As a business leader, good communication skills are one of your most important assets. You will learn that as you communicate with different types of people and in different business situations, some adjustments to your language can help your communication to be more effective. In addition, good communication skills, tailored to the situation at hand, immediately increase your believability with your audience. Here are three simple tips to help you improve your language skills so that you can be more effective in all sorts of situations.

1. Increase your vocabulary. A broad vocabulary helps you to be a more effective communicator. When training employees, for example, it is helpful if you are able to explain complex concepts in several different ways in order to ensure that everyone in the audience can grasp the information. Explaining the same thing over and over again in exactly the same way won’t help students to grasp concepts quickly, and can lead to frustration. In addition, having a larger vocabulary helps you to describe things in a more specific way. A good vocabulary also makes you come across as more educated, which gives others a good impression of you as a business leader.
2. Increase your knowledge. Reading articles and white papers about business topics and watching business oriented programming can help you to increase your knowledge about the world of business or your specific industry. As your knowledge expands, your communication skills regarding business principles will likely improve naturally. You’ll become more of an expert in your field, too.
3. Practice. Different business scenarios require different styles of communication. In presentations to clients or stockholders, for example, you may need to use more formal language than is required when giving a presentation to employees or holding an informal meeting. In order to be proficient in all these types of communications, you need to practice each type regularly. Role-playing with a trusted peer can be a good way to get started.

Few things about you have the same impact as your ability to communicate at all levels of an organization and with all types of people. Improving your language skills is relatively simple if you devote some time and attention to the task. Better language and communication skills can offer you many benefits, including increasing your credibility with others and your confidence within yourself. Mastering the art of language is definitely a worthwhile pursuit for any business leader.

What did you say, I wasn’t listening?

Most people get distracted from time to time while listening to each other.  This is normal.  Unfortunately not listening effectively can cost employees and employers time and money.  There are many advantages to learn to master the skill so listening.

Enhanced Learning

By being a great listener an employee can become more capable and competent.  The more information an employee can take away from meetings, conversations and training sessions, the more knowledgeable they become.  Active listening takes practice and it is well worth the effort.  Good listeners can execute on instructions with little or no follow up.  They are also less likely to make mistakes based on misunderstood instruction or information.

Deepens Conversations

When employees listen effectively, particularly when they listen to the non verbal language as well as the spoken word, it can reduce the risk of inter-personal conflicts. By listening and clarifying for understanding will go a long way to prevent misunderstanding.  It is truly one of the greatest gifts you can give to someone. Actively listening to each other can create a culture of respect.

Can Save Time and Money

When employees have clear communication and actively listen to one another, they can reduce the number of errors due to misunderstandings.  This helps promote “doing it right the first time.”  Time is money and when errors are avoided due to good listening and communication, the company saves both time and money. It can also reduce the stress experienced when employees have to go back and correct their errors. When teams have a culture where the employees listen to each other, problems can be detected and solved much more quickly.

Can Build Trust, Rapport and Respect

As a leader it is important to be an active listener.  This communicates that you care and have respect for the employees and those on your executive team.  This can go a long way to enhance employee engagement and motivation.  A leader who knows how to listen effectively is able to capture important information that will help prevent errors.

Five Tips on How to Actively Listen

1. Mentally prepare  – to mentally prepare, clear your mind of other thoughts and focus on the conversation you are having.  Decide to pay attention and block any internal dialogue that comes up.  Remove any distractions or move to a place where there a no or minimal distractions.  Keep an open mind and listen to everything before forming any opinions.
2. Pay Attention – not only pay attention to the words that are spoken also observe body language.  Make eye contact, listen with empathy and make sure your body language communicates that you are open (ie no crossed arms). 
3. Do not interrupt.  Listen until speaker is completed and avoid adding comments along the way.
4. Provide feedback or ask questions for clarification.  Acknowledge the speaker with non verbal clues that you are listening.  Smiling, nodding or other affirmative gestures will let the speaker know you are listening. Paraphrasing or repeating what the speak said will also indicate you have listened.
5. Repeat steps one through four until you are both satisfied that the communication has been effective.

Communication and Leadership from the Top by Cindy Stradling CSP, CPC

I was reviewing the statistics from the Athena Alliance blogtalk radio show and noticed that the shows that had the most listens were those that had to do with communication and leadership. I have captured some of the key points from these shows in this week’s blog.

