Ah, September. The promise of cooler temperatures, the kids back in school, pumpkin-spice everything and a return to routine. For some, normalcy after a busy summer is a relief. But for others, it can be a big challenge after time off and a period of rest and relaxation. This year may be particularly difficult, since many of us were able to enjoy a vacation after a few years of less (or no) travel. Now that Labor Day weekend is over and the first week of September is behind us, how do we battle the “back-to-work blues” and get back into a productive routine?
Your vision of returning to the office and the reality are probably two different things. Vacation is supposed to be rejuvenating and invigorating, but one look at an overflowing inbox can really dim your enthusiasm. And that’s completely natural. The human brain adapts pretty quickly to what is considered “normal.” For those on vacation, that can mean altered sleeping schedules, greater freedom and more food and drink. Here are a few tips to help once it’s back to business as usual:
- Ease back into a normal sleep schedule: We talk about this a lot for kids returning to school, but the same advice holds for adults too. If you were a night owl and sleeping in during your vacation, it can take some time to get back to a normal sleep/wake schedule. Start to dial back your nocturnal habits to get back to your typical bedtime. Your morning self will thank you for it!
- Start slow: For the first few days, tackle the absolutes on your to-do list and leave it at that. Trying to force motivation often backfires and can leave most people in a worse state than when they started. Tiny victories are what many need to work up to tackling larger tasks.
- Incorporate some “vacation” into your life: Did you go for daily walks in nature while away? Did you try an amazing dish you’d like to learn to cook at home? Try a new wine you loved? Experiences shouldn’t be saved just for vacation. Adding them into your home life can help you relive those fun and invigorating moments.
- Give yourself some grace: This may be the most important advice of all. Laundry may sit for an extra few days. It might take you longer to complete tasks. That’s okay. Beating yourself up over not getting back to your typical level of productivity immediately isn’t helpful.
- Talk it out: If you find yourself in a prolonged funk after vacation, talking with a coach can be incredibly beneficial. A coach can offer advice to help you beat the post-vacation blues and come back to work feeling refreshed and motivated. If you often feel unenthusiastic and lack productivity after time off, a coach can help you get to the root causes of why you’re feeling this way and work with you to overcome them.
Vacations are supposed to be a significant boost to our overall health and wellbeing. Yet, so many of us struggle with getting back into the groove of work, life and routine after returning. September doesn’t have to be the cruelest month. If you need help getting motivated after time away from the office, Leah M Joppy and Associates is ready to help. Call us at 301-670-0051 or email firstname.lastname@example.org.
Labor Day weekend is behind us and summer is quickly becoming a memory. It’s back to business as usual, but for many, it can be challenging and downright daunting returning to a normal routine and finding motivation. And with so many workers returning to an in-person office after years of working from home, it can be even more difficult. If you lead a team, you know that September can be a challenging month coming off of vacations and the more relaxed atmosphere of summer. How can you ease your team back into office life? Here are a few tips to help:
- Communicate often: Meeting with returning staff creates structure and allows you to catch up, review priorities and set attainable goals for the coming weeks. However, keep it light and realize that this is more about motivation than piling on tasks.
- Assign some easy-to-accomplish tasks: Create a list of simple, short-term goals for your team to get them back into the swing of things without overwhelming them. This will warm them up for the bigger projects you have planned for the future.
- Plan some team building activities: Something light and fun to look forward to can go a long way towards building motivation after the summer months.
- Lead by example: As a manager, you’re probably struggling a little too (see our previous article on ways to work through it). But you also set the tone and team members feed off your energy. Let them see that you’re excited to get back to work and maybe even share some of your post-vacation productivity tips.
It can be tough motivating a team after the slower paced, vacation-laden routine of summer, but there are a number of ways you can make the transition easier. And you don’t have to do it alone. Leah M Joppy and Associates can work with you to help boost motivation and help build a more enthusiastic, cohesive team. Don’t lose weeks of productivity due to the post-vacation blues. Call us at 301-670-0051 or email email@example.com to learn how we can help.
Here’s a startling number: more than 25 million people quit their jobs in the second half of 2021. It’s why the term “Great Resignation” was born. Of course, not all of these 25 million people were in management roles within their organization, but the “Great Resignation” has certainly impacted leadership positions. Whether managers have chosen to retire or jump ship for green pastures, when the leadership of an organization is impacted, it has a ripple effect that can last for quite a while.
