![Helen Bryant - Leadership Accelerator](/img/default-banner.jpg)
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Helen Bryant - Leadership Accelerator
United Kingdom
Registrace 7. 04. 2020
I share actionable advice and strategies for ambitious managers so that you can accelerate your skills, achieve your career goals and be a brilliant leader.
I share short how-to lessons focusing on the mindsets, systems, and skills managers need now to succeed in our fast-paced workplace. Practical and step-by-step, it's like having your mentor ready to help you at any time.
After a corporate career at the director level, I have spent the last decade as a leadership coach and trainer, working with people all over the world. I have been in your shoes, having led teams of all sizes, and I understand the challenges you face. These are the lessons my clients tell me have helped them the most.
Join me as we explore how to get ahead, find balance, and achieve your career aspirations.
I share short how-to lessons focusing on the mindsets, systems, and skills managers need now to succeed in our fast-paced workplace. Practical and step-by-step, it's like having your mentor ready to help you at any time.
After a corporate career at the director level, I have spent the last decade as a leadership coach and trainer, working with people all over the world. I have been in your shoes, having led teams of all sizes, and I understand the challenges you face. These are the lessons my clients tell me have helped them the most.
Join me as we explore how to get ahead, find balance, and achieve your career aspirations.
Why Your Boss Is So BAD At Their Job: Should You Stay or Go?
Do you think you have a bad boss, even a toxic manager? In this episode, I delve into the traits that define bad managers and offer practical advice on how to navigate the challenges they present. Find out how to evaluate whether a manager is fundamentally ineffective or truly toxic. You will get actionable strategies for employees to improve their work environments or make informed decisions about their career paths.
00:00 Introduction: The Problem with Bad Bosses
00:32 Understanding the Traits of a Bad Manager
03:06 The Toxic O Meter: Identifying Bad Manager Behaviors
05:43 Deeper Issues: Beyond Trainable Behaviors
07:35 What You Can Do: Strategies for Dealing with a Bad Boss
12:55 When to Leave: Handling Truly Toxic Managers
15:23 Conclusion: Building a Plan and Moving Forward
RESOURCES TO HELP MANAGERS BE GREAT LEADERS🔥
Get your free copy of The Manager's Blueprint - Discover the skills and systems managers need today to be exceptional leaders.
www.growthinc.co/managers-blueprint-lg
MANAGER OS COURSE
Reclaim Your Time: The Game-Changing Operating System Every Manager Needs
www.growthinc.co/course/manager-os
PLAYLISTS YOU MAY FIND USEFUL
💬 Communication skills
czcams.com/play/PLGO6c5Sf2Jhk4lQgQVj-xJ53A8xeMmTNk.html&si=ToVxhaN5HQ0f6Sbs
👥 One-On-Ones
czcams.com/play/PLGO6c5Sf2Jhl6EGMFs9cAAMkX_-KXuI_l.html&si=i9pgMKgWl4hQIMFo
🆘 Help! Ace the common problems managers face
czcams.com/play/PLGO6c5Sf2JhlLUXu8tmkLRoDLZa1xW8XI.html&si=OkZI9Z7uwr4LoRxM
SUBSCRIBE TO MY NEWSLETTER
Subscribe to my Leadership Accelerator Newsletter for weekly free lessons to help you reclaim your time and be an exceptional leader.
www.growthinc.co/newsletter-signup
ASK ME A QUESTION
If you want to ask me a question about any of my videos, reach out to me at [hello@growthinc.co](mailto:hello@growthinc.co)
I usually will get back to you in 24 hours.
