March is Women’s History Month, so we’re taking a good look at some powerful women – past and present – who can teach us important lessons about how to be the best HR professionals we can be.

Ruth Bader Ginsburg & Ethics

You may know her as Notorious RBG, or that really fit Supreme Court justice, but Ruth Bader Ginsburg is best known for her strong beliefs, which she holds while serving as the second woman appointed to the Supreme Court. When you think about Ginsburg, ethics is one of the first words that should come to mind. Similarly, it’s a quality often associated with HR professionals. Many like to say HR professionals serve as the conscious of their company, and that isn’t far off the mark. It is your responsibility as an HR professional to uphold your company’s values and policies, and to make sure each employee practices them properly – much like Ginsburg does each day she dons her Supreme Court justice robe.

Serena Williams & Confidence

The field of HR is bound to challenge you at many points throughout your career, and there’s one thing you’ll need to get you through it: confidence. That is something Serena Williams knows a thing or two about! Williams is a record-breaking tennis star, mother, and businesswoman, and she is unapologetically proud of all of those accomplishments. But that confidence is something many women struggle with. Yet, as HR professionals, it’s absolutely vital. During the course of your career, you will experience things that will test you. Maybe your company is taking a risk with a new venture, maybe you’ve just accepted an exciting (but scary) promotion, or maybe you’re creating and implementing a brand new program that will shake up how things are run in your workplace. Whatever challenge you’re facing, channel Williams’s inner confidence and believe in yourself and the work you’re doing.

Madeleine Albright & Conflict Management

One of the most important qualities in any position, especially that of an HR manager, is conflict resolution. No one knows this quality better than Madeleine Albright, the first woman to serve as US Secretary of State. During her tenure, she became a renowned negotiator and conflict manager. To do so, she placed a strong emphasis on putting yourself in the other person’s shoes, a lesson many HR professionals should take to heart. Whether your responsibility is to conduct conflict resolution between two fellow employees or negotiate a specific policy or contract, understand what your peer wants as well. Once you reach this understanding, you can find a solution that satisfies both parties.

Oprah Winfrey & Development

As an HR professional, you should always be seeking out new ways to learn and develop, both for yourself and for your employees. Developing personally and professionally will allow you to continuously grow in your career. Who better to learn this important lesson from than Oprah Winfrey? Born in rural Mississippi, Oprah began co-anchoring the local news in Tennessee at 19 and took a low-rated Chicago talk show to number one by age 29. Two years later, The Oprah Winfrey Show, an hour-long talk show, was being broadcast nationally. But Winfrey never rested – she went on to be an actress, producer, author, and philanthropist. She is the epitome of someone who is never satisfied. Take a page out of Oprah’s book and begin focusing on new ways you can develop yourself!

These women are all incredible examples of people who worked hard each and every day. They are the embodiment of some of the crucial qualities any HR professional should possess. What powerful women inspire you? Leave a comment and let us know!

Here at PerkSpot, we were so excited to welcome back our Director of Marketing, Whitney Sattel, who recently returned to work after her maternity leave. Her return encouraged us to dive deeper into what it takes to create a successful transition back into the workplace, ensuring that women who want to stay are supported in doing so. It often goes unrealized, but a good plan that helps working moms return to work is absolutely crucial. When a plan like that is lacking, the results can be devastating to a company. In fact, a study by the Maven Clinic says 75% of new moms are excited to return to work after their maternity leave – yet 43% of them report that they ended up leaving that job in the end.

working moms

It was important to all of us PerkSpotters, but especially our HR team, to assist Whitney in transitioning back as smoothly as possible. Here are 4 things we learned about how HR managers, and all coworkers, can help new moms who are returning to work.

1. Communicate Effectively

Make things easier by creating a timeline and sharing it with your returning employee and her team well in advance. Make sure that you collaborate with the expecting mom to create this as well, so you can take her preferences into account. Some will want and even look forward to monthly check-ins with the team or their manager while on maternity leave. Others will prefer time to themselves to recuperate and spend time adjusting to motherhood. Use this timeline to explain expectations for the returning mother as well. This transparency will be helpful for them as they plan their return.

