Summer is now fully upon us. School is out and many of us have planned or will soon get around to planning summer vacations with family and friends.

The relaxed days of late June, July, and August present all of us with some special opportunities that I like to think of as summertime “r’s.”

Review – Summer is a great time to take a step back and reflect upon your professional practice. Were you successful in meeting your goals? If not, what stopped you?
Resolve and revise – Set new goals over the summer. (Need help with goals setting? Grab a FREE copy of my Clear Targets Action Sheet here.) Also, be sure to review your personal mission statement and core values. (You can grab a values list here.) Much can happen in a year, in terms of shaping your direction and principles. Use these months to make new commitments while also revising your existing purpose and value documents.

Stay positive and be grateful

It's so easy to get down. 😟

To focus on what's not working and what we're missing. 📉

Especially with the utter disruption and pain that is #covid19. 😷

All of us do it, at least on some level.

Moving From Resolution to Achievement: 8 Tips for Making Your New Year’s Commitments Stick

If you are like most people, you will take some time on New Year’s Day to reflect on the outgoing year and set some resolutions for the year ahead.

Maybe you’ll decide to make a lifestyle change, such as eating healthier and exercising more.

Perhaps you’ll determine that it is time for more work-life balance or to travel more often.

You may set some business-related goals, such as making more sales calls or taking other action steps that will improve your bottom line.

These, or any other constructive goals, are the first step in living a better, more fulfilled life.

How to Handle and Survive Market Volatility

There are sound investing principles that apply to all of us dealing with volatility.

We all have ups; we all have downs. And these sound principles all relate to the idea of “stay”. In other words, not flee, not run to the hills when there are challenges, but to be able to hold on and here are the three concepts relating to stay.

Number one, stay the plan,
Number two, stay invested, and
Number three, stay in growth mode.

balance, perspective, coachingNaphtali HoffSeptember 16, 2019Impactful Coaching & Consultingvolatility, stock market, planning, disciplineComment

How to Give Feedback Like a Boss, Part II

Following are more tips to help keep feedback conversations constructive.

Be growth oriented – The primary purpose of feedback should not be assessment. Rather, it should be on coaching employees to grow and set new goals. Once goals are set, use them as a baseline for future conversations with a focus on how the employee is progressing towards his/her goals. If insufficient progress is being made, use the conversation to figure out why and what can be done to help get things on track.
Be reasonable – Even if there are many correctable items that you’d like to discuss, avoid overloading. Too much information will only dilute the conversation and reduce its effectiveness. Choose the 2-3 most important elements that require attention and leave all others alone. Less is more.

Become a leader of IMPACT

achievement, coachingNaphtali HoffJune 17, 2019Impactful Coaching & Consultingimpact, influence, integrity, leader, leadership, goal settingComment

How to Give Feedback Like a Boss

In a previous post we talked about using the “EARN” approach to giving constructive feedback that focuses on a person’s actions rather than on their person or character.

Below are some other tips to help you deliver more effective feedback.

Be positive – If your intention is genuine, and you can convey this to the employee, there’s a good chance your feedback will be effective.
Be immediate – Give the feedback while the individual can act on it. Waiting until the end of the week, or worst yet, the annual performance review doesn’t help the person make mid-course corrections.

Become a Leader of Influence

At the heart of great leadership is influence, as in the ability to influence others to do what needs to get done.

In a piece written for Forbes, Kevin Kruse defines leadership as “a process of social influence, which maximizes the efforts of others, towards the achievement of a goal.” I like his approach because it factors in some important primary leadership elements: (social) influence, others, effort optimization and goals.

Leadership is about influencing others, rather than demanding and coercing. It speaks to the ability to win people over to a new way of thinking and practice, through idea sharing, collaboration and role modeling. It emphasizes persuasion and motivation over coercion.

Influence occurs primarily through emotional connections, such as when we share triumphant or challenging times together. It also develops when leaders routinely demonstrate feelings of appreciation, care, concern, and empathy.

Describe the Action, Not the Person

What does “good feedback” mean to you?

As leaders, we give feedback constantly. We do it formally, such as in scheduled review meetings. But we also do so informally, such as when we notice something that we like (which should be the norm) or something that we don’t appreciate (a necessary but hopefully less frequent form.) It could be expressed directly in words, or communicated indirectly, as with facial gestures, tone of voice or even changes in behavior patterns.

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