DiBona & Associates - The Top Ten Percent , Effective CommunicationDiBona & Associates - The Top Ten Percent , Effective Communicationhttps://www.consultdibona.com/blogs/effective-communicationSun, 08 Mar 2026 12:15:33 -0700http://zoho.com/sites/<![CDATA[Your Field Guide to Efficient Meetings]]>https://www.consultdibona.com/blogs/post/your-field-guide-to-efficient-meetingsDiscover how to transform your team's collaborative time into a powerhouse of efficiency and innovation with our comprehensive guide. Delve into actionable strategies derived from industry best practices to elevate your meeting productivity in the construction, engineering, or manufacturing sectors.]]>

In the realm of construction, engineering, and manufacturing, our prowess is manifested in the towering projects we erect, the groundbreaking designs we innovate, and the precise hum of our production lines. It is imperative, therefore, that our team meetings embody the same ethos of meticulousness and efficiency. With insights culled from industry leaders and management maestros, this guide ventures into the realm of optimizing the collaborative endeavors of your team.

Crafting Purpose-Driven Meetings

Data-Driven Insight: A telling study by Atlassian unveils that an average employee attends 62 meetings per month, half of which are deemed as time squandered. The first step towards reclaiming this lost time is sculpting a robust agenda. Morph vague pointers into targeted inquiries or objectives. For instance, transition from “Review Steel Delivery” to "Strategies to expedite steel delivery for Project Z?”. This nuanced shift primes attendees for solution-oriented deliberations.

Mastering Meeting Lengths:

Finding the Sweet Spot: A study from the University of Nebraska sheds light on the fact that 60-70% of meeting time is spent astray. Here's a tailored guide to timing your meetings for utmost efficacy:

  • 10-Minute Meetings: For swift clarifications or minor updates.
  • 30-Minute Meetings: Ideal for targeted discussions or feedback rounds, perhaps to finalize vendor selections or minor design alterations.
  • 60-Minute Meetings: Reserved for extensive briefings or training sessions, perfect for deep dives into new project briefs or wholesome monthly reviews.
  • 90-Minute Meetings: The ground for deep strategy deliberations, suitable for annual planning or brainstorming on complex challenges with multiple departmental insights.

Embracing Standing Meetings:

Maximizing Efficiency: Visionaries like Facebook’s Mark Zuckerberg are known patrons of standing meetings to ensure brevity and focus. Particularly useful for daily check-ins or urgent discussions, standing meetings inherently ward off multitasking temptations.

Selecting the Right Meeting Participants:

Quality over Quantity: Harvard Business Review underscores the perils of "over-collaboration." A carefully curated participant list ensures that discussions remain focused, relevant, and decisive. For instance, discussing a new software implementation may only necessitate the presence of IT representatives, affected department heads, and a handful of key users.

Rethinking Status Updates:

Harnessing Technology: Replace traditional update meetings with real-time, collaborative digital boards facilitated by modern data management and reporting tools. This transition liberates in-person time for problem-solving and decisive deliberation, thus propelling productivity.

Leadership Dynamics:

The Two-Way Street: As highlighted by Google’s Project Aristotle, the cornerstone of effective teams is psychological safety and mutual respect. Leaders are tasked with the delicate balance of directing discussions while fostering a space where every voice is valued.

Tackling the Financial Implications:

Counting the Real Cost: The expense of meetings transcends direct costs like participant salaries. Bain & Company revealed a staggering 300,000 hours a year consumed by one weekly executive meeting in a large corporation, accounting for preparation and cascading meetings. It’s vital to ensure every meeting justifies the time and resources it expends.

Strategies to Counteract Costs:

Optimizing the Investment: Prior to hitting that “schedule” button, evaluate if the meeting's objectives could be attained through alternate mediums. If a meeting is imperative, the key to optimizing the investment lies in punctuality, preparedness, and strict adherence to the agenda.

The Bottom Line

The crucible of our meetings should mirror the strategic, efficient, and results-driven nature inherent in our projects across the construction, engineering, or manufacturing spectrum. Harnessing industry insights and time-tested best practices can transmute every team interaction into a stepping stone towards our next monumental breakthrough. In this epoch of innovation and precision, let our collaborative time be the catalyst steering us towards uncharted horizons of success and excellence.

