Viola Traem

Are you tired of feedback that only tells you what you want to hear? Asking for feedback is tough. But asking for "constructive feedback" is even tougher. Here's a strategy to get better feedback: 1. Define the problem or question in detail. 2. Ask your reviewer to focus the feedback on the specific area. 3. Ask open-ended questions like: - What could I have done better? - What stood out to you? - What's one thing I can improve? 4. Ask for specific examples. 5. Don't defend yourself! Thanks for the feedback. 6. Repeat. Nobody's feedback will be perfect because it's all subjective. However, feedback is always an opportunity to improve. #technology #jobinterviews #personalbranding #education #remotework #newcareer #innovation #management #humanresources #digitalmarketing

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How To Give Feedback Credits to Rachel Turner, follow her for more insightful content. ------ Here's the original post: Avoiding difficult conversations today can lead to catastrophic problems tomorrow. Here’s how the top leaders give feedback: ------- Follow Business Infographics to learn from the best visuals.

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Utilizing AI for Decision-Making: Unveil the Power with This 5-Step Roadmap Transform high-stakes decision-making using AI and sidestep common pitfalls of slow response times and low-quality information. Start by setting clear goals aligned with AI capabilities, then progress through organizing data, choosing the right analysis tools, testing decisions in controlled settings, and finally scaling AI use across your organization. Follow this straightforward guide to make swift, reliable, and impactful decisions that propel your business forward with confidence.

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Diverse teams don't work. And here's why... There's a caveat - you need to get to the end...of this post... We all know the compelling figures. McKinsey research looked at 366 companies. They found: Companies in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean. And those in the top quartile for gender diversity were 15% more likely to have returns above the industry mean. More research has shown that diverse teams work smarter than homogeneous ones. Why? Well there are lots of reasons but one that Harvard Business Review shares is: "Working with people who are different from you may challenge your brain to overcome its stale ways of thinking and sharpen its performance." But here's the bad news... It's not just a case of selecting a diverse group of employees and 'throwing' them into a team and - hey presto! We've got magic! Research has shown that badly managed diverse teams underperform significantly homogenous teams. This 'diversity jeopardy' is something that we talk a lot about with our customers. Culturally diverse teams that are well managed perform better than homogeneous teams. The improved performance of well-managed diverse teams is due to the synergy that comes from their diversity... In simple terms...they work better together, generate better ideas, are more innovative, challenge each and the status quo...etc. The good news is that there are ways to 'manage this diversity' and make the 'difference' premium become a reality. We have developed a tool and coaching service that does just that - head to the comments to read more about Worldprism Teams. This could be the post that makes your teams fly! 🚀 P.S: Comment 'teams' and I'll share more information about the 'diversity jeopardy' and how to overcome it. ----------------------------- I'm Nikki Samant-Jones I help transform cultural differences into cultural advantages. ➡️ Hit Book an appointment above to chat more about Cultural Intelligence + Inclusion.

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What book impacted your career most? Brilliant curation from Josue Valles Original Post Below: 👇 👇 👇 "The top 70 books for leaders (according to 70 high performers): I reached out to 70 leaders I admire with one question: "What's the ONE book that most impacted your career?" I compiled their answers in this cheat sheet: 1. To Sell Is Human  2. The 4-Hour Workweek  3. If You Want to Write 4. Never Split The Difference 5. Small Giants 6. Being Mortal  7. Expert Secrets 8. Influence: The Psychology of Persuasion 9. Getting Things Done 10. Train Your Brain for Success  11. Working 12. Atomic Habits 13. The Millionaire Fastlane 14.15 Commitments of Conscious Leadership 15. Greenlights 16. The Laws of Human Nature  17. The Like Switch 18.Letters from a Stoic  19. The Code of the Extraordinary Mind 20. Rich Dad, Poor Dad 21.The Little Red Hen  22.Rocket Fuel 23. Venture Deals  24. Man's Search for Meaning 25. The Life-Changing Magic of Not Giving a F**k 26. The Lean Startup 27. Hey Whipple, Squeeze This 28. The Soul of an Entrepreneur 29. The 1-Page Marketing Plan 30. The Marketer as Philosopher 31. The Business of Expertise 32. The Robot-Proof Recruiter 33. Marketing Myopia 34. Happiness Advantage 35. On Writing: A Memoir of the Craft 36. Multipliers 37. Maverick  38. How to Argue with a Cat 39. The Midnight Library 40. Guerrilla Marketing 41. Essentialism  42. Ego Is the Enemy 43. Never Eat Alone 44. Barking Up The Wrong Tree 45. Mindset 46. Re-Imagine! 47. The Go-Giver 48. Petit traité de manipulation à l'usage des honnêtes gens 49. The One Thing 50. Scientific Advertising 51. Behind the Cloud 52. Dare To Lead  53. The Innovator’s Dilemma 54. The Road Ahead 55. Ender's Game 56. The 4-Hour Workweek  57. Influence: The Psychology of Persuasion  58. Obviously Awesome 59. Old Path White Clouds 60. Daring Greatly 61. The End of Average 62. How to Win Friends & Influence People 63. The Robots of Dawn  64. Atomic Habits 65. Can't Hurt Me  66. The Greatness Guide  67. Meditations 68. Mindset 69. Contagious: Why Things Catch On 70. Sell Like Crazy" __________________ Finally, a page dedicated to posting the Best Entrepreneurship Advice on LinkedIn

