How to Spot and Manage Employee Personalities
We all say that we want to be leaders but many times we forget that to be a successful manager, you must learn to adapt your leadership style to suit different types of employee personalities. Employees have a range of behaviours ranging from normal to extreme. When confronted with these different personalities, managers sometimes aren’t quite sure how to manage this. In this article, we look at seven types of employee personalities and how best to manage them. The Employee Personalities The Slackers They can be found lingering in the break room, openly surfing the net, or parked in someone’s cubicle for a lengthy chat (which proves that slacking off can be contagious). They may find legitimate reasons to leave the office, then take time to run lengthy errands. This personality may be as a result of an under-developed work ethic and lack of good role models or they don’t just like their jobs so have trouble bringing any energy to it. The Space Cadets These employee personalities frequently seem to be lost, thinking of something else except the subject matter. They make seemingly off-the-wall comments in meetings and may start discussions in the middle of a thought. They may come up with ideas that, at least on the surface, seem rather impractical. They are usually abstract thinkers who are more focused on the future than the present. The Power Takers These employees tend to get into power struggles with their bosses. They often act like they’re managing you, instead of the other way around. These employee personalities would naturally take over a meeting or quickly step into the lead role on a project, brag about their accomplishments, so titles, perks, and public recognition are important to them. A strong fear of failure often lies behind this bravado. The Loners They are quite easy to spot. Look out for those who prefer to spend the day working on the computer and talking to no one in a little corner they carved out for themselves. They never want to attend conferences, meetings or workshops, because they look for any excuse to duck out. They don’t dislike people – they just don’t find social interaction to be a very enjoyable activity. The Drama Queens (or Kings) The dramatic ones thrive on excitement and attention, so spotting them is easy. A calm, peaceful workday is just not very rewarding, so they try to spice things up with dramatic pronouncements, juicy gossip, ominous rumors, personal traumas, or emotional breakdowns. When talking with others, they are expressive and animated. More subdued coworkers find the dramatic employees exhausting and try to avoid them. They thrive on emotional stimulation, regardless of whether the emotions are positive or negative. The Challengers Challengers are programmed to be oppositional. When presented with a proposal, suggestion, directive, or idea, they automatically point out flaws, obstacles, and potential problems. In fact, they enjoy challenging management, because they feel it establishes their independence. They resent authority and never show respect just because the person has a title. Their focus is on winning arguments, not resolving the problem. Challengers have a high need for control. The Clingers The major quality of people with this personality is dependence. They like clear instructions, ongoing communication, and frequent positive reinforcement. Uncomfortable making independent decisions, because they are afraid of doing the wrong thing. Clingers are reluctant to express disagreement because they fear making others angry and losing their support. As a result, they sometimes withhold their opinions or harbor resentments that they never express. The Clinger’s main need is to feel safe. Management Techniques Management may differ for each personality but here’s a brief summary of tips that may aid in effectively managing employees that fall in these categories listed above: Clearly define expectations in terms of results that must be accomplished. Help the employee break down large projects into smaller implementation steps. Set regular times for feedback and follow-up to ensure that work is on track. Explain why more mundane or tedious tasks are important. Provide regular feedback to encourage more concise verbal and written communications. Stress the importance of each team member to the overall organizational success. Take time to understand individual ideas, as sometimes they often have benefits that are not immediately apparent. Provide opportunities to be creative. It is important to note that in any organization or sector, asides from identifying the multiple personalities within you must first define the culture and type of leadership as a step to effectively manage for success. To be categorized as a Great leader, you must actively listen, build rapport, ask questions and give constructive feedback. Communication and flexibility are key.
