Communication is at the core of our existence. Whether we know it or not, we are all communicating with others all the time – be it through words or through our body language. As a social animal, we cannot survive without communicating with other. Why do you think solitary confinement is one of the most stringent punishments in prison? So the first thing to acknowledge is that you can communicate. Don’t ever say or think that you cannot communicate, you will only pull yourself down.
The quality of your communication determines whether you get what you want or not. If you find yourself in situations where people just don’t get what you are saying, it is time to reflect and understand where the communication is not going right –
It is important to know where you may be getting stuck so that you can improve the quality of your communication and achieve your objectives. The top 5 tips to enhance the quality of your communication with others are as follows:
It is important to use the appropriate words in our sentences to get our ideas across. If we do not have a strong vocabulary, we will struggle to express our ideas clearly and succinctly. If we have to use a lot of simple words to get across one idea which could have been expressed better with one appropriate word, we run the risk of the listener losing interest in what we have to say or worse our ideas get buried under a bunch of random words. So it is important to have a large active vocabulary, i.e., words that we can actually use while speaking and writing.
Everyone has a much larger passive vocabulary than an active one, and that is perfectly alright. However, if you make efforts to listen to how more advanced or difficult words are used by others and try to use it in your communication, you will develop your active vocabulary and then not be at loss of words. Focus on the type of words you will actually use or that are used actively in your industry.
People have very short attention spans and they don’t like to listen to someone who rambles on without any clear purpose. So before you can engage anyone in a conversation, it is important that you are clear about your own thoughts and ideas. When you have that clarity of thought, you will be able to structure your message better.
It is important to be clear on what is it that you are trying to achieve while talking to someone so that you can guide the discussion towards getting that end objective. This does not mean that you show no interest in the person you are talking to. You objective could very well be to get to know the person better and understand what their challenges are so that you can then see how you can help them. At times we make the assumption that the listener knows what we want and will do the needful without us actually specifically asking for it. This approach may not get you the desired outcome. The better approach is to have a clear ‘call to action’ so that the listener knows what you expect or want them to do.
Has this happened to you – you are sitting with a group of people and when you try to say something, you realize that no one is listening and then you just stop talking. Believe me, it happens to almost everybody. The important thing is to not give up and start believing that no one wants to listen to me. You have to make an effort to grab the attention of the listeners and say what you have to say. There are many ways of doing it. You can interject when there is a slight pause in the conversation or when one topic that was being discussed has reached its logical conclusion. You can use phrases like – “I want to add to that” or “I had a similar experience” or “Do you want to hear another perspective” or “I agree and ….” or something on these lines.
Another scenario very common these days is when you are trying to say something and the listener starts looking at their phone or doing something else. Before you can get your message across, you need to grab their attention.
If you want to engage with someone and have them listen to your ideas, you need to make sure it is interesting for the listener. You need to look at things from their perspective and present your ideas in a way that makes it meaningful for them. If the listener does not see anything of interest to them in what you have to say, they will eventually switch off and your efforts would be wasted. So it is better to understand your audience and tailor your content so as to make it about your audience and not about you. This simple strategy will see your quality of communication improve dramatically.
When you have confidence in yourself, it shows and it attracts others to you like a magnet. People want to get to know you and your self-confident attitude shows that you are worth their time and effort. A self-confident person also makes others feel better about themselves. People who lack confidence tend to avoid connecting with others, they avoid eye contact and project disinterest. This turns people off. For good conversation to take place, people need to make eye contact and need to show interest in each other. So to become a good conversationalist, work on building your self-confidence. When you feel good about yourself, you will be able to make others feel good about themselves.
Remember, a conversation is always a two–way street so both sides need to get to speak and should listen when the other person is talking. Being a good conversationalist is not only about speaking well but also about listening well. When you listen actively and understand the other person’s perspective, you will be able to present your ideas in a much more attractive manner.
SoaringEagles offers a range of courses on enhancing self-confidence and improving communication skills. There are also courses on public speaking and presentation skills. The courses help you to enhance your self-esteem and self-confidence, build better rapport, think more creatively and critically, and present your ideas with conviction and clarity. To find out more and benefit from our programs, click on the Request Consultation button above.
We've all been there: you invest in a leadership training program and hope to see the promised results. But, months later, nothing has changed. Meanwhile, your team is still struggling with communication and collaboration issues.
