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You probably have realized by now that you can’t do it all.

As much as you want to have a long checklist of things to do every day, this will not help you in leading your team effectively.

To achieve goals of the organization, your team goals and your personal goals, you need to prioritize your time.

All of these take time. In fact, some take a long time.

So, what you do every day will matter.

It will either determine your path towards achieving your goals or not.

At work, delegation is a key skill of effective leadership. Champion leaders use this to achieve consistent results. And this is one of the habits you need to build early on to become a good leader.

Like any skill, this can be learned, and you can get better at it.

I’m sure you’ve heard of managers who perpetually delegates. I think the negative connotation is brought about my unclear objectives of the task.

But if you delegate correctly, it will not only do wonders for you, but it will also truly transform your team from good to great.

Why do you need to delegate and how can it make you a better boss?

There are so many reasons why but I’ll focus on 3.

1. It will help you in your personal development

I’m sure some people will not agree with me on this but it’s true.

Delegating work to your team takes a lot of work. Yup, the right way to delegate takes work before actually delegating the work.

To prepare for a task to be delegated, you must first understand what the task entails and if the person you’re going to delegate it to is skilled enough to complete the task to meet your standards.

This means that you need to be organized. You need to understand the output needed to get the goal achieved.

This also means that you have full understanding of the ability of your team or the person you will delegate the work to.

This is why delegating is a personal development skill. It’s not just an email with “do this” or “do that”. It’s far more than that if you want the goal achieved.

It takes organization, analytical and decision-making skills before you can delegate work.

More importantly, you’ll need to be okay with not having full control of the project or tasks.

This is a common pitfall that I’ve seen in managers especially with First-Time Managers.

Don’t be a control freak at work. Otherwise, there will be even bigger disasters that you’ll have to deal with.

You can only anticipate and prepare for potential issues but even then, you cannot 100% control what can happen.

In delegating effectively, you’ll need to relieve control and this takes maturity and confidence in yourself. This is by far the hardest thing that most millennial managers that I’ve handled in the past had to get over.

But as soon as that confidence kicks in, delegating became easier.

2. It will give opportunities for your team to grow

Delegating makes you a better boss if the tasks that you will assign to your team makes them be better individuals or professionals.

This means that delegating mundane things – getting coffee, printing the presentation for you and simple tasks are not tasks that should be delegated.

Do not insult your team’s intelligence by having them do these no-brainer tasks. Believe me, if you do, not only will it be misunderstood as power tripping but will also build an unfavorable reputation for you.

Delegate the tasks that they look forward doing. It needs to be compelling for your team to be motivated to achieve the goal.

The projects that get delegated with clear understanding of the goal and specific output are the ones that will run on its own with very minimal guidance from you.

These projects will help your team’s skills on problem solving, partnership, time management and decision making improve as they become diligent to achieve the goals.

3. It will give you more time to focus on more important initiatives

When delegating is done correctly, you will have time to focus on other important initiatives that need your attention.

I learned over the years that I am able to do more strategic projects instead of being focused on day to day  operations when I delegate effectively.

With more time, I can work on my skills on leadership that I put off because of tasks that I could’ve delegated in the first place.

These 3 reasons why delegating not only makes you a better boss also help you and your team achieve consistent results.

You cannot do everything on your own. You will need your team to help you get to the performance needed to get to the goals.


Delegating work makes you an effective leader for a variety of reasons. It will improve your leadership skills because you are developing your team to be better managers. You will have more time to focus on more important initiatives thereby improving your personal development. Delegating is an important leadership skill that an effective leader must have in order to achieve consistent results. 

About Daisy Casio

Daisy is the creator of ChampLeaders. She has a husband, a toddler, a passion for travel and love for learning something new everyday. She writes about leadership, motivation, career tips and many more. Daisy hopes to share her mantra on being positive and living your best self now.

The post Why Delegating Makes You a Better Boss appeared first on ChampLeaders.

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ChampLeaders by Daisy Casio - 3d ago

The post Shop appeared first on ChampLeaders.

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This post contains affiliate links. For more information, see my disclosures here.

I’ve always been a note taker in my college days and so when I started working, I made sure to have my reliable notebook and pen wherever I go – meetings, trainings, you name it!

As I moved up, more notes and more tasks kept piling up.

So, when I was introduced to OneNote, my productivity at work completely changed.

I started out years ago (like 1st version of OneNote) and I would have to say, I’ve never looked back ever since.

Let me show you how it helped me level up my game in the workplace.

1. OneNote is customizeable

One of the reasons why I love using OneNote is that it can be used however you like.

In my trusty notebook, I would have bookmarks for meetings, 1x1’s, Task for the Day, Task for the month and so forth.

OneNote makes it easy to segregate these notes. Here’s how mine looks like :

The tabs on the left are the different categories that I customized based on my work deliverable. Each of the tabs has its own sub category.

I customize the sub category based on the main Category.

