online tutorials, in-person training sessions, or one-on-one coaching. When employees feel comfortable using the new program, they are more likely to embrace it and use it to its fullest potential.

Certain platforms, such as AIM Insights often are delivered to businesses with training packages or training professionals included in their respective packages. Opening these up to your staff can alleviate confusion and create more buy-in as well.

In addition to this, we strongly recommend pushing your corporate education sponsorships and similar benefits towards your employees. This builds high amounts of employee buy-in loyalty and will allow for a better trained employee base as well.

4. Celebrate Successes

When employees successfully adapt to the change, it is essential to acknowledge and celebrate their efforts. This will help reinforce the idea that change is positive and encourage others to embrace it as well. Celebrating successes can also help create a sense of momentum and excitement around the change.

For example, if you are introducing a new project management system, celebrate when the first project is successfully completed using the new system. This could include a team lunch or a shoutout in the company newsletter. By celebrating successes, you are showing employees that their efforts are appreciated and that the change is having a positive impact.

5. Address Concerns and Resistance

Even with the best communication, involvement, training, and support, some employees may still be resistant to change. It is essential to address their concerns and resistance head-on. It is crucial to listen to their concerns and take them seriously. By doing so, you can identify any potential roadblocks and develop strategies to overcome them.

For example, if an employee is resistant to using a new software program, find out why. Perhaps they are not confident with their computer skills or have had a bad experience with a similar program in the past. By understanding their concerns, you can provide additional training or support to help them overcome their resistance.

In conclusion, getting employees who have been with the company for 10+ years to embrace change can be a challenge, but it's not impossible. The key is to communicate the reasons for change, involve employees in the change process, provide training and support, and recognize and reward those who embrace the change. By following these tips, companies can successfully navigate the challenges of change management and create a culture of continuous improvement that benefits both employees and the organization as a whole. Embracing change is crucial for companies to remain competitive, and by working together, all employees can contribute to a successful transition.

by Grace Tripathy

Mon 24 April 2023

Embracing mistakes is critical for leaders who want to build a successful team and a strong culture for several reasons.

First, it fosters a growth mindset. When leaders and team members are open to mistakes, they are more likely to view them as learning opportunities rather than failures. This mindset encourages experimentation, creativity, and risk-taking, all of which are essential for innovation and growth. In contrast, a culture that fears mistakes can stifle creativity and discourage team members from taking risks.

Embracing mistakes encourages transparency and accountability. When leaders share their own mistakes with their teams, it creates a sense of vulnerability and honesty. This type of transparency helps to build trust between leaders and team members and fosters a culture of accountability. When team members know that mistakes will be acknowledged and addressed, they are more likely to take responsibility for their own actions and work collaboratively to find solutions to problems.

It also helps to break down hierarchies and power structures within organizations. When leaders are willing to admit to mistakes, it sends a message that everyone is fallible and that no one is above making mistakes. This type of culture encourages open communication and collaboration, as team members feel more comfortable sharing their own ideas and perspectives.

When team members are encouraged to view mistakes as learning opportunities, they are more likely to bounce back from setbacks and failures. This resilience can help to strengthen the team's ability to overcome challenges and adapt to change.

After all, the way we respond to mistakes can have a significant impact on our personal and professional growth. In many workplaces, there is a culture of fear surrounding mistakes. Employees may try to hide their mistakes from their supervisors, or they may feel embarrassed and ashamed when they do make a mistake. This culture of fear can lead to a lack of innovation, low morale, and decreased productivity. On the other hand, building a culture that embraces mistakes can lead to growth, innovation, and a stronger sense of team unity.

So, how can leaders build a culture that embraces mistakes? One important step is for leaders to share their own mistakes with their teams. When leaders are transparent about their own mistakes, it sends a message that mistakes are not something to be ashamed of, but rather an opportunity for growth and learning. Sharing mistakes also helps to break down the hierarchy that can exist in some workplaces. When leaders admit to making mistakes, it shows that they are human and can help to create a more collaborative and supportive work environment.