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How to Design Better Metrics

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Attention sales leaders: AI isn't going away. Those who don't start implementing it as a tool (not a be-all, end-all) in their sales tech stack will perish. I know that's a bold statement. But I firmly believe it. "But how do I do it," you may be asking. Pete Huang of The Neuron newsletter recently posted a three-step guide for ingraining AI into your company's DNA. It's such a great post that I'm sharing it in its entirety below. The only thing I'd add to it is to encourage leadership to start playing around with it (specifically, generative AI like ChatGPT or Claude) and get some fundamental training on it so that they know how to use it. Then, those leaders can encourage and even evangelize about AI to their people. When used properly in the sales environment, AI can do so much, including: Lead Generation: AI identifies and qualifies leads by analyzing data patterns. Personalized Messaging: Crafts customized emails and messages for each prospect. Customer Insights: Gathers and interprets customer feedback and behavior for targeted strategies. Content Generation: Creates engaging sales content such as presentations and product descriptions. And that's just with generative AI. Generally speaking, AI can break down data silos within an enterprise, seamlessly integrating disparate data sources into a unified system. AI can then analyze and synthesize information from various departments, providing a holistic view of customer interactions, market trends, and operational efficiencies. What does this bring you as a sales executive? More accurate forecasting, enhanced lead qualification, and personalized customer engagement strategies... and that's just a start. AI's capacity to harness and interpret this wealth of data drives sales performance and supports strategic decision-making across the business. So... are you encouraging AI use in your organization? If so, how? If not, why not? And if not, what barriers do you see in doing so? (By the way, Pete Huang's newsletter is a must-subscribe if you want to follow the happenings in the world of AI, which change literally daily. Subscribe from his main page at https://lnkd.in/eM5mMhxj.) #sslinsights #ai #generativeai #aiforsales #b2bsales #salestips

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Great consultants (and facilitators) drive real change. Here's how to prove the impact you're having: 𝗚𝗲𝘁 𝗮𝗹𝗶𝗴𝗻𝗲𝗱 𝗼𝗻 𝘁𝗵𝗲 𝗰𝗵𝗮𝗻𝗴𝗲 𝘆𝗼𝘂'𝗿𝗲 𝘁𝗿𝘆𝗶𝗻𝗴 𝘁𝗼 𝗺𝗮𝗸𝗲. This involves a simple, yet inevitably different set of discovery questions than you're likely currently asking (most consultants get this wrong) 𝗗𝗲𝘀𝗶𝗴𝗻 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗱𝗲𝘀𝗶𝗿𝗲𝗱 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿𝘀 𝗳𝗶𝗿𝘀𝘁, 𝗰𝗼𝗻𝘁𝗲𝗻𝘁 𝘀𝗲𝗰𝗼𝗻𝗱. Great content is a catalyst for change, not the purpose unto itself. 𝗗𝗲𝗽𝗹𝗼𝘆 𝘆𝗼𝘂𝗿 𝘀𝗲𝘀𝘀𝗶𝗼𝗻𝘀 𝘄𝗶𝘁𝗵 𝗮 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝘄𝗵𝗼𝗹𝗲 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿 𝗰𝗵𝗮𝗻𝗴𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. This means focusing on what happens after each session with the same emphasis as you put on what happens in the room. 𝗗𝗲𝗯𝗿𝗶𝗲𝗳 𝗮𝘀 𝗮 𝗽𝗮𝗿𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀, 𝗻𝗼𝘁 𝗮 "𝘄𝗿𝗮𝗽𝘂𝗽" 𝗼𝗿 𝗮𝗳𝘁𝗲𝗿 𝘁𝗵𝗼𝘂𝗴𝗵𝘁. Change is iterative. It takes cycles, not "1 and done" workshops. There's nuance to this ^^, but it's not particularly difficult. In fact, I'm going to run through the whole process next week with a small group of consultants and trainers. This upcoming workshop might be for you if: 1. You lead a training or consulting company. 2. You believe that your purpose is to drive change (not just deliver content) 3. You're tired of being perceived as "edutainment" and want to prove your impact to your clients. DM me or comment "Impact" below and I'll get you the link to register. Have a great weekend, everyone.