Here’s how I segregate notes:

Daily Grinds – Daily tasks and reminders

Broken down into Months: Each month has a separate sub category page

Champ Tips: Break down the task per day and use the checkbox icon. And once it’s  complete, click the box and it will give a check mark. Use the Star Icon for tasks that are “escalated” so you can distinguish which ones need a lot more attention than other tasks.
Meeting with the team – Includes Meeting Notes and Deliverable specific to a meeting

This portion is broken down per Meeting Title. Take note that this area can get crowded pretty quickly especially if you have multiple meetings.

To avoid this, make sure to have a separate Category for different Meetings. Example – Meeting with Marketing Team, Meeting with Site A, Meeting with Site B.

This is great for sorting through your notes especially if you have challenges recalling the notes in a specific topic.

Champion Tip: Have a consistent template for every meeting page note. This way it will help when you’re coming up with an MOM – Minutes of the Meeting.

1 on 1 Notes – Includes notes per team member.

It’s important to have regular 1:1’s with your team and note key discussion points.

Organize per name of team member and the month. It’s best to keep 1 page per month so that you can easily go through the notes on each of your team members.

Projects Tab – Includes Notes on All Projects You are Working on

This is where you put details on the projects you are either working by yourself or with your team.

To improve your productivity, you’ll need to outline key components on the project to help you organize your thoughts and progress accordingly.

Champion Tip: Be specific on each of the components of a project. Clearly outline the objective, timeline, team members, budget and the actions.
Interview Notes – Questions and Notes of Interviews Conducted

I use a template whenever I go through an interview so that I keep track on my questions and put in my notes during the interview.

Typically, the recruitment team will ask for feedback and while it’s so easy to say Go/No-GO, I make sure to provide specifics. This way, the recruitment team gets feedback that they can use for the next endorsement of candidates.

Champion Tip: Customize the questions based on the profile of the person you’re going to interview. Review the resume ahead of time so you can tailor fit the questions.
2. OneNote syncs on your phone, OneDrive, SharePoint and Laptop           

This feature is my favorite because it not only makes it so easy to pull up your notes, it makes it accessible anywhere, anytime.

You can be in a business meeting outside of the office or in your office and still have your notes sync flawlessly.

I’ve had situations in the past where I forgot my actual notebook and pen in the car or in the office and felt lost in the meeting.

This will not happen with OneNote. You open your phone and the App will be synced accordingly.

3. OneNote can be shared with your Teams

OneNote makes it easy for you to share information within your teams.

This helps out more effectively as you work on projects and track progress since all the notes are published and transparent for the team members to see.

OneNote has transformed my work productivity in more ways than I can imagine. I’ve encouraged my teams in the past to use this powerful tool and they too are strong advocates like me.

It makes it easy to sort information and organize tasks, meeting notes and progress notes.

Try out OneNote and see how it can transform your productivity as well.

About Daisy Casio

Daisy is the creator of ChampLeaders. She has a husband, a toddler, a passion for travel and love for learning something new everyday. She writes about leadership, motivation. productivity, mental health in the workplace and many more. Daisy hopes to share her mantra on being positive and living your best self in the now.

The post How OneNote Drastically Improved My Productivity at Work appeared first on ChampLeaders.

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All too often we are far more enthusiastic about talking than we are listening. 

Yet it is so vital if we are to communicate effectively.  Most break downs in relationships in the workplace are caused because people talk at each other without really making contact. 

Unless someone hears what has been said including the subtext the words have little to no value.

When we are actively listened to, we feel valued and are far more likely to engage in negotiation and compromise.

Listening is about far more than words. 

Watching facial expression and body language is often a far more accurate gauge than the words that are being used.

Nice things being said where the smile doesn’t reach the eyes is an obvious example. If you are a first-time manager, this is one of the many things you need to be extra conscious about.

I have been in a lot of situations when managers say one thing and really mean another. It’s confusing to be in this situation but it happens.

A highly effective team is led by a leader who not only communicates well verbally but is also an effective listener.

To be an effective listener it is vital that you listen actively.

This means truly being present. Being mindful.

And while we have so many things to accomplish in a day, listening to your team should be a requirement that needs to be done daily.

Before your team stops listening to you, take these steps to be a better listener.

Here are 6 tips to become an effective listener:

Make eye contact

I came across the excerpt below for a similar article and it couldn’t be truer.

Just the right amount of eye contact - the amount that produces a feeling of mutual likability and trustworthiness - will vary with situations, settings, personality types, gender and cultural differences. 

Having too much eye contact fosters an environment of aggression becomes people get uncomfortable.

As a general rule, though, direct eye contact ranging from 30% to 60% of the time during a conversation - more when you are listening, less when you are speaking - should make for a comfortable productive atmosphere.- Forbes

Therefore it’s important to make the eye contact while listening. It not only fosters a trustworthiness, but it also creates an avenue for open communication.

During interviews, make sure you to make eye contact as the applicant is answering your questions.

This will help you in understanding the applicant’s reactions and closely observe if they are truly interested with the company or not.