Another way to build a culture that embraces mistakes is to recognize and celebrate when team members make mistakes. This may seem counterintuitive, but when we acknowledge mistakes, we take away the shame and embarrassment that can be associated with them. When team members know that their mistakes will be recognized and celebrated, they are more likely to take risks and try new things. This can lead to increased innovation and growth for both individuals and the team as a whole.

Of course, it is also important to learn from mistakes. When mistakes happen, it is essential to take the time to reflect on what happened and why. This reflection can help individuals and teams to identify areas for improvement and develop strategies to avoid similar mistakes in the future. Leaders can help facilitate this reflection by creating a safe space for team members to discuss their mistakes and share what they have learned.

In addition to reflection, it is important to take action to prevent similar mistakes from happening in the future. This may involve implementing new processes, providing additional training, or making changes to policies and procedures. When team members see that their mistakes are being taken seriously and that action is being taken to prevent similar mistakes in the future, it reinforces the message that mistakes are opportunities for growth, not something to be feared.

Building a culture that embraces mistakes requires ongoing effort and commitment. It is not something that can be achieved overnight, but rather a process that requires consistent attention and reinforcement. Leaders can help to reinforce this culture by consistently modeling the behaviors they want to see in their team members, recognizing and celebrating mistakes, and providing opportunities for reflection and learning.

To build this type of culture, leaders must be willing to share their own mistakes, recognize and celebrate mistakes made by team members, facilitate reflection and learning, take action to prevent similar mistakes in the future, and consistently reinforce the message that mistakes are opportunities for growth. With dedication and commitment, leaders can create a work environment where mistakes are not feared, but rather embraced as a natural part of the learning process.

by Garrett Mintz

Mon 17 April 2023

With the ChatGPT revolution upon us, many business leaders have been wondering if there can be a productive application of AI (artificial intelligence) within their business.

Sure, AI can help students plagiarize an essay into a good grade,
but can it help companies increase their teams’ productivity?

One option that my team at Ambition In Motion has been testing is
integrating AI into our goal setting system via our AIM Insights program.

Here’s how it works. Every month we ask the direct reports of a
leader to input their goals. We ask direct reports to determine their own goals
(as opposed to the manager) because research shows that people who set their
own goals are much more likely to achieve them.

This has been a great system so far, but one challenge is that not
every employee is adept at consistently setting SMART (Specific, Measurable,
Attainable, Relevant, and Time-bound) goals. The issue is that while most
people can understand the idea of a SMART goal, it takes practice to get
comfortable setting and achieving SMART goals each month.

Some managers believe that their employees are incapable of
setting SMART goals. In those cases, those managers are likely micromanaging
and haven’t figured out how to find a balance between their perfectionist
ideals and the practical reality. People are more than just automatons, and
that kind of treatment builds resentment and enables reactive behavior instead
of proactive behavior.

Employees that can independently set their own SMART goals have a
massive ripple effect on the entire company. When employees set their own SMART
goals, their leader trusts them and doesn’t need to be constantly looking over
their shoulder to make sure they are on track.

When leaders aren’t constantly looking over their direct reports’ shoulders,
they can effectively lead more people and focus on tasks that can have a
multiplying effect on the business.

Lastly, both leaders and employees can achieve greater balance
with their work. As opposed to checking, re-checking, and re-checking again a
direct report’s work, the time both leaders and employees are working can be
effectively utilized and allow them to stop working at reasonable hours.

How do we get to a point where employees are autonomously setting
their own SMART goals?

AI!

When a manager sets goals with their direct reports, the manager
thinks that their direct reports are fully participating in the goal-setting
process but in reality, that manager is setting the goals for their direct
reports. Essentially, those managers are enabling their direct reports to not
think for themselves and come up with their own goals and instead tell them
what they want them to do.

This is micromanagement.

The best leaders share an objective that their team needs to
achieve and the key results that they believe it takes to achieve that outcome.
They then empower their direct reports to achieve those key results in whatever
fashion they deem fit. Remember, you are paying these people for their skills
and expertise: learn to trust their instincts.