Webinar with Afua Osei & Yasmin Belo-Osagie: How to keep your business afloat – Online or Offline
With the stock markets plunging, COVID-19 cases rising, and global economies bracing for the worst, businesses are struggling to deal with the interruption of their operations. We understand how hard it is for small business owners to thrive during these trying times, and for employees to stay safe while keeping their jobs. While no one knows when the pandemic will settle, there is no need to panic. It’s time to hatch an action plan. What does this mean for you as a business owner or an employee? It means we are changing the rules of work. Working remotely or taking business from offline to online is the new cool. ……and honey, you need to jump on this wagon now, if you’d like your business or employers to stay afloat during these hard times. Many employers are aware of some of the benefits of allowing their employees to work remotely, however, they are hesitant to allow it because they feel there is no way to keep people accountable and productive. This is why She Leads Africa co-founders, Afua Osei and Yasmin Belo-Osagie are about to teach you practical ways to take your business digital. Whether you are an employer who needs to figure out how to manage a team of remote workers or an employee who needs to boost their productivity and work effectively online, this is a webinar you need to see Yasmin and Afua will also be sharing some proven ways to successfully building an A+ team that can successfully thrive online or offline. Click here to watch! This webinar is for you if: You are an employer wondering what business approach to take now You need to learn how to be a more effective remote worker You need tips and tools to improve your work productivity This webinar is for business owners, employees, and anyone who wants their business or livelihood to survive in 2020. About Afua Osei Afua Osei is a Co-Founder of She Leads Africa where she leads the marketing and sales & partnerships teams. Prior to starting SLA, she worked as a management consultant, served as a Fulbright Scholar in Malaysia, worked in the Office of First Lady Michelle Obama in the White House, and consulted on more than 6 different political campaigns in communications. She completed a Master of Business Administration and Master of Public Policy at the University of Chicago, studied International Management at the London School of Economics, and graduated cum laude from Allegheny College. About Yasmin Belo-Osagie Yasmin is a Co-Founder of She Leads Africa where she leads the content, events and finance teams. Prior to starting SLA, she worked as a management consultant where she focused on developing multi-year growth strategies for large organizations across Africa. She graduated from Princeton University (majoring in history) and completed a JD/MBA at Harvard Law School and Stanford Business School. Watch the FREE Webinar with Afua & Yasmin We’re growing our US Community! If you’re from the United States please subscribe to get access to more content like this!
Dear Entrepreneur. It’s time to develop a Global Perspective
I’ve called 2019 the year of global distinction, and I believe we are in the most exciting period in recent history. In fact, I’ve called this the era of creative distinction knowing to birth and leading with your innovation is a key to global distinction. One of the things which distinguish the likes of Apple, Amazon, and Facebook is their local influence and global impact. So, as an entrepreneur, leader or employee who now has to be entrepreneurial minded, how can your distinction be felt locally as well as globally? [bctt tweet=”Dear entrepreneur, start local, think global and constantly raise the bar of excellence – @Onyianyado777″ username=”SheLeadsAfrica”] From my message of Cutting Edge Distinction, I combined excellence and branding then created my 3 V’s of branding. So from now, anytime you see the word excellence, it actually represents your vision, your values, and your voice. What are you going to do in the next seven days that will cause your vision to be recognized, respected and regarded locally and globally? “Dear Entrepreneur. With the growth of social media and the global market now local, now is the time to grow your leadership brand. ~ Onyi Anyado” In this era of creative distinction, social media now represents your personal brand, your CV, your business card, your website, and résumé too. So, with this truth, if I went to your Twitter account, do your last 20 tweets represent cutting edge leadership or blunt ended leaderSLIP? One of the things which distinguish the likes of Apple, Amazon, and Facebook is the constant sharing of their vision, values and voice across social media knowing if they’re not doing that, their competitors definitely are. It is estimated that there are 7.7 billion people on planet earth. The components include different races, languages, cultures, and religions. But, isn’t it fascinating that an entrepreneur in Madagascar and an employee in Malawi both have to use their iPhone to login to Facebook to discuss why there’s such an issue of ordering products from Amazon. (Did you catch the irony?) [bctt tweet=”Dear entrepreneur, the world is now a global village, and your vision has to transcend different races with different faces in different places around the world – @Onyianyado777″ username=”SheLeadsAfrica”] So there you have it, we are now in the era of creative distinction, the global market is now local so, with this truth, how are you going to serve your vision, values, and voice with a global perspective? As a leadership speaker and workshop facilitator, there’s no way I’m not going to practice what I preach, speak and teach. “Dear Entrepreneur, it’s time to wave goodbye to average and say hello to a new wave of distinction. ~ Onyi Anyado”. Got a story to share with the world? Click here to share with us.
