"Transforming Unproductive Time into Productive Moments: Tips and Tricks"

There are several things you can do to make your unproductive time more productive:

Identify the cause of your unproductive time: Before you can start working on improving your productivity, you need to figure out what's causing your unproductive time. Are you tired, bored, or feeling overwhelmed? Once you know the cause, you can take steps to address it.

Prioritize your tasks: Make a list of the tasks you need to complete, and prioritize them based on their importance and urgency. This will help you focus on the most important tasks first and make the most of your time.

Set specific goals: Instead of just trying to be more productive, set specific goals for what you want to accomplish during your unproductive time. For example, if you have an hour of free time, set a goal to read a chapter of a book or complete a certain number of work-related tasks.

Take breaks: It may seem counterintuitive, but taking regular breaks can actually help improve your productivity. When you're feeling unproductive, take a short break to recharge your batteries and come back to your work refreshed.

Use technology to your advantage: There are many productivity apps and tools available that can help you stay focused and organized. Try using a task management app or a time-tracking tool to help you stay on track.

Get organized: A cluttered workspace or disorganized schedule can make it hard to be productive. Take some time to organize your workspace and schedule, and you may find that you're able to get more done in less time.

Remember that everyone has unproductive time from time to time. The key is to recognize when you're feeling unproductive and take steps to turn that time into something more productive.

Campa Cola is back

 

33% cheaper. New logo. Telugu push. IPL advantage!

Reliance’s Campa is thundering like ThumsUp ⚡⚡⚡

Here are the specifics that people missed about the Campa relaunch, and its impact 👇

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To start with, Campa has been launched in the Telugu-speaking markets first.

Cuz, these are India’s biggest market for soft drinks. Reliance Retail wants to go all-in & conquer these 💪💪

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For this, it has played 3 main cards so far.

🥤Launching Campa at up to 33% lower price

🥤Replacing the old logo with a fresh new identity

🥤Timing the launch to match & catch with IPL frenzy

Let’s break down all 3, one by one 👇

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Price points - Campa vs Coca-Cola:

200ml: Rs 10 vs 15 : 33%🫰🫰🫰

500ml: Rs 20 vs 26 : 23%🫰🫰

600ml: Rs 25 vs 32 : 22%🫰🫰

1000ml: Rs 40 vs 45 : 12%🫰

2000ml: Rs 80 vs 95 : 16%🫰

(Note: Coca-Cola’s prices from Swiggy Instamart, with a location set as Hyd’s Begumpet)

Those prices are superbad for The Coca-Cola Company & PepsiCo to compete with:

🥤They necessitate price cuts

🥤Cuz as no marketing can justify a 20-33% premium!

🥤And, a price cut will be a medium/long-term irreversible decision

🥤It will hurt the bottom & topline. Especially in inflationary times

Coca-Cola has already gotten into the action.

It has slashed the price of 200ml glass bottle to match Campa in Telangana, Maharashtra & MP. The renewed Campa is yet to even launch in Maharashtra & MP 😅

Coca-Cola has gone on the offensive, so Campa wouldn’t be able to use price as a differentiator.

Also, as per a recent ET report, Coca-Cola & PepsiCo have also stepped-up trade discounts, promotions & marketing.

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Moving on, Reliance has smartly chosen to dump the older logo for a new one.

🥤The ones who loved the old brand are in their 40s & 50s today
🥤The consuming class of today was not even born when Campa was a household name

Reliance is trying to position Campa as the newest drink in the town, & not an old one attempting a comeback.

And it makes sense. But, how to market it all?

Comes-in the IPL 🙌

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Cola sales during IPL match the sales during peak summers. And IPL is set to go live in 2 weeks now.

With Reliance’s JioCinema broadcasting it for free, there is no doubt Campa’s advertising will be all over the screen.

And that’s the ultimate marketing & branding push ⚡⚡

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It has always been PepsiCo & Coca-Cola challenging local brands in India. It’s interesting to see the tables turn.

As The Undertaker once told Kane at Wrestlemania XIV:

“Expect no Mercy!” 🔥🔥

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Also, it’s a big threat for VARUN BEVERAGES LIMITED 😅

It's PepsiCo’s largest manufacturer & distributor in India & has delivered multi-bagger returns.

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#Jio #Campa #Reliance #CocaCola #Pepsi #PepsiCo #ThumsUp #Stocks #ColaWars #IndianStocks #StockMarkets #IPL
Reliance Industries Limited

source: Jayant Mundhra - Linkedin 

𝗪𝗵𝗮𝘁 𝗶𝘀 𝗦𝗲𝗿𝘃𝗮𝗻𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽?

