3 Ways to Get Your Team on the Same Page

Your team is made up of extraordinary individuals.  Why then does it seem hard to get everyone working well together?  As a leader, you know it’s crucial that collaboration and communication are essential for the success of any project. Post pandemic work and the increase of remote team members has made this even more difficult. There are simple fixes to this.

3 Ways to Get Your Team on the Same Page:

1.Hold a reset meeting

As the leader, it is your responsibility to be sure the team has clear direction. Every team gets stuck in the weeds and rarely takes time to pause and reset. This leads to a few things:

• A lot of work with little return

• Lack of focus

• Tension

Schedule 1 or 2 hours to meet with your team to restate the vision of the company and the goals you have in place.  Without a clear vision, team members lose momentum.  They need to be reminded why their work is important.  According to a study conducted by the Harvard Business Review, leaders who take the time to explain why their team's work is important can significantly impact team performance and motivation. In the study, two groups of employees were given the same task, but only one group received an explanation from their leader about how their work was contributing to the overall mission and goals of the organization. The group that received the explanation showed a 30% increase in productivity and a 25% improvement in job satisfaction compared to the group that did not receive the explanation. This demonstrates that leaders who provide context and meaning behind their team's work can inspire and motivate their employees to perform at their best, resulting in increased productivity and satisfaction within the team.

2.Gather around a table for troubleshooting

You hired Jared 6 months ago.  He was given a thorough onboarding handbook, was trained for a few weeks, and was sent off to do his job.  Jared is still, most likely, struggling with some things and needs to be coached.  Business leaders pay loads of money for monthly mastermind groups - so they can sharpen their skills and gain wisdom. What if you offered that to your team?  If your team was able to gather once a month to discuss the bumps they are hitting, how much more quickly would issues get resolved?  Not to mention, this will do a great deal of good for team culture and confidence. 

3.Do a systems analysis 

Systems, also known as process, or workflows, are how you do what you do everyday. Companies are always changing and growing, and what might have worked for you last year, might not work for you this year. According to Gallup, 60% of employees feel their leaders are not aware of company challenges.  Setting aside time to get everyone in one place and saying “where can things run smoother?” will pump up team morale because they will feel heard, and it will give you a leader clarity on what needs to be addressed.  Careful, you don’t want this turning into a gripe session.  To prevent that, preface your time together with “you are the boots on the ground and see things we don’t.  Your observations are invaluable.  Let’s take some time to discuss what is working, and what isn’t working.  Our goal is to stay as objective as possible.” 

It takes time to build an excellent team.  Time spent with them, listening to and coaching them, will be well worth it. If you are curious about how our team of coaches can support you in that, email us today: laine@laineschmidt.com. 

Ted Lasso’s Winning Formula: 4 Essential Strategies for Effective Leadership

Imposter Syndrome, one of the most common issues our coaching team sees in the leaders we work with. The ongoing fear that lack of experience or skill will somehow take away from their ability to lead. Ted Lasso, the lovable character of Apple TV’s hit comedy series, proves experience isn’t everything.  Ted manages to earn the respect of his team, regardless of the fact that he is less knowledgeable than they are about the sport he is coaching. Ted practices….no, lives… four leadership principles which inspire trust and excellence on and off the field. We will explore these four principles and see the direct correlation they have to life in the workplace. 

Ted gives clear vision: If you’re a Ted Lasso viewer, you know the one word written above his office door: BELIEVE.  Ted doesn’t sit everyone down and talk at them for 30 minutes about what that means.  He simply hangs up his sign, touches it with his hand so everyone notices it’s there, and leaves them to explore what that means.  Leaders often feel the need to over explain.  There is power in brevity.  Believe…one word with many meanings.  No matter what the situations they face, Ted’s team knows this is what they are called to.  This is how the team will function…by believing. No fluff, no lecture, but clarity.  How clear is your team’s vision?

