Blog, culture and engagement | Ambition In Motion

by Grace Tripathy

Thu 23 February 2023

In today's fast-paced and competitive business world, organizations must continuously strive to improve their efficiency and productivity. One way to achieve this is through the use of SMART goals. SMART goals provide a framework for employees to set specific, measurable, achievable, relevant, and time-bound objectives that can help them focus their efforts and achieve their goals efficiently.

SMART is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-bound. It's a widely used framework for setting goals that helps to ensure that goals are well-defined, realistic, and achievable.

Specific: Goals should be clear and specific, so that it's easy to understand what the goal is and what needs to be accomplished.
Measurable: Goals should be quantifiable, so that progress can be tracked and success can be determined.
Achievable: Goals should be realistic and achievable, given the resources and limitations available.
Relevant: Goals should be relevant to the overall objectives of the individual or organization and align with their values and priorities.
Time-bound: Goals should have a specific deadline, so that there is a sense of urgency and accountability to achieve the goal within a specific timeframe.

Here are the benefits of using SMART goals and how they can increase efficiency and organization in the workplace.

Clarity and Focus

The first benefit of using SMART goals is that they provide clarity and focus for employees. When employees know what they need to achieve and have a specific goal to work towards, they are better able to focus their efforts and avoid distractions. This increased focus leads to greater efficiency and productivity, as employees are better able to manage their time and resources.

Prioritization

Another benefit of SMART goals is that they help employees prioritize their tasks and activities. When employees have a clear understanding of what is expected of them, they can prioritize their work and ensure that they are working on the most important tasks first. This reduces wasted time and effort on less critical tasks, leading to better use of time and resources.

Motivation and Engagement

SMART goals also increase employee motivation and engagement. When employees have a specific goal to work towards, they are more likely to be engaged in their work and motivated to achieve their objectives. This increased motivation leads to greater productivity and efficiency, as employees are more committed to their work and focused on achieving their goals.

Measurement and Accountability

The 'M' in SMART stands for measurable, which means that progress towards the goal can be tracked and measured. This provides a sense of accomplishment and progress, which can motivate employees to work more efficiently. It also provides a basis for accountability, as employees can be held responsible for meeting their objectives.

SMART Goals: A Guide to Helping Your Employees Achieve Their Objectives

Goal-setting is a critical component of success in both personal and professional life. However, setting goals is not enough; they must be well-defined, measurable, and achievable in order to be effective. By setting SMART goals, individuals and organizations can focus their efforts, track their progress, and increase their chances of achieving their desired outcomes.

Here is a 5-step guide on how to teach your employees to set SMART goals and help them achieve their objectives.

Teach Employees to Set Specific Goals

The first step in the SMART goal-setting process is to ensure that the goals are specific. Employees should be encouraged to define exactly what they want to achieve and the outcomes they are hoping for. Specific goals help to provide clarity and focus, making it easier for employees to determine what they need to do to achieve their objectives.

An efficient employee

2. Emphasize the Importance of Measurable Goals

The next step is to ensure that the goals are measurable. This means that employees should be able to track their progress and determine whether they are on track to achieve their goals. Measurable goals also provide a sense of accomplishment as employees see the progress they are making towards their objectives.

3. Encourage Achievable Goals

Goals should be achievable, meaning that they should be realistic given the resources and limitations of the employees and the organization. Helping employees to set achievable goals can increase their confidence and motivation, as they see that their efforts are making a tangible difference.

4. Focus on Relevant Goals

Goals should be relevant to the employee's job and the organization's objectives. Relevant goals help to ensure that the employee's efforts are aligned with the organization's priorities, and that their goals are contributing to the overall success of the company.

5. Emphasize the Importance of Time-bound Goals

Finally, goals should be time-bound, meaning that they should have a specific deadline. This provides a sense of urgency and helps to keep employees focused on their objectives. It also allows for regular check-ins and progress updates to ensure that the goals are on track to be achieved.

AIM Insights is an online platform designed to help managers and employees collaborate more effectively on goal-setting and performance management. It provides managers with tools to help employees set specific, measurable, achievable, relevant, and time-bound (SMART) goals, track progress towards those goals, and receive feedback and coaching throughout the process. Here are some ways AIM Insights allows managers to help their employees set and achieve their goals:

● Facilitates goal setting: AIM Insights provides a structured process for setting goals, including prompts for identifying areas of focus, creating measurable objectives, and setting timelines for completion. Managers can use this process to guide employees in setting meaningful goals that align with the organization's overall objectives.

● Tracks progress: The platform allows employees to track their progress towards their goals and provides managers with visibility into that progress. This enables managers to identify potential roadblocks and provide support and guidance to help employees overcome them.

● Provides feedback: AIM Insights encourages ongoing feedback and coaching between managers and employees. Managers can use the platform to provide feedback on employee performance, offer suggestions for improvement, and recognize progress towards goals.

● Supports performance conversations: AIM Insights facilitates regular performance conversations between managers and employees. This allows them to review progress towards goals, discuss any challenges, and adjust goals as needed.

The use of SMART goals is an effective way to increase efficiency and organization in the workplace. By providing clarity and focus, prioritization, motivation and engagement, measurement and accountability, and organization and planning, SMART goals help employees achieve their objectives efficiently and effectively. Organizations that encourage the use of SMART goals can expect to see increased productivity, improved performance, and greater success in achieving their goals.

By using AIM Insights, managers can help their employees set goals that are aligned with the organization's objectives, track progress towards those goals, and provide ongoing feedback and coaching to support goal achievement. This, in turn, can improve employee engagement, motivation, and overall performance.