]]>Thu, 28 Sep 2023 13:00:00 +0000<![CDATA[Cracking the Code to Productivity]]>https://www.consultdibona.com/blogs/post/code-to-productivityProductivity is key to an organization's success. Efficient teams boost profits, gain competitive edges, elevate morale, and enhance job satisfaction. Prioritizing team productivity ensures optimal use of resources.]]>
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The Role of Clear Goals & Expectations in Team Performance

Team productivity is crucial for the success of any organization. A productive team can achieve more in less time, leading to increased profitability and a competitive advantage. Additionally, a productive team can improve the overall morale and motivation of its members, leading to higher job satisfaction and retention. By prioritizing team productivity, organizations can ensure they are utilizing their resources effectively and efficiently.

Best practices to improve clarity of goals and expectations

There are several best practices leaders can use to provide clearer goals and expectations to their team members.

Here are the most impactful ways to do that:

Why are clear goals and expectations so important?

Clear goals and expectations are essential for increasing team productivity for several reasons, some of which are:

  • Providing a sense of direction and purpose for team members - When employees know what they are working towards, they are more likely to feel motivated and engaged in their work, leading to increased productivity.
  • Providing clarity on what is expected of team members - When everyone understands what they need to do and how their work contributes to the overall goals of the organization, there is less confusion and ambiguity, which leads to increased efficiency and effectiveness.
  • Help prioritize tasks and allocate resources effectively - When everyone is on the same page, it's much easier to identify the most important tasks and allocate resources accordingly, which will maximize productivity.
  • Help establish accountability - It is much easier to hold employees accountable for their work when they have a clear picture of what their responsibilities and what is expected of them. This ensures everyone is doing their part to achieve the team's goals and increases productivity.

​​Clearly communicate goals and expectations

Leaders MUST communicate their goals and expectations in a way that is simple, straight forward, and easy to understand.

      • Use simple language that everyone can understand.
      • Avoid using jargon or technical terms that team members may not be familiar with.
      • Keep the message simple and to the point.

What's the difference between a goal and an expectation?

Goal - desired outcome

Typically specific, measurable, and time-bound.



Expectation - what is required to achieve that outcome

Behaviors, actions, or results that team members are expected to deliver in order to achieve the goal.

Example:


A goal might be to increase customer satisfaction by 20%.


The expectation might be for team members to respond to customer inquiries within 24 hours and to offer a solution to their problem.

​​How can leaders communicate clear goals and expectations?

  • Repeat Key Messages. Repetition will reinforce key messages and ensure that team members understand the message. Leaders should consistently repeat key messages throughout their communication to help ensure that they are understood.
  • Use visual aids. Charts, diagrams, and graphs can help to convey complex information in a clear and easy-to-understand way. Leaders can use visual aids to supplement verbal communication.
  • Actively listen and encourage questions. This helps to ensure that team members understand the message and can ask for clarification if needed. Be open to receiving your teammates feedback and make them feel understood by actively listening. Active listening requires the leader to be fully present in the moment and to set aside their own thoughts and judgments in order to truly understand their teammate’s perspective.
  • Provide context. This helps team members understand the importance of the message and how it relates to their work. Leaders should explain why the message is important and how it impacts the team and the organization as a whole.
  • Use an active voice in communication. This makes the message clearer and easier to understand. Active voice puts the focus on the action being taken, while passive voice puts the focus on the object of the action.

Leaders should check for understanding to ensure that team members have understood the message. They can do this by asking team members to repeat the message or by asking questions to test their understanding.

​​Use SMART goals

Specific

Measurable

Achievable

Relevant

Time-bound


By setting SMART goals, leaders can provide their team members with clear and specific targets to work towards, which helps to increase motivation and productivity.

Example:


A project manager leading an important project that is having issues with containing costs and is running late on schedule:


Specific:  Reduce project costs and get the project back on schedule.


Measurable:  Reduce project costs by 10% and get the project back on schedule within the next 3 months.


Achievable:  Identify cost-saving opportunities through a thorough analysis of project expenses and determine where to make cuts while maintaining quality and project standards. Develop a revised project timeline and schedule that considers any necessary changes to the project plan.


Relevant:  Reducing project costs and getting the project back on schedule will benefit the organization by improving profitability and customer satisfaction.


Time-bound:  Achieve the cost reduction and get the project back on schedule within the next 3 months.


Overall goal - Reduce project costs by 10% and get the project back on schedule within the next 3 months by identifying cost-saving opportunities, analyzing expenses, and making necessary changes to the project plan.

​​Provide regular feedback

Leaders MUST provide regular feedback to their team members, both positive and constructive, to help them understand how their work is contributing to the team's goals and where they can improve.