This leadership style works when direct reports know how to
effectively set SMART goals. It falls flat when employees don’t know how to set
SMART goals.

The reason why AI can be so powerful in this process is the
immediacy of the feedback.

Behavior change and positive habit formation occur when one’s
pattern is disrupted and the feedback they receive is immediate.

Leaders could make themselves available immediately after a direct
report has set their goals to share their feedback on whether the goal is SMART
or not, but that is incredibly time-intensive and not conducive to the leader
achieving their own tasks that they need to focus on. There is interesting
research from Cal Newport on the mental residue people build when they switch
tasks throughout the day. If a leader were to take this route and make
themselves available every time an employee sets a new goal, they would be
constantly switching tasks, building mental residue, and diminishing their own
productivity.

Essentially, leaders are busy and there needs to be a better way
for employees to get immediate feedback on their goals.

AI changes all of that with the immediacy of feedback. In our AIM
Insights program, when employees set goals every month, our AI integration
gives those employees immediate feedback as to whether or not their goal is
SMART. If it is SMART, AIM Insights gives immediate positive reinforcement to
employees that their goal is SMART. If it is not SMART, AIM Insights gives
employees suggestions on how they can re-write that goal as a SMART goal.

This AI integration into AIM Insights has increased the number of
SMART goals set by employees, their ability to autonomously set SMART goals on
their own, and subsequently, those employees’ and leaders’ productivity.

The ripple effect ramifications from this type of innovation can
be huge for the productivity of teams. Sure, employees will be more productive
in less time worked, but they will also be more resilient.

Employees (and really everyone) tend to be resistant to change, so
when a company pivots their business model or the way they work, there is
always some amount of resistance that is met with the proposed change.

When the process in which employees set goals doesn’t change, only
the objective, they are more likely to embrace the change in direction because
the way in which they set goals and achieve key results doesn’t change. The way
in which they work doesn’t materially change, only the objective and key results.
This makes for a more resilient team and that’s able to adapt to change.

This can positively affect the way in which companies integrate
people and strategies during mergers and acquisitions, enter new business
opportunities and markets, succession plan and promote people, and any other
action that might disrupt the way in which employees currently work.

Companies and leaders that can quickly adopt AI into productive
applications will give themselves a major boost into the future.

by Grace Tripathy

Wed 12 April 2023

As a leader, one of the most powerful tools in your arsenal is the power of framing. How you frame a message can have a significant impact on how it is received and can ultimately determine whether or not you achieve your desired outcome. In this blog post, we'll explore the concept of framing and provide some informative tips on how to use it effectively.

What is framing?

Framing is the process of defining the meaning of a message by selecting certain aspects of it and highlighting them while ignoring others. This can be done in a variety of ways, including through the use of language, images, or other visual cues.

Upload your picture so we can use it for facial recognition software? Hard no. Upload your picture so we can show you what you will look like in 30 years? Yes. By framing their request in terms of wanting to see what you'll look like in 30 years, they are able to achieve their desired outcome of obtaining your photo, which they can then use for any purpose. However, if they had simply asked for your photo for facial recognition purposes, they may not have been as successful.

Why is framing important for leaders?

As a leader, you are constantly communicating with your team, whether it's in the form of emails, presentations, or one-on-one conversations. How you frame your message can have a significant impact on how it is received and can ultimately determine whether or not you achieve your desired outcome.

Framing is essential for leaders because it helps shape how individuals perceive and understand information. A leader's ability to effectively frame an issue or situation can significantly impact how their team members respond, engage, and work towards achieving common goals.

A leader who frames an issue in a positive and productive manner can help to foster a sense of optimism, inspiration, and motivation within their team. Conversely, a leader who frames an issue in a negative, pessimistic, or divisive manner can create a sense of disengagement, apathy, and demotivation.

By framing your message in a way that resonates with your team and highlights the benefits to them, you can increase the chances of success and create a more positive working environment. For example, by highlighting the benefits of a project or task, a leader can motivate team members to work harder and more efficiently. Similarly, by framing challenges as opportunities for growth and learning, a leader can encourage team members to develop new skills and approaches, leading to increased productivity.