Read the body language of the one talking.

Nodding comes naturally as you listen attentively. Don’t overdo this as this will seem like you are mocking the other person.

Use responses like, “I see”, “I can see why that can be a problem”, “I see where you are coming from” help in your interaction with your team or colleague.

Ask relevant questions

Have you been in a situation in the past when you were talking about a topic and the follow up questions are completely unrelated?

Annoying, right?

Be in the habit of clarifying information relevant to the topic. Perceptions are formed in these simple interactions and it’s best to be mindful of the questions you ask.  

Use open ended questions, the who, what, where, when as it relates to the information.


Say something like “So what you are saying is…”.

Always say back what you just heard. This is a good way to help you truly understand information and build credibility with your colleagues.

Summarizing the information also helps simplify the message. Sometimes your team will be filled with emotions and passion as they tell you what happened or why the project failed.

By summarizing, it will help you and your team create clear next steps.

In team huddles, there may be instances where your team will ask questions.

Let them open up and ask their inquiries. The best way to show you are listening is to summarize their questions back.

Be careful of the tone of your voice when you respond or ask questions

I’ve observed managers in the past where their tone of voice completely changes when asking questions.

They start to get aggressive to show authority. This is not a behavior of an effective listener.

Being aware of your tone of voice as you ask questions will help the person talking to you either open up or stop giving relevant information.

As an effective listener, it’s not only important that you listen to the information being given to you but also get relevant data through your questions.

Use empathy

Acknowledge difficulties but be careful not to fall into the trap of going into anecdotes from your experience. 

Take a real interest, if you are simply going through the motions the lack of sincerity will be obvious to others.  Leave your ego behind, concentrate on the other person.


Listening is one of the key communication skills that a leader needs to be better at. This is part of a leader’s personal and professional growth. In order to be an effective listener, go beyond the words. Truly understand the message and the meaning. To be an effective listener, you need to make eye contact, read body language, make appropriate responses, ask relevant questions, summarize, be mindful of your tone and use empathy.

About Daisy Casio

Daisy is the creator of ChampLeaders. She has a husband, a toddler, a passion for travel and love for learning something new everyday. She writes about leadership, motivation, career tips, mental health in the workplace, productivity and many more. Daisy hopes to share her mantra on being positive and living your best self in the now.

The post How to Master Listening in the Work place appeared first on ChampLeaders.

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Sometimes, when we fail, it can feel like the end of the world.

None of us like to be told that we are doing something wrong. None of us like to experience setbacks in our plans.

At work, we spend long hours on a project. Sacrifice even our personal lives to get the job done. So, when it our plans do not pan out, it can definitely feel like the world is crumbling down.

If you are a leader in your organization, all the more that pressure is on its highest level. And when you fail as a leader, it can consume you.

It can make us question our self-worth, and make us feel as if the things that we want to achieve are either out of our reach or simply stupid and challenging.

However, failure serves a very important function in human development and personal growth.

Without failure, we would never know what path we need to take in order to truly succeed.

If everything was easy for us, then we would never learn. Everything in our paths would be laid out for us and we would never develop emotionally, or mentally.

What a boring world that would be!

Fortunately, failure comes regularly to most of us, but it is how we choose to view it that truly separates those who have a healthy mental health from those who are prone to wallow away and never making any progress.

If you want to take a step forward in your life and mental health and personal growth, you need to be able to understand that failure comes naturally, and you will need to learn how to use it as inspiration rather than as a reason to believe that you are worthless.

Inspiration comes in all forms.

Most of us find inspiration from things that we enjoy, not from things that hurt us.

However, when we are able to look at failure objectively, we will see that it is the easiest way to examine a situation from all angles.

It is a gift that nature gives to us, so that we can become the greatest versions of ourselves.

To begin examining your failure, first you must accept that it has happened and understand that your feelings about the situation are legitimate and you are allowed to feel them.

Once you have processed them fully, then it is important for you to look at things constructively. This may be difficult to start but the more you look at the things that happened as opportunities, the better it is for your personal and mental development.

Inspiration is a great motivator. When we are inspired, we are charged up and ready to create whatever changes need to be made in order to get us closer to our goals.

1. Consider getting a gratitude journal

Any type of journal will do, it doesn’t have to just be a gratitude journal. But gratitude journals can be exceptionally useful in this endeavor.

You will want to look at all of the things that you have learned and doing so in writing is a great way to really look inward and be introspective about your experiences.

Writing about your failure and asking yourself important questions can get you inspired to focus your mind beyond what happened.

Ask yourself these questions:

  • Why did the failure happen?
  • Who was affected by your failure and how?
  • How you were affected?
  • What opportunities may be hidden or even asking yourself what could have been done differently?

These are all great ways for you to start thinking about a plan B and getting yourself inspired to take the next step forward so that you can move on and feel better soon.2. 

2. Start a hobby

Being on the phone 24/7 is not a hobby. Social media is not a hobby. This is not going to help you with personal growth.