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How I transformed Evan Hickok's post: 𝗕𝗘𝗙𝗢𝗥𝗘: The Four Steps to Create a High-Performing Team 1️⃣ Build cohesion within the team 2️⃣ Get them aligned on a common goal 3️⃣ Create and protect psychological safety 4️⃣ Build transparent processes which facilitate focus and execution I'll break this down: 1️⃣ Cohesion: - This means everybody knows each other on a personal and professional level. - They understand what makes each other tick and their strengths and weakness. 2️⃣ Alignment: - There is a shared problem statement the team are working towards, both near term and long term. - The team is also aligned on the team norms, and how collaboration will work. 3️⃣ Psychological Safety: - Private knoweldge is as good as no knowledge. - When the individuals on a team feel like they can speak without fear of being belittled, they will share what they know. - They will collaborate (a constructive form of arguing) to get it right. - Teams with Psychological Safety are more innovative, and produce products with fewer defects. 4️⃣ Transparent Process that Facilitate Focus: - Results without process are not repeatable. Processes without results are futile. Processes should exist and be executed to produce a result - not for the sake of the process. - Transparency means they are inspectable, they yield meaningful metrics which gives a sense of product maturation, or quality etc. - Report directly from the data used to manage the process helps us compile reports more efficiently, and helps us scale feedback from leadership more directly. What tools do you employ in your teams? 𝗔𝗙𝗧𝗘𝗥: How to create a high-performing team in four steps: 1. Build COHESION within the team.    2. Get them ALIGNED on a common goal.    3. Create and protect PSYCHOLOGICAL SAFETY.    4. Build TRANSPARENT processes that facilitate focus and execution.   𝗖𝗢𝗛𝗘𝗦𝗜𝗢𝗡: - This means everybody knows each other on a personal and professional level. - They understand each other's strengths and weaknesses. 𝗔𝗟𝗜𝗚𝗡𝗠𝗘𝗡𝗧: - There is a shared problem statement the team is working towards. - This includes both near-term and long-term problems. - The team is also aligned on the team norms and how collaboration will work. 𝗣𝗦𝗬𝗖𝗛𝗢𝗟𝗢𝗚𝗜𝗖𝗔𝗟 𝗦𝗔𝗙𝗘𝗧𝗬: - Private knowledge is as good as no knowledge. - Team members should feel like they can speak without ramifications. - They will collaborate to get it right. - Teams with psychological safety are more innovative and produce products with fewer defects. 𝗧𝗥𝗔𝗡𝗦𝗣𝗔𝗥𝗘𝗡𝗧 𝗣𝗥𝗢𝗖𝗘𝗦𝗦 𝗧𝗛𝗔𝗧 𝗙𝗔𝗖𝗜𝗟𝗜𝗧𝗔𝗧𝗘𝗦 𝗙𝗢𝗖𝗨𝗦: - Results without processes are not repeatable. - Processes without results are futile. - Processes should exist and be executed to produce a result. - Transparency means they are inspectable and yield meaningful metrics. - Report directly from the data used to manage the process. ❓What tools do you employ in your teams? • Cont.'d in comments