Effective framing also helps to create a shared sense of purpose and direction among team members, which can further enhance productivity. When everyone is aligned on the same goals and understands how their work contributes to achieving those goals, they are more likely to be motivated and productive.

Here are 5 tips for using framing effectively as a leader:

Know your audience

Before you start framing your message, it's important to know your audience. What are their needs, desires, and fears? How can you frame your message in a way that speaks to them and addresses their concerns?

For example, if you're trying to sell a new product to your team, you'll want to frame your message in a way that highlights the benefits of the product and how it can make their lives easier. If you're addressing a sensitive issue, such as layoffs, you'll want to frame your message in a way that acknowledges the impact on your team and highlights any support that will be provided.

Highlight the benefits

One of the most effective ways to frame your message is to highlight the benefits to your team. How will this message benefit them? What positive outcomes can they expect?

For example, if you're asking your team to work overtime to meet a tight deadline, you'll want to frame your message in a way that highlights the importance of the project and the positive impact it will have on the company.

Use positive language

The language you use can have a big impact on how your message is received. Using positive language can help create a more positive and motivating environment.

For example, instead of saying "We can't afford to fail on this project," you could say "We have a great opportunity to succeed on this project and make a real impact."

Address potential objections

Before you start framing your message, think about any potential objections your team might have. How can you address these objections in your framing?

For example, if you're announcing a new policy that might be unpopular, you could acknowledge the potential concerns and provide reassurance that you're working to address them.

Practice, practice, practice

Finally, it's important to practice your framing skills. Take the time to practice framing your message in different ways and getting feedback from your team. This will help you refine your skills and become a more effective communicator.

The power of framing is an essential tool for any leader. By using the right language, highlighting the benefits, and addressing potential objections, you can create a more positive and motivating environment that helps you achieve your goals. So the next time you need to communicate with your team, take the time to think about how you want to frame your message.

by Grace Tripathy

Tue 28 March 2023

Managing your boss' expectations while keeping your team excited can be a challenging task, but it is essential for maintaining a productive and harmonious work environment. As a leader, you need to ensure that your team is motivated, engaged, and productive, while also meeting your boss' expectations and goals.

Finding this balance between your boss’ expectations and your teams’ engagement often becomes more challenging in ever-changing situations. For example, a Fortune 500 company acquired a startup company in hopes of expanding their reach and innovation.

The new team was thrilled to be a part of such a successful company, but they soon realized that the integration process was not going as smoothly as they had hoped. The leaders of the company tried several different approaches for the new team to focus on, but they kept changing the direction, leaving the startup team feeling burnt out and confused.

The first few weeks after the acquisition were exciting, as the team worked on exciting new projects and was given free reign to explore their creativity. But as time went on, the team began to feel the pressure of the constantly changing direction. They struggled to keep up with the ever-changing expectations and goals, which left them feeling drained.

As the weeks went on, the team's frustration continued to grow. They felt like they were constantly spinning their wheels, trying to keep up with the latest directive from their leaders.

These are the 7 best practices to best help the manager of this team keep their team’s spirits high and stay on track with their new boss’ goals:

Understand Your Boss' Expectations:

The first step to managing your boss' expectations is to understand what they expect from you and your team. This requires clear communication and regular check-ins to ensure that you are on the same page. Your boss may have specific goals, timelines, or preferences that they want you to follow. Make sure you understand what is expected of you and your team, and communicate any challenges or concerns that you may have.

2. Keep Your Team Informed:

Once you have a clear understanding of your boss' expectations, it is important to communicate this information to your team. Share the goals and expectations with your team and ensure that they understand the importance of meeting them. Keep your team informed about any changes in direction or new priorities from your boss. This will help your team to stay focused and motivated, and it will also prevent any surprises that could impact their work.

