Developing the “I inside the We” This is the sixth in a blog series on the course I am taking on Conversational Intelligence by Judith E. Glaser. The sixth module, “Expressing Conversations,” guides us to develop the space for healthy conversation to emerge, for individuals to have a voice that can create collective next-generation thinking. Continue reading “Developing the “I inside the We””
Which Brain is Driving your Conversation? In July 2017, Judith Glaser’s seven-month Conversational Intelligence program culminated with an in-person graduation event in New York City. Vista Global Coaching & Consulting joined over 200 coaches in New York plus hundreds of other participants live-streaming from across the globe. Continue reading “Which Brain is Driving your Conversation?”
Build Your Conversation Agility: Align Your Intention with Your Impact The fifth module of Judith E. Glaser’s Conversational Intelligence course, “Generating Conversations,” guides us to identify the patterns that lower our C-IQ and create the right environment to overcome these patterns to activate parts of the brain for co-creation of transformational conversations. The best communicators align their intentions with their impact. While our intention is what we want to happen, our impact is the experience of the receiver. Successful communicators monitor and align the intentions and impact resulting in greater trust. In transformational conversations, the interaction dynamic is to “share and discover” which opens us up to broader insights and wisdom than each person has individually. We ask questions to which we truly have no answers, thereby inviting others to participate in answers that are co-created. We engage with others in high levels of curiosity, candor and wonder asking provocative questions, enabling us to partner and elevate our thinking to new ideas for innovation. We reach transformational conversations through building conversational agility skills of reframing, refocusing, and redirecting. Reframe, Refocus and Redirect When we are in a conversational pattern that starts to feel like it isn’t working, people are in protective or positional stance, that is the signal to activate conversational agility skills. Research done by the HeartMath Institute has determined that practices that reduce the negative thought loops and fear, create the space for innovation and co-creation. Reframe Reframing takes a difficult situation and turns it into an opportunity for finding trust and common ground with someone. You are giving the other person a mental break and creating space to think in a new way. Example: “I am a failure because I didn’t win the contract with that big client.” Reframe: “Yes, you didn’t win that contract but you did learn a lot about what it takes to put together a proposal for a big client and that will provide insights for the next time we go after a big project.” Refocus Refocusing allows you to move people from a place where they are stuck and point them toward a larger topic where they can see connections that they had not seen before. Example: “I am really frustrated that I continue to be passed over for an invitation to be on a speaker panel when I have the most experience.” Refocus: “You really seem to care a lot about the topic, what are some other ways that you can share your expertise that would raise the visibility of your talents to the entire organization?” Redirect Redirecting helps people move from a place of being stuck and emotionally bound, to a place where they can see new opportunities. Example: “There is no way that I can start a new business when I am working full-time. I can’t quit my job.” Redirect: “Sure, I understand there are risks of completely quitting your job but what can you do to move in the direction of starting your new business?” When you notice that you or someone else is in a protective mode, being resistant or skeptical, you can use these conversational agility skills to nudge them towards a mind shift for transformational conversations. Stay tuned for more tips to have meaningful conversations that transform leaders and organizations. This is part of a blog series on Conversational Intelligence course by Judith E. Glaser. Check out related blogs such as “Listening to Connect” and “Moving from Distrust to Trust.” Photo credit: Rawpixel.com via Shutterstock.
Upcoming Workshop: Tools for Courageous Conversations Do you work with someone whose conversational style is “Tell, Sell, and Yell” and sometimes struggle to feel heard? Join Mary Stelletello and the Madison chapter of the Ellevate Network on November 8, 2017, at 5:30 P.M. for a 90-minute workshop at the Stamm House in Middleton, Wisconsin. Mary Stelletello leads a workshop at the 2016 Vista Leadership Academy retreat. Photo: M. Stelletello Learn trust-building techniques to improve your conversational intelligence (C-IQ) and best practices heralded by Ellevate Network Founder Sallie Krawcheck. In this workshop, we will talk through the conversation styles designed to teach how to move a conversation from “Me to We” using tools like the C-IQ Conversation Dashboard. Explore Courageous Conversations We will also explore Krawcheck’s book “Own It: The Power of Women at Work” and concepts for having “Courageous Conversations.” Whether the conversation is about gender equity, company culture, bias around work assignments, or “man-terrupting”, Sallie believes there is an urgency for all women to engage in courageous conversations. “We all have the power to bring about change, individually and collectively, and the way we do that is by each of us starting conversations in our own workplaces. …I also firmly believe that owning these conversations can also position each of us as true leaders, for taking a principled and educated stance on what is clearly “the right side of history.” Source: Krawcheck, Sallie. Own It: The Power of Women at Work (p. 144-146). The Crown Publishing Group. Workshop goals and learning objectives include: Gain increased awareness of your personal conversational style and its impact on others Learn techniques to engage in courageous conversations Increase ability to access empathy, foster shared decision-making, and connect with others more deeply Interested? Get your tickets today! The workshop is $10.00 for Ellevate Network members and $15.00 for non-members. Can’t make it to this workshop? Contact Mary to learn about a custom workshop for your team or organization.
