I was nominated by my management to attend an off-site training the last couple of days. The topic was Performance Based Presentations. I thought, oh goody, another class on PowerPoint. I could not have been more wrong.
The content of the course was absolutely amazing. I got some great strategies for both preparing and delivering presentations in different scenarios. In the next few weeks I have a few important presentations that this will no doubt make a difference in not only my success, but also help my self-confidence.
The moral of this story though isn’t about this great course. A manager I had at one point had a theory about training. There are three value propositions for training: getting away from the daily grind at the office to focus, the people you meet and collaborate with during the experience, and, of course, the content itself.
I have a lot going on in my world right now, especially at work. Getting a break from my office and those fun meetings to build a skill, and the chance to meet some great people when added to the content of the course made this an encounter that will impact me going forward. I am grateful for this opportunity.
A couple of weeks ago I received the results of the employee opinion survey. It’s hard to stomach reading about your failings as a leader, but if one can manage to set the ego aside, it can prove to be quite useful to find some improvement opportunities. The answer isn’t always what is obvious, but with some deeper analysis often some useful nuggets can be unearthed.
In my case, I was able to trace back a few key issues to a simple and common problem — communication. Specifically, my team felt that the information did not flow consistently and a couple of key topics. After having the sort of year we had, with the lack of a leader for over half of 2010, it wasn’t really a big surprise that I saw that feedback.
To respond to it, I have adopted the theme of rhythm. Rhythm is defined as the uniform or recurrence of a beat, accent or the like. In this context, I am applying rhythm by making sure that regular communication meetings, employee 1:1 meetings among others are prioritized and carried out. People tend to appreciate a level of structure that they can count on. It is kind of like a metronome is used by a musician. Even if they choose to complain about more meetings, they actually do want those frequent touch points. I also used to complain when a metronome was brought out when practicing piano!
This seems obvious, maybe, but the ability to respond, adapt and sustain new leadership habits is another example of a Big Play. So far, so good for me after making this choice. The feedback has been positive, and it has done a lot to help me reconnect with my team.