---
FIND ME HERE
My website is www.growthinc.co/home
SUBSCRIBE TO MY CHANNEL
Subscribe for weekly lessons here on CZcams @helenbryant
#leadershipskills #leadershipdevelopment #managertips
00:00 Introduction: The Problem with Bad Bosses
00:32 Understanding the Traits of a Bad Manager
03:06 The Toxic O Meter: Identifying Bad Manager Behaviors
05:43 Deeper Issues: Beyond Trainable Behaviors
07:35 What You Can Do: Strategies for Dealing with a Bad Boss
12:55 When to Leave: Handling Truly Toxic Managers
15:23 Conclusion: Building a Plan and Moving Forward
RESOURCES TO HELP MANAGERS BE GREAT LEADERS🔥
Get your free copy of The Manager's Blueprint - Discover the skills and systems managers need today to be exceptional leaders.
www.growthinc.co/managers-blueprint-lg
MANAGER OS COURSE
Reclaim Your Time: The Game-Changing Operating System Every Manager Needs
www.growthinc.co/course/manager-os
PLAYLISTS YOU MAY FIND USEFUL
💬 Communication skills
czcams.com/play/PLGO6c5Sf2Jhk4lQgQVj-xJ53A8xeMmTNk.html&si=ToVxhaN5HQ0f6Sbs
👥 One-On-Ones
czcams.com/play/PLGO6c5Sf2Jhl6EGMFs9cAAMkX_-KXuI_l.html&si=i9pgMKgWl4hQIMFo
🆘 Help! Ace the common problems managers face
czcams.com/play/PLGO6c5Sf2JhlLUXu8tmkLRoDLZa1xW8XI.html&si=OkZI9Z7uwr4LoRxM
SUBSCRIBE TO MY NEWSLETTER
Subscribe to my Leadership Accelerator Newsletter for weekly free lessons to help you reclaim your time and be an exceptional leader.
www.growthinc.co/newsletter-signup
ASK ME A QUESTION
If you want to ask me a question about any of my videos, reach out to me at [hello@growthinc.co](mailto:hello@growthinc.co)
I usually will get back to you in 24 hours.
---
FIND ME HERE
My website is www.growthinc.co/home
SUBSCRIBE TO MY CHANNEL
Subscribe for weekly lessons here on CZcams @helenbryant
#leadershipskills #leadershipdevelopment #managertips
zhlédnutí: 85
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The Ultimate Guide to Quarterly Planning | FOR MANAGERS
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Thank you Helen for sharing.
Thanks for watching!
Great video Helen. Food for thought on so many points.
Glad you think so!
Thank you Helen, you keep your promised to create this video. Very much appreciated ❤ This video is definitely very helpful and insightul xx
Really helpful and detailed video, thank you for creating it and posting it!!
Glad it was helpful! Thanks for letting me know.
LOVE YOU
KEEP UP THE NICE WORK
Will do!🙏
Listening. From across. 😊❤
This is awesome. I've seen some videos , but this is easier to adopt and user friendly. I like it. Got to learn about your channel today. I've liked , subscribed and turned the bell 🔔 💕
Thank you for the feedback, I appreciate it so much. 🙏
As a Chief Talent Officer and a Coach, I think most managers take on more of a Mentor to Mentee role. And as a Consultant or Mentor, you’re more sharing best practices and telling them what worked for you to get you to the position in which you are now in.
Thank you for your comment, I completely agree that mentorship is a vital role that managers play to their team. I also think that developing a coaching style to help their team learn more effectively and prevent managers always being in “tell mode” thus encouraging accountability works well too. Together mentoring and a coaching style can enhance the managers overall leadership skills. Which as a CTO would you value the most as managers develop their skills?
That is so true. I used to lead numerous mentorship programs and when i started coaching i made the mistake of offering solutions. I am very mindful now about that and the results from getting them to tell and solve their own issues is encouraging.
@@GurcharanHans yes, it definitely encourages accountability.
Simple and relevant Thank you Helen ! My one on one will be more about the Team.
Wonderful! I’m so glad you have found it useful 😊
Hi Helen how about the other way around, your manager has become toxic like a micromanager? Should i just leave or report her in HR?
Never turn to HR, they're against employees.
@@ally3854 ooh that’s tough. It’s a big choice both ways and depends on the situation and how bad it has got, but I think there are a few more choices. I will do a video on this by the end of August to help if ok with you? The documenting bit counts for sure.