3. Set Realistic Expectations:

It is important to set realistic expectations for your team that align with your boss' expectations. Don't overpromise and underdeliver. This can lead to disappointment and frustration, both from your boss and your team. Instead, set realistic goals and timelines that are achievable for your team. Work with your team to break down tasks into smaller, more manageable pieces, and set clear deadlines for each task. This will help your team to stay motivated and on track.

4. Encourage Feedback and Collaboration:

Encourage your team to provide feedback and collaborate with each other. This can help your team to stay engaged and motivated. It can also help to identify any potential issues or challenges early on, which can be addressed before they become bigger problems. Provide opportunities for your team to share their ideas and suggestions, and listen to their feedback. This will help to build trust and respect within your team, and it will also foster a culture of collaboration and continuous improvement.

5. Recognize and Celebrate Achievements:

Recognizing and celebrating achievements is a great way to keep your team excited and motivated. Celebrate when your team meets a goal or completes a project, and acknowledge their hard work and contributions. This can be as simple as a shout-out in a team meeting or as elaborate as a team outing or celebration. Recognizing your team's achievements will help to build morale and foster a positive work environment.

6. Provide Opportunities for Growth and Development:

Providing opportunities for growth and development is another great way to keep your team excited and motivated. Offer training, mentorship, or stretch assignments to help your team to develop their skills and advance their careers. This will show your team that you are invested in their success and that you value their contributions to the team. It will also help to keep your team engaged and motivated, as they work towards achieving their goals.

7. Communicate Regularly with Your Boss:

Regular communication with your boss is key to managing their expectations. Keep them informed about your team's progress, any challenges or roadblocks, and any successes or achievements. If there are any changes to the timeline or goals, communicate these changes to your boss as soon as possible. This will help to build trust and open communication between you and your boss, which is essential for maintaining a positive work environment.

All in all, managing your boss' expectations while keeping your team excited requires clear communication, realistic expectations, feedback and collaboration, recognition and celebration, opportunities for growth and development, and regular communication with your boss.

For the Fortune 500 company mentioned above, after reviewing these methods, the team manager called a meeting with the leaders of the company to discuss the challenges that the team was facing. The manager explained that while they were excited to be a part of the company, they were struggling to keep up with the changing expectations and goals.

After some discussion, the leaders of the company and the team came up with a plan to address the challenges. With a clear plan in place, the team began to feel more confident and motivated. They knew that their leaders were committed to their success and were invested in helping them achieve their goals. Over time, the team began to thrive, and their work began to make a significant impact on the company.

By working together, the leaders and the team were able to overcome the challenges they faced, and ultimately achieve success.

by Malhar Lakshman

Tue 28 March 2023

Leadership is a critical aspect of any organization, and the skills and abilities of its leaders can significantly impact its success. However, not all leaders have had the benefit of formal training, and many may find themselves struggling to keep up with the demands of their roles. Fortunately, there are several effective ways for managers to upskill leaders who have received minimal formal training. Some of these include opportunities, while others include actual education.

On-the-Job Training- One of the most effective ways to upskill leaders is through on-the-job training. This approach involves providing leaders with opportunities to learn and develop new skills while they are actively engaged in their roles. This can include assigning them to new projects or tasks that challenge their abilities and providing them with feedback and support as they progress.
Mentorship and Coaching- Another effective way to upskill leaders is through mentorship and coaching. This approach involves pairing leaders with experienced mentors or coaches who can guide them through the process of developing new skills. Mentors or coaches can provide regular feedback and support, as well as offer insights into best practices and strategies for success. One way great tool to help upskill untrained leaders is AIM Insights which provides both coaching and metrics to help leaders better understand their teams.
Online Courses and Workshops- Many online courses and workshops are available that can help leaders develop new skills. These courses cover a wide range of topics, from leadership and management to specific technical skills, and can be completed at the leader's own pace. Online courses and workshops are particularly useful for leaders who may not have the time or resources to attend in-person training programs. Sponsoring manager’s further education can also go a long way in developing a leader and their loyalty.
Conferences and Networking Events- Attending conferences and networking events is another excellent way for leaders to upskill. These events provide opportunities to hear from experts, exchange ideas with peers, and build valuable professional connections. Leaders can learn about new trends and best practices and gain insights into how other organizations are approaching similar challenges.
Job Shadowing and Cross-Training- Job shadowing and cross-training opportunities can help leaders gain exposure to different areas of the organization and develop a broader range of skills. This approach involves temporarily switching roles with another leader or team member or spending time observing and learning from someone in a different part of the organization. Leaders can gain valuable insights into how different teams and departments operate and learn new skills that they can apply in their own roles.