How to Use 1:1’s to Improve Team Success

​​Empower your team

This helps increase engagement and ownership, leading to increased productivity. Give your team autonomy and decision-making authority over their work by:

      • Fostering an environment of collaboration and communication
      • Delegating decision-making authority to team members
      • Embracing failure as a learning opportunity
      • Encouraging team members to take risks and try new approaches


Leaders will give their team autonomy and decision-making authority. Building trust, enabling team members to make informed decisions, empowering team members to make decisions within their areas of responsibility, getting team members more invested in the outcome of their work.

​​Don’t forget about your Key Performance Indicators (KPIs)

Leaders need to use KPIs to provide their team members with clear targets and track their progress towards those targets.


Look for both positive trends and negative trends.

Positive trends - help organizations identify areas of strength and build on them

Negative trends - signal areas where improvement is needed.

Example:

If an organization's customer retention rate has been steadily increasing over the past several months, this could be a positive trend that indicates that the organization is doing a good job of keeping customers satisfied. 

On the other hand, if the organization's customer acquisition cost (CAC) has been steadily increasing, this could be a negative trend that signals that the organization needs to find more cost-effective ways of acquiring new customers.

To track KPIs effectively, organizations can use a variety of tools and techniques, such as:

      • Data visualization tools to create charts, graphs, and other visual representations of their KPI data, making it easier to identify trends and patterns.
      • Data analysis software to analyze large datasets to identify correlations and patterns that may not be immediately apparent.
      • Statistical analysis techniques, such as regression analysis and hypothesis testing, can be used to identify significant trends and patterns in KPI data.
      • Organizations can compare their KPI data to industry benchmarks or best practices to identify areas where they are performing well or where improvements can be made.

​​Providing resources and support

Leaders MUST provide their team members with the resources and support they need to achieve their goals. This can include training, tools, and access to information and expertise.

​​The proof is in the numbers

Research has shown that leaders who provide clear goals and expectations to their teams are more likely to see improvements in productivity, engagement, and overall performance.


Employees who understand their organization’s goals and how their work contributes to those goals are 2.5 times more likely to be engaged than those who don’t (Study by Harvard Business Review).


Find out what disengaged employees are costing your organization.


Additionally, employees who receive regular feedback and coaching from their leaders are 3.5 times more likely to be engaged than those who receive no feedback.


Leaders who give their teams more autonomy and decision-making authority have also been shown to see improvements in productivity and engagement. According to a study by Gallup, teams with high levels of employee engagement are 21% more productive than teams with low engagement levels. Giving team members more control over their work can also increase their sense of ownership and accountability, leading to higher levels of motivation and commitment.


In fact, a study by MIT Sloan Management Review found that organizations that practice decentralized decision-making and give employees more autonomy are more innovative and adaptable than those with more centralized decision-making processes.

]]>Thu, 04 May 2023 13:00:00 +0000<![CDATA[Master the Art of Communication: Proven Strategies for Leaders to Inspire, Connect, and Succeed]]>https://www.consultdibona.com/blogs/post/master-the-art-of-communication-proven-strategies-for-leaders-to-inspire-connect-and-succeedCommunication is the foundation of any good relationship, including those between business partners, employees, and customers. Effective communication helps build trust, respect, and understanding, leading to stronger, more productive relationships.]]>

Communication is the foundation of any good relationship, including those between business partners, employees, and customers. Effective communication helps build trust, respect, and understanding, leading to stronger, more productive relationships.


Over the years there have been many examples of business failure attributable to, at least in part, to poor communication.

      • The Enron scandal in the early 2000s was, in part, the result of poor communication between the company's executives and employees. Enron's executives engaged in fraud and other unethical practices, but employees did not speak up because they felt they could not communicate their concerns to senior management.
      • Nokia, once the world's largest mobile phone maker, lost its position of dominance in the industry due in part to poor communication. The company failed to anticipate the rise of the smartphone and the changing needs and preferences of consumers. In addition, the company's internal communication was fragmented and siloed, which made it difficult to respond to changes in the market.
      • Kodak, the photography company that once dominated the industry, filed for bankruptcy in 2012 due in part to poor communication. Kodak was slow to adapt to the rise of digital photography, and the company's internal communication was also criticized for being bureaucratic and slow-moving.
      • Blockbuster, the video rental chain, filed for bankruptcy in 2010 due in part to poor communication. The company was slow to adapt to the rise of streaming video and other digital technologies, and its internal communication was criticized for being hierarchical and resistant to change.
      • Target, the retail giant, suffered a major data breach in 2013 that exposed the personal information of millions of customers. The breach was partly due to poor communication between Target's IT department and senior management, which resulted in vulnerabilities in the company's systems going undetected and unaddressed.