@@helenbryantyes please it will be very helpful for us to recognize and how to act positively in a situation. Thank you so much xx
Hi 👋 - Here is the video for you. I hope you find it useful. czcams.com/video/YVCIKVUvELE/video.htmlsi=TEk87juqK3xe4ZF9. Helen
What a useful video!!
Thank you! I'm glad you found it useful.
Very timely
I’m so glad you have found it useful.. All the best with next week!
Incredibly helpful. Thanks Helen . I shall be deploying this next week!
Thank u Helen for this 6 tips.I always like to help someone. This tip surely change the way i communicate to a person.I alreay subscribe ur channel.God bless from Malaysia
You're so welcome! It’s so exciting that people watch my lessons from all around the world. Sending you greetings to Malaysia
I’m a new subscriber and I just wanted to say I’m really enjoying your content. I’m actually thinking of doing a one-to-one focused start up myself so I’m just at the research station and thank you so much for all of your comments ideas thoughts and experience.
Thank you Carl - I appreciate you letting me know. Sometimes it feels like I am speaking out into the darkness and it’s so lovely when people, like you, let me know that they have found my content helpful or ask me questions. It always makes my day. 😊
This is great and very helpful. Thank you for such a clear and organized explanation.
Thank you so much for letting me know. It is much appreciated. 🙏
Can one say getting rid of procrastination is a development goal
For sure. I would define it as a goal of addressing the triggers that distract or procrastinate. I would give myself 12 weeks to do it, and that would help me understand why I get distracted and procrastinate - once the triggers were understood would be able to come up with a plan to address it. 12 weeks should be long enough to change habits rather than short term success, this will stick. Funnily enough I have an upcoming video on this exact topic so look out for it 🙃
Brilliant advice. My old manager gave me the same advice on delivering just three points. I've found by trial and error there's value before board meetings to socialise proposals. offer directors the chance to discuss 1:1. This has unearthed concerns that wouldn't be shared in the meeting room otherwise. Also I've found seniors have appreciated the personal engagement. It pays dividends building allies in the board room
So agree - you are doing what many managers miss, the power of informal stakeholder management as part of how you work. It’s so valuable. Do you have a challenge you would like a video to help you with? I’m currently planning more content so happy to see if I can provide something you would find helpful. Thank you again for your comments , it’s so nice to know that I am providing content that is connecting with people.😊
Thank you 🙏- Completely agree with asking senior leaders to clarify priorities. The agreement between you is so helpful in managing workload.
Great video Helen. I like the question 'How does this compare fit with the other priorities?'. Brilliant way to get a senior to reflect on the spectrum of work already happening where this fits and take accountability for working with you to rebalance demands on you time.
Thanks for share these 6 coaching questions. I'm looking to enable my team to have greater autonomy and self-realise the answer within. I will be using them going forward. Great tip to write them down till our muscle memory kicks in.
Great to hear - focus on it for a quarter and it will become a way of working with and engaging with your team. Good luck with it - reach out if you have any questions. 😊
Right in time for Q3 :) thanks as always
I’m glad you found it useful. Let me know if you have any questions as you do it Jacob 🙏
It’s one of the best explanations about the coaching process/techniques. I like it very much.Thank you so much
Glad it was helpful! Thank you so much for letting me know 🙏
@@helenbryant Dear, I’d like to ask you about the 4A model in coaching (Agreement, Awareness, Action and Accountability) how would it differ from Grow model. I would also appreciate it if just explain it in brief. Best regards
@@qassimshabeer6126 It is a similar structure Agreement = Goal or agree what the person would like to achieve. Awareness = Reality ie what is the situation for the person. Action = Options - ie what could they do about it. I like options in GROW as it helps people think about different ways of achieving a goal. Finally Accountability = Will which is where you are encouraging commitment behind the action plan that is agreed. The key when learning these skills is using a framework to help you keep on track as you lead the conversation. The questions in this video would work for the 4As. I hope this helps you. 😊
@@helenbryant very well said. Thank you dearly
There's a high sound pitch making this hard to watch with headphones. If you're not doing so already would recommend bringing the mic a lot closer so you need to amplify less.