What I mean with this is start a hobby that does not involve technology – go fishing, paint, start crafting, start crocheting or knitting, start collecting trinkets.

These activities are good for your mental health and will help you get inspired.

And once you are inspired, then you are well on the way to getting back on track.

Failure happens and it’s absolutely normal to feel upset and defeated. It is what you do to bounce back that makes all the difference.

Don’t hesitate to explore other ideas on how you can motivate yourself to stop thinking about the failures and move on. This is a step towards personal growth.

Moving on is a process. You don’t need to rush it.

But you also don’t want to be stuck thinking about what happened for a long time that you don’t feel the need to move on either.

Make the step towards moving on. Accept the failure. You are allowed to feel disappointed. But bounce back soon.

About Daisy Casio

Daisy is the creator of ChampLeaders. She has a husband, a toddler, a passion for travel and love for learning something new everyday. She writes about leadership, motivation, career tips and many more. Daisy hopes to share her mantra on being positive and living your best self now.

The post How to Bounce Back from an Embarassing Failure at Work and Use that as Inpiration appeared first on ChampLeaders.

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Everybody has a setback every once in a while.

This is especially true at work. Project don’t’ go as planned, bad decisions that cost the company money, promotion didn’t happen. At work, there are a lot of these experiences.

These setbacks at work are normal. And it doesn’t mean that there is anything wrong with you.

Nobody is ever a failure.There is always an option. You will be a success who can rise from this ordeal and come out like a true champion.

In fact, failure can be a great opportunity to learn your own limitations and boundaries, and provide you with a chance to learn how to think outside the box.

This is part of your personal development in so many ways. It’s to hone your resiliency, perseverance and believe it or not, improve mental health.

Unfortunately, we are often taught that accepting failure means accepting that we are failures.

We begin to believe that we are not worthy of any kind of encouragement or positivity, simply because we are overwhelmed by the incredible emotions that come with the idea that we are worthless when we are not succeeding at something.

And since our professional career takes up a lot of our time, it is but natural to feel like you’ve failed when things are not going well at work.

The fact of the matter is that success is something that has to be personally defined, otherwise, you will find that you are far more inhibited by the expectations and interpretations of success that other people place on your shoulders.

Nobody deserves to have their sense of self-worth defined by somebody else – may it be your boss or your company.

That is a personal choice, and a very important thing for you to do in this sense is to really sit down and consider what you would define as successful.

So how do you start to bounce back from this overwhelming feeling of loss and failure?

First of all, acceptance is the key.

The first step to anything as being able to accept that it is happening and it is something in your life that you need to deal with.

Staying in denial about anything can be a very big problem.

If you are in denial about the way you feel when you experience a failure, then you are going to have a much harder time served passing that obstacle.

It’s okay for you to be upset that something didn’t go right. Don’t beat yourself up about it too long.

But do accept that you feel unhappy about it and work through those feelings completely.

Second, you need to remember never to identify yourself as a failure.

Putting labels on yourself like this can be extremely difficult for you to overcome. You are not a failure because something went wrong.

However, we often get stuck and stop seeing the opportunities that are still around us to either make things right or to go in a new and even better direction.

This is when it is helpful to start to consider the situation from all angles.

There is bound to be a way for you to benefit from the situation, even if it isn’t the one that you are hoping it would be.

 Think about what you can learn from your failure and how you can grow from it.

Be objective on understanding what truly went wrong in the project, or why the decision that you made was not the right one or what you can do differently so you can get the promotion next time.

Think about what constructive things can be taken away from your failure and allow yourself to consider all options rather than feeling as if there are no other alternatives.

Whether we are able to accept that option or not is a personal choice.

What is most important though, is to understand that failure is a common part of life.

Nothing that is worthwhile happens easily.

There is always going to be something in the way, and as long as you are willing to face it head-on and see it objectively, then you will never be a failure.

About Daisy Casio

Daisy is the creator of ChampLeaders. She has a husband, a toddler and a love for learning something new. She writes about leadership, motivation, career tips, personal development and many more. Daisy hopes to share her mantra on being positive and living your best self in the now.

The post How to Deal with Failure in the Workplace appeared first on ChampLeaders.

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I’m sure you’ve heard about this quote – “ Nice guys finish last”

I think people try to justify being a douche at work is the best way to get the job done so this quote is the most appropriate justification for aggressive and confrontational behavior.

In my years of experience in leadership, I have observed difference approaches that get the job done. There’s the aggressive, alpha-dog approach and the nice approach.

Both have worked in the past. But looking back, there is a distinct aftermath that clearly makes a difference.

Alpha Dog Leadership

This approach is the strong, aggressive, controlling and fear-infusing way.

I’m sure you’ve had those bosses where they yell, become aggressive on the deadlines, over-commits to the client or stakeholders and scare the hell out of you to get you to deliver.

Yup, I’ve had those too.

And while I had to deal with those horrible bosses, I’ve learned that it can only get you to a certain level of tolerance before disaster strikes.

