It’s January. The beginning of a brand new year, and one with sooo much potential. But where to start? Well, we want to give you some food for thought, especially if you’re in leadership. Here goes. Gender diversity in corporate leadership is a topic that has gained significant traction in recent years, and for good reason. A growing body of research suggests that elevating more women into the upper ranks of companies is not just a matter of equality and social justice but also a sound business strategy. In this blog post, we’ll explore the top six reasons why having more women in leadership positions benefits businesses. We’ll also offer tips on how men can support and encourage this positive change. With that being said, let’s dig in!

1. Diverse Perspectives Drive Innovation

One of the most compelling arguments for increasing the number of women in leadership roles is the power of diverse perspectives. Women often bring unique viewpoints, problem-solving approaches, and insights to the table. When a leadership team is composed of people from various backgrounds and experiences, it creates a fertile ground for innovation. In fact, companies in the top quartile for gender diversity on their executive teams were 25% more likely to experience above-average profitability according to McKinsey & Company.

2. Enhanced Employee Engagement and Retention

Women in leadership positions can serve as role models for female employees, motivating them to aim higher and stay with the company. This, in turn, improves employee engagement and retention. A study by Gallup found that companies with a higher percentage of women in leadership positions have more engaged employees and experience lower turnover rates.

3. Improved Financial Performance

The financial benefits of gender diversity in leadership are well-documented. A report by Credit Suisse revealed that companies with at least one woman on the board outperform those with no women in terms of share price performance. Moreover, a study conducted by the Peterson Institute for International Economics found that companies with women in leadership roles were more profitable.

4. Better Problem-Solving and Risk Management

Diverse leadership teams are more effective at addressing complex challenges and making better decisions. Women in leadership roles tend to be more risk-aware and have a different approach to problem-solving, which can be a valuable asset. A survey by Harvard Business Review found that organizations with diverse leadership teams are better at making risk-aware decisions.

5. Enhanced Reputation and Stakeholder Trust

Companies that prioritize gender diversity in their leadership teams often enjoy a stronger reputation and greater trust from customers, employees, and investors. Research by Edelman found that businesses with diverse leadership teams are perceived as more trustworthy and are more likely to attract loyal customers.

6. Profound Impact on Organizational Culture

Women in leadership positions provide a presence that fosters a more inclusive, empathetic, and collaborative workplace. For example, an increase in the percentage of women in leadership roles is associated with a more positive organizational culture. And companies with a higher proportion of women in leadership roles have a more inclusive and collaborative culture.

Supporting Women’s Leadership Aspirations

Achieving greater gender diversity in leadership positions requires the active support and involvement of both men and women. Men can play a significant role in promoting and championing women’s advancement in the corporate world. The following are some ways in which men can help.

• Mentorship: Men can serve as mentors and sponsors for women aspiring to leadership roles. Sharing knowledge, providing guidance, and offering opportunities for skill development can be instrumental in women’s career growth.
• Equal Opportunities: Men should actively advocate for equal opportunities and fair treatment of women in the workplace. This includes ensuring that women have access to challenging assignments and promotions.
• Encouragement: Men can encourage and empower their female colleagues to voice their ideas and opinions, ensuring they are heard and respected in meetings and decision-making processes.
• Inclusive Leadership: Men can lead by example, practicing inclusive leadership and promoting a diverse and respectful work culture that values all employees’ contributions.
• Investment in Development: Supporting women’s leadership development through training, leadership programs, and networking opportunities can help them acquire the skills and confidence necessary to climb the corporate ladder successfully.

In Closing

The evidence is clear: diversity in leadership leads to innovation, better financial performance, and improved organizational culture. By actively supporting women’s leadership aspirations and championing their advancement, both men and women can contribute to a more diverse, inclusive, and successful corporate landscape. This means that elevating more women into the upper ranks of companies is not just a matter of fairness; it’s a powerful business strategy. It’s time for businesses to embrace the numerous benefits that come with gender diversity at the highest levels of leadership.  

Note: It’s essential to acknowledge that the conversation around gender diversity extends beyond the binary understanding of male and female. In the journey towards a more inclusive corporate landscape, we must also recognize and uplift individuals who identify outside of traditional gender categories. By fostering an environment that respects and values all gender identities, we create a more inclusive space where everyone can thrive and contribute their unique perspectives.

Brilliant People is a women-owned and operated leadership development consultancy based in Austin, TX.  Call us today to start your very own Culture (R)evolution. 