Effective communication improves leadership by:

      • Facilitating goal setting and achievement. Without clear communication, employees may not fully understand what is expected of them, leading to confusion and decreased productivity. Effective communication helps to establish goals, clarify expectations, and ensure everyone is working towards the same objectives.
      • Enhancing decision making. Effective communication allows individuals to share their ideas and perspectives, leading to better decision making. When people feel heard and understood, they are more likely to contribute their best ideas, leading to more creative and effective solutions.
      • Improving productivity. When communication is clear and efficient, it reduces misunderstandings and mistakes, leading to increased productivity. Effective communication also ensures that tasks are completed efficiently, preventing delays and costly errors.
      • Boosting employee morale. When employees feel heard and valued, they are more likely to feel satisfied and engaged in their work. Effective communication can help boost employee morale, leading to higher levels of motivation and productivity.
      • Increasing customer satisfaction. Effective communication is critical to providing excellent customer service. When customers feel heard and understood, they are more likely to be satisfied with the product or service, leading to increased loyalty and repeat business.

What are the elements of effective communication?

      • Clarity: Clarity refers to the use of language that is easy to understand. It means avoiding jargon, slang, and complex terminology that may confuse the listener or reader.
      • Tone: The tone of voice used in verbal communication can convey a lot of information, such as emotions, attitudes, and intentions. A speaker's tone can be assertive, friendly, persuasive, or sarcastic, among others.
      • Active Listening: Active listening is the process of fully concentrating on what is being said and responding appropriately. It involves showing interest, asking questions, and providing feedback to the speaker.
      • Non-verbal communication: Non-verbal communication includes body language, facial expressions, gestures, and eye contact. It can add meaning to verbal communication and help to convey emotions and attitudes.
      • Feedback: Feedback is the response given by the listener or receiver of the message. It can be verbal or nonverbal, and it helps the speaker to know whether their message was received and understood.
      • Empathy: Empathy is the ability to understand and share the feelings of another person. It involves listening carefully, showing compassion, and responding appropriately to the speaker's emotions.
      • Respect: Respect is an important aspect of verbal communication. It involves treating others with dignity and showing consideration for their feelings and opinions.


How can you learn to communicate more effectively?

We utilize a neuroscience-based approach to help leaders improve their communication skills. The principles of neuroscience can help you communicate better by providing insights into how the brain processes information, and how people respond to different types of communication. Here are a few ways neuroscience principles can help you communicate better.

      • Understanding how the brain processes information: The brain processes information in different ways, depending on the context and the nature of the information. By understanding how the brain processes information, you can tailor your communication to make it more engaging and effective. For example, using visual aids, storytelling, or other techniques that activate different parts of the brain can make your message more memorable and impactful.
      • Emphasizing emotional connections: Neuroscience has shown that emotions play a significant role in decision-making and memory formation. By creating an emotional connection with your audience, you can make your message more memorable and compelling. You can achieve this by telling personal stories, using humor, or appealing to your audience's values and beliefs.
      • Using simple, clear language: Neuroscience has also shown that the brain processes information more efficiently when it is presented in a simple, clear manner. By using straightforward language and avoiding jargon and complex terminology, you can ensure that your message is easily understood and retained.
      • Paying attention to nonverbal communication: Nonverbal communication, such as facial expressions, gestures, and body language, plays a significant role in how people perceive and respond to communication. By paying attention to your own nonverbal cues and those of your audience, you can ensure that your message is received as intended.
      • Being mindful of attention span: Neuroscience has shown that people have limited attention spans, and that their ability to focus and retain information declines over time. By structuring your communication in a way that is concise and easy to follow, you can help your audience stay engaged and retain the key points of your message.
]]>Thu, 16 Mar 2023 15:34:40 +0000<![CDATA[Communication Code of Conduct is Critical for Organizations!]]>https://www.consultdibona.com/blogs/post/communication-code-of-conduct-is-critical-for-organizationsDeveloping a communication code of conduct is essential for today's fast-paced work environments to improve productivity and efficiency?]]>

Communication touches all aspects of your Management Operating System (MOS). The MOS defines how the organization forecasts, plans, and assigns work; the structures required for effective and efficient work execution; it defines the roles of individual contributors, and leaders at all levels. 

