Speak Up! Speak Out!

I? work with clients who believe that they should be speaking out more in their leadership meetings but find themselves repeatedly staying silent. This is not because they haven’t got anything to say or contribute, quite the opposite. This is not uncommon and many of us can struggle with sharing our thoughts and opinions in group environments. Especially when those environments are high-pressured. So what’s getting in the way?

Kim Scott, author of Just Work and Radical Candor, recently published an article on this topic in their digital newsletter Radical Respect. In the article Scott talks about 6 areas which we use to rationalise staying silent. The 6th area resonated with me the most and aligned to the common reason I encounter with the clients I work with; ‘It’s not worth putting my reputation at risk’. What others think of us and how they may react in the moments we speak out can trigger us to stay silent. This is truer when the situation is being attended by an audience; it’s exaggerated when the audience consists of individuals who we deem to have power or authority over us. This can be even more problematic if there is a toxic or bullying culture in motion.

I’m not saying that we should always speak out. If the environment you’re working in feels unsafe and you’re likely to receive retribution for saying what you think then I feel that you must behave in the best way to look after yourself (but also get another job). However; if you feel safe and able to do so, then I ask you to challenge yourself. Scott states:?‘The worst thing you can do for your career and your reputation in the long term is to hide your talents or suppress your voice or not do your best work.’

If you’re struggling to speak out then give these a try:

• Write down your point when it comes into your mind and have it prepared ready to share
• What’s the worst thing that will happen? (Your response to this is highly unlikely to happen)
• Remember how you feel or react when others share. You will be offered the same.
• What will happen if you don’t share? Think about how you’ll feel and use this to motivate you

‘A good reputation is the result of being your best self, not something you can achieve by trying to be what you think others want you to be.’ Kim Scott

Emotions at Work: Ok or Not Ok?

It’s a topic I love to talk about and now the University of Pennsylvania has offered their insights into the subject...

In the March issue of Monthly Muse I shared the work of Dr Susan David on the subject of showing emotions in the workplace, and what she describes as the tyranny of positivity, where we quickly over-simplify what 'good' workplace culture looks like by labelling all emotions as either 'good' or 'bad' - positivity is good and negativity of any kind, and in any form, is bad.

The Wharton Institute of Executive Education at the University of Pennsylvania in America teaches in their leadership programme the idea of emotional contagion - where individuals’ emotions can be mirrored by others within a group environment - and how as a leader it is key to be aware and manage it effectively to encourage a productive workplace. This includes being conscious of how your own emotions as a leader can influence those you lead. Taken from their website, the Wharton Institute states: ‘Cognition and emotion are completely intertwined: if you and your team are stressed, fearful, or worried, your decision making and ability to process information are negatively affected. Conversely, positive emotions lead to better employee attitudes, creativity, and job performance.’ Using knowledge of this contagion effect can aid leaders to influence a more positive, successful, team performance. To positively manage emotional contagion:

• Be consciously aware of your own mood and its usefulness to those around you
• Use body language including tone of voice to substantiate the mood you’re trying to demonstrate
• Make direct eye-contact with everyone and focus your attention fully on those you engage with
• Address negativity and negative individuals within your team and explore what’s going on
• Encourage emotions and provide a safe space for individuals to express themselves

Read the full article from the Wharton Institute by visiting https://executiveeducation.wharton.upenn.edu/thought-leadership/wharton-at-work/2021/04/control-emotional-contagion/

Support Your People to Navigate?How?to?Achieve,?Not?How to Deal with?You

'When people aren’t spending time thinking about how to navigate a situation, they’re spending time executing. When they’re executing, the entire machine moves faster and produces a higher output.’ Gary Vaynerchuk, LinkedIn, August 2023

This is a quote from Gary Raynerchuk that I lifted from one of his recent LinkedIn posts and it hit me hard. Not just because I've been there, trying to navigate how to deal with challenging managers and leaders, and being consumed with anxiety, but because it's just so bloody obvious! And yet so many individuals in business struggle with this daily.

If you lead with fear, confusion, and consistent pressure, your people will be mentally and physically consumed, and therefore distracted by negative, draining, unhelpful thoughts and emotions. Whatever you're trying to achieve won't happen quicker, but slower, and will be under threat. Even if you do achieve what you want, it won't last or be consistent, because your people are going to be burnt out. Destroyed.

If you focus instead on building a safe environment for your people, where they can be themselves, where they are clear on what is expected of them and the goal, where they're empowered to make decisions and utilise their skills, and where it's ok to try things out and make mistakes, people - and your business - will thrive. Everything will be executed more effectively and efficiently because everyone will be focused on getting things done, not worrying about how to get things done in a way which best pleases the boss and avoids a reprimand. Everyone will be putting their energy in the right place - to achieve, and succeed.

The Coaching Cast Podcast Refreshed!

Suzy and I have taken an extended Summer break to rest, recover, share a few cheeky beverages, and reflect on the podcast...! In our third year of recording we are keen to ensure that the podcast continues to support our loyal community of listeners - our Corporate Bullsh*t Bashers (CBB’s) - and bring content that supports everyone who listens to be their best selves at work. We’re therefore excited to announce that we’ve begun working with podcast expert and producer Gary Jones, founder of GROW Radio, to help us grow The Coaching Cast. We will launch our first new episode together on Tuesday 3rd October 2023 and will subsequently release episodes on the first Tuesday of every month. Follow us on Instagram to be kept up to date with the latest news or visit our website thecoachingcast.co.uk

GRIP Coaching Clarity Hour

I don’t think being a manager should be ?? so I work with middle managers, who work in the most pressured and conflicted layer in any business, to embrace their roles with energy and enjoyment, to get a grip of their personal development and growth, and connect with their confidence and capabilities, to ensure that they thrive and don’t get caught in the crap trap.

I’m filling my diary next month with my Clarity Hour - 1 hour with me, virtually, on a day and time of your choosing. In the hour we’ll explore together:

• What’s going on for you right now
• What you want instead
• What you’ve tried already
• What’s getting in the way
• What strengths and opportunities you have
• The steps towards achieving confidence and accelerating your management career

All of this for just ￡150. Plus I’ll give you an exclusive discount on any of my coaching packages which is only available to those who’ve completed a Clarity Hour with me. Visit www.gripcoaching.co.uk/services to book your hour. I’d love to work with you!