The latest workplace communication craze called "Yes and" has recently been popularized by team builders and improv folks who've never stepped into the business board room. It's a technique that minimizes disagreement and encourages agreement. So, instead of responding to a team member's idea with a "No" or a "But," people are trained to respond with a "Yes and…."
In our last post, we began exploring the first shift leaders need to make to be successful in senior leadership roles (Directors, VPs, etc.).
So, what does this shift of being smart to being aware look like? It will seem easy on the surface, but it's a lifetime of work. And it’s comprised of 3 parts:
We recently completed a survey about senior leadership. We asked executive leaders what they expect of their senior leaders. We asked senior leaders about what they wish they knew more about prior to being prompted to senior leadership. And, we asked team members what they wanted to see more of from their senior leaders.
My wife Rachel and I have an 8- month old. During Rachel's 9 months of pregnancy, everyone kept saying to us – “everything is going to change.” Frankly, that "advice" wasn't helpful. It didn't help me understand how things would be different as a father and as a parent.
He is a force to be reckoned with.
He silently follows you around. Lurking. He watches you when you aren’t looking. He waits patiently. And then he strikes when you least expect him.
Last week, in the spirit of Thanksgiving, I shared some information on how to recognize people in the workplace. So, to continue on the theme of recognition, here is another video.
The way that leaders recognize their people matters. Comments like "great work" and other general accolades almost never have a positive impact. In fact, they may unintentionally backfire.
Want to learn a more effective way to deliver recognition? Watch here...