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Banish negativity in three simple steps

“It will never work… I’ll give it three months… What’s the point? I don’t want to moan, but…”

We all come across people that make these statements. In the book Polar Bear Pirates, Adrian Webster describes negative people as ‘Neg Ferrets.’ People that always seem to find a problem or a reason why an idea won’t work. And if they can’t find it, they will keep moaning until all your energy is drained.

In life we often meet people like this; it can be in our families or amongst friends. But of course we also come across these Neg Ferrets in our workplace and teams. Negativity amongst employees in the workplace can spread and often leads to a demotivated team.

Dealing with these negative characters is not always straightforward, because although firing an employee could be a possibility, there are ways to engage and inspire Neg Ferrets too. Let’s look at the three stages to managing workplace negativity:

Stage 1: Identify

First of all you need to identify them, which is the easy bit. Neg Ferrets will always make sure they are being heard. They like to sow the seeds of doom and gloom in as many ears as possible, so they make it their art to do so. It could happen around the coffee machine, during meetings, wherever they see an opportunity to share their negativity.

Stage 2: Ring-fence

After identifying them, you need to ring-fence them. Remove the stage they use to speak from. Avoid their speeches about problems, but if you hear them, ask them questions and challenge their ‘theory.’

The moaners and complainers only have a limited vocabulary and they don’t like to be challenged. They certainly don’t like to give a reason or explanation for their behaviour.

Stage 3: Blast them with positivity

Another very good cure against these people is positivity. Being happy about what is happening, positive about change, looking forward to developments is something they hate with a passion. They will therefore avoid speaking up when you are around. Your positive outlook will blind their dark sarcasm.

It is important to see how the group is divided. Some people will wait in the middle to see how an argument or conversation develops. They do not choose sides until it is clear who is winning. Making the negative people feel uncomfortable will help the undecided choose the proactive and positive group. This strategy reduces the group of moaners and can potentially close them down.

If you want to put a positive spin on the complainers, then listen to what they have to say. Determine if they have a valid point, which you need to address. It could be that this critical observation is useful.

 

For more on workplace negativity, tune in to Episode 080 of the Fluid Business Podcast.

Charlotte Richardson-Beck No Comments

FBP 079: How to become a great business leader

What makes a great leader? Are they natural born leaders, or do great leaders have something that can be learnt? Hugo Heij, expert in leading and developing teams, and Ray Moore, who has an extensive understanding of business owners, discuss what makes a business owner become a great leader. Click here to read more on this topic.

Our team of professional business coaches share their expert knowledge and experience every single week, empowering you, the business owner, to develop and grow your business the right way.

Join us as we cover core subjects areas in our unique and relaxed way, including: Rapid Growth, Family Business, Team, Efficiency and so much more.

 

Charlotte Richardson-Beck No Comments

FBP 075: Do what you say you’re going to do

In episode 075 of the Fluid Business Podcast Andy Sleet & Ray Moore discuss the importance of trust within teams and why you should always do what you say you're going to do.

Our team of professional business coaches share their expert knowledge and experience every single week, empowering you, the business owner, to develop and grow your business the right way.

Join us as we cover core subjects areas in our unique and relaxed way, including: Rapid Growth, Family Business, Team, Efficiency and so much more.

Charlotte Richardson-Beck No Comments

FBP 074: How To Get The Most Out of 2017

In episode 074 of the Fluid Business Podcast Andy Sleet and Ray Moore discuss how to get the most value from your business this year.

Our team of professional business coaches share their expert knowledge and experience every single week, empowering you, the business owner, to develop and grow your business the right way.

Join us as we cover core subjects areas in our unique and relaxed way, including: Rapid Growth, Family Business, Team, Efficiency and so much more.

Fluid Business Coaching No Comments

FBP 071: How To Get The Right People On Your Team

In episode 071 of the Fluid Business Podcast Hugo Heij examines how to get the right people on your team with Andy Sleet.

