Managing People… Its Not About You Its about You & me and… Me & You. Figuring out how to lead effectively starts with building trust.
One of the first steps to building trust is to interact with your “audience” from their context of comfort.
Key points to keep front-and-centre:
Listen for your “audience’s” style — easy to do. (more…)
Leaders must have…
But that Vision needs to be anchored in … (more…)
Read time 3.5 minutes.
Influence is: When other people willingly and happily follow our lead. Oprah, when she recommends a book on her show.
Power is: Using position to get people to follow directions – willingly or resentfully. Oprah as owner of Harpo Productions Inc.
Understand: As a leader/manager of people, the only power and influence we have has been given to us by others. Just ask any philandering politician.
So: What is given to us can be taken away in a flash. Power and influence are as delicate, and potentially life-giving as an egg. A rotten egg is toxic and smells really bad.
Paradox: We accumulate more power and influence by giving up trying.
Assumption: Power and influence are equally useful tools, depending on the context. “Ya gotta know when to hold ‘em and know when to fold ‘em.”
We gain some power in a position or by election because then we can enforce rules and mete out consequences. But degrees, rank, or titles are limited tools when trying to influence people.
Influence expands with the growth of a leader/manager’s emotional intelligence and team leadership competencies.
Influence can also be gained through one’s demonstrated competence in some technical field. Dr. Oz is a recognized, influential medical authority. Warren Buffet and Bill Gates, because of their success in business, are very influential.
Be the Leader Others Choose to Follow
We become more powerful and influential by developing our emotional intelligence, then acting with courage and integrity.
It’s a process of followers choosing — after observing our behaviours, not so much our words — to know, like, respect, value, risk with, and trust us.
To get your F.REE Instant Copy of — A TASTE of GENIUS — a primer for growing power & influence go to http://www.subject2change.ca
From Dr. Jim Sellner, PhD.,DipC. — working with Zoomers & Super Zoomers to experience more joy, health and a sense of abundance.
Dr. Jim is author of Leadership for Einstein’s: Bringing Out the Genius in People While Becoming Great Yourself.
He co-leads Brains’ Trusts Peer Groups for CEO’s and executives.
Read Time: 2 minutes.
Objective: Encourage you to train and practice with people to do their jobs well.
Return on Training: The job gets done well. Often extremely well. The cream of talent rises to the top. It’s a win/win.
A while back Captain Sully set his plane down on the Hudson River. He saved hundreds of lives. Sully walked the length of the plane twice after the crash. He was the last one rescued. He made sure no one was left behind.
His response to his “heroic” actions?
“I was just doing the job I was trained to do.”
Now we have Sgt. Kimberley Denise Munley taking on the shooter at Ft Hood,
“because that’s what I was trained to do.”
Sgt. Kimberly Denise Munley, spotted the gunman. He was chasing down a wounded soldier. (more…)
Read time 2 minutes.
First Objective: Improve the engagement factor to ramp up productive performance in this Great Disruption.
Big Goal: Strengthen the organization’s “Invisible Balance Sheet.”
Roadblocks: Leaders/managers’ behaviours that result in people disengaging as they feel more job and home stresses. (more…)
Read time 1.5 minutes
Do it time? Pick One 45 seconds a day.
Impact: Priceless
Satisfaction: Yes.
Symptoms of great leader: One who is known, liked (80% of the time), respected, valued, listened to carefully by her/his followers, challenged by her/his followers. When challenged a great leader listens.
So now that’s out of the way. Here’s how to be regarded as great. (more…)
. . . To Bring Out the Genius in People, While Becoming Great Yourself.
Read time 2.5 minutes.
Goal: High ROTIE — Return on Time, Dollar Investment, Emotions. (more…)
Change Myself, Change My World, One Conversation At a Time . . .
with close encounters of the first-person kind.
Read time 2 minutes.
Goal: Key leader job is to bring out the genius in people.
Return on that conversation: Clarity. Connection. Being “real.” (more…)
Yesterday was one of those painful days.
I made a couple of “stupid” mistakes I thought I had corrected and written out of my repertoire of self-destructive behaviours. Couldn’t get to sleep as I was beating myself up over my “stupidity.” At 66, I “should” know better! (more…)
Read time 2.5 minutes. Implementation time: about 10-12 minutes. Probable time ROI when done consistently & well = about 4 hrs per month.
1. Challenge the situation: Could be as simple as asking a question, “Can you explain to me what happened?” Or you may have to get more detailed about the situation. The goal is to get the employee to think through the issue and start thinking about solutions.
2. Look for Choices: Once the employee is ready to make a decision, outline choices. Most situations are not completely black or white. You want to engage the employee. Get them to think through the situation. Don’t make the choices to be too obvious.
3. Consequences: Each decision the employee makes produces consequences. It is useful for you to explore with him or her the possible consequences of the choices. You may have to pull rank to eliminate some consequences. Explore more deeply to uncover hidden consequences.
4. Check-In: Once you’ve mutually agreed to the course of action, you set a time to check-in to see how its going. You want to make sure the employee is on track, or, if necessary make revisions based on new information.
Try it out. Lemme know how it works for you.
From Dr. Jim Sellner, PhD., DipC. — helping Zoomers & Super Zoomers find more joy, health and a sense of abundance.
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