Dear employee, what’s your leadership distinction?
Every year for the last few years I’ve called a year a particular name. 2016 was called the year of outstanding distinction. 2017 the year of creative distinction, the year 2018 was the year of cutting edge distinction and 2019 I’ve called the year of global distinction. There’s an unprecedented political, economic, socio-cultural and technological shift which involves easy access to fake news, fear news and forward-thinking news. But, through it all, I truly believe we are in one of the most exciting times which I’ve called the era of creative distinction. As an employee, know that the global market is now local, and the local market has gone global. And with the emergence of artificial intelligence, now is the time to lead with your distinction. The first question is what actually is leadership? In 2015 from my message of Cutting Edge Distinction, I penned the following quote, [bctt tweet=”“Leadership isn’t about age but rather, leadership is about influence, impact, and inspiration – @Onyianyado777″ username=”SheLeadsAfrica”] As you see from my quote, it’s not about how old you are, how young you are, how long you’ve been in your job or industry, the essence of cutting edge leadership is simply the 3 I’s, influence, impact, and inspiration. Question number 2, before you can serve and lead with your influence, impact, and inspiration, who is the first person you have to influence, impact, and inspire? That’s right, you got it, it’s you. In this era of creative distinction, finding, developing and leveraging your distinction as an employee is key to your development and that of your department and organization as a whole. So how should the 21st-century employee channel their leadership skills? Lead with excellence We’ve already established what the essence of cutting edge leadership is and from my message of cutting edge distinction, I’ve combined excellence and branding and created the 3 V’s of branding. Your vision, your values, and your voice. The key to employee distinction is to be fully emerged with the vision, value, and voice of your organization, why? If you’re not seeing, believing and saying what your organization is seeing, believing and saying, no distinction can be created in regards the prosperity, progress, and purpose of your organization. Be a trailblazer and pioneer On the image below I developed the 3 C’s of employee distinction. To lead with distinction in your chosen career, the 3 C’s have to be your way of life. You’ve heard of thinking outside the box but in this era of creative distinction, using the ‘box’ as a stepping stone to save money, improve output and increase productivity is a key to leadership distinction. Creativity is the new currency so regularly reading articles and watching TED Talks will, in my opinion, increase your creative awareness. Once you achieved a task in work, actively look for other tasks to complete. If you find them hard, ask team members for assistance knowing not only does teamwork make the dream work, teamwork also makes you write, work and win with your leadership skills enhanced. Bring constant change to your organization With your understanding of what cutting edge leadership is all about, taking the lead to be known as a solution provider in your organization is a vital key to employee distinction. Spending quality time to serve, showcase and speak your distinction will mean you sometimes being misunderstood but because you’ve integrated the 3 V’s of your organizations brand, any misunderstanding will mean you’ll eventually be understood as a leader who is a critical thinker and a problem solver. For the next seven days spend time observing the challenges you face at work and how quickly you use critical thinking to gain a quicker result. It doesn’t matter if you are a junior staff or you’ve been in your organization for less than say 6 months. Your leadership distinction will come from constantly applying the 3 M’s of time management which can be viewed on the quote below and also asking questions, looking for quicker solutions, working in the team to see and understand the future goal and understanding, applying and really celebrating your leadership distinction. So there you have it, you’ve been given the essence of cutting edge leadership and who the 21st-century employee is. With organizations desperately looking for employees who are thought leaders in nature and results, now is the time for you as an employee to lead with your distinction. Interested in contributing for She Leads Africa? Click here.
