One of the best tools we can have in our toolkit, and a tool that most businesses really need a lot more of, is actually centred around being able to give and receive feedback. Being honest, we are generally pretty bad at it. A recent Gallup survey found that only 26% of employees strongly agree that the feedback they get actually improves their work! The problem is, most feedback being given doesn’t work for the way our brains process information. We either give soft ambiguous feedback, which is indirect. To the point that we don’t even realise we are getting [...]
Understanding Listening levels helps us to become more effective communicators. I hope you enjoy my thoughts on the three levels and how they can help you become a more effective listener both personally and professionally. Level 1: Internal Listening — Listening to your inner voice. Level 2: Focused Listening — Listening intently to another person. Level 3: Global Listening — Listening to others in the context of their entire surroundings.
The Conscious Competence Learning Model is an explanation of the stages in which we learn and develop a new skill. In this model, LearnUnconscious Incompetence = You don't know what you don’t know. Conscious Incompetence = You know that you don’t know how to do something. Conscious Competence = You know how to do something; it takes conscious effort. Unconscious Competence = You know how to do something, and it is second nature; you rock at it. It's "automatic".
Perceptions impact how we respond to our colleagues, our family and our friends. It is through perception that we understand and make sense of the world around us. Once the mind sees things one way, it can be difficult to see them another way. If the data we perceive is incomplete, we ‘fill in the blanks’ in our mind to enable us to make sense of what we see. The mind may also distort what we see in order to fit in with our current understanding. Different ways of seeing things are not right or wrong – they are just [...]
Our Mindset governs what we do and relies on our 'Belief System' to give focus to knowing if we can or can not achieve something. This model shows that our behaviour is driven by our beliefs. We cannot act unless we have a thought on which to initiate the action. There is always a reason why we do what we do; actions do not just spring up completely without cause. The results are based on actions we take and the thoughts and beliefs we hold close.
The Comfort Stretch and Panic Zone Model is simple, easy to use and recognises how can understand oneself or others and why reactions in different situations are so varied. It takes into account how we are continually changing – how we are dynamic systems - so what is ‘in’ a zone today might be in a different one tomorrow or in a month’s time. If I work through a period of substantial change in my Stretch Zone, I can extend my Comfort Zone. Although if that change is unwelcome or imposed on me by ‘circumstances’ I am likely to resist [...]
I recently facilitated a Leadership and Management Development workshop for a group of senior managers where the topic of the day was ‘Manager as a Coach’. It was an interesting day that highlighted the intrinsic relationship between coaching and team development and the result when a manager as a coach is absent. “I haven’t got time for that as well as manage the team’ This is a common barrier. Time-strapped managers often will get on with their own work whilst also taking on work from colleagues just to get the job done, rather than sitting down and coaching their teams. [...]
One of my favourite topics to discuss on any training course, whether that be on management development, leadership development, team development or sales development training courses is Perspective. It is a favourite topic because, firstly when people understand how it works it can have so much movement as part of people’s development. My other reason, it is one of those things that everyone does exceptionally well, operating from their own perspective. To connect to the people around us effectively we need to first understand how we perceive the world and then how others perceive it. Our Perceptions We all [...]
I was recently running a Presentation Skills workshop, which is one of my favourite courses to run. Seeing the change that people can make when they receive just a little feedback is very rewarding. During this workshop we were looking particularly at how people co-present in pairs or in groups. I introduced the workshop delegates to my theory “the Boy Band Technique”. Cast your mind back to the late 90’s, for those of us that have that memory, for those a little younger I should still be able to explain this one. In the late 90’s there was a [...]
It is true that no one knows how to complete a task in your department like you do. You have worked hard all of your career to become a manager and built your team up around you to be successful. You, the manager, understand all of the component parts that come together to get things done. You live and breathe the work you do, which is why you can get things done faster than most. When looking at the development of a team, understanding how team members go from the enthusiastic beginner right up to the most self-reliant achiever, [...]