Given the integral nature of communication in all areas of the MOS, it goes without saying the importance of developing a communication code of conduct to outline the norms, rules, and proper practices is not only smart but an essential requirement in today’s fast-paced, task-driven work environments. All too often, organizations are working too hard on the wrong things.


The benefits of a communication code of conduct are that it defines expectations, builds consistency communicating the organization’s vision, creates alignment between critical teams, reduces departmental silos, ensures accountability, and connects all levels of the organization.

Many organizations waste 15-20% of productive time on unnecessary or badly managed meetings, taking too much time to hunt down answers to questions, or creating unnecessary emails. Most individuals can eliminate one-half to one full day of non-productive work and use that time for other purposes while improving their own wellbeing.


Status Meetings

  • Standardize meetings by developing a template for weekly, monthly, and quarterly status meetings.
  • Define the frequency of standing meetings and who schedules them.
  • Each meeting should include:
  • Concise agenda and objective
  • Limit participants to those that must be present based on the expected outcome of the meeting
  • Rank all actions due (red, yellow, green status)
  • Assign a facilitator and timekeeper (start and end on time)
  • Accountability to adhere to electronic devices policy
  • Fix problems, make decisions and assign action items

Make Subject Matter Experts Accessible
  • Identify SMEs in the organization.
  • Allow others to access them for emergency situations when an immediate response is required by cell phone, text, email, or other method.
  • SMEs hold periodic office hours to answer questions.

Email and Other Forms of eCommunications

  • Define point of contact or general inbox for Client/customer emails. 
  • Integrate all client/customer communication into CRM to translate into action items/tasks.
  • Email length – limit emails to the core meaning or purpose
  • Does the organization want to use real-time messaging platforms or is it a distraction?
  • How will problems be communicated, i.e., email, phone call, text, or other platform?
  • When to call quick huddle or virtual meeting to solve an issue in preference of sending emails?

DiBona & Associates uses a customizable approach to find where non-productive time is being wasted and can guide your organization to establish a more productive and rewarding work environment. The communication code of conduct is one of many tools we use to help our clients achieve greater levels of efficiency, effectiveness, and productivity.
]]>Thu, 12 Jan 2023 13:00:01 +0000<![CDATA[How To Use 1:1's to Improve Team Success]]>https://www.consultdibona.com/blogs/post/1-1s-to-improve-team-successLeaders that have frequent 1:1's with their teammates improve employee engagement and achieve greater alignment between the organization's objective and individual goals.]]>
A well-structured 1:1 can have a powerful impact on your team.

Leaders that have frequent 1:1's with their teammates improve employee engagement and achieve greater alignment between the organization’s objectives and individual goals.

Well-structured and consistent 1:1’s can have a powerful impact on your team.


Proper preparation for a perfect 1:1
  • Prepare for your 1:1 by taking stock of your teammate’s communication and overall work style. Do you have any blockers in your own communication and work style that might get in the way of you being an active listener during the 1:1 session? Think about their current priorities and projects. Identify the positives of their work as well as opportunities to provide constructive feedback.
  • Be sure to set an agenda for the 1:1 session so you are well prepared and stay on track.
  • An effective 1:1 session can be completed in about 15-20 minutes.
  • The frequency of your 1:1 session will be determined on the overall work cadence of your team and your own time management. 1:1’s can be done weekly, bi-weekly, or monthly.
  • Decide on the topic of the meeting. Will you follow up on action items from previous 1:1 session, or will you ask your teammate to sum up their week?
  • Keep good notes on the insights your 1:1’s reveal with each employee.

Navigating the conversation during the 1:1
  • Set the right tone by focusing on making your teammate comfortable with the exchange. A good way to kick off the meeting is leading with a short summary of your week or an open-ended question for them. For example, is there anything you need more help or support with? Or a lead-in with some positive feedback.
  • Once the ice is broken, you can get into the specific agenda.
  • Examples of specific agenda items are updates on goals and deliverables. Positive or constructive feedback. Acknowledging their progress. Sharing company updates with them. Asking for their ideas and input. Review their work priorities and that they are working on the right things.
  • Summarize important key points at the end of the meeting and any action items.

After the 1:1
  • Record your notes and agreed actions after each 1:1 session.
  • This information will help you better understand the progress of each teammate and assist you to gain more insight for upcoming performance reviews.

Effective 1:1 sessions create more connection to you as the leader.

Establishing greater clarity, making them feel their contributions are important to the success of the organization, and that they are being treated fairly will increase engagement and productivity.