2. Re-board

Do you remember how it felt to be a new employee at your company? A returning mom can tend to feel the same way, so re-boarding them is an important step. Whether your teammate was gone for 6 weeks or 6 months, remember that they aren’t up to date on everything that happened during their absence. Take the extra time to stop and explain what they missed. “Yes, they will quickly get up to speed,” confirmed Whitney. “But allotting time to help them do so will make the transition smoother on both ends.”

3. Offer Flexibility

Many new moms find it extremely difficult to jump right back into their old work routines, and it’s important for HR to acknowledge that difficulty. Offer the chance to design a schedule different from the one they used to have. “I’ve recently begun working from home one day a week,” said Whitney, “and I really like the flexibility that creates for me. Not only do I get more time with my baby by getting rid of my commute, but I actually find that it tends to be my most productive day of the week!”

4. Ask Questions

It’s not easy for a new mom to return to work, especially in the beginning, and it’s even more difficult when they feel like they can’t share their exciting developments! Whitney said, “When I returned to PerkSpot, I was so happy to be greeted with hugs and questions all about the newest addition to our family.” By encouraging your coworker to share stories and fun pictures, they feel more comfortable about stepping back into their role as an employee while still keeping their new role as a mother.

It’s important to take a hard look at the plans you have in place for each expecting employee. By developing a maternity leave program that creates a smooth transition back to work, you can retain your new mom’s talents while still making her feel comfortable and welcomed.

A recent report showed that 22% of employee turnover happens within the first 45 days of employment. Perhaps they misunderstood what the job entailed. Maybe the culture just wasn’t the right fit. Either way, we know that these first few days are critical for employee retention.

In fact, we could argue that this starts before they even step foot in the office. Our first day in a new office is a lot like the first day of school. You feel awkward, you aren’t sure who to eat lunch with, and you just kind of fumble through the day trying to warm up to this strange environment.

So what’s the answer to this phenomenon? Pre-boarding.
Pre-boarding refers to the time period before your new hire starts but after they’ve accepted the offer. Think about the anticipation and excitement when you sign your offer letter: you are pumped about this new opportunity, but you might not have any idea what to expect. While it may only be a week or two, making the most of this the before day one can make all the difference.

Here are a few ways to make “pre-boarding” a part of your onboarding process:
• Send a letter from your team.
• Give them company swag.
• Answer any FAQs.
• Let them know who to reach out to if they have any questions.
• Prep a new hire document.

pre-boarding onboarding before day one

Send a letter from your team.

Whether it’s an email or a hand-written note, sending over a quick note of excitement before your new hire starts can be a breath of fresh air for your new employee. We love what career experts at the Muse say about this: “The best thing a boss can do between the moment an offer’s accepted and a new hire’s start date, then, is to ensure their new direct report knows this: ‘You’re the one we want on the team and we’re really happy about it.’”

Give them company swag.

We all know the power of employer branding, and this extends to your onboarding pre-boarding process. As your new hire shares their excitement about their new role with friends and family, give them some swag to show off your company brand. This is the peak time to get them excited about being a part of your business. Who knows? Maybe they’ll even share their excitement on social media and bring in other potential candidates or clients!

Answer any FAQs.

This should be a given for any onboarding process but it’s worth reiterating. Make sure you’re providing answers to all the questions they might have about their first day or week. Will they need a key card to get into the building? Do they need to ask for someone at the reception desk? Should they bring their lunch, or will you take them out? These small questions make a big difference in easing their first day anxieties.

Provide a point of contact for other questions.

Maybe it’s an onboarding contact or their manager, but make sure your new hire knows exactly who to reach out to if they have questions prior to their first day. But don’t just do lip service – be available! Check your email the night before their first day in case anything last minute comes up. Better yet, be proactive and send another note a few days before to make sure they’re prepared.

Prepare a new hire document.

This is up to you to share beforehand or on their first day, but you should absolutely prep an onboarding document for your new hire and have it ready for them on day one. It shouldn’t be an exhaustive list of responsibilities or even a detailed agenda. A new hire document gives your new hire a baseline for their role and even some achievable goals for them to achieve in their first 30 days. At PerkSpot we create a “30-60-90 Jumpstart Document” with goals for the first 30, 60, and 90 days. Things can change, so we like to keep this flexible, but it’s a great jumping off point to know what is expected of them.

We could talk at length about the onboarding process because it is such a crucial time for your employees. Make the most of the time before day one with pre-boarding.

Click here to learn more about how to retain and develop high potential employees.

