Busy Schedule? Try These Tactics To Prioritize Your To Do List

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#13 Acting Not Reacting

Act on the important. Don’t react to the urgent. Create a weekly plan connected to your goals. Organize and schedule your work around the “big stuff.” Stay out of the gravel. Be an effective delegator and leverage technology to enable your productivity. Franklin Covey’s Productivity Matrix is a great resource for prioritizing and producing amazing results.

Originally published at: https://www.forbes.com/sites/forbescoachescouncil/2019/09/06/busy-schedule-try-these-14-tactics-to-prioritize-your-to-do-list/#1e0bc6957f79

Inclusive Leadership

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Inclusive Leaders Are Your Most Valued Asset

We know that inclusive leaders have a positive affect on retention and the employee experience. For leaders to engage their workforce to deliver maximum value, they must learn how to fully utilize the talent of all employees. Deloitte quantifies the “long shadow” of inclusive leaders as driving up the percentage of employees that feel valued versus those that do not by 70%. In the same study, inclusive leaders improved team performance by 17%.

In addition to building trusting relationships, inclusive leaders tend to be adept at collaborating, managing change, and listening for understanding. They are also profoundly self-aware, curious; and demonstrate high degrees of self-control. Inclusive leaders operate at the higher end of the cultural intelligence scale. In the webinar “Coaching To Support Diversity & Inclusion,” our Principal & Chief Talent Officer, June Stewart discusses the impact and success our clients are having as they invest in growing people leaders’ capabilities. The correlation between improved employee retention, employee satisfaction, organization performance, and culture is palpable all the way to your bottom line.

AHA! (Ask, Hear, Act)

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Employees want to know that what they are spending their time producing, creating, designing, delivering, . . . has meaning. Employees want to know their work is significant to their manager, leadership, team, and the broader organization. They also want to know that, in the process of their work, they are learning and experiencing that which will help their continued development and growth.

Maslow’s Hierarchy of Needs is helpful in understanding at a very basic level, human motivation.  Inspiring engaged employees means affecting people at the highest point in the hierarchy – self-actualization. This is the place where people are seeking to become all they are capable.  Leaders in pursuit of more engaged employees  can use any of these probing questions in group or one-on-one situations:

  • How can I better support you?
  • What can I do to help you?
  • How can I enable your success?
  • What else should be considered?
  • What suggestions do you have for my continued improvement?

It takes courage, humility, and discipline to graciously ask, hear, and act on what employees’ share.  There’s much to be gained for everyone in this process. However, if this type of inquiry is new for you, proceed thoughtfully. The winning formula to inspiring employees to be more engaged requires leaders to ask questions and respond timely and meaningfully.

Top Coaches Reflect & Share Tips…💯

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The truth is none of us started where we are.  With every experience and interaction we mature, evolve, and transform. Top Coaches share personal reflections they wished they’d known sooner in their careers and tips on reducing workplace stress. We’re delighted that our Principal, June Stewart joined the discussion.

Coaches Share 8 Tips They Wish They’d Known Sooner In Their Careers

9 Tips To Reduce Stress

June Stewart of Amplify Partners, LLC accepted into Forbes Coaches Council

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June Stewart, Principal and Chief Talent Officer, with Amplify Partners, LLC (amplifypartners.co) a boutique management consulting practice based in Ohio, has been accepted into the Forbes Coaches Council, an invitation-only community for leading business and career coaches.

June Stewart joins other Forbes Coaches Council members, who are hand-selected, to become part of a curated network of successful peers and get access to a variety of exclusive benefits and resources, including the opportunity to submit thought leadership articles and short tips on industry-related topics for publishing on Forbes.com.

Forbes Councils combines an innovative, high-touch approach to community management perfected by the team behind Young Entrepreneur Council (YEC) with the extensive resources and global reach of Forbes. As a result, Forbes Council members get access to the people, benefits and expertise they need to grow their businesses — and a dedicated member concierge who acts as an extension of their own team, providing personalized one-on-one support.

“I am thrilled to join this prestigious network of professionals,” said June Stewart. “Our work at Amplify Partners, LLC is about transforming individual and organizational performance from good to great. My membership with the Forbes Coaches Council is the right compliment for my brand and business.  I look forward to tapping into the Council’s resources and network to further enable my delivery of game changing executive coaching.”

Scott Gerber, founder of Forbes Councils, says, “We are honored to welcome June into the community. Our mission with Forbes Councils is to curate successful professionals from every industry, creating a vetted, social capital-driven network that helps every member make an even greater impact on the business world.”

For more information about Forbes Coaches Council, visit https://forbescoachescouncil.com/. To learn more about Forbes Councils, visit forbescouncils.com.

Maintain Your Bounce

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How is it that some people suffer hardships, setbacks, and difficulties and not waver? ? That colleague who isn’t able to regain their confidence after a job loss or hearing contrary feedback. Friends who avoid relationships after a betrayal of trust or can’t bring themselves to love again after a divorce. “More than education, more than experience, more than training, a person’s level of resilience will determine who succeeds and who fails. That’s true in the cancer ward, it’s true in the Olympics, and it’s true in the boardroom.” (Dean Becker)

The skills and behaviors that feed and enable your resilience are critically important to develop and nurture now more than ever. The combustive cocktail of daily public provocations associated with political, social, and natural disasters, the pervasiveness and popularity to be mean and demean others, along with our ever-present personal challenges increase the likelihood that our contingency plans (aka Plan B), will one day move from thought to reality.

The Center for Creative Leadership defines resiliency as the ability to bounce back from a difficult moment, a rough day, a big setback, or a life-changing hardship. Resilience is also about tapping into what you need daily to avoid paralysis when you can’t see thru the forest or when you just don’t know the next move. While deeply personal resiliency, has profound business implications. A global survey of over 100,000 employees found that employee depression, stress and anxiety accounted for 82.6% of all emotional health cases in Employee Assistance Programs in 2014. This is an increase from 55.2% in 2012. What I know for sure is that when people are sad, angry, reactive, and anxious they are unable to be at their best in any role. Decision-making and interpersonal interactions take a hit.

The good news is like most things resiliency can be learned. It is built by a set of attitudes and behaviors associated with optimism, flexibility, continuous learning, creativity, confidence, mindfulness, and vision orientation.

Tips To Building Resilience

Resilience is a core leadership competency for anyone on the #boss track. Make sure you’re practicing these enabling behaviors. They demonstrate your resilience to others:

  • Effectively communicating your intentions.
  • Being receptive to feedback; requesting feedback; and responding by acting on the feedback.
  • Building positive trusting relationships.
  • Willingly take bold risks and try new approaches & ideas.
  • Having a vision for change. Embrace change. Inspiring others to change.
  • Decisive effective decision-making enabling forward motion. When you misstep, quickly edit and course correct.

The race isn’t given to the swift, nor to the strong, but to the one that endures to the end (Ecclesiastes 9:11).  Flex those new muscles that surviving the experience created.?? Use the learning to relaunch, redirect, transform… Take a step, make a move, fly, soar, leap… whatever.  Maintain your bounce to live and live well.  

 

⇒ Your Vision Really Is Relevant