Credibility Part 2 – The 11 Essential Components – How many do you have? by Matthew Hill

If you haven’t got cred, why get out of bed?

Whether you are a university professor battling your painful way up the academic ladder, an independent trainer providing stimulating sessions in a classroom, or, a coach drumming up new clients, there will be one thing that walks into the room before you do Your Credibility.

It is the label that attaches to you. If you are late for a dinner party or social gathering you will be introduced with that label or property – “Sarah Smith is coming, you know, the one who XXX.” Where XXX represents your reputation / key knowledge asset or the story that sticks to you most.

In the next post – Credibility Part 3, we will outline the key actions you must take in order to boost your credibility to the max and escape any negative aspect of your reputation that is holding you back.

So, what are the components of your credibility? Let us skim the surface with just 11.

*1. Skills and competence – We would not be having this conversation if you were not talented, brimming with potential and waiting to add value to various groups and communities. It is the things you know, can apply and that have an effect that are important.

red vector bubble banner credibility

Skill after skill after skill

Action – Make a note of all the skills, competences and value you have and can bring to a group. When you carry out this exercise with true diligence, the breadth of your list may surprise you.

  1. Benevolent energy – Basically are you a nice person, doing nice things for people who have a clear need? It is the opposite of malevolence – wanting something bad to a happen to a group of people – Imagine the rare instance of a racist politician (hard though that is to imagine.)

Action – Take a brief look in the mirror and ask yourself if you want something good for your target audience? We wish you well with your answer.

  1. Consistency – When you keep your promise, show up on time and deliver results, your credibility will skyrocket. It is simple, though many fail to recognize the importance of this component.

Action – Honesty test – Are you a woman / man of your word?

  1. Look and smell like a winner. As I write this piece it is London Fashion Week (It seems like it always is.) Magazines, Hollywood gossip or Friday night at the pub – The focus is on outer appearance. We are simple forest creatures and we pick our mates and leaders visually. So, you do need to look the part. Tall people do better. Blondes outscore brunettes and bald men are paid less that the lion maned – Nobody said life was fair.

Action – I did attend a serious conference in Germany a few years back that included a specialist on this topic and she concluded that we should all rush out and get a lift, tuck and liposuction! Food for thought…

  1. Eloquent Connecters – We have included two components here for expediency. If you can start with your audience – Work out who they are and communicate effectively with them, you will gain great credibility rapidly. It is less about you and more about them. On top of this if you have a memorable and effective public speaking style, then you will gain bonus credibility points and will experience more control over your own destiny.

Action – Study influencing techniques, learn advanced presentation skills and book yourself some singing lessons this week.

  1. Quality – “Good is not longer good enough. You now have to be remarkable.” (Seth Godin) Excellence is the new normal and we all have to step up in ALL areas. Charm will take you just so far (my spelling mistakes are charming to all those who are not full-on OCD.) Taking your work and output to a new level of accuracy, depth and style will make a big difference.

Action – Use editors and designers, and, practice your pitch in front of constructive critics to take your game up a level.

excellence award - red blurred stamp

At the top of your game

  1. Be a problem solver (and not the problem) The parenthesise refer to Princes and Princess who are perceived as being high maintenance. This becomes their label and overshadows talent, value and core message. There is nothing more attractive to an audience than a fixer, travelling through work and life being willing and able to untangle cables, solve the issue with the numbers, and, move on to deliver results, solve the puzzle and allow others to win.

Action – Please attempt to be user friendly. Practice root cause analysis and problem solving. Learn how the world works and give away your victories.

  1. Reframe pessimism as optimism – Are you a radiator or a drain? Do you suck the life out of a room or illuminate the space in front of you? When you replace low energy passivity with realistic enthusiasm, you will be loved. When you take the negative and reframe it positively, you will be respected. It is easy to join in with a depressed bunch and chime in with the collective moaning – misery loves company. Please do not be tempted to do this. It will become your label. Whinging Winston / Wendy. Nobody will want you at their party.

Action – Practice reframing low energy, blocked and negative group input constructively and positively, adding energy and inspiration into the mix for good measure.

