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Handout webinar Can you, as a leader, be friends with the people in your team?
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Transcript of Handout webinar Can you, as a leader, be friends with the people in your team?
(c) [email protected] Leadership, communica1on & brain skills © [email protected] www.power2improve.com Leadership, communica1on & brain skills © [email protected] 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 © [email protected] www.power2improve.com
October 5, 2015 8.30 PM CET
(c) [email protected] Leadership, communica1on & brain skills © [email protected] 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 © [email protected] www.power2improve.com
Serious business: �
positive business (EMEA)
(c) [email protected] Leadership, communica1on & brain skills © [email protected] www.power2improve.com Leadership, communica1on & brain skills © [email protected] www.power2improve.com
Leader
You don’t need a title to lead.
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Friend
(c) [email protected] Leadership, communica1on & brain skills © [email protected] www.power2improve.com Leadership, communica1on & brain skills © [email protected] www.power2improve.com
Always disappointing?
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Liked ≠ trusted/respected
Avoid anything that might cause tension or upset others.
Think close rela1onships are best way to influence people.
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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.
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Performance vs. relationship?
Support Celebrate
Point out Praise
Poor performance
Good performance
Professional rela1onship
Personal rela1onship
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Positive leadership
Posi1ve Emo1ons
Engagement Posi1ve
Rela1onships Accomplishments
Meaning
P E R M A
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Friends for top performance
7x more likely to be fully engaged
hMp://ow.ly/SEjdx
-‐ stress levels + focus/concentra1on
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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
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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
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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.
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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.
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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…’
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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.’
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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?
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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
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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
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Special Bonus
bit.ly/30dayleadershipchallenge
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Questions?
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