As are well aware, it’s your responsibility to have frequent and meaningful conversations with your employees. I should emphasize that in your new leadership role it is crucial that you start having these conversation as soon as possible. It allows staff to get to know you and you to know them and start building trust.
In this post, I’m going to refer to the book, Juice: the power of conversation. A consultant came to my organization to speak to leaders of the importance of crucial conversations -- the kind of conversations that have lasting impact and can build trust and momentum.
Here is the Juice model that is covered in the book. It supports conversations in basically all situations (try it at home as well of the office). These steps build upon each other and although you may not get to step 5 immediately, there have been times in my experience when the first three steps occur in one sit-down meeting/conversation. In other cases, the first three steps occur again and again as your respective realities become deeper and broader and people are more willing to share.
Put aside your judgements for the time being, and step into their world. If it helps, pretend you are a journalist who is trying to truly see how they see things. Actually try to visualize their reality be it a front-line staff member, behind the scenes technology wiz, or your peer. It’s helpful to reflect back in your own words what you have heard them say to ensure you understand their reality and to allow them to feel understood.
Invite them into your world. Make it into a story to better engage them, and use language that makes you more relatable. Help them see your reality. It is now the time to draw out the assumptions that you are operating from (and they may have). This should create a good dialogue.
Your two worlds need to be brought together by illustrating the common ground. It’s the perfect time to pose the question, “What is it we both want here?”
Explore this and watch for the bigger reality to emerge asking, “what would allow us to move forward?”
Again, summarize in your own words.
When you get to the bigger reality, you release intelligent energy where people’s attention becomes focused. People become engrossed in their work and a sense of passion for what they do. They understand the purpose of their work that creates drive and fuels behaviours that are high performing.
This is a leader’s ideal world. At this point the intellectual energy is fueling employees as they start to understand and anticipate one another’s needs. They leverage effects, collaborate and you feel synergies. In short, staff members have one another’s back, including your own!
Ideally, use this model with face-to-face conversations. You will find that it is easier to connect, build understanding and trust when you are together. We can discuss some simple guidelines to help you use "Pull" conversations by email at a later date.
Step 6: Sustained Results
Remember that these conversations are worth the effort and time. High-performing behaviours create sustained results and translate to improved quality of work, innovation and improved safety, retention, etc.Ideally, use this model with face-to-face conversations. You will find that it is easier to connect, build understanding and trust when you are together. We can discuss some simple guidelines to help you use "Pull" conversations by email at a later date.
In summary, the pull conversations have to be more than showing interest. It is the desire to truly understand. Once you have established this understanding, invite people into your world.
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