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This article cogently supports our firm belief that simply mastering any one tool does *not* an expert Performance Engineer make. It also contains a fantastic breakdown of pitfalls & rules-of-thumb for performance analysis:

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“Artificial intelligence (AI) may be able to do many things, but one thing’s clear: You won’t find empathy in any AI tools. It might be able to recognize patterns and make predictions, but AI can’t reflect on subjective emotional responses. It can’t blend humanity into the mix.” ~ Duncan Wardle, Fast Company, Jan 23, 2024 _ _ _ AI's impressive capabilities are undeniable, but they lack a crucial element: emotional intelligence. Machines undeniably excel at crunching data, but they can't grasp the subjective nature of emotions. This is where humans have the clear edge. Our emotional intelligence allows us to overcome complex social situations, empathise with others, and build meaningful connections. This uniquely human ability is the cornerstone of effective communication and strong relationships, which leads to a successful and fulfilling life. Our emotional intelligence sets us apart and ensures we remain irreplaceable. #emotionalintelligence #eq #ei #futureofwork #leaders #leadership #leadershipdevelopment #professionaldevelopment #personaldevelopment #peopledevelopment #coaching #executivecoaching #leadershipcoaching #coachingmentoring #professionalcoaching #icfcoach #kaceconsultants

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“Artificial intelligence (AI) may be able to do many things, but one thing’s clear: You won’t find empathy in any AI tools. It might be able to recognize patterns and make predictions, but AI can’t reflect on subjective emotional responses. It can’t blend humanity into the mix.” ~ Duncan Wardle, Fast Company, Jan 23, 2024 _ _ _ AI's impressive capabilities are undeniable, but they lack a crucial element: emotional intelligence. Machines undeniably excel at crunching data, but they can't grasp the subjective nature of emotions. This is where humans have the clear edge. Our emotional intelligence allows us to overcome complex social situations, empathise with others, and build meaningful connections. This uniquely human ability is the cornerstone of effective communication and strong relationships, which leads to a successful and fulfilling life. Our emotional intelligence sets us apart and ensures we remain irreplaceable. #emotionalintelligence #eq #ei #futureofwork #leaders #leadership #leadershipdevelopment #professionaldevelopment #personaldevelopment #peopledevelopment #coaching #executivecoaching #leadershipcoaching #coachingmentoring #professionalcoaching #icfcoach #kaceconsultants

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The insights from post-mortems reach beyond just the team directly involved. Sharing outcomes organization-wide magnifies their impact, Fostering a culture of perpetual learning and enhancement. Distributing this wisdom through playbooks, wikis, newsletters, or forums Boosts the whole organization's capability to tackle challenges effectively. Set a forward-thinking standard for operational excellence across the board. #googlecloud #sre #reliability #firney

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The 7 habits of high performing Teams - What do they do that's so special? The short answer: they are learning - not skills - they are learning how to work better together. After years of research, including a study at Meta, Prof. David Clutterbuck , synthesised the magic of high performing teams. Here is my take on this: 1. Firstly, they have a shared purpose. That means they know why the team exists. Not what its here to do, or how, but why. 2. Secondly, team members on high performing teams give the teams agenda higher priority than their individual agendas. 3. Thirdly, they allow team members to speak up and admit mistakes. There is a misconception that this is not workable in South East Asia. I have spoken with several team leaders who have successfully implemented such a culture here, so it is absolutely feasible. 4. Next, the leader of a high performing team is empowering the team members. If your team is not used to this, start small. Ask them to think of a solution next time they come to you with a problem. After a while they know the question is coming, so they will propose a solution. Your decision might be different, but keep asking your team members for ideas each time they come with a problem. That will slowly change the culture of the team. Idea generation is the foundation of creativity. And creativity is the foundation of innovation and competitiveness. 5. Furthermore, high performing teams take time to learn from the past and apply it to the future. 6. The 6th point is that the team listens and talks to their stakeholders to get their support. Do your team know who their stakeholders are? They can be internal or external. They can be pressure groups or support groups. 7. The 7th and last thing high performing teams are doing is to have strong processes for decision making and evaluation of results. I am a certified coach and team coach, if you want to know more about how to implement such a culture in your team, please reach out. What is your secret recipe for high performance in teams? PS: Thank you Luke Salway for the practical example on problem solving. #teamperformance #teamcoaching #leadershipexcellence