8 Great Ways For Bosses To Treat Employees Better
Everyone wants to be treated well. This is most especially at work – all employers want to have great treatment from their bosses. Nobody wants to be treated as though they are not human. Toxic environments as a result of disorganized hierarchies and office politics make it hard for employees to be productive. Therefore, to ensure your employees don’t quite faster than you hired them, you need to make sure that you treat them well. Here are 8 great ways to treat your employees better and make them feel dignified. [bctt tweet=”Hire people that are hardworking, have a positive attitude, that will bring positive vibes to your organization” username=”SheLeadsAfrica”] 1. Hire and fire employees on attitude, not ability We all know that there is no remedy for a bad attitude. No matter how much you invest in training people to change their attitude, it will most likely not happen. What is worse, is that a bad attitude is contagious. Though it will start with one person, a bad attitude will soon spread throughout your company. To ensure your company culture remains positive, you start at the beginning. This means hiring people who have great, hardworking and positive attitudes that will bring positive vibes. 2. Treat them as if they are better than you No one is an island of knowledge. We all learn new things from babies, toddlers, little children, beggars and even from animals! With each new person you meet or each new experience, you get an opportunity to learn something new. So, treat your employees with the same curiosity and respect that you had towards your teachers. Even if they criticize you, do not be defensive and wield your ‘super boss power’. Take a step back and really listen to their feedback. If an employee is brave enough to speak up, its because they care about you and your business. 3. Discourage gossip about anyone Though gossip may start with one person, it can become very dangerous. The first thing is when you spread gossip, the person you are talking to may begin to have a negative perception of your personality. Once they develop this perception, it may be very hard for them to trust you again with information. Therefore, to ensure that your employees are the most productive, try to discourage a spirit of gossip in the company. Instead of discussing people’s weaknesses behind their backs, train your employees to have open and safe feedback sessions. 4. Show them what it means to establish a business How do you do this? Expose your employees to the tough decisions, choices, and situations they need to experience to start their own businesses. Give them a sense of ownership and responsibility. Guide them to see the importance of adding value to their work and the people around them. Be a source of inspiration and role model for them to look up to. While they might leave you eventually, they will always look back and appreciate you for all you’ve taught and done for them. [bctt tweet=”Please treat your employees like you would please a client” username=”SheLeadsAfrica”] 5. Surprise them Who doesn’t like surprises? Please treat your employees like you would please a client. Surprises can range from monetary gifts to even offering afternoon offs. As they say, it is the thought and effort that matters when it comes to surprises. Remember, your employees are there to not only increase your wealth but to also help you build on your dreams. Therefore, it is important to show them appreciation and ultimately support them on their journey’s to becoming successful. 6. Teach them how to sell Your employees need to know how to market products or services even if they’re introverts and aren’t too keen on talking to potential clients. Introverts are most times deemed as trustworthy and professionals by clients/ therefore, bring them to your meetings. You’ll be amazed at how they listen best and ask more questions. All these are qualities to look out for in the best salespeople. 7. Show them respect If there is another thing that everyone wants, is to be treated with respect. Respect not only makes employees happy, but it also helps you avoid unnecessary disrespect. Treating your employees with respect begins with common courtesy, politeness, and kindness. It then progresses towards encouraging them to express their opinions and ideas. While doing so, they should not feel underestimated or insulted because of what they say. Building on this, you can even use and credit these opinions and ideas expressed. It is also important to be equal and fair in the treatment of your employees. Though they may fail sometimes, do not constantly criticize everything they do. Instead, try and give everyone an equal opportunity to express their ideas irrespective of their characteristics. 8. Picture every employee calling their mother at night When we were little, our mothers used to ask us how our days were at night. Now imagine if your employees would be called by their mothers and asked: “how was your day at work?” You would, of course, want them to give a genuinely positive response. Try to make sure that every day you positively challenge and strengthen your employees. If you treat your employees well, then you can rest knowing their mothers are wishing you well. Want to become an SLA contributor? Send an email to content@sheleadsafrica.org.
What is your next employer looking for?
