#Empowerment Archives - McGinty Coaching

Delivering a Performance Review with Curiosity

Posted on July 11, 2025 by Tina-Schuricht

Delivering a performance review with curiosity can be a game changer for both you and your team members. Have you ever sat in a performance review where it felt like your boss was giving you feedback that didn’t resonate? Or shared general feedback (to protect the anonymity of the provider) that was not helpful? Has it felt like you were being reprimanded and didn’t agree with the input but felt you had no leverage to push back? Now the million-dollar question…. Have YOU ever delivered a performance review this way? If so, read on.

Unfortunately, many managers approach performance reviews as a one-sided evaluation, a checklist of strengths and weaknesses delivered with certainty – not as a conversation to help you grow. What if, instead, you adopted curiosity as the driving force behind these conversations? A performance review conducted with curiosity fosters openness, mutual learning, and a stronger sense of collaboration. This approach transforms evaluations from routine assessments into meaningful exchanges that inspire development and motivation.

Curiosity Creates a Safe Space for Dialogue

Delivering a performance review with curiosity signals to the employee that this is not merely a judgment session, it’s a conversation. Instead of approaching feedback with definitive statements, ask a question instead. Here are a few examples:

Addressing a Strength

Traditional Approach: “You’ve done well in handling customer complaints. Keep up the good work.”
Curious Approach: “I’ve noticed that you excel in resolving customer complaints. What strategies do you find most effective? Are there any challenges you face that we could work on together?”

Discussing Areas for Growth

Traditional Approach: “Your project deadlines have been inconsistent. You need to improve your time management.”
Curious Approach: “I’ve noticed some challenges with meeting deadlines. What obstacles have been getting in the way? Are there any resources or strategies that could help you stay on track?”

Encouraging Career Development

Traditional Approach: “You’re doing fine in your current role. Let’s keep things steady.”
Curious Approach: “I’m really impressed with your work. Where do you see yourself growing in the next year? Are there any skills or experiences you’d like to develop further?”

By asking questions, managers invite employees into the discussion, creating an environment where feedback is received with openness rather than defensiveness. Curiosity also alleviates the pressure employees might feel during reviews. When employees sense that their manager is genuinely interested in their experiences, challenges, and aspirations, they are more likely to engage in honest conversations. This leads to productive discussions where employees feel heard rather than criticized.

Encouraging Growth and Self-Reflection

A curious approach to performance reviews encourages employees to actively reflect on their own progress. Instead of simply being told what they did right or wrong, they are given the space to analyze their own performance. This self-reflection fosters independence, accountability, and personal development. A manager can say, “What strategies have helped you be successful this year?” or “If you could improve one aspect of your performance, what would it be?” These questions encourage employees to explore their potential rather than passively absorb information.

Furthermore, curiosity allows managers to identify the root causes of challenges rather than making assumptions. It encourages leaders to inquire about underlying factors like unclear expectations or external obstacles that they need to address to support the employee.

Strengthening Relationships and Engagement

Employees thrive in environments where they feel valued and respected. A curious leader demonstrates genuine investment in their employees, strengthening relationships and boosting morale. When employees perceive their manager as someone who wants to understand them rather than just evaluate them, their engagement with work increases. They feel empowered to contribute ideas, voice concerns, and collaborate effectively. In contrast, a rigid and authoritative approach to performance reviews can erode trust, discouraging honest dialogue and growth.

Moreover, curiosity enhances the ability to provide tailored support. When managers take the time to understand their employees’ goals, working styles, and challenges, they can offer personalized guidance that resonates. This results in employees feeling motivated to improve rather than overwhelmed by criticism.

Additional Tips on Delivering Performance Reviews

Here are a few additional strategies that I have found helpful in delivering a strong and impactful performance review:

Gather 360-degree feedback – Ensure you are encompassing the employees’ input, as well as peers, leaders, customers, and your own.
Be prepared to give examples – Highlight behaviors and outcomes you really appreciated and areas of improvement, and align expectations with the employee on these examples.
Send the written review in advance – Most individuals need time to process and prepare, especially introverts.
Let the employee guide the discussion – Ask them how they want to approach the conversation – where would they like to spend the time? What would be most important for them and their growth and development?
Keep the feedback balanced – This goes for both the under and over performers and everyone in between. Find the positives and the areas of growth and align the commentary to any scores or rewards you are giving so there is alignment and clarity.

