Tips for Developing People in Continuous Improvement

This week’s leadership tip is on Problem Solving. As leaders, we navigate through challenges daily, and the ability to solve problems efficiently is a cornerstone of successful management. Our methods of problem solving, through Lean Management techniques, are one of the things I believe make CITY Furniture unique.    Here are some ways you can improve problem solving within your organization:    ✅ Embrace a #Kaizen Mindset: Continuous improvement is key. Foster a culture where associates feel encouraged to identify and address issues. It's the accumulation of these small improvements that propels an organization towards excellence.   ✅ Go To The #Gemba: Go to where the work is done to really understand what is going on with your business. Ask questions. See with your own eyes the facts of the situation.   ✅ Data-Driven Decision Making: Leverage analytics and metrics to gain insights into the root causes of issues. This not only accelerates the decision-making process but also ensures that solutions are grounded in a comprehensive understanding of the problem.   ✅ Encourage Cross-Functional Collaboration: Problems often span multiple departments, and the collective intelligence of a diverse team can lead to innovative solutions. Create forums for open communication and collaboration, fostering an environment where everyone feels empowered to contribute their expertise.   ✅ Prioritize High-Impact Issues: Not all problems are created equal. Identify and prioritize high-impact issues that align with your organizational goals.    ✅ Learn from Failures, Celebrate Successes: Encourage your team to analyze setbacks, understand what went wrong, reflect, and use those insights to iterate and improve for the future. Similarly, celebrate the successes – both big and small – to reinforce a positive problem-solving culture.   ✅ Invest in Training and Development: Equip your team with the necessary skills to excel in problem-solving. Training and workshops focused on critical thinking, root cause analysis, & creative problem-solving techniques can significantly enhance your team's ability to address challenges effectively.   ✅ Lead by Example: As leaders, we set the tone for our organizations. Demonstrate a proactive and positive approach to problem-solving. Show that you value and appreciate the efforts of your team in addressing challenges. Your example will inspire others to embrace a similar mindset.    At CITY, by integrating problem-solving seamlessly into our culture, we help to eliminate waste and optimize our business for our customers, associates and even suppliers. This not only leads to improved productivity but also fosters a dynamic and always continuingly to improve company culture. That’s why I’m such a strong believer in problem solving, and encourage you all to take a look at it more closely.   How does your organization approach problem-solving, and what strategies have proven most effective?    #continuousimprovement #leadershiptips

Rejecting internal candidates without a clear development plan can be demoralizing and counterproductive. When an internal candidate takes the leap to interview for a new role, it’s not just about the position—they’re showing ambition, drive, and a desire to grow within the company. Let's use this momentum to support their career development. Here’s how we can make a positive impact: 1. Transparent Feedback ↳Provide detailed, constructive feedback. ↳Highlight their strengths and the areas they need to develop to be successful in future opportunities. 2. Personalized Development Plan ↳Collaborate with them to create a tailored development plan. ↳This could include training, mentorship, or project assignments that align with their career goals. 3. Regular Check-ins ↳Schedule periodic meetings to review progress, offer support, and adjust the plan as needed. ↳Celebrate their milestones and achievements along the way. 4. Encourage Continuous Learning ↳Recommend relevant courses, workshops, and resources. ↳Foster a culture of continuous improvement and learning. 5. Mentorship and Networking ↳Connect them with mentors and encourage them to build their network within the company. ↳These relationships can provide guidance, support, and new opportunities. Investing in our internal talent not only boosts morale but also strengthens our team and organization. Let’s commit to turning every "no" into a powerful stepping stone toward future success. By nurturing our internal candidates, we’re not just filling roles—we’re building resilient, engaged, and future-ready leaders. ♻️ Repost this if you agree ➕ Follow Anna Chernyshova for more posts like this

One size doesn't fit all when it comes to learning. Let's dive into personalized learning paths and how they empower our teams. As leaders, we recognize that each employee has unique strengths, preferences, and growth areas. Personalized learning paths allow us to tailor development experiences. Let’s look at 5 strategies for personalized learning: 1. #SkillsAssessment: Start by assessing individual skills. Use tools like competency frameworks or self-assessment surveys. Identify gaps and strengths. Imagine a marketing manager discovering a knack for data analytics during a skills assessment. We can then guide them toward relevant courses or workshops. 2. Customized content: Offer a buffet of learning resources. Some prefer bite-sized videos; others thrive on in-depth articles. Curate content that aligns with diverse learning styles. Imagine a visual learner immersing themselves in infographics about market trends while an analytical thinker dives into case studies. 3. #Microlearning modules: Break down topics into bite-sized chunks. Microlearning fits busy schedules and enhances retention. Imagine short modules on negotiation skills or time management. These snackable lessons can be consumed during coffee breaks or commutes. 4. Assign mentors and learning coaches: They guide employees, provide feedback, and celebrate milestones. A seasoned leader can help a junior manager navigate complex projects. Imagine a mentor sharing insights on stakeholder management or organizational change leadership. 5. Gamified challenges: Set challenges, quizzes, or simulations. Reward progress. Imagine a sales team competing in a product knowledge quiz—learning becomes fun! The top scorer gets a virtual high-five. Remember, agility isn't just about reacting swiftly; it's about learning, adapting, and thriving. #ContinuousLearning #IndividualDevelopment #LearningAndDevelopment