In addition to the actions mentioned above, there are a few actions that direct reports and leadership can take, along with senior managers. As a leader, you have a responsibility to help newer managers learn more about leadership. Effective leadership is essential to the success of any organization, and providing guidance and support to new managers can help them develop the skills they need to be successful in their roles.

Encourage Collaboration and Knowledge Sharing- Encouraging collaboration and knowledge sharing among managers can also help unskilled managers improve their skills. Managers who have more experience and expertise can offer valuable insights and guidance to their less experienced colleagues. Creating a culture of collaboration and knowledge sharing can help managers feel more comfortable seeking advice and support from their peers and can facilitate the sharing of best practices and lessons learned.
Be a Role Model- One of the most effective ways to help newer managers learn about leadership is to lead by example. As a manager, you should model the behaviors and qualities that you want to see in your team. By demonstrating strong leadership skills, you can show newer managers what effective leadership looks like in action.
Provide Clear Expectations and Goals- Managers who lack experience or skills may struggle to meet the expectations of their roles. Providing clear expectations and goals can help managers understand what is expected of them and what they need to achieve. Setting goals that are specific, measurable, achievable, relevant, and time-bound (SMART) can help managers stay focused and motivated and can provide a roadmap for their development.
Offer Regular Feedback and Support -Another way to help an unskilled manager is by offering regular feedback and support. Managers who are new to their roles or who lack experience may struggle to identify areas for improvement and may not know how to address them effectively. Regular feedback and support can help managers understand their strengths and weaknesses, identify areas for improvement, and develop plans to address any shortcomings.
Delegate Responsibilities- Delegating responsibilities to newer managers can help them develop their leadership skills. By giving them ownership over projects or initiatives, you can provide them with opportunities to practice decision-making, communication, and other leadership skills. Be sure to provide clear guidance and support as needed but allow them to take the lead and learn from their experiences.
Provide Opportunities for Leadership Development- Providing opportunities for newer managers to develop their leadership skills can help them build confidence and improve their performance. Consider offering leadership development programs, mentoring, or coaching to help them build the skills they need to be effective leaders.
Encourage Continuous Learning- Effective leaders are always learning and growing. Encourage newer managers to seek out learning opportunities, such as attending leadership seminars or workshops, reading books on leadership, or networking with other leaders in their industry. By supporting their professional development, you can help them build the skills and knowledge they need to be successful leaders.

Helping untrained managers develop the skills they need to succeed is critical to the success of any organization. Providing training and development opportunities, offering regular feedback and support, encouraging collaboration and knowledge sharing, providing clear expectations and goals, and offering coaching and mentoring are all effective ways to help unskill managers improve their skills and become more effective leaders. By investing in the development of their managers, organizations can improve their overall performance and achieve greater success.

by Malhar Lakshman

Fri 10 March 2023

Leading a team can be challenging, especially when you are not an expert in the type of work being done. It's essential to have a clear understanding of your role as a leader and how to build a strong team that can work together to achieve success.

While it might seem a little daunting to have to lead a team that does something you have no ideas on how to do, it is important to remember that this is common practice in all sorts of industries. Captains of cruise ships do not necessarily know how to operate the galley, but are often required to oversee the entire operation, including the cooks. The concepts travel across all sorts of businesses.

Business magnate Elon Musk used the phrase “ I didn’t go to Harvard, but I employ people who did.” This phrase should embody your mindset with this problem. In the context of a manager who isn't an expert in the type of work being done, this phrase suggests that the manager may not have the same level of technical knowledge or experience as their employees, but they recognize and value the expertise of their team members. The manager understands that their role is to lead and support the team, rather than to be the expert in every aspect of the work.

