This old adage is so true whether applied to recruitment methods, meetings or retaining talent to name but a few areas.
Blog
Diff'rent Strokes
Who remembers that programme in the eighties? Gosh, I loved it. It was probably quite different for it's time, which leads me on to a "different perspective".
When coaching, and also in leadership and management training, I often talk about putting yourself in the other person's shoes and looking at the world from a different perspective. Putting what I say into practice, when out walking in the forest the other day I decided to turn left instead of right. It is amazing just how different my walk was and how many things I noticed and experienced which I didn't normally, all just from walking in a different direction!
What if, as leaders and managers, you applied that same principle? What if, as Patrick Leddin, Ph.D. in his article on LinkedIn "How to Give People the One Thing We All Crave", you reflected on how you valued the voices of others?
Can you, no matter what your role in the organisation (especially if you are a leader or manager), help bring the less heard voices into the open?
Can you ask different people to be a part of the conversation?
Can you create ways of encouraging everyone's voice to be heard? I often find that leadership/management meetings are a forum for individuals with a more extroverted preference - how can you create a space which allows both introverted and extroverted preferences a voice?
Can you imagine, where those who don't have a loud voice begin to contribute more, what the impact will be on them personally, on your team, and on your business?
It doesn't take much to make small changes that could have a massive impact:
Me seeing the forest with "new eyes";
When I worked for VWG UK Ltd and was fortunate enough to work with Olympic rower and gold medalist Steve Williams, listening to his story of some of the small changes they made (4 Brazil nuts a day, I'll always remember that!) to shave even 0.001 of a second off their Olympic time!
The new ideas, thoughts, ways of doing things, and levels of engagement achieved just by giving everyone a voice.
Realise it only takes a small change in perspective;
Aspire to believe the value others can add, behave in a way that encourages this; and;
Do reflect, take a moment (outside in the fresh air, if you can) to consider how you might see things from a different perspective? Will other people see you differently? Will you even see yourself differently?
When coaching, and also in leadership and management training, I often talk about putting yourself in the other person's shoes and looking at the world from a different perspective. Putting what I say into practice, when out walking in the forest the other day I decided to turn left instead of right. It is amazing just how different my walk was and how many things I noticed and experienced which I didn't normally, all just from walking in a different direction!
What if, as leaders and managers, you applied that same principle? What if, as Patrick Leddin, Ph.D. in his article on LinkedIn "How to Give People the One Thing We All Crave", you reflected on how you valued the voices of others?
Can you, no matter what your role in the organisation (especially if you are a leader or manager), help bring the less heard voices into the open?
Can you ask different people to be a part of the conversation?
Can you create ways of encouraging everyone's voice to be heard? I often find that leadership/management meetings are a forum for individuals with a more extroverted preference - how can you create a space which allows both introverted and extroverted preferences a voice?
Can you imagine, where those who don't have a loud voice begin to contribute more, what the impact will be on them personally, on your team, and on your business?
It doesn't take much to make small changes that could have a massive impact:
Me seeing the forest with "new eyes";
When I worked for VWG UK Ltd and was fortunate enough to work with Olympic rower and gold medalist Steve Williams, listening to his story of some of the small changes they made (4 Brazil nuts a day, I'll always remember that!) to shave even 0.001 of a second off their Olympic time!
The new ideas, thoughts, ways of doing things, and levels of engagement achieved just by giving everyone a voice.
Realise it only takes a small change in perspective;
Aspire to believe the value others can add, behave in a way that encourages this; and;
Do reflect, take a moment (outside in the fresh air, if you can) to consider how you might see things from a different perspective? Will other people see you differently? Will you even see yourself differently?
Blog Posts
-
“If you do what you’ve always done; you’ll get what you’ve always got”Posted by Jacqueline Jardine - Tuesday, 22nd February 2022 at 11:30am
This old adage is so true whether applied to recruitment methods, meetings or retaining talent to name but a few areas.
-
One of the positives of the pandemic is that there is no longer the monopoly on leadership due to position.Posted by Jacqueline Jardine - Friday, 17th December 2021 at 9:30am
-
I have previously written about "Belonging - what does this mean to you?" (http://j-w-c.co.uk/blog-display/293). I want to now build on this and consider it from a team's perspective and what it means if you are a manager leading a team currently.Posted by Jacqueline Jardine - Wednesday, 8th December 2021 at 8:15am
-
Earlier this year, I completed my Mental Health First Aider Training (MHFA) England, something I had wanted to do for a little while.Posted by Jacqueline Jardine - Friday, 19th November 2021 at 8:15am
-
Recently, I was delivering the "First 90 Days in your New Role" for LHH. This is a workshop which generates great discussion around helping people who are still interviewing to find their next appropriate opportunity and to think about how they would answer this question at interview.Posted by Jacqueline Jardine - Tuesday, 21st September 2021 at 3:15pm