This bad work habit doesn’t work all the time.

In fact, resentment builds over time that it will just implode, and indifference becomes the ultimate outcome.

Can this approach get the job done? Oh yes it can.

Is it a sustainable approach? Hell, no.

In fact, it will cause the team to break and the impact of this approach can be catastrophic. Imagine having to hire a new set of team to work for you because they hated working for you.

Yup, not sustainable alright. 

Nice Approach

Let me get this straight, being nice doesn’t mean being a pushover. This approach is a collaborative approach that fosters open communication and working as a team to meet a goal.

If you’re a first-time manager who wants to grow in the role the right way, this is an approach you should try out first.

Having a nice attitude as a leader means eschewing the alpha-dog way of leadership. 

It means being gentle, kind, helpful, and cordial in your relationships, even in times of anger and stress -- ESPECIALLY in times of anger and stress. 

Here are 8 surprising reasons why being nice gets the job done than the Alpha Dog Leadership.

1. You Stay in Control

Alpha-dog leaders seek to control others. But they misconstrue what control really means.

 In truth, such leaders are really out of control much of the time, since they're at the mercy of their emotional outbursts and the reactions of others to those outbursts. 

In leadership, the best way to control a situation, i.e., the best way to get great results, is to put the people in control.

Don't constrain them through short-term compulsion but liberate them by playing the "longer game." 

Unleash their initiative and creativity by allowing them to make free choices, and they will be under your "control" in more profound and effective ways than the alpha-dog leader could imagine.     

This also builds highly motivated team over time that not only delivers short term results but also long term consistent results as well

2. People respond more openly and positively to nice colleagues

Humans seek happiness; and friendliness is a great way to spread happiness.

It enables you to communicate much more effectively because it bonds you with others in ways that anger, coercion, intimidation can't. 

And that bonding is one of the reasons that great results flow from.    

3. With being nice, everybody has an opportunity to win.

They may compel others to get on board; but if those others do so out of compulsion and not genuine conviction and motivation, the fruits of any victories can become ashes.

Most people welcome being nice -- even if they disagree with and even dislike the leader.

Furthermore, our friendliness can prompt the people we interact with to reflect on their own character, a prerequisite for their choosing to be motivated. 

In an environment of friendliness, all parties have an opportunity to achieve something positive.

4. Being nice is fire prevention equipment against burning bridges behind you.

An opponent may seem to be your opponent today but in the future you may need him to be your partner in implementing changes.

Being nice gives us an opportunity to have productive relationships even with those who oppose us, enriching both the present and the future.

5. Getting results by being nice can take a lot less energy than getting results through coercion and intimidation.

Friendliness isn't an absolute necessity in leadership.  I've seen great leaders who were terrific curmudgeons. ​

It's just that unfriendly people have to go through a lot more trouble getting people motivated. 

6. You increase the chance that others will support your cause. 

The truth is that leaders can't motivate anybody to do anything. The people make the choice to be motivated or not. 

Nice leaders have the best chance of creating an environment in which the people make that choice. 

One quote I came across with illustrates this perfectly.

 "If you would win a man to your cause, first convince him that you are his sincere friend.  Therein is a drop of honey that catches his heart, which, say what he will, is the great highroad to his reason, and which, once gained, you will find but little trouble in convincing him of the justice of your cause, if indeed that cause is really a good one." Abraham Lincoln
7. With being nice, you set the agenda.

You should be on the offense with friendliness, displaying it even in challenging circumstances when it may take an act of disciplined courage on your part.  ​

This helps you set the agenda in terms of how people respond to one another in these circumstances.

Of course, your friendliness will not affect some people who may be determined to subvert your leadership no matter what your attitude is; however, friendliness can, like the clearing of brush-lines to contain a forest fire, keep rancor from spreading deeply into the organization. 

8. You are modeling good interactions, bringing the future into the present. 

Whether leaders know it or not, their words and actions are carefully watched by the people they lead. 

People have an instinctive need to model those words and actions; or if they disagree with them, speak and act in opposite ways.

By radiating friendliness, leaders are being the means that are the ends in the making.

Two caveats 1. Being nice can be mistaken for weakness.

In fact, being nice can BE  a weakness if it manifests as a way of avoiding challenging people to do the hard things to get great results.

In leadership, being nice has a clear function to drive people to achieve results consistently. 

This entails you challenging people to do what they often don't want to do.

 Anybody can be nice to them and let them do what they want.

But a leader must continually be challenging people to struggle mightily for extraordinary results.

If friendliness doesn't help you fulfill that function then it's simply a lifestyle choice, not a leadership tool, and ultimately in terms of leadership, a weakness. 

2. Even if you do use it as a strong leadership tool, you certainly can't be friendly 100 percent of the time. 

If you try to be, you'll find yourself becoming a rather one-dimensional leader.  One of the most difficult accomplishments facing any leader is simply being who you really are – especially under pressure.