Did you know that only 50% of leadership training programs yield the desired results? That's a pretty startling statistic, and one that should serve as a wake-up call to any company looking for increased productivity, better employee engagement, and reduced turnover. The reason is simple: Leadership development programs don't always deliver the ROI they promise because they're often designed in isolation from your organization's specific needs.
We all know that leadership training programs are not a one-and-done deal. They require continual reinforcement and upkeep to be effective. But why do they fail in the first place?
It's not just you, it's pretty much everyone else too. Leadership training programs have traditionally failed because of a few key factors. In this blog post, we will share all that can go wrong so that you can create more effective leadership programs by focusing on what matters most to your business. This way, when it comes time for evaluation at the end of your program, you'll know whether or not it was worth investing in.
Factors that contribute to the failure of leadership development programs
If the system does not change, it will set people up to fail. Research in the 1950s found that most supervisors regressed to their pre-training views after a while. The only exceptions were those whose bosses practised and believed in the new leadership style the program was designed to teach.
Training programs do not facilitate organizational change. Even well-trained and motivated employees are unable to apply their new knowledge and skills when they return to their units which are entrenched in established ways of doing things. In short, individuals have less power to change the system surrounding them than that system has to shape them. Organizations need “fertile soil” in place before the “seeds” of training interventions can grow.
When organizational change and development efforts are championed by senior leaders then training gains the most traction. That’s because such efforts motivate people to learn and change; create the conditions for them to apply what they’ve learned; foster immediate improvements in individual and organizational effectiveness; and put in place systems that help sustain the learning.
Organizations are systems of interacting elements: Roles, responsibilities, and relationships are defined by organizational structure, processes, leadership styles, people’s professional and cultural backgrounds, and HR policies and practices. All those elements together drive organizational behaviour and performance. If the system does not change, it will not support and sustain individual behaviour change—indeed, it will set people up to fail.
The effectiveness of any manager depends on the clear strategic direction that they have from the top management. Many companies consistently struggle with unclear direction on strategy and values, which often leads to conflicting priorities. This creates confusion and dissipation of valuable resources. When senior executives themselves don’t work as a team and are not fully committed to a new direction or acknowledged necessary changes in their behaviour, it is quite difficult to expect the rest of the managerial team to be able to deliver effectively. The problem then is more about the incongruence between what they learn in the training program and what they see on the ground in their organisation.
Sometimes a top-down or laissez-faire style by the leader prevents honest conversation about problems. Employees hesitate to tell the senior team about obstacles to the organization’s effectiveness. This, coupled with a lack of coordination across businesses, functions, or regions due to poor organizational design and inadequate leadership time and attention to talent issues can create an environment where performance will be hindered, no matter how good the training program is.
Hence while developing leadership programs, it is important to start at the top, ideally through a coaching intervention. Coaching of the senior executives will help bring clarity on the strategic direction and values. This can then be cascaded down to the next few layers through group coaching and training.
By addressing management practices and leadership behaviour that shape the system before training individual employees, leaders create a favourable context for applying the learning. The systemic changes encourage—even require—the desired behaviours.
Too many training initiatives rest on the assumption that one size fits all and that the same group of skills or style of leadership is appropriate regardless of strategy, organizational culture, or CEO mandate.
Context is key. One size does not fit all. Many organizations invest in off-the-shelf programs or send their managers to academic leadership courses offered by well-respected universities without considering the real impact and results they are looking for. While these can be great for the individuals in terms of their personal brand building, it does not serve the purpose for the organization. Companies need to ask themselves what the desired outcome is and how a program will relate to specific organizational goals.
Often, leadership training programs are offered as a one-and-done approach. In other words, you attend a 2-day training and that is the last you hear of it. But while a one-and-done approach satisfies the need to do something, it ignores a critical fact: leadership behaviours and new habits are developed over time. Leadership development is all about creating good leadership habits. As we know habits cannot be changed just from attending a 2-day class.
Effective leadership development needs to be constructed as a learning journey that unfolds over time. But not only this—it should incorporate continuous coaching to help observe and reinforce good habits. It should also provide opportunities for skill practice and application. Nothing can replace on-the-job training and giving real-time feedback.
To ensure success for your team, combine professional development with coaching or mentoring sessions focused on practical application.
So, there you have it – some of the key reasons why your leadership training program may not be delivering the results you are hoping for.