 𝗪𝗵𝗮𝘁 𝗶𝘀 𝗦𝗲𝗿𝘃𝗮𝗻𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽?

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🔷Servant Leadership is a leadership style — or some would argue is more of a way of being — that prioritizes the #growth, #wellbeing, and #empowerment of team members. It aims to foster an inclusive environment that enables everyone in the organization to thrive as their authentic self.

👉Benefits of Servant Leadership:

1️⃣ Stronger teams — Increases collaboration, leads to productive behavior, instills harmony, and builds stronger teams.

2️⃣ Conducive working environment — Interactions are more constructive and there is less competition to impress the leader through selfish political squabbles.

3️⃣ Alignment of personal and professional goals — The support and encouragement of personal and professional development from a servant leader allow team members to align their personal and professional objectives to organizational goals.

4️⃣ Improved organizational agility — Teams that receive support from their leaders are more flexible in the face of a changing environment delivering an agile organization.

5️⃣ Leadership training — By working alongside their servant leaders, team members learn to take responsibility and ownership accelerating their leadership capabilities.

6️⃣ Team member motivation — Servant leadership improves team member motivation, which inspires the courage to be more creative and innovative.

7️⃣ People-oriented corporate culture — The philosophy strengthens and develops a people-oriented corporate culture.

8️⃣ Decreases team member turnover — Empowered team members will be encouraged to stay in a company or organization and continue working towards achieving the organization’s objectives.

9️⃣ Commitment to team growth — The servant leader should help each team member reach their potential, both personally and professionally. But, if you have had to lay people off, it could even mean continuing to support your team member until they have found new employment.

🔟 Building Community — Building great team spirit and a sense of everyone being in it together, by:

·        Leading with integrity

·        Organizing social events and activities outside of the office.

·        Practicing Management by Wandering Around (MBWA).

💡KEY POINT: You do not need to hold formal power, or be the boss, to be a servant leader. You can behave as a servant leader while being part of a team and still contribute towards all the benefits listed above!

𝗧𝗵𝗲 𝗦𝘁𝗮𝗴𝗲𝘀 𝗼𝗳 𝗖𝗵𝗮𝗻𝗴𝗲

 𝗧𝗵𝗲 𝗦𝘁𝗮𝗴𝗲𝘀 𝗼𝗳 𝗖𝗵𝗮𝗻𝗴𝗲

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🔷In her book, "The Perfectionist's Guide to Losing Control," Katherine Morgan Schafler states that "most people operate under the dysfunctional assumption that change is a one-step process."

🔷That statement probably rings very true for anyone who has tried unsuccessfully to make a change in their life or even to break an old habit. Change, more often than not, is complicated and there are a few stages to move through to make a change stick. First, there are steps to plan out before taking action toward a change, and then there is maintaining that change (usually what trips people up).

🔷One model to consider is the Five Stages of Change behavior model, originally developed by Prochaska & DiClemente in the 1970s to understand better how smokers might give up their cigarette addiction. The model is based on the assumption that behavioral change does not take place in one step or at one time but is instead a process involving progress through a series of distinct, predictable stages:

1️⃣Precontemplation (not ready)

At this point, you don't know you want to make a change and don't see yourself doing so in the foreseeable future. You're unaware of how your actions impact your life and are more concentrated on "collecting experiences."

If you're already looking to make a change, you might have already passed the stage.

2️⃣Contemplation (getting ready)

Here, you start having repeating thoughts about your experiences and what's working for you and what isn't. You might be noticing the pros and cons of specific habits. But you still need to feel the call to action.

3️⃣Preparation (ready)

By this stage, you've decided you want to change, and you're gathering material and information to help you facilitate that change.

4️⃣Action

This marks the beginning of behavioral changes and is the stage you associate with change because it's the most visible.

"If you've made it all the way to this stage, it takes a whole hell of a lot of mental energy, time, reflection, work, and emotional risk," Schafler writes. "No matter what happens next, you have much to be proud of."

5️⃣Maintenance

This stage is "crucial and often overlooked," Schafler writes. However, making the change is only the beginning of the journey. Now, you have to sustain the habit.

💫With any change, relapse or regression is a possibility. But it is essential to remind yourself that 𝙧𝙚𝙜𝙧𝙚𝙨𝙨𝙞𝙤𝙣 𝙞𝙨 𝙣𝙤𝙩 𝙛𝙖𝙞𝙡𝙪𝙧𝙚!