Last month, we looked at why mentorship is so vital in cultivating future leaders. But what about retaining the management team you have in place now? They say that employees don’t leave organizations, they leave their managers. But why do managers resign? What causes someone who has ascended to a leadership position to decide to leave? These are a few of the top reasons:
- They don’t have the resources they need to get their job done: Managers may lack technological tools and support, administrative assistance, flexibility in their schedule, etc.
- They don’t feel supported: Managers can often feel overloaded trying to support everyone else. But who is supporting them? Who do they turn to in times of crisis?
- They feel like they’re being micromanaged: If managers feel like they lack autonomy and their ability to lead is being stifled, it can lead to lack of engagement, doubt in their abilities, anger and stress.
- They lack the training to be as effective a leader as possible: Inadequate leadership training can lead to a host of issues for both managers and team members.
- They don’t see growth: Some managers are content to stay in their role until retirement, while others may want a different path because they are bored and don’t feel challenged.
If you’re having an issue with manager turnover or just want to get a jump on any potential issues before they become a problem, working with a coaching firm like Leah M Joppy and Associates is extremely helpful. We provide a fresh perspective and unbiased approach and work with you to identify current and potential issues. We also provide the training and support needed to make managers feel valued and ready to build a strong, more effective team. Call us at 301-670-0051 or email firstname.lastname@example.org to learn more.
According to a CNB/SurveyMonkey “Happiness Workplace Survey,” about half of workers say they have a mentor at work and having that mentor leads to a higher level of happiness in the workplace. In fact, a whopping 91% of workers who have mentors reported feeling “satisfied” with their jobs. And for those who don’t have a mentor? The numbers drop by double digits.
There’s no doubt that mentorship is a powerful tool. But what are some of the traits that make a great mentor? In our last article, we looked at how a strong mentorship program can benefit an organization. Now, let’s take a deeper look at what’s involved in the mentorship process and some of the fundamentals. That starts with the three “A”s: active listening, availability and analysis.
Here’s a closer look at each:
Strong mentors knows when to stop talking and really listen to what the mentee is saying. They understand how to guide the conversation by asking open-ended, exploratory questions. They also offer quality feedback and often refrain from offering solutions or advice, allowing the mentee to come to their own conclusions and decisions.
Effective mentors make themselves available through both physical availability and emotional availability. Physical availability refers to scheduled sessions where the mentor offers their full attention and concentration. Emotional availability doesn’t mean a shoulder to cry on, but rather the feeling of care and investment that the mentor puts out (body language, active listening, professional conduct, etc).
Effective mentors understand the importance of answering questions and concerns honestly and with diplomacy. In short, they don’t beat around the bush. They know how to help mentees see issues from a different perspective, even if it’s not what they want to hear. That’s why it’s so vital that mentors be up-to-date on current issues and concerns within their industry and know how to modify their analysis based on the latest data.
A great mentor should have a mentees best interest at heart and be able to give quality time and attention to the process. It’s can be a challenging role, but with the right investment and training, a mentor can go from so-so to exceptional. That’s where coaching can be an invaluable asset. Leah M Joppy and Associates can work with you to build a mentorship program within your organization that will not only increase job satisfaction, but will help cultivate a pool of future leaders. Call us at 301-670-0051 or email email@example.com to learn how we can help.
It’s no secret that a strong mentoring program helps separate good organizations from great organizations. Your team members are your greatest asset, but the past few years have challenged even the most engaged and productive employees. Organizations are starting to reexamine their strategies and develop innovative measures to build employees’ skills, improve engagement and cultivate a pool of future leaders. A well-developed and executed mentorship program is a highly effective tool for accomplishing these goals.
Here’s a look at 4 ways mentoring can benefit your organization:
- Develop new managers: It’s essential to grow your potential management pool from within rather than spend more money recruiting from the outside. Mentorship has been shown to increase team members’ confidence, knowledge base and increase the skills needed to succeed for rising managers.
- Retain your high potential employees: According to studies, your high potential employees work 21% harder than their peers and bring 91% more value to the organization. Investing in a mentoring program gives these team members the long-term support they need and encourages them to stay.
- Strengthen your organization’s culture: Committing to the development of your team members pays off with improved engagement, productivity, retention and makes employees feel like you care about their growth. And that leads to a strengthened culture that makes your organization a great place to work!
- Increase knowledge sharing: What happens when people with different ways of thinking and backgrounds come together to share ideas? Increased collaboration, which in turn can lead to increased productivity and innovation. That’s a win-win for both your team members and your organization.
