Managers' 'To Do' list
Snackable post-workshop reinforcement tools
Tools to combat 'The Forgetting Curve'.
Your To Do List is Lead-ER's collection of 45 second reminders of 'The Whats' in our workshops. Each video is a 45 second refresh of two things to do - and to avoid - when dealing with some of the tricker people management issues around.
Here's some of our favourites:
Your 'To Do' list
For when you need to...
Give some positive feedback
that your team member really values.
"That was awesome!" feels great to say, but to the receiver, it's a bit like a sugar rush. Try this to make your positive feedback stick:
Communicate an unpopular message with empathy and clarity.
You know how they'll feel. Support them best with this approach:
Support a worried team member by empowering and enabling them.
Leaders can be quick to reach for solutions. But sometimes the best support comes from questions:
Do an investigation.
You want it to be effective, aligned to the legal framework and super efficient. Here's a plan to achieve exactly that:
Decide what to put in a PIP.
Take some time to do some diagnosis before settling on what actions are needed. Here's how:
Interview a witness as part of an investigation.
There's no need to go for an interrogation vibe. Here's what you are aiming for:
Say 'no'.
We know a 'no' will be unpopular, so it can be hard to say it. Here's how to do it with empathy and clarity:
Communicate a change.
Humans are not keen on change and listening skills drop when change is on the horizon. Here's how to communicate your change so the message is received and understood:
Say something's 'not okay'.
This can be tough, particularly when you think they didn't mean any harm. But, if you think what happened wasn't okay, say it this way:
Give feedback that someone needs to improve what they're doing.
How to structure the message that helps the listener to keep their 'fight or flight' response under control. Try doing it this way:
Do a return to work meeting that's effective and empathetic?
Turn 'the form' into 'a conversation' using this technique:
Figure out what motivates a member of your team.
Don't ask that question directly. Try this instead:
De-escalate a tense conversation.
Spot 'position-taking' and ask good questions to get to the underlying interests that are driving people to their positions. Here's how:
Explore something that's on your team member's mind.
You can see something's troubling them, but you pick up it's a sensitive issue. Here's how to be respectfully curious:
To Do FAQs
Why start with the 'don'ts'?
Great question. Under the pressure of a 'difficult conversation', leaders rely on instinct—and it's instinct that drives the 'don’ts'. Get those out of the way, and clear the path for the two 'do’s' that stick for the long haul.
Can we share these To Dos with our leaders?
Yes! We'll create a To Do List for your leaders aligned to your programme.
The To Do List will reinforce the 'whats'. How do we reinforce the 'why' and the 'how to'?
We'll cover the 'why' and the 'how to' in the workshop, and create actions for your delegates that will keep the learning burning. Or, power up your programme with a 10to3 subscription.