Listen Up Leaders: How Body Language Plays a Crucial Role in Communication

Listen Up Leaders: How Body Language Plays a Crucial Role in Communication

Most people are aware that body language is a crucial part of communication. What most people take for granted is just how important it is to leadership. Yep, that’s right! The placement of your arms, your posture, even the way you cross your legs communicates something to your team members. Being aware of the way you present yourself to people could just give you the edge you’ve been searching for in your leadership and/or communication style. It almost seems unfair to give you one more thing to think about when you’re presenting or having a conversation. You have to make sure your dress is audience appropriate, you’re knowledgeable about what you’re saying, your word choice is intelligent, concise, and work appropriate, not to mention your presentation materials, and now you’re expected to pay attention to your body language? Yes, it’s a lot to ask, but you’re capable and can definitely handle it! So, let’s look into why this is such a vital part of leading. Establishing Your Presence If you’ve ever seen someone speak in front of a room, and immediately thought, “Wow, they must be important”, a huge part of that probably has something to do with their body language, specifically their power pose. A power pose is usually one that makes you appear large in your space. For example, a wide stance with your legs and large gestures with your arms make you look bigger by helping you occupy a larger space. This unconsciously gets people’s attention and records in their brain as “big and important”. Remember, all people have a limbic system, or “animal brain”, which subconsciously operates. It’s the same system that...
Listen Up Leaders: How much are your requests costing your team?

Listen Up Leaders: How much are your requests costing your team?

I’m the Boss, Get it Done How many of us have worked for a boss that didn’t seem to care how much was already on your plate? Rather, maybe they just didn’t think to ask. Now that you’re in their position, the “I’m the boss, get it done” mentality certainly isn’t how you operate. At least it’s not your intention. Though, and think hard about this, when was the last time you made a request and asked “What’s the cost?” Been a while, or maybe never? Tsk, tsk! More likely than not, you have people on your team that will try to make it all happen, when the reality is, they can’t. Asking what the cost is should be a best practice for you as a manager. The Cost of New Requests Often times, when we make a request of our team, we don’t have a full inventory of what’s already going on. We are concerned with our individual timelines, and forget that for every person on our team, there’s a litany of items that are in the process of being completed. Because of that, it only makes sense that you, as a manager, need to understand the true cost of any new request you make. SLOW DOWN TO ASK “WHAT’S THE COST?” AND ADJUST ACCORDINGLY! If you’re relatively organized or aware of your team, you may have some sense of who has what project and the time you think it will/should take. That’s great, and all managers should have some sense of that, but it’s not enough. To truly take inventory or your team’s resources and availability, you should probably...
How to Build a Coaching Culture in Your Organization – Building Block One

How to Build a Coaching Culture in Your Organization – Building Block One

As originally posted on HCI.org. Written by Alexsys Thompson and Dr. Christina Barrs. Conduct an assessment to better understand how coaching may help your organization meet strategic goals. In our first post of this series, we started the conversation on developing a coaching culture in your organization. Today, we will explore building block one of three so we are able to forge a path toward this new reality. If you’ve gotten your leadership’s buy-in for the long haul, resources have been identified to help with administration, and you are excited to move into creating a coaching culture, the next step is to run an assessment to create clarity around the specific strategic goals you can impact and how. Let’s explore who to assess and how to assess the potential impact of a coaching model that supports the business. The ‘who’ of it all We already spoke to the importance of long-term leadership buy-in; they have nodded and given you the thumbs up. Now, which ones do you need to go to for help in assessing champions, stakeholders, and end users of a coaching approach? Champion/Sponsor: This is a leader that influences key areas where you’ll remove barriers or require the enlistment of others in the process. Stakeholders: This group of leaders will be the direct and indirect beneficiaries of the coaching work.  They will help with influencing within their reach, helping to enlist others and setting the appropriate metrics coaching will be aimed at. End Users: This group of people may include some stakeholders; however, few if it does. These are the people that will be learning and leveraging the coaching model. This...