What is the importance of listening?
Is there a tool that is more effective for those in a position of leadership (PIAPOL) to engage their employees, develop their teams and communicate value than by simply listening?
More on this in our article on the importance of listening to creating a good working environment (HERE).
Creating a good working environment is not an easy task but it should be the goal for any company that wants to remain competitive in the current market where finding good people is often more difficult than finding good customers.
Insights from Lola will help you as a leader, an employee and as a peer. Your personal development is in your hands, get motivated and get moving forward.
Read and see more 👉 Listening, you can also view our leadership fable on listening (HERE).
Kids As Managers (playlist) break core principles down into their functional truth and provides insights that are simple yet deep. More to come in series Questions With Lola.
Video by IZ.Media
Music Summer Out In Cali by Wordsplayed from the album Clowntown
Going to do something a little different. The topic is accountability and we will present this topic in verses that relate to the chorus which will be provided by Magnified Plaid, or MxPx as they have come to be known. MxPx is a three piece indie punk rock band from Bremerton, Washington fronted by Mike Herrera and they have a fitting song entitled Responsibility, the chorus of which belts out,
Responsibility? What's that?
Responsibility? Not quite yet.
Responsibility? What's that?
I don't want to think about it; we'd be better off without it.
Think of these sequence of articles as the verses and the song (video below) as the chorus as well as the rally cry was we discuss accountability. You may find the song catchy and inspiring, something that creates a soundtrack of momentum for you and your team. In preparation for the revised chorus of content we are about to unleash upon your reading eyes, mentally swap out "responsibility" for "accountability".
Responsibility? What's that?
The song continues, "I don't want to think about it, we'd be better off without it." For many organizations, the attitude is the same with regards to a practical or effective approach to accountability. People in a position of leadership (PIAPOL) often talk about accountability as though the only measure of such is a good tongue lashing, preferably in front of as large a group of people as possible. So, let’s see if we can answer the what, when and how of establishing accountability.
Accountability? What’s that?
“If you are building a culture where honest expectations are communicated and peer accountability is the norm, then the group will address poor performance and attitudes,” says speaker and author of Necessary Endings, Dr. Henry Cloud. There is a progression in accountability, it does not appear out of thin air or materialize on its own. Accountability for a person and an organization comes from consistency in executing clearly established values.
Effective accountability traces itself back to clarity in vision, communication of values and consistent effort from all levels within the team to live out those principles. As we have discussed many times, there are causes and there are effects or there are symptoms and there are sources, leaders are concerned with finding sources so that they can eliminate symptoms (more here).
Accountability is the natural consequence of consistency rooted in clarity and conversely a lack of accountability is the natural consequence of inconsistency that stems from a void in institutional clarity. For an organization to build accountability they must clarify their vision and consistently communicate, train and discipline around their values.
If an organization says they value A and B and yet they hire candidates that value C or have leaders who believe in D then that organization cannot expect A and B to be communicated clearly, executed consistently or accountability measures to be effective.
As Dr. Cloud notes above, there is a beauty to developing a culture because one of the fruits of a clear culture is that those invested in the vision will enhance accountability by setting a standard and holding people to it.
Accountability? What's that? Accountability is the progression or fruits of an organization that has defined it's vision and consistently executes it's values. Clarity leads to consistency which lays the foundation for accountability.
Stay tuned for verse/segment 2...
Parents need to know...informational parenting video by IZ.Media
In this video created by IZ.Media we help parents recognize and understand some of the dangerous trends that are affecting children. The more you know, the more you can be prepared to protect your family values.
Originally published as How To Lead With Empathy
May 4, 2017 by About Leaders
By Jon Isaacson
In all of the various words expended on business, entrepreneurship, and leadership, there are few that discuss the role of empathy as a key to the development of emotional intelligence.
Feelings are a component of life. But they are often treated as though they have no place in a professional organization and are of no concern for the successful leader. The truth is that most people in leadership positions make decisions based on feelings, whether they are willing to admit that or not.
A recent study entitled Only Human conducted by Gyro surveyed 720 senior business executives and noted that, “A majority (61%) of executives agree that when making decisions, human insights must precede hard analytics.” Life is theater, business is full of drama, and people are sensitive.
So how do modern leaders elevate their emotional intelligence to address these realities in an organizational environment, especially if they are working to flatten out the organizational chart? Empathy is defined as the ability to understand and share the feelings of another. Empathy is what separates emotionally intelligent leaders from managerial programmed robots who are following a passionless script.
Consideration and Engagement
Consider the engagement equity in the ability to understand what someone is feeling, to comprehend the perspective of another human and engage with them, whether you agree or disagree with their conclusions. Consideration for others’ feelings, compassion for their trials as humans, and caring when addressing sensitive issues at work are essential soft skills that can elevate a leader to inspire others to buy-in to the organizational vision. We know in principle that empathy is a form of understanding. So we should understand what empathy is as well as what it isn’t.
What is Empathy?
Empathy is listening to others, attempting to see things from their perspective, and making leadership decisions based upon a fuller engagement with team members who can help in accomplishing the mission. Empathy is a skill that must be developed as an essential component in the tool belt of emotional intelligence. This can assist a leader to more successfully work through periods of resistance while working with other individuals.
Empathy is not capitulation. Listening and understanding does not mean that a leader changes course simply because there are individual(s) who respond negatively to directions and changes within the organization. Empathy is not appeasement. Acquiring perspective does not mean that a leader will seek the path of least resistance by sacrificing long-term success for short-term peace acquired by cowering to demands.
Employees, co-workers and business partners come in all emotional shapes, sizes and shades of complexity. Developing leadership soft skills and emotional intelligence is a process that requires consistent intentionality, which often includes making a fair share of mistakes.
The beautiful side to humanizing the organizational process is that where empathy is practiced and modeled by leadership, it is more likely to be reflected in the interactions throughout the team. When leaders listen, empathize, and demonstrate a hunger to ever improve themselves, they tend to attract team members with the same values who will assist them to build an organization of vision.
As noted, empathy does not make a leader a door mat whom capitulates to negative forces. Conflict resolution by temporary appeasement in the face of resistance is the opposite of emotional intelligence.
Leaders who listen so that they can understand their teams will unlock the resources that may be hiding within their organization that would otherwise remain hidden under the misguided actions of cut and paste management principles.
Step out of your comfort zone, make some smart mistakes, build a thriving team and be the leader that your team deserves. If you are resistant to change as well as growing as a leader, you will continue to attract and manage the team that you deserve.
The DYOJO is the Do Your Job Dojo. In The DYOJO we want to help each other develop intentionally.
Jon Isaacson has a monthly feature column with Restoration & Remediation (R&R) Magazine titled The Intentional Restorer