Forbes Council 2021

Jennifer MorroneBlog, Executive Coaching, Leadership Development, Predictive Index, Workplace Culture

Thirteen 2021 Forbes Expert Quotes Recap

The year is moving quickly…below are 13 of my expert tips given to Forbes in the first part of 2021. I love contributing to the “Ask the Experts” Forbes Articles via the Forbes Coaches Council. The following provides a recap of my quotes and a link to the full articles.

Enjoy! Culture Matters – how will you make an impact as a Courgeous Leader in your workplace culture today?

Click the Links to read the Entire Article

 

12 Ways Brands Can Appeal To Generation Z’s Deep Convictions

Take Consistent Action

Companies can’t stand on words and policies alone, but rather, on action. If you are asked by an applicant where the focus on diversity, equity and inclusion resides in your company, be ready to cite specifically what your company believes, says and does, as well as the results you are getting. Words don’t matter. Action—consistent action—does. – Shelley Smith, Premier Rapport

 

Balancing Criticism And Praise: 13 Tips For Company Leaders

Consistently Strive To Be Firm And Fair

As a leader, you should consistently strive to be known for being firm and fair. This means your team can count on you to always give feedback that includes what went right, specifically, and where they can continue to level up, specifically. It’s not a sandwich of good and bad, but rather, reinforced feedback to continue and/or adjust as necessary. – Shelley Smith, Premier Rapport

 

11 Techniques To Overcome Impostor Syndrome At Work

Unpack The Reasons Why

As a coach, you should ask why they feel that way. Help them unpack it, get out of their head, build their confidence and repair those self-identified blind spots. Clearly define what the opposite feeling of being an impostor is. Help them get there by doing a cost-benefit analysis of the mind shift to facilitate the change in perception. – Shelley Smith, Premier Rapport

 

10 Ways To Turn Mediocre Customer Service Into A Five-Star Experience

Analyze And Find The Gaps

Stop and think about where you are now with service. Where do gaps exist between expectations, training and each team member’s hardwiring? First, you need to analyze; then, you can move into bolstering your team’s strengths and address the blind spots between expectations and results. Are your team members being compliant with their customer service, or are they committed to providing a five-star experience? – Shelley Smith, Premier Rapport

 

12 Ways Entrepreneurs Can Build Mental And Emotional Resilience

Think Through What Can Go Wrong

Think through what can and will go wrong with each strategy. Ask yourself what might be on the other side of the mountain once you reach the top. If you don’t prepare, then you can’t always adjust. This builds resilience in you and your team. – Shelley Smith, Premier Rapport

 

10 Ways To Turn Mediocre Customer Service Into A Five-Star Experience

Analyze And Find The Gaps

Stop and think about where you are now with service. Where do gaps exist between expectations, training and each team member’s hardwiring? First, you need to analyze; then, you can move into bolstering your team’s strengths and address the blind spots between expectations and results. Are your team members being compliant with their customer service, or are they committed to providing a five-star experience? – Shelley Smith, Premier Rapport

 

11 Smart Ways For CEOs To Handle Reports Of Bullying

Engage HR Or Outside Help

You’ve been put on notice and must investigate. If you don’t feel as if you can approach the investigation in an unbiased way, engage your HR manager or an outside professional consultant to assist. Once the investigation is complete, then report the findings and or appropriate actions to those involved. At each step, confidentiality and nondisclosure are paramount, as is a no-retaliation policy. – Shelley Smith, Premier Rapport

 

14 Ways Leaders Can Rebuild Trust Among Siloed Team Members

Analyze And Understand Team Dynamics

You need a better understanding of the team’s dynamics, beginning with the individual behavioral hardwiring of each team member. Then, compare the summation of the team as a whole to its strategic focus and, finally, to teams that are counterparts. All of this can be achieved in less than two hours. It opens up and uncovers strengths, gaps, misunderstandings and unity at the core, deepening the foundations of trust. – Shelley Smith, Premier Rapport

 

Torn Between Working On Or In The Business? 11 Ways To Strike A Balance

Separate Visionary And Implementer Roles

Understand and separate the visionary role from the implementer role. If you go deeper on one versus the other, you risk moving too fast and nothing sticking or moving too slow and getting passed up by the competition. – Shelley SmithPremier Rapport

 

11 Key Steps Leaders Can Take To Increase Their Resilience

Market Conditions And Research

Marketers should always consider market conditions and research when deciding if they should pursue innovation. If you don’t see a problem to fix, then you can’t create your blue ocean. Getting on top takes risk and innovation. Find something not being addressed and address it. Take the lead—after all, you are an entrepreneur. – Shelley Smith, Premier Rapport

 

11 Factors Entrepreneurs Should Consider Before Pursuing Change

Market Conditions And Research

Marketers should always consider market conditions and research when deciding if they should pursue innovation. If you don’t see a problem to fix, then you can’t create your blue ocean. Getting on top takes risk and innovation. Find something not being addressed and address it. Take the lead—after all, you are an entrepreneur. – Shelley Smith, Premier Rapport

 

Nine Ways To Encourage Employees Who Hesitate To Ask For Help

Set The Tone Up Front With Them

Set the tone up front with employees around asking for help. Does your company culture encourage this, and can people see it in action? Can you give them examples of how “we” help one another around here? Then, when you check in on them, be deliberate and specific about how things are going and what they need from you. Don’t get vague, or they won’t ask. – Shelley Smith, Premier Rapport

 

12 Signs Your Client Isn’t Ready for Coaching

Unwillingness To Pivot

First, they must be self-aware but secondly, they must be willing to pivot to others’ needs and motivations. Five-star leaders are open to feedback and understand 100% it isn’t about them but about others. Bottom line: You are coachable when you not only see yourself in the mirror, own your strengths, but remain open, willing to pivot for the greater good. They have to be ready to lean in. – Shelley Smith, Premier Rapport