Leadership Archives - Females In Food

Get Ahead of the Curve – How to stand out at work during times of crisis

March 7, 2022January 3, 2022 by Angela Dodd

It’s no secret. The world, as we know it, is undergoing a time of crisis. No country or continent is a stranger to change, but perhaps we’re not used to such a unified sense of confusion.

However, rather than feeling helpless or like a sense of impending doom is hanging over you, we encourage you to take this time to work on yourself, continue to flourish and endeavor to find new ways to stand out in the crowd. For many of us, our jobs are in a state of flux. Whether you were working towards a promotion before now, or you were actively hunting down that next role, here are a few things that you can start doing to keep pushing your career forward.

… Because we will come out of the other side of this – and you can come out stronger than you might have thought possible…

Networking in isolation

It sounds kind of counter-intuitive/impossible… but it really isn’t.

Just as you jump on Houseparty or Facebook to call your family, you could be sipping a virtual (or real) latte over a chat with your colleagues. You could be organizing catch-ups with your seniors, showing initiative and going out of your way to ‘see what you can do to help’. Those that reach out are remembered! Get yourself on Zoom and start networking in isolation! (Hey, no one needs to know you’re only wearing a pantsuit on your top half…)

Stay present in your industry by catching up with others in the same field. For us, that’s our Females In Food community. Together, we discuss the challenges we’re facing in our relative roles, discuss where we’re going next, and mastermind the moves we need to make to keep on growing – all whilst supporting each other in our individual journeys.

Be a social butterfly

Sure, you can’t gossip over the water-cooler or grab an after-work cocktail with your colleagues, but that doesn’t mean you can’t have lighthearted, inspiring, or insightful conversations…

Use your social presence to boost your professional brand. On LinkedIn, reach out to people and start conversations. Keeping your network small does nothing for you – you might think that it keeps you safe or protects your professional presence, but it actually renders your profile ineffective. Don’t be afraid to comment on relevant threads, jump into debates (with an air of impartiality) and post your own thought-provoking insights.

As with networking, no one remembers the person who said nothing. Add something constructive to the conversations around you and get your name out there in a professional and targeted way. Think about what your future employer or promotion-deciding-seniors would want to see from you…

Be an initiative taker

There are so many ways in which you can take initiative in your role, especially if you’re currently working from home. Operate under the premise of doing things before they are asked of you… for example:

Send update emails or reports to your boss on a regular basis, before they ask for them.
If you’re customer-facing, do the same thing. Update customers and get in touch with them before they start asking you questions.
If you’re currently out of work, take the initiative within your own schedule. Work on your social profiles, spruce up your CV, take some classes or undertake industry research.
Don’t stop applying if you’re looking for a new position. Industries such as the food industry are still hiring – because these industries must remain stable, no matter the global or economic climate.

Within specific industries, the initiative might look different.

In supply chain, that might involve preparing for a shortage of drivers or forecasting demand ahead of time.
In foodservice, you might want to consider the rerouting of your product offering. If people can’t enter your premises, how can you go out to them? Have you created a re-opening plan? What strategies can you use to encourage people back through the door?
In marketing, how can you futureproof the image of your business? What pivots or initiatives could you introduce to protect the current business’ goals? How could you console and pacify your customers?
In food science, stay sensitive to the short term demands of this crisis, but don’t neglect your edge of innovation. Stay current and stay curious.

Future proof yourself

If you’re finding that you have a little more time on your hands than normal, excellent! Now is the perfect time to do all those ‘better-myself’ tasks that were on your pipedream list.

Whether you’d like to take on a secondary qualification or start a project on the side, use this time to bolster yourself in your industry. Like we’ve said before, the action takers, talkers, and do-ers are the ones that are remembered. How could you make yourself indispensable when this all blows over?

Overwhelmed with it all

Now, while there are a lot of tips in this article, it’s important to avoid analysis paralysis.