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Are you an 'outside-the-box' thinker? 💭 Then you could have a Conceptual preference. Conceptual thinkers tend to: 🤔 Look at the long-term vision 🧠 Have a gift for brainstorming 🔎 Like to explore all possibilities and "what ifs" Find out more about this attribute: https://bit.ly/3wXjz58 #EmergeneticsUK #Attribute #Conceptual #Personality

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Here are the "3 traits of the CPOs who do 'People Ops as a Product' best," according to Matt Bradburn: 1️⃣ They use data and stories: They skillfully use data alongside storytelling to make compelling arguments in the boardroom. They prepare by understanding the business metrics that matter and by engaging with key executives to align on strategy. 2️⃣ They network extensively within the business: These leaders have a deep understanding of the business. Their ability to network extensively allows them to grasp the inner workings of the business thoroughly, from product development to marketing dynamics. 3️⃣ They’re empathetic, but don’t let it become debilitating: Matt highlighted that the best CPOs possess a strong sense of empathy but also know precisely when and how to apply it. They make tough decisions without becoming overwhelmed by the emotional weight, focusing on both the people and the business’s future needs. ____ 🔔 Get more insights like this delivered directly to your inbox. Sign up for our weekly newsletter in the comments. #HR #CHRO #Peopleleader #chiefpeopleofficer #podcast #hrpodcast

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How To Decide Faster Every leader should design and communicate their decision-making process. Clearly defining what matters to them and what others should handle helps minimize confusion. This clarity prevents decision-making delays and frustrations within the team. To address this, creating a decision-making matrix that categorizes decisions by urgency and stakes can be helpful. This approach clarifies when the leader should be involved and when the team can proceed autonomously. Implementing such a model enhances clarity and efficiency, avoiding micromanagement and ensuring the right decisions are made at the right levels. Leaders must establish clear decision-making processes to foster empowerment, trust, and effective delegation. Source: MIT Sloan #productivity #innovation #creativity #leadership

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What do top-performing organizations do that sets them apart? They unlock their full potential through a systematic approach. To avoid the productivity trap, follow this 6-step roadmap on how to lead a highly productive organization: Step 1: Embrace the Q4 Model. ↳ Think of productivity through four key lenses: → Output Quantity: The volume produced. → Output Quality: The caliber and value to customers. → Input Quantity: The amount of resources used. → Input Quality: The skills and engagement of those resources. Analyze your organization's current state and set goals in each area. Step 2: Develop Your Productivity Strategy. 1. Set specific, measurable productivity goals 2. Design targeted interventions to achieve those goals 3. Implement, monitor, and continuously adapt your plan There's no one-size-fits-all approach, but a clear strategy is essential. Step 3: Optimize Outputs Focus on two core output pillars: Quantity → Streamline processes to boost efficiency. → Leverage technology and automation. → Eliminate non-value-added activities. Quality → Set high standards and expectations. → Enable excellence through training and resources. → Implement robust quality control. Master these, and you'll deliver maximum value to customers. Step 4: Enhance Inputs ↳ Most leaders fixate solely on cutting input quantity. But the key to sustainable productivity gains is elevating input quality: → Attract and retain top talent. → Invest in employee growth and development. → Foster a culture of engagement and innovation. Step 5: Engage and Empower Your People ↳ Productivity is a team sport. To harness discretionary effort: → Connect work to purpose and values. → Provide autonomy and decision-making power. → Recognize and reward high performance. Craft a culture where everyone is motivated to do their best. Step 6: Measure, Learn and Evolve ↳ Define clear productivity metrics and track them consistently. Use that data to: → Diagnose issues and inform decisions → Celebrate wins and learn from failures → Adapt to changing conditions Model a growth mindset, and keep raising the bar over time. As Peter Senge said, "The only sustainable competitive advantage is an organization's ability to learn faster than the competition." So tell me, what did I miss? — Repost it so your network benefits too. ♻️ See my bio to sign-up for our newsletter and follow me (Angela Crawford) for more leadership insights. Remember, Leaders SUCCEED together!

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