Try this: Think back over your interactions with others during the past week, both at work and at home. Think of a time when you did Listen First. How was that experience? What were the results? Now, think about a time when you spoke or responded without deeply listening (or understanding). How was that, comparatively? Do you even have any examples to compare?
"If there is any great secret of success in life, it lies in the ability to put yourself in the other person's place and to see things from his point of view." ~ Henry Ford
We're all very familiar with the advice to 'listen' (or actively listen, listen well, etc. as a leadership skill). Why the repeated emphasis on listening?
Understanding - Leadership ultimately means understanding people,
Respect - and then respecting them,
Mutual Benefit - and then trying to find a negotiated action that benefits both interests
Those are three pretty good reasons, I think.
I'm afraid the performance-driven, fast-paced, hamster wheel that we tend to be running on inhibits this sound but difficult piece of advice.
Challenge yourself - even today - to slow down to deeply listen in one conversation - asking clarify questions, mirroring back or asking for more information - before responding. Notice the difference.
Wednesday, December 7, 2016
Tuesday, December 6, 2016
BEHAVIOR #10: PRACTICE ACCOUNTABILITY (pp. 200 - 207)
It makes sense... clarify expectations, then ensure accountability for results. Accountability & results obviously bear a lot of influence on whether or not people trust us. We may not consciously be aware of it, but we all ask ourselves in relationships, "Is this person reliable? Do they do what they say they are going to do?" Again, there is often that gap between intentions and results. Accountability is an intermediary mechanism for making sure the follow-through happens.
I love that Covey starts with the admonition to 'hold ourselves accountable.' This is a tie-in to his philosophy of starting with SELF-trust, becoming a person that you trust. Covey talks about looking both through the window (accountability for others) and the mirror (accountability for self).
In the discussion of accountability, Covey mentions the oft-too used behavior of shifting blame. That is the opposite of accountability. Some of you may be connecting the idea of accountability and responsibility with our ELI discussion on CITIZENSHIP. Citizens are those who take responsibility for the good of the whole group.
Arnold Glasnow once said, "A good leader takes more than their fair share of the blame and gives more than their share of the credit." What a great behavioral goal!
This book was written in 2006 and even back then, Covey found it relevant to mention the 'victimization' that has seized the American culture. How much stronger of a grip does it have now? Has the election put a magnifying glass on this mentality?
Covey rightly says that accountability is not just about holding ourselves responsible, but also others - especially, I'd say, if you are the boss, manager and would-be leader. It is our role and responsibility to step up and speak out if the wheels are out of alignment...or falling off. Research shows that employees WANT accountability - they want feedback, direction, affirmation. We all deep down want some sense of where we stand and how we can improve. It behooves everyone to have the tough conversations and help people get where they truly want to be - - competent and credible, producing results.
Covey suggests creating an environment of trust talks in your home and at work. This is aligned with our Ebco objective of becoming a feedback-seeking culture I believe. But, that requires trust. Can we build it in a deeper way through the great advice we're getting from this thought-provoking book?
Tips for Practicing Accountability:
* Hold yourself accountable.
* Hold others accountable.
* Take responsibility for results.
* Be clear on how you'll communicate how you're doing - and how others are doing.
* Don't avoid or shirk responsibility (especially the difficult conversations).
* Don't blame others or point fingers when something goes wrong.
I love that Covey starts with the admonition to 'hold ourselves accountable.' This is a tie-in to his philosophy of starting with SELF-trust, becoming a person that you trust. Covey talks about looking both through the window (accountability for others) and the mirror (accountability for self).
In the discussion of accountability, Covey mentions the oft-too used behavior of shifting blame. That is the opposite of accountability. Some of you may be connecting the idea of accountability and responsibility with our ELI discussion on CITIZENSHIP. Citizens are those who take responsibility for the good of the whole group.
Arnold Glasnow once said, "A good leader takes more than their fair share of the blame and gives more than their share of the credit." What a great behavioral goal!
This book was written in 2006 and even back then, Covey found it relevant to mention the 'victimization' that has seized the American culture. How much stronger of a grip does it have now? Has the election put a magnifying glass on this mentality?
Covey rightly says that accountability is not just about holding ourselves responsible, but also others - especially, I'd say, if you are the boss, manager and would-be leader. It is our role and responsibility to step up and speak out if the wheels are out of alignment...or falling off. Research shows that employees WANT accountability - they want feedback, direction, affirmation. We all deep down want some sense of where we stand and how we can improve. It behooves everyone to have the tough conversations and help people get where they truly want to be - - competent and credible, producing results.
Covey suggests creating an environment of trust talks in your home and at work. This is aligned with our Ebco objective of becoming a feedback-seeking culture I believe. But, that requires trust. Can we build it in a deeper way through the great advice we're getting from this thought-provoking book?
Tips for Practicing Accountability:
* Hold yourself accountable.
* Hold others accountable.
* Take responsibility for results.
* Be clear on how you'll communicate how you're doing - and how others are doing.
* Don't avoid or shirk responsibility (especially the difficult conversations).
* Don't blame others or point fingers when something goes wrong.
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