Once employees have set their SMART goals, it is important for leaders to review their goals and help them achieve their objectives. This can be done through regular check-ins and progress updates, as well as providing resources and support to help employees overcome any obstacles they may face.

Teaching your employees to set SMART goals is a valuable investment in the success of both the employees and the organization. By providing clear guidelines and support, leaders can help employees achieve their objectives, increase their satisfaction and motivation, and contribute to the overall success of the company.

by Malhar Lakshman

Thu 23 February 2023

Perfectionism is a trait that many managers struggle with. On the surface, striving for excellence and attention to detail can seem like positive attributes, but when taken to extremes, perfectionism can lead to negative outcomes, such as burnout, micromanagement, and missed deadlines. Managers will be challenged to properly strike a balance between achieving perfection and being overly attentive.

The Pros and Cons of Perfectionism

It is important to note that being a perfectionist is not entirely negative- here are some reasons why being a perfectionist can be advantageous for a manager:

· High standards can lead to better quality work: When a manager has high standards for their team, it can encourage team members to put in the extra effort to produce higher quality work.

· Attention to detail can prevent mistakes: When a manager is focused on achieving perfection, they are more likely to catch mistakes or errors before they become bigger problems.

· Perfectionism can drive innovation: A manager who is always looking for ways to improve and achieve better results can inspire team members to think outside the box and innovate.

· Perfectionism can set a positive example: When a manager holds themselves to a high standard, it can inspire team members to do the same and strive for excellence in their own work.

· Perfectionism can enhance the company's reputation: High-quality work can help establish the company as a leader in its field, leading to increased customer satisfaction and loyalty.

On the contrary, being too much of a perfectionist can have negative consequences, such as the following:

· Perfectionism can lead to a lack of progress: When managers are too focused on perfection, they may spend too much time obsessing over details instead of moving forward. This can lead to missed deadlines and missed opportunities.

· Perfectionism can lead to burnout: Managers who are perfectionists may put excessive pressure on themselves and their team members, leading to burnout and stress.

· Perfectionism can hinder creativity: When managers are too rigid in their expectations, team members may be less likely to take risks or suggest new ideas for fear of falling short of impossible standards.

· Perfectionism can damage morale: Team members may feel discouraged and demotivated if they feel they can never meet their manager's high expectations.

· Perfectionism can be expensive: Striving for absolute perfection can result in unnecessary expenditures of time, money, and other resources.

So with all of this in mind, it isn’t surprising that many managers struggle to find the ideal balance for just how perfect they should be. Here are some tips on how to do so-

1) Set Realistic Goals

One of the main reasons why managers become perfectionists is that they set unrealistic goals for themselves and their team. While it's important to aim high and challenge yourself, it's equally crucial to be realistic about what can be achieved within a given timeframe.

To avoid falling into this trap, managers should start by breaking down larger goals into smaller, more manageable tasks. They should also ensure that each task has a clear deadline and is achievable within the given timeframe.

Use SMART criteria to set goals that are Specific, Measurable, Attainable, Relevant, and Time-bound. This approach helps ensure that goals are focused, measurable, and achievable within a given timeframe. SMART goals are a core component to how leaders can manage their team using AIM Insights. Here is an article on how to set SMART goals.

2) Prioritize Tasks

Another way to avoid perfectionism is to prioritize tasks according to their level of importance. Managers should focus on completing the most critical tasks first, and then move on to less urgent ones. Prioritizing tasks can be daunting at first, so the key in prioritizing is as follows:

a. Identify the most urgent tasks that require immediate attention.

b. Determine which tasks will have the greatest impact on the organization's goals and objectives.

c. Consider the resources available, including time, budget, and personnel, and allocate them to the most critical tasks.

d. Break down larger tasks into smaller, more manageable steps to help manage time and resources more effectively.

e. Regularly review and adjust priorities as circumstances change.

3) Embrace Mistakes

Perfectionists often have a hard time dealing with mistakes or failures. They tend to view these as a reflection of their own inadequacies, which can lead to self-doubt and anxiety.

To avoid falling into this trap, managers should try to adopt a growth mindset. This means embracing mistakes as opportunities to learn and grow, rather than as a sign of failure.

By viewing mistakes as learning opportunities, managers can become more resilient and better equipped to handle challenges in the future.

4) Delegate Tasks

Another way to avoid perfectionism is to delegate tasks to team members. Managers often feel like they need to do everything themselves to ensure that it's done correctly, but this can be a recipe for burnout and inefficiency.

Delegating tasks not only helps managers to free up their time, but it also empowers team members to take ownership of their work and develop new skills. Using tools such as AIM Insights can also assist in determining how much a direct report already has on their plate before delegating further tasks on to them. Furthermore, it is important to make sure that these members are okay with additional responsibilities or are being adequately compensated for the increase in their role.

5) Set Boundaries

Perfectionists often have a hard time setting boundaries around their work. They may feel like they need to be available at all times and respond to every email or message immediately.

To avoid falling into this trap, managers should set clear boundaries around their work hours and availability. This means turning off their work phone and email outside of work hours and being clear about their response times.

Setting boundaries can help managers to create a better work-life balance and avoid burnout.

6) Focus on the Big Picture

Finally, managers can avoid perfectionism by focusing on the big picture. While attention to detail is important, it's equally crucial to keep the larger goals in mind.

By focusing on the bigger picture, managers can avoid getting bogged down in minor details and maintain perspective on what really matters.

