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Leadership and EQ
Why emotions matter
Curated by Eric Van Camp
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"Trustability" - Proactive Trustworthiness

In Martha Rogers' and my new book Extreme Trust: Honesty as a Competitive Advanage, we suggest that technology's recent advances enabling ubiquitous, always-on interactivity, and particularly the...
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The Discipline of Listening

The Discipline of Listening | Leadership and EQ | Scoop.it
As the up-and-coming vice president and CEO candidate for a Fortune 500 technology corporation sat before the CEO for his annual review, he was baffled to discover that the feedback from his peers, customers, direct reports, and particularly from...
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Team / Departmental Mission Statements

Team / Departmental Mission Statements | Leadership and EQ | Scoop.it
A bunch of detailed and well formed misions for diferent teams! A very ispirational website!
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The Real Cost of Bad Bosses

The Real Cost of Bad Bosses | Leadership and EQ | Scoop.it
Infographic: Crummy bosses aren't just a pain; they're bad for business. But how bad? We've found the stats--and it's not pretty.
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Three A’s of Building Employee Self-Esteem and Self-Confidence

Three A’s of Building Employee Self-Esteem and Self-Confidence | Leadership and EQ | Scoop.it
Self-esteem and self-confidence is important to overall success as a team. Brian Tracy discusses how to improve employee morale.
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Effect of influencial tactics

Effect of influencial tactics | Leadership and EQ | Scoop.it

Are you also needing your wage raise, but you do not know how to influence your boss or the HR department?

Have you ever needed to influence your collegue, an expert, your line manager, your spouse?


How succesful where you?


Do you want to belong to that part of the world that really discoverd how influence works and what you need to do for it to get it?


The cure for all this is that you need to know which tactics there are, how you use them and in which circomstance you best use which tactics!


In 1992 research was done by Falbe en Yukl  and in 1992 by Yukl en Tracey about which tactics resulted in which outcome.
 

They determined 9 different techniques to influence.


  1. Logical reasoning: to convince someone to do what you want?
  2. To inspire : to get someone else enthousiastic about your idea, by working on values, ideas or aspirations of the other or by identifying the other one as the man/woman who can do the job/task
  3. To consult: Consulting someone and letting him/her influence the final decission by taking into account that what is of value for the other.
  4. Create positive atmosphere: To compliment others, be friendly and supportive towards others.
  5. Personal engagement: Appeal on personal sympathy or loyalty of the other
  6. To negotiate: propose to do a favor for each other, give and take
  7. Make a coalition: Searching or using the support of someone else to convince someone to do a task or to convince someone else.
  8. Legitimate: point to the legitimitacy of your demand, or your authority or the right to claim something or refer to rules, laws, agreements
  9. Use of Brute force: demanding, using force, intimidation, constant controlling, pressing to do something


The graphic defintely shows the difference in result for each of the 9 techniques for :

  • support and engagement
  • obedience
  • resistance


During my trainings I get a lot of examples of people using "brute force" in order to get obedience of the other and they are all the time complaining about low ownership
(engagement and support).
I give you some examples.

  • Managers who are fed up with people not doing their works exactly as they would like.
  • People sending a "cc" to N+2 or CEO in order to get leverage
  • Collegues who are intimidating you by saying that they just "know" how important the job is for the CEO, when they have a better relationship with him/her.



Depending on what you need as an outcome, you need to choose well.


If you want no or low resistance  then you can use inspiration, consulting and personal engagement. All 3 result in high engagement and support!

 

If you are focussed on obedience, then use legitimation but as a result there will only be low engagement and support.


This insight, closely relates by the overall insight that people are not willing to be influenced by their ennemies, but rather by their allies.

Additionally, influencing is all about first pacing( following) and then leading to the solution.


The 3 techniques that result in the highest ownership (engagement + support) relate to this principle. They invite the other person to come and stand on common ground, between you and the other.


Go and find out by yourself which strategy you use most and whether you too are complaining about low ownership by your employees.

So if you want more ownership by your employees use ICE (Inspiration-Consult- Engagement)!