This got me thinking. Only 31% of employees are enthusiastic about and energized by their work. "Involving" your people will not only help them learn, but also skyrocket their enthusiasm and energy. Here's my playbook for doing it: 👉🏻Trust & Empower: Involve your team in decision-making processes and push decisions to them when possible. This will foster a sense of ownership and responsibility. 👉🏻Celebrate Feedback: Create an environment where feedback is frequent and constructive. It encourages continuous learning and growth. 👉🏻Connect 'Why' to Vision: Sharing a compelling vision to motivate team members and clearly explain why their contributions matter. 👉🏻Offer Development: Signal your commitment to personal growth with training and development opportunities. It sparks motivation and increases loyalty. 👉🏻Recognize & Praise: Acknowledge achievements and make saying 'thank you' your default. A little recognition goes a long way to boost morale and motivation. 👉🏻Promote Diversity: Embrace diverse perspectives and backgrounds to enrich the work environment, prompt healthy debate, and drive innovation. 👉🏻Encourage Collaboration: Encourage teamwork on projects. This builds a sense of community and belonging while also accelerating learning. 👉🏻Challenge Comfort Zones: Push and encourage team members to expand their skills and what they think is possible. It promotes growth and enthusiasm. 👉🏻Cultivate Inclusivity: Ensure all voices are heard. For example, make sure extroverts don't steal the show and create the space needed for quieter team members to speak. Be the leader that serves, empowers and inspires. And you'll skyrocket the engagement of your team! --- ♻️Find this valuable? Share it with your network. Follow me, Shagun Agarwal, for more insightful content.

I was fortunate to work with some other Senior Leaders to teach a Leadership class where we focused on empowering front-line leaders with practical tools to ignite their teams' potential and inspire superior business results. Here are four simple yet impactful steps we emphasized: 1️⃣ Connect the Dots It's crucial to ensure every team member understands how their daily efforts contribute to the organization's overarching goals. When everyone sees the bigger picture, motivation and alignment skyrocket! 2️⃣ Goal-Driven Empowerment Embrace a quarterly goal-setting approach where team members are empowered to set both professional and personal growth goals. This fosters ownership, accountability, and continuous improvement. 3️⃣ Regular Check-ins Establishing regular check-ins isn't just about discussing goals; it's about nurturing strong personal connections. These interactions build trust, enhance communication, and pave the way for collaborative success. 4️⃣ Feedback & Recognition Leverage intentional and continuous feedback, recognition, and communication to uplift and inspire each team member. Acknowledging their efforts fuels morale and fosters a culture of growth and excellence. While these steps may seem straightforward, they're often overlooked in the hustle and bustle of leadership. However, investing in these foundational practices can unlock your team's full potential and inspire remarkable results. Let's commit to prioritizing these fundamental principles and watch as our teams soar to new heights! 💼✨ #LeadershipDevelopment #TeamEmpowerment #BusinessSuccess #ContinuousImprovement

One of the biggest questions I get from companies, large and small, is: How can we be more innovative? This past Wednesday I was invited by Constanza Cortés Moya, Javiera Correa Urzúa of Comedy corp and the amazing team at Banco BICE in #Chile to share my stories, experiences and thoughts on what I believe it takes to be innovative in today's fast-paced, AI driven world. But I didn't talk #AI, #technology, #marketing or new processes.  Instead I focused on something far more subtle, time proven and yet difficult. #Psychological safety.  I broke down my talk into 5 Key Rules or insights that I've found are indispensable if we really want our people to step out of their comfort zone and take risks, challenge us, admit mistakes and challenge each other. Through a combination of powerful, brutally honest and practical stories I used the stage to drive home the 5 things I've seen that #leaders must do if they want to promote more psychological safety on their teams and drive innovation: 1.  Don't hire based on education and skills.  Hire based on values, grit and diversity of experience. A person with the right values, who has pushed through tough times to get where they are can more easily pick missing skills than someone with the skills but with the wrong values and a fear of stepping outside their comfort zone. 2. Never stand still.  Create a space for people to be continuously learning and growing.  Whether it's courses, coaching, training or just a simple quarterly book reading club.  Always be learning. Share what you're reading as a leader and encourage others to be constantly learning and discuss what you learn as a team. 3.  Delegate and empower your teams.  Never be afraid to delegate tasks or projects even if your people fail or if it scares you.  People need to grow and leaders need to delegate in order to focus on their own growth. 4. Give and request feedback constantly.  I only learned about my failure to listen and actively "hear" others through feedback.  Give and ask for feedback often so it becomes a habit and less uncomfortable. 5. Shift your perspective on failure.  Using #okrs while I was at Google many years ago forced me to spend as much time revisiting failures of the past as planning for the future.  Failure is a cruel mistress but the only one that helps us learn. There are few things I love as much as public speaking and sharing stories.  Being on stage brings me joy, purpose and energy.  It's an opportunity for me to share many of the failures I learned from and share some successes. But more importantly it taps directly into my own personal Ikigai or reason for being: To bring the energy to move people to work on things that give them meaning and purpose. And that...makes it all worth doing. Thank you team BICE for your attention, warm welcome and for this chance to share the stage with you.  You all make this work worth doing. Be True, Be Curious, Be Driven. Patrick.

