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.
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.
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.
If you’re going to work on your own – that is, from home or office space by yourself without colleagues, there are seven skills you’ve got to master (secrets!). By yourself. For yourself. Essentially – you are your own cheerleader. Your own coach and motivator. Your own disciplinarian. Your very own mentor and advisor…and more.
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.
You can’t be everything for everybody. Some reports will find you too directive, others not enough. However, you can listen to feedback and adjust your style when needed.
In everything you do, seek to understand first and act second. There is no right way to lead your team or group. It is as unique as every individual in it. Therefore, your paradoxes and the balance you need to find for each of them will look differently than mine.
In parts 1 and 2 I have presented 7 which I consider most relevant to people managers working right now. Apply the relevant tips and examples as needed.