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Your Personality at Work

As we look to the year ahead, we want to start dripping ideas on managers so they come out of the shoot ready to build high-performance teams. The idea of team building may sound like fluff to some, but it’s absolutely necessary if you want a cohesive team that produces. In the fast-paced world of modern work, the importance of team building really cannot be overstated. Building strong bonds within a team is not only crucial for achieving common goals but also for promoting a healthy and inclusive work environment. Incorporating team-building activities into weekly meetings is an effective way for managers to nurture team cohesion and individual well-being. The time invested is well spent because when you allow team members to be their authentic selves, these activities can significantly boost team morale, engagement, and productivity. So, let’s explore five types of team-building activities that managers can integrate into their weekly meetings, along with the underlying research supporting this approach.

The Benefits of Authenticity and Fun at Work

Promoting authenticity in the workplace is about encouraging employees to be themselves, share their unique perspectives, and express their thoughts and feelings openly. Employees who feel they can be authentic at work are more engaged and experience greater job satisfaction. The following are some suggestions and the research that backs them.

1. Sharing Stories: 

Begin your weekly meeting by allowing team members to share personal stories or experiences unrelated to work. This can be a lighthearted way to break the ice and encourage team members to open up and connect on a personal level. To prove this idea, look no further than a recent study published in the Harvard Business Review that found that employees who share personal stories at work are perceived as more relatable and approachable by their colleagues, leading to stronger team cohesion.

2. Team-Building Games: 

Incorporate games or challenges that require teamwork and collaboration. Building in this type of fun on a regular basis is good for morale. Games like escape rooms, trivia quizzes, or brainstorming sessions also encourage creativity and problem-solving. In fact, numerous studies indicates that teamwork is positively related to important team effectiveness variables, including team performance, group cohesion, collective efficacy, and member satisfaction. 

3. Lunch or Coffee Breaks: 

Designate time for team members to have lunch or coffee breaks together. Encourage casual conversations that help employees get to know each other on a personal level. Providing time for people to get together to discuss things unrelated to work is key to building relationships and it’s crucial for remote folks. 

A report in the Harvard Business Review suggests that informal social interactions can lead to improved team communication and cooperation, ultimately boosting productivity. 

4. Volunteer Activities: 

Arrange for your team to participate in volunteer activities as a group. Giving back to the community fosters a sense of purpose and can strengthen team unity. Research from the University of Exeter shows that volunteering together can enhance feelings of togetherness and job satisfaction, ultimately benefiting both the team and individual well-being. Plus, most people feel really good after helping someone else. 

5. Team Building Workshops: 

Invite external facilitators or experts to conduct team-building workshops during meetings. These workshops can focus on improving communication, conflict resolution, or stress management skills, etc. Team-building results in building trust between employees, increasing employee engagement, encouraging communication, mitigating conflict, and increasing collaboration. 

The Power of Authenticity and Mental Health

As managers look to the new year and how they can improve, they need to truly consider the mental health of their employees because it can affect the team profoundly. By allowing team members to be their authentic selves at work they will help ensure that mental health will be affected positively. Studies show that when team members can bring their whole selves to work, they are more likely to:

• Experience reduced stress and anxiety, leading to better mental health
• Build stronger relationships with colleagues, resulting in a supportive work environment
• Demonstrate increased job satisfaction and engagement
• Collaborate more effectively with their peers, ultimately leading to improved team performance

By integrating team-building activities that promote authenticity into weekly meetings, managers will not only strengthen their team but also create a more fulfilling and harmonious work environment for everyone. 

Let us help you start 2024 right. We provide team building workshops on personality, productive conflict, emotional agility, and management. Get in touch with Brilliant People today. 

The Culture (R)evolution Starts With You!

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In a world filled with noise and distractions, it’s all too easy to let the art of genuine communication slip away. But as we navigate our professional lives, we must remember the importance of truly listening to one another. This principle holds true not only in the manager-to-direct report relationship but also among teammates and when dealing with customers. Through the lens of these relationships, we will explore the concept of active listening and its profound impact on mental health, employee engagement, and overall business outcomes.

Manager to Direct Report

 “The most important thing in communication is to hear what isn’t being said.” – Peter Drucker

When it comes to the manager-to-direct report relationship, active listening is the cornerstone of effective leadership. Active listening means not just hearing words, but also understanding the emotions, needs, and concerns that lie beneath the surface. As a manager, honing this skill involves making a conscious effort to engage in one-on-one conversations, asking open-ended questions, and being fully present when your team members are speaking. This approach fosters trust, enhances job satisfaction, and ultimately leads to improved mental health for both the manager and the employee.

Teammate to Teammate

“The art of conversation lies in listening.” – Malcolm Forbes

Strong collaboration within a team hinges on the ability to listen actively to one another. In the realm of teamwork, active listening is about creating an environment where each team member feels heard and valued. To refine this skill, teams should encourage open communication, set aside ego, and give their undivided attention to their peers. This kind of listening promotes mutual respect, reduces conflicts, and boosts employee engagement. Engaged team members are more motivated, creative, and committed to achieving common goals.