Often leadership teams consist of between 7 – 9 executives, depending on the size of the organization.  One thing is very clear, it the attitudes and actions of this team that can impact the overall culture and performance of an organization.  There is often a common thread with people at the top, they are very similar in nature.  Qualities such as driven, outcome focused and competitive are what contributed to their success. There is a challenge with teams when the top people are too much alike.  They might be missing some important components such as creativity, heart or imagination.

The most successful teams have members who operate at a level of personal awareness.  They who they are and what their triggers are.  Awareness is key.  In order to build a high functioning team, it needs to be built on a strong foundation of trust.  Without trust nothing else works.  Leaders need to clearly define what trust looks like for their team and what are values they will living by.

Clear honest and open communication is paramount to success.  If there is conflict with the members of the senior team, it will be reflected throughout the rest of the company.  Having a solid foundation of trust will allow the members to challenge each other’s perspective with no negative impact on the culture or results. 

They big takeaway for me from reviewing these shows is the importance in knowing yourself and what drives you.  Knowing whether you lead through people, vision, drive or process will help you create a team to compliment your strengths.  No leader can be all things, and trying to be all things can only lead to stress.  We often hear the phrase “play to your strengths.”  Powerful teams have a balance of personality, preferences and strengths.

Another challenge a leadership team can face is when the members are operating with their departmental goals as top priority.  Often a shift has to take place to operate with the focus on the overall organizational goals.

Over the years leadership has changed; it used to be a top down model, then it moved to a flatter structure to now it is almost circular – where various departments and customers are included.  Having the four generations in the workplace and more social media connections has changed the corporate landscape for sure.  It offers new and exciting opportunities as well as challenges, but one this is the same: building trust in communication and leaders is timeless.

Timing is Everything

When I initially called this manufacturing company two years ago the Human Resources Manager informed me that they only do internal training and never outsourced.  At the time I sent her the information on our training alliance and I said I would follow up.  I called a year later and the situation was still the same.  I called again this past spring and everything had changed.  There was a new person in Human Resources who was delighted that I called her.  She said they had recently does an assessment with their first line supervisors and managers to identify any training gaps.  I booked an appointment to meet with her.  During the assessment I discovered that although they had done their training internally in the past, it primarily consisted of mandatory health and safety training.

She shared that most of their front line supervisors and managers had been promoted from within. None of them had any formal training on how to be effective leaders.  She shared about a specific incident that a supervisor had given an employee a great review and then 2 months later wanted to fire them for poor performance.  She interviewed this particular manager only to find out the reason he gave him such a great review was because he was uncomfortable giving feedback on the areas where the employee was not performing.  The Human Resources Manager knew this was just one of the many areas where these supervisors and managers lacked the training and skills to be effective.

Together we confirmed they needed to have basic training in the following areas:

• Giving feedback
• Handling difficult conversations and confrontation
• Delegation
• Time/priority management
• Communication skills.

I connected her with one of my alliance partner who has extensive experience working with supervisors and managers within an organization.  The first round of programs has been completed successfully and a conversation recently with the plant manager confirmed that the training we provided was exactly what they needed.  We are meeting again in the fall to discuss the next level of training for these supervisors and managers.  The Human Resources Manager shared with me in our last conversation how perfect the timing was that I called and how easy we made it for her to address their immediate needs.

By
Cindy Stradling CSP, CPC

Moving Through Challenges and Up the Corporate Ladder

I love that I have such a rich diverse group of facilitators, trainers, coaches and consultants in my alliance.  I have the good fortune to work with some of the top talent in the industry.  Our customers have come to rely on me to be able to provide them with the right solutions to their challenges.  One of my long standing customers connected with me regarding a situation that she was not sure how to handle.  She and her management team had been working diligently on their company’s succession plan.  Their controller was retiring in eighteen months and she wanted to get started looking for a replacement so the current controller would have ample time to transition the new person into the role.  They typically promoted from within as part of their long term strategy and she was faced with a bit of a dilemma.  They had one individual who was currently working in their accounting department who, on paper, was the perfect candidate.  She had the academic background, had proven herself to be an excellent employee and had expressed an interest in moving up in the company.  The challenge was that English was her second language and she had quite a thick accent.  When the VP of Human Reosurces put this person’s name forward at one of the managers meetings, she was immediately dismissed due to her accent.

