What Are You Thinking For 2019?

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Happy New Year everyone. Seems like we just got used to writing 2018 on checks and bank slips and it’s already time for 2019.

With the new year comes new ideas, new plans, in the form of resolutions. How often have we made them and attempted to stay the course and then, for one reason or another, reluctantly swayed from that resolve. We all know how this works. The diets, the goals, the newness and excitement of the challenge. Following through with resolutions is not only what matters. What matters is that we are human, not programmable machines with on and off switches activating our lives, our plans. Our twenty-four hour clocks are somewhat like DNA strands, reminding us of our personal realities, and our tremendous uniqueness.

Let 2019 be the year of you. The curve balls will be there, the unexpected will show up, tough days will find us. So will the catches, the vision, the dreams, and the good days.

Let 2019 be the year of you. And in doing so, it will inherently become a year for those around you. What are some of the things you might try this year as a manager?

In this BLog/podcast I want to offer some of the things shared over the past couple of years that you may want to consider or even “cherry pick” to advance your own existence and strategic thinking. Here they are:

1 on 1s — This type of interaction is left hollow without genuine, heartfelt authenticity. Let’s face it, we all know when someone “blows smoke.” What’s at stake is the credibility and the integrity of the manager, along with the respect of the team member. The 1 on 1 is best when it serves to make the team member feel valued, not confined or evaluated.

The nudge — The nudge is a “micro 1 on 1.” Whereas the 1 on 1 may be a prolonged interaction between you and a team member, the nudge is an effective, abbreviated form of human contact, by way of “pat on the back,” and verbal positives, resulting from sincere, effective observation.

Rountabling — An effective round table is a think tank. All the minds present can work to solve a problem. The focus is the issue, and the goal is for participants to share ideas as solutions.

Conversation circles — Unlike the round table, there is no set agenda with conversation circles, and the time frame is tight, usually ten minutes or less. Still, conversation circles provide a great way for MANAGERS (cross team too) to share what works, what doesn’t, what needs to be changed, etc.

Mini-360 (qualitative) — This is not an easy task, but one that can be very fruitful and beneficial in building reciprocal respect. It’s simple, really. Gather your people and ask them to feel free (literally) to point out areas (spoken, not written) they feel you need to work on. This is not about team members. It is about you. This demonstrates your commitment to them and your respect for their voices.

Observe — Helen Keller wrote a piece entitled “The Seeing See Little,” meant for us to realize how sometimes even with the gift of sight, we do not always permit ourselves to see. Permit yourself to take the time for some real, mindful, meditative observation of your staff, the process. The more you do it, the less others’ eyes will be wary of your presence, and you’ll probably see the things that can matter.

Once again, Happy New Year everybody!

Jim

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