Greetings!

Welcome to Stepping Stones, Defining Destiny's monthly e-zine, designed to provide a moment in your fast paced world to reflect on ideas that could assist in attaining your goals. Because everyone's situation is unique these insights are offered to spur your thinking in the context of your day to day efforts and longer term aspirations.

As the holidays approach this month's issue focuses on addressing the added stresses and challenges of leading through this time of year.  

Best Wishes,

Barbara Somma, MBA, CECG

Executive Coach
Defining Destiny LLC

Leading Through the 2009 Holidays  

In any year, the holidays can present a challenge to leaders at all levels. Given the unique nature of 2009 it's likely this year will be even harder.

While your group may have been sparred downsizing, the never-ending discussion of the unemployment numbers combined with the added challenges of achieving goals with fewer resources surely will have affected your teams energy and motivation.  

So before you ask your team to make the final press to meet year-end goals, you might want to consider how the year long challenges may be impacting their performance. 

Here are eight uncharacteristic behaviors you may encounter as well as some effective strategies for staying on track:

1. avoiding or ignoring feedback
2. overreacting or being overly sensitive
3. becoming cutting or sarcastic
4. being judgmental with little or no data for conclusion
5. overly forceful in achieving harmony
6. quickly changing direction without thought as to why
7. making questionable judgments
8. citing facts or proposing ideas without considering their relevance¹

So how do you help your team members move beyond these uncharacteristic and unproductive behaviors? First you should know that the individuals probably aren't aware of their change in behavior. They only know they are working as hard as possible. So while you might be tempted to focus on their behavior, which likely will increase their anxiety, you'll get them back on track much faster by helping them feel like they are once again on firm ground.  

You can begin by using these steps to assist them in overcoming their greatest barrier:

• Uncover the obstacle: Start by acknowledging what has gone well. Let the individual know you have seen and appreciate her efforts and the successes she has achieved in spite of the challenges of 2009. Then sincerely acknowledge the challenges remaining in meeting year end goals. Ask her "What is the one thing that would help you now to achieve these?" Continue the dialogue until you both clearly understand what is needed and she has identified the personal benefit of removing this hurdle. Collaborate with her on how to best remove this obstacle. Don't be surprised if you hear a sigh of relief.
• Work from reality: Once you have addressed a team member's personal block you can begin to gain consensus on what needs to be accomplished by year end. As always, establish final deadlines. When determining what must be completed, don't let team members forget to include the commitments of outside work teams and work to resolve any process problems. Take the time to identify deadlines for activities that can be rescheduled into January.
• Gain commitment and establish a process for accountability. Identify who is responsible for achieving each deadline, get him to commit to the plan and establish a process for reporting progress toward the goal. Also create an environment where everyone feels comfortable bringing up unanticipated problems and suggesting ideas for quickly resolving them. Remember you're accountable for your role in removing the identified obstacles, so you'll need to check in too.
• Recognition. Acknowledge and celebrate each time a critical milestone has been reached, especially when all goals are met.

Finally, there are three secrets to making this all work.  

First, you must deliver on all of the commitments you made to remove obstacles. 

Second, overcoming the impact of prolonged stress takes time. This is an iterative process that you'll want to repeat throughout 2010 or until your team members are once again working from their natural talents.  

Third, don't forget to look at yourself. Reflect on recent conversations with your manger, colleagues, family and friends. Have they been hinting that you're not quite yourself lately or perhaps you're exhibiting uncharacteristic behaviors? By acknowledging the impact the year has taken on you and taking the necessary steps to move your own performance back to normal you will demonstrate that one of the most powerful ways to lead is by example.  

¹adopted from In the Grip, Understanding Type, Stress and the Inferior Function 2nd edition Naomi L. Quenk, CPP, Inc., Palo Alto, Ca

Highlight  - Your Library 

The Simple Truths of Appreciation by Barbara A. Glanz

Barbara Glanz is an internationally recognized speaker, working with organizations to improve employee morale and customer service. Her readers gain a whole new perspective on the power of expressing appreciation and giving recognition.

To order this book go to click here, choose "All Gift Books" and go to page 3 (not available in retail stores).