Mike Carroll’s Post

Work overload is #1 challenge mentioned by store managers. How can we help them to focus on what matters? Our monthly review meetings with clients are a great chance for me to understand the challenges of store managers we can help to solve. They have access to so much information but struggle to find time to figure out and focus on work that would have most impact. Here’s what we learned about how we can help these managers to succeed: 🔸 Simplify Data Analysis: Instead of bombarding managers with a large amount of numbers and training materials, we can condense the information into actionable insights. This way, they can focus on the right things at the right time, boosting both productivity and decision-making. 🔸 Identify Top Performers: We help managers see clearly which employees are excelling and who needs more support. This not only improves team performance but also helps in delivering more personalized support to the team members who need it the most. 🔸 Facilitate Effective Coaching: Coaching is essential, but time is limited. By providing concise, impactful selling and service strategies, we can help managers make the most of their quick check-ins with staff, allowing them to focus on what really drives sales and service excellence. 🔸 Peer Learning & Growth: Managing a team is tough, but learning from peers who have faced similar challenges can make it easier. We can share proven insights from industry peers, helping managers grow and thrive in their roles. It's always very fulfilling to get new ideas that help to achieve Tribee's mission to help the Retail and F&B teams to succeed. How do you support your managers in navigating complex data and developing their teams? What’s been your most effective strategy for simplifying the chaos?

And how do you support your managers?

Assemble to Excel: Building Your Dream Team ❓Ever assembled a team of stars, only to have them fall short of delivering stellar results? You meticulously picked top talent, but something isn't clicking. Why? Here's the thing many leaders miss: Individual brilliance ≠ a brilliant team.  It's about how the pieces work TOGETHER. Teams aren't puzzles, they're gardens.  You can't just assemble them and expect growth. You need to nurture the right environment for success to sprout. "Feedback loops" can be a team's superpower.  It's not just what the leader says, but the flow of constructive input that builds trust and performance. 💡Imagine a sales team with high-achieving reps. Yet, they're fiercely competitive, hoarding leads. An executive coach might uncover this and facilitate open dialogue, fostering collaboration instead of cutthroat siloing. Result = skyrocketing team-wide numbers. This is where executive coaching shines. It's about seeing the 'forest' of your team, not just the individual trees. High-performing teams aren't just a matter of WHO you have, but HOW they function as a unit. What's been a surprising 'aha!' moment in your experiences with team building? Let's share and learn together!

It's performance calibration week! Ever wonder what your leaders are looking for and talking about when we get together to review performance? Don't hesitate to make the case for yourself in a performance cycle! You should invest energy in your self-review. Make the case for your own promo. And press to understand, in detail, how your manager views your gaps and development areas (everyone has them!) Here's what we're looking for: ✅ Results & Accountability: Simple -- did you deliver against your goals and targets? 🤼 Behaviors and Capabilities: 🤝 Collaboration and Communication: Is it thoughtful, clear, and timely? Do you work well cross-functionally? 🚴♀️ Bias for Action and a GSD attitude: Do you demonstrate speed, urgency, and build momentum. 📊 Strategic & Frameworks Thinking: Are you looking beyond the tactical, understanding where the business is going, and seeking to develop yourself and the team in that direction in a structured way? 👩💼 Impact beyond your own role: For people managers, are you developing, empowering, and delegating to your team? For ICs, are you taking what you do well and bringing it to others in your org? Good luck friends! 🚀

Leading across difference well… It’s not intuitive. Society, and our lived experiences, have conditioned us all on how to think and what to believe about, one another. All of that is in the way of leading well across lines of difference and impact the employee experience which affects the mind share that employees can dedicate to their work product, their connections with their peers and ultimately engagements with your customers. Are you paying attention to the noise that is in the way of successful successful client and customer interactions? The best way to impact positive customer outcomes is to assure the employees who are engaging with them, feel seen, heard, valued, and understood at work.

Leaders across industries share key steps to keep your team on board and relationships thriving as you enter your new manager role.

Do you know how much your leaders value "sameness" and what it's costing you? For most managers and supervisors, the first time they have regularly engaged with people different from them is when they come to work with you. Absent training and support, those engagements will eventually create difficult work environments, compromising engagement and productivity. How employees answer the question, "How do I feel about work and how does work feel about me" not only DIRECTLY impacts engagement and retention but is experienced differently, based on difference. Whatever that 'feeling' is, it is derived from their engagements with their manager. You can't afford to leave this to chance. We give leaders the confidence and clarity to not just lead and connect well across lines of difference but also understand why this is critical to your organization's future. That's our strength and it will be your differentiator when you work with us. Reach out today: [email protected]

Here’s a recap of everything I did last week in our business (and what I learned): 💰Sales Finished up a positioning strategy we’ve worked on all summer (I’m looking for feedback if anyone wants to review!) and added 3 new leads based off it— not a sustainable rate, but things are picking up after a quieter summer. 🤝 Client Relationships Unlocked progress in a stalling project (client objections; realized format not content was the problem). Led 2 more routine client updates with our largest accounts. This is taking up a lot of my time, hence the hiring note below. 🦁 People Had a productive coaching conversation about handling client objections. Interviewed 13 candidates for a strategic account manager role, another 10 to come next week. Biggest question - how can we balance managing existing client relationships and growing an account in a hybrid role? 👨🏫 Product Development Nailed the final session of a 3-month leadership program. This account was in danger after poor reviews in our first session, but we’re now working on turning the pilot into an official program! Landed a new framework with the group too— something I came up with in the airport on my way home from San Antonio and finally got a chance to implement. I’ll post more about it here on LinkedIn soon. And that’s a wrap! A week focused on hiring, coaching, and pipeline— more of these, please. How was yours? #clweeklyreview

“Employees quit managers, not the company.” But it’s not always true. One key factor is TRUST AMONG EMPLOYEES. Don’t tell me I’m wrong. Imagine working in a team without trust. Could you function properly there? Of course not. As a manager, it’s on you to foster team trust. Here’s how - Win Stories: Tell shared team victories. (Build pride and identity in every success.) - Trust Anchors: Define each person’s “why.” ↳(Show how everyone’s role matters to the mission.) - Feedback Hive: Make feedback a group ritual. ↳(Create a space where insights flow freely.) - Goal Compass: Set common targets, visible to all. ↳(Keep everyone on track and accountable.) - Kudos Chain: Let teammates spotlight each other’s wins. ↳(Start a chain reaction of appreciation.) Think this might help? That’s one problem solved. See you tomorrow! _____ Repost 🔁 if this resonates. Follow me (Dachi Dyer Pavliashvili) and hit the 🔔 for daily management tips

Tuesday Tip! Increasing accountability in a team is critical for that team’s success. Being held accountable empowers individuals to take ownership of their work and this sense of ownership leads to greater dedication and initiative in finding solutions and achieving great outcomes. Leaders can and should create a shared commitment by establishing a culture of teamwork and fostering a sense of ownership among team members. Try: • Involving the team in decision-making processes • Setting shared goals • Defining clear expectations. It is essential to create a sense of accountability for each team member, so they understand their role and responsibilities within the team. Accountability is essential for creating a productive and efficient team environment where individuals are committed to their tasks, work collaboratively towards shared goals, and take ownership of their contributions. How do you build accountability? Leave your comments below or connect at [email protected].