  1. Become the Go To Expert GTE – Taking a couple of the points above, there is a space waiting for you as a Subject Matter Expert – SME. This is about depth and breadth –Mastery of content. When you get there you will, automatically become the GO TO EXPERT person. Is that what you crave? Can you handle the pressure? Are you prepared to step up, take on the role? And deliver?

Action – Study, learn, read, ask to become an SME in your chosen field.

The Winnr is...

  1. Opinion Leader – Subtly different from point 9. Being an OL is a specific role that combines expertise with communication. It is the embodiment of Credibility in action. It actively connects the value that you have with the attention, need and desire of your audience to engage with you, follow you, relate to your purpose and DO WHAT YOU SUGGEST. When you are at this level (the top of the mountain), you will have the power to drive audiences to take meaningful action. You will be able to direct attention to a fruitful and ethical agenda, and, you will be able to make a leveraged difference through the crowd you have gathered. It is an awesome space with a large quotient of moral responsibility. SO – PLEASE – USE YOUR PLATFORM WISELY.

Action – Decide upon a utilitarian path, do the work to get to the top, use your powers for good, and, DO NOT BELIEVE ALL THE HYPE.

Conclusion

You will have noticed the common themes of selflessness, great communication, inclusion of others, putting in the work and keeping to an ethical stance. The rest is up to you.

Question – What will precede you into the room in one year’s time? That depends on what you start doing now.

About the Author – Matthew Hill is a trainer, coach, facilitator, author, public speaker and broadcaster, helping executives and leaders to uncover their soft skills talent, strengthen their competences and, whilst reaching their own potential, benefit their teams and their environment.

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Collaboration Post 2 – 4 Tools To Create Constructive Collaboration by Matthew Hill

Most people, most of the time, are not in collaboration mode – they are pursuing a totally different agenda

Tool 1 Active Listening

Before you dismiss this with a, “ ‘been there, done that, know it all already!” (that would indicate that you are overdue for a listening refresher course), let us remind ourselves that most people, most of the time are not listening actively. They are more likely to be;

*Waiting their turn to give their version of what has just been said, and, if they are super competitive, to story top and WIN! This is not active listening.

Team

Selfless Working

*Asking WIIFM? “What’s in it for me?” This person mines your data looking to extract personal gain and advantage from your content. It is a search function akin to selective attention. Test this by throwing in some test words, “Sex, beer and Netflix” and watch thier reaction. When they twitch they will know you are on to them. This is not an empathic activity.

*I know best. The Listening Observer Critic sits high up, even whilst standing, and allows their privilege to leak out with advice, constructive (or undermining) criticism to let you know that they are just a little bit better than you. These people lack empathy and their contribution may leave a bitter residue.

And now the real thing – Active Listening

The missing elements include;

*First attempting a broad understanding of what is being said and then taking a further empathic step – to understand the speaker as the SPEAKER intends to be understood. This is the Platinum level of listening.

*Psychological proof. This stage is not attained by the listener repeating what they have heard. A smart phone can do that. They are tasked with processing the information from their own perspective, attempting empathy and seeing the matter from the speaker’s Point of View – POV and, then, expressing what they think they have heard. Here we may add, checking for clarity and the confirming the intention component as well. This will sound like, “So, IF I have understood you correctly, I heard XXX. Is that the message you wished me to receive?”

*Letting them finish. The talking stick remains with the speaker for as long as they wish so they finally can feel they have said their piece.

Shocked girl eavesdropping.

Listening?

Miracle

The first time you try these ideas out with a passionate person, the results may overwhelm both them and you. This may be the first occasion when they have actually felt listened too with respect, depth and acknowledgement.

Good luck

Tool 2. Point of View – POV

This is a POV and reconciliation exercise that can be practiced as a training exercise and then used in real conversations. The training version is simple. Split the group into 3s. The first person takes the role of Finance Director, the second, New Young Executive and the third, the Project Delivery Leader. The context is set – The 3 of you are discussing the progress of a critical 90-day work project for your Golden Goose customer. As it stands, you are not going to hit either the quality mark or the tight deadline. Q. What do you do? The suggestion that you are now going to form an opinion on is; PAID OVERTIME. Are you for it or against it in this instance?

