Kristi Hedges is a leadership coach specializing in executive communication. You may have read one of her articles in “Forbes” or encountered her other book, The Power of Presence. Her extensive research and survey into what inspires people was fascinating. I recently asked Kristi about her latest work on inspiration in the workplace.
“When we highlight potential, we boost confidence.” -Kristi Hedges
Tell me more about the four factors that enhance our inspirational effect, what you call the Inspire Path.
The Inspire Path puts a structure to the research I found that uncovers what communication behaviors inspire others. It’s a guide to increase inspirational impact. While we can’t force someone to be inspired—and if we try to push, it backfires—we can create the conditions that foster inspiration. People are most often inspired through certain types of conversation with others. If we want be more inspiring, we should focus on being:
“What we concentrate on gets stronger.” -Kristi Hedges
What are some of the signs of an ineffective leader’s communications?
Ineffective leaders tend to place great trust in their own expertise and control. Their thinking seems to follow the old adage: “If it ain’t broke, don’t fix it.” So most of their communication is one-directional—telling. By contrast, more effective leaders like to get input from several trusted sources. They listen with an open mind and weigh facts and ideas before rushing to accept or reject these ideas as valid. The majority of their communication is collaborative.
Ineffective leaders often communicate with vague abstractions so as to avoid offense and blame on sensitive issues. More effective leaders, however, understand when an ounce of specificity is worth a ton of abstraction.
“Effective leaders understand an ounce of specificity is worth a ton of abstraction.” -Dianna Booher
While ineffective leaders may communicate directly and frequently (good habits), they often focus on controlling processes and people. Consequently, these leaders often come across as manipulative and uncaring. In addition to direct and frequent communication, more effective leaders are tactful, compassionate, and passionate when it comes to people.
Although ineffective leaders would probably never see their communication lacking in this way, they focus on detail—the “how” of a job, doing things right. More effective leaders communicate the bigger picture—the “why” of a job. And communicating that “why” to team members tends to inspire them to do their best work on the right things.
“What we’ve got here is a failure to communicate.” -Cool Hand Luke
It could very well be because you didn’t know your natural style. By not knowing your unique strengths, you missed the opportunity to tap into what works for you.
If you want to be a better speaker or just improve your comfort level in front of groups, this post is for you.
Scott Schwertly is the founder and CEO of Ethos3, a presentation design and training company with clients ranging from Guy Kawasaki to Fortune 500 Companies. In fact, I personally utilized Ethos3 for two major keynote presentations. I can speak from personal experience that Scott and his team are exceptionally talented at creating memorable presentations.
Why is self-awareness so important for presenters?
Self-awareness is absolutely critical for presenters because it means they are aware of their strengths and weaknesses when giving a presentation. It also showcases that they are clearly aware of which audiences will adore them or challenge them. Without this knowledge, a presenter can only guess and assume, which is a dangerous situation.
“Self-awareness is probably the most important thing toward being a champion.” –Billie Jean King
There are sixteen different types of personas. Would you share just a few of them? (would love to include the graphic of the 16 if it is available).
That’s correct. There is a total of 16 presentation personas. All are different and each consists of its own unique set of advantages and disadvantages. A few of my personal favorites are the Liberator, Activator, and Scholar. The Liberator is someone who is incredibly well rounded where they score high in all 4 quadrants of the Badge assessment. The Activator is your classic sales personality where this type of presenter excels in front of a room, and people love them. The Scholar is the exact opposite of the Activator where they are a verified expert and have a durable message but they may not be great in front of a room.
Where can I take the assessment?
Anyone can discover their presentation persona right now. They can do so by visiting Ethos3’s Badge page. The assessment takes about 10-12 minutes to complete. It’s super-fast. Also, readers should pick up a copy of What’s Your Presentation Persona? to understand their results/profile.
Stop One Thing
What’s a presentation stop-doing list?
Most people today are constantly trying to add items to their plate. They want to read more books, take more courses, exercise more frequently…the list goes on and on. Most presenters are no different. They are trying to do too much, and it simply is not sustainable. Instead, I would suggest instead of adding 7-8 proactive items, why not just stop one. Let’s say a presenter wants to read one presentation book a week, subscribe to 30 presentation blogs, practice 10 times before every presentation, and attend a presentation training course every quarter. That’s admirable, but it may not be doable. Why not just stop being lazy with your presentations or stop short-cutting your content development process? Stopping one thing is much easier than adding ten items.
Speaking Tip: stop one thing to improve your presentations.
My whole life I’ve been a student of success. Many people are surprised to learn that it’s not always technical expertise, extensive training, or even the highest I.Q. that creates sustainable success. There are a range of other skills that are critically important.
