Jenny Handley Performance
Apr 20
by jennyhand in Cape Times – Career Times 0 comments

KNOW HOW TO DELEGATE AND GET THINGS DONE

A leader inspires, a manager implements, a teacher shows and a worker executes. So why do we call leaders executives when they should be inspiring rather than executing, getting others to execute the work?   Delegation is not an exercise of power, but more of an opportunity to empower. There are many reasons for delegating, not just for freeing you up to do more of what you love or what you are good at, or what is required of you. Delegation also gives others the opportunity to grow and to offer you support. It may be because they are better than you, or can become better than you. Know that being efficient is doing things right, but being effective is doing the right things. If they do not have the relevant experience initially, then make it your responsibility to train them. Give them a comprehensive brief and an outline of required outcomes with timelines, gently guide them, and then stand back to let them grow and by doing so, allowing you to make better use of your own time.   Once you get used to the freedom enjoyed when good delegation is in practice, you can use that free time […]
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Apr 13
by jennyhand in Cape Times – Career Times 0 comments

WHAT TO DO IF CONFLICT HITS ORGANISATION

Conflict can simply be described as a clash. It could be a clash of personality, interest, values or direction. More importantly it could be a clash about differing values. There is constructive and destructive conflict. When conflict is constructive, it produces solutions, clarity and is backed up by good communication. It results in better understanding and co-operation. Destructive conflict wastes time, decreases morale, causes mistrust, resentment and even anger, and it displays a breakdown in communication. It may leave scars.   Know that conflict does not disappear on its own. Instead, like an illness, it festers below the surface until the symptoms cannot be ignored. That is the time not only to address the symptoms, but also try to establish the cause. Typical causes include: an untenable workload, mounting pressures, a feeling of imbalance or instability, differences of opinion and incompetence. Make an effort to collaborate, accommodate and communicate. If you cannot find a clear solution that suits everyone, then work towards compromise.   Know that every circumstance is different, but these 10 point guidelines could be helpful in most conflict situations in the workplace: If a team member approaches you with conflict, start by acknowledging the problem before even […]
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Apr 07
by jennyhand in Cape Times – Career Times 0 comments

ACHIEVE WORK GOALS BY MANAGING STRESS

Consider what skills you need to develop in order to realise leadership greatness. Common areas that need capacity-building include simple skills like general knowledge, peripheral vision, networking, confidence-building and specialisation.  Other more clearly defined skills could include delegation, time management, conflict management and stress management.   I think we all define stress quite personally. What we do know is that stress is not busyness (and no-one has exclusive rights to being busy – our perception is often that we are busier than anyone else!). No-one has exclusive rights to busyness. Stress is that uncomfortable feeling of anxiety that sits in the pit of your stomach. When it affects your health adversely, this is often the first time that we sit up and take notice.   Stress is generally considered to be negative. But it is evident that stress, when controlled, can be used to galvanise people to action. It can be used in a constructive manner. Distress is when someone cannot adapt to the stress, or cope with it, and the result is suffering.   As the internationally recognised means for obtaining help is a distress signal, recognise that when someone is distressed, he or she is in need of […]
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Mar 30
by jennyhand in Cape Times – Career Times 0 comments

GOOD LEADERS EMPLOY WINNING STRATEGIES

In the many interviews I conducted with leaders during the research and writing of Raise Your Leaders ™, everyone complained that the two biggest time-wasters in business are emails and meetings, and often these practical issues of leadership are not strategically managed!   Leaders need to be able to plan strategically for success. They need to be critical thinkers who can articulate their vision and their mission statement to their team so that they achieve buy-in and can then achieve the overall goals together. They have to develop their practical leadership skills such as delegation, time management and meeting management, slotting into the role of chairperson with authority and dignity. They should know how to deal with conflict, and how to identify and manage stress effectively. This can only be done with adequate preparation and knowledge, both essential cornerstones of success.   Leaders need to understand that a strategy starts in the head, with the right attitude and clearly defined objectives. If the leader can outline the benefits of the strategy to his team, it will be embraced and realised. If not, it is doomed from the start. A leader needs to adopt the appropriate policies and procedures to practise […]
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Mar 23
by jennyhand in Cape Times – Career Times 0 comments

FOCUS ON OPPORTUNITIES FOR IMPROVEMENT

I always watch a movie until the credits at the end (unless I fall asleep). It is incredible to think of how many people are involved in the production of a two-hour film. A leader should do the same – watch for every line of the credits. Never forget to thank anyone for their contribution, however small it may be. If someone is leaving your organisation make sure you wish them well. Facilitate an exit interview. In addition to its providing information to you that you may have missed whilst they were performing their role, it provides closure for the rest of the team.   What happens to the information unveiled in this, an essential part of a career path? Is it filed, shared or used for improvements? Who attends these and are the findings integrated into progress paths for other individuals so that the same mistakes, if any, can be avoided? Who should do exit interviews – the leader or the HR Manager or both? I believe that an exit interview can offer invaluable information and should be thought of as a learning mechanism. They should be documented. However, if the departing employee is disgruntled or has an axe […]
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Mar 16
by jennyhand in Cape Times – Career Times 0 comments