To force-fit friendliness in a situation where you might not ordinarily exhibit it or to use friendliness to manipulate people into conforming to your wishes is not the best leadership uses of friendliness. 

It may be a dog-eat-dog world; but by progressing in the Way of Being Nice, leaders can invest their lives in this world with moments of meaning -- and get more results in the bargain.

P.S. Do you agree that being nice gets the job done? Let me know your thoughts. Comment below!

About Daisy Casio

Daisy is the creator of ChampLeaders. She has a husband, a toddler and a love for learning something new. She writes about Leadership, Career Advice, Motivation and many more. Daisy hopes to share her mantra on being positive and living your best self in the now.

The post 8 Surprising Reasons Why Being Nice Gets the Job Done appeared first on ChampLeaders.

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We all want to be associated with a winner, be it a winning person, a winning team, a worthwhile cause or a successful organization.

We all have sports people, teams, actors or artists that we consider “ours”.  When they do well, we bask in their reflected glory. 

It’s the same at work - we want to be associated with a worthwhile “winning” organization. 

Our greatest reward is receiving acknowledgment that we have contributed to making something meaningful happen. 

More than anything else, people want to be valued for a job well done by those they hold in high regard.

As I was reading more about employee appreciation in the workplace, I came across these facts:

With all these overwhelming facts about employee appreciation, I think it’s one of the most impactful things that  a leader must do often.

So, I ask you this.

Have you appreciated the work of others lately? Has the value of your own work been appreciated? 

Here’s a quick test - over the last week, have you:

- Told someone they have done a good job?- Looked specifically to find someone doing something well?- Made someone else look good rather than taking the credit yourself?- Thanked others for your own success?- Passed on positive comments you have heard about others?

These are simple examples of the things we need to do regularly to acknowledge the good work of others.

More importantly, this will help in building a highly motivated team that drives sustainable results.

You might say, “If it’s that easy, why don’t more people do it?”  There are many reasons, but they all fall into two categories – personal and organizational.

On a personal level, many of us are not comfortable giving praise.  We may be awkward about it, or perhaps believe that "people are paid to do a job, so why do we have to praise them?"

From an organisational perspective, it may be the culture that is holding us back, or perhaps technology preventing us from valuing the work of others. 

For example, technology has changed the way many of us operate.  Email may have replaced personal interaction, so we no longer see what others do well – out of sight is out of mind, so how can we praise good work if we don’t see it?

So before your team starts job hunting, let me share 6 ways how to show appreciation like a Boss.

Here are six ways we can put praise for a job well done back into our working lives.

1. Look for things people do well and acknowledge them for their good work.

Acknowledging your people’s good work need to be a regular basis.

Be in the habit of looking for the good things that people do and recognizing them no matter how simple the task.

This is how you start to build a culture of appreciation.

2. Be a model of acknowledgment – show others it’s OK to give praise.

Some employees in the office feel awkward when giving recognition. There is nothing awkward with recognizing good work.

In fact, the more often it happens, the more natural the culture will develop.

3. Have a conversation with a colleague about how to give praise for work well done.

The more people are bought into giving recognition, the better the foundation of the culture of appreciation will be.

Don’t hesitate to brainstorm with colleagues on how to best recognize employees.

Remember that it’s not all about the money when it comes to making people feel motivated.

You’ll be surprised on the ideas that will flow if money is off the table.

4. When people have performed above the norm, write them a small thank you note.

There is nothing like a personal note signed by your boss right? The feeling is just overwhelming.

Write a note of gratitude to your team and colleague.

Since a lot of people don’t usually get a handwritten note, the gesture will not only be appreciated but will definitely be memorable.

5. Encourage others to thank one another and pass on stories of good work to your manager.

The more positivity is present in the workplace, the better the culture will be.

Remember the #1 reason why people leave? It’s all about feeling appreciated.

Encourage everyone in your team to be vocal on thanking one another. It will have a positive ripple effect that will be contagious.

6. Work to create a culture of appreciation – make acknowledgment part of your daily routine.

People always ask me, how often do we need to show our appreciation? Simple, everyday.

It’s not hard to be grateful for people’s efforts and to be vocal about it.

The essential point is that praise must be frequent and given locally (by colleagues and managers).  It should not be seen as a corporate initiative or program, but merely “the way we do things around here”.

Conduct the appreciation during Team Huddles and make it a habit with you team. The team will appreciate that you recognize good work in front of an audience.

What’s not been said so far, is that praise must be genuine.

People in general are very good at spotting insincerity.  

The message?  When you do praise someone, make sure it’s for the good work they have done and not just for the sake of it.

A final word of warning.  Many organizations turn acknowledgment into an event.  

They distort it with extrinsic motivators (such as money) and taint it with internal competition.  

Pure and simple, giving praise for a job well done is just that – pure and simple.

So, find someone doing something good today and simply tell them what a good job they’ve done!


Employee appreciation is a key ingredient in driving a highly motivated team. Motivation starts with appreciating your team and your colleagues. Make appreciation a habit and it will help improve your personal development and career growth. Building a culture of appreciation starts with you. Start with simple acknowledgements and do it daily. This will help build a strong foundation and will be ingrained in the company’s culture.

