Why EVERY Woman Should be Super-confident in the World AND Workplace

I’ll cut straight to the chase: any man who views women as inferior is weak and unsure of his own masculinity. That’s a fact and whether you’re a man or a woman reading this, I hope you agree. Three things and three things only oppress women: religion, tradition, ignorance and fragile men; often all four at once. And just to clarify in case you’re wondering: I am a man.

It’s a man’s world?

There are approximately the same number of men and women in the world. We all have the same sets of organs and the same skin. We share equivalent brain structures and mental capabilities and we breathe the same air. We, largely speaking, seek the same things out of life – happiness, love and security. So how do women get past the unfortunate attitudes that exist? Well, the first thing is to accept that those attitudes do exist and will probably continue in our lifetime. Accept that for many, these attitudes will never change. Once you do that you’ll cease to be disappointed and disenchanted by them. It’s a bit like the first Noble Truth of Buddhism – “there will be suffering”:accepting that you will suffer is profoundly liberating when it comes to dealing with suffering.  Accepting that some men will disappoint you with their conveniently biased beliefs is equally profound when the inevitable happens.

Believe that you deserve success

You know that many men believe they deserve it, so why shouldn’t you? Don’t be the slightest bit apologetic about your career aspirations. Likewise don’t be the least bit embarrassed when you get there. It all comes down to self-respect. Men may try to erode that, often through their own insecurities. So don’t give them the opportunity, or the satisfaction. You’re equals whether they like it or not. If you end up being better than them at being equal, so be it!

Assert yourself not your soul

Niggling uncertainties can stick their hand up in funny ways – talking too much or too honestly; openly comparing yourself; and being conservative in workplace actions. In the end it comes down to having unbreakable faith in yourself and your abilities, not as a woman, but as a human being. So create a positive, empowered work persona who clocks on and off when you do.

Picture men as they really are

There are many things you can do to focus on your own learning and developing your own capability without comparing yourself to others, which is where real confidence comes from. But here’s a fun exercise you can use to remind you that we are all human and we are all vulnerable: the next time a man tries to assert some sort of chauvinistic dominance over you, picture him playing Twister naked. This tried and true technique is a wonderful leveller and an emphatic (often humorous) way to bring ANY man down to size. It might be the belittling bank manager or the creepy boss; it might even be a member of your own family. Strip them bare (figuratively speaking) and throw them into an unflattering position on a sheet of coloured plastic. Then see how intimidating they really are. This great little mind game washes away any irrational inferiority you might feel and allows you to operate on a level playing field.

 

Here’s to a world of happiness!

Dylan Forbes, B.Sc. Psych (Hon.), Pr. AINLP

For more visit www.leaderskill.com.au(added if on another site)

360 Feedback: Feedback from Subordinates

360-degree-feedback-team-facilitation
Getting feedback about your leadership and managerial methods is absolutely vital to improvement. It offers insight in to how your employees perceive you, where you excel, and where you may be falling short, but it isn’t all that easy to obtain, as many employees are hesitant to criticise their superiors. This is one of the reasons our 360 feedback surveys operate anonymously.

There have been differing methods of gaining feedback from subordinates. Julius Caesar was well-known for touring the front lines of his army, intent on rallying the troops, ensuring that they knew he was fighting alongside them, and evaluating the performance and feedback of his generals first-hand. He knew that staying personally on top of any issues, and knowing the inner workings of a team, is vital to effective and productive management.

Asking your employees for feedback directly, and often, creates an atmosphere of communication within the group. Encouraging broad and inclusive discussion keeps issues out in the open, and allows them to be fleshed out immediately among each stakeholder or worker within a project.

There are psychological elements as well. Asking for feedback makes your employers feel as though they are active participants in the management of the firm, by taking their accolades and criticism seriously, and adopting them in to their routine. This invokes a team attitude, and encourages them to work like stakeholders in league with the company.

At Leaderskill, we believe constant improvement is the path to greater success. Our 360 feedback allows your managerial staff the chance to learn from their subordinates, and take these lessons on board.

Contact Leaderskill to access Australia’s finest leadership resource team at 1300 769 909.

360 Feedback

The methodology behind offering employee feedback has changed considerably in recent years. Far from the top-down method of yesteryear, when only immediate managers were offering their judgement of a workers’ performance, this process has been altered as more stakeholders have had their input heard. Managers have realised the importance of gaining a better picture of their worker, and what they have to offer, in order to make them happier and more productive on the job.

A more detailed picture of an employee helps to uncover the best usage of their talents and particular skill set. 360 feedback is perhaps the finest application of the methodology which lies behind forming this detailed picture. Using a wide variety of sources, from co-workers to direct and indirect management, to the employee themselves, works to offer the company a wide range of examples of the contributions and preferences of the employee. It departs from any squabbles between the employee and his managers. In short, it paints a far more detailed picture.

At Leaderskill, our wide body of experience has confirmed our devotion to this particular method of feedback. We have seen its effectiveness across hugely diverse corporate and social groups, and we don’t believe that our faith in 360 feedback is at all misplaced. We maintain a devotion to the concept that a satisfied employee will work at their personal peak, and the first step to finding their happiest niche is to understand them.

Whether you are a newcomer to this method of employee engagement and improvement, or simply ready to reemploy it, Leaderskill has your employee engagement ready. Let us transform the way you gain insight in to your employees.

Contact us today.