+ The first task is for the 3 to get into character and give a one-line opinion, yes or no, with, maybe, one line of explanation.

The answers are normally the expected ones – The Finance Director says, “The new money is not in the budget – No,” Etc.

+ The second task is to work out a strategy for how to reconcile the 3 points of view to reach the required quality standard, and, put in enough work hours to finish the job and end before the deadline.

There normally follows some creative thinking, challenge to opposing positions and a reconciliation that ends come up with a strategy that is, 1) paid for, 2) creates more hours of labour to complete the project, and, 3) can be agreed upon by the 3 people in the discussion.

This exercises mirrors what is required of a Collaborative Working Group – the robust exchange of truths, creating options, reconciling differences and mobilising around a common outcome to stay focused on the task, and, not get distracted by difference.

Once the training version has been completed it is time to have a go in the BWW – The Big Wide World.

Tool 3. Letting Go of Defensiveness

If there were just one freeing exercise that was mandatory for all boards, groups and committees, this would be it. Humans are emotional, primal and full of fear. It is mostly misdirected fear around the participant’s core needs not being met that causes so much grief and delay.

Group Of Young Business People

Stop crossing your arms!

When a board member’s core needs are threatened, defensiveness can easily follow. The 3 needs are;

*Significance – Privilege, status, power, importance or position – When this is threatened or exposed, defensiveness will never be far behind.

*Competence – Another key component of a board member’s identity tool kit is their ability and skill level. When this is challenged, called into questioned or undermined in real time, defensive will surely follow.

*Likable – To generalise – We all have a deep deep desire to be admired, liked and approved of. It is a critical part of most of us and the one need that is examined the most – “Do they like me?” “Will they like me?” “Am I being likable now?” Etc.

How does defensiveness manifest? We can make progress when we spot the symptoms of defensiveness, spot them early and interrupt the negative behaviour that will inevitably follow.

Examples include; plunging into sulky silence, The “poor me” victim script, All or nothing, polarised thinking, wanting and needing to be right, spreading the blame or shame, experiencing a sudden drop in IQ, experiencing energy ripping through the body, doom mongering / catastrophizing, needing the last word, obsessive thinking, Needing to pour out information or saying, “I don’t really get defensive.”

Action – With self-awareness, each board / committee member can learn to notice their own pattern of moving into defensiveness. The next move it to interrupt that normal course of events, reset, and, move in a different direction.

If you start to witter when you feel attacked – Stop, centre yourself and remain silent. If you suffer a drop in IQ, stop and focus on an intelligence enhancing strategy such as collecting symptoms from the recent conversations and attempting to derive a root cause that can be dealt with. If you feel like pointing the finger, interrupt yourself and focus on environmental causes not ones originating for any individual in the room. And so on.

Tool 4 The Licenced Pessimist

If you are familiar with Edward De Bono’s Six Hat Thinking Model, you will know that the Black Hat is tasked with thinking of the biggest risks and the worst outcomes. This function is essential if a group is to combat GROUPTHINK. Groupthink happens when overly homogenous groups, often lead by a strong or charismatic leader, get behind an idea and really go for it. When it is a particularly extreme point of view, risk management goes out the window and, suddenly, something bizarre ends up being carried out by an enthusiastic lynch mob. Remember the HSBC credit officer who saw the 2007 subprime loan property disaster unfolding in the US and spoke up. He was fired by the group-thinking board and disaster followed shortly after.

Asking people to rotate and take a turn to act as the devil’s advocate is a great way to stress test all ideas, and challenge all assumptions before bad outcomes occur.

Hint – It is best to keep rotating this role through the group or an unconscious bias will grow and that single Black Hat will begin to be seen as not playing a useful role but OWNING their tasked negative perspective permanently.

Conclusion

We hope you have benefited from these 4 tools and ideas and will implement them with your committees, boards and teams.

