Perception Management: Is Leadership all about Perception? or Reality?

"Suba, Isn't Perception Management more like Manipulating something which is not a 'Reality'? Recently, I had a deep argument with a peer on perception management. So let's discuss this today." A client came up with this topic in a coaching conversation recently. ?

Is reality different from perception? Is it an illusion? Is it an image that is not authentic?

Stories differ, and so do experiences and the reasons, but all my clients bring in 'Perception Management' and 'Personal Branding' as a part of coaching sessions. And 'Executive Presence' is another goal where 'perception' becomes a key ingredient.

What is Perception?

Collins Dictionary says - the act of perceiving or the ability to perceive; mental grasp of objects, qualities, etc., using the senses; awareness; comprehension.

Study.com says Perception in psychology can be defined as the sensory experience of the world, which includes how an individual recognizes and interpreter sensory information. This also includes how one response to those stimuli.

It's a good idea to take some time to grasp these definitions and write your thoughts.

Why Should you bother about 'Perception'?

Like my client who wanted to understand whether perception management is 'manipulating' or 'showing something which is not real' or anything else, many get confused. I have witnessed 'fear' in senior leaders' eyes as well.

'Why fix 'un-broken' stuff?' – many ask this 'comfort zone' question.

If checked on time, Perception management can lead to correct decision-making and eliminating rumors, gossip, and whatnot.

If you have worked in a single organization for a long time, people still see you from your initial years of behavior and communication, even though you have grown multi-fold.

If you have changed organizations recently, you might need help understanding your perception of yourself and what you show.

Let me tell you more.

Could you take an example of a recent conflicting scenario with a stakeholder?

How did you behave?

Could you note down what you communicated?

How did the other stakeholder behave?

What did the other stakeholder communicate?

What was the outcome of the conflicting scenario?

Whether it was a win-win, win-lose, or lose-lose outcome, there is a belief system that plays a significant role in the way one behaves and communicates in a conflicting scenario. Seldom one relaxes and thinks through before reacting.

There is a perception that plays a role behind a belief system.

Either you think about yourself as a leader who likes to have an 'amicable' solution so you don't confront it, or vice versa.

Or

Your perception of the other stakeholder triggered your behavior or communication.

I just wanted to let you know that I leave it to you to introspect and reflect further as you celebrate New Year's Eve.

Let me explain more about how Perception works.

Sensory Simulation: In any scenario, some sense gets provoked and triggers some thought process. Whenever I cross a pond or a pool, that reminds me of my peaceful childhood days. I see a massive difference in how I speak in client meetings and the positive outcomes. At the same time, the hospitals trigger some painful memories disrupting my mood further. I changed such a trigger by working on my #gratitude Journal practice.

By default, we interpret information as the senses simulate some thoughts from memories. For example, say you meet someone who started her journey at the same time and company. After 10 or 15 years, you have changed a lot and may be in different positions now. However, the first interaction, or the initial thought process, will be like the good old days. You tend to have a casual conversation and change as and if necessary.

Imagine the other person didn't want to have a friendship because of their current position and keep up with a formal relationship. You will end up feeling disappointed. But unfortunately, such experiences are every day in your leadership journey.

Perception Mechanism: I have been coaching clients who come to me with the 360-degree feedback assessment. Sometimes, specific attributes have a huge gap where my clients have given themselves total scores and the stakeholders have given borderline or less. 'Shocked' is the feeling here.

Our brain creates an image when we see someone behave or communicate something. That image stays for a long time until we deliberately change the same. For example, one of my CTO aspirant clients struggled a lot because of the board's perception of him regarding certain finance-related decisions. The way he communicated earlier made the board perceive that he was uncomfortable making money decisions. We worked together to change the communication style, which led to gaining confidence and trust with the board.

The brain creates patterns and images by interpreting and processing the information received as is. ?

What can be done to Manage Perception?

Habits: Identify certain habits that show the opposite of who you are as a leader. Confusing still? If you want to be seen as a courageous leader, identify the habits that work against you.

Behavior: Understanding the 'gap' between 'what you want others to see' and 'what others perceive' is critical here. Do you have clarity on the crucial stakeholders whose perception is essential for your growth? Work on this first. Once you have clarity, look at the way you behave. What does it show? Make it a part of your reflective journal.

Communication: One of my clients always sends emails, hesitant to call the stakeholders until there is a 'live or die' situation. Such communication style created the impression that he is always slow in response. Small changes make a huge difference. You don't have to manipulate or change your values.

How you see yourself can differ significantly from how others see you as a leader.

"The Perception of your leadership style by your team members is an indication of the effectiveness of your leadership style" – Lori A Manns.

Please reach out to me to enhance your leadership growth journey and engage in your Executive Leadership?#employeeengagement?programs.

Feel free to write to me at [email protected] or send a direct message to schedule a call.

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