All of this sounds great, but how does your organization get started or improve on what you already have? It’s a big commitment and you want to make sure you’re going to see results. An experienced coach, like Leah M Joppy and Associates, can work with you through every step of the process. We can assess what (if any) mentorship program you currently have in place, make suggestions for changes and build effective mentors that will cultivate future leaders in your organization.
A growth-centric mentorship program is an investment, but it pays off in great dividends. Employee growth inevitably leads to organization growth. Ready to get started? Leah M Joppy and Associates is ready to help. Call us at 301-670-0051 or email firstname.lastname@example.org to learn more.
Change is an inevitable part of life – and especially the workplace. But that doesn’t mean change is easy and that there won’t be challenges when helping team members navigate organizational or executive transitions within a department. That’s where strong leadership from management makes the difference. All too often, departments are so caught up in the upcoming changes that they don’t think enough about their most important asset – their team members. According to a Gartner study, 73% of change-affected employees report experiencing “moderate to high stress levels”. Those suffering change-related stress “perform 5% worse than the average employee”.
Without strong leadership, there can also be some unforeseen consequences for departments when organizational and executive changes are on the horizon. A few of these include:
- Loss in trust
- Decrease in morale
- Increase in rumors and speculation
- Decrease in productivity
As we’ll cover in our next article, transparency and communication are key. A lack of strong communication is cited as one of the top complaints workers have when navigating change within their department. That’s why many departments depend on coaching during these periods. Coaches can work with leaders to develop an effective communication plan, ensure that it’s delivered effectively and make sure employees feel heard during the process.
During periods of change, strong leadership is more important than ever. Effective leaders help team members stay focused during times of transition, maintain productivity and keep morale high. It’s not an easy task, but your leadership team doesn’t have to go it alone. The right partners and resources can help make the transition period successful and positive. Leah M. Joppy and Associates is ready to help departments navigate major changes, while helping managers and their teams thrive! Call us at 301-670-0051 or email us at email@example.com and let’s get started.
It’s often said that we’re living in a VUCA world: Volatile, Uncertain, Complex and Ambiguous. Sometimes it seems like change is the only constant and one major example of that is today’s workplace. Whether it’s a leadership transition or organizational upheaval, managers are expected to help their team members navigate any and all changes and make sure morale and productivity don’t take a hit. It can be a daunting task, to say the least.
People are creatures of habit and routine. Transitioning from the old way of doing things and dealing with new executive leadership or organizational change can be hard on a team. However, if managers are intentional and proactive, it can go a long way towards helping team members navigate through the uncertainty. Here are four essential tips to keep in mind:
- Share The Vision: Team members can better process change when they understand why it’s happening. This is an opportunity to explain the reasoning for the changes and workers’ roles in the transition process. It’s also a time to help workers understand the end goals and opportunities for growth moving forward.
- Communicate Frequently: When it comes to leadership or organizational change, there really is no such thing as too much communication. Team members are probably feeling stressed and vulnerable and communicating relevant information can go a long way towards easing fears and addressing concerns. Consistency is key: managers shouldn’t just have an initial meeting, talk about changes and think they’ve done their job. Continuous follow-up is crucial.
- Be Transparent: A senior leadership or organizational change can shake up team members’ sense of stability. That’s why it’s crucial to be transparent about the information you have. It’s also important to be honest and transparent about the information you don’t Straightforward transparency goes a long way towards building trust and also dispels the gossip and rumor mill.
- Involve Team Members in the Process: Managers need to ask themselves, “what do I need to do in order to get my team members on board and make sure they feel heard?” Listening to their concerns and involving them in the process is one of the best ways to accomplish this. Ask them for their ideas and really listen to their feedback. It can go a long way towards making the entire transition process a lot smoother.
All workers respond differently to change. The key is understanding how employees are reacting to the changes and tailor your response based on their needs. It can be a challenging task, but Leah M Joppy and Associates is ready to provide the support your department needs to move forward. Call us at 301-670-0051 or email us at firstname.lastname@example.org
Leadership has gone through some major changes over the past few years. Overseeing teams with a work-from-home or hybrid model, as well as building an engaged team after the challenges of the pandemic are just a couple of the challenges today’s managers face. It can be difficult for the most seasoned leader, but what about those who are new to a management role? It can feel like being stuck in the middle of the woods without a compass!
New managers are often hesitant to ask for help or support. After all, if you’ve been promoted into the role, you must be able to figure out how to get it all done. Going it alone is one of the biggest mistakes a new manager can make. That’s why working with a coach can help in so many ways. Here’s a look at 3 big areas:
- Learn how to develop a leader’s mindset: Managers are expected to coach, engage, motivate and manage conflict. It’s a tall order, especially for someone new to the role. A coach can help you navigate the do’s and don’ts of management and develop leadership skills that will inspire your team.
