Simona Spilak, MSc’s Post

𝗖𝗼𝗻𝘁𝗿𝗼𝘃𝗲𝗿𝘀𝗶𝗮𝗹 𝗼𝗽𝗶𝗻𝗶𝗼𝗻 𝗮𝗹𝗲𝗿𝘁: Being a manager is not difficult. Sure, there are difficult parts. And yes, some days are harder than others. But overall, it's a pretty straightforward gig. 💯What's difficult is being a 𝗚𝗥𝗘𝗔𝗧 𝗺𝗮𝗻𝗮𝗴𝗲𝗿! 🔸The kind that inspires their team. 🔸The kind that coaches, motivates, and develops. 🔸The kind that leads by example. 🔶THAT takes work. 🔶THAT takes dedication. 🔶THAT takes a level of emotional intelligence that not everyone has. But the job of a manager? Piece of cake. So if you're struggling with the day-to-day tasks, take a step back. First decide, you want to be a Manager or you want to be a Great Manager? Any of the choices would give you a way ahead. 𝗕𝘂𝘁 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝘄𝗶𝗹𝗹 𝗮𝗿𝗶𝘀𝗲 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝘀𝗮𝘆, "𝗜 𝗮𝗺 𝗻𝗼𝘁 𝘃𝗲𝗿𝘆 𝘀𝘂𝗿𝗲, which one. Can tell me the benefits of both so that I can decide?" No, I can't tell you the benefits. But I can give a hint. 𝗔𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳: Who is the manager you liked the most? How was that manager? Okay or Great? Why do you say so? And then you decide, you want be like the manager you liked, or do you want to be even better? You will find your answers. And remember: 🌟 The workplace thrives on great managers. 𝗧𝗵𝗲 𝘄𝗼𝗿𝗸 𝗶𝘀 𝗶𝗻 𝗯𝗲𝗰𝗼𝗺𝗶𝗻𝗴 𝗮 𝗴𝗿𝗲𝗮𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗿. 💎Rising above and beyond is a spectacular achievement. I wish you be spectacular. 🅿🆂: If you found this post valuable, repost ♻it for the benefit of others in your network. Follow me Subrata Kabiraj for more. ✅ Not sure about the first step? Ask. Use the comment box or send a DM. #beexceptional #greatmanagersandleaders #linkedinfamily #leadership Employee Engagement Academy

▶️ The following is an example from an 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐬𝐞𝐬𝐬𝐢𝐨𝐧. I'll share the backbone of what was at stake and omit personal details. 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞: As a chief HR officer, he was informed that top management was initiating a search for a new CEO and that he would not be part of the search process. As a senior manager in the company and with direct competencies in executive search and recruitment, he felt immediately 𝐞𝐱𝐜𝐥𝐮𝐝𝐞𝐝: "If somebody else is leading the project, and as an HR chief officer, I will have to collaborate with that person, 𝒉𝒐𝒘 𝒔𝒉𝒐𝒖𝒍𝒅 𝑰 𝒑𝒐𝒔𝒊𝒕𝒊𝒐𝒏 𝒎𝒚𝒔𝒆𝒍𝒇? As an observer? How much initiative can I take? And why am I not leading this search?" These concerns and the subsequent emotions were 𝐮𝐧𝐬𝐞𝐭𝐭𝐥𝐢𝐧𝐠. He 𝐤𝐧𝐞𝐰 𝐭𝐡𝐞 𝐟𝐚𝐜𝐭𝐬 𝐛𝐮𝐭 𝐜𝐨𝐮𝐥𝐝𝐧'𝐭 𝐡𝐚𝐧𝐝𝐥𝐞 𝐭𝐡𝐞𝐦 𝐫𝐚𝐭𝐢𝐨𝐧𝐚𝐥𝐥𝐲. He reached out to gain clarity on what was at stake. ... ... ✔︎ Read the development in the article: ▶️ https://lnkd.in/dz2Fc9r8 Message me if you need help regulating your reactions, acceptance, understanding, and communication. 📩📞 I'll share a link to my Zoom calendar so we can discuss how I can support you via Executive Coaching or PCM Personality test assessment. Simona Spilak, MSc #executivecoaching #seniorleaders #leadershipdevelopment

