Building and Nurturing Your Professional Relationships

Build and Nurture Relationships.

It happens to everyone. You try to give constructive feedback, but your comments are misconstrued and now someone is unhappy. Delivering a difficult message in a nonthreatening way, that leaves the other person feeling energized, doesn't always come naturally. But when a trusting relationship is in place and people feel safe, they are more open to feedback, take personal responsibility, and are better at reflecting on the message and self-correcting. While we all seem to be doing still more with less, it can be easy to forget that building relationships is key to accomplishing anything. Sometimes the Basics Are the  Hardest Part to Master. Building and nurturing relationships takes time. It takes awareness of behaviors that influence trust and interactions based on mutuality and personal power. Giving feedback, listening, navigating challenging conversations, and building trust are skills that can be learned and are key to developing people and relationships.  Let us enhance your team's performance  www.yourenhance.com

Quotes to Inspire: Spring Is a Time of Renewal and Rejuvenation. Spring into Action!

1. "Do what you can, with what you have, where you are." 

Theodore Roosevelt

Angela's Addition:  We all have something meaningful and powerful to contribute. Start today!

2. "Life isn't about finding yourself. It's about creating yourself." 
George Bernard Shaw

Angela's Addition:  I should be a better version of myself every day.

3.  "The way to get started is to quit talking and begin doing." 
Walt Disney

Angela's Addition: Walk the Walk, rather than Talk the Talk.

4. "Don't worry about being worried. You're heading out on an adventure and you can always change your mind along the way and try something else." 
Tracy Kidder

Angela's Addition:  It's normal to worry, just don't give up!

5. "Anyone who stops learning is old, whether at twenty or eighty. Anyone who keeps learning stays young. The greatest thing in life is to keep your mind young."
Henry Ford

Angela's Addition:  Amen to that, Mr. Ford.

6. "Everyone thinks of changing the world, but no one thinks of changing himself."
Leo Tolstoy

Angela's Addition:  It starts with the man in the mirror.  That were you have the most influence.

7. "Don't ask what the world needs. Ask what makes you come alive and go do it. Because what the world needs is more people who have come alive."
Howard Thurman

Angela's Addition:  Live your Passion

8. "The heaviness of being successful was replaced by the lightness of being a beginner again, less sure about everything. It freed me to enter one of the most creative periods of my life." 
Steve Jobs

Angela's Addition:  When you start anew, you have the world's permission to make mistakes.

9. "There are two mistakes one can make along the road to truth... not going all the way, and not starting." 
Buddha

Angela's Addition:  Failure is not final.  

10. "Happiness is not in the mere possession of money; it lies in the joy of achievement, in the thrill of creative effort."
Franklin D. Roosevelt

Angela's Addition:  Get Busy Trying or Get Busy Dying.

Oops! He's in the Room - meeting management and productivity

Share this video with your team during your next team meeting.  Use it as a springboard for discussing improving communication, clarifying expectations and/or conducting more effective meetings.

Here are some potential discussion questions:

• If our boss called a meeting asked us to think of ways to improve the bottom line, what would you suggest?
• Do you think the team is clear on what they are expect to do to "improve the bottom line" or even what the 'bottom line' means?
• what does 'bottom line' mean? (typically, the answer is reduce costs and/or increase profit.)
• How can we make sure expectations and goals are communicated in clearly.
• How can we motivate employees to give there best effort?
• How can we make meetings more effective, fun, or engaging?
• Possible answers:  1.  different presenters  2.  start on time   3.  provide agenda in advance.   4.  shorter, less frequent meetings  5.  change locations   6.  use ice breakers or activities.  

Encourage everyone to identify simple ways to reduce costs of improve efficiency - everything from money spend on janitorial services or wasted copy paper. 

Ask for feedback about processes or procedures that take too long and get bottle-necked.  

Discuss pros and cons of any suggestions you receive.  

Clearly communicate your decisions, changes and strategies so that everyone understand why the decision was made and how it will impact them. 

Commit to implement the idea that could have the greatest impact short or long term. 

3 Conversations Leaders Should Have Daily

The Organization’s Story
Leaders don’t tell stories to be engaging or entertaining. They tell stories
because it is the only way others can really hear them. Our brains are hardwired
to make sense out of the world by constantly creating and rewriting stories. It’s the leader’s job to remind others of the organization’s story and how their story (the other person’s) connects with and adds to the bigger, organization story. Every conversation presents an opportunity to

advance both stories. Are we on a great adventure, out to right a terrible wrong, discover a brave new world or create boundless prosperity for your community? Simply put, great organizations have great stories and great leaders unfold these stories verse by verse, chapter by chapter in every conversation they have. Story injects passion and energy into the work. Story illuminates the path forward. Story brings meaning to the journey. So how do you know if you are having conversations that are advancing the organization’s story?
There is only one measure. People are not simply better informed; they are more aligned, more engaged, more inspired, more committed.

2. The Constructive Confrontation.
Organizations that are rife with confusion and ambiguity typically have leaders who avoid
confrontations like the plague. These leaders keep themselves distracted with all kinds of busy work rather than engaging in the conversations that may matter most: constructive confrontations.