Please like and share if you are going to take action or think others could benefit from this input. Thank you.

About the Author – Matthew Hill is a trainer, facilitator, coach and public speaker helping executives and leaders uncover their soft skill talents, develop their communication competences and, whilst reaching their own personal potential, help others to enjoy a better work life and great business outcomes. Contact him by telephone;  07540659995

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Book Review DIY Mediation – The Conflict Resolution Toolkit Book by Marc Reid – Review by Matthew Hill

Kill the monster whilst it is small

Marc Reid has produced something of substantial value to the wider business (and intercultural) community.

Context

The old world of HR seemed to recoil from conflict and wished to avoid all drama, only to be called back to the matter when things had escalated to a level requiring on the record, expensive and time consuming action – mainly tribunals and litigation.

Mediation and pre mediation intervention aims to kill the monster whilst it is small, keep the proceedings off the record, and, allow marginal characters to gain a voice and have their say when they are feeling aggressed, disrespected or bullied.

Easy to read and easy to apply

The book has a gentle gradient, starting with what is conflict, the stages of escalation, observed behaviours and their consequences, and, peaking with the AGREE model – a process that can be used to grab hold of the issues in an intelligent way, and, move the parties towards resolution quickly, and with minimal cost, time and residue left at the end.

Models

Marc has made a sometimes complex subject easy to follow and easy to apply. He breaks down larger topics with handy acronyms and provides completely pragmatic advise on those hard to reach areas such as remaining free of judgment and partiality. My two favourites were the 3FsFacts, Feeling and Future (when exploring the circumstances of a conflict) and the HEAR method for assertive communication – Happening – establishing events on a timeline, Effect – describing impact, Acknowledge – outlining the scenario from your point of view, and, Request – stating what you, as a mediator, would like to happen next.

Written in plain English and aimed at the average corporate HR professional, this tome will be of use to anyone in business or in a broader organisation who wishes to grasp the nettle of conflict, grow their own competence and awareness in holding challenging conversations, and, who is passionate about ethical early interventions to prevent exhausting escalations in the workplace.

No book is perfect and Marc has walked into the Mehrabian trap – taking this model as an example of how little language conveys in communication. (Mehrabian himself went to great lengths to correct this misapprehension.)

Conclusion

The book provides an accessible and vital tool for HR professionals and a wider audience who wish to move from avoidance to a more collaborative and inclusive approach to handling conflict, and, who wish to pick up and use a no nonsense approach to get the job of conflict reversal in hand in their organisation.

About the reviewer – Matthew Hill is a facilitator, trainer, speaker, author and coach working to build collaboration in international teams for the SME and Corporate sector.

Purchase

To buy the book go to Amazon UK; https://www.amazon.co.uk/DIY-Mediation-Conflict-Resolution-Toolkit/dp/1785893114/ref=sr_1_1?s=digital-text&ie=UTF8&qid=1540458765&sr=8-1&keywords=diy+mediation+reid

Credibility Part 1 – What Your Credibility Quotient – CQ – Can Do For You

If you don’t have credibility, will anybody be listening?

When you walk into a room or open your mouth to speak, you are not on zero. The work you have put in before entering and speaking will either amplify or diminish the impact and gravitas of what you say and who “they” think you are. We call this pre-suasional phenomenon, CREDIBILITY

The Crowd.

Your audience are not automatically predisposed to listen to you or take you seriously when you issue a call to action. First, you have to seed the ground, build the tension, and, programme your audience to respond. Ask any successful public performer and they will confirm this – If you just show up and start, everyone will be disappointed.

What is Credibility?

There are many components (when articulating your talent in the form of a story). It exists in the hearts and minds of the listener as a promise, thought, emotion or belief. It is the faith people give themselves in backing you. It is the quotient of trust, loyalty and leverage that you inspire.

What can Credibility do for me?

I am glad you asked.

