The 'how to' of influence
"Leadership is influence - nothing more, nothing less." John Maxwell
Does this scenario sound familiar? One of your people notoriously shows up late, misses a deadline on a reoccurring report, gets too emotional on emails or office chat applications, or seems too timid to speak up and contribute to the group.
I bet it does. I'm sure you have your own scenario but how then, do you influence your people to grow, learn and fix their deficiency? Unfortunately, I've seen too many leaders get this wrong. They either let the failing go unchecked, fix it themselves, or go right for the jugular, "Andy stop showing up late!" Believe me, I was in that camp once but thankfully superiors and subordinates alike taught me a better way to influence. Here it is.
Empathy. Empathize with another person's short fall. "Andy, I've noticed you are late each week, is everything ok?" "I'm sorry, I know you are crazy busy at the moment." "Samantha, I know you are better than this. Is everything ok?" Don't rush to address or fix the problem. Empathize first.
Curiosity. Seek more info. "What do you think is causing you to miss the deadline?" "Tell me more." "I'm curious to know why this is a problem because I want to help." Be calm and unemotional in your curiosity.
Coach. Don't give them the fish. Help them discover for themselves how to fish. "Andy, for the sake of fairness to the team, what do you think you could do meet the deadline each week?" "What small step could you take improve your performance?" You can offer some tips but force them to think first. Make them discover their deficiency and fix it. It is a powerful approach.
Ask. "Rose, can I ask that you practice that approach to meet the deadline each week?" "Ashley the project and the team needs this of you. Can I get your commitment?" "Barry, it's not me asking, it's the company. Can you help?"
Thank. "Oscar, I appreciate the steps you have taken to submit the report on time." "Beth, I noticed a change in you this morning and I'm sure the team did as well. It means so much. Thank you." Closing out with praise and recognition can really cement the positive change you are looking for. Don't skip this step.
John Maxwell is right. Leadership is influence. Keep this influence methodology in your kit bag. It is simple yet profound in its application. You can even use elements of it dealing with your boss or leading up. Get a coach to help you -- like me!
Make it Personal!
Rob
Rob Campbell