Perfectionism can be a challenging trait to overcome, but it's essential for managers to find a healthy balance between quality and efficiency. By setting realistic goals, prioritizing tasks, embracing mistakes, delegating tasks, setting boundaries, and focusing on the big picture, managers can avoid falling into the trap of perfectionism and become more effective leaders.

by Malhar Lakshman

Thu 9 February 2023

In January 2023, Ambition in Motion CEO Garrett Mintz faced an interesting quandary that a participant brought to the table in an Executive Mastermind group meeting. This executive talked about the lavish praises that her CEO had given her, but also made note of the fact that her CEO had effectively quadrupled her responsibilities. In addition to this, despite the dramatic increase in responsibilities, this executive had received no proportionate increase in pay or benefits.

This is a phenomenon known as contradictory feedback. While this normally happens from different managers having different expectations, goals, or communication styles, it can also happen implicitly as well. In this case, giving the praise seemed to be a reward, but additional responsibilities with no pay? That feels like a punishment. While in this case an executive fell victim to this, it could easily happen to a direct report because of poor management. Let’s talk about how to properly recognize your employees. Recognition falls into two distinct categories: constructive criticism and properly rewarding employees. Both categories help make up effective managerial recognition.

Giving good constructive criticism is an important aspect of being a manager, as it helps to build trust, improve performance, and promote personal and professional growth. It is important to remember that constructive criticism should be an ongoing process, not just a one-time event. Managers should strive to create a culture of open and honest feedback, where individuals feel comfortable giving and receiving feedback, and where feedback is used as a tool for growth and improvement. By doing so, they can help to create a workplace where individuals feel valued and motivated, and where they can reach their full potential. Here are some tips for giving effective feedback to your direct reports:

· Specific and actionable: Constructive criticism should be specific and actionable, focusing on specific behaviors or actions that need improvement, rather than generalizations or blanket statements. For example, instead of saying "you're not doing a good job," you could say "I noticed that you missed this deadline, can we discuss ways to prevent that from happening in the future?"

· Timing: Constructive criticism should be given in a timely manner, as close to the event as possible. Delaying feedback can make it less effective and more difficult to address the issue.

· Focus on improvement: The goal of constructive criticism is to help the individual improve, not to punish or discredit them. Feedback should be focused on helping the individual understand what they need to do differently in the future.

· Follow-up: Constructive criticism should be followed up with regular coaching, mentoring, or feedback sessions to monitor progress and provide additional support as needed.

While criticism and praise are important aspects of recognizing and rewarding good employees, it should not be the only form of reward. They are not enough to motivate and engage employees and can quickly become meaningless if overused. Additionally, praise may not always align with the individual's personal and professional goals and may not provide tangible benefits that are important to the employee.

To be effective, rewards for good employees should be diverse and tailored to the individual's needs and preferences. The following rewards provide tangible and nontangible benefits that employees can see and feel and help to show that their efforts are valued and appreciated.

1) Flexibility and autonomy: Allowing employees to have more control over their work, such as flexible hours or the ability to work remotely, can be a powerful reward. By giving employees the freedom to manage their own time, you are showing them that you trust and value their abilities.

2) Professional development opportunities: Investing in your employees' professional growth and development is a great way to reward and retain top talent. Offer training and development opportunities, such as workshops, conferences, mastermind groups or mentorship programs, to help employees improve their skills and advance in their careers. For help promoting these benefits, use this resource.

3) Monetary rewards: Financial incentives, such as bonuses, can be an effective way to reward employees for their hard work. However, it is important to be mindful of the reasons for the reward, and to ensure that it is tied to specific performance metrics and achievements. Using a tool such as AIM Insights can make tracking specific metrics from employees much easier.

4) Time off: Providing employees with additional time off, such as paid time off, can be a valuable reward. This can include a flexible schedule, additional paid vacation days, or a paid day off for a special occasion.

5) Employee events and activities: Organizing employee events and activities, such as team building exercises, company outings, or social events, can be a fun and effective way to reward employees. These types of events provide opportunities for employees to bond and have fun and can help to foster a positive and motivated work environment.

6) Autonomy and trust: This can include giving employees more control over their work and allowing them to take ownership of their projects.

7) Support and resources: This can include providing employees with the resources and support they need to succeed, such as access to technology, tools, or training, like AIM Insights.

8) Job enrichment: Providing employees with new and challenging responsibilities or allowing them to take on additional projects or tasks, can be a rewarding and motivating experience. By giving employees the opportunity to grow and develop their skills, you are showing them that you value their contributions and trust in their abilities.

Managers can help to build trust and improve performance among their direct reports by giving good criticism. The key is to be clear, specific, and solution-focused, and to encourage open and honest dialogue. In addition to that, by taking a creative and holistic approach to rewarding employees, managers can help to foster a positive and motivated work environment.

by Grace Tripathy

Thu 9 February 2023

Conflict is an inevitable part of human interaction, and it can arise in any setting, including the workplace. When conflicts occur, it is important for leaders to have the skills and strategies necessary to effectively resolve them.

Inclusive leaders play a crucial role in promoting diversity, equity, and inclusion in the workplace, and must be equipped to handle conflicts that may arise because of differences in perspectives, experiences, and identities.

Conflict resolution strategies for inclusive leaders:

Active Listening: Encourage all parties involved to express their thoughts and feelings without interruptions. Listen attentively to understand the underlying issues and concerns.

One of the key strategies for inclusive leaders to resolve conflicts is active listening. Encouraging all parties involved to express their thoughts and feelings without interruptions is crucial in resolving conflicts. By listening attentively to understand the underlying issues and concerns, inclusive leaders can ensure that all perspectives are heard and considered.

2. Empathy: Try to understand the perspective of each party and show empathy towards their feelings and experiences.

Empathy is also a valuable tool in conflict resolution. Inclusive leaders should strive to understand the perspective of each party and show empathy toward their feelings and experiences. This can help to build trust and foster a sense of understanding, which can be essential in finding a resolution.

3. Encourage open communication: Encourage team members to express their thoughts and feelings openly and provide a safe space for constructive dialogue.