Surround yourself with a support system that encourages you to keep going when you slip up with whatever change you want to make in your life!

🌟Change takes time, and there will likely be hiccups along the way. It's ok! Identify what may have taken you off course, learn from it, make adjustments, and keep at it! 

Source: Linkedin Chris Kelley

About Vijaypat Singhania

Vijaypat Singhania is a prominent Indian businessman and entrepreneur, who is best known for his role in transforming Raymond Group, a textile company, into a conglomerate. In this case study, we will take a closer look at Vijaypat Singhania's life, career, and achievements.

Early Life and Education:

Vijaypat Singhania was born on October 30, 1935, in Kanpur, India. His father, Lala Kailashpat Singhania, was the founder of the JK Organization, a conglomerate that is now involved in industries such as cement, paper, and tire manufacturing. Vijaypat Singhania completed his early education in Kanpur and later went to the United States to study at the University of California, Los Angeles (UCLA), where he obtained a degree in Commerce.

Career:

After completing his education, Vijaypat Singhania returned to India to join the family business, JK Group. In 1965, he joined Raymond Group, a textile company founded by his father-in-law, Lala Juggilal Singhania. At the time, Raymond was a small textile company with an annual turnover of around INR 10 million.

Under Vijaypat Singhania's leadership, Raymond Group grew rapidly, diversifying into new areas such as engineering, aviation, and real estate. In 1990, the company entered the ready-made garment industry with the launch of its Park Avenue brand. Today, Raymond Group is one of the largest textile and clothing companies in India, with a turnover of over INR 70 billion.

Vijaypat Singhania is also credited with pioneering the concept of brand licensing in India. In the 1980s, he licensed the Raymond brand to other companies for use in products such as sunglasses, watches, and leather goods.

In addition to his business interests, Vijaypat Singhania has been actively involved in various social and cultural initiatives. He has served as the President of the FICCI (Federation of Indian Chambers of Commerce and Industry) and has been associated with organizations such as the National Museum, the Nehru Center, and the Indian Institute of Technology, Mumbai.

Controversies:

Despite his many achievements, Vijaypat Singhania's career has also been marred by several controversies. In 2018, he filed a legal suit against his son, Gautam Singhania, accusing him of illegally taking control of the Raymond Group. The dispute centered around the ownership of a duplex apartment in Mumbai's JK House, which Vijaypat Singhania claimed was owned by the family and not by the company.

The legal battle between father and son has been ongoing, with both parties accusing each other of various financial improprieties. The dispute has also raised questions about the future of Raymond Group, which has been struggling in recent years due to increasing competition and changing consumer preferences.

Conclusion:

Vijaypat Singhania is a visionary entrepreneur and a leading figure in India's business world. His contributions to the growth and diversification of Raymond Group have been significant, and he has played a key role in shaping India's textile and clothing industry. However, his career has also been marked by controversy and family disputes, which have overshadowed his many achievements.

𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗖𝘂𝗹𝘁𝘂𝗿𝗲𝘀 𝗮𝗻𝗱 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝗙𝗹𝗼𝘄

 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗖𝘂𝗹𝘁𝘂𝗿𝗲𝘀 𝗮𝗻𝗱 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝗙𝗹𝗼𝘄

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✳Treating “learning” in a working environment as only occurring in a separate and formal setting diminishes the importance of learning during the flow of work.

✳While more structured and formal learning facilitated by a subject matter expert has its place and significance in the continuum of learning, education, and career development, successful and resilient organizations also acknowledge the informal learning interactions and exchanges which occur throughout routine work.

✳Moreover, they foster a culture of learning by empowering further collaboration and creating learning opportunities.

🔷In their article, “How to Help Your Team Learn in the Flow of Work”, Helen Tupper and Sarah Ellis explain that when individuals, teams, and organizations find their learning flow, it becomes so embedded into daily routines and rituals that it’s no longer labelled as “learning,” and instead becomes an integral part of how work happens.

🔷Tupper and Ellis also recommend these three principles to keep in mind when creating a culture of learning in flow:

𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝘀 𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲𝗱.

Whereas we used to go to work to learn to do a job, learning now is the job. It’s not something that should be scheduled for an hour each week or a day each month. The priority is to increase the learning people gain from the meetings, projects, and tasks that are already part of their jobs.

𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝘀 𝗮𝗰𝘁𝗶𝘃𝗲.

