How do you get people ‘on side’; get people to work with you on projects or pieces of work when you are not their immediate line manager? This is often called ‘Influence without Power’ and it can be a tough challenge when invariably these people are busy, stretched and have a million other priorities they’re working on – just like you!
Earlier this year I posted an article called the Six Steps to Behaviour change.
So I thought you’d like Marshall Goldsmith’s article and short video ‘You’ve changed! Why didn’t anybody notice?’
Here’s the link:
Over the last couple of weeks I’ve shared Emma’s challenges in dealing with difficult employees and some thoughts from another blog reader, Dave, too.
Last week I responded to Emma’s email on Playground Behaviour.
I had a great email from Dave, a member of this group, and I wanted to share his thoughts and ideas with you – a very big reminder to all of us to point the finger inwards first!!
A few weeks ago, I asked you to help me identify what the ‘hot leadership topics’ are for you at the moment and what you would like to see coming up in future Lead with Confidence blog posts (the favourites were around team building, resilience and influence and so I’ll be writing more on those topics over the next few weeks).
Last week I was working with Susan (not her real name).
Susan was promoted into a big role in a new organisation four months ago. When she joined, she gave a great speech to her whole team about her vision for the future and involved them in its creation. It sounded emotionally compelling. Her team told her they loved it!
If you’ve answered ‘yes’ to any or all of these questions, and you’re an experienced coach, the Ultimate Team Coaching Solution is the right leadership team coaching programme for you.
If ever I’m having a little wobble, doubting myself or making myself small I turn to the inspiring Fiona Harrold’s book on Indestructible Self Belief.
In the last year or so I’ve made a strong suggestion to two separate executive coaching clients (intellectually sharp and emotionally intelligent clients who have influenced great change in their previous roles) that they might want to think about leaving the organisations they’ve recently joined (totally different organisations as it happens). Actually, what I said is this: ‘Remember, you have a choice’.
The topic of trust is a very big one indeed and one which, until fairly recently, was not discussed much in organisations. How things change!