Employee to Customer

“Your most unhappy customers are your greatest source of learning.” – Bill Gates

In the context of business, perhaps the most crucial relationship is that between employees and customers. Active listening to customers not only satisfies their need to be heard but also provides valuable insights for business improvement. Employees who master the art of listening to customers can gain a competitive edge. By actively seeking feedback, addressing concerns promptly, and tailoring products or services to meet customer expectations, businesses can achieve higher customer satisfaction and loyalty. This not only enhances business outcomes but also elevates the mental well-being of employees who feel a sense of purpose in their work. 

The Broader Impact of Active Listening

Active listening fosters a sense of empathy and connection among individuals. When people feel heard and understood, it reduces stress, anxiety, and feelings of isolation. This, in turn, leads to improved mental health and well-being, benefiting both employees and their managers.

Active listening also enhances employee engagement. Engaged employees are more productive, innovative, and committed to their work. Active listening promotes open and honest communication, which encourages employees to share their thoughts and ideas freely. This engagement results in a more motivated and satisfied workforce.

And lastly, active listening produces positive business outcomes. Happy, engaged employees who actively listen to customers contribute to better customer satisfaction, loyalty, and repeat business. This, in turn, positively impacts the bottom line, driving higher revenues and profitability.

To Conclude

Active listening is a fundamental skill that can transform relationships within organizations and elevate overall business performance. It enhances mental health, boosts employee engagement, and leads to superior business outcomes. This holiday season, as we navigate our professional lives, let us remember the power of truly hearing one another. By valuing the voices of our colleagues, we can create a workplace where everyone thrives and businesses flourish.

Build better relationships with Brilliant People. Our personality development, productive conflict, and management training sessions are all geared to help you improve your ability to actively listen. So, call us today.

The Culture (R)evolution Starts With You!

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This week’s blog post was written by guest author, Mariana Alves. Mariana is a content writer/manager for Ubiminds, a recruiting firm focused on connecting American and Canadian companies to Latin American design, product, and engineering experts.

We chat a lot about boosting software teams’ performance and reaching for the stars, but we often forget to shine a light on a game-changer: trusting your fellow teammates. Today, we’re diving into the nitty-gritty of what truly makes software teams tick – trust! It’s the secret sauce behind every epic software project, and it’s time we give it the spotlight it deserves.

Why Trust is the Real MVP

So, picture this: you’re part of a software team, and everyone’s on the same trust wavelength. It’s like magic, right? Trust is what makes it happen. Without it, things go haywire – delays, chaos, and missed opportunities galore.

But here’s the cool part: when trust is flowing like a river, your team starts cranking out top-notch work, meeting deadlines with style, and even coming up with mind-blowing innovations. And guess what? Happy customers and bigger profits are just around the corner!

Trust-Building 101: Understanding

Now, let’s talk about trust-building. You know that saying, “People differences trigger people problems”? Well, it’s as true as ever. Embracing the awesome diversity of your team is the key. It’s not about checking boxes; it’s about realizing that diverse minds are like a treasure chest of brilliance and innovation.

The Wonder of Empathy

Empathy is the glue that holds everything together. When you truly get each other, trust follows. It’s like a trust-building recipe: first, take the time to understand, then sprinkle some empathy, and voilà, trust starts blooming. Shared experiences and perspectives? That’s the secret ingredient for strong connections.

Communication: The Heart of Trust

To boost trust, you’ve got to open up the lines of honest and inclusive communication. Encourage all those unique perspectives to shine, and don’t forget to lend an ear to folks with different views. Managers must be the champions of open dialogue, so lead the way! Dive into communication techniques that foster open and honest conversations. It’s like giving your teamwork a turbo boost.

Oops, We Failed! (And That’s Actually a Good Thing)

Mistakes happen. But here’s the plot twist: instead of treating them like the boogeyman, let’s see them as golden opportunities to learn and grow. It’s like turning a frown upside down. This mindset shift not only sparks innovation but also shows that making mistakes is how we learn and they are just part of the journey.

Diversity Rocks!

Your workplace is like a melting pot of differences, so allow the team to use this gift to succeed! Teams thrive when everyone brings something unique to the table. It’s like a puzzle where each piece is necessary to complete the picture.

Decisions, Decisions!

Collaborative decision-making is the trust-building superstar. Everyone gets a say, and it makes folks on the team feel like rock stars. Leaders, your job is to keep things transparent, fair, and full of team spirit during the decision-making process.

Watch Out for Trust Traps

Let’s talk about some tricky pitfalls you should keep an eye out for. 

