Do you tell or do you ask with the intention of listening to what is said?
With the pressure on we find that all too often leaders fall into the trap of believing that because they have said something, sent an email cascade or internet post that their employees have read, heard and understood. In this way employees are much the same as today’s consumers, when there are too many conflicting messages they tune out.
Here’s our easy to remember Leadership Essentials, and for a more in-depth feel for communication go to our Coaching Approach and experiment with a few tips and coaching questions.
1. Listen First. Encourage people to talk, so that you can listen; do this by asking questions, taking a genuine interest in what they say. Show that you’ve heard them; a nod of the head, maintaining eye contact, even a paraphrase.
2. Ask again? You can add real value, depth and meaning by asking further questions on the theme of your conversation. How do you feel about……something is a great one to ask
3. Ask for advice. All communication is centred around building trust, rapport and respect. People love to be asked for their advice, they appreciate the fact that you value their opinion, particularly if they can draw on a personal experience or story.
Of course these are just three leadership essentials for you to try, be sure to take note of your inner thoughts and the reactions of the other person.
If you have a specific situation you’d like to chat about we would love to hear from you.
Be specific. “Communication” is often used as a catch all word to cover a number of areas. What are the exact circumstances you have in mind?
Solving the underlying issue beyond the circumstances you describe. Who is involved? Who else might be involved? Who else do we need to think about?
Look to the future and work back. What do you want the improvement to look like? When you think of this, who’s eyes are you looking from?
Help. Who else can help you? Does this also provide an opportunity to influence other areas of your work and people around you?
Identify: Movers – the people who tend to initiate action. Followers – those who support a stance already taken. Opposers – those who challenge, and can see things differently. Bystanders – those who place themselves on the periphery, taking it all in. How might this help you?
We love to use the Myers Briggs Type Indicator to help teams better understand each other. This workshop helps teams understand differences and similarities and develop clear and effective strategies for working better together with this new knowledge.
Understand the fundamentals of listening, recognise the effects of body language and learn the elements of powerful conversations..
We work with you as a trusted advisor, providing a confidential environment to organise your thoughts. We do not judge, impose or assume we are the ‘expert’ in what is best for you. Instead we use the art and science of psychology in practical ways to support you to create your own success.
Director of Library Services
After delivering an 18 month program, Scaffold Coaching helped to improve staff satiation by 43% after achieving an 80% engagement rate with the Building Better Leaders, Teams & Culture Programme.