Solomon Salvis’ Post

Is your team equipped with the persistence needed to transform challenges into opportunities? Teams who are persistent don't let setbacks stop them; rather, they see them as valuable learning opportunities that build their determination and expand their potential. However, fostering this kind of persistent mindset within a team requires more than just encouragement; it demands a structured approach to developing resilience and adaptability. Leaders play a key role in this by setting examples through their own actions and by establishing a supportive culture that values perseverance. Regular training and development programs can also equip team members with the tools they need to effectively manage stress, solve problems creatively, and adapt to changing circumstances without losing sight of their objectives. This recognition helps to build a supportive atmosphere where team members are encouraged to remain dedicated despite the difficulties they face. This strategic focus on persistence ultimately leads to greater innovation, stronger team cohesion, and sustained performance in achieving the organization goals. To make your team future-ready, reach out to us at [email protected] or connect with Shweta - at 0845-208-4442 / Karan - at 0932-498-0145.

🌟 Embarking on your first managerial role is an exciting yet challenging journey. Whether you’re advancing within a familiar environment or leading a new team, our 6 Essential Tips for First-Time Managers will provide you with the fundamental tools for success.

At work, do you have an opportunity to do what you do best every day? I just love this question. It's the one question that predicts whether someone is on a low performing or a high performing team. Plus it's a powerful question to lead a conversation around engagement or performance. Last week I was called in to a company to facilitate a conversation between a team lead and one of their direct reports. The team member wasn't delivering on what was required and the team leader wasn't sure how to move forward. I brought CliftonStrengths into the conversation and together the three of us looked at both the team leader and team members strengths and whether they were getting to play to their strengths. And what was fascinating was that the team member who was about to go through a performance process wasn't getting to play to any of their strengths in their role. Was it any wonder there was a performance issue? So, whether you're a manager or a business owner a great question to ask yourself and those you lead 'Are you getting to do what you do best every day?' And if not, let's discover what you do best using CliftonStrengths ... so we can get intentional with you playing to your strengths at work.

Asking your team members about their dreams isn't just a conversation starter; it's the spark for reigniting their engagement and passion for life and work. But to truly grow, people need to be fed new, rich information that helps them think differently about their lives. Certified Dream Managers use our proven curriculum, created by Matthew Kelly, to guide them through powerful coaching conversations whenever they meet with their team members. By asking thought-provoking questions and holding them accountable to their dreams, team members experience profound personal and professional growth. This transformative work doesn't just impact individuals; it shapes the very culture of your organization. By implementing The Dream Manager program, you demonstrate a commitment to your team's well-being, which fosters a dynamic culture that attracts and retains great talent. When people feel you care about and believe in them, they show up differently. This establishes a foundation of trust and camaraderie, creating a healthy environment that supports the growth of you, your team, and your company. Discover more about becoming a Dream Manager here: https://lnkd.in/ef4yUxi

🙋🏻 Do you see a need for your organization to work better together across silos? ✅ What purpose are silos serving? ❌ Where are they getting in the way of your team’s goals? ✂️ Are you looking for creative solutions to break through these barriers? Unlimited Boundaries understands the complex silo landscape: silos create important structures and guardrails. They also squash innovation, prevent alignment, and slow down productivity. Join us for a 60-minute participatory workshop, Stuck in Silos: 7 Habits that Hold Us Back. We’ll share new insights and inspiration to level-up your team collaboration. If you’re an organizational or team leader who cares about transforming workplaces to promote flourishing, this opportunity is for you. Register: https://lnkd.in/ee5VP6WA

If you’re doubting the power of emotional intelligence in leadership... It’s time you saw the transformation of a COO I mentored. He grappled with making purely data-driven decisions. Pretty disconnected from his team's morale. So together we helped him: - Value empathy as much as efficiency - Actively listen and respond to feedback - Increase his team’s morale Which resulted in: - Increased team productivity by 30% - Reduced employee turnover by 50% - Saw a 20% rise in customer satisfaction And even better… - He rekindled his passion for leadership - He inspired his peers to embark on the same journey - He achieved work-life harmony, balancing professional and personal fulfilment Not bad results for what many dismiss as "just soft skills," right? The longest journey we will ever take is the 35cm journey from our head to our heart. 👏 If you’re ready to save yourself some time and energy you should reach out. Start by breaking through your personal glass-ceiling and elevating your own consciousness… Everything else will follow.

My team is moving on 😥 Departures aren't always negative. As a manager, there's no greater satisfaction than witnessing your team embrace your guidance, advance in their careers, and reach their full potential. Managers aren't just taskmasters; we're here to cultivate greatness in our teams. Here are three ways to empower your staff to develop themselves and ascend the career ladder. 1. Encourage Continuous Learning: Foster a culture of lifelong learning within your team by providing access to training programs, workshops, and resources. Encourage them to explore new skills and technologies relevant to their roles and career aspirations. 2. Offer Mentorship and Guidance: Pair team members with mentors within or outside the organization who can provide valuable insights, advice, and support. Establish regular one-on-one meetings to discuss career goals, challenges, and strategies for growth. 3. Provide Opportunities for Growth: Create pathways for advancement within the team or organization by offering stretch assignments, cross-functional projects, and leadership opportunities. Recognize and reward their contributions, and empower them to take ownership of their career trajectory. Remember, investing in your team's development not only benefits them individually but also contributes to the overall success and sustainability of your organization.

It starts in 5 days! What is L&D, its roles and function? Why do organizations need it? How to maximize the benefits of the role; What L&D does right; The priorities of L&D vs the priorities of the organization; Building an L&D strategy in 7 important steps; The metrics for measuring L&D success, and the most important KPI's for L&D; Solving the problems practitioners face; The skills practitioners need to maximize effectiveness, etc. Getting buy-in for L&D Initiatives If you are interested in Learning and Development, and making yourself or your team L&D superstars, get in touch.

I have leaders working for me who are far more capable than I am, and yet asking for their help is difficult. I felt it when I asked Kerri Milyko for some help. She was the ideal person for my time management issue. Not only is she an incredibly competent senior leader, she has the advantage of being a newcomer to the organization - which means she’s not stuck in our ways, and can see past the bureaucracy. Plus, we’ve been friends for over a decade and she has no problem being direct with me. We went through my calendar beat by beat, patiently asking me about each meetings and events, what they were, if they were necessary and if someone else could attend. By the end of our meeting, I was already breathing easier. And yet - I couldn’t help but feel humbled by needing her to step in. It’s easy to confuse your position as a leader for expertise, which can make it hard to ask for help…even when it’s desperately needed. The fact is, everyone on my team has deep expertise. I wouldn’t be able to do any of their jobs. And if we want to stay agile in a department that’s growing, we can’t get bogged down by sticking with the same old processes - we’ll need to rely on each other’s expertise. That means getting comfortable asking each other for help, feedback, and support. And that starts with me.

The role of managers' manager is: Help managers be happy and excel at leading happy and productive teams that deliver value to the company, by investing in their personal growth and facilitating peer relationships. See table for comparing 1st and 2nd line managers