By acknowledging the strengths and expertise of their team members, the manager can leverage those skills and knowledge to achieve the goals of the organization. The manager can also provide guidance, mentorship, and resources to help their team members succeed, even if the manager doesn't have the same level of technical expertise.

This article will go into a few ideas on how to manage despite inexperience with a task.

Build a Strong Team

As a leader who is not an expert in the type of work being done, it's crucial to build a strong team. Look for individuals who have the necessary skills and experience, and who can work well together as a team. Hire people who are passionate about the work being done and who have a strong desire to learn and grow. Encourage your team members to share their knowledge and expertise with one another and create an environment where everyone feels valued and respected.

2. Be a Good Communicator

Effective communication is one of the most important skills a leader can have. As a leader who is not an expert in the type of work being done, it's essential to be clear, concise, and consistent in your communication. Keep your team informed about what is happening and be available to answer their questions. Regular communication helps to build trust and fosters a sense of teamwork and collaboration. Have frequent 1:1s with your direct reports to determine how to keep moving forward with your tasks.

3. Be a Problem Solver

A good problem solver can be useful in many different situations. When faced with a challenge, work with your team to find creative solutions that are feasible and effective. Don't be afraid to try new things and take calculated risks. Encourage your team to do the same, and create an environment where failure is seen as a learning opportunity rather than a mistake.

4. Learn from Your Team

As a leader who is not an expert in the type of work being done, it's important to learn from your team members who are. Take the time to understand what they do and how they do it. Ask questions, listen to their ideas, and be open to feedback. By doing this, you can gain a better understanding of the work being done and the challenges your team faces. It also helps to build trust and respect with your team members, as they will appreciate your interest in their work.

5. Set Clear Expectations

It is essential to set clear expectations for your team. This includes goals, deadlines, and performance expectations. By setting clear expectations, you can help your team stay on track and achieve success. Make sure your team understands what is expected of them and what success looks like. Provide regular feedback and celebrate successes along the way.

6. Be Humble

It's okay to admit when you don't know something. As a leader who is not an expert in the type of work being done, it's important to be humble. Acknowledge your limitations and rely on your team to fill in the gaps. This approach not only shows your team members that you value their expertise, but it also creates a sense of trust and respect.

7. Focus on Leadership Skills

As a leader who is not an expert in the type of work being done, it's especially essential to focus on your leadership skills. This includes skills like delegation, decision making, and problem-solving. It's also important to develop your emotional intelligence, as this will help you understand and relate to your team members.

8. Be a Visionary

As a leader, it's important to have a clear vision for your team. This includes understanding the goals and objectives of the organization and how your team fits into that vision. Communicate your vision to your team and inspire them to work towards achieving it. By having a clear vision, you can create a sense of purpose and direction for your team. Understanding your leadership style and work mentality can assist with this.

9. Be a Coach

As a leader who is not an expert in the topics that you are attempting to manage, it is vital for you to stick to the topics that you have more credibility in, or topics that you are also more comfortable in. Attempting to show expertise in a topic you have no experience will make you look worse in your direct reports’ eyes. Be a mentor to your staff. In addition to that, assist them in setting SMART Goals, and utilize AIM Insights with them. Improve their overall office skills, and assist wherever you can.

In conclusion, leading effectively when you are not an expert in the type of work being done requires a combination of humility, strong communication skills, problem-solving ability, and the ability to build and empower a strong team. By focusing on these key elements, you can overcome the challenges of leading in an unfamiliar field and achieve success.

by Grace Tripathy

Fri 10 March 2023

Leaders can lose energy on off days due to various reasons, such as stress, overwhelm, lack of sleep, physical illness, or personal issues. These factors can drain a leader's physical and mental energy, making it challenging to focus on their responsibilities and make effective decisions.

