Organizational acumen is nothing more or less than understanding how things work in your organization. The better you understand the structure, systems, processes and people in the organization, the more effective you will be at getting things done. Find out how you can improve your organizational acumen.
Blog #3 in the series on Effective Communication talks about what it means to “really” listen. Engaged listening is one way to boost employee engagement.
Blog 2 in Communicating Effectively series covers how to build a simple communication system. Who, what, how, when and where you communicate make a difference to effective communication.
Communication is the key to success in ……. just about everything. But if you’re looking to have a successful career, it’s a foundational skill that you need to master. This blog series will take a look at three aspects of communication.
When you are emotionally charged and passionate about your work, it’s easy to cross the border from passionate to pushy. When you’re passionate, you are enthusiastic, eager, fervid, emotional, and heartfelt. When you’re pushy, you are overbearing, domineering, aggressive, and forceful. How can enthusiasm deteriorate into aggression?
Many years ago, I was part of a team of marketers in Europe. Our team was made up of people from many countries in Europe and this American. It was almost all women, with one, very quiet, very discreet man. Marketing was undergoing (yet another) transformation and job descriptions had been changed.
Complex work environments give rise to a broad range of handicapping emotions: frustration, overwhelm, worry, blame to name a few. These emotions can trigger a stress reaction which activates adrenalin and cortisol, causing a physical reaction which can then impact our behavior.
As we push through career challenges and look after our families, many of us neglect to take care of ourselves. I know how it is. You’re not eating so healthy since you are often on the run. Getting exercise is a happy ideal that you never have the time for. You’re catching up on work after hours. You’re not sleeping enough.
Are you tearing your hair out over unrealistic goals at work? Humans have a need for fairness and autonomy (control). As one of the top workplace stressors, unrealistic objectives and demands make us feel overwhelmed, but also angry and powerless. But what can you do about it?
We’ve all had to do it – work with someone we really, really don’t like. It can be both physically and emotionally uncomfortable working with people you don’t like. Dislike can be triggered by physical appearances, unconscious bias, attitudes or opinions, even the sound of someone’s voice. Generally speaking, we dislike what we can not relate to and what we do not approve.
Influencing without authority is a critical job skill for project managers. Keeping the cats herded requires a combination of strong project management and communication skills. When you combine that with influencing levers, you can master the most complex projects. Here are five ways to influence without authority.
As a manager, you set the tone for your team. Your management style drives how the team behaves collectively. And it can change the way people behave individually as well. Putting people first is rarely the focus in a shareholder/profit driven economy. But there is a growing movement for something more humane. Compassionate management goes beyond managing the mission. It’s about managing the people.
Whether you are building a new team or launching a new project, you’ll need to establish a management system to keep things on track. If you are stepping into an established role, you will want to evaluate the management system that already exists.
Whether you are joining an established team as a new leader or kicking off one with all new people, you are starting at ground zero. As a new leader, you have a lot to learn and to do, but I believe you should always take the time to create a unique relationship with your team members.
This is the 6th and final blog in my series on Influencing without Authority. So far, I’ve covered why it’s so important and 4 key influence areas to leverage (Expertise, Resources, Information, and Relationships). This last blog covers attitude. Right up there with building relationships, it seems pretty obvious to me that how you treat people, the attitude you take with them, is a huge differentiator.
In my blog series about Influencing without Authority, I have covered why you need to even consider it and 3 influence types so far : Expertise, Resources and Information. Now let’s explore softer skills types of influence. I’ll start with Relationships and the last blog will be all about Attitude.
So after the intro and blogs on Expertise and Resources, let’s focus on Information as a source of influence. Having a level playing field on knowledge about critical information is a must. If team members are not informed of key information, it’s impossible to move in the same direction together. You have information that others need and for sure they also have information you need.
In my last two blogs, I focused on why influencing without authority can be so important and on the influencing effects of expertise. Let’s explore how resources are a source of influence. We all know that having the right resources – skills, people, budget – has a direct impact on the success of ambitious projects.
This is part 2 of a blog series on Influencing without Authority. If you missed the introduction blog, you can check it out here. I covered why it’s so important to leverage other types of influence and shared a personal example of what happens when you don’t. This blog will focus on Expertise as an area of influence.
Over the years, I have worked many complex, cross organizational, cross discipline projects which required influencing without authority. I learned many lessons – both from making mistakes and from applying some sound principles to my work ethic. In this blog series, I’ll be exploring what I consider the core elements of influence as well as some thoughts about creating a shared sense of urgency, which is critical to successful projects.