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.
To build trust and collaboration skills in a team circa 2022, no one tool or method is enough – especially one developed in the last century.
You’re going to need more than a one-size-fits-all approach to develop a diverse team like yours.
With an inclusive and cross-disciplinary approach, Gestalt helps you navigate complexity in the brave new “post-pandemic” world.
“…to motivate someone to bring their best performance to a task, remember these 3 things –
If people feel you value their goals, they’ll be motivated to help you with yours.
Asking questions is the key to understanding someone’s needs and goals.
The more you tailor your words and actions to their needs and goals, the more influence you have.”
To improve the results of your direct reports and key partners, you need to start asking better questions.
And not just any questions – Powerful questions that lead to better results.
As a leader you should always be looking for problems to co-solve and decisions to co-make – nothing builds trust and confidence faster than collective problem-solving and decision-making.
Before you can lead or collaborate with someone, you have to connect with them first…Next time you are frustrated by that time-consuming relationship-building exchange, just remember – GO SLOW TO GO FAST.
As discussed in part 1, modern leadership is full of paradoxes. To be an effective leader and people manager circa 2016 you have to be aware of the big ones. However, your biggies will look differently than mine. Nevertheless, if you lead with the Para ...
FRESH START. Do you want to save everyone time, energy and other valuable resources the next time you implement a change in your team or organization? If so, change the message from “Get on board or get out of the way!” to “How can we together make ...
“I’ve noticed that you’ve been late on a few deadlines recently. Your motivation also seems to be quite low in our weekly meetings. My concern is that this is affecting your performance. Do you have any thoughts on where my observations might be coming ...
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