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12 Most Quirky "Q" Qualities of Great Leaders

12 Most Quirky "Q" Qualities of Great Leaders | Leadership and EQ | Scoop.it
Brian Vickery runs down the 12 Most Quirky "Q" Qualities of Great Leaders as part of the ABC’s of leadership series.
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Four Ways To Build Trust Through Better Listening

Four Ways To Build Trust Through Better Listening | Leadership and EQ | Scoop.it
It’s easy for leaders to fall into the trap of thinking they need to have the answer to every problem or situation that arises. After all, that’s in a leader’s job description, ri...
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5 Traits of True Leaders

5 Traits of True Leaders | Leadership and EQ | Scoop.it
What we look for in Presidential candidates says a lot about what we look for in other leaders--such as entrepreneurs...
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Have Your Say Without Starting a Fight

Have Your Say Without Starting a Fight | Leadership and EQ | Scoop.it

  Ever notice how easy it is for a simple conversation to escalate into World War 3 when two people disagree? 


Via Richard Andrews
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How To Be A Horrible Leader - 50 Bad Leadership Traits

How To Be A Horrible Leader - 50 Bad Leadership Traits | Leadership and EQ | Scoop.it
50 Ways to be a horrible leader....
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New Research: How Employee Engagement Hits the Bottom Line

New Research: How Employee Engagement Hits the Bottom Line | Leadership and EQ | Scoop.it
A new study shows a direct connection between how we feel at work and how we perform and how Real interest in The wel Boeing of your employees, rockets bottom line results of our companies from an average margin of 14% to the sky high 28% of companies with highly motivated and engaged employees, who stay motivated thanks to the honest and real interest of their employer for them!
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It's the work place culture, stupid | The Sunday Times

It's the work place culture, stupid | The Sunday Times | Leadership and EQ | Scoop.it

How the culture of a company can make or brake engagement of employees!

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Julian Treasure: 5 ways to listen better | Video on TED.com

TED Talks In our louder and louder world, says sound expert Julian Treasure, "We are losing our listening." In this short, fascinating talk, Treasure shares five ways to re-tune your ears for conscious listening -- to other people and the world...
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Creating a Mission and Vision Statement by Megan Tough: The Sideroad

Creating a Mission and Vision Statement by Megan Tough: The Sideroad | Leadership and EQ | Scoop.it
How to write a mission and vision statement for your organization.
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9 Leadership Myths--& How to Overcome Them

9 Leadership Myths--& How to Overcome Them | Leadership and EQ | Scoop.it
These nine myths can hamstring you, your company, and your employees. Here's how to get beyond them.
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Team Build – Tool for Team Building Using Psychology

Get Team Build – Tool for Team Building Using Psychology on the App Store. See screenshots and ratings, and read customer reviews.
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Achieving Success with Personal Leadership

Achieving Success with Personal Leadership | Leadership and EQ | Scoop.it
World is full of recipes for success, but many times we forget that success comes from within ourselves with work what we do. I would even claim that success is all about attitude.
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Understanding your leadership style |Entrepreneur's Toolkit - MaRS | MaRS

Understanding your leadership style |Entrepreneur's Toolkit - MaRS | MaRS | Leadership and EQ | Scoop.it
Leadership styles revisited !
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Great Leaders Develop Both Themselves And Those They Lead

Great Leaders Develop Both Themselves And Those They Lead | Leadership and EQ | Scoop.it
Congratulations! You’ve worked hard to be a leader in your company.
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Constructive advice for motivating employees | Business Productivity

Constructive advice for motivating employees | Business Productivity | Leadership and EQ | Scoop.it
In this article you will learn some basics about motivation and get some key tips for how to motivate employees.
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The Engagement Secret Of Great Leaders - Forbes

The Engagement Secret Of Great Leaders - Forbes | Leadership and EQ | Scoop.it
Show me a great leader and I'll show you a talented storyteller. Leadership and storytelling go hand-in-hand.
Via Richard Andrews
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An Idiot's Guide to Employee Engagement - Forbes

An Idiot's Guide to Employee Engagement - Forbes | Leadership and EQ | Scoop.it
We have decades of research on employee attitudes that clearly establishes the relationship among employee attitudes, beliefs, and behavior. Let me quickly review this research by starting with two common beliefs that are incorrect and then discussing three research findings that should be kept in mind when employee engagement data are interpreted.
Via Richard Andrews
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Five Elements for Managing Workplace Conflict - LeadBIG | LeadBIG

Five Elements for Managing Workplace Conflict - LeadBIG | LeadBIG | Leadership and EQ | Scoop.it
Workplace conflict is a fact of life, just like office politics.
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