Performance Reviews are a Tool for Growth

Delivering a performance review with curiosity transforms it from a transactional evaluation into an impactful conversation that drives development and strengthens workplace relationships. A curious mindset promotes open dialogue, encourages self-reflection, and fosters an atmosphere of mutual respect. By embracing curiosity in performance reviews, leaders create a culture where feedback becomes a tool for growth rather than mere assessment, empowering employees to continuously improve and thrive. Reach out if you want to talk more about how coaches can help you improve your skills in delivering impactful performance reviews.

Angela Dodd on Leadership, Grit, and Growth

Posted on May 2, 2025 by Tina-Schuricht

In this episode of SuccessYourOnWay , Yifat Rogers and I sit down with Angela Dodd, founder of Females in Food. Angela shares her journey from corporate leadership to entrepreneurship, including the personal challenges that led her to build a platform dedicated to empowering women in the food and beverage industry. We discuss:

How toxic work environments can spark major life changes
The evolving definition of success over different career stages
Lessons learned from founding Females in Food, including the importance of building a support system and accepting vulnerability
Key strategies for career and personal growth, such as setting boundaries, building confidence, and taking action before feeling “ready”
The power of writing down goals and speaking them out loud for accountability.

Angela also offers practical advice for anyone looking to redefine success on their own terms. She reminds listeners that success looks different for everyone.

Success Your Own Way: “Building Your Own Stage: Angela Dodd on Leadership, Grit, and Growth”

About Angela Dodd

Angela a seasoned leader in the B2B ingredient sector, with 15 years of experience bridging the gap between technical expertise and business strategy. Holding a Master’s in Food Science and an MBA, she has spent the past decade helping clients successfully commercialize food products, leveraging deep industry knowledge to drive innovation and market success. Angela is the founder of Females in Food (FIF), dedicated to empowering women and organizations in the food and beverage industry through leadership development, career advancement, and industry transformation. FIF has become the go-to platform for companies seeking to attract, retain, and elevate top female talent. Based in Minneapolis, Angela enjoys giving back to the industry, championing meaningful change, and spending time with family, friends, and her two boys.

Let me know what you are interested in hearing about in future episodes of Success Your Own Way!

Coaches Help Leaders Manage Team Dynamics

Posted on April 25, 2025 by Tina-Schuricht

Coaches help leaders manage team dynamics and that is no easy feat. Ever led a team where there was tangible tension? A sense of competition? Been a part of one like that? It isn’t a lot of fun, is it? We spend so much of our lives working that having to face a non-harmonious environment day after day, month after month, and year after year can really take a toll on individuals’ mental health and productivity. Leaders are often faced with diverse personalities, conflicting opinions, and varying work styles that can either fuel innovation or lead to tension. Coaches can help leaders handle this situation by offering guidance to leaders on how to cultivate collaboration, navigate challenges, and optimize team performance. Coaches bring expertise in interpersonal skills, emotional intelligence, and conflict resolution, empowering leaders to create harmonious and productive teams.

Fostering Self-Awareness

Effective team management starts with self-awareness. Coaches help leaders recognize their own strengths, weaknesses, and tendencies, enabling them to understand how their leadership style impacts the team. Through assessments and reflective exercises, coaches uncover blind spots and biases that might affect decision-making or team morale. A leader who is self-aware is better equipped to adapt their approach to meet the unique needs of their team members.

Enhancing Communication Skills

Many times, work dynamics are affected when leaders do not communicate clearly – whether that be regarding roles and responsibilities, scope and timelines for projects, or expectations on collaboration. Clear, transparent, and empathetic communication is critical in managing team dynamics. Coaches work with leaders to refine their ability to articulate vision, provide constructive feedback, and listen actively. They introduce techniques to foster open dialogue, ensuring all team members feel heard and valued. By modeling effective communication, leaders can reduce misunderstandings and build trust within the team.