Author Judith Glaser is an expert in conversations. Her new book, Conversational Intelligence: How Great Leaders Build Trust and Get Extraordinary Results makes the latest research from neuroscience accessible and practical for all of us to apply immediately. Judith is the CEO of Benchmark Communications, Inc. whose clients range from American Express to IBM. She helps people boost Conversational Intelligence (C-IQ). I reached out to her to learn more about her work.
“Everything happens through conversations!” -Judith E. Glaser
Most of us think of conversations as casual, but you reveal that they are much more than what they appear. What has your research revealed about the power and importance of conversation?
Conversational Intelligence is the intelligence hardwired into every human being to enable us to navigate successfully with others. Through language and conversations, we learn to build trust, to bond, to grow to each other, and to create our societies. There is no more powerful skill hardwired into every human being than the wisdom of conversations.
Conversations are not just the words we use when engaging with others. Our 35 years of research shows that conversations are the golden thread that keeps human beings connected relationally, neuro-chemically, and energetically. Our brain has the ability to ‘signal’ us when the connection feels like ‘distrust’ or when we feel ‘trust.’
Conversations happen like this:
Our conversations take place against the backdrop of our brain chemistry. Our state of mind – and our level of trust and distrust – directly impacts what kinds of conversations we have and how we interpret them. Equally so, our conversations impact how much we trust someone, or don’t.
Brain chemistry is like a symphony, moving us to higher or lower levels of trust or distrust as we converse with others. The brain is where trust lives or dies, and if we are threatened during our conversations, we activate the distrust networks, and if we are feeling trust, we activate the trust networks. According to Angelika Dimoka, Temple University, Fox School of Business, distrust takes place in the lower brain (the amygdala and limbic areas) and trust takes place in the higher brain (the prefrontal cortex).
In other words, the distrust, or fear network, closes down most of our thinking brain, giving power to our emotional and action brain, while the trust network opens up access to our executive brain – the neo-cortex and prefrontal cortex.
“Who looks outside, dreams. Who looks inside, awakens.” -Carl Jung
All human beings, from the time they were born, can access 3 Levels of Conversation. We are hardwired for all 3.
Level I: Informational conversations are transactional – we are most interested in giving or receiving information. These conversations remain at Level I, and don’t activate fear networks, stimulate questions about the impact of the transaction, nor lead to deep exploration of consequences or building strategies and plans. This level is informational.
Level II: Positional conversations are designed to bring clarity, understanding and influence how the other person feels and thinks. We advocate our own opinions and inquire into others’ perspectives. If this inquiry is based on shared curiosity and respect, conversations will be healthy, and the networks of trust will be activated.
But if one or more participants are more focused on making a point or taking a stand, conversations turn to debate, signaling to our brain that we are dealing not with a ‘friend’ but a ‘foe.’ In response, the brain releases cortisol and closes down, or the amygdala becomes hijacked.
Copyright Judith Glaser. Used by permission.
Conversational Intelligence enables us to learn to control this release. Rather than jumping to conclusions, we can instead “wait and see” how the other person reacts. If the other person shows trust, fairness, or reciprocity, then we can sustain healthy brain chemistry and build trust, creating a culture where people are open to share, discover and co-create.
Level III: Relational Conversations build meaning and create connections, which release oxytocin, the bonding hormone. When we care about what others think and feel, our brain senses not only safety; the prefrontal cortex ‘reads’ oxytocin as a signal to trust and open up. As a result, our conversations become innovative, co-creational and energizing. These conversations are the most likely to result in higher levels of partnering, trust, and innovation.
“Those who look only to the past or present are certain to miss the future.” -J.F.K.
I’m not sure about you, but it’s hard for me to take much more of the political fights happening throughout my social media world. It’s obvious that we are in unchartered territory here in the United States because I’ve never seen anything quite like it.
“A person’s a person, no matter how small.” Dr. Seuss
I’ve seen leaders ask more questions to understand and clarify. Instead of proving someone wrong and the rightness of a position, I watched someone modify language and communication. Or, try this: Start with the positive before you believe the worst about someone. And especially gratifying was when two people agreed to actually talk. Yes, talk—you know, when you are actually sitting down, face-to-face and having a real conversation instead of a social media onslaught. What an idea! Finally, I was particularly pleased when someone took my counsel. My advice was to see if you could argue the other side passionately and factually. That required research and time, but I was told it was an incredibly enlightening process. He didn’t change his mind, but he did reach a common understanding with his friend.
“Leaders start with the positive, always believing the best first.” -Skip Prichard
Reduce emotions by hearing the stories behind the raw emotion
Modify language from extreme positioning
Increase face-to-face conversations
Learn to articulate the other side with passion and facts
I can’t say that I’m not frustrated with it all. I still cringe when I see someone post a question as bait ready to hook someone into an argument. At least now I’m hoping for a more positive resolution.
“Respect for ourselves guides our morals, respect for others guides our manners.” -Laurence Sterne