I’ve shared what an Enlightened Manager is and their attributes but today I want to share some valuable insights from a successful Enlightened Manager who goes through her daily managerial responsibilities with great confidence and a clear conscience. This person is a Senior Director who has successfully led teams for many years. She shared with me the 5 Pillars she follows as a manager which provide a solid framework for fostering a positive and productive work environment. Let’s dive into these essential pillars: 1. Personal: Know your team members beyond their roles. Understanding what matters to them in and out of the workplace helps build strong, trust-based relationships. This type of personal connection can significantly enhance team morale. 2. Professional: Be professional in every interaction regardless of the situation. People are more receptive to feedback and direction when they feel there is an honest two-way dialogue occurring. 3. Potential: Recognize and nurture the potential within each team member. Encourage them to see their role as part of a larger picture and support them in reaching their fullest potential. This not only boosts individual growth but also contributes to the organization’s success. 4. Preference: Respect individual preferences while encouraging growth. Provide opportunities for employees to take on assignments and develop new skills in a safe environment. Setting up these experiences for success helps broaden their horizons and builds a more versatile team. 5. Principles: Lead by example with key principles such as respect, active listening, forgiveness, and humility. Demonstrating these values consistently fosters a culture of trust and respect within the team. Embracing the 5 P’s can transform your management style and create a workplace where everyone feels valued and motivated. Be confident in yourself as a human being; know that you don’t mean harm to anyone and that you are here to build up not tear down. Coming from a good place will always lead you to a better place so don’t be afraid to try! … #Leadership #EnlightenedManagement #WorkplaceCulture #EmployeeEngagement #CareerGrowth #ManagementTips #RespectInTheWorkplace #DignityAtWork 

💡 Employer tip of the day: How to be a good manager 💡 Being a good manager is about so much more than delegating effectively and knowing the company like the back of your hand. Equally as important is fostering an empowering, collaborative environment where every team member feels valued, respected and fulfilled. Here are our top tips for taking your management style from good to great... ✅ Lead by example – Whether it is showing up to meetings on time, taking pride in your work or staying positive in the face of failure, great managers model the behaviours and beliefs they want from their team. ✅ Establish a positive work environment – An uplifting, positive work environment is critical to employee satisfaction and productivity. By celebrating success, recognizing individual achievements, and encouraging mutual respect and collaboration across your team, you can unlock an even greater work ethic from your people. ✅ Work on your communication – The best leaders and managers are also strong communicators. They welcome open and honest communication from staff, know how to properly listen to their people and adapt to any feedback that comes their way. ✅ Get to know your people – And we mean beyond the surface level. By understanding what drives your staff, how they best perform, how they navigate stress or conflict, and what they want out of their career, you can show up for everyone in the way they need. What makes a good manager for you? #Recruitment #Leadership #CareerDevelopment

💡 Employer tip of the day: How to be a good manager 💡 Being a good manager is about so much more than delegating effectively and knowing the company like the back of your hand. Equally as important is fostering an empowering, collaborative environment where every team member feels valued, respected and fulfilled. Here are our top tips for taking your management style from good to great... ✅ Lead by example – Whether it is showing up to meetings on time, taking pride in your work or staying positive in the face of failure, great managers model the behaviours and beliefs they want from their team. ✅ Establish a positive work environment – An uplifting, positive work environment is critical to employee satisfaction and productivity. By celebrating success, recognizing individual achievements, and encouraging mutual respect and collaboration across your team, you can unlock an even greater work ethic from your people. ✅ Work on your communication – The best leaders and managers are also strong communicators. They welcome open and honest communication from staff, know how to properly listen to their people and adapt to any feedback that comes their way. ✅ Get to know your people – And we mean beyond the surface level. By understanding what drives your staff, how they best perform, how they navigate stress or conflict, and what they want out of their career, you can show up for everyone in the way they need. What makes a good manager for you? #Recruitment #Leadership #CareerDevelopment

💡 Employer tip of the day: How to be a good manager 💡 Being a good manager is about so much more than delegating effectively and knowing the company like the back of your hand. Equally as important is fostering an empowering, collaborative environment where every team member feels valued, respected and fulfilled. Here are our top tips for taking your management style from good to great... ✅ Lead by example – Whether it is showing up to meetings on time, taking pride in your work or staying positive in the face of failure, great managers model the behaviours and beliefs they want from their team. ✅ Establish a positive work environment – An uplifting, positive work environment is critical to employee satisfaction and productivity. By celebrating success, recognizing individual achievements, and encouraging mutual respect and collaboration across your team, you can unlock an even greater work ethic from your people. ✅ Work on your communication – The best leaders and managers are also strong communicators. They welcome open and honest communication from staff, know how to properly listen to their people and adapt to any feedback that comes their way. ✅ Get to know your people – And we mean beyond the surface level. By understanding what drives your staff, how they best perform, how they navigate stress or conflict, and what they want out of their career, you can show up for everyone in the way they need. What makes a good manager for you? #Recruitment #Leadership #CareerDevelopment

💡 Employer tip of the day: How to be a good manager 💡 Being a good manager is about so much more than delegating effectively and knowing the company like the back of your hand. Equally as important is fostering an empowering, collaborative environment where every team member feels valued, respected and fulfilled. Here are our top tips for taking your management style from good to great... ✅ Lead by example – Whether it is showing up to meetings on time, taking pride in your work or staying positive in the face of failure, great managers model the behaviours and beliefs they want from their team. ✅ Establish a positive work environment – An uplifting, positive work environment is critical to employee satisfaction and productivity. By celebrating success, recognizing individual achievements, and encouraging mutual respect and collaboration across your team, you can unlock an even greater work ethic from your people. ✅ Work on your communication – The best leaders and managers are also strong communicators. They welcome open and honest communication from staff, know how to properly listen to their people and adapt to any feedback that comes their way. ✅ Get to know your people – And we mean beyond the surface level. By understanding what drives your staff, how they best perform, how they navigate stress or conflict, and what they want out of their career, you can show up for everyone in the way they need. What makes a good manager for you? #Recruitment #Leadership #CareerDevelopment

