231: Avoid the biggest mistakes managers make

INTRO:Hey, thanks for tuning in to the Corporate Yogi podcast, I’m your host Julie Zuzek. This pod is YOUR dedicated time for growth, developing practical tools to use with your team and other relationships and to learning deeply about who you are and what makes you tick! Because you are a brilliant and powerful being and I want you to invest more time reflecting on WHO are being, not just WHAT you are doing. Doing is awesome, but BEING, well that is where the magic happens and what makes you truly feel fulfilled. You’re going to love this episode on the biggest mistakes that leaders make. So here’s a look at what you’re going to learn  today1 – In the first segment I’ll reveal the 3 biggest mistakes2 – Then in the second segment we’ll talk about your leadership legacy3 – And in the last segment I’ll give you a 3 step process to start defining your leadership brand So get out of your head and into your heart shall we?  SEGMENT 1  For those of you who are managers I know you’re striving to be the best manager you can be. There’s no end to the number of articles, blogs and books about Leadership, but most of them are overwhelming and theoretical. So today I wanted to do something different. I wanted to give you real advice from my real clients about what they really want from their managers. No theory today, just real world practical advice you can translate into action immediately. And we’re going to start off by talking about the biggest complaints that people share about their managers. Remember every day all day, I’m working with clients and I get to hear what they really want and what they’re most frustrated by. Do you have an idea or a guess about what it could be? OK I won’t leave you in suspense any longer, here they are, the top 3 mistakes that managers make. Starting with #1 not giving enough feedback, the 2nd is not having proper career conversations, and the 3rd is Lacking vision and confidence. How did those land with you? Any surprises in there. Well there shouldn’t be. At the end of the day people just want to be seen and heard. They want to know you’ll stand up for them and they want to know you care. Great leadership isn’t complicated, but it is time consuming and it does require consistency. Before we dive in deeper to each of these 3 I want to check in with you. Do you feel like you’re guilty of any of them? What about your employees, what would they say? Would you have the courage to check in and ask them? OK let’s start by talking about feedback, it’s a delicate balance of how to give it just right. So I’ve gathered a long list of ways we screw up when we give feedback. Buckle your seatbelt bc this is a list of 5 ways we screw up when we give feedback, then at the end I share a couple tips of how to give feedback correctly – OK< the first way we screw up when we give feedback is - We don’t give enough feedback. Our team members want to hear from us, they’re craving feedback and they want lots of it. Feedback helps them to know if they are on track with their goals. It helps them know if they are delivering in alignment with what is expected of them. It helps them to know if they are growing in the right ways. We also screw up with feedback when we don’t give the right context or situation of what happened. Brene Brown is famous for saying being clear is kind. So that means be really specific about the environment our employees were in, and the circumstances they were in and the people they were with. We screw up with feedback if we don’t give both positive and negative feedback. Usually we’re hard wired for one or the other based on what our manager did with us.  It’s just as important to deliver the constructive feedback as it is the positive feedback. So be thorough and use the full spectrum when you give feedback. We also screw up if we are not authentic...