5 steps to using Blogging as a leadership tool

Here at Kebuki we're very focused on ensuring that your team members feel they are involved, that their voice is being heard and that their opinions are valued.

But it can be very hectic being a manager, and perhaps you're not finding as much time to listen to your team members as you had originally planned.

Why not set up a team blog that only you and your team members have access to.  It's an easy and free way for your team members to publish their thoughts and for you and other team members to comment on.

1.  Set up your blog

There are a range of free platforms you can use - Blogger, Wordpress, Typepad, Google Sites are some of the easiest to use.

To start with you'll probably want to use a default template and maybe upload a company logo.

Make sure that your blog is set to private and that you have added your team members as authors.

For more information on setting up blogs visit the individual sites - links are below.

2. Write the first post

As you are driving this initiative you should make the first post.  Introduce the blog as a team resource, almost like a suggestion box, except that everyone in the team can see and comment on the suggestions.

Make it clear that the blog is private to your team and that anything goes as long as it is not offensive.

Let your team know that you aren't looking for essays with perfect grammer and punctuation.  If a team member has an idea about the company party, or a new marketing strategy then post it up.

3. Review posts in a team meeting

There is no point in asking for input if it doesn't get discussed (it's worse than not asking for input in the first place).  You probably have a regular team meeting scheduled already so why not add a 'blog posts' section.  By confirming that anything written on the blog will get discussed at the team meeting, your team know that they have a voice and it will encourage further posts.

It doesn't mean that every idea has to be agreed, but at least it can be discussed and given a valid reason as to why it was or was not taken forward.

4. Reward regular posters

Some of your team members will love the new blog, some will be so-so, and some will be very negative (perhaps just because they feel uncomfortable putting their thoughts on paper).

Recognise your regular posters with a reward - perhaps its a late start on the 1st day of the month, perhaps its public praise via Kebuki onto a Social Network, or perhaps it's a mention in a team meeting.

Put your top posters on a pedestal to highlight that their opinions are valued and in demand.

5.  Post your own ideas

As a manager it's OK to ask for your team's opinion!  Perhaps it is about a new bonus scheme, or a new desk layout.  Rather than just delivering it as a finished article why not post some options onto the blog.  Get your team to comment and choose their preferred option.

They will feel that you've asked their opinion, and that ultimately they made the decision.  This is what social leadership is all about.  "What do you think?" are the most powerful words a leader can use.

We hope this post has inspired you to set up a team blog.  Let us know how you get on in the comments section below.

If you want to see how Kebuki can help you to become a more social leader then watch the demo!

5 tips for using LinkedIn to lead your team

LinkedIn is the leading social network for professionals.  You and your team are probably already on it - but are you using LinkedIn to lead your team?

Here are our five top tips for using LinkedIn as a leader.

1. Use your profile as a training aid for your team.  

LinkedIn profiles can be much more powerful than a resume for a future employer.  You should ensure that your LinkedIn profile reflects the great work you are doing and helps those browsing it understand how you could help them and vice versa.

These could be:

• Potential and Existing Customers
• Journalists and PR teams
• Analysts
• Competitors
• Partners
• Potential Employees

Your LinkedIn profile is a great opportunity to convert views into actions.

Once you have your profile in amazing condition, why not set up a training workshop for your team and get all of theirs looking great as well.  They'll appreciate the support, and you'll have much wider exposure of your team on LinkedIn.

2. Connect with your team members.

This shouldn't even need to be in the list, but you'd be surprised how many managers are not connected to their team members on any social networks.  You probably know more about what John from school is doing these days than you do about the team your work with every day.

When you make the connection with your team members make sure you edit the default message to something personal like "Hi Simon, It would be great to connect with you on LinkedIn, linking our networks should give you some useful 2nd degree connections.  Look forward to seeing your updates, Regards, Will"

3. Recommend your team members.

LinkedIn Recommendations are an easy way of publicly patting your team on the back.  Most people tend to ask for recommendations when they are looking for new jobs, but why not take the lead and write a recommendation for each of your team members using a specific goal they've achieved.