Becoming a more effective leader often requires changing behaviour which also means adjusting underlying mindsets. Identifying some of the deepest, “below the surface” thoughts, feelings, assumptions, and beliefs is usually a precondition of behavioural change—something that’s often missing in leadership courses.
Companies can avoid the most common mistakes in leadership training and increase the odds of success by first doing the groundwork of creating fertile soil for desired change, establishing clarity about strategic direction and values, matching specific leadership skills and traits to the context at hand; embedding leadership development in real work through coaching and mentoring interventions that investigate the mind-sets that underpin behaviour.
For designing effective leadership development programs in Singapore and India, reach out to us at firstname.lastname@example.org.
2020 is coming to an end and what a year it’s been! The global pandemic has really challenged us in so many ways and it’s been hard for many of us to feel in control as the crisis just drags on. Our businesses have taken a hit but we know that there are many around us who have been hit even harder.
It’s natural then for many business leaders to feel guilty about the hard decisions they’ve had to take in terms of layoffs, closures and disruptions in service. A client of mine had to let go of a senior employee in the US and he knew this meant that the employee had to go back to his home country and his entire life would get disrupted. He was also worried that the employee would no longer have health cover to take care of the special needs of his child. A friend who is the CHRO of a large organisation was distraught when a young employee passed away due to COVID and he felt he couldn’t do anything to save her.
Guilt is an unsettling emotion to deal with. But it’s also a sign that you’re a conscientious leader. While there are many things that are out of your control, one way of dealing with this guilt when it hits you is to re-evaluate and improve the way you approach your employees and company, and demonstrate compassionate leadership in difficult circumstances.
Here are 5 ways in which you can do this:
If you have a small team, it’s possible for you to do so yourself. If you have a large employees base, put together small cross-functional teams to spread out and listen to the wider group. This will help you plan your initiatives better.
When you have no choice but to implement furloughs, reduced hours, or pay cuts, don’t delegate sharing the news to HR - it feels demoralizing, disrespectful, and lacks empathy. If you are responsible for the decision, it is you who should be sharing it. This sends a clear message to not just the people who are impacted but also the others around them and support the morale of the team.
If some of your decisions have gone wrong and negatively affected others, take remedial action as soon as you know or can and do it as publicly as possible. Acknowledge your mistake and then communicate new developments frequently and consistently. Decisions can go either r way based on the limited information that we operate on – you are not expected to be right all the time. But how you own up and make amends is what your team and customers are looking at.
Try and see what benefits can be retained even when someone goes on a furlough or pay cut. Help the ones who’ve been laid off to find new jobs. Provide career transition support wherever possible.
People respond to that. They connect with you and they trust you when you’re being the best version of you. Talk about how you balance your own personal and work commitments. Talk about your own challenges and encourage sharing of tips and resources for managing workload, scheduling and so on. You don’t have to have a stoic mask all the time. Let people know that you also struggle sometimes and that’s okay. That’s being human.
So, to sum it up, it’s understandable if you as a leader are struggling with guilty feelings as you see the disruptions and struggles that the Covid-19 crisis is causing your employees and colleagues, sometimes specifically as a result of your own actions. But if you reframe your feelings of guilt as an opportunity to consciously and thoughtfully make the best decisions possible, communicate clearly, and behave with compassion and concern for both your employees and yourself, then you can help steer their teams and organizations toward better times.
If you want to talk about this, just click on Request Consultation and pick a convenient time for discussion or send me a WhatsApp message using the button above.
Many times, when I bring up coaching with business leaders and owners, they react by saying that I’m doing well. I don’t think I need a coach.
To my mind, there are two possible reasons for this reaction – one, they are not aware about what real coaching is and its benefits, and two, they are not ready to have a hard look at themselves and see what’s not working. They may be afraid of what they might uncover and are happier just coasting along till they are forced to confront these issues.
I always make an effort to explain what real coaching is and how it’s different from having a mentor or guide or just reading self-help books. I also make it a point to share that coaching is not about solving problems. It is about unblocking the realisation of your potential. You can do and achieve much more than what you are doing currently just by getting out of your own way. A coach helps you get out of your own way and go after those big hairy audacious goals.
Ask yourself this
Having a coach is not a sign of weakness – it’s a sign of ambition, it’s a sign of hunger for bigger impact, it’s a sign of courage to work on oneself.
Go ahead, tell me you don’t need a coach…
Click on the Request Consultation button above for a discovery call.
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