It gives your words weight. Let’s start with a negative example that too many people have suffered. You will recognize this (and if you don’t, you may be part of the problem.) In a meeting a woman speaks up and makes a valid, salient and actionable suggestion. What happens next? Silence and the train moves on. 15 minutes later, a higher status man makes the SAME suggestion and, this time, the room erupts – Praise, excitement and buy-in follow. HE has saved the day. She does not have leverage in that room. This is not right and it needs to change.

The Answer

Your credibility quotient CQ will lend authority to the words used and suggestions made. It will be listened to, followed, reacted to with respect, and, taken on board as a serious contribution.

Portrait of confident, happy female nurse in hospital hallway

Trust – As an executive, trainer, coach or mediator, you will need to have established a high enough level of trust already if you wish to make your point with impact. The audience must know you have the skills and competence to deliver. They need to feel that you are a positive force amongst them, and, they should hold you in high esteem for keeping your word and performing well in the past. All this will have been established BEFORE you speak.

Credo – When you diligently define your values, essence and purpose, this enables you to articulate them to others and will add depth, width and richness to your reputation. Think about that for a moment. Can it be said of you now? That you stand for something? If so, this means that an audience will listen to you having preselected trust and respect as their default setting. Powerful stuff.

Visible – The whole you, the complex and sophisticated individual that is you is made up of intersectional parts, multiple experiences and emergent values. If you have followed the formula, you and your credibility will come as a package that is accessible to others. (The pragmatic benefit will be the time you save.)

Respect – Everyone has lived a life worthy of note. We have all had to overcome obstacles and carry on. But, the mental shortcuts of unconscious bias or the propaganda of polarising media may have diminished the love you are due. This goes double if you inhabit a marginal or oppressed group. Credibility is the ladder that will get us out of the hole, make us feel whole and let the light shine upon the fully visible version of us – Complete, included, and, represented.

Become a Player – No longer will we sit in the shadows watching the main show acted out by others that possess confidence and privilege, (sometimes masking their lack of depth and competence, and getting away with it.) We will have our time in the sun, and, at the microphone. And, we will be heard.

Inclusion – There exists an overused metaphor – Of being the last one picked for the football team as you stand against the wall with fear churning in your guts. It is an oft-used image because it represents a truth. It does not take much to be overlooked, ignored or side lined. Credibility is the membership pass allowing us to join and belong to key in-groups. It is the door code to influence.

In demand – Dare we go further? Do we want to be listened to and that is it? Have we been standing around outside for too long, excluded; looking in? Is it now time for us to take the lead, make a stand and broadcast our valid, ethical and necessary agenda?

Today, we are surrounded by so many dubious voices that appear to have the herd enthralled and the crowd mesmerized.

It is vital that quiet, marginal voices now speak up. With some investment in building Credibility, important messages and your story will be heard for the first time.

In Credibility Part 2 – We look at the components of credibility

About the Author – Matthew Hill is a Presentation Skills Trainer, Coach and Author, working with a  range of corporate executives and soft skills trainers and coaches.

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Intercultural Training Channel Webinar -Marketing to Get More Training Days – with Less Hassle and No Hustle – With Matthew Hill

Or, “I am now a Good Independent Trainer – So, What Do I Do To Get More Days, And, At A Better Rate?”

Shocked girl eavesdropping.

“I want to hear more Matthew”

You are passionate about helping people resolve their issues and learn to help themselves building new intercultural skills you will teach them. You have accumulated hard won experience and realised your dream of becoming an effective independent trainer. So –

– How will you now build your independent trainer or coaching business?

– How will you network effectively to grow your list of useful and high value contacts?

And,

– How will you get your name and message out there using Social Media to generate qualified and appropriate interest in your independent training and coaching services?

Escape

Trapped in a world of cheap subcontract days!

Fear – You dread the idea of becoming an isolated star trainer with next to no clients – unwittingly keeping all your much needed talent away from individuals in need you and who could easily benefit from your experience.

Wish – You know what you dream of;

– To receive warm enquiries from people who ALREADY know who you are, respect what you stand for and are willing to pay a premium to use your independent training and coaching services…because they work.