And remember, you can recommend someone more than once!  If one of your team members does something amazing six week's later, then recommend them again.  These public displays of appreciation get seen by your team member, their network and your network which helps position you as a supportive leader.

One of the top ways of generating recommendations on LinkedIn is to provide them first.  How great is it going to look if everyone in your team has recommended you?  Combined with a great Kebuki Rating it's going to make it much easier to recruit top talent.

4.  Use your updates to praise your team.

Status updates on LinkedIn are a great way of keeping your network up to date with your activity.  You can either write simple messages "Congratulations to the team on a great week - some great deals closed" or sharing links to other sites - perhaps a news article that references a piece of work by a team member, or a new hire listed on your LinkedIn Company page.

Your team members will see these updates in their feed and it helps remind them that they are top of your mind.

5. Join the same groups as your team members.

LinkedIn Groups are a fantastic way of building up your network with like minded individuals.  Whether you work in technology, manufacturing, legal or retail you'll find groups specific to your market.

Either search for groups yourself and suggest that your team join them as well, or look at each of your team members profiles and see what groups they are already part of.

You can support your team members in these groups by liking and commenting on posts that they have made, or by bringing them into posts that you have made.  "James, I'd appreciate your thoughts on this topic."

By showing that you value their opinion on a subject in a public forum you are demonstrating true leadership qualities.

So those are our top 5 uses for LinkedIn as a leader.  What would you add?  Have you been using LinkedIn as a leadership tool?

We hope this post was of use.  If so, please subscribe to the blog and share with your network!

Leadership lessons from Twitter

We love Twitter.  It's a constant stream of fantastic advice for aspiring leaders (depending on who you follow!)

Set up a search for the #leadership hashtag and pick out some great people to follow.

Here is a recent tweet that hits right at the heart of the Kebuki vision.

The five qualities of remarkable bosses.

Today we're reading a fantastic post by Jeff Haden on Inc.com looking at the five qualities of remarkable bosses.

We'll let Jeff do the full explanation in his post but the headlines are:

1. Develop every employee
2. Deal with problems immediately
3. Rescue your worst employee
4. Serve others, not yourself
5. Always remember where you came from

We love this post because it's exactly what we built Kebuki to do.  In our hearts we know we should do these things, but we either don't feel comfortable doing them, or we just don't remember.

Enjoy Jeff's post and if you ask yourself "How do I do this?" then remember Kebuki!

Why you should be honest with your Kebuki Ratings

If your Kebuki Rating is created from what your team members say, and they work for you - then why don't you just get them to mark you high and come away with a rockstar rating?

An accurate Kebuki Rating is there to help you be a better leader.  Only by having an accurate Kebuki Rating can you learn what you need to do to improve.

Forcing your team to mark you high doesn't help you, and it tells your team that you REALLY don't care what they think of you - leaving you in an even worse position.

And ultimately - there is nothing that will give you a warm glow more than getting a Kebuki Rating of 80% and knowing that your team really do love you that much!

5 secrets to being a Social Leader

Sometimes when we first introduce the idea of social leadership managers can feel apprehensive.  Historically individual management and praise has been something that has happened hidden away in a 1-2-1 every couple of months.

We hear "I'm not sure about praising my team members on social networks - what would I say?"

Here are our five top tips for being a social leader

1. Think of the families.  Your team member's family probably won't know your name, or how great you are.  There is probably no loyalty to you or the company from your team member's family.

By becoming a social leader you can reach across this boundary and start to include family members in your team member's careers.  By posting regularly to your team member's social networks about the great work they are doing, or around key dates like a child's birthday or an anniversary suddenly you have a personal connection with your their family and friends.

2. Don't stalk.  Social Leadership does not get you out of actually building a great personal relationship with your team.  That has to happen first otherwise you'll just look like a stalker.  You wouldn't start talking about other people's families if you didn't know them well so don't do it with your team!