Asking Questions For Which You Have No Answers “Conversational rituals allow us to build common language, definitions and meanings that in turn create community. They influence our behavior at the neurochemical level.” Judith Glaser To uncover “conversational blind spots” you have to become mindful of when you are making assumptions, interpreting incorrectly, and jumping to conclusions. This begins with asking the right kind of open-ended questions. Questions that open our minds to explore new avenues of thought with each other. Questions for which we have no answers. In Conversational Intelligence, Judith Glaser explains there are three levels of conversation. Level 1 is a basic “Tell/Ask” interaction. It is directive with no open-ended exploration. Level 2 is more provocative and the interaction is labeled “Advocate/Inquire.” Referred to as “Share/Discover,” Level 3 is the most dynamic and exploratory interaction. The example below illustrates how questions from the 3 levels result in different experiences. Level 1: “Do you mind including this brochure in the donor information packet?” You ask a question that you don’t have an answer to but it is really a statement in disguise. This is “tell/ask” interaction to exchange information. There isn’t much trust. By asking the question this way, you are attempting to validate your own view of reality. Level 2: “I really love the brochure. It has all the compelling elements for donors. What do you think? Is there anything stopping you from getting on board with this?” This exchange is dominated by “advocate/inquire” dynamics. You are advocating for what you want (not just telling). You are inquiring about the other person’s beliefs in an effort to persuade them. Trust is conditional. Level 3: “Which of these pieces of collateral do you think will be the most compelling for this donor? Are there any concerns we should talk through before making a decision?” This conversation is marked by “share/discover” dynamics. By asking in this way, you are sharing that you’re open to being influenced and that you care about your colleague’s thoughts. This signals to the listener that they can offer ideas and you both influence the decision that achieves greater shared success. Learning to ask an open-ended question for which you have no answer strengthens your ability to have meaningful conversations that lead to transformational results. Stay tuned for more C-IQ tips! This is part of a blog series on Conversational Intelligence course by Judith E. Glaser. Check out related blogs such as “Listening to Connect” and “What We Can Learn from our Worst Conversations.” Photo credit: Rawpixel.com via Shutterstock.
Metrics for Success: Which Leadership Assessment is Right for You and Your Team? There are dozens of assessment tools to choose from if you are a CEO, manager, human resources professional, board member, or community leader. As your partner, Vista Global helps you cut through the clutter and match your needs to the industry’s leading assessments. The first step when selecting the right assessment is to determine your desired outcome. Do you want to use the assessment to help leaders see their blind spots and be more successful with their teams? Do you want teams to be more effective working together? Do you want to support leaders in building more effective interpersonal skills? Based on your desired outcome, Vista Global partners with you throughout the assessment process. Three of the most trusted assessments are detailed below. Leadership Practices Inventory 360 Developed using the Leadership Challenge framework research by Jim Kouzes and Barry Posner, the Leadership Practices Inventory (LPI)® assessments help you gain clarity on your vision and purpose. These tools are designed to help you develop your skills within the Five Practices of Exemplary Leadership. The LPI 360 measures 30 specific leadership behaviors on a 10-point scale. This tool is self-administered and is completed by observers such as co-workers, managers, and the staff you manage, giving you a complete picture of your leadership strengths and areas for improvement. The Leadership Challenge framework also offers the Student LPI, specifically designed for high school and collegiate students in leadership roles. StrengthsFinder The leading benchmark for understanding an individual’s talents, the Gallup StrengthsFinder assessment, provides a customized inventory of your unique talents. Based on the book by Gallup executive Tom Rath and the survey work of his grandfather at the University of Nebraska, Donald Clifton, this tool is designed to build on your strengths first and foremost. A person’s talents – those thoughts, feelings, behaviors that come naturally – are the source of his or her true potential. Contrary to traditional professional development that focuses on fixing weaknesses, Gallup’s research proves that building on talents increases employee engagement, productivity, retention and organizational profitability. TalentSmart Emotional Intelligence Research shows that a leader’s emotional intelligence (or EQ) is the single greatest predictor of success. Using the TalentSmart assessment, Vista Global helps you assess your EQ and improve the interpersonal skills you need to achieve your personal and professional goals. The most simplified individual assessment takes about 10 minutes and delivers scores on key components of your EQ such as self-awareness, self-management, social awareness, and relationship management. Are you looking to get started with a leadership development initiative? Contact Mary today to discuss what assessment is right for you. Photo credit: Rawpixel via Shutterstock.
