Archive for category: Blog

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.

In this third video on Accountability we discuss the concept of Judgment and why leaders benefit when they begin to question their judgments. They consider how judging another person affects them. They reflect on the question, do I have all of the information or data regarding this situation or person. We believe, as leaders, we can never have all of the information about a situation or person. Our ability to evaluate our judgments and to consider, what would happen if I let go of the story in my head.  Great reflections for all of us.  Could I enter a meeting more open and willing to learn? Would it create a safer space for the other person?

We are very excited to share with our community our Accountability Model and how it is used to enhance Leadership capabilities.  Even more importantly, when the tools are consistently used we see corporate cultures transform into intentional, meaningful communities driven by values and purpose underpinned by a culture of coaching for choice.

Understanding what it is to be human allows us to question all of our old beliefs about performance and performance management. The title Performance Management implies the managing of other peoples performance. In this series we will challenge our basic understanding of why so many traditional approaches to management and leadership simply don’t work.  Some of those areas might be:

• Be clear about expectations
• Hold people accountable
• Manage performance
• Give feedback continuously (every day)
• Never let them see you sweat.  (my personal favourite)

This series will unpack the Accountability Model and its impact on how to create cultures where individual contributors thrive.  How we use the model and its tools and techniques to create environments where individual choice, intention and attention matter.  Assisting employees make clear and defined choice for themselves is critical in increasing performance. Our definition of   Accountability = “The Ability to Account for Oneself”

 

In the first 4 videos in this series we have touched on Perceptions, Attention Regulation, and Judgements  and the possible impacts to our physiology. In this next video we will share with you our Pathway to Well-Being.  This model greatly assists leaders in understanding, where they put their attention will persist. Our attention will affect our emotions and emotional management is key to well-being, brain function and ultimately performance and outcomes.

 

Michael shares with us some further information on the importance of this. He uses an analogy of someone in the workplace that has bullying behaviour. What do you think happens to those around them?

We hope you will check out the video posted tomorrow and share your thoughts, comments and questions.

Where we put our attention is very important when it comes to managing our emotions effectively.  When something happens outside our control, that we do not like, we often will make up a story about that situation or person. Where we put our attention will impact the emotions that are created. Those emotions can then affect our physiology.

Our ego can easily take the drivers sit, steering us right into uncomfortable feelings and emotions. We suggest that leaders begin to become the observer of their thoughts and where they put their attention and the resulting emotions. Once they do this they can ask themselves some important questions to assist in determining if where they are putting their attention is appropriate or helpful.

Some of those questions are:

• Do I know for sure it is true?
• Is what I am putting my attention on make me feel good?
• Is what I am putting my attention on moving me in the direction I want to go?

If the answer is no, no and no then we can choose to redirect our attention. In some cases we can apply positive regard and in others we can simply work towards neutral.