Just checked a recent video, already fixed. Awesome, subscribing.
Ha ha! Yes I have been on a CZcams learning journey - sound, camera settings, editing, background. I’m hopeful that now as I learn and get better that more people will find my leadership lessons. Thank you so much for sharing your feedback and the follow up one has made my day! 😊
Thank you very enlightening
Thank you for letting me know 😊
Please based on the 6 Questions listed, i like to find out if they are be ask in a sequence or it depends on the mood of the coaching session
Thank you for your question. The questions are designed to be asked when the situation suits and not in order. The idea is that you have these questions in your “toolbox” to quickly use so that you develop a coaching style as a manager. I hope this helps you. Helen
فيديو رائع وضحت فيه الأسئلة المساعدة الكوتش في جلساته مع العميل وهي : ١. كيف يبدو النجاح بالنسبة لك؟ ٢.ماهو التحدي الأكبر بالنسبة لك؟ ٣. ما البديل من وجهة نظرك ؟ ٤.ما الذي يمنعك من هذا استخدام البديل؟ ٥.ما هو أهم شيء يجب التركيز عليه الآن ؟ ٦.كيف يمكنني دعمك بشكل أفضل ؟
Thank you 🙏 One of the wonders of CZcams is people all around the world comment and tell me that they found my content useful. I appreciate it so much.
❤❤❤
That is brilliant. A team that can help each other develop using this kind of approach is indeed a high performing one! And I love the year of the team theme - it shows a real visible commitment to the one thing that will ensure that you deliver brilliant results- the people who do it. Thank you for letting me know and good luck with it 🤗
Really enjoyed this video. I plan to use this myself and share it with my direct reports. Very insightful into how I can help my direct reports with their personal development. This is the year of the people for my team. :)
Thanks for the insightful video . While pitching for promotion , would it be ideal to talk to leadership with presentation on career path and developmental plan
I suggest a conversation first rather than a presentation. Here are some tips that might help you: Firstly Prepare Reflect on your achievements, skills, and areas where you've made significant contributions. Be honest about your strengths and areas for improvement. Know the supporting evidence and examples demonstrating your accomplishments, such as successful projects and instances where you've gone above and beyond. Set up the meeting Request a meeting with your manager to discuss your career progression. Ensure it’s a time when your manager can give you their full attention. Let them know beforehand that you want to discuss your career growth and potential promotion so they can prepare. In the Meeting - have a conversation. Thank your manager for their time and support in your current role. Clearly state your interest in a promotion and desire to take on more responsibilities. e.g. “I appreciate the opportunities I’ve had to grow in my current role and would like to discuss my potential for a promotion to [position].” Share and discuss specific examples of your accomplishments and how they’ve positively impacted the team or organisation. e.g. “In the past year, I led the [project], which resulted in a [X%] increase in efficiency and saved the company [Y amount] in costs.” Link your skills and experiences to the requirements of the desired role. Highlight any additional training or certifications you've obtained. Provide examples of your leadership - where you can show you are already playing the “future game.” And then see what they say. If they think you are ready, ask them what you need to do to get to that role. If they have reservations, ask questions to fully understand why, what the gap is, and what they think you need to do to fill it. Stay positive! 🙂 Afterwards, document the conversation and send a follow-up email to your manager to confirm your understanding and commitment. I hope this helps and that you are successful in your promotion.🚀
Thanks Paul 🙏
Great video Helen. Nice to hear DRC getting some good press too!
It is amazing Thanks so much Helen 👏👏👏👏
I'm glad you like it. Thank so much for letting me know 🙏
Did I understand correctly that you first explain the problems with the current situation, then ask questions, and go into 'pitch mode' referring to the point of view of the stakeholder? Can you give some examples of questions to set the stage?