Employers have a certain type of candidate they need to join their organization. Opportunities will open up, and you will be among those seeking (and eventually chosen) for that role. This article shares what the employer is looking for as well extra tips on what you also need to avoid or stop doing if you want to enjoy a fulfilling career. Reliability, dependability, and trustworthiness To succeed in your career, you need to be trustworthy. Your boss, team members, and other colleagues can depend on you to carry out agreed tasks and keep your word. You need to be a reliable member of the team. Those are the ones that get recognized and get to higher heights in their careers. Listening Communication as an essential skill cannot be overemphasized. Unfortunately, listening is a challenge for most people. Learn to listen attentively and go a step further to ask questions and clarify statements or comments so that you avoid making mistakes in the long run. Do not assume that you heard one thing and then do the other. That is a career stumbling block right there. Try and re-iterate what needs to be said enough to make sure you are sure about what you have interpreted. Know your onions Make sure you have the ability to actually carry out the job you’ve been employed to do. No distractions or time wasting on tasks. Let your wardrobe SLAY Depending on the type of job it is, wardrobe co-ordination is very essential. Your day at work should be a day you can easily create a professional impression. Get your outfits suitable enough to show that you are ready, qualified and happy to be given an opportunity at the company. I suggest you do smart and professional dressing in your first few weeks until you settle into your role and the organization’s culture. Always be punctual [bctt tweet=”Being punctual is essential. From your work start time, to your work prioritization, you need to eliminate all forms of “African time”.” username=”SheLeadsAfrica”] Know your key strengths You have a gift. Call it talent, skill or passion. Just know you have a gift. Figure out what it is. It is also identified as your key strength. You already have it. It may take time to discover but you will and can discover them. Develop and learn from others The interesting thing is that you can always find a person who also identifies with your strength and has done more in developing this key attribute. That is why we have mentors or coaches and role models. You should have an attitude that is willing to learn. Your attitude to learning from others will determine your acceleration. Take personal responsibility [bctt tweet=”You are what you create. Make decisions and stand by the consequences of them.” username=”SheLeadsAfrica”] Kill that entitlement mindset that blames everyone but yourself. Determine to not only grow but to also be the one going to make sure you definitely grow. Below are some habits that employees need to really avoid. [bctt tweet=”All employers aren’t the same but you can be an exceptional employee and that attitude will take you higher.” username=”SheLeadsAfrica”] I recommend this to everyone looking to attain a higher impact in their chosen field. 1. Taking all the credit Working as part of a team means everyone contributes their own quota to the success of a task, goal or project. Do not take credit for anything you do. Even when you work alone on a project, it will be obvious what your contributions are but even in that, you still would have needed some input or help from someone other than yourself. Avoid taking credit that you don’t deserve and over-estimate your participation to the achievement of a goal. 2. Talking down on others It is totally wrong to speak to a colleague in a derogatory manner. It makes you project yourself negatively and gives off the impression that you lack confidence and possess low self-esteem. Avoid the urge to speak of or join in, to destroy a colleague’s work reputation. It’s an epic no for your career success. 3. Expressing anger at work To be in a position of leadership is not a walk in the park. Expression of emotions especially anger is a skill that needs mastery. No one is entitled to use anger to intimidate or communicate at work. It is not a management or leadership tool. To ensure you enjoy a successful career, do not wear your emotions on your sleeves and express emotions when you need to and appropriately. 4. Negative Personality Another career stall is one who has a negative personality. Everything about you is negative and distasteful. Nothing good comes from your conversations, you always have negativity and spread it to anyone around you. Your contributions are always negative, your output negative, your impression or comments about colleagues are also negative. The outcome is disastrous to your career success. 5. Inability to take responsibility for actions Avoid the need to point fingers and blame everything and everyone for the mistake or gap. It is going to stall your career if you are unable to own up to it. When you lead a team, you, as the lead, are responsible for the success or failure. Do not pass on the buck but stand tall, admit the wrong, learn, adjust and move on. 6. Hoarding Information Withholding information from your colleagues so that you can be in competition or at an advantage over them is not a criteria for a successful career. It shows you are not a team player neither are you a candidate for getting into higher leadership positions. Information is to be shared, not kept as a secret weapon. What key lessons have you learned as an employee or an employer? Share your experience with us here.