Waiting or hoping for learning to come our way is the opposite of learning in flow. Instead, a proactive mindset and skillset is a must-have for learning in flow to take place. For learning in flow to become a reality, it requires continual and consistent actions by individuals and teams.

𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝘀 𝗿𝗼𝘂𝘁𝗶𝗻𝗲.

When learning in flow is effective, it becomes embedded into the rhythms, routines, and rituals of the way people work. Learning isn’t owned by any one person — it’s a collective responsibility and part of a team’s culture. It shows up in the language that’s used and the way people work together.

🌟Learning at work is fundamental to our roles and our resilience. If learning is always an add-on, the risk is that it never gets done. Learning in the flow of our work means it becomes part of our conversations and our culture, and small changes to how we approach what we’re already doing can make a big difference to our development.

Source: Linkedin Chris Kelley

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗜𝘀𝗻’𝘁 𝗔𝗯𝗼𝘂𝘁 𝗬𝗼𝘂𝗿 𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗜𝘀𝗻’𝘁 𝗔𝗯𝗼𝘂𝘁 𝗬𝗼𝘂𝗿 𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲

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‼️You don’t need to be the boss to be a leader!

🔷To become an influential person at work, we’re often told we must rise through the ranks or collect a series of fancy credentials. But this is a big misconception!

🔷Most people don’t identify as a “leader” unless it’s written into their role, even though leadership is a skill and behavior, not a title. The best leaders don’t wait for a promotion to step up. Instead, they begin practicing long before then.

🔷In its purest form, leadership at work is the ability and desire to accept responsibility for your career. It involves having a vision that benefits not just yourself but your organization and colleagues. In addition, leaders are skillful at influencing others to believe in that vision and gaining followers to help them make an impact.

🔷Becoming an influential leader begins with shifting your perspective and mindset. While it’s natural to think of yourself first — analyzing what you’ll gain from a circumstance, job, or relationship — strong leaders know that their level of success is directly proportional to the value they add to their team or organization and the number of people they impact as a result.

👇Here are three actions you can take to hone your leadership skills right now and become a highly respected and influential team member:

1️⃣𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝘆𝗼𝘂𝗿 𝗲𝘅𝗶𝘀𝘁𝗶𝗻𝗴 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀.

Start by asking yourself: Which tasks at work feel most energizing and natural to you? Which projects do you excel at and enjoy? What unique perspective do you bring to the table? Your strengths, identity, and interests are what set you apart. The more you understand yourself, the more you’ll be able to carry yourself with the confidence of a leader.

2️⃣𝗗𝗲𝘃𝗼𝘁𝗲 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗱𝗮𝗶𝗹𝘆 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁.

Improving your skills will help you expand your impact and influence. For example, your organization may value leaders who can back up their ideas with hard data and insights or project empathy, curiosity, and compassion. Whatever it is, take note and prioritize developing those skills and projecting growth daily.

3️⃣𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝘄𝗶𝘁𝗵 𝗽𝗲𝗼𝗽𝗹𝗲.

Whether you’re an introvert or an extrovert (or somewhere in between), you can establish meaningful relationships that are key to building influence on your team. Commit to being vulnerable, authentic, and empathetic in your interactions with your colleagues.

🌟Being an influential leader has nothing to do with your title or where you rank in the organization!

🌟The more you can add value and influence others, the better your career trajectory will be, as will your impact. Committing to personal growth, embracing your unique skills, and connecting with others on a deeper level will help you get to where you want to go.

Source: Linkedin Chris Kelley

𝗛𝗼𝘄 𝗔𝗿𝗲 𝗬𝗼𝘂 𝗮𝘁 𝗥𝗲𝗰𝗲𝗶𝘃𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗹𝗶𝗺𝗲𝗻𝘁𝘀?

 𝗛𝗼𝘄 𝗔𝗿𝗲 𝗬𝗼𝘂 𝗮𝘁 𝗥𝗲𝗰𝗲𝗶𝘃𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗹𝗶𝗺𝗲𝗻𝘁𝘀?

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🔷Early in life, especially early in my career, I had difficulty accepting compliments.

 

🔷For example, after some successful task or project, a boss or colleague may have told me what a great job I did on whatever we were working on. I usually shook them off through some self-effacing comment which I perceived as being humble, or I would quickly change the subject as these situations made me uncomfortable.

 

💡It wasn't until mid-way through my career that a wise mentor of mine noticed my behavior and explained that what I was doing was not viewed as being humble but more than likely came across as false humility. Moreover, the situation I so desperately tried to get myself out of, now probably made the person who extended the compliment feel confused as I just negated their offering of support.

