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Rescooped by ThinDifference from Business change onto Leading Choices |
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The thoughtLEADERS Blog covers leadership, communications, strategy and operations. All posts are practical and applicable to help you apply the methods we teach.
It’s nauseating to hear – someone soft-shoe dancing around an issue because they’re afraid of hurting someone’s feelings. They do so because they might receive negative feedback in a 360 review that they were abrupt or too direct in delivering feedback on that issue. So rather than going the direct route, they water down their message until it’s a mealy mouthed blathering stream of meaningless crap (yes, I’m fired up as I’m writing this).
Let me ask you this – do you want to follow a “leader” who doesn’t speak his or her mind? Someone who is more concerned with how their actions will be perceived rather than saying what they really think? Do you want to follow a leader who is more interested in doing nothing wrong (and hence not doing much of anything) or would you rather follow someone who takes a stand for what they believe in and suffers the consequences as appropriate?
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Via Gust MEES, donhornsby, David Hain Delete the scoop?
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Couldn't agree more!
The “character” (our true nature) we bring into client relationships is the heart of who we really are as change practitioners. It is this essence of our uniqueness, not what is in our bag of intervention tricks, which ultimately determines whether we generate meaningful benefits for clients. However, our interior character needs a voice in order to be expressed to the exterior world; the “presence” we convey is that voice. Even though presence is what we use to interface with clients, the path to optimizing our effectiveness is through evolving our character.
(From the article): Many people mistakenly think they can develop character in the same way they might attain new knowledge or better their communication skills. They think they can improve it by simply pushing themselves to greater heights.