- Words to Lead By
Every month Mariposa Leadership, Inc. chooses a particular leadership concept or theme to focus on. Currently, we are focusing on language, communication, and the use of metaphors as extremely important, powerful and influential tools for leaders.Mariposa Leadership pays close attention to what we call the Language of Leadership. Our coaches realize that a leader’s use of language and choice of words has the ability to either incite fear or inspire change, perpetuate problems or convey vision and wisdom. The language that leaders use to convey their messages to others is an extremely powerful and influential medium. Today’s leaders need to become aware of the fact that it’s the language of leadership that actually drives what occurs within their organizations. Leaders can actually change their organizations by changing their language!
We’d like to hear what you have to say about this notion.
5 comments so far
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I appreciate your commentary and reinforcement of this important material.
Insights abound!
Lucy
A whole world lies within the words and metaphors we use daily. Not only do the words we choose make a difference, they can also “make or break” relationships with our employees. Today’s younger workforce wants more choice, creative license, and autonomy. They don’t want to be “micromanaged.” That’s one example of leaders using 20th century command and control language for a 21st century mindset and workforce. We often hear leaders’ language riddled with militaristic or hierarchical metaphors (i.e., 'gathering the troops to drum out a killer-ap strategy’). Not only can this language incite a fear-based culture, it also works against what these leaders say they are striving to be…more collaborative and development oriented. You wouldn’t know this from their language.
Susan J. Bethanis, Founder/CEO of Mariposa Leadership and author of Leadership Chronicles of a Corporate Sage, offers leaders six suggestions to think differently about language and to convey messages more powerfully and positively:
1. Slow down and get conscious that your language and intent may not be aligned. If it’s team building you’re after, use “empowering” language rather than “overpowering” words.
• Don’t say-“It’s a minefield out there. Let’s divide and conquer on this next project.”
• Do say-“We are in a tough situation, which means it’s even more important to work together for success. Let’s start by creating two teams to flesh out these two parts of the project.”
2. Expunge absolutes. Avoid using “always” and “never” when communicating with others, especially when giving feedback.
• Don’t say-“You always show up to work late and never finish your work on time. You need to get your act together!”
• Do say-“I’ve noticed that you have shown up for work late twice in the last week, and you slipped two milestone deadlines on Project X. What’s your plan to change this pattern?”
3. Make sure to balance your need to “drive” change with words that actually “inspire” change.
• Don’t say-“This project has to be done by the end of the week or heads are going to roll.”
• Do say-“Completion of this project is critical to the survival of the company. What will it take to finish the project on time?”
4. Use inquiry (ask) more than advocacy (tell) when you coach and problem solve with your employees.
• Don’t use-“You didn’t make your sales numbers last month. Please re-contact the ten CIO names I gave you and get back to me.”
• Do use-“I noticed that your sales numbers are down from the month before. What do you attribute the change to? What have you tried so far to make up for it? What options have worked, what hasn’t worked? What support do you need from me?
5. Be clear in your requests of others. Include specific actions and date needed.
• Don’t say: “Will you do me a favor? I need a draft of the marketing plan for my boss.”
• Do say: “I have a request: Will you do a first pass on the marketing plan? Please use our excel template and do two pages of activities to start. Does Wed. work for you to get it to me?”
6. Reframe how you think about “change” when it comes to people on your team. We “fix” cars and planes; we don’t “fix” people. And, definitely, avoid “quick fixes.”
• Don’t do a quick “structure” fix (i.e., a “re-org” like tucking someone you don’t get along with “under” someone else)
• Do: Look at “culture” first, then the “structure.” What skills need to be developed across your team in order to work with customers better, sell better, get along better, etc. What are the gaps that exist? How can we then re-skill, re-structure or add people to fill those gaps?
On June 22nd Mariposa Leadership had Judith Glaser as our guest on Wise Talk. Judith is an executive consultant and coach as well as the President and CEO of Benchmark Communications. Judith is also the author of Creating We — voted “One of the Best Business Books of 2005″ by Business Book Review — as well as author of this month’s Leadership Resource The DNA of Leadership.
Sue and Judith focused their conversation on biological metaphors of leadership. They discussed innovative ways in which leaders can create and solidify commitment, collaboration, and inspiration within their organizations. Judith shared her expertise in applying fascinating new research in biology to leadership and change. Their conversation was recorded and can be found on our website starting July 6th. Just visit http://www.mariposaleadership.com and click on Wise Talk.
Exactly right!!!
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Our coaches realize that a leader’s use of language and choice of words has the ability to either incite fear or inspire change, perpetuate problems or convey vision and wisdom
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I’ve noticed that what a team leader says totally sets the scene and the atmosphere in the office. (Come to think of it, this was even more true in manual work teams I was in during my holiday jobs at university — years ago.) A bad leader, and we shrink. I pity the guys who have to labor under people like that. For one thing they are probably going to be sent off to more corporate team building programs then they deserve as their unpopular leader loses more and more respect and control of the members of his team. Anyway, you’ve made a good point here, IMHO.