 

🌟I learned that I may be doing more harm than good whenever I downplay or reject a compliment. A compliment is, after all, a kind of gift, and turning down a gift insults the person giving it, suggesting that you don't value them as highly as they value you.

 

👇Here are a few tips that I have learned along the way that assist with healthily receiving compliments and ensures the offeror of a compliment walks away feeling good about the interaction:

 

𝗕𝗲 𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝘃𝗲: While receiving a compliment, simply listen to every word they say and try to understand the meaning. 

 

𝗞𝗲𝗲𝗽 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗥𝗲𝗹𝗮𝘅𝗲𝗱: It will make you, as well as others, feel better.

 

𝗦𝗺𝗶𝗹𝗲: A smile is our best feature! Always receive a compliment with a gracious smile!

 

𝗕𝗲 𝗠𝗶𝗻𝗱𝗳𝘂𝗹 𝗼𝗳 𝗬𝗼𝘂𝗿 𝗡𝗼𝗻𝘃𝗲𝗿𝗯𝗮𝗹 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿: Watch your body language as you accept the compliment. Avoid crossed arms, downcast eyes, or overly-casual postures that can send a wrong message or indicate disinterest.

 

𝗔𝗰𝗰𝗲𝗽𝘁𝗮𝗻𝗰𝗲: Believe when someone compliments you! Arguing or denial might end in insulting or hurting the giver’s feelings. It may sound like you are contradicting them, or they don't have a decent judgment. Simply accept and believe when somebody praises you!

 

𝗠𝗮𝗴𝗶𝗰 𝗪𝗼𝗿𝗱𝘀: Magic words always work in any situation. Always follow compliments with magic words like 'Happy to know that,' 'That really means a lot,' 'Thank you,' 'I am happy that you simply noticed, ''Good to listen to this,' etc.

 

💫I still sometimes catch myself resorting to self-deprecating humor when receiving a compliment. Hard habit to break! Still, I usually remember these tips quickly to ensure I appreciate the moment and don't ruin the kind actions of others!

 

💫Additionally, I try to offer the same sage advice my mentor gave me all those years ago when I observe a colleague, team member, or mentee routinely making the same mistake I made!

 

💫And I find that once comfortable with receiving compliments, we are more encouraged to GIVE more compliments to others!

𝗦𝗵𝗼𝘄 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺 𝗠𝗲𝗺𝗯𝗲𝗿𝘀 𝗛𝗼𝘄 𝗠𝘂𝗰𝗵 𝗬𝗼𝘂 𝗩𝗮𝗹𝘂𝗲 𝗧𝗵𝗲𝗺

 𝗦𝗵𝗼𝘄 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺 𝗠𝗲𝗺𝗯𝗲𝗿𝘀 𝗛𝗼𝘄 𝗠𝘂𝗰𝗵 𝗬𝗼𝘂 𝗩𝗮𝗹𝘂𝗲 𝗧𝗵𝗲𝗺

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‼️If you want to lead a team of engaged, productive, and inspired people — people who do great work and stick around — then show them they’re valued!

🌟When people feel valued, they feel connected, confident, and cared about.

❓As a leader, new or seasoned, what steps can you take to recognize and honor this need?

👇Here are a few tips:

✅ 𝗚𝗲𝘁 𝘁𝗼 𝗿𝗲𝗮𝗹𝗹𝘆 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲. Dig deeper into your relationship with each member. When you take the time to know the people you lead, you can personalize your management approach and, in doing so, show your team members that you value them — both as a group and as individuals.

✅ 𝗠𝗮𝗸𝗲 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁𝗮𝗹 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝗮 𝗵𝗮𝗯𝗶𝘁. Asking people about their goals, motivations, and what excites them is not something that you do just once. By having these conversations on a regular cadence, you show them that you are invested in their growth.

✅ 𝗧𝗲𝗹𝗹, 𝗯𝘂𝘁 𝗮𝗹𝘀𝗼 𝘀𝗵𝗼𝘄. Showing your team members that you value them by backing your words with action and advocating for them is critical. This means when you say you are going to do something — whether it’s advocating for them in public or behind closed doors— you do it.

✅ 𝗚𝗶𝘃𝗲 𝗴𝗲𝗻𝗲𝗿𝗼𝘂𝘀𝗹𝘆. When people receive recognition only a few times a year from a manager, they are five times more likely to be disengaged. Recognize your team members — publicly and privately — and do it often! In your one-on-one meetings, make it a habit to acknowledge at least one thing they should be proud of that month (or week).

