Teamwork Leadership:  Personally Model Resilience
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? Over the last two weeks, we have explored two work tactics to help strengthen your team’s resilience: (1) focus the team on what they CAN do, not on what they cannot, and (2) empower the team to prioritize tasks. This blog entry will focus on what YOU can do, through your role modeling, to strengthen your team’s resilience. Leadership is not about “telling people what to do” and then doing whatever we feel like doing. Leadership is about clearly communicating and demonstrating the behavior expected in a way that inspir ..read more
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Teamwork Leadership:  Empower Team to Prioritize
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? Everyday tasks can pile up, and competing demands on your team’s time and attention may create stress and frustration. When this occurs, team members may “lock up” and not know which tasks are most important, so they stall. Some of your team members may continue to try to do everything before them, regardless of the circumstances, and then become overwhelmed. What is the case for doing it anyway? Just as you have to focus your team on what the CAN do instead of what they CANNOT, another necessary leadership behavior is ..read more
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Teamwork Leadership:  Focus Team on What CAN Control
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? It is seductive to get derailed by what we cannot control. Outside influences are constantly working on us as individuals and as teams—forces such as competition, expenses, and market changes impact organizations. In contrast, influences such as peer opinion, perceived injustices, and belief in chance affect us as individuals. The easy thing to do is blame these outside factors for limits in our performance. We make excuses for what we cannot do because of the pressures or situations created by these forces. What is th ..read more
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Teamwork Leadership:  Facilitate a Climate of Trust
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? It is easy to fall into the mental trap that because you are the “leader,” people should trust you. You have worked hard and achieved the required education for the position you hold, and well, your team should just trust you, right? Not a chance. Trust is built over time with effort or “deposits” into a trust bank account. Deposits are made by demonstrating consistent behaviors that build trust and minimize withdrawals or those that detract from the trust. Trust, like leadership, is hard work. And not every leader is ..read more
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Teamwork Leadership:  Promptly Manage Destructive Conflict
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? One of the most common reasons leaders are hesitant to address any form of conflict is the need to be loved. This need leads to the flawed leadership belief that addressing the individuals involved in the destructive conflict will hurt the relationship between parties. Insecure leaders will try to wait out destructive conflict and hope it will resolve without the need for leader intervention. What is the case for doing it anyway? When conflict crosses over from energizing to destructive, the faster a leader intervenes ..read more
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Teamwork Leadership:  Encourage “Energizing” Conflict
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? Often leaders associate conflict in the workplace as “bad.”  Our workplaces today often involve varying levels of interpersonal and organizational conflict. As a result, so much leadership energy is devoted to prevention and management that it is easy to see why conflict is perceived negatively. What is the case for doing it anyway? It is important to note that conflict (disagreement, difference of opinion, concern, complaint) is not in and of itself inherently bad. Conflict is merely the result of different peopl ..read more
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Teamwork Leadership:  Recognize Individual Contributions
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? Leaders may hesitate to recognize individual contributions because of fear of being perceived as demonstrating favoritism. Leaders with this insecurity will typically stick to group recognition only and often practice this same model with corrections. For example, when an individual misbehaves, this type of leader addresses the whole team with a correction rather than the individual with the behavior problem. To this type of leader, group recognition or correction is just “safer” than singling out individuals. What is ..read more
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Teamwork Leadership:  Recognize Team Accomplishments
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? As leaders, we have all heard the phrase “what behavior gets rewarded and recognized gets repeated,” so why don’t we do it?  Well, probably the most common response is time.  Meaningful recognition takes effort, and leaders have so many other tasks and fires that recognition gets pushed to the bottom of the to-do list.  There is also the thinking that employees are just doing their job, and the leader sees no need to recognize beyond a paycheck.  Some leaders may be so concerned with the perception ..read more
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Teamwork Leadership:  Set S.M.A.R.T. Team Goals
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? Setting goals that matter and determining appropriate measures of success takes time and the execution of many of the leadership behaviors we have discussed throughout this blog series. It is easier to let everyone around you do their own thing, and what happens happens. Leaders may have such a need to be loved that they hesitate to set stretch goals and measures for fear of not being liked or accepted by the team or failing to achieve the goals. What is the case for doing it anyway? A common goal, or purpose, is essen ..read more
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Teamwork Leadership:  Close the Loop with Follow-up
SOMC Leadership Blog
by Vicki Noel
2y ago
Vicki Noel, MLHR, SHRM-SPC, SPHR Why are leaders hesitant to focus on this? Leadership follow-up after rounding and soliciting input takes both time and organizational skills. To deliver on a commitment to follow-up with team members, leaders must commit time to work on concerns or ideas suggested. To be consistent with follow-up, the leader must document the follow-up in an organized manner and share the feedback with the team within a time frame communicated. Many leaders like to just “wing it” and do not develop follow-up processes to ensure they have closed the loop. What is the case for d ..read more
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