Communication is also a critical aspect of conflict resolution. Inclusive leaders should ensure clear and open communication between all parties, encouraging everyone to express their opinions and providing regular updates on the progress of the conflict resolution process.

4. Lead by example: Set an example for the team by demonstrating effective conflict resolution skills, such as active listening and empathy.

Leading by example is another important leadership tip for resolving team conflicts. Inclusive leaders should set an example for the team by demonstrating effective conflict-resolution skills, such as active listening and empathy. This can help to promote these skills within the team and foster a positive and inclusive workplace culture.

5. Mediate conflicts: Take an active role in mediating conflicts between team members, helping to find mutually beneficial solutions.

Mediating conflicts between team members is another important role that leaders can play. By taking an active role in resolving conflicts, inclusive leaders can help to find mutually beneficial solutions and prevent conflicts from escalating. It is important for leaders to be impartial and neutral in their approach, and to consider the perspectives and needs of all parties involved.

6. Establish clear guidelines: Establish clear guidelines for resolving conflicts and communicate these to the team. This can help to prevent conflicts from escalating and ensure that they are resolved in a timely manner.

Establishing clear guidelines for resolving conflicts can also be an effective way to prevent conflicts from escalating. Leaders should communicate these guidelines to the team and ensure that they are understood and followed. This can help to prevent conflicts from becoming entrenched and ensure that they are resolved in a timely manner.

7. Encourage team building: Encourage team building activities and opportunities for team members to get to know one another on a personal level. This can help to build trust and reduce the likelihood of conflicts arising.

Encouraging team building and opportunities for team members to get to know one another on a personal level can also help to reduce the likelihood of conflicts arising. This can build trust and foster a sense of understanding and cooperation, which can be critical in resolving conflicts in a positive and inclusive manner. One great way to encourage team building is through the Ambition In Motion Horizontal Mentorship Program.

8. Provide training: Provide training and development opportunities for team members on conflict resolution skills and effective communication.

Providing training and development opportunities for team members on conflict resolution skills and effective communication is an important aspect of leadership for inclusive leaders. By investing in the development of their team members, leaders can help to promote a positive and inclusive workplace culture and ensure that conflicts are resolved effectively. One way of receiving guidance on how to be an inclusive leader is with training and metrics via AIM Insights.

9. Flexibility: Be open to new ideas and solutions and be willing to adjust your approach as needed.

Inclusive leaders must be flexible and open to new ideas and solutions. They should be willing to adjust their approach as needed and embrace change to find the best resolution for all parties involved.

10. Follow-Up with Team: Reach out to the team members involved in the conflict after the resolution has been put in place.

Following up with your team members after going through the conflict-resolution process shows them that you see the value in them as individuals and employees. Reaching out to check in on how your team is feeling will aid in a stronger continuation of your team's work after the resolution stage.

By showing that you care about their well-being after the conflict, you allow your team to rebuild trust in the team's efforts.

Inclusive leaders prioritize conflict resolution skills because they understand that conflicts are a normal and inevitable part of human interaction, particularly in diverse teams and organizations. Conflicts can arise due to differences in opinions, values, and interests, and if not managed properly, they can harm productivity, morale, and teamwork.

Therefore, conflict resolution skills are essential for inclusive leaders to ensure that their teams and organizations remain cohesive and effective, even in the face of disagreements. By having strong conflict-resolution skills, inclusive leaders can promote open and respectful communication, maintain positive relationships, encourage diverse thinking, and improve decision-making.

Overall, inclusive leaders who prioritize conflict resolution skills can create a positive and productive work environment where diverse perspectives and ideas are valued, conflicts are resolved in a constructive manner, and all team members feel heard and respected.

by Malhar Lakshman

Fri 27 January 2023

For many teams and managers, one of the greatest hurdles that they face is what happens in the absence of their current manager. After all, a manager is often able to unify the team, set common goals, and manage morale. However, another responsibility that managers should have is to develop leaders. Managers are often the first reference a direct report has towards promotion, especially if the report is interested in leadership. But how does a manager know who could be a good leader?

Why isn’t the MVP the best leader?

Not every worker is cut out to be a manager. A common fallacy within the professional world is to promote high-performing employees to positions of leadership. This oftentimes has resulted in poorly-performing managers, since they generally lack the skills associated with leadership. What brought them success might not necessarily be able to have the same result for other coworkers. In fact, Google conducted internal research and found that this was the number one overall pitfall with managers.

Once a member of a team turns into a leader of a team, their selling point- which was the ability to complete their tasks- becomes somewhat irrelevant. They still may be asked to perform previously held duties, but their most important task is now leading and empowering their teams.

What skills does a good manager have?

The best leaders often have a skillset specializing in soft skills, such as communication, empathy, people skills, and being a team leader. While some individuals happen to have these qualities, there is a difference between utilizing these from a peer-to-peer perspective versus that of a leader to subordinate perspective.

In addition to this, good managerial candidates are those who often try to improve circumstances for their peers and clients at the same time. This means that they strive for overall quality, as opposed to just making sure that their own component is satisfactory. A good leader should be able to also adapt with change. Throughout the past ten years, there have been many different phenomena such as COVID, The Great Recession, and a complete overhaul of how mental health is viewed in the workplace. Managers have been forced to adapt how they handle both their work as well as personnel as a result of this.

Emotional intelligence is also a quintessential part of a good manager. Professor John D. Mayer of the Harvard Business Review defined it as follows.

“From a scientific (rather than a popular) standpoint, emotional intelligence is the ability to accurately perceive your own and others’ emotions; to understand the signals that emotions send about relationships; and to manage your own and others’ emotions. It doesn’t necessarily include the qualities (like optimism, initiative, and self-confidence) that some popular definitions ascribe to it.”