🔆 Ensuring your team members feel important and valued will help them, you and the organization reach their goals. Don’t let this slip through the cracks!

💫As a leader, this should be a top priority!

❓What other ways can you show team members you value them?

Source: Linkedin Chris Kelley

𝗗𝗼 𝗬𝗼𝘂 '𝗚𝗶𝘃𝗲 𝗕𝗮𝗰𝗸' 𝘁𝗼 𝗬𝗼𝘂𝗿 𝗠𝗲𝗻𝘁𝗼𝗿?

 

𝗗𝗼 𝗬𝗼𝘂 '𝗚𝗶𝘃𝗲 𝗕𝗮𝗰𝗸' 𝘁𝗼 𝗬𝗼𝘂𝗿 𝗠𝗲𝗻𝘁𝗼𝗿?

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⏳Mentors invest their time in you.

❓How can you 'give back' to make sure their investment is worthwhile?

🔷While most mentees share updates on their progress and show gratitude for the mentor's advice, the one way to give back to your mentor — probably done to a lesser degree — is to provide feedback on how they are doing as a mentor.

🔷Most of my mentors usually ask what they can do better to elevate their mentorship abilities. This request for feedback is something that I have adopted over the years when I am mentoring others to improve my own ability to provide value.

👇Here are three simple ways to reciprocate in a relationship with a mentor:

✔𝗞𝗲𝗲𝗽 𝘆𝗼𝘂𝗿 𝗺𝗲𝗻𝘁𝗼𝗿 𝗶𝗻𝗳𝗼𝗿𝗺𝗲𝗱. Mentors enjoy being a part of your development. When you excel, they feel rewarded. So, make an intentional effort to reach out to them regularly — once a month, every quarter, or whenever you achieve a big goal — to tell them what's happening in your life and career.

✔𝗘𝘅𝗽𝗿𝗲𝘀𝘀 𝗴𝗿𝗮𝘁𝗶𝘁𝘂𝗱𝗲. One thoughtful way to show your mentor gratitude is through a handwritten note. It should capture the specifics: the situation you were struggling with, the advice or benefits your mentor provided, and the resulting impacts on you and your life or career. This simple act can strengthen your relationship with your mentor and might even encourage them to mentor others in the future.

✔𝗚𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. Your mentor may be your senior, but they're still learning — just like you. Thoughtful feedback is one of the most valuable things you can offer (not just once, but habitually). This can be intimidating and requires your mentor to be willing to receive feedback. You can help establish these parameters early in the relationship by providing honest and succinct feedback in a follow-up email after a meeting or call.

🌟Mentors not only share their time, energy, and experience to help their mentees achieve personal and professional goals but also to make a difference in the grander sense. You, as a mentee, are that mechanism for them to feel that their efforts are contributing to the greater good.

🌟Instead of viewing the relationship as only receiving from your mentor, recognize that the interaction is mutually beneficial! 'Give back' to your mentors whenever possible to further promote investment in others!

❓What other ways have you given back to mentors or thoughtful ways a mentee has given to you?

Source: Linkedin Chris Kelley

Empowering Your Team: Strategies for Supporting Member Asks in the Next Meeting

 𝗡𝗲𝘅𝘁 𝗧𝗶𝗺𝗲 𝗮 𝗧𝗲𝗮𝗺 𝗠𝗲𝗺𝗯𝗲𝗿 𝗔𝘀𝗸𝘀 𝗳𝗼𝗿 𝗛𝗲𝗹𝗽, 𝗔𝘀𝗸 𝗧𝗵𝗲𝘀𝗲 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀

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❓When a team member asks you for help, how can you walk the tightrope between micromanaging (doing the work for them) and under-leading (failing to give enough guidance)?

❌Micromanaging receives much attention, but under-leading or under-managing can have just as harmful effects and results.

🌟Leading is about building people with the competence and confidence to address problems, the resilience to overcome challenges and the trust that they will come to you when they are truly stuck and need help.

❌Telling them ‘what’ to do and ‘how’ to do it doesn’t usually develop those needed problem-solving skills to tackle difficulties that will undoubtedly arise in the future. But neither does NOT provide any assistance or guidance, as is common with most under-leading/managing types who typically want to avoid conflict or hold their teams accountable to remain popular and well-liked by their team.

💡Developing others and preparing them to face problems involves shifting their mindset to owning the problem and the plan to address it. Leaders shape the environment and cultivate the relationship, so that team members know you trust and support them as they work on whatever situation they are up against.