Have you already set your goals for 2019, either personal or corporate? This year we’re taking a fresh look at goal setting for HR Managers and giving some new tips on making the most of your professional development plans.

We’ll discuss:
• What is Goal Setting?
• Why is Goal Setting Important?
• How to Create Meaningful, Effective Goals

goal setting for hr managers perkspot culture

What is Goal Setting?

Most people think about goal setting in terms of professional success. What am I hoping to achieve and what kind of results do I want? While these are worthwhile questions, author James Clear offers a fresh perspective. He says you should ask yourself one question before setting your goals: “What kind of pain do I want?”.

Clear goes on to say, “It’s easy to sit around and think what we could do or what we’d like to do. It is an entirely different thing to accept the tradeoffs that come with our goals. Everybody wants a gold medal. Few people want to train like an Olympian.” When determining your goals for the upcoming year or quarter, ask yourself what you’re willing to sacrifice.

Why is Goal Setting Important?

Have you ever decided to find your own way to a location only to realize you didn’t actually know where you were going? You step outside and start confidently walking in one direction, but a few minutes later you’re in unfamiliar territory and you’ve walked five blocks in the wrong direction. These moments are frustrating, not only because you now have to retrace your steps, but because by simply taking the time to map your course first, you could have saved yourself a lot of extra time and effort.

This is why goal setting is so important. Without a clear course mapped out in front of you, you might end up wandering aimlessly and struggle to hit your target. Don’t let arrogance or even prior knowledge influence your decision not to set goals. With proper goal planning, you’re more likely to take the most efficient, effective route.

How to Create Meaningful, Effective Goals

Step One: Goal Selection

Inspirational speaker and author, Seth Godin says “You don’t need more time, you just need to decide.” When we think about our ambitions for the year, we don’t always think about the sacrifices we need to make to get there. Often it’s not about choosing to do more, but choosing to do the right things. Make goal selection the first step in your process. Determine what’s realistic for you to accomplish and what you’ll need to give up in order to get there.

Step Two: Make SMART Goals

Unless you’re living under an HR rock, you’ve probably heard of this before. That’s because setting SMART goals is an essential part of making a successful development plan.
Specific – What do you want to accomplish? Who does this include?
Measurable – What metrics will you use to define success and determine when the goal is complete?
Achievable – Do I have the necessary resources to accomplish this goal? What will I need to give up in order to achieve this? Why is this goal important to you?
Relevant – How does this goal align with my overall success or vision? Why am I setting this goal now?
Timely – What is my deadline and is it realistic?

After answering these questions you should be able to articulate your goal and understand what needs to happen in order to achieve it.

Step Three: Take Baby Steps

If you go on to read James Clear’s advice on goal setting, you’ll find tons of great, actionable methods for achieving goals. One of our favorites is to “Stack Your Goals”.

Research has shown that you are 2x to 3x more likely to stick to your goals if you make a specific plan for when, where, and how you will perform the behavior. For example, in one study scientists asked people to fill out this sentence: “During the next week, I will partake in at least 20 minutes of vigorous exercise on [DAY] at [TIME OF DAY] at/in [PLACE].”

We love this advice because it’s such an easy rule to follow but helps break down goals into actionable, everyday elements.

Step Four: Check Your Attitude

Our last step in the goal-setting process isn’t really a step at all. It’s just a gentle reminder to stay positive! Chances are you will get discouraged on your journey. Try writing out your SMART goals and reasons why you’ve chosen to tackle this particular objective. Put it somewhere visible as a tangible reminder. This will help you stay positive and motivated when the going gets tough.

What goals are you setting for this year? Use these tips to make the most of your goal-setting process, either for yourself or your team.

Human Resources and friendship have a complicated relationship. If you come from a more corporate environment, you may be thinking that HR professionals should keep employees at arm’s length. On the other hand, a more informal environment like a tech or start-up company may view HR as just another one of the crew. So, what’s the right choice? Should HR make friends at work… and how?

should hr make friends at work

The answer is… there is no one answer that’s right for everyone. At PerkSpot, one of our core values is “We Value People”. Our culture naturally lends itself to a strong sense of community, so for us, the answer is yes. However, we know this may not work for everyone and that’s ok, too.