This is a stressful time. You’re entitled to feeling overwhelmed – in fact, you’re entitled to a few days under the covers, pretending it’s not happening. But don’t let that become the norm – don’t let overwhelm rob you of these opportunities.

Create a plan of the things that you want to achieve and just hit one thing at a time. Lists that are as long as your arm, that never get ticked off, are just going make you feel like an instant failure. Pace yourself, prioritize, and take the breaks you need.

The Four Tactics You Need to Engage and Retain Talent

October 20, 2021October 14, 2021 by Angela Dodd

According to a recent Gallup survey, only 36% of U.S. employees are engaged in their work and workplace. If that’s not enough of a reason to focus on engaging and retaining your current talent, then maybe the fact that 41 percent of the global workforce is likely to consider leaving their current employer within the next year, according to the 2021 Work Trend Index by Microsoft, will seal the deal. After a year and a half of uncertainty in the world, a shift to remote work, and an increased risk of burnout, employees are tired, which means that now more than ever, we need to focus our attention on engaging and retaining our current workforce.

The Importance of Engaging Your People

Plain and simple, engagement at work leads to retention. Retention leads to more engaged employees, reduced turnover, reduced costs related to turnover and training new employees, and more fulfillment at work for employees. Engaged employees are loyal and the best ambassadors of your company and brand. They feel a stronger connection to the company’s mission and feel a sense of purpose linked to the work they do every day.

How to Engage and Retain Your Talent

According to research by Human Resource expert and professor of management at San Francisco State University, John Sullivan, 70% of millennials quit a job within two years of starting, and that was pre-pandemic! Millennials are quickly becoming the majority of the workforce and stepping into leadership roles and positions of influence daily as Baby Boomers get closer to retirement. So how can we keep this population of individuals and those coming before and after them engaged? Here are four ways.

Establish a Connected Culture

Employees want to be a part of something bigger than themselves. They want to connect with their leaders and coworkers. Human connection deepens bonds and builds trust. Employees cannot operate in silos, and now that remote work has become a part of everyday life for many employees, any existing silos have only become more apparent.

Work to establish a connected culture across your organization and with your team. This requires being intentional with gatherings and touchpoints. Create ways to foster relationships and generate conversations. When people feel connected to their organizations and coworkers, in addition to the value they provide, they’ll be more likely to stay.

Be Flexible About Flexible Work

Flexible and remote work is here to stay. Whether that looks like a full-time or a hybrid approach, ignoring the fact that many employees enjoy and value this new way of working would be naive. Understand that requiring employees to return to the office with zero flexibility on remote work, something they’ve proven they could successfully handle for an extended period in most cases, is going to be a major cause of concern for people. Many employees don’t want to return to a commute and are more productive from home, so if their current employees don’t have flexibility on what work looks like, they’ll find one who will.

Define Career Paths for Your People

Employees want to know what to expect and where you see their expertise playing out in the grand scheme of things. They want clearly defined career paths and a direction to follow. If a person is coming to work each day, not knowing where their efforts will lead, it’s very easy to become unmotivated and uninspired. Be thoughtful and intentional with your employee’s expertise and career aspirations. When you show you genuinely care about your people, they’ll be more likely to care about you.

Bring Your “Human” to Work

Caring about your people goes a long way. Many of us come to work for the day, do our job, and go home. But it’s unreasonable to believe that when we walk through the door of the office (physically or metaphorically) that we can turn off every other piece of our lives. When we’re working, we’re still thinking about our children and pets, we’re still concerned about our sick friends or parents, and we’re still struggling with our mental or physical health, among so many other things.

Remember that we’re all human at the end of the day, and we all have lives outside of our careers. When we acknowledge that and bring compassion and empathy into the workplace, our employees will build meaningful relationships and will be more likely to commit their time and talents to us because we’ve committed our time and attention to them.

