ARE YOU ACHIEVING EXTRAORDINARY RESULTS?
If you are achieving extraordinary results, I suspect you trust and are trusted by others. No matter what you are doing in life.
If you have the interest and agility to increase your results, consider the conversations you’ve had today; yesterday and the day before. If you deconstruct these conversations, what would you uncover about yourself? And, if you placed the results on a dashboard would the dial point to connected, productive, creative? Or would the dial move to the opposite side of this gauge – pointing to sceptic or resistor?
Judith E. Glaser, author of Conversational Leadership – How Great Leaders Build Trust & Get Extraordinary Results, advises her readership and clients over the past 30 years that we’re probably speaking to and from the wrong brain – the Primitive Brain. (Who would have known?!)
By using your Executive brain, you’ll notice that this connection will alter everything: the way you phrase your greeting, ask your questions and how you offer or make comments. Rather than create distrust, this newish brain will build trust. And trust is the anchor in your relationships to weather all situations.
Whilst some of us might think our conversations are powerful, we may be failing to see the impact these interactions have on others. We need to heighten our awareness and increase our use of the Conversational Intelligence (C-IQ) skill which connects intentions with impact.
Judith’s goal is to help you move from operating at C-IQ ‘Level I – transactional’ (how to exchange data and information) and make the quantum leap to the learnable C-IQ ‘Level III – transformational’ (how to co-create conversations for mutual success). Put simply, change to a listener rather than a teller.
The new language is co-create – working together, cutting through bureaucracy, hierarchical levels, removing the need to be right all the time, in an effort to build a successful culture. This is done by influencing each other’s neurochemistry, while we express our inner thoughts and feelings to strengthen relationships while making sense of the world. Too easy!
We have five brains according to the research which Judith shares liberally – each brain having an influence on our conversational ability. The Primitive brain, which hosts the fear mongering Amygdala, operates differently to our Prefrontal Cortex (Executive brain) which is activated when we feel we can trust others.
As leaders, we unconsciously drip-feed our teams with ‘conversational cocktails’; resulting in the team being drunk with happiness, excitement and enthusiasm, or, all too often, they start acting like angry animals. The ‘cocktail’ is a mixture of biochemicals triggered by what you do and say. The chemicals, oxytocin (bonding), dopamine (when you’re right) and serotonin (happiness) are released if your conversation is at ‘Level III’ – when you and the team are working to achieve a mutually successful outcome.
When what we say, what we hear, and what we mean are not in agreement, we retreat into our heads and make up stories that help us reconcile the discrepancies.
So, when what we say, what we hear and what we mean are not in agreement, we retreat into our heads and make up stories that help us reconcile the discrepancies. We make “movies” and generally fail to connect.
If you were to replay ‘the movie’ of a recent staff meeting, what would you see and hear? Would you see the same people sitting in the same spots, hear the same people speak and see the agenda following a similar pattern? To make a change, Judith recommends commencing with a ‘Rules of Engagement’ activity which talks to the Amygdala, calming it down to be more fully engaged with the meeting intent. Similarly, when we host a workshop or conference – we break the ice with this style of activity to build trust in the group – we talk to the Amygdala!
The term ‘intelligence’ was brought alive with the advance of Emotional Intelligence (EQ); which is differentiated by Judith: “Emotional Intelligence is about self-regulation whereas conversational intelligence is about co-regulation”. I get this and it will be the EQ leader who will ease into becoming a C-IQ leader. One who will masterfully observe their inner world of desires whilst observing the impact of their actions on others.
I am currently reading Big Magic, by Elizabeth Gilbert. It’s my 30th book. I’m a little behind with reviews as I found writing about Conversational Intelligence a challenge. I’m not totally sure why, the content isn’t new to me – it’s probably deciding what to share with you and what not to include!
Please take the opportunity to read this book. It’s a definite ‘must read’ to learn how to train your brain and ultimately achieve extraordinary results in your endeavours.
I have been inundated with questions about my reading project, in particular, my ability to read so many books. Well, I do read, I don’t listen to the books and I know that I am disciplined person who enjoys learning what others are learning. I believe you must keep ahead of the amazing information and practices which others are successfully applying in their Leadership Practices.
I’m endeavouring to read 52 Business/Professional/Personal Development books in 52 weeks. Yep, that’s one a week. As I read each book, I’ll share my thoughts, learning and recommendations. If there is a book that you’ve been meaning to read, let me know and I’ll read it for us!