Ted gives grace: A word not used too often in the workplace. In Ted Lasso, we see time and time again situations in which any normal person would retaliate.  Anger, frustration, pride, hurt…all emotions which are real and which we’ve all experienced.  Where Ted stands apart is how he lets himself feel those, but doesn’t respond in haste.  We can always see the emotion  in his eyes, and then we see him silently processing the best way to respond.  Without fail, that response is always covered in grace.  He makes it clear that giving others the benefit of the doubt, and letting them know that their choices don’t define who they are, is how we show grace and build real relationships.  It’s from real relationships that trust is born. 

Ted gives space for others to lead: There is no room for pride.  Pride comes before the fall and what leader sets up their team to fall? In one episode we see Ted give over complete control of a game to Assistant Coach Beard.  Ted recognizes Beard’s skills and knows Beard brings things to the table that Ted doesn’t. In a later episode, we see Beard do the same thing with one of the more dominant players…and now we have a domino effect.  A domino effect of others letting others lead, leads to a team of, that’s right, leaders.  There is no room for pride.  If as a leader, you catch yourself feeling the need to be the one shining, you’re in the danger zone.  Catch that nonsense and remind yourself that leadership is about others, not ourselves. 

Ted gives a model of energy: As leaders, people will mirror our vibe.  In leadership, there is a misconception that emotion is a sign of weakness.  I will argue that uncontrolled emotion is a sign of weakness. We are humans. We have emotions which lead to the energy we bring into a group.  Ted models for his team that it’s okay to show disappointment and even fatigue. It doesn’t control him, though. He controls it and uses it to help develop his people. The one thing viewers love so much about Ted though, is his ability to model excitement and optimism.  His team feels the freedom to let their hair down a little and dare we say it, enjoy the moments. Your people will respond to your energy.  

Leaders - the more you give, the more trust and respect you’ll receive.  We shouldn’t need to feel respect, but when we have it, we are able to then inspire others for their benefit. Give vision, give grace, give space for others to shine and give good energy. Your team will be winning in no time.

Are you a scary boss?

One of the greatest weaknesses in leadership is a lack of self-awareness. 

As bosses, we go through seasons.  The hope is that regardless of the season, we are leaders who are trusted, consistent and intentional. 

Walking into every store in America right now, we see scary costumes, scary pumpkin faces and scary decor. What a great opportunity it is to ask ourselves “Am I a scary boss? Am I consistently leading well, regardless of my mood or circumstances?” Awareness comes from pausing and exploring.  Let’s do that.

Do you have “scary boss” tendencies? Do you find any of the following statements to be true:

• Everyone on my team is a “yes” person (they lack boundaries) 

• I always find out things after everyone else

• I ask for feedback, and everyone says things are always good

• I watch my team closely…maybe too closely 

• If I call my team after hours, they know they’d better answer

• A lot of people on my team are stressed out

• Failure isn’t an option

• Your email’s out of office response is on more than it’s not 

• Your mood spills into your communication with the team 

• You raise your voice a lot (a lot = ever) 

If you answered “yes” to more than one of the above, you could fall into one of these categories:

Ghost Bosses:

Bosses who consider themselves “visionaries” and therefore aren’t willing to get their hands messy.  There is wisdom in delegation and empowering others.  It becomes scary though, when leaders are TOO hands-off.  It might look like a leader who: 

-Doesn’t give their team clear directions and the team lives in fear of doing things wrong

- Never answers their phone/email and isn’t available to help navigate challenges  

- Doesn’t like creating systems and org charts, so the team feels like every day is a guessing game

- Isn’t consistent with getting, and giving feedback 

A tip on how to not be a Ghost Boss: set up systems that encourage proper communication lines and daily work-flows.

Goblin Bosses:

Goblins are considered shape-shifters. (Creepy).  Goblin bosses are inconsistent and temperamental. It might look like a leader who:

• Doesn’t receive honest feedback

• Is constantly attacked by the idea fairy, and changes the vision/plans frequently

• Hands off responsibility, then takes it back…causing frustration with among management

• Is avoided by the team because they never know what mood you’ll be in

Tip for not being a Goblin Boss: Plan and maintain consistency.  Follow through.  And, if you come to work in a bad mood, take some time to shift your mindset, so that you don’t take it out on your people. 