• The One-and-Done Fallacy: Trust isn’t a quick fix; or a one-time act. It’s a long-term commitment
• Continuous Practice and Top-Down Commitment: Trust-building isn’t just for the team; leaders need to walk the talk and set an example
• Embedding the Language of Trust: It’s not about using buzzwords; it’s about making trust part of your organization’s DNA
• The Trust Pyramid: Trust-building isn’t a separate goal but the foundation for teamwork’s success; it’s what keeps everything together, from resolving conflicts to achieving awesome results

Building Trust in A Remote Work World? No Problem!

Remote work? It’s like a whole new ball game for trust-building. But don’t worry, we’ve got some tips to keep those trust fires burning even when your team is distributed all over the place.

• Peer-to-Peer Accountability: Teammates support each other instead of waiting for higher-ups
• Adapting to a Shifting Culture: Embrace change, get to know new colleagues, and maintain trust
• Video: The Connection Catalyst: Turn on those cameras for a stronger sense of presence and connection
• Virtual Coffee Breaks: Have casual chats, just like in the office, but online
• Speed Mentoring = Rapid Bonds: Quick, focused interactions to build connections among team members
• Breaking Down Silos: Foster inclusivity and collaboration in organizations with different teams or third-party groups such as contractors.
• Promote Inclusivity and Equality: Treat everyone fairly, no matter how or where they work to create a sense of trust and inclusion (this includes receiving the same perks like gym memberships and branded items)

Keep the Trust Train Rolling

Remember, trust isn’t a one-and-done deal; it’s an ongoing journey. Here’s how to keep the trust vibes alive and kicking over time.

• Tailor Communication for All: One-size-fits-all doesn’t work in diverse teams, and good communication means speaking each individual’s personality languauge
• Keep the Trust Talk Going: Trust-building is an ongoing conversation about challenges, successes, and lessons learned
• See the Real Power of FaceTime: Human connection is pure gold which is why face-to-face meetings every now and then are like a burst of sunshine for your team
• Empathy Everywhere: Trust can spill into personal life because once you understand the mechanics of how to build and maintain trust the skills will also benefit relationships outside the work environment

Wrapping it Up

Trust is the key component that creates high-performing software teams. Whether you’re navigating remote work or celebrating your diverse team, trust is the MVP. So, keep those connections strong, never stop talking, and let trust be your guiding star for successful teaming.

Mariana Alves is a content writer for UbiMinds, a premier recruiting firm that places software engineers from Latin America in companies around the world.

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Your Personality at Work

Introduction

The modern workplace is a melting pot of personalities, experiences, and backgrounds. This is something to be celebrated but to get there individuals first have to learn to manage these differences. The reality is that our differences often play a significant role in negative workplace dynamics. They affect teamwork, communication, and overall productivity. In essence they play a major part in creating workplace culture. Today, we want to explore the problems caused at work specifically by personality differences, the importance of self-reflection in addressing them, and how the DiSC model can benefit managers and teammates, both professionally and personally. Let’s dig in!

The Impact of Personality Differences at Work

You’ve probably heard us mention this before, but people differences trigger people problems, all day and everywhere. And personality differences, in particular, manifest in various ways in the workplace, often leading to a host of issues. Some of the more common problems caused by these differences are:

• Communication breakdowns: Individuals with different personality types may have contrasting communication styles. For example, an extroverted team member may prefer open discussions and frequent meetings, while an introvert may thrive in quieter, more focused environments. These differences can lead to misunderstandings and hinder effective communication.
• Conflict and tension: Conflicts can arise when team members have contrasting values, work preferences, or problem-solving approaches. These tensions can disrupt workflow, damage team morale, and negatively impact productivity.
• Reduced collaboration: When personality differences are not acknowledged and addressed, it can lead to silos within an organization, with teams and individuals working in isolation rather than collaboratively. This reduces the potential for innovation and problem-solving.
• Decreased morale and job satisfaction: Feeling misunderstood or undervalued due to personality differences can erode an employee’s job satisfaction and overall morale. This, in turn, can affect retention rates and lead to higher turnover.

These aren’t the kinds of things a manager can just turn a blind eye to. They need to be addressed head-on. 

The DiSC Model: A Tool for Understanding Personality Differences

At Brilliant People we prefer to use the DiSC model for personality development training. This model has 40+ years of research behind it and is known for its reliability and validity. Plus, it’s easy to remember. DiSC stands for Dominance, Influence, Steadiness, and Conscientiousness, representing four primary personality traits. 

• Dominance (D): Individuals with dominant personalities tend to be assertive, direct, and goal-oriented. They value results and take charge in decision-making.
• Influence (I): People with influential personalities are outgoing, social, and enthusiastic. They excel at building relationships and enjoy collaboration.
• Steadiness (S): Steady personalities are known for their patience, empathy, and reliability. They are excellent team players and prioritize harmony.
• Conscientiousness (C): Those with conscientious personalities are detail-oriented, analytical, and precise. They value accuracy and structure.