DEVELOPING THE BEST IN EACH TEAM MEMBER

Members of a team need to have the required skills, aptitude and attitude. If they don’t, it is the job of the leader to expose inadequacies and offer them training. Only when staff have been slotted into the right slots to utilise their assets (qualities) to their best advantage, and been upskilled on their abilities, can a leader disengage an employee. You as a leader will need to feel that you have done your utmost best to develop a team member before you accept that the only option is to let them go. This is a last resort and will require the expertise of a HR specialist in order to go about the process in a professional way. Re-direction counselling is often advisable.   How should you as leader approach training? Use the M plan: model (you perform the task while they observe) monitor (exchange roles – now allow them to do) motivate (remove yourself from the task and let them do it) mentor (take them along with you) multiply the effect   Give your team permission to do the job, not just authority as that should be earned. Authority comes from a position, professionalism and competency, personality and personal […]
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Mar 09
by jennyhand in Cape Times – Career Times 0 comments

TIPS FOR STAYING POSITIVE IN TIMES OF ADVERSITY

The most overwhelming reaction to any of my columns was when I asked my most optimist friend Jen for her insights and advice on staying positive. At the time she was undergoing treatment for cancer. She shared her personal thoughts on positivity, which, after publication, went viral and inspired many other people worldwide. I am sharing them again in her honour, as she passed away last week after fighting her illness with courage every step of the way. Many people face incredible challenges in their careers and private lives, and by knowing that sometimes we cannot change our circumstances, the one thing in our power to change, is our minds. Here are Jen’s tips for staying positive in the face of adversity: Learn to be an optimist – there is always good in every situation however horrendous it may seem; you just need to look for it. Develop a strong belief that there is a reason for what is happening (we often don’t find out why) but believe that it crosses your path to teach you something from the experience. Nothing happens by chance! Embrace it and work with it rather than fight it. One always has choices in life. […]
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Mar 02
by jennyhand in Cape Times – Career Times 0 comments

REFOCUS, RE-EVALUATE AND REINVENT YOURSELF

Goodbye February, hello March…this is the month in which all your preparation for the year is now cemented. It is exhilarating to see how days and weeks have developed their rhythm, and you can now see the plans coming to fruition. Autumn provides a little cooling off period, colours change, and so do we. Regular readers of this column will know that as the seasons change I advocate that one should sit and re-focus, re-evaluate and re-invent. When you are self-employed one does not have someone conducting a performance appraisal for you, so you need to construct your own. I therefore take out my personal balance sheet which includes a list of my assets and liabilities, and look at what I am doing well, and what I could be doing better. I also bravely ask clients and colleagues for input, and then work with their constructive feedback. I cast my eye over my list of goals, which I have written in a linear fashion. I include long, medium (annual) and short-term goals (quarterly), and check that I have accomplished what I needed to in order to create a solid foundation. I then have my wheel, in which I allocate time […]
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Feb 23
by jennyhand in Cape Times – Career Times 0 comments

IT TAKES ONLY ONE TO START MORAL REGENERATION

Last week I witnessed many coincidences, one was that when I was being briefed for a forthcoming presentation, I was asked to make the focus on moral fibre. The following day when I popped into my favourite bookstore, the owner asked if I could make my next column about moral regeneration. Listening to the radio prior to penning these words, the announcer highlighted the cause for so much going awry in society. Have we bred a generation that believes you are only immoral, or wrong, when you get caught? What has happened to personal integrity? There is a lovely quote about the sun setting, and not expecting applause…We should not expect praise for doing things honestly and making good choices, it should be ‘our way’. Who is responsible for defining ‘our way’ in a business? Is it a top-down responsibility, or should everyone be making a contribution? This can be termed corporate culture, which is largely the responsibility of the leader and their executive team to define (and reflect through leading by example), but each and every individual in the organisation should be making a contribution to the overall culture. Moral fibre can be defined as the inner strength to […]
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Feb 16
by jennyhand in Cape Times – Career Times 0 comments

CHANGE OF SCENE INSPIRES TEAM CREATIVITY

It is difficult to feel or be creative in certain environments – especially in front of a computer screen or in a sterile boardroom. Last week I hosted a creative brainstorming session for a team, and our first step to success in the process was to choose the right environment. To escape the office and constant interruptions, we chose the beautiful, tranquil gardens of the Belmond Mount Nelson Hotel, where we could enjoy our tea, protected from the noise and pollution of the city and the only sounds were of the trickling fountain and twittering birds. By getting the delegates to drive there, they physically separated themselves from the daily grind at the office. Most importantly, the team felt like it was a treat, not a chore. We cleared our heads of day-to-day trivia and moved from using our left brains to our right brains. The results were exceptional, and it was not the marketing team who generated the most incredible ideas. Everyone, given the right environment and encouragement, can be creative. Don’t exclude the finance or logistics staff from the opportunity of showing their bright sides. Every individual was given a small blackboard to write on (no laptops or […]
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