If you’re an HR professional thinking about embarking on friendships at work, here are three main things to keep in mind:
• Choose Your Friends Wisely
• Don’t Play Favorites
• Know Your Culture

Make Friends, but Make Them Wisely

HR can absolutely make friends at work, but these may not look like the best friends you’ve had all your life. Work friends generally know a little bit about you, but they aren’t the ones you’d call up when something goes terribly wrong. They may even be more of an acquaintance than an actual friend. However, finding someone who shares similar interests, that makes you laugh, and all-in-all makes work more enjoyable is extremely valuable for all employees, and HR is no exception.

Make Friends, but Treat Everyone the Same

One of the dangers HR can run into when having friends at work is being accused of favoritism or bias. It’s important that even if you “click” with someone at work, you treat others fairly and kindly. You should make each employee feel valued in their own way. It’s only natural to connect with some more than others. However, that should never affect how you interact with them professionally.

Make Friends, but Know Your Culture

Every workplace is different so it’s important to know what’s appropriate for your office. At PerkSpot, we are fairly casual so it would be of no surprise to see our head of HR mingling with a beer during our Friday afternoon cheers. This is appropriate because it’s a part of our culture and helps to create an atmosphere of trust and mutual respect. However, this is unique to PerkSpot and one size definitely does not fit all. Find ways to gain the trust and respect of your coworkers in a way that’s appropriate to your culture.

Do you think HR should make friends at work? We’d love to hear what you think!

Back in 2016, Glassdoor predicted that employee perks would be a huge job trend for the year. Well, they weren’t wrong. Three years later, perks are still one of the leading trends throughout the country in workplaces that are looking to offer their employees more than just run-of-the-mill benefits. We know that perks work. (In fact, we like to think of ourselves as perk experts.) But why do they matter?

why perks matter

Here are the ABCs of why perks matter:

  • Show your Appreciation.
  • Foster a sense of Belonging.
  • Create an atmosphere of Consideration.

A is for Appreciation

First, it’s no secret that employees appreciate being recognized for their work. But, for an employer, it can feel difficult to recognize each employee for their contribution in a way that feels meaningful and impactful. That’s where perks come in. Implementing perks as an added bonus for employees sends a message to each one that says, “I see you and I appreciate you.”. Just like you enjoy small acts of kindness from a friend or family member, it feels the same to experience small gestures from your workplace that show you are being thought of and cared for. If you want to go one step further, consider a rewards & recognition platform for your workplace!

B is for Belonging

Twenty years ago, most workplaces looked the same. Fast forward to 2019 and it’s all about making your company stand out for job-seekers and creating a strong sense of identity for your employees. Perks are a great way to make your culture meaningful. Perhaps it’s having a pet-friendly office space that makes every day “Bring Your (Fluffy) Friend To Work” Day. Maybe it’s offering a paid sabbatical for your employees to develop their professional skills. (Cough, cough, we’ve got both!). Whatever it is, perks like these help illustrate the values and culture of a workplace and create a sense of belonging for your employees.

C is for Consideration

One of the great things about perks is that one size does not fit all, and it doesn’t have to! Offering an option like an employee discount program (we can help you out here!) allows an employer to provide perks to each employee that they can then customize for their own personal preferences. A wide variety of perks, all under one umbrella, means your employees get to choose how and when they want to enjoy their them. Through meaningful discounts, you’re not just checking a box, but providing perks that matter to them.

These days, it’s not just about offering your employees perks that you think might momentarily spark their interest. Instead, we’re focusing on finding perks that actually mean something to them. In doing so, you’re demonstrating your gratitude to each employee, plus setting yourself apart from the rest!

What perks do you offer your employees to illustrate culture and show your appreciation?

Jessica Herrin, the co-founder of Stella & Dot, said “Shaping your culture is more than half done when you hire your team.” Here at PerkSpot, we agree – culture is one of the most important elements of our company and an incredibly crucial part of our hiring process. But how do you impart your culture to a potential job candidate in a small amount of time, when it’s so important? Try one of these great tips!
culture
We believe there are 4 easy ways to highlight company culture during an interview:

  • Use Social Media
  • Introduce Core Values
  • Involve Other Departments
  • Give an Office Tour

Use Social Media

The average internet user has at least 5 social media accounts. Odds are, the candidate you’re interviewing has at least one, and they’ve used it to scope out your company before even firing off an application. Use this knowledge to your advantage, and show off your culture on social media. Upload fun pictures of company events and outings to your Instagram or post interesting blogs and articles illustrating your company culture. This will give candidates an inside look at the company so they know what to expect.