Now that you know what you need to improve are you willing to create the necessary changes for your team to begin the journey to becoming a top 10% team?
]]>Fri, 09 Dec 2022 18:39:21 +0000<![CDATA[Why Your #1 Leadership Superpower is Effective Communication]]>https://www.consultdibona.com/blogs/post/why-your-1-leadership-superpower-is-effective-communicationWhile so many knowledge workers face the overwhelming task of being unable to keep pace with their jobs, largely caused by excessive volumes of e-communication, the only way they can fix their situation is to leave their jobs in record numbers – the great resignation.]]>
We have become accustomed to using e-communication services like e-mail, SMS, social media, and other messaging platforms.

While these communication platforms make it easier for us to communicate more, the quality of our communication could be better. It is known that most knowledge workers today spend almost half of their time engaging in various forms of e-communication. At the same time, the value added (actual productivity) per worker continues to trend downward.

While so many knowledge workers face the overwhelming task of being unable to keep pace with their jobs, largely caused by excessive volumes of e-communication, the only way they can fix their situation is to leave their jobs in record numbers – the great resignation.

This being said, there are many reasons why leaders must stress the importance of their teammates learning to practice effective communication techniques.

Practicing effective communication results in these benefits:
      1. Fixes problems. Effective communication promotes active and thoughtful listening and respectful and courteous responses. Effective communication turns potential arguments into productive conversations that benefit the team.
      2. Better customer relationships. Customers appreciate effective communication because open and transparent communication builds trust. 
      3. Creates more innovative teams. Effective communication promotes more vital collaboration and sharing of ideas among teammates, spawning new and creative ideas. 
      4. Improves teamwork. Effective communication is the glue that holds a team together. Clear, direct, timely, and kind communication strengthens peer relationships.
      5. Promotes trust. Leaders can be positive examples for team members by practicing effective communication. When everyone communicates openly, the work environment becomes more trustworthy.
      6. Increase team member engagement. When leadership practices effective communication keeping lines of open communication, employees feel more informed and appreciated. Effective communication fulfills the need for specific motivational drives such as social acceptance, social equity, and social appreciation. 
      7. Promotes team loyalty. Team members feel more appreciated and valued when leaders practice effective communication directly rather than manage them from a distance. 
      8. Improves productivity. Team members are more productive when they know their roles and responsibilities. Leaders that effectively communicate are far more likely to have team members that have clarity about their roles and responsibilities.

Top Ten Percent Leaders enjoy a more significant impact in these areas through the consistent practice of effective communication. 

DiBona & Associates provides peer-to-peer training solutions for effective communication between peers, managers, and direct reports. 
]]>Thu, 01 Dec 2022 16:00:00 +0000<![CDATA[Five Easy Ways Managers Can Improve Business Outcomes]]>https://www.consultdibona.com/blogs/post/five-easy-ways-managers-can-improve-business-outcomesAsk yourself: Do I believe increasing employee engagement will have a hugely beneficial impact on my business outcomes? If the answer is yes, then by all means, continue reading this newsletter.]]>
As a manager, every conversation you have with an employee affects their engagement. It is undisputed that engaged employees perform better. 
  • Gallup studied over 2.7 million workers across 100,000 teams and has proven that higher engagement means better business outcomes. 
  • Bain & Company, in a very large global study, measured a productive output for inspired workers to be 225% greater than just merely satisfied employees. 
  • Satisfied employees are 40% more productive than disengaged employees.
  • Actively disengaged employees cause, on average, 6 to 7 other employees to become disengaged.

Stop here, and ask yourself: Do I believe increasing employee engagement will have a hugely beneficial impact on my business outcomes? 
If the answer is yes, then by all means, continue reading this newsletter. 

#1 – You need to better understand your employees’ perceptions.
Here are some questions to think about:
  • Do your employees perceive they are being treated fairly?
  • Do they feel competent in their job?
  • Do they understand how their role impacts the organization?
  • Do they have the freedom to make decisions?
  • Do they relate and feel connected to one another?
  • Do they have clarity about the future of their role in your organization?

Remember, their perceptions will likely be different than how you answer these questions for them.

To get started, you need a brief survey to baseline your team. A great way to do this is to have a lunch and learn with your team and have them complete a brief pulse survey anonymously. Make sure you are able to demonstrate that it is totally anonymous. 

#2 – Have frequent personal conversations with each team member.
You can now have some genuine conversations. This will help you actively engage your team members so that you can work to address their needs. As a manager, you are responsible to make sure your employees know what work needs to be done. You are also responsible to support and advocate for each one of them. Through those conversations you can improve their understanding of how their work connects to the success of the organization. 

