Leadership Tips for Discovery in Action Alumni + network
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February 2016

Please find below, the February edition of the Discovery in Action monthly leadership tips! 

Firstly, a warm welcome to our new subscribers. We are delighted to have so many new people subscribing over the last month - from so many different parts of Australia, and other parts of the world!  We appreciate that it can be overwhelming receiving too much information in our inboxes - so we hope you find our 'once a month'  'bite-sized' chunks of practical leadership wisdom valuable.

This month, we share :
We post the blogs in this monthly leadership tips publication on Linked In. Please feel free to forward this email to people in your network who you think may find it helpful...

We also use the content we share each month, in the work we do in our consulting practice. Feel free to get in touch to find out more about anything in this newsletter or other blogs on our website.  Enjoy!

Paul and Melanie Eyres

Quiet Leaders – 5 tips for success

Over the last few years, much has been written about ‘introverts’, and ‘the Quiet Revolution’. Research suggests 1/3 – 1/2 of the population are introverts.

In a post from Susan Cain, an expert in this area, she shares that… “Many people don’t associate introversion with leadership, but quiet leadership is not an oxymoron. In research for my book, “Quiet: The Power of Introverts in a World that Can’t Stop Talking,” I found many examples of powerful quiet leaders—from Rosa Parks to Steve Wozniak, Bill Gates to Mahatma Gandhi and Eleanor Roosevelt—who all succeeded as leaders because of their quiet temperament, not in spite of it. These leaders embody the strengths identified by the research of today’s top leadership experts who have found that when introverts draw on their natural strengths as leaders, they often deliver even better outcomes than extroverts”.

Susan suggests 5 tips for ‘quiet leaders’ :

Here is a brief overview of five tips quiet leaders often find empowering:

  1. Know that the force is with you. Quiet leaders often deliver better outcomes than extroverted leaders, according to separate studies by both Wharton professor Adam Grant and bestselling leadership expert Jim Collins.
  2. Use your energy strategically. As a leader, you’ll sometimes have to step outside your comfort zone and do things that are exhausting for you...be sure to grant yourself plenty of “restorative niches,” in which you can recharge your energy and be your best self.
  3. Connect with employees your own way.
  4. Schedule a time to walk the hallways. Schedule time every day to stop by people’s desks, ask them how they’re doing, and listen to their concerns.
  5. Use your solitude to make great decisions.

Click here to read the full version of the blog, and to access videos and more research on this topic.

A really simple, quick version of coaching

People sometimes worry that ‘coaching’ needs to take a long time. Here is a quick tip for something to try next time someone pops their head in the door and asks you to solve an issue they have…simple coaching when people pop their head in your door

This blog also has links to our other blogs on coaching and the GROW model.

Interesting insights about when successful collaboration happens

This blog shares a 6 minute TED talk by Tom Wujec who shares some fascinating insights about collaboration.

He shares results of an activity called ‘The Marshmallow Challenge’ which has been run hundreds of times with different groups of people – for the purposes of exploring what works – and doesn’t – when people collaborate.

Intriguing results:

  • the people who performed the worst – recent graduates of business schools!
  • the people who performed the best – recent graduates of kindergarten!

Why?

  1. the kids don’t ‘jockey’ for power
  2. business school graduates are trained to find the ‘right plan’, spend ages developing it, then leave little time to execute it

So what has he learned?

Success happens when people develop a plan for a prototype – build it – seek some feedback and then refine things within the time frame so they can do that again. An iterative process helps groups to learn quicker about what works and what doesn’t for the task itself, and also helps them to learn what works and what doesn’t with the group of people that are working together...

Click here to read the rest of the blog and access the TED video.

15 Factors that impact how your employees' respond to change

We all know that ‘change’ is a part of life – a part that some of us look forward to and welcome, and a part that many of us find terribly stressful. Every one of us will have been part of some kind of organisational change – a restructure, a new system, a new process… And no matter how this change is positioned – each occurrence of organisational change is an individual and  hugely personal experience.

There are a number of factors that influence how a person is going to respond to a workplace change – many of which are outside the control of others. Yet knowledge of some of these factors can be very useful in both planning for and managing your team through a transition.

Taking the time to reflect on each of the 15 factors described in David Lee’s post in Talent Management and HR can help you make some choices that may assist others in responding in a more favourable way.

Here is a summary of the 15 factors:15 factors that impact how people respond to change

Let’s consider some of them:

  • Control – research tells us that the degree of control a person has in a challenging situation is the number one factor in influencing their stress level. What opportunities are there to consult with team members in planning the change ahead? People are more comfortable when they can influence outcomes. People don’t necessarily fear ‘change’ per se – they fear the loss that might come with it.
  • Understanding – how well are you able to explain the reasoning behind the change? What is your compelling argument? What is your WHY?
Click here to see the full blog.


Some recent assignments

  • designed and delivered workshops in a 'team leadership and people management' stream of a broader leadership and management program
  • career coached an executive in developing a plan to find their next role
  • ran a forum for a management group to explore their leadership practices and organisational culture
Click here to access the Eyres & Associates website to find out what else we do!

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