Introduce Core Values

At PerkSpot, we take our core values seriously, because they are one of the main motivators for what we do and how we do it. Chances are, you created your company culture with your core values in mind, so why not put them on display during the interview process too? If a potential candidate doesn’t feel that they will align with the values you hold dear, there’s a good chance they won’t enjoy the culture you’ve created either.

Inter-Departmental Interviewing

One thing we’ve learned recently is the importance of hiring to add to company culture. Keeping this mentality when recruiting and hiring employees has allowed us to create a diverse and fresh workforce. We are proud of what we’ve created and love to demonstrate this during the hiring process! Be sure to bring in different employees from different departments who you think can both challenge and excite a potential job candidate. Not only will this help you see whether that candidate will work well with your current employees, but it gives the candidate a good idea of the way each employee contributes and adds to your company culture.

Office Tour

You know the popular adage, the eyes are the window to the soul? Well, we believe that the office is the window to the company – and its culture. A potential candidate can learn a lot from surveying the future office he or she could be working in. Before or after the interview, offer a quick tour. Point out interesting decorations, where each department sits, and where employees enjoy hanging out or eating lunch. You put a lot of thought and effort into creating a great environment for your employees to work, so you should show it off! Plus, a quick tour can stir up excitement in a candidate and give them great insights into how your company and its employees interact on a day-to-day basis.

Culture is important to your company, and it should be important to job candidates as well. Each company’s culture is unique – by displaying it for a job candidate, it helps both of you get a better idea of what the other is looking for!

….And Do We Really Need Both?

Diversity and inclusion are two of the most popular buzzwords in HR today. But, let’s be honest. How many of us have truly spent the time to break each of these down and what they mean? Do we know the difference between the two? Plus, if they aren’t the same thing, do we really need both?

We’re breaking down Diversity and Inclusion and what these two mean for our businesses

  • Definition of Diversity and Inclusion
  • The Difference Between Diversity and Inclusion
  • Why Diversity Matters
  • Why Inclusion Matters
  • The Case for Both Diversity and Inclusion
difference between diversity and inclusion

Defining D&I:

First, let’s get our definitions straight with Merriam-Webster:

Diversity:

The condition of having or being composed of differing elements. Try thinking of diversity outside of human resources. Really, it’s just adding variety to something. You could have a diverse palate by enjoying foods from different cultures, or a diverse wardrobe that contains all the colors of the rainbow.

Inclusion:

The act of including; the state of being included. For inclusion, maybe it’s helpful to think in terms of membership of a group or club. All the members actively decide to include someone on the outside. This is the act of inclusion.

The Difference Between Diversity and Inclusion

There’s a well-known quote by D&I expert, Vernā Myers, that puts it perfectly, ”Diversity is being invited to the party. Inclusion is being asked to dance.”. Diversity is great because it brings more ideas and perspectives to the table. Inclusion complements diversity by embracing those differences and finding ways to make every perspective feel welcomed and every voice heard.

Diversity Matters

Did you know that more CEOs in America are named David than are women? That’s powerful stuff when you think about the impact on these businesses’ bottom line. In “Diversity Matters” by McKinsey, they surveyed 366 businesses in Canada, Latin America, the U.S., and the U.K. to find out the effect of diversity on financial returns. The findings were significant: Companies in the top for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians, and companies in the top for gender diversity are 15 percent more likely to have higher returns.

Making your workplace more diverse isn’t guaranteed to be easy, but it’s definitely worth it.

Inclusion Matters

Diversity isn’t the only initiative producing high returns. In fact, in a study by Deloitte Australia, reported that when employees felt included, companies saw an 80% uptick in business performance. If this isn’t a case for inclusion, we don’t know what is! Employees who experience inclusion are more motivated to work harder, making a huge impact on the business.

You Need Both Diversity and Inclusion

So what good is a party without a little dancing, right? Diversity and inclusion go hand in hand in building a stronger workplace. Bringing in a ton of new perspectives and ideas is the first step. However, if employees don’t feel comfortable voicing these opinions, it’s a moot point. On the other hand, with nothing but a homogenous group, inclusion loses its power. That’s why diversity and inclusion are two sides of the same token. We have to seek out a diverse workplace. Then, we have to work to make each employee feel included and respected.

