Handout webinar Can you, as a leader, be friends with the people in your team?

(c) Gustaaf.Vocking@power2improve.nl Leadership, communica1on & brain skills © gustaaf.vocking@power2improve.com www.power2improve.com Leadership, communica1on & brain skills © gustaaf.vocking@power2improve.com www.power2improve.com

Can you, as a leader, be friends with the people in your team?

Nathalie Soeteman�@Nathalief

Gustaaf Vocking�@GustaafVocking

Leadership, communica1on & brain skills © gustaaf.vocking@power2improve.com www.power2improve.com

October 5, 2015 8.30 PM CET

(c) Gustaaf.Vocking@power2improve.nl Leadership, communica1on & brain skills © gustaaf.vocking@power2improve.com www.power2improve.com

Who are we?

Gustaaf Vocking ü  Experienced coach ü  International trainer ü Management consultant

and interim manager

Nathalie Soeteman ü  Certified coach ü  International trainer ü Management consultant and

(change) manager

Leadership, communica1on & brain skills © gustaaf.vocking@power2improve.com www.power2improve.com

Serious business: �

positive business (EMEA)

Leader

You don’t need a title to lead.

Friend

Always disappointing?

Liked ≠ trusted/respected

Avoid anything that might cause tension or upset others.

Think close rela1onships are best way to influence people.

Boss ≠ friend

Think close rela1onships are the best way to influence people

X  Not able to make tough people decisions. X  Not able to evaluate people accurately. X  Not able to give cri1cal but helpful feedback. X  Make excep1ons for individuals that others consider

undeserved or unfair.

Performance vs. relationship?

Support Celebrate

Point out Praise

Poor performance

Good performance

Professional rela1onship

Personal rela1onship

Positive leadership

Posi1ve Emo1ons

Engagement Posi1ve

Rela1onships Accomplishments

Meaning

P E R M A

Friends for top performance

7x more likely to be fully engaged

hMp://ow.ly/SEjdx

-‐ stress levels + focus/concentra1on

Friends for top performance

hMp://ow.ly/SEjdx

Support

•  Feel good •  Do good •  Highly engaged

Posi1ve emo1on

Add more value

Flourish

➜ Focus on weaknesses, performance declines by 36%. ➜ Focus on strengths,

performance improves by 27%. Source: Corporate Leadership Council

What makes it difficult

Boss Friend Superior Equal Rela1onship exists to accomplish work Rela1onship exists because of choice Assesses performance and abili1es and presses to develop and change

Accepts you as you are

Wants you to report on progress, evaluate yourself, and commit to future results

Doesn’t check up on you all the 1me

Does have one sided, and demanding expecta1ons of you

Has mutual, less demanding, expecta1ons

More difficult

•  As a leader you’ll have to decide against, disappoint, cri1cize, discipline, demote, or even fire someone who works for you.

•  Will feel like a personal betrayal.

•  Will damage/destroy that person’s commitment to the work.

Provide positive influence

People generally want to work for, and with, people they like. 1.  Become genuinely interested in others. 2.  Be a good listener. Encourage to talk about themselves. 3.  Be personable (share your story). 4.  Admit your faults quickly. 5.  Show respect for the other person’s opinion. Never

tell them they are wrong.

Give FRE often

Frequent Recognition and Encouragement

1.  Regularly recognize accomplishments (big or small) 2.  Regularly recognize project milestones 3.  Be an enthusiastic supporter 4.  Regularly encourage and/or praise (learning)

Exercise: •  ‘I…’ •  ’My manager…’

Praise wisely Praising intelligence: •  Tells that you do not have to

work hard to perform well. •  ‘If I make a mistake, you won’t

think that I am talented.’

Praising effort: •  Tells that performance is a

result of hard work. •  ‘If I don’t take on hard things

and stick to them, I am not going to grow.’

12 questions to measure employee engagement

1.  Do I know what is expected of me at work? 2.  Do I have the materials and equipment I

need to do my work right? 3.  At work, do I have the opportunity to do

what I do best every day? 4.  In the last 7 days, have I received

recognition/praise for doing good work? 5.  Does my supervisor, or someone at work,

seem to care about me as a person? 6.  Is there someone at work who encourages

my development?

7. At work, do my opinions seem to count? 8. Does the mission/purpose of my company make me feel my job is important? 9. Are my co-workers committed to doing quality work? 10. Do I have a best friend at work? 11. In the last six months, has someone at work talked to me about my progress?12. This last year, have I had opportunitie at work to learn and grow?

12 questions to measure employee engagement

Find your strength creators

ü  Take the free test ü  Help scientific research ü  Find your Signature Strengths

http://power2improve.pro.viasurvey.org

Dr. Martin Seligman!Signature Strengths: qualities that

are essential to who you are

Special Bonus

bit.ly/30dayleadershipchallenge

Questions?

Mail to: gustaaf.vocking@power2improve.com

You can also find us on:

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