My client felt this was unfair and also understood why they couldn’t promote her with the communication skills she currently had.  She asked me if I had any suggestions.  I was delighted to tell her that I had an amazing partner Heather who worked with individuals to help them develop stronger English speaking skills and significantly reduce their accent.  I connected Heather with the client and Heather has been working with this employee for the past several months.  When I last spoke with my client she was thrilled at the progress this employee was making and was confident that by the time the position needed to be filled, this employee would step into the position beautifully.

As I have said many times in the past and will say in the future…I love what I do!!!

By Cindy Stradling CSP, CPC

Six Pillars of Self Esteem – The Practice of Living 6

As a coach, I often get asked the question “What do you think the biggest take away is for the people that you have coached?”  Obviously it varies from person to person, and the most common feedback I hear is coaches say they have more self confidence and a higher level of self esteem.  I know for me personally this is true as well.  Several years ago I read the book “The Six Pillars of Self-Esteem” by Nathaniel Branden. The information in this book has stayed with me and has helped influence my coaching style. The June blogs will highlight each of the pillars and provide an exercise at the end of each one.

Six Pillars of Self-Esteem – The practice of living:

Pillar #6 – Personal Integrity

• The integration of ideals, convictions, standards, beliefs and behavior.  When our behavior is congruent with our professed values, when ideals and practice match, we have integrity.

• When we behave in ways that conflict with our judgment of what is appropriate (hypocrisy), we lose face in our own eyes (not self-accepting.).  If it becomes habitual, we trust ourselves less or cease to trust ourselves at all.

• When we breach our integrity, we wound our self-esteem.  Only the practice of integrity can heal it.

• Integrity is the reputation we acquire with ourselves.  The more you live with integrity, the more you enjoy self-esteem.

• Integrity does not guarantee that we will make the best choice but we must stay conscious, stay connect with our knowledge, call on our best rational clarity, take responsibility for our choice and its consequences and most importantly, do not seek to escape into mental fog.

• Most of the issues of integrity we face are not big issues but small ones, yet the accumulated weight of our choices has an impact on our sense of self.
  • We start to not trust our judgment.

• The higher the level on consciousness at which we operate, the more we live by explicit choice and the more naturally does integrity follow as a consequence.

Exercise for Pillar #6

Complete the sentence: Integrity means to me…

Complete the sentence: If I think about the areas where I find it difficult to practice full integrity…

Summary…

Behaviors that generate good self-esteem are also expressions of good self-esteem.  Living consciously is both a cause and an effect of self-efficacy and self-respect.  And so is self-acceptance, self-responsibility and all the other pillars.  Surrounding all this is the love for experiencing your life! Self-esteem is the immune system of consciousness.

The philosophy of self-esteem

Practices (actions) and convictions (beliefs) both play a role in supporting self-esteem

• Convictions are important because they give rise to emotions and actions (practices).  They are a crucial factor in the development of an individual’s self-esteem.

• Beliefs are convictions deeply grounded in our being.

• Our beliefs may be so implicit in our thinking that we are hardly aware of them or not aware of them at all.  Yet they clearly lie behind our actions.  These are beliefs about our self or beliefs about reality.

Self-fulfilling prophecies

• Our self-esteem – high or low- tends to be a generator of self-fulfilling prophecies.

• We will either sabotage our route to success (what we want) or sabotage our sustainment of that success because our self-esteem is not worthy of the results we produce. 

• If a self-concept cannot accommodate a given level of success, and if the self-concept does not change, it is predictable that the person will find ways to self-sabotage.  We are in an adversarial relationship with our well-being.

Self esteem and peak performance

• When you have a healthy self-esteem, you become unstoppable in your achievements.
• If you live consciously and consciously live the pillars of self-esteem you have achieved your peak performance.

• We can run not only from our dark side but from our bright side – from anything that threatens to make us stand our or stand alone or that asks that we break through to a higher level of consciousness and reach a higher ground of integrity.

• We live productively – making ourselves competent to life.

Look at long term – what you do today is planting seeds for the future – not immediate gratification

• Think in terms of small steps.  Small improvements make a difference.

• Only need to raise one’s average level of performance a little to experience growth in self-efficacy and self-respect.

• Fear and pain should be treated as signals not to close our eyes but to open them wider.

• We must be self-disciplined which requires the ability to defer immediate gratification in the service of a remote goal.  This is the ability to project consequences into the future – to think, plan and live long-range.

• You have respect for the present that does not disregard the future and respect for the future that does not disregard the present – you must live consciously!

You are never going to be perfect

It’s the action of trying to be the best we can that builds self-esteem (as long as you live consciously to the fact that you will never be perfect).