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Leadership conversations

The conversations business managers have with their employees and teams are critical to the success of a company. As a business manager, your goal should be to always know where your team is at, and how they are doing, and then inspire them to reach further, work harder, and utilize their skills and talents in a way that is mutually beneficial. In order to better do this, look for opportunities to turn regular conversations with team members into leadership conversations that improve and motivate, inspire, and help team members to unleash their talents and reach their potential.

Here are some examples of how you can do this:

Employees who doubt abilities- As a manager, you are going to be interacting with your team on a regular basis. If you see a team member or employee who is doubting their ability or struggling, it is time to have a conversation. In this conversation be sure that you discover and identify their talents and strengths and affirm them. Let the employee know that you value their contributions, and that you want them to continue developing those talents that are unique to them. This encourages and motivates, as well as allows team members to feel valued, and want to continue to prove themselves. This does not have to be a formal conversation, instead it can simply be a subtle affirmation of their value and encouragement of the continued development of talent.

Teams that need clearly defined purpose- Often a business manager will see their teams working hard, but not really moving forward. This is a great opportunity for a leadership conversation. The conversation should focus on the responsibilities and expectations for the team, as well as how they will be held accountable for those expectations. Again, this can be informal. Having a conversation about their talents, and what they should be doing with those talents is a start. Then follow it up with a request to see their work, or setting up a time to review their contributions. Set clear expectations, and set clear means of accountability, and you will find teams have greater purpose, and not just work hard, but work smart as well.

Employees that need accountability- Often times employees simply need to be held more accountable for the effective use of their time, and the continual development of talents. When you see an employee who is working diligently, but not quite reaching their potential, it is time for an accountability leadership conversation.

Problem solving- Another great leadership conversation that is critical to have is that of reminding your team that you are on their side, and want to help them succeed, and that you relish the opportunity to improve, and help them succeed. Make sure they know they can come to you for help.

Informal or formal, short or long, regularly occurring conversations are a must. Use the conversations you have as opportunities for building esteem, creating culture, and inspiring employees to reach their potential.

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