#3 – Make sure that all communications are clear, and issues are addressed.
We are living in a time where there are record-high quit rates that further complicates your management role. Make sure that you carefully implement your decisions while motivating your team to get work done. Work to ensure that organizational priorities are clear and well-communicated, particularly as changes occur. 

Answer these two questions: 
  • In what areas of your business can you improve the clarity of your communications? 
  • How will you do this?

#4 Focus on your team members wellbeing.
All employees, even your engaged employees, are prone to burnout when they don’t feel their manager has a personal stake in their wellbeing. Your team members want to have open dialogue about their current job and where they would like to take their career. In 2022, given that work and life are so closely blended, it is crucial that managers address and manage employee engagement along with the five elements of wellbeing – career, social, financial, physical, and community. 
  • Are you able to help them thrive – well-being that is strong, consistent, and progressing? These employees tend to be happier, enjoy their work, and have less worry and stress. They are optimistic about the future. 
  • Do you have team members that are struggling? Their sense of well-being is inconsistent. These team members are more stressed and tend to have more sick days. Struggling team members tend to also have a negative view of the future.
  • Do you have any team members that are suffering? They are negative about their current situation and negative about the future. These could be teammates going through significant life changes and are unable to mask their lack of wellbeing in the workplace. 

#5 Recognize individual strengths, encourage, and provide positive feedback.
Concentrate on having higher quality, individual conversations with your team members. These should be done frequently and focus on the employee’s strengths. Your knowledge of each team member makes you the best person to adjust their work, motivate high performance, and direct them to the right resources to meet their needs.

Think about the members of your team. 
  • Do you know the things they do best every day? 
  • Where do they tend to consistently succeed? 

How can you get them to gain more success? These questions will help guide your conversations with each of your team members. 

Parting Thoughts
The theme of this week’s newsletter is to be visible with your team and actively engage each of your teammates in conversation. Granted, there are some significant details that you will need to address to bring the above five action steps to life. However, none of these steps are overly difficult. They can easily be figured out and acted on. The most important idea is to start small and continue to build your team focusing on these action steps in small but meaningful ways. 
]]>Thu, 28 Jul 2022 15:00:00 +0000<![CDATA[Learn How to Overcome Your Biggest Challenge in Sales]]>https://www.consultdibona.com/blogs/post/learn-how-to-overcome-your-biggest-challenge-in-salesNothing happens without sales. No customers, no money. Have you suffered from bad hires, or not been able to attract top talent? Many sales managers can improve sales by using a more robust hiring process.]]>
Nothing happens without sales. No customers, no money. Have you suffered from bad hires, or not been able to attract top talent? Many sales managers can improve sales by using a more robust hiring process.

It all starts with hiring for the right personality traits.
HBR has done extensive research on this subject. They found that only 37 percent of salespeople are effective. When you test the important traits in a salesperson, there are a few surprises. One of the most surprising differences is that top salespeople are somewhat reserved. As it turns out, successful salespeople are not pushy or egotistical. 91 percent of top salespeople had medium to high scores of modesty and humility. (“Seven Personality Traits of Top Salespeople”)

Some other key attributes of top talent:
  • Conscientiousness allows the salesperson to take command of the sales process.
  • Goal orientation instinctively drives salespeople to meet with key decision-makers.
  • Inquisitiveness leads to an active presence during sales calls.
  • The ability to manage emotional disappointment.
  • Action-oriented, unafraid to contact important people and explore new prospects.

DISC versus The PI Behavioral Assessment
There are two main personality tests used by sales teams. We prefer using the PI Behavioral Assessment over DiSC. The PI Behavioral Assessment is EEOC compliant. And the PI talent optimization platform also offers a Learning Styles (cognitive) assessment. There are various tools the sales manager can use to improve team results.

In contrast, the DiSC is not validated for hiring and can create legal issues for your company. It is a standalone tool, unlike the Predictive Index talent optimization platform.

Use a proven four-step process to hire the right candidates
#1. Define and communicate job requirements. Each member of the hiring team must understand the intricacies of the job. They’ll be hard-pressed to match the right candidate to the open role. This process helps define job requirements. It allows stakeholders to identify the traits candidates need to succeed. When you take the extra time and effort to do this legwork, you will hire much better candidates. And when someone is naturally wired to excel in their job, they feel more engaged and more productive.