Managers are in a position of power over other workers, and often hold a significant amount of sway in how they will affect their direct reports. Managers are often the unifying cog within a team as well, and if they are insecure, their team often follows suit. Therefore, they also must be able to recognize how their actions and emotions may affect others, and how they can influence their teammates.

So how does a manager recognize potential managerial candidates?

The first thing to take note of is how hard a direct report works to ensure that their work is satisfactory. While it is indeed true as mentioned above that the best workers don’t always make the best manager, someone who is personally sloppy or constantly turning in unsatisfactory work may not necessarily be the best manager. Utilize tools such as AIM Insights to determine how their work is in terms of satisfaction and punctuality.

AIM Insights can also tell you about the results of Direct Report 1:1s. A good manager should be holding regular 1:1s with their staff in addition to performance reviews. During these, you can find out how direct reports feel about each other. Is there a specific individual who all of their peers appear to look up to? Do they serve as a point of contact before the manager is contacted? Is there a sense of mutual respect? If so, consider looking at this person for managerial potential. Their individual 1:1s should also lend a lot of information. Someone who is willing to take credit for their work, but also split credit shows promise. Humility is a good value, since hubris can result in a negative impression with other coworkers.

Ambition is also a good quality for a manager. Managers are often planning for the future, especially for organization-wide success. However, without the sense of delegation, they may face burnout, so prioritize that as well.

In order to help candidates achieve their potential, there are a few things to consider:

Educate these candidates- No entry level manager will be able to have every positive trait listed above, especially without prior managerial experience. Work with them and be a positive mentor for them.
Give them gradual increases in responsibilities or temporary promotions- Temporary promotions can expose a direct report to a manager’s chair without anywhere near as much stress. This type of exposure can help pique their interests without overwhelming them.
Regularly communicate with them about what they need to improve their likelihood of promotion- This can be critical in making a good manager. While they might feel that they are doing everything well to be a managerial candidate, only managers are truly aware of what upper leadership is looking for in a manager. Therefore, take that extra step to help polish off rough edges to create a better manager.

Creating a manager doesn’t happen overnight. It’s a long and tedious process and starts with identifying a good candidate. After that, with some empathy and education, a team can be much better equipped for the future, with both an in-house managerial candidate, and one that knows them very well.

by Malhar Lakshman

Fri 27 January 2023

The word “layoff” is a word that sparks unease in any workplace. After all, it’s associated with a loss of income for the worker, as well as a sign that doesn’t bode well for a company. While a layoff is primarily a defensive management move, it is important for a manager to understand how to properly lay a set of workers or an individual worker off.

Layoffs Vs. Other Forms of Termination

A layoff is not the same as termination of an employee. It is an involuntary separation from work initiated by an employer or manager. It is through no fault of the employee, and keeps them eligible for unemployment insurance, but losing other benefits. Most of the time, laid-off workers also still get to keep their investments in a company retirement plan such as their 401k.

A layoff differs from a furlough as well, in the sense that it is generally permanent. A furlough is when workers are idled for a time as a result of repairs, or another event requiring a temporary work halt, while also continuing to receive their benefits with the expectation that they will eventually return to work. Layoffs are genuinely utilized to remove groups of people at a time, ranging from several individuals, or even thousands. They are generally prompted by bankruptcy, financial hardships, or even being bought out by a larger company.

Layoffs often correspond with significant economic events. In the U.S, employers laid off employees en masse due to the drastic downturn in demand during the COVID-19 Pandemic, as many areas closed down travel, dining, and service. According to the U.S Bureau of Labor Statistics, over 20 million jobs were cut in April 2020 alone.

Understanding what makes a layoff is critical to being able to conduct one. But there are a few steps to take before signing the final papers to let go of a series of workers, including a meeting, as well as several other steps.

What to do before the Meeting

Before the meeting, a gameplan needs to be established. To start this gameplan, what positions are slated to be cut? Is there any alternative besides completely laying off these positions? In addition to this, finances of a layoff need to be considered.

Removing workers with a layoff requires a severance payment, and sometimes also advance notice. It is extremely important to consult human resources or any form of legal department to determine if legal advance notice is required. Violating this can result in serious fines.

Determining if some employees will be needed for a transitional period can be critical for the business. Not every layoff conversation will be identical, since some employees may have information that would be valuable towards the rest of the company. For example, if you are removing about a quarter of an operations team, the remaining three-quarters might not necessarily have had the removed’s responsibilities. Therefore, keeping that quarter temporarily to train the remainder of the team, with compensation of course, would be very valuable.

As stated before, meetings need to be scheduled with any staff members potentially being laid off. The amount of members in a business could qualify it for the Worker Adjustment and Retraining Notification Act, which legally mandates that employees laid off receive at least two months’ notice. Therefore, the date of this meeting may be flexible depending on when the business is obligated to give notice.

When scheduling the meeting, consider days before a weekend or a holiday to give the employee time to cope afterward. Being laid off is a painful experience, and understanding how to alleviate some of the pain associated with this can be valuable. Remember the following- for the manager, this is just less people to pay, but for the individuals being cut, this means the end of a regular income, no 401k, and no other perks, such as health insurance. All in all, this is a very stressful time.

During the Actual Meeting

When actually meeting with the employee, there are a few things to consider. Pick a time and place that is both private and neutral, such as a conference room. This time should also allow for an employee to leave the building privately. Layoff meetings might also need to include other people, such as an HR representative, or potentially security as well.

Have any paperwork or materials needed for this meeting before the employee gets to the meeting. This allows it to be as concise as possible. This often includes termination letters, COBRA papers, a final paycheck, severance paperwork, and other items related to the severance packet.