Contact Leaderskill to access Australia’s finest leadership resource team at 1300 769 909

Leadership development with 360 degree feedback

The value of happiness in the workplace

Positive feedback is crucial in the workplace, as happier employees are more likely to achieve success, according to a Haas School of Business study. While traditional workplace reviews have focused on what individuals should improve or do better, a 360 degree survey based on Leaderskill’s Leader/Manager Model™ is designed to promote the strengths and positives.

This is an important consideration in any organisation, as affirmative emotions have been proven to increase productivity and morale.

Benefits of positive emotions at work

A study from the Haas School of Business at UC Berkeley reveals that positive emotions in the workplace can result in three particular beneficial employee outcomes. With a focus on affirmative feedback, individuals are likely to experience increased work achievement, job enrichment and a “supportive social context”.

Essentially, this refers to an environment in which colleagues are more supportive of happier individuals, due to the mutually beneficial rewards of positivity.

Happiness and positive feedback is not only advantageous for the recipient, according to the Haas study. In fact, positivity can change the perceptions and relationships within a working environment. When one employee expresses positive emotions, others are more likely to look favourably upon that person.

Positivity builds morale

The person feeling happy is also likely to respond positively to their colleagues, increasing their willingness to help others and create social bonds.

This is not only likely to build morale and enthusiasm, but can also improve productivity due to “enhanced cognitive functioning”, the report explained. Furthermore, positive emotions often result in people feeling more optimistic about success, leading to improved outcomes due to the internal belief that achievements are possible.

Strengths based feedback offers a positive approach

With this in mind, it is easy to see why providing affirmative, strengths-based feedback is important. While employee reviews are a crucial part of any workplace environment, negativity and criticism often cause concern and upset among the individual recipients.

Fortunately, quality employee engagement outcomes can easily be achieved with a facilitated Leader/Manager 360 degree survey. By investing in this low-threat solution, employers can encourage workers to share strengths-based feedback that inspires positive emotions.

Developing Leaders

The importance of receiving positive feedback

Positive employee feedback is a vital consideration for any business environment, as managers and workers can benefit from increased confidence.

Businesses require the right conditions to thrive in the increasingly competitive corporate world. Having a confident team at the helm is one of the defining factors to growth and success.

Leader behaviour is reflected in employees

Employees often reflect their managers in their work, experiencing similar levels of motivation, productivity and sentiment. It is therefore beneficial to ensure that the leaders in the workplace are supported and maintain high levels of confidence and self-esteem.

In the working environment, it is easy for negatives to be blown out of proportion. As mistakes and negligence often have a more significant impact on operations, feedback relating to these incidents is often the loudest.

Negativity erodes confidence

However, the worker is more likely to lose confidence when the majority of feedback offered to an individual is negative, according to a recent article from Forbes. Additionally, this could influence a drop in creativity and innovation as the person prefers to stick with the status quo, rather than to try something new and fail.

Positive feedback is crucial

With this in mind, it is simple to see why positive feedback is crucial in a business setting. Not only will acknowledgement of an individual’s strengths promote self-confidence, but this can also boost the team dynamic in a number of other ways, including:

  • Encouraging desired behaviour – By identifying the actions that have a positive impact, individuals can focus their efforts on these particular behaviours.
  • Increased motivation – Praise is an important factor in keeping workers moving towards their goals. Positive feedback will ensure they remain on the right path and work hard to continue their success.
  • More tangible value – It can sometimes be hard to know whether your efforts are being recognised, so regular positive feedback is important for boosting individuals’ sense of self-worth.

Of course, it can be difficult to encourage employees to offer feedback on their managers and workplace leaders. That is why a Leader/Manager 360 degree survey is so beneficial, as this is one form of feedback that not only supports employees in providing the feedback, but it also gives immediately actionable feedback to the manager for his/her development.

Successful 360 degree feedback using Appreciative Inquiry

Appreciative Inquiry (AI) is at the core of 360 degree surveys that are based on Leaderskill’s Leader/Manager Model™. In essence, AI revolves around the belief that what you focus on is what grows – if you highlight and draw attention to someone’s strengths, they are likely to develop.

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The benefits of honest feedback

Feedback has long been considered one of the most powerful motivational tools, helping to push recipients towards achieving more and improving performance in the workplace.

“Opening our minds to observations made by others can also assist us in self-reflection, altering our perspective of a situation, and thereby enhancing our capacity to change, grow and develop.”

Ruth Blenkiron, Director of Human Resources, the University of South Australia

Despite this, businesses fail to understand the importance of managerial feedback – that is, feedback given by workers.

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Why drive employee engagement?

Employee engagement across a workforce can often seem like an unattainable objective, but it’s one that businesses need to consider in order to stay productive and keep employees motivated.

Staff who aren’t engaged often waste time, resources and effort as they’re not concerned with the wellbeing of the company. It is the engaged staff who are more willing to fix problems, and address concerns raised by managers and help fellow employees.

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Take care when giving negative feedback

There is a long-held belief in the management world that negative performance feedback – ‘constructive criticism’, for want of a better term – can help employees correct their flaws and improve their output at work. After all, won’t pointing out what someone is doing wrong help them to identify their shortcomings and make steps toward improvement?

A recent study based in the US strongly suggests that this is far from the case, and even if they are conducted with the best of intentions, performance reviews that highlight the negatives can be incredibly damaging. The research, led by Kansas State University’s Satoris Culbertson, shows a critical assessment of job performance can harm employees at any level.

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