Making leadership training 𝐬𝐭𝐢𝐜𝐤 is crucial for the long-term success of any organization. No company can afford to neglect leadership development, nor can they afford leadership development that doesn't pay off. Here are several strategies I use with my clients to make leadership training more effective and enduring: 𝐑𝐞𝐢𝐧𝐟𝐨𝐫𝐜𝐞𝐦𝐞𝐧𝐭: Schedule regular follow-up or advanced sessions to build on the initial training. This helps keep the knowledge fresh and allows leaders to continue developing their skills. "Repetition is the mother of all learning." 𝐌𝐢𝐜𝐫𝐨𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Implement microlearning techniques that provide small, manageable pieces of content for leaders to engage with regularly. This can help reinforce concepts and skills over time, even in busy, dynamic environments. Whose isn't these days? 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Encourage immediate application of the skills learned. This could be through specific projects or by integrating new leadership tasks into daily routines. 𝐌𝐞𝐧𝐭𝐨𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠: Pair leaders with mentors or coaches who can provide ongoing guidance and feedback, helping to translate training into practice. 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: Hold leaders accountable for demonstrating their training in their work. This can be done through performance reviews or providing more informal feedback. 𝐈𝐧𝐭𝐞𝐫𝐚𝐜𝐭𝐢𝐯𝐞 𝐚𝐧𝐝 𝐄𝐧𝐠𝐚𝐠𝐢𝐧𝐠 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐌𝐞𝐭𝐡𝐨𝐝𝐬 Experiential Learning: Use simulations, role-playing, case studies and other interactive methods that allow leaders to practice and experiment with different styles and strategies in a risk-free environment. 𝐓𝐚𝐢𝐥𝐨𝐫𝐞𝐝 𝐂𝐨𝐧𝐭𝐞𝐧𝐭: Customize training to address the specific needs and challenges of each leader. This can increase relevance and engagement. In my experience, it is the difference between "off-the-shelf" content and a tailored approach. 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞 𝐋𝐢𝐛𝐫𝐚𝐫𝐢𝐞𝐬: Create a resource library with books, articles, videos, and other materials that leaders can use for self-directed learning. 𝐏𝐞𝐞𝐫 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐆𝐫𝐨𝐮𝐩𝐬: Establish peer learning or discussion groups where leaders can share experiences, challenges, and insights. 𝐂𝐚𝐫𝐞𝐞𝐫 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐏𝐚𝐭𝐡𝐬: Link leadership training to career progression to motivate leaders to engage with and apply their training. Incorporating these strategies into a leadership training program helps ensure that the investment in development has a lasting impact. The key is to create a supportive environment that encourages ongoing learning, application, and reflection, making leadership development a continuous journey rather than a one-time event. Feel free to reach out and discuss leadership development as a key part of your business strategy.

