This is Part 2 of a three-part blog that uses Simon Sinek’s book ‘Start with Why’ as the stimulus to think and think differently about our approach to Sales, Operations and HR/Training.
The last blog looked at the ‘WHY’ from a sales perspective but worth reading if you are in a leadership role. Let’s face it, whether it’s the company vision or a product/solution everything has to be ‘sold’ and an understanding of ‘customer perception’ is paramount.
Working from home is now a common practice in the modern workplace. Managers need to set clear guidelines of what’s expected, find which methods of communication work best (email, texts, calls, zoom etc) and the frequency of contact. Working from home can leave employees feeling isolated, so building a connection with each and making yourself available can give comfort.
It’s worth remembering remote workers are still ‘working’ and have objectives to achieve and timescales to adhere to. Be mindful not to micro-manage, encourage two-way feedback and trust they are being productive.
Remote working and job instability can significantly impact how people act and make even the most consistent performer feel out of their depth. Emotional Intelligence is an important skill all managers can use to reduce stress related to employee insecurities and help reframe a situation so it can positively impact employee performance.
Common themes of emotional intelligence include:
- Self-Awareness: It goes beyond just recognising your emotions to being aware of the effect your own actions, moods and emotions have on other people and understanding others feelings.
- Self-Regulation: The ability to monitor and control your own feelings and emotions in order to avoid acting inappropriately. Leaders who regulate themselves effectively rarely verbally attack others, make rushed or emotional decisions, stereotype people, or compromise their values. Self-regulation is all about staying in control.
- Empathy: Leaders with empathy have the ability to put themselves in someone else’s situation. They help develop the people on their team, challenge others who are acting unfairly, give constructive feedback, and listen to those who need it.
- Social Skills: Leaders who have good social skills are also good at managing change and resolving conflicts diplomatically.
- Influence: The ability to understand emotions and feelings, allowing you to shape and motivate others behaviour.
- Decision Making: The ability to recognise others’ emotions accurately, leading to better personal decision making by anticipating how others may react.
Emotional Intelligence application…
An aspect of our leadership training is to review 25 competencies (both personal and social) that sit under the 5 Emotional Intelligence domains in order to mindfully define in great detail core values and strengths.
Whilst it would be difficult to master all 25 competencies, awareness can significantly improve some of them.
Building trust with our teams…
“Trust happens between the meetings…”Simon Sinek
Focusing on our teams and their well-being, building trust, honest communication and staying connected are re-defining the leadership role. Employees will expect regular information updates and open, honest and authentic communication.
It’s better to be honest and upfront and say you may not have all the answers than pretend that you do. Strict working guidelines, rapidly changing processes that support new customer behaviour and identifying short, mid and long-term strategies require thought and do not happen overnight, mistakes will be made.
How different departmental functions communicate and come together to solve specific problems and achieve company goals is essential, cross functional collaboration is key.
At a recent leadership development workshop, we explored ‘Roles and Responsibilities’. Working in their respective teams, participants were tasked with creating a positioning statement/ elevator pitch that presented an overview of their team to their colleagues using a number of headings to provide structure.
Each team dispersed from the training room and moved to various locations around the venue. You might think positioning your department is quite easy, however the headings given made each group think deeper and differently about what they did, how they did it and more importantly how they worked with other departments.
As you can imagine the presentations created plenty of ‘light bulb moments’ and positive group discussion, with each team being open and honest in their feedback.
The outcome…new collaborative working practices were formed, knowledge shared, innovative solutions developed and a greater understanding of ‘team’ and ‘team working’ established.
Leadership development is even more essential today…
Leadership development is crucial, high energy might motivate but charismatic leadership inspires. Your leaders should have a clear vision and goals, share their passion, strive to improve employee engagement at every opportunity and communicate with knowledge as well as conviction.
Developing your leaders now is an excellent way of keeping your business on track. When the pandemic is over, they will emerge more knowledgeable and better prepared to take on future challenges.
…but HOW do we apply these principles…
From global organisational leadership development roll outs to one-to-one executive coaching we’ve developed a menu of topics that can be compiled to create workshop/online sessions that support leadership development.
Sessions feature practical examples and tasks, encourage deeper thinking around current approaches and build stronger inter-team relations.
Want to know more…..? Call +44333 772 0968