All Behaviors are Borne of Belief (Wendy Samson & Curt Swenson, 2017)
All behaviors will change at the speed of belief! As one of FutureSYNC International’s primary constructs, this notion that our belief systems can either carry the day or become our ultimate downfall as leaders – holds a lot of weight, according to research in human behavior. Common sense also tells us that what we believe about ourselves, others, our customers and our organization will inform our behavior as a leader, resulting in either an effective or ineffective workplace culture. So what do you believe?
If you attend our Executive Intelligence Seminar in Helena, February 14th and 15th – 2017, you will have the opportunity to explore this question and then examine what belief looks like in action. How can your beliefs about your employees and your customers either motivate or disengage them? FutureSYNC International uses the following Pygmalion/Golem Effect Model to provide these indicators.
When you believe that people understand, care, and can contribute at any level AND that they benefit from both high levels of communication and your own leadership vulnerability, then you mostly likely are providing them with the following highly motivational behaviors. You are:
Climate-
- Verbally supportive and encouraging
- Attending to nonverbal cues
- Helping set challenging goals
Input-
- Giving them extra time
- Soliciting and providing ideas, sources, resourcing
Output-
- Allowing time to process out loud when necessary (listening)
- Giving new assignments
- Engineering opportunities to learn and practice skills
Feedback-
- Offering suggestions for next time
- Exhibiting positive reinforcement
- Ensuring that poor performance is addressed positively (with best intentions and giving benefit of the doubt)
When you believe that your employees and customers don’t understand what you understand, that they are most likely self-preservationists and that they can only contribute within the small box in which you have placed them AND that they should receive information on a “need to know basis” only, you are mostly likely exhibiting the following, highly disengaging behaviors.
Climate-
- Behaving distractedly, in a hurry, not giving full attention
- Verbally criticizing competence and potential
- Nonverbally showing disdain, non-support or disinterest (face, body, voice)
Input-
- Not giving vital information
- Not providing direction or guidance
- Waiting too long to check back in (no course corrections)
- Delivering limited, sketchy information (need to know basis)
Output-
- Cutting people off when they talk
- Not seeking their opinion or insight
- Limiting their assignments
Feedback-
- Offering only negative, vague, or poor feedback
- Criticizing the person
- Categorizing them with negative or limiting generalizations (giving negative labels)
Join us for the upcoming Executive Intelligence Seminar to investigate whether your beliefs are succeeding or failing you and your organization. To register, contact at us at (406) 254- 2326 or email at info@future-sync.com. Grow your leadership!