To read Hugo's original blog CLICK HERE.

Our team of professional business coaches share their expert knowledge and experience every single week, empowering you, the business owner, to develop and grow your business the right way.

Join us as we cover core subjects areas in our unique and relaxed way, including: Rapid Growth, Family Business, Team, Efficiency and so much more.

Fluid Business Coaching No Comments

How to Get the Right People on Your Team

Team By Hugo Heij

When it comes to team and people there have been two overarching frustrations that I have heard in the past 20 years, both when I worked in the Shipping Industry, and now working with my clients as a business coach.

The first is, I can’t get the right people, and the second, I can’t retain the right people.

And although I can write a book on both comments separately, there is a close connection between them. Because once we attract the right people to our companies, the chance to retain them will also significantly increase. In this post, I will be solely focussing on getting the right people on board.

So, to get the right people on the team, first we need to be clear about a few things:

  1. What is the role you are trying to fill?
  2. What are requirements for that role?
  3. What are the team dynamics?
  4. Where do you find the right person?

What is the role you are trying to fill.

Too often I see that businesses are hiring staff for positions before they even paused and thought about the position to fill. Even though you might have a job specification, is this really what the business needs at this moment. If you are replacing someone, this might be a good opportunity to review the role and see where the job specification can be updated.

What are the requirements for the role?

Once you have established what position you are looking to fill, you have to carefully review what the requirements are for that role. We all want to have the person that can do it all in the best possible way, but unfortunately these people are hard to find. In Holland we call this the “sheep with the five legs”, meaning someone good at everything.

Another key aspect is making sure the personality profile of the person fits within the role. At Fluid we use a tool called Talent Dynamics which is created to make sure that people are in flow. Flow means ‘the path of least resistance’. This is achieved when someone loves their role and is good at it. All people have different preferences and strengths. Once we know the requirements and we select the person with the right strengths, we are a step further in finding the right person, and retaining them long term.

If you are curious if you and your team are in flow, why not book an appointment with one of our Flow consultants. They can help you on the right track with proven tools and assessments.

What are the team dynamics

Another important aspect of getting the right staff, is the fit with the current team. A good way to find out is introducing the candidates to the future team they have to work with. If a candidate is selected by an MD and an HR department, who ultimately are not working with the person, this can lead to frustrations and disappointments later. Make sure the team fit is established, before you hire the person.

Where do you find the right person?

When you have clarity around point 1, 2, and 3 you can start the search for a candidate. You can do this in house or use the services of a recruitment company.

Doing it in house you have to determine if this is a good use of your time and skills. We often forget that the money we save by using a service company is easily spent on missing out on much other stuff, because we have been busy selecting CV’s and conducting interviews.

When you are using a recruitment company, make sure you are working together with a company that is looking to help you find the candidate. They need to be interested in your requirements to propose a suitable candidate. Too often I see recruitment companies just pushing CVs, which often means you are still doing all the work.

A good recruitment company wants to meet with you to get the requirements clear. Once they know, they go to work and present you with several suitable candidates. In that way, they will save you a lot of work, and a lot of hassle. Not to mention the money they ultimately save you.

When you find a good candidate, who is clear about the roles and requirements and fits within the team you are off to a good start. This will also increase the likelihood in retaining that member of staff.

 

For more on this listen to the Fluid Business Podcast Below:

 

Be sure to subscribe so you stay up-to-date.

Fluid Business Coaching No Comments

FBP 058: The 8 Talent Dynamics Profile Types with Business Coach Hugo Heij

In episode 058 of the Fluid Business Podcast David speaks with Fluid Business Coach, Hugo Heij about talent Dynamics — the No.1 Business Development Pathway for Accelerating Trust and Flow within your business.

There are 8 Talent Dynamics Profiles and each has different business development strategies to follow in order to be successful in their career or business.

When you and your team are in flow through understanding your own and each other’s profiles amazing light-bulb moments occur.