💡If you want a team member or a direct report to own their plan truly, they need to come up with their next steps—with your support. Striking this balance is all about asking great questions.

👇Here are a few questions to help support:

❓Get specific: “What are you planning to do next?”

❓Get positive: “What’s already working for you in this process?”

❓Get resourceful: “What else do you need to move forward?”

❓Get collaborative: “Who else do you need to talk with/work with/align with?”

❓Get tracking: “How will you measure progress?”

💫These questions may take time and effort to answer. If you understand that they need more of a directive approach, you can help by working through the questions with them.

💫Over time, team members will start asking themselves the right questions and will find the right answers on their own! This doesn’t mean disengaging, though! Instead, stay in contact with your team member, offer support if needed, and watch how they flourish with newfound skills and confidence!

𝗛𝗼𝘄 𝗗𝗼 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗘𝗮𝗿𝗻 𝗧𝗲𝗮𝗺 𝗠𝗲𝗺𝗯𝗲𝗿 𝗟𝗼𝘆𝗮𝗹𝘁𝘆?

 𝗛𝗼𝘄 𝗗𝗼 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗘𝗮𝗿𝗻 𝗧𝗲𝗮𝗺 𝗠𝗲𝗺𝗯𝗲𝗿 𝗟𝗼𝘆𝗮𝗹𝘁𝘆?

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🔷Lasting relationships aren’t merely achieved through compensation and material perks; they’re nurtured by human connection.

🔷Team members’ decisions to stay in a job primarily come from a sense of belonging, feeling valued by their leaders, and having caring and trusting colleagues.

❌Conversely, team members are likelier to quit when their work relationships are merely transactional.

❓So, how do leaders foster more meaningful relationships in organizations and inspire loyalty?

‼️In a word: 𝗖𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻!

🔷Being a compassionate leader isn’t just a nice thing to do—it’s a powerful lever of team member satisfaction, productivity, and retention, especially in challenging times.

👇Here are some ways to practice and develop this essential leadership skill:

𝗙𝗶𝗿𝘀𝘁, 𝘀𝘁𝗮𝗿𝘁 𝘀𝗺𝗮𝗹𝗹.

Demonstrating compassion doesn’t always require huge gestures. A simple encouraging comment, a brief check-in, or an expression of gratitude can go a long way!

𝗡𝗲𝘅𝘁, 𝗯𝗲 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹 𝗮𝗯𝗼𝘂𝘁 𝗼𝗳𝗳𝗲𝗿𝗶𝗻𝗴 𝗵𝗲𝗹𝗽.

When a team member is struggling on a personal level, instead of asking yes or no questions like, “Do you need help?” or “Is there anything I can do?” (which often sound like invitations to say “no”), try asking, “What can I do to be helpful to you today?”

𝗧𝗵𝗲𝗻, 𝗴𝗼 𝗯𝗲𝘆𝗼𝗻𝗱 𝘆𝗼𝘂𝗿 𝗶𝗻𝗻𝗲𝗿 𝗰𝗶𝗿𝗰𝗹𝗲.

Don’t limit your compassion to direct reports, close friends, or even your immediate team. Instead, be generous with your attention and expand your influence!

𝗙𝗶𝗻𝗮𝗹𝗹𝘆, 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗰𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻 𝗶𝗻 𝗼𝘁𝗵𝗲𝗿𝘀.

Let people know when a team member or colleague goes above and beyond to help someone else. This will help establish compassion as a virtue in your organizational culture!

🎆The benefits of being compassionate are not just valuable for health and personal relationships but are also incredibly beneficial to professional success. And the good news is that becoming more compassionate is not only possible; it’s actionable!

🎆Start small, be thankful, be purposeful, find common ground, see it, elevate, and know your power!

Source: Linkedin Chris Kelley

𝗚𝗼𝗮𝗹-𝗦𝗲𝘁𝘁𝗶𝗻𝗴 𝗮𝘁 𝗘𝘃𝗲𝗿𝘆 𝗟𝗲𝘃𝗲𝗹 𝗼𝗳 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽

 

𝗚𝗼𝗮𝗹-𝗦𝗲𝘁𝘁𝗶𝗻𝗴 𝗮𝘁 𝗘𝘃𝗲𝗿𝘆 𝗟𝗲𝘃𝗲𝗹 𝗼𝗳 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽

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🎯Setting the right goals across an organization with a cohesive objective helps each level work together to scale the leadership mountain. But, with only 14% of employees stating they understand where their company is heading, how do you get everyone on the same page?