Navigating Conflict Resolution

Conflict is inevitable in any group setting, but it doesn’t have to be destructive – in fact addressing it proactively and supportively can drive innovation. Living in the Midwest, I have found that many leaders either avoid conflict all together or are late in engaging with team members to address it. Coaches guide leaders on how to approach conflicts proactively, turning them into opportunities for growth and collaboration. From mediating disputes to understanding underlying issues, coaches equip leaders with strategies to address disagreements in a fair, equitable, and productive manner. By maintaining a calm and impartial stance, leaders can resolve conflicts while preserving relationships and morale.

Building Emotional Intelligence

Team dynamics are often influenced by the emotional maturity of individuals as well as the emotional undercurrents within the group. Coaches help leaders develop emotional intelligence, enabling them to recognize, understand, and manage both their own emotions and those of their team members. This skill is invaluable in fostering empathy, managing stress, and promoting a positive work environment. Leaders with high emotional intelligence can read the room, anticipate challenges, and respond in a way that strengthens team cohesion.

Encouraging Team Empowerment

Teams thrive when members feel empowered to contribute and take ownership of their roles. Coaches guide leaders in creating an environment where team members feel supported and encouraged to innovate. This might involve delegating responsibilities, recognizing achievements, or fostering collaborative problem-solving. An empowered team is more likely to be engaged, motivated, and aligned with organizational goals.

Driving Continuous Improvement

Coaches help leaders embrace a mindset of continuous improvement, encouraging them to seek feedback and reflect on their impact. By periodically assessing team dynamics and addressing areas for improvement, leaders can ensure their teams remain agile and adaptable in a fast-changing business landscape. Coaches often act as sounding boards, providing valuable insights and helping leaders refine their strategies over time.

Create an Environment Where All Can Thrive

Coaches help leaders manage team dynamics. Through self-awareness, communication skills, emotional intelligence, and conflict resolution, coaches empower leaders to build cohesive and high-performing teams. Their guidance not only enhances leadership capabilities but also drives the success of the entire organization. A coach, in essence, is a catalyst for creating environments where both leaders and teams can thrive. Reach out if you want to learn more about how coaches help leaders manage team dynamics.

Building Trust as a Leader

Posted on April 18, 2025April 23, 2025 by Tina-Schuricht

Building trust as a leader is the cornerstone of any successful organization. Have you worked in organizations where there is a lack of it? Did you have to follow (or create) a lot of governance and process documentation? Did you feel as if you spent more time justifying your existence through status reporting than actually doing the work you want to do? Well, unfortunately, you’re not alone. Not only is not having a trusting environment no fun, but it is expensive. In my experience, the more governing, micro-managing, and documenting needed the more inefficient the organization is and the more waste is created.

As a leader, fostering trust isn’t just a “nice-to-have”—it’s essential for driving team cohesion, increasing productivity, and ensuring long-term organizational success. In a workplace where trust flourishes, employees are more engaged, innovative, and willing to go above and beyond.

Why Trust Matters in Leadership

Fosters Collaboration: Teams with a foundation of trust are more likely to share ideas, cooperate effectively, and collaborate toward common goals. When employees trust their leader, they feel safe to voice opinions and work together without fear of judgment or failure.
Enhances Employee Engagement: Employees who trust their leaders are more committed to their work and the organization’s mission. They feel valued and understood, which motivates them to invest their energy and creativity wholeheartedly.
Drives Organizational Success: Trust reduces the friction often caused by micromanagement or miscommunication. With trust, decision-making becomes faster, teams operate more autonomously, and the organization becomes more agile and competitive.
Builds Resilience During Challenges: Organizations inevitably face setbacks or periods of uncertainty. A leader who has cultivated trust can guide their team through difficult times with transparency and confidence, ensuring stability and commitment even under pressure.