– You wish to spend less time hustling for business and more time in the flow – conducting successful group and individual training and coaching sessions.

Action – Join Our Webinar – Marketing to Get More Training Days with Less Hassle and No Hustle;

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In this 90 minute high energy, content rich and interactive web based seminar, we will cover the 3 areas you need to invest in if your Independent Training / Coaching Service is to grow;

Webinar

Activity, Organisation and Dynamism

1) Activity – Remember – No effort –> No outcome. We will show you where many new independent trainers and coaches go wrong (and reveal the worst crime of all), and, list the strategies, tactics and moves you must make in order to succeed.

2) Organisation – Building your identity and passion-based professional BRAND, marketing like a pro, and, learning the structures and processes required.

Most people fail with their own attempts or give up before they have built a complete Brand. We will show you where NOT to waste your time and where you need laser focus to generate engagement (its all about getting to the higher levels of engagement.) And, you will learn to build IP assets / informational products using your knowledge, qualifications and experience. Informational products that stand out from the crowd; gain you a reputation as an expert and command attention on Social Media, even as you sleep.

3) Dynamism – We will shake you from your current state of cultural modesty (“I couldn’t possibly do that”) to having you OWN your personal experiences and articulating your deal sheet of past victories in a media friendly way that generates results – incoming warm enquiries. We will make high-octane networking a reality for you and gift you solid marketing ideas. They will work for you and you will have the chance to access the step-by-step process that takes you from “I don’t know how to do that” to, “I have just completed my amazing product, pitch and plan.”

Take Away – By the end of this informative webinar, you will be given at least 3 effective marketing tactics to work on. When you implement them you will benefit from their proven power. And, we will give you the chance to acquire our Independent Trainer Going for Growth Bundle to guide you along the sure and enjoyable path to informational products, a professional identity, an effective brand, positive networking and the generation of valid incoming mediation enquiries.

It’s not for everybody.

We want to speak with the people who will get the most benefit from the webinar so, please do NOT join if you;

– Don’t have a sense of fun and adventure

– Have zero intention of investing in yourself to grow your independent trainer / coaching service

– Possess a closed mind when it comes copywriting and social media. Or,

– Think that clients will find you by magic and telepathy, so none of this is necessary

Still reading? Good.

Vector speedometer scale

Take your days to the MAX

No Cost – There is no fee for attending the webinar and there are limited places. If you wish to expand your independent trainer practice and are ready for the challenge. If you believe in yourself, and want to follow our proven step-by-step guide, then there is only one place to be at 6PM UK time on, 16th October 2018 – 7PM Paris time – 1PM New York – Register now to attend the Marketing to Get More Training Days with Less Hassle and No Hustle Webinar. Click here and follow the instructions;

https://attendee.gotowebinar.com/register/5002826678569069827

We look forward to speaking with you on 16th October 2018. It’s a date.

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Collaboration Part 1 – What stands in the way? Matthew Hill

                                    Are we making assumptions and mistakes?

Our many many assumptions only delay the building of effective collaborative structures and getting to positive team collaboration.

The assumptions about collaboration, and, how we should all be able to instantly achieve this nirvana like state, give insights into the difficulties we face, and, they often betray our cultural origins too.

In this, the first of 3 short posts, we will explore the barriers to collaboration in order to confront them, raise self-awareness and, finally, be able to put together a blueprint for effective collaboration across place, time and difference.

Teamwork and cooperation concept

What stops us from working collaboratively?