Each personality type has strengths but they can rub each other the wrong way when their strengths are taken to extreme, or when they are unwilling or unaware of how the other types operate. The DiSC model, then, is a valuable framework for understanding these differences by providing personalized feedback and encouraging a lot of self-reflection. 

The Importance of Self-Reflection

In addressing the problems caused by personality differences at work, self-reflection plays a crucial role, especially for managers. Self-reflection is the process of examining one’s own thoughts, feelings, and actions to gain a deeper understanding of oneself and how one interacts with others. Some may find this painful, but the reality is that when managers take the time to reflect on their own personalities, preferences, and behaviors, they become more self-aware and can make positive changes. Understanding how one shows up at work and how to mitigate any negative aspects can help a manager to succeed. Some important products of self-reflection are: 

• Gaining self-awareness: Self-reflection enables individuals to recognize their own strengths and weaknesses, as well as how they react in different situations. This self-awareness is the first step in effectively managing personality differences.
• Improve emotional intelligence: Understanding one’s emotions and those of others is essential for navigating interpersonal relationships. Self-reflection can help individuals develop emotional intelligence, which is critical in the workplace.
• Enhance communication skills: By reflecting on their communication style and how it may differ from others, individuals can adapt and improve their ability to connect with colleagues and team members.
• Manage stress and conflict: Self-reflection can aid in recognizing triggers for stress and conflict, allowing individuals to develop coping strategies and maintain a calm and productive work environment.

Sounds amazing, right? But if you’re a manager you may be thinking, “That’s all well and good. I’ll be a better person, but will this self-reflection actually get me noticed at work? I mean, I could really use a pay raise, or better yet, a promotion!”  

Statistics on Self-Reflection as a Leadership Quality

We hear you, and take heart because self-reflection is not just a feel-good practice. It has a measurable impact on leadership effectiveness. According to a study conducted by Harvard Business Review, leaders who engage in self-reflection exhibit the following:

• Improved decision-making: Leaders who prioritize self-reflection are 90% more likely to make better decisions.
• Enhanced problem-solving: They are 81% better at solving complex problems.
• Increased emotional intelligence: Leaders who practice self-reflection have an 83% higher emotional intelligence quotient (EQ).
• Better communication: They are 40% more effective in communicating with their teams.
• Stronger relationships: Leaders who engage in self-reflection have a 62% higher ability to build and maintain positive relationships with team members.

The stats don’t lie, people. Self-reflection makes for an improved manager with some pretty significant super powers!

Conclusion

In the complex tapestry of the modern workplace, personality differences can either be a source of discord or a catalyst for innovation and growth. By acknowledging the potential problems caused by these differences and embracing self-reflection and the DiSC model as the path to address them, managers can communicate more effectively and pave the way for more harmonious, productive, and fulfilling work environments. 

So what are you waiting for? Call us today to begin your own self-reflection journey with DiSC and Brilliant People! The Culture (R)evolution starts with you!

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Motivating employees is a crucial aspect of effective management. After all, when employees are motivated, they are more engaged, productive, and committed to their work. Motivated employees also tend to stay with their organizations longer, reducing turnover and the associated costs. As a manager, it’s your responsibility to create a work environment that fosters motivation. Today’s blog post will give you 5 effective strategies managers can use to motivate employees.

1. Recognition and Appreciation

One of the most powerful motivators for employees is recognition and appreciation for their hard work and achievements. This is really a basic human need. And when employees feel valued, they are more likely to go above and beyond in their roles. In fact, research published in the Journal of Applied Psychology showed that when employees perceive their supervisors as appreciative, they are more committed to their organizations. To show appreciation for hard work managers can publicly acknowledge employees’ contributions in team meetings, highlighting specific projects where an employee excelled, provide a certificate of achievement

2. Opportunities for Growth and Development

Employees are motivated when they see a clear path for personal and professional growth within the organization. Managers can facilitate this by offering opportunities for skill development, advancement and mentorship. When employees know they can grow within the company, they are more likely to stay motivated and engaged. And according to a study by Mercer, they’re more likely to stay with their current employers. Managers can create development plans for employees with clear goals and that include training sessions or other professional development. And it’s important to realize that soft skills training is just as important as training for hard skills. 

3. Effective Communication

Open and transparent communication is essential for motivating employees. Managers should regularly communicate with their teams, providing feedback, setting clear expectations, and involving employees in decision-making processes. When employees understand their role and how it contributes to the overall success of the organization, they feel more motivated and engaged. A manager might hold weekly team meetings to discuss ongoing projects, share client feedback, and address any concerns. During these meetings, the manager should encourage team members to share their ideas and opinions. When employees feel that their voices are heard and their input is valued, they are motivated to actively participate in projects. 

