When our emotions go unchecked our ability to influence others decreases dramatically. The process of reflection as a leadership skill can absolutely be learned with willingness and simple focus.
Reflection and reflective practices take on several forms and strategies, however you only need to learn one or two to be effective. When observed closely, however, we realize that a lot of how we behave, what we say and do, and the decisions we make have strong emotional components. Do create an atmosphere of empowerment The atmosphere for employee engagement and thriving starts with your leadership, not necessarily with the organization as a whole.
Two ways to find out more about your team members are 1 Ask sincere questions 2 Observe what they do well. You can start by asking for feedback. Round out salary raises, promotions and negative consequences of lateness with social events, asking employees Reflection about team building feedback and suggestions and following up on that feedback Reflection about team building those suggestions, and finding ways for team members to have their voices heard.
Some examples include focusing on your style of communicating with others, identifying behaviors in yourself that have been successful in the past, and identifying tensions in the body or the mind that have an impact on the way you perform. Leaders who model soft skills of influence such as self reflection, emotional awareness, emotional self management, and taking time to understand others are finding their influence within and across their teams to be more effective.
By creating an atmosphere where feedback is welcome, accepted and utilized you build trust within and across your teams. Do realistically assess your strengths and weaknesses We like to think we know ourselves well and some are better at this than others.
Do not focus only on rewards and punishment Many organizations lean heavily on rewards, recognition and punishment as ways to influence behavior.
More expert advice about Management and Leadership. The management of emotions follows awareness through the discipline of self reflective practices such as pausing and having an inward focus.
These skills can be learned through one on one coaching, through books, podcasts and team training. Asking for specific feedback from your peers and direct reports can lead you to sharpen your skills in general and more specifically, become a more effective influencer.
Begin by asking yourself what factors in yourself you can focus on to have a better impact on your influencing abilities. Some may be motivated and influenced by a direct, no nonsense approach while others may respond better to simply having their voices heard.
In addition to building relationships with your team members, a hallmark of influence, you will also pick up useful information about yourself that you can address and work on as you develop your influencing skills as a leader.
Do not be afraid to ask for feedback Feedback is a gift, and many of us are not trained in how to give it and more emphatically, how to receive it. Focusing on what the organization is or is not doing to help team members respond to influence will result in disempowerment, frustration and burnout.
You will find your effort in these areas yielding much greater returns than focusing on factors outside of your control like budget, deadlines, and other often limited resources.
Become aware of your behavior through self reflection and then try on new behaviors that will break the cycle that you are in. Modeling this approach to leading to others on your team is a positive influence in and of itself. The result is a refreshingly new look at influencing better and developing your work relationships.
Behavior change does not have to be arduous.
Consider approaching trusted colleagues and coworkers about what they notice about you that moves you closer or further away from your influencing goals. Identifying strengths and weaknesses allows you to do more of what is already effective and to learn other strategies to improve upon what is not.
Beginning a process of emotional self awareness through checking in to see which people, places, and events stir up certain emotions is a good starting point for learning to utilize emotion for better influencing. An honest assessment of your own strengths and weaknesses is a difficult task and yet, a worthwhile one in leadership and influence.
You will model an approach that, if done correctly, will leave others feeling more open to your influence and direction.
The main theme involves turning your focus inward to drive positive business results and the development of others. A little time on the front end getting to know each of your team members and how they feel motivated may save you loads of effort and struggle on the back end when you feel resistance from your attempts.
You can choose one or two behaviors that you would like to practice i.
This first reflective practice of changing your focus in this way, will help you gain a better sense of control and have positive influence on your team. Instead, create an atmosphere of motivation and influence where employees feel respected, have their voices heard, are engaged, believe that their professional development is being supported, and that their work-life balance matters.
Do be aware of and manage your emotions When asked, most of us believe that in the workplace, we operate and make decisions rationally, logically, and through an ordered process of analytical reasoning. While these factors may have some positive effects in the very short term, research shows repeatedly that there needs to be more attention placed to the emotional, social, and interpersonal atmosphere of an organization if we want to have effective influence.
Do not devalue the influence of soft skills More and more, sophisticated organizations are learning that hard business results are intimately connected to the softer skills of human relationships.
Summary Effectively influencing your team is less about know-how and more about know thyself. Do not apply a one size fits all approach Leaders who influence well have a deep understanding that not everyone is influenced the same way. Personality assessment can happen formally through organization-wide assessments and training or more informally by getting to know each team member over coffee or at the water cooler.Team Work Reflections quotes - 1.
Individual commitment to a group effort -- that is what makes a team work, a company work, a society work, a civilization work. Read more quotes and sayings about Team Work Reflections. Here is a simple activity that you can include in team building, training or even at your own dinner table to help encourage reflection and develop your next steps!
Time Needed: minutes Group Size: Under 25 people. Enjoy browsing through our extensive debriefing team building activities with clear step-by-step instructions & training aids.
Learn more by clicking here. Intended for: team building activities based on self-discovery and personal development. Can be used for all age ranges and various types of audiences, from corporate teams to NGOs and students participants.
Content: The Self Reflection and Vision Teambuilding Exercises consists of 12 activities designed to help participants discover and reflect on.
Essays - largest database of quality sample essays and research papers on Reflection About Team Building. The effect team building exercise had on performance was a neglected, yet crucial, aspect of the team building experience and an area with limited literature.
The author is confident that the aims of this have been fulfilled and a valuable contribution to the field, with qualitative reviews, has been achieved.Download