Remember what the objectives to this meeting are. For the manager, as well as the company, the goals are the following:

Have a concise, but compassionate meeting to inform the employee that their position is to be eliminated
Protect the employer brand, especially regarding their reputation for future recruitment
To be as courteous to the employee as possible
Deliver the message to the employee for them to hear clearly while retaining dignity

While keeping these goals in mind, deliver the message as quickly as possible, while still being kind. Have a box of tissues on hand as well. Praising previous accomplishments can help the employee’s ego. If the company has the ability to do so, provide outplacement services and job counseling. Outplacement services can help with job-searching and resume writing, as well as consulting. This shows that the company can truly care about the employee.

At no point should there be anger or disappointment displayed towards the employee. This is a painful time already for the employee, and it doesn’t need to be further compounded by adding more negative sentiment into the meeting. Be ready to address questions and objections to your statement. Always provide some form of support for the employee. After all, you may be able to hire them in the future, so avoid burning a bridge with them. Finally, don’t hesitate to offer to write a letter of recommendation for their next job, or act as a reference. Being laid off can put someone into a stupor. Understanding how to care for them can really make a difference.

by Grace Tripathy

Fri 27 January 2023

Being a busy person is a challenge in many aspects, especially finding time to develop leadership skills. Such skills are essential to making it to the top of the professional ladder. Whether you’re a business executive, entrepreneur, college student, or stay-at-home parent, having great leadership skills can open up new opportunities.

Leadership Development

First, it is important to identify a key leadership area you want to develop. You’re already limited on time, so don’t try to tackle too much at once. Review any data or feedback that you have, such as performance reviews or results of a recent 360 survey. Identify no more than two competencies or skills you want to improve.

Second, set yourself a time limit. It’s common for leaders to make critical mistakes by trying to do too much, too fast. You will get excited, watch an hour’s worth of content in one day, get overwhelmed by too many ideas and tips, and either lose your motivation or try to implement and get discouraged by the lack of results. Instead, remember this is a long-term game. Small actions you do every day will be much more effective in the long term, than short bursts of activity. And in every busy leaders’ life, getting help to enhance and encourage leadership development is easy with Ambition in Motion’s executive mastermind groups.

Mentorship programs are a great way to continuously invest in leadership development throughout the organization. The program does not have to be complicated, with some basic content it can provide both people in a horizontal mentorship exposure to valuable development content.

One highly-rated professional mentorship program is the AIM Insights Executive Mentorship program. The key part of this program is that your mentor acts as a source of guidance and coaching, customized to your individual needs.

Luckily, this mastermind mentorship program has short videos, meaning that you only need to invest three to five minutes a day. Find a course that matches a developmental area you have identified. Commit to watching one or two short videos a day. And the customized coaches that you’re paired with guide you to make physical and mental notes of key takeaways and ideas for how to implement into your day.

What is executive coaching?

Executive coaches work with business leaders to enable their rapid development in the workplace. They also assist with specific problems that a board member, or senior manager, wants to work through outside of the normal business framework.

This coaching focuses very specifically on the issues that an executive wants to work through. Thus it becomes a speedy way to improve skills and to achieve personal and professional objectives.

The executive coach gives the executive feedback and a new perspective that enables them to set goals and work towards them. The coaching sessions use objective feedback to drive the executive's thought processes forward through their issues.

Becoming a Better Leader

Leadership development should be recognized as an ongoing part of professional life. And while dipping in and focusing on it when time allows is great, as we all know, time doesn’t always allow. That doesn’t mean that you can’t develop your skills. All it takes to become a better leader is dedication and a small investment of time.

If this still feels overwhelming, remember this: We mistakenly think that leadership development only occurs in the workplace. However, research suggests that most effective leaders learn all the time and everywhere.

As a manager or executive, having a support system such as an executive mentor is crucial. But be aware of your own need for support and friendship in the work environment and make a conscious effort to seek them out in the appropriate places.

by Grace Tripathy

Fri 20 January 2023

Do You Have an Intentional Leadership Development Strategy?

As Henry Ford once said, “The only thing worse than training your employees and having them leave is not training them and having them stay.”

Henry Ford’s words have never been more pertinent as organizations struggle to hang onto their top performers in this economy. And though it’s tempting to instinctively go for that new external hire with a lot of ideas, what if there was already an internal leader poised for the challenge?

Leadership development strategies will not only prepare future leaders but improve talent retention across the organization.

When evaluating your own leadership development programs and strategies, there’s only one approach that will set you apart and improve talent performance and retention – and it can be applied to any strategy you already have in place.

Why Is Leadership Development Important?

Leadership development is important because it helps your employees grow. It teaches them how to lead while developing leadership skills and qualities to become better leaders today - and for the future.

Leadership development aims to develop an individual's skills and abilities for leadership. It can be done in many ways, such as through on-the-job training, mentoring or coaching, and self-development.

Another reason leadership development is essential is that it helps organizations grow while they develop their employees' skill sets. In addition, it helps businesses better understand what they need to do to succeed in the future.

Furthermore, it helps individuals understand how they can advance in their careers, take on more responsibility, and become more successful while earning a higher salary.

Employees who can develop their skills and become more effective will be able to serve your organization and its customers better. They will also feel more fulfilled in their jobs, which makes them more likely to stick around longer.

Leadership development helps employees learn new skills and become more effective, which improves their performance as well as the performance of those around them. This can positively impact the bottom line if it leads to increased sales or improved customer satisfaction scores.

After all, high salaries are not the only thing that make employees want to stay. Top-performing employees want to be valued and appreciated for their hard work; relationships and continuous opportunities in the workplace to let their talent shine will motivate them to stay at a company, rather than to leave.