About Daisy Casio

Daisy is the creator of ChampLeaders. She has a husband, a toddler and a love for learning something new. She writes about Leadership, motivation and many more. Daisy hopes to share her mantra on being positive and living your best self in the now.

The post 6 Ways to Show Your Appreciation at Work appeared first on ChampLeaders.

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They say it takes 21 days to build a habit. Seems easy enough.

But of course, we all know breaking a habit is never that easy.

Those 21 days doesn’t come by quickly. It’s slower and more arduous.

You get my drift, right?

And so, the work habits we have at work deserve a closer look especially the ones we need to stop immediately as the more it’s continued, the worst it will get.

I mean the kind that’s credibility-shattering type.

I’ve seen one too many first-time managers that instead of build their credibility, their leadership and reputation is off to a bad start.

So here are the Top 5 Habits that you absolutely need to STOP now before it ruins your career.

1. Being Unresponsive

Email and follow up are 2 constant things in our work life. 

Being unresponsive means that there is already an established behavior backed up by history of instances where it took days or several follow ups and yet, there is still radio silence.

This is not those times where you overlooked an email. This is when you are completely aware that a response is needed and yet, you opted not to give one.

Not only is this annoying – yup, been on the ignored fence several times.

But it’s also a reputation building factor that is unfavorable to you.

This is a pet peeve of mine and a lot of people too because of the following

  • Shows disrespect to your colleagues
  • Shows that you don’t value the partnership
  • Just overall unprofessional
Build a habit of being responsive not only to emails but also on follow up actions.

In my years of experience as a manager, bad habits that are not corrected not only hurt the person’s current employment, it gets carried on and affects professional reputation.

For urgent issues, respond ASAP. Call or text to provide more urgency. For regular emails or requests, it’s considered within the time frame of acceptable TAT if you respond within 24 hours.

Don’t use email for important communication especially when the message is best discussed in person. Don’t hide behind your email to let off steam.

Even if the request or inquiry will need coordination with other departments or individuals, respond with a note that you received it and that you are working on it or will need time for coordination.

Remember, however the medium is – email, call, text – the key is to respond as soon as you can.

2. Not Doing What You Said You Will Do

This happens in the workplace and its unfortunate that it does. This is all about the value of respect and should be a key expectation for everyone.

As a manager, it’s important that you stay true to your commitments.

More importantly, it’s about showing respect to your co-workers and teammates.

Do not over-commit.

Try your best to set realistic timelines on the deliverable. It’s much better to give yourself a little bit of time vs. cutting it close and set yourself up to miss the deadline.

To stop this habit, set expectations with your team or colleagues on timelines, complexity and details that may affect the timeline.

If you are nearing the deadline and you’re about to miss a task, openly communicate the status.

This will help manage everyone’s expectations of you and of the task.

Of course, this will build credibility since you are being true to your word and you are doing as much as you can to make sure you deliver.

Your colleagues and teammates will respect that about you and will build better partnership in the long run.

3. Engaging in Workplace Drama

There’s always gossip and politics in the workplace and it’s just something you just have to deal with.

But this is a habit that can potentially snowball fast so it’s best not to engage.

To stop this habit, politely decline comments when asked about issues especially as it relates to the controversy.

Eventually, your co-workers will get the message that you do not want to get involved or engaged and will just let you be.

This behavior will hopefully have a ripple effect that will eventually lessen gossiping within your team since nobody wants to engage.

4. Using Email as a Scapegoat

Email is a form of communication that all too often gets abused in the workplace.

It is not the best form of communication and oftentimes, it is the source of frustration and feuds in the office.

Instead of communicating face to face and resolving the issue faster, email is used to carry the message that is best communicated in person.

This work habit is a disaster waiting to happen.

Remember that email is a document and can be very powerful. One way to build your credibility is how you use this communication tool.

Always assess which is the best communication approach to use in any situation.

Don’t use email as your default choice. Master all the different types of communication and use each approach well.

5. Not Building Relationships

Of all the work habits I listed above, this is the habit that you should pay close attention to.

I had a colleague before proudly tell me that he doesn’t believe in building relationships at work. That everybody just needs to get along and be professional.

Wow. (Insert rolling eyes emoji)

As if getting along is the easiest thing to do in the workplace, right?

First, the workplace revolves around relationships. So, it’s not a matter of not having any relationship with you co-workers. It’s a matter of either building a good one or not.  

Secondly, being professional doesn’t mean you have to be cold and calculating at work. It doesn’t mean you put up a wall for everyone either.

Ever wonder why your team doesn’t listen to you? Maybe this is the reason.

Believe me, the key to building a strong team and a highly engaged one at that is centered on relationships.

Relationship building is a key ingredient to get the job done. And if you nail this, you have a hyper engaged team that will have consistent output.

