{"id":455,"date":"2017-09-03T07:25:38","date_gmt":"2017-09-03T07:25:38","guid":{"rendered":"http:\/\/www.realworldconsulting.kiwi\/rwc\/?p=455"},"modified":"2018-06-26T23:07:08","modified_gmt":"2018-06-26T23:07:08","slug":"if-you-really-do-think-it-or-feel-it-or-believe-it-then-make-sure-your-express-it-with-conviction","status":"publish","type":"post","link":"https:\/\/www.realworldconsulting.kiwi\/rwc\/rwc-blog\/if-you-really-do-think-it-or-feel-it-or-believe-it-then-make-sure-your-express-it-with-conviction\/","title":{"rendered":"If You Really Do “Think” It…Or “Feel” It…Or “Believe” It……..Then Make Sure You Express It With Conviction"},"content":{"rendered":"

Time and time again I see potentially effective leaders let themselves down when it comes to the “crunch” of communicating their thoughts\/ position\/ beliefs to others who they are responsible for leading. Why ? In my view it is mainly due to three key reasons:<\/span><\/p>\n

a) They haven’t really firmed-up in the own mind what their position\/ decision is – they remain unsure<\/strong> of what message\/ guidance to communicate when they stand-up to convey their position.<\/span><\/p>\n

b) They don’t wish to “get off-side” with those who they are responsible for leading (i.e. disappoint their constituents\/ shareholders).<\/span><\/p>\n

c) They don’t want to be held accountable for making the “wrong decision”.<\/span><\/p>\n

You can tell when a leader hasn’t yet convinced themselves of the best decision to make\/ right direction to advance in. The giveaway signs are in “how<\/strong>” they verbally communicate their position; more often than not using a tone of voice that suggest that they’re looking for affirmation\/ confirmation<\/strong> of what they’re saying from the audience in front of them. Effective leaders don’t look for such affirmation – rather, they simply deliver their message with confidence and conviction and manage audience reaction\/ response consequently.<\/span><\/p>\n

The least effective leaders I have come across during my lifetime are those who are seemingly so concerned with “keeping everyone<\/strong> happy”, that the best decision that has the greatest chance of positively impacting at least the majority of stakeholders is overlooked and\/ or not communicated. Newsflash:<\/strong> it simply is not possible to please all the people all of the time !<\/span><\/p>\n

A “people-pleaser” leadership style inevitably results in the person in the leadership position becoming more of a politician than an effective pragmatic leader. Consequently, they end-up viewing challenges made in relation to their ideas as “personal attacks”, and they quickly become embroiled in political debate. “People-pleasers” are more concerned with stroking their own ego and strengthening their position of power\/ influence\/ glamour, than making the right practical<\/strong> decision that best meets the needs of the people that they’re responsible for leading.<\/span><\/p>\n

Finally, the sign of a strong and effective leader is when they courageously stand-up and make\/ communicate the right decision despite<\/strong> what critics around them say at the time of making the decision, or afterwards. They believe in themselves and know inherently what the right thing to do is<\/strong>, even if the right thing means taking a high risk and has the potential to “back-fire” on the decision-maker. Such leaders are mature and accustomed to taking responsibility for their decisions and actions<\/strong> – they are used to being accountable.<\/span><\/p>\n

My advice is that if you’re looking to propel your organisation forward with plenty of momentum then avoid appointing “people-pleasers” to leadership positions. Rather, select and appoint people who are pragmatic by nature, who have a proven track record of backing themselves when it comes to making tough calls, and who communicate their position clearly, confidently and with conviction<\/strong>. You may not always like – or agree with – the decisions that such leaders make, but you will be able to have confidence in their ability to objectively make the right decisions<\/strong> and take the right courses of action in the best interests of at least the majority of people who they are responsible for providing leadership to<\/strong>.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Time and time again I see potentially effective leaders let themselves down when it comes to the “crunch” of communicating their thoughts\/ position\/ beliefs to others who they are responsible for leading. Why ? In my view it is mainly due to three key reasons: a) They haven’t really firmed-up in the own mind what their position\/ decision is – they remain unsure of what message\/ guidance to communicate when they stand-up to convey their position. b) They don’t wish…<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[3],"tags":[],"_links":{"self":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts\/455"}],"collection":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/comments?post=455"}],"version-history":[{"count":3,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts\/455\/revisions"}],"predecessor-version":[{"id":964,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts\/455\/revisions\/964"}],"wp:attachment":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/media?parent=455"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/categories?post=455"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/tags?post=455"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}