Does Your Leadership Transform People?
“The goal of transformational leadership is to “transform” people and organizations in a literal sense – to change them in mind and heart; enlarge vision, insight, and understanding; clarify purposes; make behavior congruent with beliefs, principles, or values; and bring about changes that are permanent, self-perpetuating, and momentum building.” Stephen Covey, author of The 7 Habits of Highly Effective People
As a corporate executive or business leader, do you easily get people on board with your vision, your ideas, your policies and your strategies through effective influencing rather than through coercion, rail-roading or pleading?
Are you leading a high-performing team, each member being clear, comfortable, confident and competent in what is expected of them, knowing they are highly valued for their contribution, and feeling respected for their qualities, their strengths and their talents?
Do people get you, want to follow you, and know, like and trust you?
Or …
Are some of your working relationships not as great as they could be – you get frustrated with some people, particularly with those who appear not to care as much you, work as hard as you do, or perform to the levels that you do?
Do you strive to walk your talk and to act with integrity, but struggle to respect or influence those who play politics, which sometimes leads to frustration and conflict, and you’re not quite sure how to change this?
Do you struggle to be convincing or to get your vision and message across in a way that creates true ‘buy-in’ – people seem to listen to you and accept what you are saying, but then they go and do their own thing or switch allegiances?
If you answered yes to any of these last 3 questions then I’m here to tell you, it’s OK, you can change this! You can enhance or even transform your leadership to become a leader who:
- Communicates in respectful ways that ensure you are listened to and taken seriously, without having to lose control of your emotions, or bottle up your frustrations and internalising your stress
- Understands people and can recognise where they are at, so that you can know when to push or when to let go, or how to approach things in a way that gets them motivated and willing to go the extra mile
- Gets people to sit up and take notice of you, to be drawn to your natural authority, and to come on board with your vision and stay committed to it
The key is to develop your Know-Like-Trust Factor so that your team or your stakeholders get truly inspired by you, become motivated to take positive, purposeful action towards your agreed goals, and remain fully committed to creating success with or through you!
- First, get known. Be consistent in who you are, how you show up, and how you deliver on your promises so that you are respected for what you do, how you go about it, and the results you deliver.
- Next, make sure you are liked. Make it easy for people to get to know the real you, so that they feel comfortable with you, naturally drawn to your leadership, enjoy their interactions with you, and want to be on your team.
- Then you’ll end up being trusted. By being known and liked, people will be willing to open up to you, share their ideas, concerns and even their vulnerabilities, and will be keen to take your advice and guidance – you will be experienced by people as a real role model.
“With Amanda’s help and guidance I have been able to use the learning to make significant achievements in my professional life to change from being a manager to becoming a leader in my organisation. I have been able to motivate people, help them to raise their game and to become happier and more fulfilled. I cannot recommend Amanda any higher.” A.R., London, Equality Director