Tips for Building Trust as a Leader

While the importance of trust is clear, earning it requires consistent effort and deliberate actions.

Be Transparent and Authentic: Communication is the backbone of trust. Share information openly, even when the news isn’t positive, and make an effort to explain your decisions. Authenticity is key—employees trust leaders who are genuine and relatable.
Follow Through on Commitments: Consistency is crucial in building trust. When you make a promise, stick to it. If unforeseen circumstances prevent you from delivering, address the issue honestly and proactively.
Listen Actively: Show your team that their thoughts, concerns, and ideas matter. Practice active listening by giving your undivided attention, asking clarifying questions, and reflecting on what’s shared. Listening builds a sense of respect and mutual understanding.
Empower Your Team: Micromanaging erodes trust. Instead, delegate tasks, provide clear expectations, and trust your team to execute. Empowering employees with autonomy shows that you have confidence in their abilities.
Demonstrate Empathy: Take time to understand the challenges and emotions your team members may be experiencing. Express empathy and provide support when needed, reinforcing your role as a compassionate and dependable leader.
Model Integrity: Lead by example and demonstrate ethical behavior in every interaction. Your actions set the tone for the organization—by showing integrity, you create a culture where trust thrives.

Building trust as a leader is the cornerstone of any successful organization. Building it is not a one-time task but an ongoing process that requires transparency, empathy, and integrity. By prioritizing trust, leaders can create an environment where employees feel valued, inspired, and united—a recipe for organizational excellence. The good news is that coaches can help leaders improve in their abilities to build trust with their teams. They can help unlock various strategies to be more authentic and empower their team members consistently so that trust can be built. Reach out if you want to learn more about how coaches can help leaders build an organization based on trust.

Introverted Leaders Possess Unique Strengths

Posted on April 6, 2025April 29, 2025 by Tina-Schuricht

Introverted leaders possess unique strengths that are powerful and transformative. In the realm of leadership, extroversion is often celebrated as the ideal personality trait. Images of charismatic leaders rallying their teams and commanding attention dominate our perceptions. However, introverted leaders possess unique strengths that can be just as powerful and transformative. Coaches can help introverts with strategies to demonstrate leadership even in situations where it doesn’t feel as natural.

Who are Some Introverted Leaders?

You may be thinking, “This all sounds really interesting, but I don’t know of any introverted leaders”. Below are a few you may have heard of, but I would imagine that if you think about the characteristics of these individuals you may also be able to come up with a few in your own world as well.

Bill Gates: Co-founder of Microsoft, known for his analytical thinking and strategic vision.
Ruth Bader Ginsburg: The late Supreme Court Justice, known for her thoughtful and deliberate approach to decision-making.
Angela Merkel: Former Chancellor of Germany, recognized for her analytical and pragmatic leadership style.
Warren Buffett: CEO of Berkshire Hathaway, renowned for his thoughtful decision-making and investment acumen.
Steve Wozniak: Co-founder of Apple Inc., celebrated for his technical expertise and creativity.
Barack Obama: 44th President of the United States, admired for his reflective and empathetic leadership style.
J.K. Rowling: Author of the Harry Potter series, praised for her creativity and perseverance.

Thoughtful Decision-Making

One of the defining characteristics of introverted leaders is their ability to engage in deep reflection and thoughtful decision-making. Unlike extroverted leaders who may thrive on spontaneous interactions and quick judgments, introverted leaders prefer to take their time to analyze information and consider various perspectives before making decisions.

Benefits of Thoughtful Decision-Making:

Reduced Impulsivity: Introverted leaders are less likely to make hasty decisions that could lead to negative consequences.
Informed Choices: By thoroughly evaluating options, they can make well-informed decisions that align with long-term goals.

Active Listening

Introverted leaders are often exceptional listeners. They value the input of others and create an environment where team members feel heard and respected. This active listening fosters open communication and collaboration, leading to a more cohesive and engaged team.

