Rachel Huff’s Post

We recognize that our roles shape our responsibilities and how we communicate. Drawing from insights by Christina Brady and reflecting on lessons from the #StanfordPrisonExperiment, here’s how we can foster better communication at work: - Trust as a Foundation: Misunderstandings are less likely in a trust-rich environment. #Trust ensures that feedback is received constructively, not personally. - Radical Honesty: Direct feedback, given with genuine care, demonstrates a commitment to colleagues' growth. It’s about helping, not criticizing. - Professional Boundaries: Caring personally doesn’t mean losing #ProfessionalBoundaries. It's about fostering professional relationships that support growth and understanding. - Embrace Imperfections: Being upfront about intentions transforms potential conflicts into opportunities for strengthening team bonds. Key Takeaways: 1. Roles influence #CommunicationStyles significantly. 2. Establishing trust and practicing radical honesty are crucial. 3. Clear communication helps everyone feel valued and understood. As a sales leader, manager, CEO, or Founder, you must build a culture where every voice is heard and valued! For more insight, check the link in the comments.

**Building Trust Through Honest Communication** Early in my career, a seasoned colleague shared a piece of advice that has stayed with me ever since: deliver bad news promptly and good news at an opportune time. This approach, he explained, is crucial for building trust and maintaining strong relationships, whether with customers, colleagues, or stakeholders. Why is this important? 🚨 **Bad News Promptly**: When things go wrong, it's natural to want to delay or soften the blow. However, addressing issues head-on and without delay demonstrates integrity and respect for the other party. It allows everyone to understand the situation fully and start working on solutions immediately. This transparency can turn a potentially negative experience into an opportunity for collaboration and problem-solving. 🎉 **Good News at the Right Time**: On the flip side, sharing good news at an opportune moment can amplify its impact. Whether it's acknowledging a team's hard work after a challenging project or sharing a customer success story at a key meeting, timing can enhance the positive effects. It also shows that you’re mindful of how and when to maximize the benefits of good outcomes. This balanced approach has helped me build trust and foster stronger relationships throughout my career. It’s a simple yet powerful way to communicate effectively and maintain credibility. #ProfessionalDevelopment #Leadership #Communication #TrustBuilding #CareerAdvice

Building relationships at work isn't about being nice or seeking validation. It's about: 👉 Fostering proactive, open communication. 👉 Deepening trust and commitment. 👉 Increasing engagement throughout your organization. I know what you're thinking, "Who has time for this?" Trust me, I get it. Building relationships takes time and effort, but let me tell you, it's worth it in the long run. Just think about the drama, distrust, and disengagement that can plague your organization. How much is that costing you? Not just financially, but emotionally too? It adds up! But, you have a choice. You can invest upfront in building strong, collaborative relationships with your team, or you can pay the price later, dealing with unproductive behavior and disengagement. Building strong relationships is a pre-emptive move. It increases trust and engagement, prevents tribalism, and tears down silos. Relationship building is an investment in your team's success, productivity, and well-being. #relationshipbuilding #leadership #culture

As a new manager, it's essential to foster open communication with your team. Here are some key takeaways: 1. **Recognize Silence:** When transitioning into a management role, pay attention to any sudden silence from your team. Their frustrations and concerns are valuable data for you. Schedule a meeting within the first two weeks to discuss changes, expectations, and collaboration. 2. **Nonverbal Signals:** Observe facial expressions during virtual meetings. If someone seems off, follow up individually. Assume that any feedback shared is just the tip of the iceberg. 3. **Emotional Intelligence (EQ):** Regularly gather feedback on processes, conflict management, and team needs. Use this information to address issues proactively. 🌟 **Hashtags:** #ManagementTips #LeadershipSkills #TeamCommunication Remember, building trust takes time, but creating an open environment will benefit both you and your team in the long run. About the Author: Amanda Reill is an author, speaker, coach, and entrepreneur. She offers workplace culture consulting services to organizations worldwide

Upon securing your first promotion into management, how do you plan to build trust? How will you ensure your team feels comfortable walking up to you and expressing their thoughts?

Title: "Building Credibility as a New Manager: A Strategic Approach" As a new manager stepping into a leadership role, credibility is key to earning the trust and respect of your team. Start by actively listening to your team members, understanding their perspectives, and acknowledging their expertise. Transparent communication is crucial; be open about your vision and goals while being receptive to feedback. Demonstrating competence through your actions and decisions establishes your credibility. Showcase your commitment to growth by seeking continuous learning and development opportunities. Finally, lead by example, embodying the values you expect from your team. Building credibility is a gradual process, but it lays the foundation for a successful and collaborative working relationship.

