I am currently reading a book by Susan
Scott called "Fierce Conversations". The tag
line reads - "achieving success at work and
in life, one conversation at a
time" .
The book is now horribly marked up with
sticky notes and highlighter as, page after
page, I read another "gem"!
My business as a coach, facilitator
and instructor is all about conversation -
listening, understanding, being listened to,
being understood. As I reflect back on my years
(and years and years and year!!!!) of managing
teams, I realize that statement has always been
true. Every leader's success hinges on the
success of their conversations with staff,
clients, managers, supervisors, spouses,
children etc etc!
How good are your conversations
these days? Are they two way conversations? How
much time do you spend just listening to your
team or your clients? Do you dominate the
conversation - take up too much of the time with
your thoughts, ideas and needs?
How do the members of your team feel - are
they feeling seen, heard and understood? What's
the chance that someone on your team has some
great ideas to improve your organization and
is waiting for you to ask?
When a staff member comes in to see you
with a concern or problem, is your first
inclination to resolve the problem for them? I
wonder if they might be better served by being
coached to peel back the layers of the
problem and strategize to resolve it themselves?
If you have an issue do you feel you have to
stay in the office and figure it out yourself?
What if you had someone to talk it through with
- to coach you through it?
Susan Scott says "If you are a leader,
your job is to accomplish the goals of the
organization. How will you do that in today's
workplace? In large part, by making every
conversation you have as real as possible.
Today's employees consider themselves owners and
investors. They own their time, their energy and
their expertise. They are willing to invest
these things in support of the individuals,
ideas and goals in which they believe."
Your job as a leader is to accomplish the
goals with your team - not alone - not by
wearing spandex and a cape and acting like a
superhero!!
Leaders of today require a different set of
tools than leaders of years gone by. One of
those tools is to coach - introduce a coach
approach to their leadership style and to the
culture of the organization. Collaboration -
Inclusion - Holding others accountable for
developing strategy as well as the necessary
action - that is today's leadership
style. "Fierce Conversations" describes moving
from micro-managing and no grass root
leadership development, to improved leadership
effectiveness and development of a "quality"
bench to fill future leadership positions.
I know that when you use a coach approach and
engage your staff - get them thinking for
themselves and for the company - your job gets
easier!!
In my Coaching Out of the Box workshops,
participants learn to use a coach approach to
conversations and to problem resolution.
Everyone one of them tell me "Loie, this is
HARD". It is hard because most of us go
into superhero mode first and resolve the
problem, come up with the solution ourselves. We
can learn instead to use a coach approach
to ensure everyone is involved in the strategic
plan, the problem resolution, the challenges and
successes of your organization - one
conversation at a time!
Where are you on that journey? Where are
the members of your team? Where are your
leaders?
Loie Unwin, CEC;
ACC