Key Aspects of Active Listening:

Empathy: Introverted leaders are attuned to the emotions and needs of their team members, building strong interpersonal relationships.
Feedback Integration: They incorporate feedback from others into their decision-making process, ensuring that diverse viewpoints are considered.

Empowering Others

Introverted leaders tend to focus on empowering their team members rather than seeking the spotlight for themselves. They understand the importance of delegation and trust their teams to take ownership of their tasks. This empowerment fosters a sense of responsibility and autonomy among employees, leading to increased motivation and productivity.

Empowerment Strategies:

Delegation: Assigning tasks based on individual strengths and capabilities.
Mentorship: Providing guidance and support to help team members grow and develop their skills.

Quiet Confidence

Introverted leaders exude a quiet confidence that can be deeply reassuring to their teams. Rather than relying on overt displays of authority, they lead by example and earn respect through their actions. This quiet confidence can inspire trust and loyalty among team members.

Characteristics of Quiet Confidence:

Consistency: Introverted leaders are often consistent in their actions and decisions, providing a stable and reliable presence.
Authenticity: They are genuine and true to themselves, creating an environment where authenticity is valued.

Focus and Concentration

Introverted leaders excel in maintaining focus and concentration on tasks. Their ability to work independently and sustain attention allows them to tackle complex challenges and drive projects to completion. This focus ensures that goals are met efficiently and effectively.

Benefits of Focus:

Productivity: Introverted leaders can manage their time effectively and prioritize tasks to achieve optimal outcomes.
Problem-Solving: Their ability to concentrate allows them to delve deeply into problems and develop innovative solutions.

Creating a Balanced Team

Diversity in leadership styles is essential for creating a balanced and resilient team. Introverted leaders complement their extroverted counterparts by bringing a different perspective to the table. This diversity in leadership fosters creativity, innovation, and a well-rounded approach to problem-solving.

Advantages of a Balanced Team:

Complementary Strengths: Different leadership styles can address various challenges and leverage the strengths of all team members.
Adaptability: A diverse leadership team can adapt to changing circumstances and navigate complex situations more effectively.

Shining as an Introverted Leader

Introverted leaders possess unique strengths that make them highly effective in their roles. Their thoughtful decision-making, active listening, empowerment strategies, quiet confidence, focus, and ability to create balanced teams contribute to their success. By recognizing and valuing the strengths of introverted leaders, organizations can harness the full potential of their leadership talent and drive sustainable success. Reach out if you want to learn how coaches can help introverts with strategies to demonstrate their own unique brand of leadership.

Coaches Aid Leaders in Mastering the Art of Delegation

Posted on March 21, 2025April 23, 2025 by Tina-Schuricht

Coaches aid leaders in mastering the art of delegation. As a leader, have you ever decided to do work yourself when you knew you didn’t have time? Or withheld the opportunity to provide a team member with some much-needed growth, experience, or exposure? What kept you from delegating? Did you tell yourself it was more efficient for you to do it? Or worry that the team member would not do it how YOU wanted it done? What was the impact of not delegating to you, to your team member, to your family? Did you have to work longer hours? Miss the opportunity to do the strategic work that would stretch you? Did your team members disengage? Does your family miss you and wonder why you are always working? Sound familiar? If so, read on….

Delegation is a fundamental aspect of effective leadership, playing a crucial role in empowering teams, enhancing efficiency, and fostering a collaborative work environment. It involves entrusting tasks, responsibilities, and decision-making authority to others, allowing leaders to focus on strategy and high-level decision-making. The importance of delegation in leadership cannot be overstated, as it brings numerous benefits to both leaders and their teams.

What Causes Leaders Not to Delegate Effectively?

Lack of Trust: Leaders might struggle to trust others with important tasks, fearing they won’t meet their high standards.
Perfectionism: Some leaders believe they can do the job better or faster themselves and hence won’t delegate.
Fear of Losing Control: Delegating tasks can feel like losing control over the outcomes and processes, which can be unsettling.
Fear of Being Replaceable: Leaders may worry that delegating too much could make them appear dispensable or less valuable to the organization.
Lack of Clarity: Unclear roles and responsibilities can make it difficult for leaders to delegate effectively.
Lack of Training or Experience: Some leaders may not have been trained on how to delegate effectively or may lack experience in delegation (especially new managers or leaders).
Short-term Focus: Leaders focused on immediate results will value speed over investing time to delegate and train others.