- Increase confidence: One minute you were colleagues with your team members. Now, there’s a new power dynamic and you’re the one in charge. The whole situation can cause self-doubt for many new managers. Working with a coach can help you identify your innate leadership skills, as well as areas that can use improvement. Emotional intelligence is a big part of the job and an area where a coach can really work with you and make you shine!
- Help alleviate stress and anxiety: Being a new manager can feel isolating and decrease your sense of well-being and job satisfaction. A coach can help you feel less alone, be a sounding board for frustrations and help you find balance in your new role.
While some people are born leaders and managers, there’s a learning curve for most of us. But, it’s nothing you can’t handle with the right support and person in your corner. Leah M. Joppy and Associates is ready to help you take on your new management role and help you and your team thrive! Call us at 301-670-0051 or email us at email@example.com and let’s get started.
If you’ve recently been promoted to a management role, it can sometimes feel like you’re jumping out of a plane without a parachute. Navigating your new role can feel daunting. Perhaps you feel like you’re in over your head and experiencing self-doubt. Maybe you’re having difficulty with time management with so many meetings eating up your time. Or are you trying to figure out your relationships with your former peers who are now reporting to you? It can all add up to a lot of stress and feelings of isolation.
If you’re new to a management role, where do you start? Here are a few do’s and don’ts to keep in mind:
- Do learn how to delegate: If you’re used to doing it all yourself, management can be a difficult transition. But trying to do everything on your own or micromanaging your team not only leads to burnout for you, but frustration and lowered morale for your employees. Get to know your team and their individual strengths and interests.
- Do think about your team’s success: It’s not just about you anymore. When your team is successful, you’re successful. Remember to put the common good first.
- Do ask for help and support: Going it alone is a recipe for frustration and unhappiness, which your team is sure to pick up on. In our last article, we discussed why working with a coach is so vital for new managers. You don’t have to scale the learning curve by yourself!
- Do remember to be encouraging: Finding ways to thank your team for a job well-done goes a long way. So much of new management involves interpersonal skills, not technical. Now’s the time to hone those soft skills that go far in creating a cohesive team.
- Don’t avoid conflict: No one likes to deal with conflict, but it’s a part of a manager’s job. Avoiding or ignoring it will only make it worse. Managers play a vital role in fostering a safe and productive environment for everyone.
- Don’t dive in head first: It’s tempting to over-promise or reorganize everything right away. However, it’s a good idea to take the time to understand your department and individual team members before making major changes.
Often, new managers were promoted into the role because they were self-starters, motivated and able to accomplish tasks quickly and of the highest quality. Now, it’s the new manager’s role to help others perform to that same level. Most new managers experience struggles in their new position, often because they feel like they need to figure out everything on their own. That’s where working with a coach, like Leah M Joppy and Associates, can help. We’re ready to help new managers navigate the waters and not only survive, but thrive. Call us at 301-670-0051 or email us at firstname.lastname@example.org
The past few years have brought so many anxiety-producing unknowns into our lives that it’s becoming difficult to remember when we weren’t dealing with these stressors. Now, it’s like we can see some light at the end of the tunnel and can finally begin to get a sense of normalcy into our lives, but we still have an uphill battle ahead of us. For many, it’s causing frustration and confusion and adding to an already anxious situation.
By now, you’ve probably heard the phrase, “you can’t control events, but you can control how you respond to them.” Easier said than done, right? How do you get started when you’re already feeling overwhelmed? Working with a coach helps you build strategies to deal with the stressors of whatever life is throwing at you right now, whether it’s anxiety over waiting for the vaccine, job challenges or uncertainty about the future. Here are some examples of what a coach can teach you:
- How to increase your emotional resilience.
- How to shift yourself out of anxiety and into a more proactive mental state.
- How to effectively handle situations that are out of your control.
- How to deal with both the mental and physical reactions of anxiety.
Often, having a strong listener on your side and ready to help can make a huge difference. A coach can provide you with mental exercises to turn to during stressful events, help you track your progress, hold you accountable for your goals and provide needed social support.
Anxiety focuses on what can go wrong, while hope focuses on what can go right and opportunities despite present circumstances. If you’re looking for someone to help with your anxiety during this difficult time, Leah M Joppy and Associates is ready to help. You don’t have to deal with this this alone. Call us at 301-670-0051 or email email@example.com to learn more.