4. Incentives and Rewards

Incentives and rewards can be effective motivators when used strategically. Managers can implement various incentive programs such as bonuses, promotions, or special recognition, to encourage employees to achieve specific goals or targets. And rewards can be big or small, depending on the manager’s budget. Extra vacation days are always welcomed by employees as are e-gift cards to your local coffee shop. Or a manager could set up an employee of the month/quarter/year award. There are even reward platforms available where you can track and reward in one place. Just remember that it’s crucial to tie incentives to meaningful achievements and ensure they are fair and equitable. 

5. Supportive Work Environment

Creating a supportive work environment is fundamental to employee motivation. Managers should foster a culture of trust, collaboration, and well-being. When employees feel supported and can maintain a healthy work-life balance, they are more likely to remain motivated and engaged. One of the best ways a manager can do this is to provide flexible work hours and remote work options. You could also provide wellness programs, such as yoga classes or mental health resources, to help employees manage stress. By prioritizing their well-being, you create an environment where employees are motivated to give their best. And bonus, a study published in the Harvard Business Review revealed that employees who feel their managers care about their well-being are less likely to leave their jobs.

To Wrap It All Up

Motivating employees is a continuous process that requires dedication and effort from managers. By utilizing these five effective strategies (recognition and appreciation, opportunities for growth and development, effective communication, incentives and reward and a supportive work environment) you can create a motivated and engaged workforce. However, each employee is unique, so it’s essential to tailor your motivational strategies to their individual needs and preferences. Ultimately, when employees feel motivated and valued, they contribute to the success and growth of your organization.

Whether you manage a team of one or many, improve your management skills with the Management training by Brilliant People. Contact us today!

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As a provider of soft skills training, we hear people question the ROI of non-technical skills all the time. Now, this is absolutely an important aspect of business that has to be considered but our goal goes beyond just looking at ROI. Organizations need to understand the fact that helping people acquire the tools necessary to communicate more effectively with their coworkers and consumers equals less conflict and more productivity. We find the issue of ROI confusing because 92% of employers say soft skills are essential and that a large proportion of the workforce lacks them, especially entry level employees. And yet only 31% of companies are providing soft skills development to remedy this situation. Could it be that the term ‘soft skills’ is the problem? We think that it’s definitely part of it.

Originally coined in the 1970s by the U.S. Army, soft skills differentiated interpersonal skills from those needed to operate weapons or machinery. To separate the two types of skills was an understandable desire. However, just as a silkworm isn’t actually a worm and your funny bone isn’t actually a bone (or funny…), a soft skill isn’t actually soft. After all, most people equate ‘soft’ things with those that are delicate, squishy, velvety, etc. And sadly, many people equate the idea of ‘soft’ as demanding little work or effort as in the opposite of ‘hard.’ 

Now I don’t know about you, but at Brilliant People we think using interpersonal skills at work to develop better relationships with coworkers and customers can be A LOT of hard work! Consider the art of giving critical feedback to a colleague or direct report, or de-escalating an irate customer situation, or the fact that 69% of managers feel uncomfortable communicating with their own employees! So calling these skills ‘soft’ can seem like it devalues their worth. In fact, many have advocated for calling soft skills something that sounds stronger like ‘power skills’ and we aren’t opposed to this, but the fact of the matter is that ‘soft’ also refers to bringing ease or quiet, not being glaring, being smooth, not being violent, or marked by kindness. And our personal favorite definition: based on negotiation, conciliation, or flexibility rather than on force, threats, or intransigence. The point being, let’s not get hung up on what we call these skills, let’s just focus on acquiring them. And there should never be a question of whether to train for hard or soft skills. It should always be both. 

So, which soft skills are important to develop? When it comes to creating positive workplace culture there are several from this years top 10 list of the most in-demand soft skills:

• Communication
• Teamwork
• Leadership
• Interpersonal skills

And all of them are teachable if an employee is willing to learn. It just takes a little time and practice. 

One of our favorite tools is Catalyst by Everything DiSC. This is an online platform that houses the information from up to three DiSC assessments: Workplace, Agile EQ, and Management. The information contained in each allows the user to dig deep into their own personality type and its affect on their emotional intelligence and management style. It also provides tons of information on how better to communicate with differing personality types. Individuals can even do a comparison report between themselves and a colleague to prepare for a one-on-one meeting or just to understand how to get along better with them. And it’s available 24/7. It’s truly been a game changer for the managers and teams we’ve worked with.