#2. Equip your organization to land top talent. Leadership must be invested in the hiring process. This means driving the hiring process from screening candidates to leading interview teams. Hiring managers must also learn the language of people data. These managers will become more knowledgeable on how to leverage behavioral strengths. This eliminates putting the wrong people in sales roles.

#3. Determine your candidate’s cultural fit. One of the key things to evaluate when considering whether to add a new person to your organization is the impact on your company culture. World-class companies have designed the culture they need to execute their business strategy. This is why you need to determine if an incoming candidate will fit your company culture. You can’t go with your gut feeling. There must be a purposeful and explicit evaluation of the candidate’s fit to the organizational culture.

#4. Predict new team dynamics. It’s important to understand how a new hire may impact the dynamics of the group. If you hire a candidate without first using people data to evaluate team fit, it can lead to big problems. You don't want to create team conflict or teams that underperform. Instead, you want to strengthen the team dynamic every time you hire a new salesperson. Your high-performers will leave an unbalanced team. Top-performers don't want to work alongside lower performers.

Take your first step.
Hiring is a critical activity in any organization regardless of its size, industry, or state of maturity. The ability to hire well sets the stage for future organizational success. Putting the right person in the right role helps your management gain confidence in your leadership ability. Remember, top performers, prefer to work with other top performers. By contrast, a bad hire can have devastating consequences on the entire organization.
]]>Wed, 25 May 2022 15:00:00 +0000<![CDATA[Increase Your Value to Your Company: Turn Problems Into Opportunities]]>https://www.consultdibona.com/blogs/post/increase-your-value-to-your-company-turn-problems-into-opportunitiesAs leaders, we are bombarded with constant change and the challenges that surface as a result of the change. How we deal with these issues brought about by change determines the true value we bring to the organization.]]>
As leaders, we are bombarded with constant change and the challenges that surface as a result of the change. How we deal with these issues brought about by change determines the true value we bring to the organization.

"A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every problem."
-Winston Churchill

This is also the mindset of Top 10% Leaders. These leaders are able to effectively communicate the issue in a way that helps them obtain the necessary resources or approval to begin moving toward a solution.

The following process will help you effectively communicate to your boss, other stakeholders, or even your customers when faced with a challenge.

1. Describe the problem by providing a broad overview of the problem, and specifically the impact it has on your team and the goals of the company.

For example, the XYZ project we have been working on has uncovered some shortcomings in the way we track costs. I have a few ideas that I would like to try with your help and the help of our finance team. With the right approach, we can increase our project margin by 3 more points.

2. Identify your solution or approach by explaining how you attempted to solve the problem. Discuss what you learned from your initial work. This is a good time to give your boss some options. Define each option with the positives and negatives; outline the risks. Most importantly, explain your thought process. It is important that your boss understands that you’ve thought this through.

For example, if we can get everyone together from finance and operations at the beginning of the project, we can highlight the areas with the biggest risk and have our project manager be more aware of where we can experience higher costs and reduced margin. Another possibility is to conduct bi-weekly meetings to review cost issues before they get out of control and unable to make the necessary corrections.”

3. Explain the potential impact of your solution. This can be the impact to the company in financial terms or the impact to other people. Also, make sure you explain how your solution is aligned with the goals of the company.

For example, “our approach to improving our margin is right in line with the company’s current initiatives and I don’t believe it is going to greatly increase the workload to any individual or other teams.”

4. Discuss the benefits in specific and measurable terms. It is a good idea to have evaluated the idea and present the results you obtained. At this point, it isn’t all that important how you will implement the idea or necessary to communicate the specific features of the solution.

For example, we have tried out this new approach on the last two projects and found that with some minor tweaks to our finance department bookkeeping practices and how the project managers communicate with the field personnel, we can gain the two to three points of additional margin, a 25% improvement.

5. See your idea through by taking responsibility for the outcome. Your boss will appreciate your commitment to the organization. At this point, you can collaborate with your manager to develop a specific action plan so that the organization can take advantage of the opportunity you’ve presented.

For example, if you're okay with this plan, I would like to move forward with it and I have a backup plan if it turns out to not be as attractive as we think.”

Whenever you get into a situation where a problem seems to be insurmountable, don’t panic.

Instead, begin to look for ways to overcome the problem and present those ideas to your manager. They will appreciate you taking charge of the situation and not dropping problems on their lap. Chances are that you will figure out a way around the problem and convert the problem into a real opportunity for you.

Can you think of an issue you're dealing with now that you can take this approach?
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