b'Knowing each persons preferencesto do, what they dont enjoy doing, andOthers hope for the best and assume also helps you deliver constructivehow you can help them get achieve theirnew leaders will figure it out when the feedback quickly. Too many leadersgoals. Be their champion and inform themtime comes. (Spoiler alert. Most fail!)avoid giving feedback out of fear.of opportunities within the company.If youre figuring out this leadership Theyre not sure how to approach theAnother bonus of this question? Youthing on your own, know that youre person and are scared theyll get upset.can use the information you gathernot alone and theres hope. Start They hope things will get better andto create employee developmentwith the basics. Prioritize building the employee will figure it out, butopportunities. Think about what theyrelationships and giving feedback to that rarely happens. When you seeneed to learn, and consider what youyour team, peers, and leaders. The rest something, say something! Have thecan delegate or assign to help themwill fall into placeI promise! conversation as soon as you can. learn new skills, get exposure to the - - - right people, etc.Where do you want to go in your- - - Courtney Ramsey works with businesses of career? How can I help you get there? Becoming a great leader in todaysall sizes that believe great leaders are key Have you ever had a leader whoworld is not an easy task. It takesto employee retention, engagement, and believed in you and your ability to movetime, patience and an understandingproductivity. Through keynotes, breakouts, up? Remember how good that felt?of the people you lead. The bestand workshops led both in person and By asking this question, you get theleaders ask the right questions to buildvirtually, she develops leaders who inspire information you need to be that leaderrelationships with their team to get thetheir teams to drive business results. As a for your team.best out of their employees. wife, mom, and entrepreneur, her idea of a Have career conversations atSome companies know thatgood Friday night is watching Dateline NBC least twice a year with your team. Askleadership development programs arewhiledrinking a semi-dirty martini. She questions about what they want tocritical to helping new managers learnresides in Dallas, Texas, and you can find her at accomplish in their career, what they likethese skills as they begin leading teams. www.CourtneyRamseySpeaks.com.Great Floors and Mannington would like to thank all of ourSchool Partners for your continued support.We look forward to working with you again this year, including throughWashington State Flooring Contract #03916& KCDA Contract #10-340.Contatct us today or visit us at GreatFloorsCommercial.comWestern Washington /Eastern Washington / Rusan Barnes Miles PerkinsOregon Northern Idaho Education & Gov. Services Western Washington206/241-0229 509/921-6500 509/921-6500425/442-8743 Bowman Creek Central Washington Southern Idaho R.Barnes@M.Perkins@Cougar Mountain Elementary School 509/575-1741 208/884-1975 GreatFloors.com GreatFloors.com Middle School WAMOA JOURNALSPRING 2024 13'