February 20, 2010

Using Relationship Building to Uncover Hidden Employee Talents

You have great people around you in your team. However you view them, you will be surprised at the capabilities they have inside.

If only you could find a key to unlock that door…

We all have potential. Like Tony Robbins says, we have ‘Unlimited Potential’ within each of us.

As a manager of a team of people, it’s going to be a whole lot easier if you are able to make more of the assets that you have, than try to find better out there. Leveraging those you have around you, requires a real application of your own skill – and that is the unlimited potential within you!

The biggest challenge for any manage, is just how to go about unlocking the abilities that their people hide away. They keep their own hopes and possibilities tucked away, because they have had experiences in their lives that put them off sharing themselves openly to others.

They lack trust, because it has sometimes come back to bite them in the past – and like any of us, they don’t want that experience again!

One of the vitally important purposes of creating constructive relationships with your people is all about bringing back that trust they have lost. Because when they trust you more, you will start to glimpse more of what they are about.

By making the time to get to know them well – and they you – slowly and surely every one of your people will trust you better, opening them up to your support, encouragement and yes, providing the challenges they can respond to.

This will take time and particular effort on your part.

Every one of your people will respond differently, because their life experiences will have set defenses at different levels. We defend ourselves against the pain we suffer from the unpleasant experiences we have had and whatever the cause, we put barriers up to avoid that pain again.

Whether it was a parent who criticized us as we grew; a teacher who had no skills to deal with different pupils. Whether is was a mentor who was so self-centered that they failed to appreciate your differing needs or simply a bully-boss who was plain ignorant. People lose trust – and that’s what holds them back.

The purpose of relationships that work is to build trust by listening without judgment; supporting any circumstance (however frustrating that can be!); encouraging even the most despondent.

As we progress our interactions with our people, we will see progress – sometimes slowly – in most of our employees. Gradually taking steps to open the doors to the potential that lies beneath, we see the possibilities and gradually, the self-imposed reins that hold them back start to ease.

The purpose of the relationships we have is to grow our people, leading to success for ourselves through the potential we release; leading to success for those people whose have been hiding their talents.

It’s as simple as that.

Filed under Blog, Building the Future, Developing Your People, Management Basics by Martin

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February 5, 2010

Relationship Building Values – Developing the Feelgood Factor

Positive actions come when people feel they are contributing well. Excellence of performance comes from knowing that we are recognized to be doing well.

With the right relationships with your people, you can make the most of this.

People feel good about themselves when they feel that they are achieving success. They like to know that the challenges they have accepted are progressing and they are thought well of.

Yet sometimes, for many of us, it’s hard to take that objective position where we know for ourselves just how we are doing. Praising ourselves is difficult indeed.

When we are responsible for others in our team, it’s part of our job to get the most from each one of them. A manager’s role is closely focused on our skills with our people and nothing else should get in the way of that.

By taking the time to use the relationships we have built with them to full effect, we can make sure that the feedback we give is positive and constructive for them, giving them a sense of well-being in the work they do.

These relationships cannot be created overnight. The trust that is required to ensure that what they hear you say is accepted at face-value, is an investment that doesn’t come all at once.

As you make the deposits in the emotional relationships that you have between you over time, there comes an understanding that makes what you say to them be trusted and have all the more impact as a consequence.

Once the ‘feelgood’ factor starts to show up for them, there is a power in the new-found confidence that emanates from them.

Every action has an enhanced level of belief; every opportunity to try on new opportunities is met with possibility; every time they see something risky, there is a confidence to try that comes from their absorbed understanding of what they are capable of.

Feeling good about ourselves offers a further value that extends outside the workplace too. When we know that we’re doing a good job, we take it home with us. We are happier in our other lives, because we have a new confidence.

The value of a manager taking the time to get to know us well enough, to spend time telling us how well we are doing is immeasurable, in all sorts of contexts.

For the manager, they build on potential being realized. We grow our people and squeeze out of them what’s tucked away inside, making much more – almost anything indeed – possible.

Feelgood is a unique product of great workplace relationships and a manager taking the time to tell their people – authentically – that they are doing well.

From this, much more becomes possible too.

Filed under Blog, Building the Future, Developing Your People, Focus on Results, Management Basics by Martin

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