Leadership vs. Management: What’s the Difference and Why it Matters

October 20, 2021October 14, 2021 by Angela Dodd

Every manager isn’t a leader, and every leader isn’t necessarily a manager. It’s easy to assume that the two positions are one-in-the-same, but they’re actually not mutually exclusive. And if that’s true, then the concept of leadership and management must be vastly different. So, what is the difference between leadership and management, and why does it matter? Let’s dive in.

What is Management?

Indeed.com defines management as “the coordination and administration of tasks to achieve a goal. Such administration activities include setting the organization’s strategy and coordinating the efforts of staff to accomplish these objectives through the application of available resources.” All that to say that a manager is the person responsible for administering and guiding the tasks. Common skills of a manager include critical thinking, problem-solving, time management, goal setting, and execution. They’re the tactical person on the team that sets expectations, plans, performs, and manages the team along the way.

What is Leadership?

Leadership is the act of leading. It’s when an individual, group of individuals, or organization is in a position to influence or guide others. Leaders motivate employees to accomplish a common goal and lead by example. They’re innovative, empathic, communicative, and have a vision. Leaders are self-aware employees who focus on developing others for the common good of the individual and the organization.

Key Differences Between Being a Leader and Being a Manager

The key difference between managers and leaders is that managers define goals and instruct employees to achieve them while leaders inspire employees to achieve those goals. Leaders earn the respect of others and foster a respectful team environment. Their actions speak louder than words, and they make the right decision even when it’s not the easiest decision.

Why it Matters & How You Can Become a Leader

Great managers are also great leaders, but great leaders can come from any level in an organization. A manager, by definition, is in a position of authority at a business to manage a team. But leaders, on the other hand, can exist at any level of a business no matter where the individual is in their career. From individual contributors to managers to executives, everyone has the ability to lead others.

So, what steps can you take today to position yourself as a leader in your organization? Try these:

Lead By Example

Be the type of leader you want to work with by leading by example. You never know who is watching and who may become inspired by your actions because everyone can inspire.

Develop and Foster Relationships

Connect with individuals across your organization. From interns to directors, everyone matters, and everyone plays an integral part in a company’s success. Make it a point to foster the working relationships you have and reach out to those you don’t know.

Be Equitable and Inclusive

Leaders are thoughtful. They take everyone into consideration when making decisions, and they’re equitable. From their views on gender parity and race to remembering to pick up a special treat for the employee with a food allergy during a birthday celebration, they’re inclusive and recognize every individual’s efforts and contributions.

Communicate Effectively

Regardless of your position, communication is vital. Every employee needs to be able to communicate their aspirations and needs. Great leaders communicate often and effectively.

Have a Positive Attitude

Carrying around a negative attitude isn’t going to inspire or motivate anyone. There’s always a silver lining to be found, even in the toughest of situations. Be kind and have a positive attitude. It’s more contagious than you think.

The Power of Storytelling in the Workplace

April 27, 2021 by Angela Dodd

We’re 22 times more likely to remember a fact when it’s been wrapped in a story, according to cognitive psychologist, Jerome Bruner. Think about the last spreadsheet you saw in a presentation. When the presenter discussed the data, did they just display it or did they tell a story to give you context? If they simply showed you the spreadsheet, the information likely passed by like a blip in your day. But if the presenter told you why the numbers are the way they are and how your actions impacted them, you may be more likely to remember them after the fact.

This is because stories are memorable. Storytelling connects the reader or listener to the subject and makes them feel. If the numbers in the spreadsheet showed last month’s positive performance but didn’t explain how you got there, while it’s great for the company, it doesn’t connect you to the information. But if your manager were to explain that because of all the diligent work you’ve been putting in on your current project, you were able to increase revenue by 5% to drive the company’s bottom line, that’s going to mean a lot more.

Hearing a story evokes emotion, and whether you realize it or not, we tell and listen to stories all the time in our personal lives and at work. Most storytelling is brief and involves examples, but it’s still an immersive experience for the audience. The combination of facts and story satisfies both the creativity of our right brain and the analytical thinking of our left brain. Storytelling is a powerful tool that can be used to increase performance, drive engagement, and improve your workplace culture. Here’s why.