Believe me, I’ve witnessed this happen and it’s quite impressive what a team can do when they are engaged with each other.

This also means that you try your best to win their hearts and mind at the same time.

Winning the heart is about compassion, empathy and consideration. Winning the mind is about showing your competency and business sense.

Both can be achieved over time. I didn’t say that it will happen overnight.  

You will have to put the work in and when you do, your team or co-workers can see that you’re trying. And with that, they will start to engage back.

But if you’re in the habit of not building relationships and on perpetual war-mode with your co-workers, think long and hard if you still want to stay with your organization.

You won’t survive the workplace without building relationships. In fact, it will make your life miserable and build a reputation that may hurt you and that promotion you’ve been eyeing for.

Create new habits that will help you build your credibility and leadership. These work habits improve not only your professional experience but also your personal development. Over time, these habits will build a strong foundation for your personal growth. Be responsive to tasks, be true to your word, practice respect at all times, use email sparingly and most of all, build relationships.


If you try any of these tips, comment below and let me know how it went. I would love to hear from you!

About Daisy Casio

Daisy is the creator of ChampLeaders. She has a husband, a toddler and a love for learning something new. She writes about Leadership, Motivation, Career advice, Productivity at work and many more. Daisy hopes to share her mantra on being positive and living your best self in the now.

The post 5 Work Habits You Need to Stop Now appeared first on ChampLeaders.

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Building a highly motivated team is not that easy.

And if you’re running a team in a fast-paced environment, this is even harder. You’ll have to consider so many factors to even get close.

But one thing is for sure, no longer does a one size fits all leadership model really work especially if you want your team to be highly motivated.

We can’t treat everyone the same and expect that everything will just “work out” somehow. If you’re a first time manager, check out this post to get more insight.

Managers and leaders must have a framework with which to manage their workers in a way that respects everyone’s unique and specific position on the job.

Empowered leadership is the way to do just that.

Empowered leadership shares the power between management and the front-line employees, thus empowering both groups.

You’ve heard it all before. The manager who doesn’t delegate because of lack of trust and instead of empowering his team, becomes a control-freak.

Unfortunately this is brought about by the lack confidence and the fear that they are going to lose something – credibility, control, respect etc.

When, it does the opposite.

Think about it.

When people rule with an iron hand, they generally instill fear in those who work for them.

Do you do your best work when you are afraid? I don’t know about you but I will attempt to comply because I want to avoid negative consequences, but it certainly won’t be my best work.

The absolute best a manager can hope for with coercion is compliance. If compliance is enough, then coercion might work.

However, I will gripe and complain and quietly wait for opportunities to get even.

I won’t have a kind thing to say about my employer and at every available chance will seek corroboration for how I feel from my co-workers, thus spreading an “us” versus “them” mentality.

And the best time to start empowering your team is as soon as you become a first-time manager.

Without fear, their minds can be creative and innovative.

When managers are willing to accommodate special requests and it doesn’t interfere with product or service delivery, then their team will be sure to give back their best in return.

Giving away power only increases a manager’s power.

Now, I am not talking about being a total pushover and only advocating for what employees want.

As a manager, you have a two-fold job—you are to represent your employees’ desires, opinions and suggestions to management while at the same time communicating management’s issues, concerns and expectations to your employees.

This is not an easy line to walk.

You will never get the best from your employees if they don’t respect you.

You cannot be a doormat for your employees to walk over. If they believe you have no bottom line or non-negotiables, then they will never be satisfied and always asking for more.

You will feel used and abused and the truth is, you asked for it.

Don’t fall into this trap.

As a manager, you must hold the bar high.

Set the standards and lead by example. If your workers see you giving it your all, it will be difficult for them to perform below standard.

You must have production goals you are attempting to meet for either products or services.

Always enlist the help of your employees to set the goals, with the underlying premise being continuous improvement.

And as a manager, you have the responsibility to create a need satisfying workplace for yourself and your workers.

You cannot emphasize one to the exclusion of the other without there being undesirable consequences.

When you focus on production only and forget the human capital, you will end up with resentful, resistant, angry team.

On the other hand, when you only focus on the people end and allow production goals to be compromised; you will have a team who do everything they can to take advantage and to get out of doing the work.

After all, if you the manager don’t value production, why should they?

Somewhere in the middle, when you are walking that very fine line between relationships and production goals, you are practicing empowered leadership and that’s where you will get the most from your employees.


Building a highly motivated team starts with you especially when you practice empowered leadership. Empowered leadership brings out the best in your team and increases their level of engagement and sense of purposes. Not only will your team surprise you with results but also amaze you with consistent behavior. Take the time to be more critical of your actions especially as you practice empowered leadership every day.

About Daisy Casio

Daisy is the creator of ChampLeaders. She has a husband, a toddler, a passion for travel and love for learning something new everyday. She writes about Leadership, motivation and many more. Daisy hopes to share her mantra on being positive and living your best self in the now.

The post The Secret in Building a Highly Motivated Team appeared first on ChampLeaders.

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