🎯Here’s an example of goals to adapt for each level so all team members can make the climb while aiding its organizational goals:

𝗘𝗻𝘁𝗿𝘆 𝗟𝗲𝘃𝗲𝗹 𝗚𝗼𝗮𝗹𝘀:

✅Get to know and understand what’s important to the organization

✅Learn expectations of the role

✅Understand how to align personal goals to company needs

✅Learn how to perform and complete tasks in a timely, effective manner

𝗠𝗶𝗱-𝗟𝗲𝘃𝗲𝗹 & 𝗦𝗲𝗻𝗶𝗼𝗿 𝗦𝘁𝗮𝗳𝗳 𝗚𝗼𝗮𝗹𝘀:

✅Understand how to leverage their strengths and develop their weaknesses

✅Discover and overcome obstacles that block productivity

✅Increase engagement and accountability through ownership, responsibility, and autonomy

𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗚𝗼𝗮𝗹𝘀:

✅Improve communication and motivation techniques

✅Empower leaders to make decisions

✅Increase productivity through effective coaching

✅Support change and manage processes effectively

✅Improve team retention and satisfaction

𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗟𝗲𝘃𝗲𝗹 𝗚𝗼𝗮𝗹𝘀:

✅Communicate company vision, values, and roadmap

✅Provide mentorship and encourage feedback channels

✅Social responsibility

✅Focus on company culture

✅Provide strategic direction on processes and methodologies

✅Set revenue, budgetary, and operational expectations

🎯When employees, managers, and other senior leaders clearly understand the desired outcomes of their work through aligned goal-setting, an organization's overall mission moves forward with much greater ease.

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Adapted from “Goal-Setting At Every Level: Scaling The Leadership Mountain” by Tim Driscoll; infographic by Inspire

𝗛𝗲𝗹𝗽 𝗢𝗻𝗯𝗼𝗮𝗿𝗱 𝗮 𝗡𝗲𝘄 𝗟𝗲𝗮𝗱𝗲𝗿

 

𝗛𝗲𝗹𝗽 𝗢𝗻𝗯𝗼𝗮𝗿𝗱 𝗮 𝗡𝗲𝘄 𝗟𝗲𝗮𝗱𝗲𝗿

🔷When people start a new role – whether internal or external – most probably feel various levels of anxiety. They hope for support from senior leaders, colleagues, and team members to assist with the transition. This stress is only more pronounced when assuming a leadership role.

👉There are three main reasons why onboarding leaders derail:

1) They fail to understand how the organization works;

2) They don’t fit with the organizational culture; and

3) They struggle to forge alliances with peers.

🔷There are three fundamental types of learning when starting a new role: technical, cultural, and political.

𝗧𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 is about understanding what it takes to succeed in the job. It involves learning about customers, products, technologies, and systems, as well as getting up to speed with the specifics of the organization’s roles, goals, capabilities, KPIs, and performance.

-What can I give to quickly bring them up to speed on our customers, products, systems, etc.?

-What key reports or product information would be helpful?

-What data would give them a strong understanding of the current state?

-What historical data would offer insights into today’s priorities?

𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 is about understanding the key behavioral norms that govern “how we do things here” as well as how to speak the local language (e.g., acronyms).

-What are the unwritten rules that would be helpful for someone coming in new to our company?

-What insights into decision-making, collaboration, and working together would help someone integrate faster?

-What are the culture-specific expectations or landmines that an incoming leader needs to know?

-What acronyms are common in our company?

𝗣𝗼𝗹𝗶𝘁𝗶𝗰𝗮𝗹 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 is about understanding how decisions are made and how power and influence work, as well as identifying the key stakeholders and clarifying the decision-making processes.

-Who are the key stakeholders they should meet with in the near term, and is there anything I should share about them that would be helpful for the new leader to know?

-Who are the key partners that they will need to work with to move strategic initiatives forward?

-Who are the external partners that work closely with this team?

-What is a suggested cadence for meeting peers, stakeholders, and partners?

🌟If you have a new manager coming soon, identify how you can help them rapidly learn about the organization, the team, and the culture.

🌟New leaders are drinking from a proverbial fire hose. Being in a new role can be difficult. Offering help, checking in, keeping them in the loop, and offering a listening ear can be very helpful to someone who is working on learning and trying to make progress at the same time!

🌟Assist those moving into new leadership roles as you wish others would help you in a similar situation!

Source: Linkedin Chris Kelley