Here is the official thread for today's amazing webinar - Speak the language of Leadership by Phil Bristol. Webinar starts April 21, 2016 2:00 PM EDT (UTC-4). Looking forward to seeing you all there soon!
Synopsis:Leadership is about creating relationships that build trust, clarifying expectations, influencing others, and gaining commitment to produce quality results in a timely manner. In this interactive workshop, learn how to “Speak the Language of Leadership” and create trust- based relationships by using a three-tiered approach to building communication skills and significantly increasing team productivity. At any level, Emotional Intelligence will empower individuals so they can understand how emotions influence their choices.
In this webinar, you will develop specific strategies to enhance your Emotional Quotient and explore how to take your teamwork and communication skills to the next level. Additionally, participants will understand personal communication styles that can enhance performance.
Know your communication style, stay resourceful when under stress, develop communication strategies for challenging people, and use appropriate communication strategies to build and sustain trust-based relationships. Join this webinar to know the answers to these questions:
How do I better communicate with “difficult” people? How can I increase collaboration and reduce conflict? How can I deeply reward someone for a job well done? How can I enhance my leadership effectiveness?
Questions (during webinar) : Patricio Burbano: please repeat the name of the book Lisa Cantave: Question: In the "Me" example you provided.. why would a leader want to have meetings individually instead of meeting with all team players when this would be the best approach. What is the benefit here? William McNamara: QUESTION: Are you assuming an individual raised in a Western culture, given the time of the study? Elizabeth Maddrey: QUESTION What do the colors bars indicate? That a leader needs that trait? Sau Ying So: why does he keep saying this side Jerome Morales: maybe right side or left side will help :) Steven Rauch: how dod you know where in the continuum any particular individual might sit Theresa Bucci 2: how do you determine where your team is on that continuum? Lisa Cantave: Question: Do you think that certain persoality types will be more successful in implementing some of these practices or can ANYONE be just as successful? Anke Kleine: What do you do when you can't align someone to their strengths? Chih-Wu Chang: QUESTION: could people have more than one style? Prashant Shelke: how can one improve his style to align towards a leadership style Chih-Wu Chang: QUESTION: will the people's style change if under stress or under differen situation? William McNamara: QUESTION: Would a fully-aware leader actually be choosing their communication style based upon the outcome that leader is intending to produce? Laurel Phillip: Q. When there's a meeting of behavior styles, which one's create most conflict or conversely work well together. {especially during periods of stress) Karen Hargis: Is it possible to be an all "D" person, or all "C", etc..person? Saving Changes...
Phil BristolCEO| Projectivity SolutionsSacramento, Ca, United States
Apr 21, 2016 5:08 PM
Replying to Michael Geilich
...
Sadly, a PDF of the slides will not give us the bottom half of the Slippery Slidey Slope slide.
Well snappers - Michael... I will send Suga the naked version for posting. Thanks for the heads-up. Saving Changes...
Phil BristolCEO| Projectivity SolutionsSacramento, Ca, United States
QUESTION: In the "Me" example you provided.. why would a leader want to have meetings individually instead of meeting with all team players when this would be the best approach. What is the benefit here?
ANSWER: Only a performance conversation should be 1-on-1.... When a leader is ME-centric, 1-on-1 meetings project related conversations reinforce the power position and creates collaboration barriers.
We-centric leaders have atleast three individuals representing varying points-of-view. This puts a teams best thinking into motion Saving Changes...
This is where Motivators and Driving Forces come to play... Reward a person through one of the top 4 Driving Forces - example... Theoretical (knowledge) Intellectual - give them a book on a topic they like... Social (helping others) offer your time to work with them on a favorite community or non-profit.... The gift in this case is your time and energy helping a cause that is important to them... Could be connecting them with a mentor for a specific reason.
Connecting on a personal level is always more meaningful
I agree that there are many other options, over the financial one. But in the end, I have seen many people leave a company for lack of serious recognition. If one just wanted a tap on my shoulder, he can do volunteer work. Saving Changes...