3. Be consistent. Kebuki will keep reminding you to Inspire your team members around key dates.  Use these reminders to keep consistent Social Leadership communications.  One post won't change anything, but a year of regular posts will have you deeply embedded in your team member's friends and family's minds.

4. Mix it up.  Don't rely on a single social network.  Most people will use Facebook for friends, LinkedIn for business, Twitter for people they don't know.  Spread your Social Leadership around so you build up relationships with as many of your team member's communities as possible.

5. Smile while you type.  Social Leadership is fun.  Enjoy it, Write nice messages of thanks and support, your team members will love it and their friends and families will see you as a true leader.  

We hope these tips help you to get underway.  Once you have your first Inspire out the way you'll be on a roll!  Enjoy and build those relationships to become a true Social Leader.

5 ways to improve your Kebuki Rating

So, you've signed up to Kebuki, and your first Kebuki Rating is in.  How is it?  Whatever your score you'll have one question on your mind:

"How do I improve my score?"

Here are our five top tips to improving your Kebuki Rating

1. Encourage team members to fill in the suggestion box in the Kebuki Ratings email.

Whilst Kebuki Ratings are anonymous your team members can add suggestions that are linked to their name.  Perhaps it is about your timeliness, or providing accurate directions, or the office layout.  Encouraging this feedback every 30 days ensures that nothing festers for too long. 

2. Act on suggestions

If your team members take the time to provide suggestions then every single one needs to be addressed in a timely fashion.  We'd suggest running through the previous month's suggestions in your monthly team meeting.

Addressing them doesn't mean accepting them all! "I want 100 days holiday!" isn't going to wash, but by acknowledging it, discussing it in an open forum, your team see that you are listening, you are hearing their concerns and acting on the ones that you can.  This is true leadership.

3. Praise your team

The top thing that employees want is to be valued for their work.  As you see Inspire reminders pop up in Kebuki make sure you act on them quickly.  Check out our other post on how to write the perfect Inspire.  Give your team a public pat on the back and let them know that you see what they do and you appreciate it enough to tell others publicly.

4. Be real

You can't fake Social Leadership.  You have to believe what you say.  So spend time really thinking about what your team are up to, where they are in their lives, how their families are.  Really feeling empathy for your team will filter into your Inspires and be reflected in your Kebuki Rating and your team's engagement and productivity.

5. Follow other Managers with great Kebuki Ratings

Finally, search for other managers in your company using Kebuki that have great Kebuki ratings.  Follow them and see what they are doing.  How are they leading their team?  Ask to chat offline with them and perhaps ask them to run a leadership session.  Surround yourself with excellent leaders and you'll see your own rating increase.

3 things managers want from their managers.

One of the ironies of management is that what we think our team wants different things from what we want from our managers.

Here are the top three things we see managers wanting from THEIR managers:

To feel valued for the work we've done.

As a manager yourself you are responsible for so much

• recruiting new members of your team
• onboarding and training your team
• regular 1-2-1's and target setting
• annual budgetting
• managing a P&L

It's a broad range of skills, and if you're really working hard on particular areas how nice is it to hear:

"Well done filling those jobs so quickly"

"Your budgetting this year has been spot on"

"Your team are the best motivated in the company"

It's amazing to feel valued and to have the fact that you go above and beyond be recognised.  

To feel in on things

As a manager you probably have more access to information than you did as a team member.  But even now you probably crave more information about the company strategy, about the plans for the future and how the previous results are being perceived.  

You probably feel that if you had more access to this information then you'd feel more engaged, more like it was 'your' company, and that you'd be able to make better decisions that are aligned with the wider strategy.

Support around your personal life

Whether you are single or married, living with a partner or your parents you have a personal life, and there are other people that you are related to.  Whether you have an ill relative, a big anniversary coming up, or a child's birthday it is so motivating to have some support from your company around these events.  

It says that the company sees you as an adult.  It says you are responsible enough to get your work done when you need to, but you can also support your family when you need to.

Flexibility around your family shows that your company trusts you and helps you become a more engaged manager.

Summary

These are three things that we really want from our own managers, and yet when we look at our own teams we can easily focus on career progression, salaries, and benefits as the main levers to try and motivate.