We all tend to avoid these difficult conversations not because we think these are unimportant butCrather because we fear the perceived emotional carnage that will result. The only way to effectively counter this fear is to get clear on our intentions. Why are we having the conversation? The problem with most confrontation situations is that the leader comes bearing negative judgments and an agenda directed at fixing the other person rather than an attitude of service. Constructive confrontation is not about criticizing, blaming or making accusations. Successful leaders confront others not to fix them but out of genuine concern for them and a desire to provide information that will ultimately be valuable to
them and help them perform at a higher level. It’s hard to go wrong when your intention is to create a free flowing dialogue unencumbered by defensiveness, negative emotions and competing agendas.
When well done, confrontation lowers defenses, creates mutual respect and understanding, increasing commitment and engagement. The key here is your intention. You want something changed, likely the mind or behavior of the other person. Be upfront about that. 


3. The Coaching Conversation.
The coaching conversation is a very special conversation. Unlike every other conversation you have through the course of your day, the coaching conversation is virtually devoid of self-interest. It is all about
the other person….and this is not a natural state for most of us. We all want to learn, relate, laugh and be entertained when we speak to others. Nothing wrong with this. It’s normal to have a healthy dose of selfinterest
in our conversations. The hallmark of a coaching conversation is unmistakable: the other person leaves the conversation better in some way. They leave with a new idea, a fresh perspective or a renewed personal commitment. They leave affirmed, challenged or energized. You have helped them see exciting new possibilities, uncover unused talents or approach their work with a whole new attitude. So how does one engage in a coach-like conversation? Two leadership practices are imperative: Start with this question in mind:
“At this moment in time, what can I say to be most helpful to this person? ”
It might be a question, an affirmation, an insight, or a challenge.   

Ready to learn more?

REGISTER FOR THIS EVENT:
April 5th Leadership Essential Workshop
Start Using These Strategies
Mistakes Your Making As a Leader

Contact Us for More Info:  info@enhancenashville.com

Improving your Image from the inside out.

When you get dressed, select your shoes, and do your hair each day (even if you just shave your head), you are making choices.  You are not only choosing an outfit or a look, you are selecting an impression.  You are choosing the impression you want others to have of you.   Certain looks will say "I am smart",  "I am capable", or  "I am a leader".  What are you saying and what do you want to say with your image?

Identify your brand

Start by selecting 5 key words you want people to know about you when they see you, according to renowned image consultants.  

For example, my 5 words are capable, confident, character, influential, and poised.  

Do you want people to know you are organized?  Do you look organized?  

Do you want people to know you are an effective decision maker?  Do you look like you make good decisions -- starting with your image?

Your 5 words should reflect what you're trying to accomplish and the nature of your business.   

You may be thinking:  "I'm smart and  I'm accomplished;  it doesn't matter what my outer appearance says."  Well, suppose some important person across that crowded room never meets you (because nothing about you makes them want to);  How will they know you are smart and accomplished?  You can't go around carrying a sign that says "I'm smart and accomplished"!  But, wait... your image IS that sign.  What would make that potential employer, client, or business partner want to engage in conversation with you, do business with you or hire you?  What makes you stand out among the others?  What will make you memorable?  It's your image!   

Let me caution you here:  being noticeable and memorable is not always good.  Its WHAT others are noticing and  remembering that really matters.  As I tell the teenagers I mentor:  

Being unique is not the same as being excellent.  A broken fork is unique, but nobody wants it!  

Your image is your visual resume, make sure its says what you want it to say.



www.yourenhance.com

etiquette training and much more.

How to Have A Great Day and an Influential Life

1. Compliment 3 people every day.

2. Watch a sunrise at least once a month.

3. Be the first to say "hello."

4. Live beneath your means.

5. Never give up on anyone. Miracles do happen.

6. Never deprive someone of hope. It may be all they have.

7. Pray not for things but for wisdom and courage.

8. Don’t forget, a person’s greatest emotional need is to feel appreciated.

9. Keep your promises.

10. Remember that overnight success usually takes about 15 years.

11. Leave everything better than you found it.

12. Remember that winners do what losers aren’t willing to do.

13. When you arrive at work in the morning, say something that brightens someone’s day.

14. Don’t rain on other people’s parades.

15. Never waste an opportunity to tell someone you love them.


by Thomas Dismuke

How to Keep Pinky From Being Blue -- Engagement Matters

Pinky The Cat

I know this video garners a variety of reactions.  Some say "the cat is demon possessed".  Others say:  "that reaction was totally unwarranted."  Others think it's funny.  Some believe maybe the guy had tuna in his front pocket.  

What I think about is the voice of the employee and how important it is to pay attention to them.  

If Pinky were your employee, you should be attending to, ask questions of, and getting to know him.  If you, the company or the boss, engaged him in conversation or simply observed his behaviors, you would know Pinky's strengths, weaknesses, preferences and perspectives.  Therefore, you would know he's much too independent and free spirited to be put on a leash!  Why would anyone try to leash Pinky?  He's a cat, not a cocker spaniel!

But, that's what employers do oftentimes.  They take a perfectly happy, well-adjusted, productive employee and --through a series of discouragements, demotivators, and mismanagements -- transform the employee into a completely different creature.  

Giving the employee what he needs to perform at optimal levels means:

1.  Asking them what motivates them.  
Top motivators typically include things like interesting work, feeling valued, promotional opportunity, and engagement.
2.  Having a clear vision and alignment of goals and expectations
3.  Knowing what strengths and weaknesses the employee has.
4. Understanding the employees perspectives and perceptions.  For example, if I'm the only woman on my team and our team outings are always golf outings and I don't golf, I might feel ignored and insignificant on my team.  Likewise, if I'm a full-time student, I need my employer to understand my needs for  flexibility and to apply my new learning on the job.  

The more employers focus on and engage employees, the fewer Pinkys they can expect to have.

Do you have Pinkys?  

Contact us for more information.

web: www.yourenhance.com

email: info@yourenhance.com