                                                10 Assumptions and Mistakes

  1. Its all about the goal – Action based organisations or individuals are all about starting fast and ending with the achievement of a goal – growth, profit or the production of a new object etc. Whilst this approach has been enormously effective (with only 5% of the World’s population, the US accounts for 23% of the World’s economy), the magic that creates collaboration happened between the start and finishing lines. We can easily find ourselves looking in the wrong place and focusing on the wrong things.
  2. Nail down the strategy – We are taking a large step closer when we talk about strategy and the HOW? How will we get there? Here, however, the focus, all too often, again, misses out the human, the relational and the emotional. The assumptions made are like an engineer in a factory – building a sausage machine, fill it with sausage meat and casings, and turn it on. We look at process and give emphasis to the technical, whilst again, overlooking the human.
  3. Measurement improves business – You get more of what you measure? Why? Because that is where you put your energy and attention. It is easy to manage activity, and compare input with output – Notice we are back with the sausage machine analogy. This risks drifting into Stephen Covey territory where we are super-EFFICIENT without being that EFFECTIVE. There is a critical difference we must become aware of. You can be driving in a super-efficient way – in the WRONG direction!
  4. Man management will get us there – So we have reached point 4. Are we finally, going to to deal with the emotional human and how we can get them to collaborate? Not quite yet! Historically, humans have been treated as muscle machines; expendable commodities whose freewill must be minimised and whose bodies must be made fast, and, whose minds must be made compliant. Take a moment and consider how obedient are you expected to be in order to continue to receive your pay? It is a little scary. There is an unwritten subtext where you must sublimate much of yourself in order for your face and behaviour to fit in.

I remember my Welsh English teacher, Taff Davies, beginning the year with exactly this metaphor. “What is the key characteristic of an efficient machine?” He asked. Silent running was the answer, he wished to extract from the class.

  1. Privilege – Do you notice who gets promoted? Class based advantage helps promote pale males ahead of others. This happens because of the two confidences – Theirs and ours.

Their confidence is drummed in – Noblesse oblige, duty, leadership, expectation (BTW – This is not a walk in the park – There is a large promise that must be delivered upon by our silver spooned chewing heroes.)

Our confidence comes in the form of preferring to deal with a middle class white male when it comes to anything important. We are ALL compliant in this skewed system.

Society has programmed us to accept a specific and prescribed minority as the dominant leaders in our community. This is historical, political and economic. We have spent much less time, money and energy working to create the conditions necessary for wider, productive and sustainable collaboration.

  1. Me me me – Either from the elite in point 5. or coming from the wide lands around them, the personal agenda of the individual can so easily compete for attention and resources as to undermine the chances of everybody playing nicely, collaborating for something worth achieving, or, the key audience being served at all. Just look at the ego of that person in your own group. You know who I mean.Collaboration - letters written in beautiful boxes on white background
  2. Defensive feelings – It is too easy to get passed people as machines model only to take everything personally. This leads to drama and personal battles that have little or nothing to do with the mission, the team or the service that is to be delivered. – Defensiveness is at the heart of most escalations, team malfunctions and litigation. It is a primal human reaction and will not lead to 1000 create collaborative moments.
  3. The oppressed marginals are included – The opposite of 5., those stuck in the margins have learnt behaviours necessary for them to exist, persist and survive. Their voice is quiet and avoids critical challenge, licenced pessimism or contributing their own innovative ideas. No risk – no punishment. That is the motto of the un-empowered came up with to keep on living.
  4. I don’t do bias – The problem with us humans, is that we think we are objective, intelligent and sophisticated creatures – That we are above the fray. We subconsciously dismiss the views of outsiders, outliers and those not in our gang. And we only vote for our own and take comfort in the tranquil voice of the social leaders as with point 5. We all have plenty of unconscious bias that has been programmed in via parental chat, education, entertainment and, particularly, with every political speech we have heard.
  1. Pleasing people pleases people – We end in irony. Groups comply rather than offer rational challenge for a reason. It is because they wish to enjoy harmony and for each member to be liked.

The assumption is that nice people, doing nice things for the needy is the way to go. It is not.

People pleasers don’t please people. We get nowhere and the wheels eventually fall off the bus. Group thinkers take wild decisions, create unsustainable levels of risk and cannot self-correct.

When we replace groupthink with licenced criticism, we start to create the conditions for GOOD conflict, robust exchange and the possibility of progress. This is challenging in most subcultures, where confrontation is actively avoided (How many times do the Brits say, Sorry, Sorry, Sorry, Sorry every day?)

Being nice is not always a necessary condition for collaboration.