10 tips for excellent customer service
[bctt tweet=”Customer care can make or break a business, here are 10 tips to win at customer service” username=”SheLeadsAfrica”] Do you remember the last time you had an unpleasant experience with a service or product? Of course, you do. As paying customers, we’re looking to get value for our money. Yet we may find that at times the service or product fails to live up to the sales pitch. Perhaps the company does not answer emails or phone calls, the staff is clueless and disinterested, or you are given the run around when you called to report a problem. It does not matter how low your prices are, if the customer service is poor you will still lose out on repeat business. When you have outstanding customer service; happy customers are more than willing to pay for quality and a pleasant experience! Excellent customer service is what will set your businesses apart and improve your sales figures. Here is how to improve customer service for your hustle. Get your staff trained It is important to ensure that your staff members are trained in how to interact with customers and how to solve problems in a professional manner. You may want to train your employees on the following; Greeting and interacting with customers Answering the phone Staying calm in a crisis Managing emotions in a difficult situation Solving problems in a professional manner. Capitalise in effective and reliable training tools and on-going refresher courses. When staff members are properly trained, they feel empowered and motivated to serve to the best of their ability. Create a welcoming environment Companies who create a personalised service not only attract new customers but are able to retain their customer base. Invest in friendly, patient and courteous staff. Sometimes it’s the little things that matter such as offering a cold glass of water on a hot day, comfortable seating in the waiting area or a children’s area with toys for example can go a long way towards winning them over. In order to make lasting connections with customers, it is very important that the staff exude an authentic personable feel as opposed to animated robotic performances which may come out as fake or acting and put off the customer. Know your products/services It is important that the staff know your products and services in and out, how they work and how they benefit the customer. Be aware of the most common questions customers ask, and know how to articulate the answers that will leave them satisfied. Keep your points clear, simple and leave nothing to doubt. This way you will also be in a position to assist them when they run into problems. Persuasion skills are also valuable in excellent customer service. This is the ability to convince interested customers that your products are right for them. It is also important to honour your commitments, do what you say you will do, for example if you offer a guarantee then you must honour it. A sure-fire way to ruin your relationship with a client is to go back on your word. Polish your internal organisational systems Set clear goals and expectations so there are no misunderstandings, regularly communicate with your staff and find out what challenges they experience. Rectify problems and maximise on your strengths. Have a clearly defined and uniform company culture. An organisation that is disjointed and at loggerheads with itself will soon show its cracks to the outsider and can never succeed. All involved must pull together to one direction. It is crucial to have a well-defined organisational structure for communication and decision-making purposes. [bctt tweet=”Build trust by focusing on customer relationships and not sales” username=”SheLeadsAfrica”] Know your customers Know your target market very well; what they look for in a product and what their buying habits are. This will put you in a great position to not only match their needs but exceed their expectations! Build trust by focusing on customer relationships and not sales. Think long term when dealing with customers. By keeping customers happy, they will be loyal and through word of mouth, will do the marketing for you. It is also very important to be able to read your customers, whether face to face, via email or over the phone. Apart from what the customer is saying out loud, some basic understanding of behavioural psychology helps you to look and listen for subtle clues about their non-verbal communication, what they are not saying, their current mood, patience level, personality etc. This will go far in keeping your customer interactions positive and fruitful. Get customer feedback and solve problems Remember the customer is always right. Invest in easy and swift communication channels such as a suggestion box, customer surveys and feedback forms. Besides asking them directly, you can do this by putting a suggestion box, customer surveys, feedback forms where customers can report back about your service and offer suggestions. Offer many different ways for your customers to contact you: like phone, email, and your business’s social media pages. Also ensure management is easily accessible and reachable to resolve