Phil BristolCEO| Projectivity SolutionsSacramento, Ca, United States
Question: Do you think that certain personality type will be more successful in implementing some of these practices or can ANYONE be just as successful?
ANSWER: Anyone with a well developed Emotional Intelligence Quotient (EQ) will be successful. Remember, a persons EQ increases when she or he is mindful about "Speaking the Language of Leadership." Mastering communication flexibility so you can deeply honor the humanity of team mates and stakeholders is the developed skill that makes all the difference. I have conducted over 1700 individual assessment debriefs and coached-mentored executives and PM's world-wide with a wide variety of preferred communication styles. In each engagement, as EQ increased so did levels of trust and team collaboration. Saving Changes...
Phil BristolCEO| Projectivity SolutionsSacramento, Ca, United States
QUESTION: Are you assuming an individual raised in a Western culture, given the time of the study?
ANSWER: The assessment I use are provided by Target Training International (TTI). This company has a significant world-wide database. Independent validation and reliability studies are performed every two or three years on a regional basis; Canada & North America; Mexico, Central & South America, etc... These assessments are EEOC protected class neutral. Saving Changes...
Phil BristolCEO| Projectivity SolutionsSacramento, Ca, United States
QUESTION: Would a fully-aware leader actually be choosing their communication style based upon the outcome that leader is intending to produce?
ANSWER: I would rather restate this... a fully aware leader is mindful and makes the choice to "speak" in the communication style the best promotes, trust-based relationships and team collaboration. A leader that is alive to the humanity of others will select connecting with others over judgment and fear. Saving Changes...
Anonymous
QUESTION What do the colors bars indicate? That a leader needs that trait?
ANSWER: The tallest histogram bar indicates the preferred communication style. The four colors (red, yellow, green & blue) represent the four major dimensions developed by Dr. William Marston in the 1920's. The colors or first letter is a "shorthand" for each style:
- D = Dominance (Red); How you address problems and challenges
- I = Influence (Yellow); How you influence others to take action
- S = Steadiness (Green); How you demonstrate pace and consistency
- C = Compliance (Blue); How you react to procedures, constraints, and rules
Every person has all four dimensions active... The assessment provide insights about the unique behavioral combinations of each person.Typically, one of the four dimensions is the dominate way we engage. Behavioral scientists have validated that each person forms his or her preferred style between age 10 and 12. Saving Changes...
Phil BristolCEO| Projectivity SolutionsSacramento, Ca, United States
QUESTION: why does he keep saying this side Jerome Morales: maybe right side or left side will help :)
ANSWER: Thanks for posting the comment during the webinar... forgot that participants could not SEE my cursor... tried to be more descriptive... connect with me if clarity is needed Saving Changes...
Phil BristolCEO| Projectivity SolutionsSacramento, Ca, United States
QUESTION: How do you know where in the continuum any particular individual might sit?
How do you determine where your team is on that continuum?
ANSWER: Remember that communication style and driving forces are both on a continuum. The only accurate way of knowing an individuals placement is to take an assessment. A typical three science assessment 1) EQ 2) DISC & 3) Driving Forces takes about 15 - 20 minutes and generates a 50+ page customized report.
When team members take the assessment, then consolidated reports will show each members placement relative to other members. These consolidated reports provide insights on "Speaking the Language of Leadership" among team members Saving Changes...
Phil BristolCEO| Projectivity SolutionsSacramento, Ca, United States
QUESTION: What do you do when you can't align someone to their strengths?
ANSWER: This is way project skill analysis and team selection is very important. The alignment of business knowledge, technical-functional skills and interpersonal skill is important. In regards to interpersonal skills, I am speaking about EQ, communication strengths and driving forces. I have seen teams extend grace to a person learning new "technical" skills when that person respects the humanity of her or his teammates and is committed to learning and contributing to the greater good.
If the mis-alignment is severe, a more meaningful role can always be found by working with the functional manager and team member. Saving Changes...
Information is not knowledge,
Knowledge is not wisdom,
Wisdom is not truth,
Truth is not beauty,
Beauty is not love,
Love is not music
and Music is THE BEST
