Influence

Posted on July 16, 2024July 16, 2024 by angusmcleod — Leave a comment

Leadership & Motivation – Video Tips

Manage Self and Others Smarter

How to Engage with your staff, gain trust and, help them develop

The next video #2 (and nine more; almost 2 hours in total) can be found here on YouTube

Video #	Time/ mm:ss	Subjects covered
2	8:30	Stop dissatisfaction in people by preventing over-managing and under-managing from now on
3	8:46	Get the number of allocated projects right; engaging to get the best from others; acknowledgement; linguistic tricks!
4	8:21	Key setting/agreeing boundaries; communicate early when issues arise & prevent chaos; carrots & sticks for double motivation!
5	12:21	Trust Building; Leadership Traits; Gap-managing your own traits; The Trust Factor traits that are essential, or crisis results
6	7:54	Reliability/Consistency vs flexibility explained; Action cycles and fire-fighting and how to be more strategic at work
7	12:23	Leveraging the 1-2-1 with staff: motivating, checking your effectiveness, mindsets for difficult-behaviors, using ‘I’, ‘We’, & ‘You’
8	14:16	Mindsets for different required solutions; four types of meetings fit for purpose and more efficient
9	10:52	Leveraging Emotional Intelligence and speedy EI improvement without having to just grow old!
10	11:57	Beating conflicts: Second positioning and the 51% Rule
11	13:51	Managing stress (self & others); Persistent stress syndrome and how to break it; self-inquiry and self-inventory.

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Posted on July 12, 2024July 12, 2024 by angusmcleod — Leave a comment

Emotional Intelligence Model

To Drive Self-Awareness to Self-Managing, to test from specific feedback and make deliberate change

Seek specific (contextualized) feedback like this:

When we were {place/time: in that meeting at 9am today} I made some comments about three key areas that help us win business and I noticed that Brenda did not contribute after that and I think was avoiding eye-contact with me. If there was ‘one thing[1]’ that I could have done better, what is that ‘one thing’?

To Drive Awareness of Others to Managing Others and to test new and more impactful approaches

Ask questions that invite your understanding of their values, sense of identity, beliefs, needs, wants, motivations and de-motivators:

Arun, I’m interested in how you approached success with the Comcast business. You seemed more highly engaged than usual… if there was one thing that drove your engagement like that, what is that one thing?

[1] The presupposition of there being one thing stimulates the brain and opens a neural pathway. The question ‘what is that one thing’ invites an answer in the present stimulating the same neural pathway. This tends to lead to a developmental answer/feedback and other questions and answers may follow once started.

More Self-Awareness questions

Frame the First question like the one above, including contextualization AND the ‘one thing’ format. After you have the first feedback, you can then ask more questions like, “and if there was another thing”?

I disturbed you {context} when you were very busy…. One thing?

I gave you developmental-feedback (context}… one thing?

I got stressed and did not communicate well, for which I apologize; one thing… how could I stop myself getting stressed?

It was very late and I took a bad action {context}; one thing: how could I have best informed you and when?

I tried to get my message across {context} but do not think I succeeded; one thing to be better at that?

When I get too busy, action notes get mislaid, what is a better way to prevent that happening?

Am I prioritizing to the right level and if not, how can I improve that?

Posted on August 8, 2023August 8, 2023 by angusmcleod — Leave a comment

Emotional Intelligence

Emotional Intelligence (EI) leverages success. Many executives slowly gain EI over a life-time from learning whether pleasant or painful! But we can all learn faster – here are some insights for how to do just that, and stay ahead before the pain hits! Just SEVEN minutes!