How Can Leaders Overcome Barriers to Delegation?

Extend Trust: Take the leap to trust your team until proven otherwise. Get to know your team members – understand their strengths, interests, and areas of opportunity for growth.
Start Small: Begin by delegating smaller, less critical tasks to build confidence in the delegation process. Gradually increase the complexity and importance of tasks as both the leader and team members become more comfortable.
Set Clear Expectations: Clearly define the tasks, responsibilities, and expected outcomes before delegating. Ensure that team members understand their roles and have the resources and support needed to complete the tasks.
Provide Training and Development: Invest in training and development programs to enhance team members’ skills and capabilities. Offer opportunities for continuous learning and growth to increase confidence and competence.
Empower and Support: Empower team members by giving them the autonomy and authority to make decisions within their delegated tasks. Provide support and guidance when needed, but avoid micromanaging.
Focus on Results, Not Processes: Allow team members to approach tasks in their own way while achieving the desired results. Encourage creativity and innovation by valuing diverse approaches and solutions.
Communicate Effectively: Maintain open lines of communication to address any concerns or questions that arise. Regularly check in with team members to support them, understand progress, and create a feedback loop.
Reflect and Learn: Reflect on what is working well and what could be improved. Use these insights to continuously refine and enhance delegation practices.

Coaches can help you understand your delegation barriers and in what situations they arise so that you can be more aware of times when you avoid an opportunity to delegate. Once you are aware of these moments, you can better understand the barrier and remove it. In short, coaching can assist leaders in becoming more aware of their barriers, removing them, and enabling them to make the behavior changes they desire.

Benefits of Delegation

So now that we are clear on why some leaders don’t delegate and have shared some strategies to overcome these barriers to delegation, what are the benefits of delegation?

Enhancing Efficiency

Delegation is crucial in leadership for enhancing efficiency. By distributing tasks among team members, leaders can complete work more quickly and effectively. This approach leverages the team’s diverse skills, ensuring tasks are managed by those best equipped for them, improving workflow speed and quality. Plus, it prevents leaders from getting bogged down in day-to-day operations, allowing them to focus on strategic priorities and make better decisions.

Empowering Team Members

Delegation empowers team members by demonstrating trust in their abilities, fostering ownership and responsibility. This trust boosts morale and motivation as team members feel valued. Empowered team members take initiative, solve problems independently, and contribute to the organization’s success. Delegation also provides opportunities for professional growth, helping team members build new skills.

Improving Decision-Making

Effective delegation improves decision-making by encouraging diverse perspectives. When leaders delegate authority, they foster inclusiveness, leading to innovative solutions. It also distributes decision-making power, reducing bottlenecks. Empowered team members can respond quickly to changes and challenges.

Fostering Collaboration

Delegation fosters a collaborative environment by encouraging teamwork and communication. When tasks are distributed, team members are more likely to work together, share information, and support one another. This collaboration strengthens relationships and promotes continuous improvement.

Balancing Workload

Delegation helps balance the workload, preventing burnout and maintaining a healthy work-life balance. A balanced workload leads to higher job satisfaction, increased productivity, and lower turnover rates. By overcoming delegation barriers, leaders can create a more collaborative and effective work environment.

Coaches Can Help

Coaches aid leaders in mastering the art of delegation. By helping to identify and overcome delegation barriers, leaders will enhance efficiency, empower team members, improve decision-making, foster collaboration, and balance the workload. Leaders who master the art of delegation can lead their teams to greater success. Reach out if you want to learn more about how coaches can help leaders identify and overcome delegation barriers and achieve greater overall satisfaction for themselves and their team. Reach out if you want to learn more about how coaches aid leaders in mastering the art of delegation.