Examining ones true intention is a critical skill for leaders. Rarely do leaders slow down enough to consider what the underlining intention is of a conversation, action or meeting. We go into a meeting with expectations, agenda and desired outcomes based on our own perspective of a situation or problem. This is not usually a problem when dealing with technical issues, and clearly defined tasks that need to be accomplished.
When it comes to interpersonal relationships, and conflict this is where we fall short.
Taking time to reflect on our true intention when dealing with people issues is so important. If I simply want this problem to go away or I want the parties to simply get along I am denying the parties a true opportunity to understand differences, appreciate diversity and real opportunity for high performance. If we have a set expectation or required outcome we are less likely to learn from the other parties, we will miss key information. We won’t ask the great questions.
If we go into these difficult meetings with an open mind and an open heart we are much more likely to seek to understand than to seek to be understood. We are more likely to learn, grow and find creative and helpful solutions to complex interpersonal issues.
This weeks video is all about understanding “intention”. We can either be “in- tension” or we can be “intentional”. Intention is a key tool within our Accountability Model and as we learn and practice this importance tool we become intentional leaders who plan those important conversations with grace, humility and ease.