#153 Like a Boss Part 2: How to Hire and Lead Your Team Professionally
Conflict resolution is a big part of leading your team professionally.
When you do this right, you breed a culture of accountability, trust, and support.
But when you get this wrong, you can create a culture or blame, miscommunication, and resentment.
This is why I’m so happy to say Hilary Halstead Scott from Halstead Bead is sharing her advice on balancing availability and independence to build a positive work environment!
The strongest teams are built with people who have different skill sets and perspectives.
This means you have to remember, only you have your brain!
No matter how talented an employee is, they’re going to need training and guidance before they can do something on their own.
As managers, we underestimate how long it takes for someone else to understand a new process or responsibility.
So this episode is really focusing on how to empower your team to use their skills the way that’s most productive for them, while still hitting their deliverables.
This is such a great episode, I learned a lot from Hilary, I know you will, too!
Click here to download the show notes
Schedule Regular Reviews
During your regularly scheduled reviews, consider bringing up opportunities for them to grow professionally. Maybe you have an idea for a continuing education course, a conference, or some certification they can do to expand their skill set.
The best time to bring up big wins or mistakes is during the review, not in the moment. This is why it’s so important to have them regularly, otherwise, your employees will be afraid every time you schedule a “review” with them!
Make Weekly Notes
Wait to give feedback on things that went wrong until your scheduled review. In the moment feedback can be difficult, poorly received, and emotionally charged. If you give yourself time to reflect, your feedback is more impactful to both you and your employee.
So try jotting things down as they come up. Keep a notebook or file for each employee and make notes each week so you remember the good and the bad during your reviews.
Understand Your Employees Perspective
When things go wrong, start by asking questions instead of drilling into them. Your team members are there to support you and want to do a good job. If you come into the scenario angry, they never have the opportunity to explain what happened without being defensive.
Remember, this isn’t a personal commentary. You’re talking about skills and deliverables. What you received compared to what you expected. Make sure to keep this a professional discussion.
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