Storytelling evokes emotion.

Stories make people feel, which also means they can make people feel different. Telling a story can help reframe an idea by adding human consequence and emotion. Connecting people to the subject matter elevates your message and increases the likelihood that it’ll be remembered.

How you can evoke emotion through storytelling today: The next time you’re explaining something to someone, instead of just telling them the facts, tell them how they impacted them. Rather than just sharing positive feedback from customers, explain how their excellent customer service led a customer to leave a glowing review.

Storytelling changes the frame of mind.

When an employee is connected to their work and company, they behave differently. They become motivated and inspired instead of stagnant. If you can change an employee’s frame of mind, you can change how they feel about their work.

How you can change a frame of mind today: People want to know what’s in it for them. That’s not to say all people are selfish, but when presented with information, it’s first nature to assess it personally. When explaining a task to an employee or making an ask of your boss, keep in mind to share with them what they’re getting out of it. This minor detail could mean the difference between them prioritizing your task or not.

Storytelling makes you human.

Not to state the obvious, but we’re all human. We all make mistakes, we all accomplish success, and we all experience failure. Storytelling brings empathy into the workplace and provides you with the opportunity to give others a glimpse into your authentic self.

How you can bring your authenticity to work today: Nobody’s perfect. We all have our doubts and failures. Our human experiences are what make us unique. Relate these experiences to your work when sharing with others. Talking about a positive experience can boost spirits, and sharing a mistake you made can help get someone through a hard time.

7 Things to Do in Your First 90 Days as a New Manager

April 12, 2021 by Danielle Doolen

What to Do in the First 90 Days on a New Job

Any time you step into a new role or start at a new company, you want to put your best foot forward. This is especially true when you get promoted from an individual contributor to manager. Those first 90 days are a chance to prove yourself and show the company they made the right decision selecting you for the job.

The first 90 days in a new role are a time of learning and growth. Some people are natural-born leaders, but for others, it may not come as naturally. If you want to set yourself up for success in your new role, here are seven things to do in your first 90 days as a manager.

Get to know your team.

Whether you’re a brand new manager at the company or you’ve been promoted after years of hard work, get to know your new team. Your team’s success is a direct reflection of you and your leadership, so it’s essential to spend time learning about them. How do they work best? What are their career goals? What’s important to them outside of work? Set up one-on-ones to get acquainted with each team member.

In addition to forming a relationship with individuals, it’s also essential to establish a team bond. Unless you’re tasked with building your team, chances are they’ve been working together for years and have an established culture. How can your team work together to achieve the company’s goals? Spend time learning about your team dynamics. Schedule a team meeting for a more formal approach or have a team lunch (in person or virtually) if you want to keep it more casual.

Build your network.

Networking internally is just as important, if not more important, than networking externally. As a new manager, you’ll need people to lean on for advice and support as you get acquainted with your new responsibilities. Plus, there’s a good chance you’ll need to collaborate with other departments to accomplish your team’s and company’s goals. Make it a point to reconnect with existing colleagues and reach out to unfamiliar colleagues to establish a connection in your first 90 days.

Understand what’s working and what’s not.

To be effective in your role, you need to understand what’s working well and what needs improvement. From a team perspective and a process perspective, take the time to evaluate how you can improve in your new role. As a leader, you have the opportunity to impact how your team works, what gets accomplished, and how your team adds value to the organization.

Communicate expectations.

Now more than ever, you have the responsibility to grow and develop team members, achieve goals, and show how valuable your expertise is to your company. As a manager, you’ll have personal goals and team goals, and to accomplish these goals, you must communicate your expectations for achieving them. Set up time with your team to lay the groundwork and meet with your manager to understand what they expect from you.

Set realistic goals.

Think about how you can immediately add value and what you can accomplish once you get acclimated to your new responsibilities. Align your goals with your company’s company goals and their expectations for you. We all want to change the world, but what can you actually accomplish both in your first 90 days and beyond. Setting unrealistic goals will set you up for failure, so set realistic goals to keep you motivated.

