Tweet Tweet“I’m sorry, we need to let you go.” Oomph! Those words feel like a punch to the gut of the employee on the receiving end, and for the leader delivering the bad news, those words create anxiety and many sleepless nights leading up to that difficult conversation. No leader likes to see an employee […]
La réponse d' Eléna Fourès , expert en leadership et multiculturalité, du cabinet Idem per Idem. firstname.lastname@example.org...
Les Anglo-Saxons parlent de « managing up », « manager son patron ». Tout l'art du « managing up » consiste à savoir se positionner à sa juste place (ni fayot ni en opposition). Le « managing up » est largement répandu, quoique - en dehors du monde anglo-saxon - il soit rarement officiellement reconnu, voire admis comme tel. Les relations patron(ne)-subordonné(e)s sont déterminées culturellement et varient fortement d'un pays à l'autre. En France, à l'inverse du monde anglo-saxon, on ne « challenge » pas autant son boss, voire pas du tout. ..
After reading Steven’s Snyder’s new book, Leadership and the Art of Struggle, I wanted to know more about his theory of positive and destructive tension. So we connected to talk about vision, experiences, maps and tension.
My key take away: The right pressures in the right combinations create positive Flow.
Steven describes several sources of tension which he maps into quadrants. We experience “tensions of tradition” when we work to challenge and disrupt our team’s patterns. We may feel the “tensions of aspiration” when we have conflicting visions or goals for the future. These can be good, or the source of deep struggle.
I asked Steve to share more… just how can those tight shoulders lead to “flow”? What would I want my map to look like?
“Maps which show moderate to moderate-high levels of aspirational tension, lower levels of Tradition Tension and very low levels of Relationship or Identity Tension are which i would call “Flow”. Tension maps which show low levels of all tensions are not producing enough tension to motivate high levels of achievement.
With respect to higher levels of tension. This is a struggle. There is not an “ideal” type of struggle. everyone struggles differently. The point is that the tension map can tell you what to do about it.”
Make Your Own Map
If you’re curious as to how this all works, you can get in on a free pilot of Steve’s online assessment, Adaptive Leader Profile. You go online, answer some questions about yourself and your situation, and he will send you back a free map and interpretation. The only caveat is that you need to wait until he get’s enough data to ensure validity (hey, it’s a pilot).
I took it, and am looking forward to the report. Like you, I’ve got plenty of pressure worth mapping.
For great synopsis and overviews of Snyder’s book checkout these posts by Jon Mertz or Bill George. Or download a free chapter.
Many organisations across the world today are putting coaching programmes in the workplace, either hiring external coaches or training their own managers. A ‘coaching culture’ is the goal to pursue, so how can this be achieved?
Tweet TweetWe tend to over-complicate things in life, and when it comes to defining what successful leadership looks like, we really, really, over-complicate it. Much of what constitutes leadership success comes down to common sense, but unfortunately it’s not always common practice. Searching the shelves of your local bookstore (do those still exist?) or doing […]
ccording to recent research, 86 percent of employees believe that if they like their boss they are more productive. So forget about cracking the whip. Instead, build these seven habits into your leadership persona.
Sounds obvious, but simply taking a moment to greet your employees (by name!) and make small talk with them goes a long way to increasing your likeability as a boss. Be as approachable and accessible as possible. Take time to compliment employees and ask them how their day is going. Be patient; remember that it's important to set aside time for your people, no matter how busy you are. In fact, that busyness yours and theirs makes a friendly word even more important.