An apology and something to read selected by Wally Bock

I am very sorry there has been a pause in publishing but your editor/principal blogger is not very well at the moment.

I hope to return to the fray next week.

In the meantime I can’t do better than recommend this.

Three Star Leadership Blog: 10/26/11: A Midweek Look at the Independent Business Blogs 

Wally Bock is a wise, down to earth and practical writer on leadership and management and his selections are always interesting and worth reading.

I’ll be back soon.

 
Wendy Mason works as a Coach, Consultant and Writer. 

She works with all kinds of people going through many different kinds of personal and career change, particularly those;

  • looking for work
  • looking for promotion or newly promoted
  • moving between Public and Private Sectors
  • facing redundancy
  • moving into retirement
  • wanting to do a mid-life review

You can contact Wendy at wendymason@wisewolfconsulting.com  or ring ++44 (0)2084610114

Appreciative Inquiry – making change truly positive!

Image via Wikipedia

Appreciative Inquiry is an approach to change that focuses on the positive!  It works on the principle that what is good now that can be built on to achieve a vision for the future.

When thinking about change people often focus on what is wrong now – what is deficient. This has been the traditional approach to change management

Appreciative Inquiry, which has its roots in Positive Psychology, starts the other way round.  It looks at what is good and valuable now and then uses that as a foundation for moving forward.

Once the basis is established you can then explore the future possibilities with much greater confidence.

In all change, something will be lost but with Appreciative Inquiry you work to make sure that much of what is good remains.  It allows people to honour the past and have confidence in the future!

Appreciative Inquiry was developed as a tool for changing organizations but, as an approach, it works very well with people and teams.  It allows them to approach change with greater confidence.

If you work as a coach or consultant using Appreciative Inquiry,  you work with a client to show existing strengths and successes so that you can then work together to bring about positive change.

Appreciative Inquiry uses a cycle of 4 processes that can work for people, groups or whole organizations,

  1. DISCOVER: The identification of what works well now.
  2. DREAM: Envisioning what would work well in the future.
  3. DESIGN: Planning how to deliver what will work well.
  4. DESTINY (or DELIVER): The implementation of the plan

You can read more in these books

Wendy Mason works as a Coach, Consultant and Writer. 

She works with all kinds of people going through many different kinds of personal and career change, particularly those;

  • looking for work
  • looking for promotion or newly promoted
  • moving between Public and Private Sectors
  • facing redundancy
  • moving into retirement
  • wanting to do a mid-life review

You can contact Wendy at wendymason@wisewolfconsulting.com  or ring ++44 (0)2084610114

  • Trust (wisewolftalking.com)
  • Heroes – Gurus of Change [Wendy Mason] (ecademy.com)
  • Organizational culture, what organizational culture? (wisewolftalking.com)

The beauty of trust

The beauty of trust

Trust
Image by gorbould via Flickr

The beauty of trust – “When people honour each other, there is a trust established that leads to synergy, interdependence, and deep respect. Both parties make decisions and choices based on what is right, what is best, what is valued most highly.” Blaine Lee

One of the consequences of the current economic climate is a loss of trust.

For example, I grew up thinking of my bank as a fixed point in my life, something to be relied upon, rather like sunrise and sunset.  I had complete trust in it and many other similar institutions.  For reasons which you will understand, this is no longer so. I suspect I am not alone.

At its most basic, in the eighties, nineties and “noughties”, most people seemed to trust that life in the future would be at least as good as it had been in the past and probably better. Now that feeling exists no longer. People are beginning to believe that it’s dangerous to trust anything or anyone any more. And that is dangerous!

The beauty of it!

The beauty of trust is that it eases worry and frees you to get on with life and work. Lack of it creates hidden agendas and guarded communication – it slows decision-making.

A lack of trust stifles innovation and productivity. When you have it, it feeds collaboration, loyalty and, ultimately, results.

Trust means you;

  • Feel able to rely on someone,
  • Cooperate with, and experience, teamwork in a group,
  • Take thoughtful risks,
  • Communicate freely with others.

According to Dr. Duane C. Tway, Jr. in his 1993 dissertation, A Construct of Trust, trust is, “the state of readiness for unguarded interaction with someone or something.” He developed a model for it that includes three components:

Three components

  • The capacity for trusting which means that your life experiences lead you to risk trusting others.
  • The perception of competence, which means you believe you and others can perform competently at whatever is needed in the current situation.
  • The perception of intentions, which means you believe the actions, words, direction, mission or decisions of others are motivated by mutually-serving rather than self-serving motives.

Trust lies at the heart of all strong relationships.  When trust is lost we feel betrayed, angry and taken for granted.

At work trust forms the foundation for effective communication, employee retention, and employee motivation. It fuels that extra effort people are willing to put into their work, voluntarily.

As a leader, you cannot afford to ignore trust!

Trust grows in relationships over time.  It happens when you develop knowledge and understanding of another person and believe in their authenticity. To gain trust you need to allow others insight into your character.

Your people need to learn that you are authentic and that they can be authentic with you about their feelings, opinions, and failures. The result will be a growing trust in you, not because you are the perfect leader or because you have a magic wand that can suddenly change the economic conditions in which you now have to work.  No, trust will grow because people believe you are both honest and honourable as their leader.

My word that is quite an obligation for you! But remember when trust exists in an organization, or in a relationship, almost everything else is easier and more comfortable to do. It can be the gel that holds the ship together as it weathers the storm.

Wendy Smith is a career consultant, life coach and business coach with depth of experience in management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find her books on Amazon at this link