We’ve come a long way, but we still have a long road ahead of us. What are some ways your business is making a difference for D&I?

the ultimate guide to a better workplace

If your office is anything like ours, then your January is off to a strong start, as well as a busy one! The first month of the year can be a strenuous one for any HR professional – your to-do list is filling faster than you can cross things off. So here are our secrets to productivity you need to adopt if you want to make your January the most productive month yet!

secrets to productivity

The key to your productivity is saying NO.

It might sound strange, but saying no will actually boost your productivity levels, especially when you need it most.

Why you need to say no

It’s natural to say yes to things. You want to be a committed employee with a reputation for helping out fellow colleagues when they’re feeling swamped, or when they want your expert input. But all those yeses will start to add up and put so much pressure on yourself and your list of to do’s that you find yourself unable to accomplish the important things. Instead, focus on time management and prioritization.

How to start saying no

The people pleaser in you is probably feeling a little stressed just thinking about it. But we’re not telling you to exclusively say no, or to do so in a rude or offensive manner. We’re simply reminding you that your time and energy are precious resources, and you should use them wisely. Ask yourself these two questions next time someone asks you to do something for them.

1. Do I have the time?

Is your schedule full of meetings? Planner full of to-dos? Keep in mind, there are only so many hours in a day, and so many days in a week. Filling each and every one of them is neither healthy nor conducive to your productivity. Take a step back and decide whether you have the time for this task.

2. Is it a priority?

Prioritization is one of the most important things to remember when you’re trying to be your most productive. It’s natural to put an easy task on your to-do list, especially since you get the satisfaction of quickly crossing it off – we’re talking simple things like making an appointment or sending an email. But in reality, those small tasks steal away your focus from the larger tasks at hand, and you end up losing time and effort in completing them. Set aside a specific time of day to handle them instead of letting them draw focus and attention from more important tasks.

Saying no to a fellow coworker is hard, and it might not feel natural or comfortable, especially in the beginning. But your time and energy are just as important as those who are asking for your help. Trust us – your productivity will thank you!

If you’ve been in the workplace for a decent amount of time, you’ve probably noticed that all managers are not necessarily leaders. In fact, sometimes the strongest leaders in the office are not in management at all. Why is that? What are these hidden characteristics that define leaders versus managers?
HR leaders and managers

These are the five ways managers are different than leaders:

1. Leaders inspire others with vision.
2. Leaders practice humility.
3. Leaders trust others to carry out tasks to completion.
4. Leaders are confident, but not overbearing.
5. Leaders think larger than their own point of view.

1. Vision

One differentiating factor between a manager and a leader is that leaders inspire others with their vision. Management requires only that you mandate tasks and ensure that your team is completing them quickly and efficiently. Leadership, on the other hand, means you inspire others to think beyond the task at hand and focus on the overall mission. They inspire employees not just to do the work, but to love it by casting vision passionately and articulately.

2. Humility

Quite possibly the most important trait of a strong leader is humility. That’s why it’s one of our core values here at PerkSpot. We believe a great workplace cannot exist without it. The strongest leaders are ones who aren’t afraid to admit when they’re wrong. They possess the humility to share the spotlight with others, recognizing their achievements and pushing them to be the best version of themselves.

3. Trust

It’s 2019. No one micromanages anymore, right? Unfortunately, micromanagement is still alive and well in our workplaces. Leaders, on the contrary, do not micromanage. True leadership means trusting others to carry out responsibilities. In fact, the best workplaces are those which empower employees to use their strengths. Even the best leaders can’t be good at everything. That’s why it’s important to build a strong team around you and trust them to work together towards your mission.

4. Confidence

Confidence is a common trait among leaders, but not every assertive person in the workplace is a great leader. Any manager can be confident, but leaders are careful not to exhort their confidence over people. Instead, they speak their mind while also listening to other opinions. This trait goes hand in hand with humility, as it takes the perfect balance of both to create great leaders.

5. Perspective

Many managers get lost in their own personal point of view, or even their team’s. Great leaders are able to step outside of their own agendas and look at the greater good. They are able to (confidently and humbly) unify everyone towards a common goal. This is perhaps the most difficult trait to learn, but it’s what truly differentiates a manager from a leader.

Do you manage a team or are you working on your leadership skills? Tell us what you think makes a great leader in the comments.