Jan Thank you for your question. Here are some examples that might help. The steps are - say what it is the purpose of the conversation - Ask questions to understand the persons view on that topic - Then share your point of view referencing any specific relevant points they made. Sounds like: - Project update with a key senior stakeholder I wanted to update you on Project Z, just before I leap in what are your thoughts on the project? Do you have any concerns? Use questions to explore what they think, then update. - You want to share an idea with your boss I’ve been thinking about the challenges we are facing with XYZ customer, and I’ve had an idea about how we could handle it. From your perspective what would be a successful outcome? Then explore what they think about xyz Then summarise e.g As you said a successful outcome will be keeping the customer happy and maintaining an environment so we can grow, but that is hard right now as there are so many issues, So I was thinking we could….share your idea making sure you emphasise the benefits of your idea so that they customer is happy, and environment for growth is maintained and the issues are addressed. Thea key is that the more you know about what they think about a given topic, in particular what success is for them, what issues they see, what opportunities they see, and how the feel about it in general, the easier it is to adapt what you are saying so that it is more persuasive. I hope that helps, H
Thank you, Helen, for taking the time to answer my question. I really appreciate the effort you put into your videos; they offer great advice that I can take with me as I navigate daily career challenges.
I liked these questions a lot. Thanks for sharing
Thank you for the feedback, I really appreciate you taking the time to let me know ☺
Great tips, I already know which meetings I’ll be trying this out in next week. Thanks for the great content lately
Excellent Jacob. Use those micro practice moments!! 🙌 Thank you so much for the feedback, I’m pleased you find it helpful.
Brilliant
Thanks very much Cameron 😊
Thank you so much. Nobody talks about 1:1 for contractors , this is really helpful
So glad you have found it useful. It has given me an idea for a new video in managing contractors. 🙏😊
Many thanks. I work in the commercialization department of an healthcare company. I work with a team in charge of managing clinical experts activities and that organizes internal mini-events and congresses with those experts (experts are paid by my company to provide value). My problem: the experts activities team often sollocits my team to contribute to their events, by asking my team to present things, to create content, to be present, without having a clear specific business goal in mind. I've noticed that very often, this expert activities team does not have a clear objective and purpose for their activties, and they just organize stuff with the experts coz they are asked to do so. What do you think?
Thank you for your question. You have a friction point I’ve been told about many times. The key issue is that your cross functional colleagues want your team to do tasks and you are balancing the challenge of making sure your team stay focused on the highest priority work. These do not always balance. My advice would be As in the video identify your the key stakeholders. When the objectives are unclear ask questions to identify what the outcome is they want. Often people can be prescriptive in how they want something done, for example I want a PowerPoint presentation with this, that and the other, can you create a graph etc without thinking it through to define the specific objective/outcome or understanding how much work is involved in doing this. Ask questions to understand the scope of the request why do they need it, how Will it be used, for who, when etc. what you can often find is that there is a simpler and more efficient way of doing this for you rather than the prescriptive way they describe. You should also be able to spot repeats where a simpler tool/template could do the job for them. You will also be able to ask questions about priorities - which project/task is the most important. This gives you the scope to say no or offer a simpler solution that will not take as much time for the lower priority work, and deliver the high priority work well and on time. Create a shared spreadsheet or doc that shows the current workload so that it is transparent what is coming through, this transparency reduces surprises. From experience sitting and chatting this issue through, coming up with a plan that addresses your stakeholder requirements and then reviewing regularly means that you have the conversation at the right time. Make sure your team are aware of and aligned so that no work creeps in under the radar. I hope this helps. Let me know how you get on, H
@@helenbryant Thank you so much
These are fantastic tips!!! Thank you very much for sharing them. In fact, just what I was looking for to get ideas on how to use ChatGPT in my day-to-day work. The prompts you came up with are extremely useful and will help (not just) managers save a lot of time. I had no idea how much context or background to put in the prompt and the quality of the output it can deliver. Really a great eye opener and very much appreciated.
I’m so pleased you found it useful. 😊 Good luck experimenting with it - I find it is a great time saver.