In any collaborative environment, providing constructive and thoughtful feedback is a skill that can elevate both individuals and teams. Here's a quick guide to mastering the art of giving good feedback: Address the behavior or outcome you want to discuss with precision. Specific feedback is more actionable and easier to understand. Additionally, provide feedback as close to the event as possible, ensuring its relevance and impact. -Begin by acknowledging what went well. Positive reinforcement sets a constructive tone and helps the recipient understand their strengths, fostering a more receptive mindset for improvement. -Frame your feedback in a way that encourages growth rather than focusing solely on mistakes. Offer solutions or alternatives, guiding the individual toward improvement. Avoid personal attacks and maintain a professional, supportive tone. -Express your feedback from a personal perspective using "I" statements. This approach helps avoid sounding accusatory and emphasizes your observations or feelings about the situation. -Critique actions and behaviors rather than judge the person's character. This helps the individual understand what specific actions can be adjusted or improved. -Feedback should be a two-way street. Encourage the recipient to share their perspective, thoughts, and potential solutions. A collaborative discussion fosters a sense of ownership and commitment to improvement. -A healthy feedback mix includes both positive reinforcement and developmental guidance. Recognize achievements and strengths while offering insights into areas for growth. This balance creates a well-rounded view and motivates continuous improvement. -Pay attention to your tone and body language when delivering feedback. A respectful and empathetic approach enhances the impact of your message. Ensure your feedback aligns with your intention to support and guide rather than criticize. -Effective feedback doesn't end with delivery. Follow up to check progress, provide additional guidance, and show ongoing support. This reinforces the idea that feedback is a continuous process aimed at improvement. -Just as you provide feedback, be open to receiving feedback on your communication style. Continuous improvement applies to everyone, and being receptive to constructive criticism enhances your ability to provide effective feedback in the future. Remember, the goal of good feedback is to inspire growth and improvement. By incorporating these principles, you contribute to a positive and collaborative environment where individuals and teams can thrive. What would you add?

Do you feel like despite using personality tests for your people, you're not quite getting the results you hoped for in your team dynamics? Let's talk about why and explore three steps to positively shift your team dynamic! The Limitations of Personality Tests: While personality tests offer insights, they often fall short in capturing the complexity of human behavior in a work setting. People are dynamic, and relying solely on these tests can lead to oversimplification and misinterpretation. Here are Three Steps to Transform Team Dynamics: 1. Embrace Individual Complexity: Recognize that individuals are more than a set of personality traits. Embrace the complexity and uniqueness of each team member starting with their WHY. * Encourage open communication where team members feel comfortable expressing their thoughts, ideas, and concerns. This fosters a culture of understanding beyond test results. 2. Focus on Strengths and Values: Shift the focus from fixing weaknesses to leveraging strengths. Identify and harness the unique strengths each team member brings to the table. Align tasks and projects with individual values. When people feel a sense of purpose and connection to their work, it positively impacts motivation and collaboration. 3. Invest in Continuous Feedback: Move beyond one-time assessments. Implement regular feedback mechanisms that allow for ongoing discussions about performance, goals, and development. Create a feedback culture that encourages constructive conversations. This helps address challenges proactively and promotes a continuous learning mindset within the team. 🔔 The Result? A Positively Transformed Team! By embracing complexity, focusing on strengths and values, and investing in continuous feedback, you're not just managing a team; you're cultivating an environment where individuals thrive. Team dynamics evolve positively when everyone feels seen, valued, and empowered to contribute their best. What is working for you and your team right now? What are you ready to implement to improve your team dynamic? Is it a coach? An outside resource? A team growth and development day each month? I would love to hear from you...#teamgrowthanddevelopment #peoplefirstculture #startwithwhy #leadershipdevelopment #growthculture #growthmindset #elevateothers #investinyourpeople

I speak with hundreds of Learning and Development leaders, and one of the best predictors of a successful L&D organization is manager involvement in employee development initiatives. While it makes perfect sense on paper, it's usually easier said than done. I often hear that managers are too busy, or do not see it as a business-critical activity. This results in too many  L&D leaders giving up on involving the managers in their employee development programs. I recently came across this article on @Harvard Business Review that not only highlights the indispensable role of managers in L&D. but gives very practical tips on how to do it right. I TLDRed it for you: Let Managers Identify Training Needs - Managers possess a deep understanding of their team members' skill requirements. Organizations should establish a mechanism to gather training needs directly from managers through surveys and discussions. Create Targets and Structure for Learning - To overcome challenges in encouraging busy employees to learn, organizations should be very focused with their learning, and avoid “open-ended” or “learn at your time” initiatives that usually lead to low utilization. Assign Managers Specific Roles - Managers should play a direct and visible role in training initiatives. For example, rather than announcements coming solely from HR or L&D professionals, managers can introduce training programs to their teams. Help Managers Turn Training into Action - Managers should guide team members in applying the skills they learn. This involves creating opportunities for employees to apply newly acquired knowledge in real-world scenarios and providing ongoing support to ensure effective implementation. Collect Feedback from Managers - In addition to gathering feedback from participants, organizations should collect input from managers. Feedback should be collected before, during, and after training sessions to gauge impact, uncover challenges, and identify areas for improvement. The Growthspace platform is designed to work with managers and leverage their insights. Through our dynamic skill mastery platform, managers can define the learning targets, support skill application, and measure the real-world impact of training on key performance indicators. The call to action is clear: let's embrace the powerful role of managers in shaping the learning journey. Thoughts? Article: https://lnkd.in/dzG9vWZN