The workplace today is highly charged, often both in-person and virtual, and those skills most essential to success may be out-of-date. The best teams are led by those with not only significant hard skills, but also crucial skills such as empathy, keen listening, intentional purpose, goal-influencing, and team communication. When these latter skills are not nurtured and enhanced, teams can become stale, and turnover increase. Sixty-percent (60%) of job seekers in 2020 are looking for new opportunities because their current workplace hinders growth, proactivity, or creativity. Most of all, have you adapted to the needs of engagement in this predominantly virtual workplace?
Faced with workplace challenges, are you using the same skills taught or learned from ten years ago? Building on those foundational skills, do you have the knowledge to continue to grow your team (or yourself) with specific issues? Here are examples of corporate situations Linda Kreter has managed to successful outcomes:
- Improved communications – eliminating circular, triangular, and non-productive communication
- Harassment – creating a workplace that is non-threatening, and one that deals fairly and firmly with unacceptable staff behavior
- Addiction – creating policies that are clear, non-ambiguous, and proactively aligned
- Mental Health – when mental health issues arise in either staff or their families, proven methods of clearly understood escalation and management best minimize disruption and support the team
- Theft – when this occurs, is this a pattern? Is it time to create better policies to safeguard a weak or ineffective check and balance? Is this person worth retaining?
- Emotional abuse or punitive behavior – executives may be unaware what is occurring two levels down, but it can influence the entire team. Learn how to change the culture and inculcate strong values.
- Onboarding for good hire retention – poor hires are costly. Investing in a good onboarding process can improve retaining good employees
- Know your staff – understanding your staff means knowing some “worker bees” don’t relish advancement, while others strain for the next challenge. Both types of employees are valuable and “hearing” their views can build greater trust and a strong company culture.
As an individual, do you seek to be a strong candidate for a position that may “leapfrog” the general hiring pattern at your company? A coaching evaluation can spotlight the areas that may assist you in that goal and help you “manage upward”. Too many think their skills and results will speak for themselves but learning to put yourself in the boss’s shoes often gives a different perspective.
Coaching may be done in person or virtually, a few sessions, or ongoing sessions for continued growth. Your work life is usually a long one and being satisfied that you’re working toward consistent personal and professional growth is a worthy goal.
Please contact me for more information, initial consult, and proposals: [email protected].