any matters when the need arise. Use the feedback to create a better experience and improved service. Use social media wisely Capitalise in well run platforms such as Facebook, Twitter and Instagram where you can post about your current specials, discounts and new products around the clock. As much as social media can build your brand, posting recklessly can easily tarnish your image. Engage with customers responsibly, with great diplomacy and prudence. In the event of any complaint whether received publicly or privately, acknowledge the problem, apologize, even if you think you’re right, accept responsibility, adjust the situation with a negotiation to fix the problem and assure the customer that you will follow through. Your customers will appreciate this! [bctt tweet=”Treat employees as you would treat your customers & more tips to improve customer service” via=”no”] Look after your staff Treat employees as you would treat your customers. Employees take on
10 things nobody tells you when you’re a new manager
I thought I was ready when I took on my first ‘official’ management role as a performance manager. I had technical ability (I’d undertaken a good deal of additional, unpaid supervisory work, under the guise of ‘development opportunities’ prior to that) and I had a professional attitude so I thought I was good to go. Ha! Boy, did I get that wrong. The main difficulty was that I didn’t know the difference between leadership and management. If you’re a new manager, some of the lessons that I and countless other leaders have learnt (and I’ll be learning as long as I’m still here) will, hopefully, help you to transition into a management and leadership role in a more authentic way. Prioritise being the leader your team needs, rather than doing everything perfectly Chances are you’re a conscientious woman with high standards so you don’t need to stress about being seen to be doing a good job; that’s a given. It’s better to work out what your team needs from you than to focus on ticking every box. Spend time with your new colleagues, get to know them and find out what they need most from you, whilst you learn more about the role. If change is needed, find a way of working that works for you and your team You’ll need to develop the confidence to challenge the status quo, which takes guts, especially if you’re managing a group of people you only just met, or you’re new to the organisation. Overstand your values Yes, I said overstand. It’s one thing to be aware of your own values; it’s quite another to understand how your values serve you and influence the way in which you lead. The best leaders have a high level of self-awareness. Check out this article for more on understanding your values. If you’re not already, spend time getting get clear on your values. Start reflecting There will be days when you feel more like an infant school teacher than a manager and there’ll be days when you feel on top of the world because things are going so well. Spend time reflecting on your day or week and ask yourself what you did that was good and should be repeated and what wasn’t so good. How can you do things differently next time? Reflecting like this helps to improve your practice as a leader and is a pretty good de-stresser, too! Don’t try to switch up your persona Pretending to be someone you’re not is hard work and tiring. If you’re not a suit kinda person, don’t go for a power suit, just because you’re now in a leadership role. If you’re a soft-natured person, don’t try to come across as hard-nosed. People will see straight through you and inconsistencies in the way you treat and lead will cause others to doubt your credibility. Do you, boo. Don’t be afraid to be a bit vulnerable Exercise wisdom, of course (this ain’t therapy!) but being honest about things you’re not sure of can help your new team to connect with you as another human being and see you as more than just ‘the new boss.’ If they can see that you’re ok with your imperfections and limitations, they can relate to you and come alongside you far quicker. It’s also freeing for you to release the pressure that striving for perfection creates. Just because you’re the manager, doesn’t mean that you should, or will have, all the answers It’s not your job to know everything, it’s your job to facilitate your team in coming up with solutions and support staff so that they can do their job. You will make mistakes Get comfortable with the fact that things won’t always go to plan and that’s ok. You’ll learn for the next time. Being liked as a manager is underrated Yes, it’s true that staff need to respect you but being respected and being liked don’t have to be mutually exclusive. It’s a lot easier and more enjoyable for everyone when you’re likeable. Boy, is leadership great for your growth! Try not to compartmentalise your learning. Growth is growth so be intentional in transferring the development in your professional life to your personal development. A year from now, you’ll have grown immensely through your experiences so soak it up, my dear! What’s your experience been? What do you wish you’d been told earlier on? Let me know in the comments below.
