Tag Archives: Build Relationships

Under Your Core Influence

Share

I always start the year by investigating what others have to say about the future human, economic, technological and socio-political trends. It’s fascinating how, according to the analysts, each year continues to be “one of the most significant years in world history”. Maybe it IS part of the human condition to want to continuously experience renewal and meaningfulness. Surely, 2014 must be more worthy than “just another year!” I, too, intend to have a new life in 2014. This year, I want to live free from fear of loss and embarrassment. I yearn for more youthfulness, humour, core connections, freedom and fun-filled creativeness. I intend to create this in my life and for those around me, regardless of what the world of economics throws our  Read the full article…

Share

  I have a Great Dane named Ziva whom I take for daily walks. However, the only time we can walk is at 5:30 AM when, at that time, it is very dark outside.  I live in the countryside so there’s a street light at the beginning of the road, one at the end of the road, and a lot of dark dirt road in between.  One day there was no moon and it was cloudy and so very, very murky! I was standing under the streetlight and I could see everything very clearly. I could see the direction in which we needed to go. As I walked out of the light and into the dark, I noticed a little bit of that primordial fear  Read the full article…

Share

Our Positive Power and Influence Program focuses on the use of personal, not positional power. Many people use their positional power in very productive ways. However, if the number one reason people leave their jobs is because of their bosses, it would indicate that people in positions of power do not use that power very effectively. We have traditional power relationships, like manager to direct report, but we also have power relationships with suppliers and partners. It is interesting to me that so many organizations give lip service to developing positive relationships with suppliers and win-win negotiations. The problem is that if procurement has specific objectives concerning money spent, and they are in a power position due to size, they still seem to act as  Read the full article…

Share

In today’s world, everything is about networking. Yes, it is a buzzword, but we need people, we need relationships, and we need to develop connections internally and externally. Here’s a definition of networking: two people come together to efficiently learn about each other, give a window into who they are and what they do, and create interest to meet again and to explore synergy. What is the organizational outcome? Silos are broken down, mutual support is created, and more efficient solutions are found. Networking broadens our view of the organization, increases innovation, cost effectiveness and efficiencies. For many extroverts, networking comes easily. For introverts, though, it can be a bit more challenging. Think of it in terms of the SMS Situational Influence Model. The first  Read the full article…

Share

At birth, we began to express our personal needs to those around us, often very directly! While parents and relatives often complied because they were “supposed to,” a more subtle process was at work. At this early stage of our lives, we recognized that these important others felt rewarded by our smiles and felt unhappy or even punished by our tears. We built quickly on this fundamental discovery as our needs became more complex. We learned to state our likes and dislikes more clearly to support our demands. We discovered the value of bargaining and appealing to others’ personal needs in order to meet our own. We learned that it is not always necessary to give reasons for our needs, that it was possible to  Read the full article…

Share

Positional power is limited. The organization divides power and resources among individual positions to achieve its mission. Position or job descriptions provide a roadmap or template of how individual members of an organization should work together. Each job description authorizes a functional group or manager to conduct a specific aspect of organizational business. Delegation of power and authority by others is finite. Individuals often place limits on their own positional power. While positional power is already finite and limited, many people do not use or claim all that is available to them. They may fear conflict with others, but more often they may not understand what behaviors support the positive use of positional power. Furthermore, certain value conflicts may exist in the organizational culture that  Read the full article…

Share

Many definitions of leadership involve the word INFLUENCE. “Leadership is influence, nothing more, nothing less.” (John Maxwell) What does influence have to do with leadership, though?  A leader needs to do two things: build or maintain relationships, and get things done. What is common to all cultures is the need for a leader whom people trust and admire. But in the global organizations that exist today, what makes someone trustworthy and admirable when you have five different cultures in the room as those attributes are viewed differently across cultures? Also, there are various personality types in addition to cultural differences. Lastly, don’t forget the various levels of dysfunction that exist in most corporate cultures! Therefore building or maintaining relationships can get complicated. So how do  Read the full article…

Share

Human beings are social creatures. We like to spend time with and do things for people we like.  We tend to distance ourselves from people who are “different”.  However, in the workplace we do not generally have the luxury of choosing the people with whom we work. That means that sometimes we have to develop a relationship with someone we don’t like for whatever reason: personality, different opinions, different thinking style, or they just look weird to us.   So many people have said to me: How do I build relationships?  This always seems like such a strange question, but it really is challenging for some of my more technically oriented colleagues.  I usually suggest taking some time to get to know the other person,  Read the full article…

Share

Influence skills can help you meet personal objectives and maintain or build positive working relationships-simultaneously. Your challenge as an influencer is to pursue your objectives while fostering the stability and growth of your working relationships. High-impact influence skills, style flexibility, and disciplined planning will help you achieve this balance between objectives and relationships in most situations. Achieving a balance between objectives and relationships may be difficult when you and the target have strong personal differences. Balancing task objectives with relationships is difficult enough when you and another person have competing objectives-a common occurrence. Maintaining this balance can be even more delicate when you and the other person have a history of personality clashes or deep interpersonal conflicts. Some working relationships may be so ruptured and  Read the full article…

Share

Training people to be behaviorally effective is important for reasons we can’t accurately measure but intuitively know – it increases productivity. We need to know that we are training the right people to build competence in the right skills. We need to know that what we are training people to do is in line with our business objectives. We need to have hardcore justification that we are not simply throwing dollars at the “flavor-of-the-month” training intervention. Today, we just cannot afford to waste money. It is important to make sure that the training is supporting the business. The ROI of not training people is immeasurable. Right now we need to be investing in the people we have decided to keep. These last few years have  Read the full article…