Investing more time to tailor your leadership development strategy though is necessary to stay competitive and increase retention rates. The generic classes and training programs that have been a product of traditional leadership development strategies are not going to cut it. You must intentionally invest in each leader you’ve identified as a top talent. One way you can do that is provide them with executive coaching and metrics via AIM Insights.

Take the 70:20:10 Model for Learning and Development. The learning and development model corresponds to a proportional breakdown of how people learn effectively, based on a survey asking nearly 200 executives to self-report how they believed they learned:

● 70% from challenging assignments

● 20% from developmental relationships

● 10% from coursework and training

This illustrates that every leader learns differently. It’s important to customize your leadership development strategy based on how a top performer processes information. Not only will this better prepare your internal leaders for their career trajectory within the organization, but it’s also a unique benefit that will improve your organizational retention and offer them an incentive to refuse external offers.

Customize your Leadership Development Strategy to Fit Your Organization

Customizing your strategy should build on what you already have in place. For example, pair your top performers with a leadership consultant who can give real-time executive coaching in the moment, whether for general leadership development or while integrating into a new leadership role.

Companies often spend a lot of time, effort, and money investing into their technology, operations, and facilities. While these areas are important places to invest, these companies often end up ignoring the best investment opportunity: leadership development.

Businesses that invest in their employees achieve more success more often than those businesses that do not invest consistently in their people. Studies have shown that employees who went through leadership training programs increased their capability by 25% and their performance by 20%.

During the age of the “Great Resignation,” initiatives that focused on retaining employees were more important than ever. As referenced in this Cornell post, 94% of employees say they would stay at a company longer if it invested in their learning and development.

Having effective leaders who invest in their people’s development is one of the best ways to reduce turnover rates and improve employee satisfaction. Happy employees are more productive, and that energy will resonate throughout the rest of the company.

By training employees in best leadership practices throughout the organization, you create a culture that shows you are invested in the success of employees.

Hayden Brown, CEO of Upwork, who is passionate about “re-engaging and activating the managers in the business,” especially with so many employees working remotely.

Upwork holds a monthly Zoom gathering called One Upwork Forum, where managers can share information with each other about changes their driving, DEI initiatives, and anything they’re struggling with. While this is a candid, peer-to-peer gathering, it’s sponsored by a rotating executive, someone “who’s willing to kind of nurture and be the voice and the champion” of the group, Brown told me.

As Brown put it: “I think that’s been a really great way to drive that engagement and have that group kind of helping each other as they’ve gone through so much change.”

Peer support, as opposed to top-down feedback, offers several benefits, including “insight into diverse perspectives,” “opportunities to practice new skills in a safe space,” and an “enduring support network.” Having managers practice their skills together is also another opportunity for professional development.

by Grace Tripathy

Tue 17 January 2023

What is Executive Branding?

As an executive of your company, you are the face of the company or business you run. You are the one that everyone first thinks of when they hear or interact with your brand, you are the one they blame if something goes wrong, and you are the one they remember.

Executive branding is important no matter what kind of business you are in, whether it be retail, construction, manufacturing, healthcare, technology, or any other industry.

Branding is necessary for all aspects of your business; you want everything to be cohesive and be true to who you are and what you believe. Those values and beliefs should trickle down the pipeline of your employees, and as an entire brand, you should all feel similar in how you see the workplace and the world.

According to Forbes, executive Branding drives sales and increases company visibility.

Executive branding starts with determining what you want your core message to be. Your message should coincide with what your target audience believes, and you need to use your message to grab their attention. For example, if you are the executive of an environmentally friendly packaging supplies business, your message should relate to the work your company does and how you do it. Your target audience would be business owners of all sizes who want to only use packing supplies that are eco-friendly. If you brand yourself properly and market your message to those people, you’ll have a loyal customer base in no time.

Even though you may not deal with your audience daily as other people within your company do, it’s still extremely important to brand yourself as the executive. Your branding is what helps you make connections in the business world, it helps get your name in front of people’s eyes, and it helps to boost your business more than you probably imagine.

Whether you’re in a new position as executive or you’ve been executive for 10+ years, there is always room for improvement when it comes to branding yourself.

What are the Benefits of executive Branding?

As an executive of a company, you barely have free time as it is. So, do you really need to take the time to brand yourself? Here are 5 reasons why it’s necessary to establish a personal brand for yourself:

1. Show off your uniqueness

Executive branding is your one chance to show your audience what makes you and your business unique. What do you offer that others don’t? Why should they support your business over your competitors? What makes you unique?

These are all things you should answer when defining your brand as executive. People support those they align with, in all aspects. If someone can see who you are as a person and can see you truly care about a cause or believe in a product or service, they’ll see that and come to your business with their credit card ready. Authenticity and uniqueness are what drive people to your brand!

2. Gain more relationships

The only way to gain new clients or customers and create loyal ones is to get them on your side. Let’s go back to the eco-friendly packing supplies business example. If there is a small business owner that believes in your cause and can tell you truly care about saving and protecting our environment and they like you as a person, they are 10x more likely to continue supporting you even if your prices are higher.

Relationships are crucial and maintaining them is an essential practice.

In fact, 71% of consumers say they prefer to support companies that align with their own values. Why is that? Because they like you for you, not for your prices or products. You have similar values and that is what makes people loyal to one brand over another.

4. Show off your beliefs and values

Going back to the stat that 71% of consumers out there prefer to purchase products or services from brands that align with their own values and beliefs, creating an executive brand is one of the best things you can do to show your target audience what you believe in and why you believe it.