Spend a moment thinking about what you want from a manager and then about how you might be able to deliver that to your team members.  We're pretty sure they want the same things!

A letter template to help you expense your Kebuki licence

Whilst we think Kebuki represents great value when you are paying for it yourself, we feel that your employer should be covering the cost for you as they will see much of the benefit.

If you are having trouble building the case for expensing your Kebuki licence then why not try our letter template below:

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Dear [CEO/Director]

I want to be the best manager that I can be and support a team of engaged and productive employees.  One of the main challenges that managers always have is in delivering the softer support that all employees want:

1. To feel valued for work done
2. To feel 'in' on things
3. To have support around their personal lives

I've started using a new application called Kebuki that helps me to deliver on all of these things to every member of the team - not just the top performers.

Whilst it is helping me progress in my career, I'd like your support in covering the cost of my Kebuki licence as the benefits filter down to my team members and up to the entire company.

In terms of ROI - every month Kebuki asks my team members on a scale from 0-10 how likely they would be to recommend me as a manager.  This number is a good reflection of the engagement and productivity of the team, and I'm keen to share my Kebuki Rating with you so you can see my development as a manager progress.

Looking at the total monthly labour costs for my team [team members x av salary] and the cost of the Kebuki licence [$30/£22/€30] I'm confident we'll be getting a significant return on the investment.

I'm happy to show you the app, and provide you with feedback from the team now I'm using it.

Best Regards,

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We hope this letter template was of use.  Have you any other suggestions on how to build the ROI for Kebuki within your organisation?  Do you have a letter template that worked well for you?  We'd love to hear your suggestions in the comments box below.

5 tips to writing a great Inspire

Kebuki is great for telling you who to Inspire, and when - but it's always going to be up to you to actually craft those inspirational words!  You can't rely on templates - if you've ever received a templated customer service reply then you know you see straight through it.

Here are our tips for creating an meaningful Inspire!

1. Empathise with your team member.  Spend a moment to think about where they are in their lives - both with their career and their home life.  What challenges are they facing at the moment?  What short and long term goals are they aiming for?  Demonstrating your understanding for their lives is extremely powerful and will also help you to provide incentives and support that are relevant to them.

Be timely with Inspires.

2. Be timely.  Kebuki will prompt you to Inspire each team member consistently.  The default is a reminder if you haven't Inspired them for 30 days.  When a reminder pops up spend a moment to think about what they've achieved since their last Inspire.  This demonstrates that you're appreciating recent activity and not dragging something up they did earlier in the year.

3. Focus on the little things.  It might seem daunting having to Inspire every team member every 30 days (it's crazy to think that it would be so hard!)  The key is to focus on the little things that your team members do well - perhaps they hosted a team meeting, or chaperoned a new starter, or suggested a new desk layout.  One of the things we love about Kebuki is that is forces you to think of something that each team member has done well and praise them for it.  Without Kebuki these little bits of achievement would probably pass by unrecognised.

4. Go public. Pats on the back are great.  But public pats on the back are even better.  Perhaps you have a team meeting where you can explain how a team member has done particularly well that month, or a company newsletter.  Even better, use Kebuki's social integrations with Facebook, Twitter or LinkedIn and tell their friends and family why they have done so well in the previous 30 days.  Try one social Inspire with each team member and see what reaction you get!

5. Relax. Don't worry about crafting a grammatically perfect essay, just Inspire your team members as you would face to face.  "Great work this week helping our new starter get up to speed.  I saw the amount of time you put into it and I really appreciate it.  Have a great weekend!"  Simple.  No doubt you will spend a bit more time on the first few, but once you have got the hang of it just enjoy writing them and get them out fast!

The key is getting into the habit of writing quick Inspires as soon as the Kebuki reminder pops up.  And now you are spending more time empathising with your team and are proactively on the look out for potential Inspires you might be beating the reminders anyway within a few months!

We hope this post has been of use!  We'd love to know you tips for writing the perfect Inspire in the comments section below.