Very nice Helen, my supervisor told me to improve my time management but the work is overloaded, and to mention those teams messages that add up to my everyday task.
1st thing i encounter is the 1 on 1 that you shared, very informative and very helpful that i hit subscribed 😊 . I will start my new job very soon and maybe a giveaway 30-60-90 plan template is very much appreciated! Take care Helen xxx
Thank you for letting me know. I have a 306090 plan, I will adapt it and make it shareable. I will let you know when I've done it! Thanks for the feedback. 🙏
THANK YOU,IVERY HELPFUL
Glad it helped! Thank you for letting me know 🙏
Great Content. Very helpful. Thank you.
Thank you for letting me know 🙏 I am glad you found it of value.
Thank you for the video. I agree with your points, they definitely can help. But at the same time I don't think that they can address the root cause of mass quiet quitting. Standard of living is going down, nothing can be done, having job no longer means you have a living. In our company there are many young people after college, they accepted job offer, started to work, but they don't even hide that they are actively looking for a better job. Nothing can be done. They just don't care. And I can't blame them. New reality. "Old "management approach will no longer work. Slavery requires different approach.
I agree with you, Vlad; there are systemic issues in the world of work, which means I can understand why people may be actively looking for a new job and frustrated by the status quo. This video is to help managers control what they can control in this "new reality". Good managers can lead teams better, even if people only stay for a while. They can motivate, train, and engage their teams more effectively, advocate for the challenges their teams face, and then, when they get into a position of true power, they can lead with a greater sense of fairness and vision for what can be. The starting point for me is better leadership from all managers; many have never been trained in the skills of leadership, and I am trying to help with that. Thank you for taking the time to comment; I appreciate it.
@@helenbryant Sorry to bother you. I understand your point. I just see how company where I work handles quiet quitting. Completely different approach. We have twice more people than we need to do the job. It is accepted that half of them will go. It is accepted that they don't care. And this model works really good, at least bottom line is good. New reality.
@@vlado3304@vlado3304 I can see your concern; this approach does not seem very sustainable and seems to devalue people as mere resources. I suppose the question is, was this a deliberate plan, or is it the law of unintended consequences? If this is the model that the organisation wanted and it works as you say for the bottom line, it's challenging to change, all be it sad that people are seen as so expendable. If they have arrived there due to other decisions and a failure to address the underlying reasons it happens, that is different. Mass hiring, training people to get up to speed, and then low retention has a cost, and it has a knock-on effect on the culture of the organisation and how valued people feel. You care so much that you are chatting with me about it! Is there someone in the organisation you could talk to about it? Share your observations?
@@helenbryant Thank you for reply. Big bosses don't share their thoughts with me, what a surprise, but I do believe that this is a new approach. Again, this is my opinion. My partner at work can't even rent a room, he is sharing a room with someone. It is mission impossible to motivate him, he simply doesn't see himself with the company. People are not stupid not to notice, they are not going to double his salary, but they can hire his replacement, the same money. World is changing, what we see is a direct result of these changes.
@@vlado3304 Thank you for sharing your thoughts. Quite sad. Not all organisations are like this, remember that.
Not included in the "five tips": -Regular, performance-based raises. -Job security commensurate with commitment on the part of the employee. Employees in the current corporate environment understand that they are simply units of production. They also understand that the corporate overlords have no commitment to them.
I agree with you Rob, I think reward is an important element and believe all employees should be rewarded fairly and feel engaged with their organisation. However, most managers are not "corporate overlords" these reward decisions and indeed business models are beyond their decision making scope. They too normally want to be noticed and rewarded fairly for their commitment by the "corporate overlords". What I was hoping to do here, and indeed with my channel, is help managers create better workplaces with what they can control, better, higher quality, authentic and fair leadership. Better managers and leaders can create brilliant workplaces that people value working in. I am also hoping some "corporate overlords" take note and make sure they too create workplaces that can be the true reflection of what is often written on their website! Thank you for reaching out. Helen
Thank you for the explanation it helps
You're welcome! 🙏