Turn “you & I” into “we”: 5 principles of trust for leadership
Many people would think that after becoming a supervisor, they will start to learn to lead people and become good supervisors. But in fact, they should start to develop “leadership” before becoming a supervisor. If they only have professional ability, instead of communication and leadership with subordinates, they will not be respected by subordinates, or even recognized. This way, being a supervisor will not have a sense of accomplishment, but will be even more difficult.😓💦
This book on “Trusted Leadership” can elaborate the meaning of “using the other’s accustomed or appreciated way to communicate and lead”. How to get along with and cope with people of different personalities is indeed worthy of our application and practice in life and in the workplace.
・Trust will be transformed into leadership.
・Control cannot gain trust.
・Turn “you and I” into “we”.
・The strong fight fire with fire, and the wise fight fire with water.
5 principles of trust that cultivate your leadership
・Let go of egoism: (1) Raise your hand to apologize and resolve the conflict of mood (2) Disarm defense and allow information exchange (3) Let the other party find that it is good for them and are willing to talk to you
・Give up criticism: (1) Empathy is a weapon to break through the opponent’s heart (2) The opponent is unwilling to tell the truth, perhaps because he can’t or dare not speak (3) Let the mission of the follower lead the way for the leader (4) Let Different goals go from parallel to consistent
・Affirm others: (1) You don’t need to “agree”, just “understand” (2) Reverse introspection vs. being forced to admit mistakes
・Rationality is supreme: (1) Reasonable, not emotional (2) Don’t push people into desperation
・Be kind and give: (1) Generosity (2) Giving and receiving are two sides of one
Take inventory of your own trust. Please consider the following questions
・Are you easy to get angry?
・Does it make you sleep unwell when you have a problem?
・Do you feel uncomfortable when you are with someone you don’t know?
・When you take action, will the past betrayed still affect you?
・Can you bear the neglect of others?
・For you, will the sadness of failure be stronger than the joy of success?
・Do you have to rely on external factors to get your emotions back to normal?
・Are you more or less proud of your loneliness?
・When you see others fail, do you feel a sense of guilty happiness?
4 steps to turn trust into action
・Integrate each other’s goals: You will get power that can only be achieved by cooperation. Let the sense of mission of the group surpass the sense of accomplishment of the individual.
・Respect each other’s character framework: People only trust people who know them, including their beliefs, goals, and personalities.
・Arrange a successful meeting: Create the best environment for every interaction and set the stage for success.
・Build a good relationship: Speak the language that everyone wants to hear, focusing on the others and their needs.
Step 2. Respect each other’s character frame
Marston “DISC Behavior Classification System” divides human behavior into 4 quadrants
・Dominance：In adversity, take the initiative.
・Inducement：In good times, take the initiative.
・Submission：In good times, be passive.
・Compliance：In adversity, be passive.
Other extensions of the “DISC Behavior Classification System” are divided into
・Dominance ・Influence ・Steadiness ・Conscientiousness
Communication Style Inventory (CSI)-respond to them in a way they like
・Direct, event-oriented
・Direct, person-oriented
・Indirect, event-oriented
・Indirect, person-oriented
Communication style-1
・Direct type
(1)Say what you think right away, and think carefully after you said out
→Free and unobstructed advice, direct & expressive
(2)Like to communicate through language and remain open to others’ ideas
→Talkative, lively and outgoing
(3)Believe that an unfettered communication style is an honest, transparent and creative way
→Enjoy the adventure and make quick and decisive decisions
(4)Will not feel threatened by opposing opinions & be a compromise style of tried and bargaining & be happy to see opportunities to merge with opposing opinions
→Impatient, stalker
(5)They hope that you can also talk to them in this way. Your discussion will present three levels of positive, negative, and combined.
・Indirect type
(1)Only speak after careful consideration, they expect you to take what they say very seriously
→Avoid risks as much as possible, make decisions carefully, roundabout and euphemistic, easy-going and patient, reserved and restrained
(2)If they think you want to induce them to change their minds to adapt to your own views, they may become impatient
→Listen carefully, ask questions, and reserve opinions carefully
(3)They are proud of their precision and clarity
(4)Is a highly rational communicator, and will not suddenly discuss other things for no reason
(5)They love logic and respect the supremacy of rationality
(6)If you adopt their style, they will be very grateful, and your conversation can be short, precise, and fruitful.
Communication style-2
・Event-oriented
(1)Formal & Appropriate
(2)Preference facts & statistics
(3)Focus on the plan
(4)Feelings not exposed
(5)Focus on time & deadline
(6)Love logic & linear thinking
(7)Live according to plan & goal
・People-oriented
(1)Relax & Warm
(2)Like comments & details
(3)Focus on performance
(4)Share the happiness, anger, sorrow, and joy
(5)Pay attention to work flexibility & expedient flexibility
(6)Adopt feeling & intuition
(7)Do whatever you want & play freely
Communication style guide
Step 3. Schedule a successful meeting
7 points to prepare for the opening remarks
・Set time limit（ex. I am very grateful for your time, so I will be brief.）
・Ask for help
・Give proactively
・Focus on the other person
・Fully empowered and affirmed
・Do expectation management well
・Explain your thoughts skillfully
Unfinished…Following the next part right away 👉【Leadership】Communication Style x Situation Analysis of 4 personality frames
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