Ghouls Bosses:

Ghouls are monsters.  Picture the Miranda Priestly character in “Devil Wears Prada,” or the Bobby Pellit character in “Horrible Bosses.”  Now you’ve got it?  Ghouls might look like a leader who:

• Never really know why there’s so much tension on the team (hint: it’s because people are afraid to tell you the truth.)

• Stands over team member’s shoulders as they work

• Expects team members to answer their calls, regardless of day and time

• Is aggressive, or demeaning 

• Refuses to let their team fail 

Tip for not being a Ghoul Boss:  Practice calmness, kindness and trust your team to do their job well. 

In the season of all things scary, leave that to the haunted houses.  The workplace should be a place where people are empowered and challenged, not terrified of their boss.  Take some time today to go through the above lists and ask yourself (or others) if any of the items are trends in your office.

All leaders can have scary tendencies.  It’s the ones who are humble enough for honest feedback and who are committed to taking action who succeed in leadership. 

If you’re a leader who is eager to be healthy and proactive, contact us to see what a coaching plan can do for you.

9 Non-Cringy Ways to Stay in Touch with your Pipeline

Sales can be tricky.  We are told to “stay in front of the potential customers,” but sometimes that feels…well…cringy. 

If you walk away with anything today let it be this: connect with people on a human level.

We feel like we are pestering, pushing and being annoying and salesy.  One thing to remember is this: you are not pestering, you are reminding.  Your potential customer is most likely interested in what you are selling, but it’s not on their urgent list.  Therefore, when we pop in for a “hey don’t forget about us,” it’s serving as a reminder and a way to be helpful.

“They” say it takes 7-9 touchpoints before a customer truly feels comfortable with you and your product/service.  9 phone calls to one person feels daunting (to both of you). We are BIG believers that calls DO WORK, but what else can you do? Save yourself some brain energy….we got you.

9 touchpoint ideas you can try today:

1.Comment on or share their social media posts.

But don’t be creepy.  If someone posts a cute picture of their kids, don’t comment with “Hey Sierry did you hear about our promotion this week?”  Instead, celebrate their work accomplishments, or promote THEIR product/service by reposting.

2. Invite them to an event.

Keep it relevant.  Your kid’s half birthday party doesn’t count.  Your industry-specific meet up, a small dinner party with professional friends, or a sporting event does.

3. Introduce them to others.

The greatest way we grow is together.  (Sorry, hallmark moment). According to LinkedIn, 79% of professionals say that networking is valuable for career progression.  Helping others progress in their career, through productive connections, is a very life-giving practice.  It’s beneficial for everyone and a great way for you to be an asset to your potential customer. 

4. Send an article/book/podcast that would interest them.

Yes, another reason to know your people well.  What is important to them right now and how can you address that?  Luckily, you don’t have to be an expert.  You just have to share already-existing knowledge.

5. Send them a thank you note.

Anyone who has given us time is worthy of our thanks.  Grab some cards and stamps, keep them nice and easily accessible at your work desk and send one a day.  It’s a practice that takes 30 seconds, but has great rewards. Everyone loves getting mail that isn’t a bill. 

6. Send a feedback survey.

How can you serve better? Ask!  Keep it short, and easy for them to fill out.  

7. Send birthday gifts.

For them, and their kids.  Keep it simple, people - they don’t want a throw pillow with your face on it.  A gift card for a coffee, a book, a nice candle, something customized with THEIR logo on it…we can go on all day….

8. Care

A genuine “How are you? Do you need anything from me?” call or text goes a long way.  Among all these touchpoint ideas, this is the most important one.  

9. Memes

Everyone loves a good laugh.  A funny, appropriate meme is a great way to “pop in” and say hello.

Remember - you are serving as a reminder.  Be creative, have fun and most importantly….care. 

We work with folks everyday on how to care for their customers.  If you are interested in learning more, feel free to contact us.  We’d love to hear more about what you’re doing.

Thanks for your time today,

Coach Laine