I had a powerful session with a senior manager on Friday, and what we are working on is something that is quite common in the professional arena: My client, let's call him John, struggles to connect with one particular team member despite recognizing the individual's exceptional skills. Here's the scoop: personal feelings and professional roles don't always sync up. We're not going to vibe with everyone at work, and that's perfectly okay! What matters most is our ability to rise above personal dynamics and focus on the bigger picture—the success of the team and the organization. In the game of professional life, winning isn't about making everyone your best friend. It's about leveraging diverse talents and perspectives to achieve shared goals. So, when faced with challenges like John, it's crucial to remember that disagreement doesn't equal dysfunction. It's an opportunity for growth. Here are a few takeaways from our session: 1️⃣ Separate Personal and Professional: Acknowledge that not everyone will be your cup of tea, and that's perfectly fine. Your professional role is about collaboration and achieving objectives, not personal preferences. 2️⃣ Focus on Common Goals: Find common ground in the shared objectives of the team or project. Aligning efforts toward a common purpose can bridge gaps and foster a more cohesive working environment. 3️⃣ Effective Communication: Open, honest, and constructive communication is key. Discuss differences openly, seek to understand perspectives, and work together to find common solutions. Remember, the true test of leadership lies in your ability to navigate through diverse personalities and still lead your team to success. #ProfessionalGrowth #Teamwork #LeadershipJourney #CareerSuccess #MotivationMonday

Want to be a better manager in 2024? Here's 4 ways how: 1️⃣ Get to know your team: Take the time to understand their strengths, weaknesses, and aspirations. Building strong relationships lays the foundation for trust and collaboration. 🤝 2️⃣ Evaluate your management style: Reflect on how you communicate, make decisions, and handle challenges. Are you providing the support and guidance your team needs? Adapt your style to bring out the best in each individual. 🔄 3️⃣ Set up regular check-ins: Consistent communication is key. Schedule regular one-on-ones to provide feedback, address concerns, and offer guidance. This shows that you're invested in their growth and success. 🗓️ 4️⃣ Lead by example: Actions speak louder than words. Model the behavior and values you expect from your team. Show integrity, transparency, and a growth-oriented mindset. 🌱 Anything I've missed? #management #people #teamwork

I need your help! Over the past month, I have had the pleasure of being at a talk by Dan Chuparkoff hosted by DISHER and at TEDxMacatawa. I found that both of these events had similar themes focused around the need for building solid relationships in the work place and in life. I have the desire to keep that conversation going. I am curious if you might be feeling the same way. To that end, I am trying to determine interest in a thought panel that would potentially be around the following topics: 1. How do relationships between company stake holders (owners / employees / customers / suppliers / community) impact a company's work culture.? 2. What is "Respect for People" and how does it impact working relationships? 3. How does healthy conflict build healthy relationships? 4. What is the role of a leader in influencing company culture? 5. What is the difference between trust and trustworthiness and why does it matter? 6. Why might company practices and policies be working against a high trust company culture? 7. When do company goals and personal goals align, and how do we do more of that? If you live in the West Michigan area and are willing to fill out a short survey, please let me know. Send me a note and I will share a Google Form link with you. email: dan.j.klompmaker@gmail.com text: 616-401-1385 DM here on LinkedIn Comment below

The stuff that's not on leadership job descriptions but should be: Boulder moving: getting the obstacles out of the way quickly AND by building alliances vs. adversaries so the obstacle isn't in the way next time Shortcutting: Knowing the workaround that actually helps GSD vs. getting hung up in inefficient processes or administrative hurdles Resource marshaling: Knowing where to find the good/useful resources and helping your teams find them easier and faster Grievance airing: Being a safe place where people feel like they can have shitty days, hard moments, and confidence crises Wrinkle smoothing: Helping calm tense situations, bridge communication gaps, head off crises before they escalate, and mediating the conflict BEFORE the Conflict Levity leveler: Bringing the right GIF to the chat, finding the humor in the work, and keeping some perspective when things are hard When I think about all the ways I "lead" on the daily, so few of them would ever be found in the formal job description for my role but they're absolutely essential to being able to get those things done. What would you add? What have some of your best managers and leaders brought to the table that don't usually make it to the formal job description?