Personality assessments can be a great tool for employers, especially during hiring stages. They are helpful in providing background on an individual’s strengths and communication styles, as well as whether or not the candidate may be a good fit for a role based on their work preferences. For example, if you’re looking for someone who is highly analytical, an assessment can help to determine if an individual would actually enjoy doing an analytical role – thus allowing a better predictor for retention.Continue reading “Pitfalls of Using Personality Assessments”
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Delegating is tough indeed. If you really think about it, the art of delegation is a combination of letting go and not feeling like you’re dumping work on someone else. Many leaders tell me they hesitate delegating because:
- The employee is not doing the task the way the leader would.
- The employee appears to be procrastinating or “slacking off.”
- The employee is stuck but won’t admit they don’t know what they’re doing.
- And so many other reasons.
Last week, I went for a stroll through Ikea. I absolutely love Ikea, something about the beautifully organized state of the showrooms makes me feel so relaxed, probably because my house is a disaster. But, I do digress.
As I was walking through those gorgeously laid out spaces, my mind started to unwind and I realized two things that can make a difference in anyone’s day:Continue reading “Two Easy Ways to Refocus”
When I managed teams in the past, I asked my staff how they felt after we had any performance-related discussions. They said two things that made me a very happy manager:
- The feedback was not a surprise.
- The feedback is consistent with what I have shared with them at every monthly one-on-one meeting.
And they left smiling. Hallelujah!Continue reading “5 Steps to Kick-Ass Development Plans”
Leaders tend to see higher rates of success if they are able to meet the employee where they are in their learning curve. There are lots of different assessment tools out there to determine where your employee is at in different skill-sets, personality traits and preferences. However for coaching purposes, one tool that is extremely helpful is the Conscious Competence Model.
This article will give you a quick and dirty rundown of what this model is, and tips on how you as a manager can get the best out of your employees if you meet them where they are and support them accordingly.Continue reading “Great Leaders Meet Employees Where They Are”
Leaders have expressed to me that they struggle with how to get their employees talking in one-on-one discussions. Here is an example of a typical exchange between the leader and me:
Leader: My employees tell me they don’t need a one-on-one. They either don’t talk at all, or they tell me they have nothing to bring up or discuss.
Me: So then what happens?
Leader: Well, I just cancel them because clearly they don’t need them….or want them.Continue reading “5 Kick-ass Kick-starter Questions for your One-on-Ones”
One-on-ones are a very important tool to cultivate the relationship with your employees, and there are many tips out there on what managers can do to have effective one-on-ones. When I was managing a large operations team, I came with a strong background in HR, so I knew the ins and outs of having effective one-on-ones. However, what I didn’t anticipate is that the employees I managed had no idea how to have an effective one-on-one with me! Continue reading “Hit the Reset Button: How to Have Awesome One-on-Ones”