The Power of Nudge coaching- How Small Actions Create Big Results

Has hybrid working created lazy leadership?

A question I've thought twice about asking..

I've been saying for some time, leaders make more trusted leaders, and are more likely to smash targets when they understand the power of coaching. But, is that enough?

As human beings, we are all susceptible to making irrational decisions and engaging in unproductive behaviors when under pressure.

This is where the nudge coaching theory comes in - a concept that uses subtle, positive reinforcements to influence our behavior towards making better choices.

In co-creating ideas, the nudge theory can be a powerful tool to encourage collaboration and creativity.

By creating an environment that nudges individuals towards positive behaviors, such as active listening and sharing of ideas, teams can work together more effectively and achieve better outcomes.

How do we set goals?

By setting clear goals and using positive reinforcement to encourage progress, individuals are more likely to stay committed and motivated towards achieving those goals. But, how do we do it, where do we do it?

How?- Environment is everything when we prepare conversations with our teams, and do we just have 'under performing conversations, or do we say " Eh, that call was great, what do you think you did differently. Well, keep on doing more of that, and try this too."

Where?- Zoom is pretty crap when you want to create a more sensory experience, so, putting effort into your zoom conversations, means that you're going to consider pre reading context, informing your team member " Let's discuss your call with Gerard, it was great. Have a think about what went well and how you could improve it. When we catch up we will talk about it and see how you can continue to do these great calls".

Relaxed chats with intent

Recently, I invited Emma Sinclair TAP.cert on to a workshop as a Guest Speaker. Emma is one of life's conscious humans that understands the importance of balancing motivated, inclusive, diverse teams. Emma spoke about the team huddles that her and her team attend to 'just chat' and see how things are going. She has been an Ambassador of nurturing a space safe enough to say " I am taking a walk, a break to get away from this screen". She uses a nudge technique with all of her team and I know without spending any time with Emma, she will have a diary reminder to speak to each of her team for off the cuff and planned 'check in's'.

Do Emma's team understand their deadlines, absolutely, they also understand that they're human and treated that way!

Bravo Emma and thanks for the talk!

Giving advice isn't a nudge, its your own biased view

The easiest thing to do when you're a leader is give advice of how you would do something. I know, I have been there; it's taken me years to STOP IT!!

In all honesty, no one needs advice, they just need to be listened to, guided and encouraged, unless of course, they ask

Staying away from going to give advice- as ?? Michael Bungay Stanier suggests, we think our advice is actually better than it really is. We dont!

Accountability

You'll all read lots about accountability, and it's a re engaged buzz word on the leadership circuit. What does it really look like thought, when it's effective?

Coaching has never been as important, vision boards, pictures linked to your teams 'why I get my ass out of bed' to come here.

Setting clear expectations and goals for team member isn't a 1-1, a PDP a KPI conversation, far from it.

It involves getting everyone together, running a workshop linked to their challenges, co design ideas together, whilst communicating what is expected of each individual and what they need to accomplish in order to achieve success.

I recently spent some time with Neil Stone a sales professional that is working within a role that supports companies that require their supply chain management systems that enable resilience and efficiency.

Neil and I met during a workshop that I ran, discussing social styles and how important it is to understand how your clients think and how we can become more versatile.

Neil has a genuine interest in trying out new ideas and he's a pretty autonomous guy, that lacks ego that stops him from personal development. We had a really open coaching conversation, post workshop to solidify Neil's goals. What I loved about this conversation was the brutal honesty that Neil has towards his own areas of improvement.

It got me thinking; if we had more Neil's, that were open to change within our organisations, then we'd be more efficient, plus significantly happier.

Neil had given himself his own nudge, and I think it will have a ripple effect with other parts of his role and life. So, my point being, accountability is a set of beliefs and holding the mirror up and saying to ourselves.... "I have some shit to sort out here!". We have to get out of our own way, don't we.

Why are expectations a two way thing?

Expectations are a two-way thing when leadership coaches and sets expectations using the nudge theory because both the leader and the team member have a role to play in achieving success.

More modern leadership will require a co creative way of setting clear expectations for team members and providing the support and resources necessary to help them achieve their goals.

When using the nudge theory to set expectations, leaders using positive reinforcement to encourage their team members will be having 'off the cuff' conversations, nipping in for a five minute catch up, to continue the momentum and enable better decisions and take the necessary actions and adaptability to achieve their goals.

Celebrating effort

Progress and achievements aren't just SMASHING TARGET, in fact, if we celebrate a change to a small part of their goals, and offer encouragement, then the good habits are going to stick. Reinforcement is key.

When we become more intentional with observing and checking in and celebrating the 'small stuff' the bigger achievements will occur organically.

Listening- making time to listen and be present is one of the most under estimated thing to happen. Every workshop that I have recently ran, most leaders have been on the phone intermittently, making it a pointless exercise.

If leaders aren't present and dismissive, then their team will be. Respect is a 'two way' action- its a shared goal of we're present.

By creating a two-way dialogue and fostering a culture of accountability, both leaders and team members can work together to achieve success and create a high-performing team.

This ensures that expectations are not only set by the leader, but are also embraced and acted upon by team members, leading to better outcomes for everyone involved.

The informal chats are more important

Informal chats are important in catching up with team members when you're a leader because they help to build trust, rapport and a sense of connection between the leader and their team members.

Informal chats are a way to check in on team members, both personally and professionally, and to get to know them on a deeper level. Lazy managers and leaders will swerve this, like I swerve the gym on a Monday morning; it takes effort.

You're going to understand your team strengths, habits, social styles, motivations, and concerns, which in turn allows you to provide more effective coaching and support. People remember the small genuine conversations.

Informal chats will help to identify any potential roadblocks or challenges that team members may be facing in achieving their targets.

By taking the time to have informal conversations with team members, leaders can gain insights into what is working well and what may need to be improved, and they can help to remove any obstacles that may be hindering progress.

When team members feel heard, valued and supported by their leader, they are more likely to feel motivated and engaged in their work. This will lead to increased productivity, creativity and collaboration, which in turn can help teams to achieve their targets more efficiently.

By taking the time to have informal conversations with team members, leaders can build trust, foster collaboration, and create a more positive and productive work environment.

Finally, nudge theory can also help create accountability within a team. By establishing small, achievable steps towards a larger goal, team members can hold each other accountable for their actions and work together towards success.

Overall, the nudge theory is a simple but powerful concept that can help you and your team to:

- Co-create ideas

- Increase commitment

- Create sustained accountability

By using small, positive reinforcements, we can all work towards achieving our goals and making better decisions.

Interested in attending a workshop or want to discuss leadership workshops, I'm your gal!

Register here - Mindset Workshops — Success stories (tipitalks.co.uk)