For example, we recently worked with the leadership team of instructional technologists for a large school district. Each school in this district is assigned an IT person or two to ensure that the campus technology runs smoothly for both the students and the teachers. It’s a crucial position of the school staff and it requires not only mastery of the technology but also the ability to effectively navigate all the different personalities with which they work. It’s like having a team of 50-120 individuals depending on the size of the school. But this school year will be different. 

Now this team has the ability to use Catalyst to understand their own personality type and why they show up at work the way the do. They can also dig into why their teammates and coworkers show up the way they do. In addition, they can read up on the examples of strategies within Catalyst for working more constructively with each coworker. And because this team also took the Agile EQ assessment, they can begin to improve their own emotional intelligence through Cataylst’s suggested strategies as well as learn how to meet the EQ needs of their coworkers. Did I mention what a game changer this is?!

Conclusion

To sum up, the term soft skills might seem like a misnomer to many, but it’s probably here to stay. Because there is so much of the definition in the word ‘soft’ that does apply, let’s not spend time quibbling over semantics. Instead, let’s focus on helping people master these skills. After all, 85% of career success comes from having well-developed soft skills.  As an extra bonus Ai doesn’t have the ability to develop interpersonal skills, teamwork and leadership. Only humans can do that. Plus, according to joint research by Microsoft and Mckinsey, soft skill-intensive occupations will grow at 2.5 times the jobs in other fields (30-40% of future jobs will depend on social-emotional skills)! And because we humans should all be working toward some semblance of work-life balance, it’s important to realize that utilizing soft skills appropriately isn’t only beneficial at work. It’s crucial in every single setting in which two humans interact. Is anyone still questioning the ROI of soft skills? 

If you want to improve your team’s ability to communicate more effectively, what are you waiting for? Call us today! We provide training and access to the Everything DiSC Catalyst platform.

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Your Personality at Work

Engaging with and motivating remote employees as well as creating a true team atmosphere is no easy feat. Team members don’t have the opportunity to learn from each other’s in-person behaviors nor can they witness office protocol first-hand when there is no regular in-person team interaction. Without the water cooler effect of office life, individuals end up operating in their own silos with the result being increased loneliness (by 67%), a lack of connection (94% agree), and feeling like they don’t truly belong (40%).

Conversely, when an employee feels connected and like they belong there is a whopping 56% increase in job performance. With no end in sight to remote working, creating cohesion should be top priority for anyone in management. To create a high-performance remote team, a manager should work to overcome these three issues: communication, isolation, a lack of supervision. 

The Issue of Communication

First, let’s look at the art of communication. It’s important that managers set a standard for communication during the hiring process and then stay consistent thereafter. For quick interactions, text chats are fine, video calls are usually best for real-time collaboration. Communicating remotely through a medium like Zoom is better than just email because it allows employees to see a manager’s expression and hear voice intonation. However, just telling someone what to do isn’t enough. To be truly effective at creating a high-performance there needs to be more nuance in management style.  

Most importantly managers should get to know each of the employees well enough that they can communicate with each in a way that resonates with them. For example, verbal instructions only really work for auditory learners, so they should always be followed up with written communication. Preferably through email, where employees can return as needed to that documentation.  

Communication is also important as a means of making remote workers feel connected to their team members. Since they are not in the office on a regular basis, they can miss out on important conversations and updates that happen in the moment.  Keep your teams organized with project management tools and access to a secure cloud. And make sure to regularly check-in and hold team meetings and one-on-one sessions to keep everyone informed, address concerns, and foster collaboration. 

The Issue of Isolation

Now, let’s talk about isolation. Remote employees like the work-life balance that comes from working remotely. However, they often feel isolated because they miss out on the social interaction and sense of community that comes with working in an office environment. This can lead to feelings of loneliness and eventually burnout. Helping remote workers feel connected to their team and the organization at large is crucial to keeping them happy, engaged, and productive.  

As we’ve said before, team members who get to know each other well and find commonality have the best opportunity to become a high-performing team. To help them do this, managers should encourage social time for the team. If they are part-time remote and come into the office occasionally, organize outings or in-office meals where team members can come together socially for some downtime.  

If they are completely remote, encourage social hours over Zoom. You could also host a once-a-week hour for people to trade stories around a particular theme like where they grew up and what they liked to do as a kid or what their first job was and what they learned from it. The more teammates get to know each other, the more they will understand why teammates show up at work the way they do.  

A Lack of Supervision

Last, let’s look at a lack of supervision. Remote work requires a higher level of autonomy, so it’s important to provide your team with a clear understanding of what needs to be accomplished and the expected outcomes. And yet, some remote workers may feel less supervised and accountable for their work, leading to decreased productivity and quality of work.  

