Monthly Archives: September 2013

10 Steps to Succeed at Work: Step Seven

7. Communicate Confidently

We have continually mentioned throughout this article that communication is critical to one’s success. With communications you really need to adjust and flex your style to work effectively with other individuals. Some people are very process-oriented. They need to know every detail associated with that particular project or situation. Others are very results-oriented. With a results person you need to get to the bottom-line very quickly. Others are relationship-oriented, which means you need to say hello, find out how their children and family are before you get into

Leader Blue & Orange

the business environment. Lastly there are those individuals who need to be recognized. In many cases you need to complement and recognize them prior to getting into the business issues. Also, these people can be very valuable because they have a creative and innovative side and when you engage them in your projects you will get new ideas you never thought of before. The key to getting these new ideas is to make sure they are valued, appreciated, recognized and complemented. It all amounts to one thing: flexing your style to meet the needs of the other person.

As part of this communications with confidence, it is important to understand you should communicate with confidence only when you are sure of the information you are providing. This means you need to research it. Blowing smoke or generalizing situations will not help you in building that rapport, respect and credibility with individuals within the organization.

Information Exchange: Connect, then Lead

Welcome to the Loyalty Factor Information Exchange, a bi-weekly service providing summaries of major publications and books on various management and customer relationship topics. 

 Loyalty Factor has been instrumental in helping companies:

  • Increase Customer Satisfaction by 20 – 33%
  • Increase Revenues by 50% in 18 months
  • Increase Manufacturing Production by 200% in 18 months
  • Simplifying mergers and acquisitions

Our information exchange this week highlights the articleConnect, then Lead” by Amy Cuddy, Matthew Kohut, and John Neffinger. This article was published in the July-August issue of the Harvard Business Review.

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Research presented in the article Connect, then Lead in the July-August 2013 issue of the Harvard Business Review by Harvard Business School’s Amy Cuddy and consultants Matthew Kohut and John Neffinger shows that leaders would do much better to begin with “Love” – that is, to establish trust through warmth and understanding.

Most leaders today approach their jobs by emphasizing competence, strength, and credentials.  But without first building a foundation of trust, they run the risk of eliciting fear, resentment, or envy.

Beginning with warmth allows trust to develop, facilitating both the exchange and the acceptance of ideas – people really hear your message and become open to it.  Cultivating warmth and trust also boosts the quantity and quality of novel ideas that are produced.  The best way to gain influence is to combine warmth and strength.

Leaders who project strength before establishing trust run the risk of eliciting fear, and along with it, a host of dysfunctional behaviors.  Fear can undermine cognitive potential, creativity, and problem solving, and cause employees to get stuck and even disengage.    Without a foundation of trust, people in the organization may comply outwardly with a leader’s wishes, but they’re much less likely to conform privately – to adopt the values, culture and mission of the organization in a sincere, lasting way.  Workplaces lacking in trust often have a culture of “every employee for himself.”

The best way to gain influence is to combine warmth and strength.

Contact Loyalty Factor at 603.334.3401 to learn how to build trust and warmth into your organization and begin your personal coaching to develop strategies on how to balance strength and warmth.

10 Steps to Succeed at Work: Step Six

6. Build Your Trust Bank

Trust is essential for all organizations and at all levels of an organization. You need to be trusted by your coworkers and everyone you deal with. When trust exists, they will work with you as a team, people will believe in you and they will be willing to partner with you to create incredible results for yourself and the organization.

TBuilding-Trusthere are four major elements of trust. The first is straightforwardness. What individuals need to do is set expectations that are clear, make sure disagreements are discussed and resolved and individual expectations are discussed and agreed upon.

The second one is openness.  The way you achieve openness is to make sure you exchange information and communicate, communicate, communicate!  As we said before, communication is key to all success.

The third is acceptance. Respecting and accepting people for their contributions and their differences. It would be great if everyone in the world was just like us, at the same time it would be a very boring world and we would not get the creativity and the innovation that is so needed in the business world. Accepting people for the differences in their skill sets, their values and how they operate is key to building trust and reliability.  This is one element that cannot be understated. You need to do what you say and say what you do. In the business world you need to be sure people can count on you and your word. Building your trust bank will help you grow to be a huge success in your organization.