These days, people don’t just type in something online and purchase the first thing that pops up. They take time to research the company, see who runs it, and learn why they started it. If you don’t tell your story well enough or show potential consumers what you believe in and why, or what your values are in life, odds are they have already clicked off your page.

Why is that true? Because people like to see authenticity and they like to know you became an executive of a company for a reason other than to make a new income. Consumers don’t want to feel like you are using them to get a paycheck, they want to feel good about purchasing and investing in your business because your values and beliefs are the same as theirs.

Make sure to tell the world what you believe in, what your value in both your personal and professional life, and why. If you hit this on the head, your loyal customer base is going to skyrocket.

5. Less negative, more positive

Any high-up executive knows that no one is perfect, and you are bound to make a mistake at some point in your career. When you are in control of your executive branding, you can determine how people see you. Are you the nice boss that allows your employees to dress down on Fridays? Or are you the mean boss that doesn’t want to pay people’s healthcare?

When positioning your brand, you need to think about what you want people to think of you as. If you treat your employees right, you market yourself right, and your brand yourself properly, you can drown out the negative comments made.

This can be sharing things about yourself, your life, or an experience you had with a customer. It can also be donating to a cause you believe in, or this can be showing off how you treated your employees to a team bonding experience. Whatever kind of boss you want to be, make sure you consider how people are going to see you from that.

As an executive, you only want to be seen in a positive light, so make sure you brand yourself to receive only positive thoughts! Branding is one of the best business tools you can use and guess what? It costs nothing but time and energy! Branding yourself as an executive is something you should take your time

by Malhar Lakshman

Tue 17 January 2023

Sometimes, one of the most difficult actions for a manager to take is to understand when to take a leave of absence. 66% of managers suffer from burnout, and according to Gallup, this number is only increasing. After all, managers often are in a unique position between direct reports and executives. Not only are they assisting their team below, but simultaneously assisting a team above. In addition to that, they have their own problems to face as well, including hiring, training, and retaining employees. This quote from Harry Levinson from the Harvard Business Review sums up the quandary faced by managers:

“In my role, I’m the guy who catches it all. I don’t know how much longer I can last in this job.”

While we have explained how to manage burnout as a manager, there comes a point that it is important to throw in the towel, even temporarily. However, there are a few steps to take for the sake of professionalism and to help both your team as well as your senior leadership team. After all, a manager’s absence is a phenomenon that will have a drastic impact on the rest of the team. Therefore, planning for before, during, and after the leave will be the manager’s responsibility.

Before the Leave

Before your actual leave, one of the most important things to do is properly notify all of your coworkers, whether they be your direct reports, your peers, or your superiors. This is extremely important. Plan on assigning a point of contact as a substitute for you in order to make the most out of this break as well. Separation from work can be extremely valuable.

Notifying an executive team or any superior of a leave of absence can be daunting at times. The key here is to provide written documentation in conjunction with the human resources department explaining the following

· What- Is this a leave of absence? Is this a step down and a break at the same time? Be sure to clarify exactly what steps are being taken during this break.

· Why- Explain any reasoning as to why this action is being taken. No answer is an incorrect one but explaining the rationale behind mental health reasoning can add credibility to this report.

· When- Clarify the dates as to when any breaks are being taken, as well as a timeline approximating a return to duties. While it is okay to have an indefinite duration, adding statements such as “no less than” or “no more than” can help senior managers in finding coverage.

Leave transition paperwork behind. While your leave may not necessarily be a permanent one, it is a leave, and staff contacting you should be unnecessary. This break is meant to refresh you and help with your mental health, as opposed to being on-call support. This paperwork should include team goals, some dossiers, and current tasks. A tool like AIM Insights can be a great way to document all of this information in real time. Hopefully, someone within your team is temporarily elevated to a managerial position. However, if senior leadership promotes someone unfamiliar with the team, they need to be well equipped to hit the ground running. Therefore, thorough paperwork will be extremely helpful. In addition to that, it will assist the team chemistry by allowing the substitute manager to understand individual personalities as well as specialties.

During the Leave

Many managers will struggle with the actual leave component of their planned leave. After all, their role is such an active part of the workplace that it ends up being very time consuming. Having this much free time can be somewhat daunting. So, what should a manager do with their time off?

1) Log out of any work accounts- This break is meant for rehabilitation, as stated before. It is not meant to transfer you to remote work. Express that employees are not to contact you, unless there is an emergency, and only if there is an emergency.

2) Get help- Taking a leave of absence is a drastic step. Simply taking a break for mental health and not taking further action is unproductive. Reach out to doctors, therapists, and mentors to look at further action.

3) Take some time for yourself- During this time, explore interests, and look at activities outside of the scope of the job. The goal of this is to reduce high levels of anxiety and stress. Use this time accordingly.

4) Contact superiors- If you are making any changes to your original planned break, let your superiors know, so they can then pass on further instructions to your substitute. In addition to that, keep them appraised on your projected return. This will assist them in reintroducing you to the workplace. In addition to that, let them know if you plan to reduce your duties in any capacity. It is okay to say that a job entails a little too much. Smart delegation can help with this as well.

5) Prepare yourself to return- This seems a little straightforward, but it is a fairly important aspect of the leave. Work can be stressful, especially coming back off of a break. Imagine missing a few days of school. When you came back, it was a completely different unit being covered in math, a brand new animal to dissect in science, and somehow the school lunches got even worse. Returning to work after a mental health break can be extremely similar to this. Acknowledge that there may be changes, and that you may have a bit of work ahead of you in reacclimatizing to the work environment.

At the end of the day, being a manager is yet another job which will take up time and effort. While this position is one of support and mentorship, sometimes it is in fact a manager who needs the aforementioned things. It is okay to ask for help, and more than okay to take time off to focus on returning stronger.

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