Each day when I go for my walk, I see this sign:
It makes me stop and think, “We really are all in this together, aren’t we?” None of us want our friends and neighbors to get sick, or worse, to die. We all want what is best for all of us, don’t we?
I encourage you on this Fourth of July to consider the many values, beliefs, and hopes that we have which unite us as a nation and as a community.
We are indeed, all in this together. Happy Fourth of July!
I remember being in organizations (physically present, I mean!) and hearing that question. It meant… I want to talk to you briefly about something. It’s not a big deal. It won’t take an hour, so we don’t need a formal meeting.
It was a way, pre-Covid, to talk informally. Even if the “stop by” didn’t happen that day, the two colleagues knew that something needed a bit of discussion and more effort was made to connect.
While I have always known that those informal conversations were important, during this pandemic I am learning just how important. During coaching calls I hear, “I haven’t talked to him about it. It’s not important enough for a meeting. It’s not that big of a deal.” And yet, it is.
Here are some suggestions for how you and your colleagues can have more informal discussions, before issues escalate, as office workers continue to work remotely:
- Use Slack or other messaging tools in your business.
- Use the telephone and establish processes for using the phone without impeding on personal lives.
- Change the default on your video conferencing. Do you always need an hour? Will 10 or 15 minutes do?
- Schedule daily check-ins of 15 minutes with your direct reports.
What are some ways you and your colleagues are staying connected?
As part of the partnership review process with my client Don, I just reviewed his 360 degree feedback with him. To put it mildly, Don needs to delegate more and delegate better. Don is a senior leader and here are some of the ways that improved delegation would be beneficial to his law firm and to him:
- Don is a champion at getting new business. If he delegated more, he would be able to concentrate on business development. This would likely double or even triple the business coming into the firm.
- If Don leaves or gets sick, the firm will actually be in peril. The organization is truly too dependent on him. While his ego may like this dependency, the security of the entire firm depends on others knowing how to do the work and do it well.
- Don’s micromanaging is limiting for the people who work there. They feel that they need to leave in order to progress in their field. When employees feel like they can no longer grow, they eventually find other jobs.
- Don is squelching new ideas that would otherwise enhance the business.
- Don complains often that he is overworked and he sighs a lot, which impacts the morale of those around him.
If you have been told that you are a micromanager or that you need to delegate more, here’s what you can do:
- Create a development plan for the people on your team. Include completion of a specific project, from beginning to end, on the plan.
- Take vacations and unplug completely. Allow other employees to complete the work without your input. Force yourself to trust others.
- Work with a coach to understand your own motivations related to work.
- Read What Got You Here Won’t Get You There by Marshall Goldsmith.
Do you have other ideas that have worked well in your organization?