Leaders who prioritize their energy levels can maintain their focus and motivation, leading to better decision-making, communication, and productivity. They can also avoid burnout, which is a common problem among leaders. Burnout can lead to physical and mental health problems, decreased job satisfaction, and reduced performance.

To prioritize their energy levels, leaders can take breaks throughout the day, engage in physical activity, practice mindfulness or meditation, and prioritize rest and sleep. By taking care of themselves, leaders can improve their well-being and maintain their ability to lead effectively over the long term.

Leaders need to prioritize their mental health and energy levels, even when they're having an off day, for several reasons:

Improved decision-making: Leaders are responsible for making critical decisions that can have a significant impact on their organization. When a leader is tired, stressed, or overwhelmed, their decision-making abilities can be impaired, leading to poor choices that can harm the business. Prioritizing mental health and energy levels can help leaders make better decisions that benefit the organization.
Better communication: Communication is a vital aspect of leadership, and when a leader is feeling drained or unproductive, their ability to communicate effectively can suffer. Prioritizing mental health and energy levels can help leaders communicate with their team members and stakeholders more clearly and effectively, leading to better relationships and improved outcomes.
Increased productivity: When a leader is feeling drained or unproductive, it can be challenging to motivate their team and achieve their goals. Prioritizing mental health and energy levels can help leaders boost their productivity, leading to better results for the organization.
Role modeling: Leaders set the tone for their organization, and their behavior can influence their team members' mental health and well-being. By prioritizing their own mental health and energy levels, leaders can role model healthy behaviors and promote a positive work culture.
Burnout prevention: Burnout is a common problem among leaders in the business world, and it can lead to significant consequences for the individual and the organization. By prioritizing their mental health and energy levels, leaders can reduce the risk of burnout and maintain their ability to lead effectively over the long term.

Taking care of oneself is not only beneficial to the leader but also to the entire organization. Leaders who prioritize their mental health and energy levels will be better equipped to handle the challenges of their role and achieve their goals over the long term.

Here are 6 top suggestions for prioritizing your mental health and re-energizing yourself through your leadership role.

Take a break

The first step in re-energizing yourself as a leader is to take a break. Sometimes, all you need is a few minutes of quiet time to reset your mind and clear your thoughts. Take a walk outside, practice some deep breathing exercises, or simply sit in a quiet room and relax for a few minutes.

2. Get moving

In the opposite respect, physical exercise is an excellent way to re-energize your body and mind. When you exercise, your body releases endorphins, which can improve your mood and help you feel more alert and focused. You don't need to spend hours at the gym to reap the benefits of exercise. Even a short walk or a few minutes of stretching can be enough to boost your energy levels and help you refocus.

3. Connect with others

Leadership can be a lonely job, but you don't have to face it alone. Connecting with others can be an excellent way to re-energize yourself and gain some perspective on your situation. Talk to a trusted friend or colleague, join a professional group or network, or seek out a mentor or coach who can offer guidance and support.

4. Try something new

If you're feeling stuck in a rut, trying something new can be a great way to re-energize yourself and gain some fresh perspective. Take a new class, try a new hobby, or simply explore a new part of your city or town. Getting out of your comfort zone can be intimidating, but it can also be a powerful way to re-energize your mind and body.

5. Practice self-care

As a leader, you're responsible for taking care of others, but it's essential to take care of yourself too. Practicing self-care can be an excellent way to re-energize yourself and regain your focus and productivity. This might involve getting enough sleep, eating a healthy diet, taking regular breaks, or indulging in a favorite hobby or activity.

6. Focus on the big picture

When you're having an off day, it can be easy to get bogged down in the details and lose sight of the big picture. Focusing on your long-term goals and vision can be an excellent way to re-energize yourself and gain some perspective. Take some time to reflect on why you're in your leadership role and what you hope to achieve in the long term.

Leadership is not an easy job, and even the most accomplished leaders have their off days.

It is crucial for leaders to prioritize their energy levels when they're having an off day. Leaders are responsible for guiding their teams and making critical decisions that can impact the organization's success. When a leader is feeling drained or unproductive, it can affect their ability to lead effectively and achieve their goals.

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