More than ever it is critical for both new and experienced leaders to recognize that before you can lead or collaborate with someone, you have to connect with them first.
Without connection, there is no trust. Without trust, there is no relationship. No relationship, no influence.
…allowing yourself to be influenced is the best way to improve your own influencing skills.
This article provides 3 easy ways to help you do just that while building trust with the people you want to influence.
one BIG CONCLUSION I’ve made after 20 years of helping people change and develop is that experience is the best teacher.
But do listen to the thoughts and opinions of people you like and trust.
However, their experience will look different from yours. Their truth might be different, too.
Sources of inspiration are many. The one source of truth is your own.
WARNING: If there is a part of yourself that you are hiding from, it will not stay hidden for long. Not if you embrace these ideas.
Recognizing and accepting the differences, including cultural ones, is key for building trust and moving forward.
However, to build trust and improve collaboration in a team (any team!), no one tool or method is enough – especially one developed in the last century.
Newsflash: You’re going to need more than a one-size-fits-all approach to develop a diverse team like yours – especially in the post-pandemic work landscape!
To develop your team and the individual team members, here are 3 reasons why developing people with Gestalt leads to better relationships.
The next time you need to have a difficult conversation with someone, look at it as a chance build a bridge with them – a bridge that can help you cross a potential danger area together.
Rather than approaching it as a dreaded task that’s going to be difficult, approach it as a way to deepen your connection.
After all, if you go into a situation expecting it to be difficult or painful, it probably will be.
But if you go into it with eyes that are looking to connect and co-create, you’ll generate positive energy to lead the conversation while building trust.
Whatever the reason/s behind the resistance, the best way to deal with it is to understand where it’s coming from. If you really want to lead people through it, that is.
To begin, you need to be aware of the A. Emotions, B. Needs & C. Drivers of the people you’d like to inspire.
…change is vital to growth. However, people are resistant to change. Therefore, you have to build a compelling case for it to catch fire.
If there are no clear or immediate benefits, get creative and dig deeper – every cloud has a silver lining…and not always on first sight.
“…share and collaborate with others whenever you can, leverage the wisdom of your trusted peers and be transparent in everything you do.”
In this post, I provide 2 principles, 2 questions and 2 actions to help you understand your fears so you can release them and embrace change…
If you lead and manage people, you often need to look below the surface to uncover the real but hidden thoughts and feelings…
Once aware of where your people are, you can plan and implement effective interventions for a healthy workforce that can survive and thrive in times of change.
…a head of department who’d like to help lead her people through a change:
Before she can win support for the change, she has to communicate in a way that inspires her key stakeholders (must-have #1).
Next, she has to collaborate in a way that motivates her partners and stakeholders to take action (must-have #2).
And before she can lead or influence anyone to do anything, she has to connect with them on a human level must-have (#3).
Coaching done well raises awareness.
As established, increased awareness helps you better lead yourself and others.
It also leads to action with a clear intention – deliberate action that’s connected to your key goals and priorities.
Coming from a place of heightened awareness, you can operate in your flow to lead and perform at your best.
If you want to to grow and develop, you need access to your blind spots and other performance killers. No access, no growth.
Your performance and your well-being depend on it.
