Katie Ceccarini, CPCC, PCC’s Post

If you find yourself needing to resolve conflict within your team. Consider this... The conflict is a symptom, not the problem. 3 elements to consider as your starting point in diagnosing the problem... To what extent do your team members: 💫 Have Clarity about the what, how, why, and who of goals 💫 Are in a Climate where they have the support & resources to succeed 💫 Have the skills and behaviors to accomplish personal & team goals These aren't the obvious places to look. Yet, it's within these 3 where managers and leaders need to be creating the conditions that will enable their people to thrive. PS - this is also true cross functional project teams. ______ I help managers & leaders drive stronger business results through themselves and their teams. 🤠 ➕ Follow for actionable tips and resources.

If I were a manager having 1:1s this week, these are the 5️⃣ questions I'd be asking 👇 ✨ What are you hungry to accomplish before year end? ✨ What do you hope to more of (and less of) in 2025? ✨ What elements of my work are you interested in learning more about? ✨ What 1-2 ways could I be empowering you more? ✨ If you knew you wouldn't fail, what would you be doing? The key to leading & managing: Be human, with standards. What are you asking in your 1:1s that's opening up new frontiers in your relationships? Comment below. ✍️ _____ I help managers & leaders drive stronger business results through themselves and their teams. 🤠 ➕ Follow for actionable tips and resources.

Supporting and championing are not the same thing. Support is passive. Championing is active. Support is reactive. Championing is proactive. Champions see your genius and kick down doors to make sure others see it. 🏆 Be a champion for someone. 🏆 Seek your own champion. __ I help managers & leaders drive stronger business results through themselves and their teams. 🤠 ➕ Follow for actionable tips and resources. #careerdevelopment #leadership

The faces of impact. The faces of influence. The faces of transformation. These women put their lives on hold for 2 days to join me in Boulder for my first leadership retreat for women. After a full day of killer workshops, it was the hours we spent connecting, laughing, and enjoying carbs that was truly unforgettable. The stories that were told. ✨ The advice that was shared. ✨ The connections that were made. ✨ I shared this because a) it was soul fueling, and b) I'm dying in anticipation for the next group of women who will be stepping into this experience. 🔥 4 weeks from today, another group of badass women will be coming together in person to invest in themselves and their careers.🔥 It's not too late to register! 👀 Register yourself: https://lnkd.in/gVyZkwgg 💡 Sponsor a woman in your org: DM to arrange #womeninleadership #leadershipdevelopment #leadershipretreat

If you've talked to me in the past 6 months, you'll know what my top professional highlight of 2024 has been. It was hosting incredible group of women for an in-person leadership retreat. And today I'm happy to share the LinkedIn event details. Only a few spots remain available. Register ASAP to level up your career and connect with like-minded women! 🚨 PS - if your org has a wee bit of remaining 2024 budget, sponsoring a woman to attend would be HUGE for impacting her engagement, development, and growth. DM to arrange sponsoring a woman in your organization. Event Details: https://lnkd.in/gszXTiSv

Your best people are hungry to know how they can be even better. The better they are, the better you need to get at identifying nuanced growth opportunities. It’s not sweeping, large scale feedback that your best people need. They need nuance. They need specificity. Ex. “In X scenarios with Y audience, I notice you have a tendency to Z.” Then they need partnership for action. ✨ Identify the nuance. ✨ Then be their coach. 🗣️ Your call to action: think of your top 2-3 people. 👉 What’s one thing they could do to increase their impact? 👉 What would get them to their next level? Now champion their growth and let them know. __ I help managers & leaders drive stronger business results through themselves and their teams. 🤠 #management #managementtraining #performancereviews #managertraining #managertips #hrcommunity #feedback

I'm embarassed to say, I didn't think to do this first thing this morning. Hopefully others have. Look to your meetings this week - who is in Florida? Reach out and give them the option to reschedule. If you know they're on the West Coast, or in the Tampa area, reduce their stress and extend the deadline, move the meeting, take something off their plate. Here's to humans supporting humans.

If you're waiting for motivation to strike, you might be waiting a while. Instead, start with purpose. Nail your WHY. Spark action. Momentum for motivation. Purpose --> Action --> Motivation I needed this reminder today, I hope it's helpful for you as well!

Fastest way to improve the quality of the feedback you're sharing: Shift from thinking, "I need to give this feedback.." to "I have information that will help this person be their best." Immediate mindset shift = immediate shift in delivery. Give it a go and let me know!

One of my favorite leaders at Yelp would often say: "Hope is not a strategy." And yet, hope is too often a strategy when it comes to performance of our people. 🥴 Hoping they'll grow into the role. 🥴 Hoping they'll figure it out. Hope is not a strategy. Instead, get specific: 💡 What would enable them to grow into their role faster? 💡 What resources would increase their success rate? 💡 What expectations and clarity can be created? 💡 What coaching and development will be offered? Specific, kind, caring, and actionable conversations are what ensure we're not using hope as a strategy to develop our people. What's been your experience? I'd love to hear from you. -- I help managers & leaders drive stronger business results through themselves and their teams. 🤠 ➕ Follow for actionable tips and resources. #management #performance #careerdevelopment