This is a very common problem and one that has no easy solution. People become part of committees for various reasons. Unfortunately, not all of these reasons are consistent with the achievement of the committee’s mandate. We all have a certain level of need to display our knowledge or exert our authority and opinion. Some of us have the maturity to control these needs appropriately and some of us allow the pursuit of the satisfaction of these needs to dominate in a blatant and often obstructive way.

One way we have found that allows people to have air time without promoting the adoption of ill-founded ideas is to use a prioritization technique. This works particularly well if you are the chair of the meeting. In instances where you are not the chair, you could help the incumbent by suggesting that ideas about issues be recorded on a flip chart or white board. Then, using a voting process, prioritize the responses by giving each member a set of sticky “dots” and ask them to participate in dotmocracy by awarding dots to the ideas according to their merit. We find that this usually ensures the harebrained ideas do not become the accepted ones.

Even though the above prioritization method works in most situations, there is really no fool-proof way of keeping committee members who have an opinion on everything from finding a way to express them. Transparent and considerate communication may then be the only way to ensure that the committee mandate is focused upon and devoted members continue to serve altruistically.

To your continued engagement,

The Delfi Team

Acknowledging that performance feedback is personally challenging and seeking ways to do better is a great start! This is an opportunity for you to adjust your attitude or, in other words, your habit of thinking, with respect to difficult conversations. Notice that the language you use is very important: “Opportunity” hints at the possibility of synergizing to develop solutions whereas “problem” suggests failure.

The best way to support your employee is by seeing yourself as a Manager who coaches for success. The alternative, policing for failure, is almost guaranteed to produce the undesirable results you anticipate.

Coaching for success works best when you have an established agreement on expected levels of measurable performance. If this agreement is well understood and accepted by the employee, he will know when his performance is falling off and will probably expect you to intervene at some point. You can then say to him: “It’s my job to support you to be successful in your job. These measures are what we had agreed to (referring to the original document) and what I observe is this. Please tell me about this gap so I can help you get back on track.” Then listen carefully and with empathy.

This way, you can work together to define the problem, examine the true causes, list and assess solutions, select the best one, set goals, and lay the groundwork for building your mutually beneficial relationship. When you coach for success, your employee will leave your office committed to doing better, every time!

To your coaching for success,

The Delfi Team

Addressing a group with an issue that pertains to only one person is a risky tactic. Your employees would probably notice your avoidance strategy which would likely damage your credibility as a manager. It would be far better to talk directly to the tardy employee about the situation.

Choosing a day when he arrives late for work, but not immediately after he arrives (emotions may be too high at that time), invite him into your office for a private conversation. Depending on the circumstances, the conversation may take a variety of courses. A tried and true way of starting a conversation like this would be to use the “I expect, I see, I need to know more” communication technique. In practical terms, you begin by saying something to the effect that, “We expect employees to be at work at X o’clock (I expect). I have noticed that you have been arriving late at least twice a week (I see). Please tell me about it (I need to know more).” This methodology often allows the parties to work on the problem together rather than get into a confrontational situation. It puts the issue on the table, in neutral territory, as opposed to leaving it with the employee and making it a personal affair. Most often, with the best interest of both the worker and the business in mind, a win-win solution can be reached. In this particular situation, perhaps some flexibility in the scheduling could accommodate both and lead to better attendance and performance.

To a timely resolution,

The Delfi Team
 

Basically, business success comes down to three important elements: Location, location, and location. Similarly, networking success also comes down to three important elements: Show-up, show-up, and, show-up! Obviously, showing up puts you in a physical location where people can meet you and where you can meet others. Not only will this result in ideas and energies being shared, but, eventually, business opportunities too.

Networking Tips

 1. Attend local chamber of commerce events. Chambers and other similar business groups host a variety of events from breakfast meetings to business after hours and professional development events. A number of these gatherings feature guest speakers and host businesses in addition to a planned networking component.

 2. Volunteer in your community. If you have expertise in a certain area, share that knowledge for the betterment of your community.

 3. Be someone that introduces people easily. You will find that people then will be likely to introduce you as well.

 4. Be quick to put out your hand. Keep in mind that people you meet at these functions are equally interested in meeting you. A firm and courteous handshake with sincere eye contact will make a great first impression.

 5. Sit at a table with people you don’t know. Have some fun with this!
A little preparation will make it easier to break the ice. Keep in mind that you may need to tell your friends you will visit with them after you have made some new connections. Your focus on creating relationships will be noticed and respected.

 To your growing network,

 The Delfi Team

Wanna, it sounds like what you are expressing is the basic need for acknowledgement. Kudos for being so willing to grow for the sake of personal satisfaction!

 There is a perfect tool which allows your workplace community to provide the feedback you are seeking. It is commonly known as a 360 assessment which, as the name implies, is an evaluation process which involves all those working around you: your boss, your peers, your direct reports, and yourself! The 360 assessment benefits are plentiful:

 • Enhances your self-awareness and discovery
• Builds on your self-responsibility for performance
• Provides a foundation for your training/development plan
• Provides a unique opportunity for honest and meaningful dialogue
• Deepens your workplace relationships
• Improves your performance and, potentially, the organization’s bottomline
• Reduces your stress

 Note that organizations of all sizes use this multi-rater tool to ensure that employees remain engaged and perform according to their potential. Consider prompting your supervisor to look into this!

 To your personal development,

 The Delfi Team
 

Iam, before making any decision, you may want to explore options with your boss. Most workplaces value initiative and people who want to continue to learn and grow. Ask about opportunities for lateral moves and for more interesting and skill-stretching assignments. Tell your boss you would like her input about how she views your work and inquire about other potential work assignments within the organization. Alternatively, you may wish to add some pizzazz to your workday by creating some energizing and challenging side projects. For example, offer to chair an employee recognition team that can develop a process for recognizing the hard work and efforts of all your co-workers. After all, if you're feeling unappreciated, you can bet others are too!

To your success,

The Delfi Team
 

BRAVO Maddy! It appears that ELC is indeed doing mighty well! To your question, I hear that you are cognizant of the fact that you, the small business owner (SBO), cannot successfully tend to all aspects of the business forever and remain sane. ‘Staying in control’ of your business IS necessary but IS NOT synonymous with performing and/or overseeing every single activity. There are many different things you can do but I will focus on the fundamental notion of self-management.

Self-management is a skill. It pertains to the ability one has to overcome personal barriers that stall maximal performance. It requires a healthy dose of self-awareness and a will to change. Although there are myriad ways to enhance your performance as an SBO, hiring a professional coach is one of the greatest investments you will make in yourself and your business. A coach works with you from the stance that you harbour the best answers within you. She will simply help you break through the barriers which shield them from your view. As a result, you will have more time, more focus, better work/life balance, and a sustainable business!

To your sanity and success,

The Delfi Team