Monthly Archives: December 2020

Seeing strengths

Strengths cyril-saulnier-250098Day 6 in my 12 days of Christmas mini blog series

6. Seeing strengths

January is often a time to catch up on staff training.

Rather than merely trying to fix weaknesses (which makes everyone mediocre in everything) look back at where individual team members have shown specific strengths. By focusing on people’s strengths we’re able to tap into opportunities to enable them to really excel – in the same way you might expect an athlete to work on honing their skills in the areas in which they already perform well.

You might need to look for the capabilities in others that they themselves may not see and help them to see these for themselves. Focusing on strengths not only boosts confidence, it enables people to shine and excel. It means complementing potential shortcomings of others in the team, contributing unique value in the eyes of colleagues and customers.

And in most cases

…the tasks we’re good at are those we enjoy more, excite us and keep us engaged.


Promote Teamwork

Team raftingDay 5 in my 12 days of Christmas mini blog series

5. Promote Teamwork

Upskill and cross train people to cover other’s responsibilities so people are confident their job still gets covered when they are sick, on holiday or have an extra heavy workload.

Set up job swaps so everyone has a greater appreciation of each other’s roles and create teamwork and a culture where everyone takes responsibility when necessary, rather than passing the buck.

Upskilling also demonstrates you commitment to your team, and shows people they are valued.


Fresh Focus

FocusDay 4 in my 12 days of Christmas mini blog series

4. Fresh Focus

Time off often gives people time for reflection and can prompt them to start thinking about other options, career moves or even career changes.

Share your plans for the coming year with your team so they involved, and ask for their input so you give them confidence in the part they have to play, and so you avoid any feelings of insecurity.

Schedule 1:1 reviews as early as possible to discuss individual contributions and where they fit in with your plans for the year ahead.

Encourage everyone in your team to have their own goals too. Even if these don’t include working for you long term, discuss how you can help them achieve their goals together.



Celebrate and share successes

celebrate reward recognition

Day 3 in my 12 days of Christmas mini blog series

3. Celebrate and share successes.

Remind your team of all your achievements over the past 12 months. What milestones have you achieved as a business and individually. What were the highlights, and what’s been their contribution?

Staff are more likely to be loyal and work harder for a business they believe in.

Give praise where it’s due to create a buzz for the year ahead!


What’s your Why?

Day 2 in my 12 days of Christmas mini blog series

direction sand

2. What’s your Why?

If you want your team to take an interest and be inspired by what you do as a business, it stands to reason they need to understand what you do and why.

When you and your team have a clearly defined sense of purpose it connects you, provides structure and shared goals. Your purpose clearly communicates to your team (so it is written with the team in mind not customers) what your company does and why.

Your purpose goes beyond simply making a profit. It needs to be something that energises and excites you, and that your team can align and engage with.

So now as a good time to review your purpose. Make it a living breathing and evolving statement, that is referred to and reflected in your day to day activities.

If you don’t already have a clearly defined purpose, involve your team in creating a compelling and engaging statement that will inspire your team to align what they do day to day with your company’s aspirations.

Be passionate about your purpose – if you aren’t how can you expect anyone else to be?



Thank you

12 ideas to engage and inspire your team on their return from their Christmas break

The first of my mini 12 days of Christmas blog series, which this year will focus on engaging and inspiring your team following their Christmas break.

1. Thank Youthank-you-im-so-grateful

Simply saying thank you is the most obvious thing to do to show you appreciate your team. Whether your team have been full on over Christmas or they’re about to return after a Christmas break, make a point of thanking individuals for their contribution.

Be specific. A thank you and an acknowledgement of a job well done is far more sincere if you’re specific about what you’re recognising. So, say what it is about their actions that you appreciate. It might be spotting them doing something that shows you they’ve made an extra effort, helped a colleague, gone out of their way to help a customer, or used their initiative to get over a challenge.

Send a handwritten letter or a thank you card. A physical letter or card, particularly if it is handwritten, will have 10 times more impact than an email.

Be sure to recognise all departments, including back of house staff, or those in non-customer facing roles. They all have their part to play.