Five types of employees you want to fire immediately
We all have that one person in our squad or team that we could live without. They want the worst for you, but you want the best for them. You want a team as synchronized Travel Noire‘s, they want a mosh pit. You’re thinking savings, they’re thinking spending. In short, you two are on different pages. And so you fire them, which is what any reasonable person would do if they cared about saving their business venture. And if you have the below mentioned five employees on your team, please fire them all before they poison the well. 1. The Social Media Butterfly These are people who wake and sleep on social media. Give them a day to research five smoothie ingredients for a new flavour, and all they’ll come with are a bunch of IMDB tab sheets and a desktop background image of Idris Elba. 2. The Raver Everyone has a bad day, but that doesn’t mean we should scream like banshees at work. Home, yes. Work, no. No on wants to work with someone who stresses them all day, every day with strident remarks or caustic put-downs. 3. The Warlord These are career trouble makers, and all-around instigators. They’re ready to fight at the slightest perceived provocation, sowing seeds of discord in the office. If you dream of fostering a collaborative and friendly work environment, then caution them to cut it out, and if they don’t, give them the sack. 4. The Know-It-All Spews a never-ending stream of suggestions and unsolicited advice, but barely listens to second opinions nor take corrections. This kind of attitude breeds resentment and could spell trouble for your company if they’re their job requires them to liaise with clients. Encyclopedias are books, as in inanimate objects. So if your employee fancies themselves one, you have every right to be worried. And what do we do with worrisome employees? We fire them. That’s right, we fire them. 5. The Indecisive is afraid of mistakes and wants to run every full stop by you. They can’t take any initiative, and need constant reassurance and feedback. If you enjoy baby-sitting adults, keep them. If not, let them go or you’ll be doing their job and yours. Who else will you fire? Any personalities we didn’t mention? Care making a list?
5 legal issues startups should think about within 6 months
Developing a new idea, creating a website and customers are all the exciting things about building a startup but dealing legal issues will never be on a founder’s top ten list. Unfortunately, a strong legal foundation is necessary in order to build a growth company and not taking care of these important issues can keep you from getting investment or expanding down the line. Here are five things all founders should pay attention to within the first six months of starting their business to ensure it’s off to the right start. Co-founders Key Takeaway: Be sure to draft a founders’ agreement early on and without emotion. Allocation of company ownership is important. It is also vital to address what happens if one founder departs. It is not uncommon for pre-incorporation founders to fall off the map before the startup becomes profitable. Deadbeat co-founders may also show up to claim profits if the startup takes off. You therefore need a clear strategy on how to handle this. Founders should also clarify what their duties are to current and former employers. If the idea for a startup was developed or worked on while an entrepreneur was employed by another business, there may be specific legal issues to consider. Lawyers Key Takeaway: Retain appropriate legal counsel as soon as possible or utilize open sourced legal documents for the early stages. Focusing on legal issues early is key, and is especially helpful for new entrepreneurs. However, do not give your lawyers equity and do not use your investors’ lawyers. Also, remember that violation of privacy, securities or tax laws can lead to criminal liability so it is imperative that startups have proper policies in place and carefully adhere to them. Don’t have the funds to hire a full time lawyer? Check out the Founder Institute’s open source agreements that can serve as a good start for standard legal agreements. Intellectual Property Key Takeaway: Founders should implement an intellectual property strategy to monitor the use and disclosure of their intellectual property. Protect your startup’s name. It could be one of the company’s most valuable assets. Many startups operate under the mistaken assumption that a corporate name reservation is the only thing they need to protect their business name. Remember that you also have to register the name globally as a trademark. One of the most common pitfalls that entrepreneurs fall into is the exposure of their intellectual property by communicating confidential information to various people without non-disclosure agreements and other safeguards, or the use of inadequate non-disclosure agreements. Non-disclosure agreements should be drafted with the particular circumstances of the disclosure in mind and ought not to be treated as a basic boiler-plate document. Consultants/Employees Key Takeaway: Draft formal agreements for all consultants and employees so the terms of service and confidentiality requirements are clear. It is vital to enter into a written consulting agreement with such contractors. Intellectual property developed by an independent contractor will typically belong to the independent contractor in the absence of a clause in a contract to the contrary. It is also important to familiarise yourself with the employee laws of the city, state or country in which you setup. The most common employment law violations are misclassifying an employee as an independent contractor and/or failing to pay an employee appropriately. Licensing and Incorporation Key Takeaway: Know what the important license conditions are for your city and country and ensure that they are are not being violated in the course of your business. Set up a corporation or LLC for everything but a short-term business whose existence will be numbered in months rather than in years. Only raise funds from “accredited investors” and do not pay commissions for fundraising unless it is to a registered broker-dealer. Additionally, in most countries, running any kind of business requires several licenses, some of which might be simple tax registrations or trade licenses. Failure to comply with licensing norms leads to fines, costly legal suits and even business shutdown.