Fear not. This isn’t another political commentary on one of the countless inappropriate comments that US President Donald Trump has made. Nor is this an analysis of the reasons and bizarre cultural phenomena that conspired towards his election.
For all the media coverage of Trump’s election and quirky little-known fact went largely unnoticed. On April 19, 2017, Trump won every single Republican primary in the county of New York, except one … the one he lives in.
If we take the wild distractions of Trumpism out of the equation, there’s a lesson for all leaders who think that they’ve created a heartland, a base of support or a sanctuary against the need to constantly change and evolve our message.
The lesson is that it’s very hard to be an expert in your own village or, more biblically, a prophet in your own land. Messages, like voices, can become stale and unnoteworthy across the passage of time – and this can apply to even the most worthy of voices and messages.
What to do in order to prevent the browning of your message like a slice of American apple in the spring sunshine? Delegate. The answer lies in having other people step up and deliver messages in a voiceless familiar for those who we want mobilised into action.
Of course, the ability to delegate goes directly to your own capacity to trust. And it’s here that we find ourselves more deeply examining our own leadership practice. The more you trust, the more you are trustworthy. The more trusting you are, the more you delegate. The more you delegate, the fresher and more accessible your key messages will be.
Ok so, Trump and trust – that’s probably a topic for another newsletter altogether.
FREE WEBINAR – “When Will They Ever Learn – Performance Conversations Geared For Action”
Even myself, I know I’ve rehearsed the words I’m going to use and diluted key messages to assuage my own discomfort so much that my staff members are often more confused and unsure about what to do next as a result of my unstructured attempt. Sound like something you might also be guilty of?
Well, what if you had a consistent approach to use that meant that people viewed performance conversations as genuinely valued learning opportunities? What if your staff members actually looked forward to talking with you about improvement rather than conveniently booking a dentist appointment at the exact time that you schedule a chat?
It’s all possible when we bring sound, practical learning theory into the tough conversation mix. And so, this webinar’s practical learnings for you will include:
- how to ensure key messages are clear and unambiguous.
- how to set goals and behavioural targets that are acted upon (I mean before the 11th month of the annual performance appraisal!)
- how to handle the emotions of everyone in the room.
- how to get people thinking through the conversation – rather than merely enduring it.
- how to have your staff members authentically active within a structured improvement cycle