Delegate.

A major difference between your previous role and your new role as a manager is you now have the ability to delegate. You don’t have to do it all yourself, and most likely, you won’t have the time to do it all yourself. Consider what tasks and projects you can offload. This not only frees up your time for new responsibilities but it gives team members the opportunity to expand their expertise. Being a leader is as much about developing your team as it is about achieving your goals, and delegating can help you do both.

Allow yourself to be new.

You are a new manager, so allow yourself to be new. You’re not expected to have all the answers or get everything 100% right. It’s human nature to make mistakes and stumble from time to time. Try to relax and be comfortable in the uncomfortable. Be kind to yourself when things don’t go as planned and know when to ask for help. Your new role will get easier over time as you gain more confidence in your managing abilities. Until then, give yourself grace because, well, you’re new at this.

45 Questions to Ask Before You Hire

April 5, 2021 by Angela Dodd

Hiring is a big decision. It impacts your team dynamic, effectiveness, and ability to achieve your goals. Make the wrong choice, and you’ve lost time and money. It can be daunting. So before you bring in a candidate or make a final decision, it’s helpful to reflect on what you want and need. Taking time to ask the important questions before you hire can be the difference between finding the right person vs. the right for now person you’ll second guess later.

Questions to Ask Yourself Before You Hire

Self-reflection before hiring a new teammate is a great place to start. Take five to ten minutes before posting a job description or interviewing a potential candidate to ask yourself what you’re really looking for in a new team member. Here are a few ideas to get you started:

What will make your life easier?

What are you looking for in an ideal candidate?

What problems keep you up at night, and how can this person alleviate them?

What do you value most: experience or education?

What would make you not hire someone?

What are your deal breakers?

What is a must-have skill that is non-negotiable?

What is your budget, and are you willing to be flexible for the right person?

What would make this person successful in their first 30, 60, 90 days on the job?

Is there anyone you know of that would be a good fit for the role?

Questions to Ask Your Team Before You Hire

Making a hiring decision impacts not only you but your team as well. Your team will benefit from thinking and talking through how a new hire will change how your team operates and socializes. Consider the following:

What are you looking for in a coworker?

What do you think is missing from our team?

How do you work best with others?

What skills and expertise will elevate our team?

Do you know anyone in your network that would be a good fit for this role?

Questions to Ask Your Network Before You Hire

Seeking input from others and how they’ve approached hiring can influence your decisions for the better. Ask for guidance from your network to know what mistakes to avoid and what helpful insight they can offer.

What’s the biggest hiring mistake you’ve made?

What do you look for in your ideal candidate?

What kind of talent do you think would benefit our company?

Where do you seek your talent?

What does your interview process look like?

Do you know anyone who would be interested in this opportunity?

Questions to Ask Your Candidate Before You Hire

Arguably the most important questions you ask in the hiring process are the ones you ask your candidate. In addition to the tried and true questions like what your strengths and what are your weaknesses, try a few of these.

What value can you add to our team?

What are you passionate about outside of work?

What’s something you can tell me about yourself that’s not on your resume?

What’s a project you’ve worked on that’s challenged you?

What’s a project you’ve worked on that you absolutely crushed?

Why do you want to work here?

What would your current manager say about you?

How would your colleagues describe you?

What are you looking for in a team?

How do you do your best work?

What skills can you bring to our team that are an immediate asset?

How do you respond under pressure?

What makes you an indispensable team member?

If you were given a task or project and you did not know what to do, how would you proceed?

What do you believe this position would offer that your current employer does not?

How do you define success?

What are you learning right now?

What are you excited about?

What are you looking for in a manager?

Do you have experience working remotely?

What’s something you’re learning right now?

What’s important to you in a company’s culture?

What’s the best job you’ve ever had?

What’s an achievement, personal or professional, that you’re most proud of?