👋🏾 Hey People Manager, here’s 20 non-obvious benefits for your team members if you facilitate weekly 1:1s with care. You will: 1. Normalise open dialogue 2. Unlock their latent potential  3. Bolster psychological safety 4. Highlight hidden distractions 5. Enhance their self awareness 6. Enhance your self awareness 7. Identify their growth blockers 8. Uncover what motivates them 9. Reveal hidden work-life concerns 10. Raise the quality of their work-life  11. Reduce instances of misalignment 12. Nurture their trust in your leadership 13. Build their confidence in your support 14. Sharpen your conflict resolution skills 15. Amplify the voice of the team member 16. Improve how you give and receive feedback 17. Understand and build their career pathways 18. Build a shared understanding of what matters 19. Learn what development opportunities they need 20. Learn how non-work life affects your team member Predictably regular, focused 1:1 meetings make you an effective manager. They unlock the full potential of both you and your team members through direct, meaningful engagement. That how you manage like you give damn. P.S. I’m writing a book about showing care by having difficult 1:1 conversations at work. What difficult conversation do you dread having as a manager (or non-manager). DM me, I’d love to hear about it, I may feature it in the book. If you like this, you’ll like the newsletter I send out every Monday with 1 tip to make you an even better people manager. Link in the profile. 🛝 Slide into the DMs. Ask Me Anything. 🙌🏾 Share this post with 1 person who could benefit #peoplemanagement #leadership #MakeWorkDOPE

In my years of coaching executives, I've seen that valuing your team members as individuals brings greater satisfaction in their motivation and productivity. Building genuine connections and fostering open dialogue can spark collaboration, engagement, and better results. Let me share a story that showcases a "human-centered" approach – leading an employee to heightened engagement, success, and productivity. "Early in my career, I had a manager whose personal approach profoundly impacted me and our department's success. They took the time to understand my needs and help me excel in my role. I used to be nervous about client presentations, but I aspired to lead one on my own. My manager, dedicated to our growth, involved me in presentations, asking for my input and slowly building my confidence in public speaking. After months of support, they entrusted me with leading a presentation. Despite my nerves, I felt their backing and knew they'd offer constructive, not critical, feedback if I stumbled. Feeling valued and acknowledged, my engagement, motivation, and commitment soared. Their interest and encouragement transformed me from feeling overlooked to feeling an integral part of the team, energized and dedicated. Recognizing and supporting individuals yields immense benefits, fostering dedicated and motivated team members essential for long-term success. For more on Human-Centered Leadership, visit www.sabinewieger.com." #success #leadership #personal_branding #empowerment #development #job #career #female_leadership #career_promotion #inclusion #diversity

Dear People Pro Isn't a promotion to 'manager' seen as a reward for good performance in a given field, rather than an entirely different job conferring new responsibilities and requiring a distinct skill set? As a result, aren't we promoting people progressively, to their ‘level of incompetence’ – a phenomenon known as the Peter Principle? Their skills and abilities no longer match the requirements of the job and simply working harder – doing more of whatever they did to get there – and that often doesn’t help. So, we have people leaving ‘bad managers’ in droves, citing poor relationships with seniors and toxic workplace cultures – something management training is shown to mitigate. Why is this phenomenon so common? What do we really need from managers? How can we better identify ‘management material’ and how do we help those already in the role? Belbin has been helping managers for decades, using the language of Belbin Team Roles. 87% of our customers say that using Belbin helps managers manage their teams more effectively. For success at work, it is crucial for individuals to: - Understand and identify their strengths; - Play to these strengths when working; - Understand and value the roles they do not play, and seek out colleagues whose Team Roles complement their own. And managers are no exception. Whilst there is no one combination of Team Roles on which success is predicated, a person’s combination of top Team Roles influences their management style. The language of Team Roles enables managers to identify their strengths, communicate these to others and to develop their management style in accordance with these strengths. The Belbin Individual Report is a comprehensive instrument that helps predict the likelihood of success, when considering someone for promotion from an Individual Contributor to a People Manager role. This is a proven proactive way to avoid the rise of the Accidental Manager! Why not get started with levaraging Belbin Team Roles to transform performance of people and teams in your enterpeise? Here's how you can get started: 1. Read about the 4 distinct ways Belbin can help managers succeed.. Scan the pic or go to https://zurl.co/9Fo2 2. Message us for a free sample of a Belbin Individual Report.. You can even ask for a one-on-one walk through of how this Report can meet your specific needs. Cheers! #humanresources #talentmanagement #assessment #leadership #teamwork #coaching