Leadership is an interactive conversation that pulls people toward becoming comfortable with the language of personal responsibility and commitment. As a leader and manager, we want to encourage our people to take the initiative and by regular one-on-one meetings, we may engage, explore ideas and actions taken, to assist people to be reflective and challenge the way they have done things in the past.
Here are five principles that guide respectful conversations:
1. When peers connect change happens. As a manager, effective coaching can happen on the ‘dance floor of conversation’.
2. It's OK to begin a conversation by ‘confronting’ the other person with questions that seem awkward, but set the stage for a respectful exchange. Why waste time on small talk? Just ask to-the-point information-seeking questions, like:
"What are you here for? How do you want to spend our time together?"
3. Conversations are not meant to be structured. Be open to conversations that you are unprepared for and focused on the interests of the other person (not your purpose).
4. Don't get pulled into solving problems that may not matter to the other person. Allow time for the person to get to what's really important.
5. Personal transformation happens when the right questions get asked -not by providing answers. When you focus on the solution, you are trying to sell the person something. When you allow people to answer their own questions, they discover what they were not aware of - and what is needed to move forward.
Personal transformation leads to business transformation…one person at a time.