A manager must consider the strengths and struggles of each teammate and provide the correct amount of supervision without micromanaging. Breaking down larger projects into smaller milestones and setting realistic deadlines will be really helpful. Regularly reviewing progress, providing feedback, and offering support when needed are important for the entire team. But it is imperative for those that need a little more structure.   

Conclusion

In summary, managers have three important issues to overcome as they manage remote teams: communication, isolation, and a lack of supervision. And as stated, there are ways to accomplish this. It’s also important to remember that each remote team will have a certain dynamic and specific needs, so a manager must learn to adapt their management style accordingly. Regularly seek feedback from team members to ensure that the strategies and approaches implemented are effective and actually address their unique circumstances. Doing so will help to ensure everyone is aligned and working toward becoming a high-performance team. 

If you’d like your managers to build high-performance teams, contact us today! We offer a fantastic management training program based on DiSC theory.

The Culture (R)evolution starts with you!

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Your Personality at Work

To win the war for talent, you must shape the culture so that your company attracts the right people. As the Great Resignation has proven, unhappy workers whose employers aren’t cutting it are quitting in droves. In fact, one-quarter of employees resigned over the past six months and the No. 1 reason listed for quitting was “toxic company culture.” Things like a lack of recognition, favoritism, unhealthy communication, gossiping, and poor management skills can all contribute to a toxic culture. So, what’s an organization to do when it can’t completely start from scratch? Embrace the potter’s philosophy. It’s an old metaphor, but an apt one when it comes to creating culture. And it only involves three steps: pick the clay, center the clay and mold the clay.  

Step 1: Pick the clay 

There are four different types of clay that potters use: Earthenware clay, Stoneware clay, Ball clay, and Porcelain. All can be used but the end result for each will be different from the others because of its color, texture, and flexibility. In business, it’s no different. To create a culture that will attract and retain the best employees, you must first pick the right people to be a part of the culture. Building diversity is key. Individuals with different backgrounds, life experiences, personal characteristics, skill sets, and viewpoints are necessary to construct a high-performing team.  

Of course, people differences often trigger people problems, so it is important for a manager to choose people who are supportive and collaborative team players, but also results-driven. And it is just as important that the manager provides opportunities for the team to get to know each other’s personality types and work styles. Taking the time to choose the right people and then creating cohesion by helping them to get to know each other to build trust will create a solid foundation for the team. 

Step 2: Center the clay 

Once a potter has chosen the type of clay they will use, it’s time to center it on the potting wheel. This involves getting a ball of clay to evenly distribute across the middle of the potting wheel. It doesn’t sound hard but it’s actually one of the most frustrating parts of preparing the clay. Centering the clay is like aligning employees to the mission and values of the organization, so it’s an essential step. Employees have always wanted to know that what they do at work is important, but for many, this desire is now one of the biggest factors contributing to whether they stay at their job or take their skills elsewhere. Basically, the pandemic caused a shift in how we view work. So much so, that fifty-two percent now say they question the purpose of their day-to-day job. And 92% said the pandemic made them feel life is too short to stay in a job they weren’t passionate about. 

Sadly, when employees feel they have little purpose, they begin to disengage. They care less and so lose the desire to do their job well. This lack of motivation trickles down and causes productivity to suffer. Ultimately, unhappy people create an unhappy workplace culture. A good manager, however, will start during the hiring process to make sure that all team members know just how much their work matters and how it ties in with the mission statement and values of the organization.  

Step 3: Mold the clay

Molding the clay is where the potter works the centered clay on the potting wheel to create the sculpture of their choosing. One aspect of this step is the act of smoothing out the clay with the fingers. This process is like the idea of providing feedback to employees in order to help them become the best that they can be at their jobs. And yet it’s one of the things managers struggle with the most.  

Over two-thirds report that they are uncomfortable with giving feedback to those they manage, especially if it’s negative feedback. But this is hands down the best way to help mold employees into high-performing members of the team. When feedback is given regularly and appropriately, it models a two-way communication loop which decreases office conflict and helps people feel valued and recognized. This is so important that nearly 60% of employees surveyed stated that they would like feedback on a daily or weekly basis — a number that increased to 72% for employees under age 30. Regular feedback (mostly positive!) by management is a necessary component of building a high-performance team.  

3 Steps to Success

A beautiful piece of pottery represents skilled craftsmanship, not unlike the manager of a thriving workplace culture. The potter chooses the right clay and the manager chooses the right people. The potter centers the clay and the manager centers the team by aligning them to the company’s mission and values. And lastly, the potter molds the clay, just as the manager uses feedback to mold the members of the team. All three steps are necessary to create high-performance teams that will sustain the company culture.  

To begin this process, contact us today! We provide a comprehensive continual learning model that achieves results! 

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