Conclusion – A raft of assumptions and mistakes stand in the way of forging effective teams, committees and communities that can act with purpose, from a strong based of shared values to achieve worthy and sustainable outcomes.

Next time we look at some exercises that can get us from the 10 assumptions and mistakes mentioned above and move towards behaviours supporting full-on collaborative teams working in a robust, courageous and effective way to fulfil their mandate.

About the author – Matthew Hill is a facilitator, presentation coach and leadership trainer, working with commercial and voluntary organisations to help them operate as robust executive teams, fulfilling individual promise and delivering overall results that are extraordinary.

Lead Magnet

Come work with me…

*** SIETAR Congress in Malaga *** – Matthew Hill and Susanna Schuler will be running a workshop on the second day of the 1st SIETAR Spain Congress in Malaga. Saturday, 29th September 2018. After lunch. Do join us if you can…

Matthew Hill – 07540 65 9995

Putting Together The Shortest Business Winning Marketing Sequence Possible with Matthew Hill

Will you take up the €10 Challenge?

We sometimes set a simple exercise in the Going for Growth Bootcamp. The task is to design a marketing sequence that generates a profit of €10.

It sounds a bit silly but the point is this. If you can get your products, voice and marketing together for this simple exercise – THEN – €10, €1000 or €10,000 will become a possibility for you very soon!

Vorderseite neuer Zehn Euro Geldschein aus der Europa-Serie

Will you take up the €10 Challenge?

Where to start?

If you have a friendly, warm and GDPR compliant database start here. You are putting out feelers to them to sound out their interest or invite them to some form of interaction / demonstration that will take them from “know you” to, “like you, trust you and understand your offer.” That is quite a leap in one contact so it had better be a warm and fruitful encounter…

Invitation

There is a 14-Point invitation formula that works. Elements include connection, hopes and fears, 3 points of education, scarcity and a Call To Action – CTA. The formula works. And, when I say works, I mean it will be 10 times as affective as a nice and polite letter that a non-marketer would send out.

WAFE Warm And Fruitful Encounter

  1. Interactive speech – Here you gather them in a space and, with a special presentation formulation and sequence, help them to deepen their sense of need and lack and therefore create a gap in their lives that can ONLY be filled by your product or service.

    Microphone over the Abstract blurred photo of conference hall or seminar room with attendee background, Business meeting concept

    Speaking is the number one converter of colds to customers

  2. Selling Webinar – Again with the right content and sequence, you can easily sell to your warm crowd that you have developed and captured in your database. (Filling up your database with warm contacts is dealt with elsewhere.)
  3. Demonstration – My day job is leadership and talent training – The obvious demonstration of my work will be a short training course – If the prospect is less that 2 hours away, I offer a live half-day and we all play nicely. And, if they are further afield, I provide an educational demonstration session via webinar. What will you demonstrate?

Call To Action

With these WAFEs I am aiming to shorten the warming process, accelerate the trust building path and get the client qualified in (or out) at lightning speed.

Take it Off-Line

The aim is to have a warm and qualified prospect talking to you about your offer. It can be a tiny one – A book, or, it can be a large one – A transformation and change programme. It does not matter. The key is to get into a one-to-one interaction where you can match your selling communication with their buying process and reach a mutually beneficial outcome.

Matthew Hill culture trainer 07540659995

Take it off-line

Conclusion

In less than 500 words you have read an overview of a minimalist marketing sequence that WORKS. I hope that is efficient enough for you. I know you are busy. If you wish to talk about the 14-Point invitation structure and how you could adapt it for your business, do feel free to give me a call. +44 7540 65 9995.

Like and share

Thanks, Matthew

About the Author – Matthew Hill is a trainer, coach and public speaker helping trainers, coaches and mediators to build their business, reach profitable independence and give back to society.

 

 

Classroom Training for Companies is NOT Dead! And, here is the business case.

10 reasons why classrooms beat screens – An opinion piece by Matthew Hill

At the moment I am battling with a large client to “save” classroom face-to-face training against the passionate arguments from a few of their senior directors who wish to take ALL content on-line and deliver educational content via virtual E learning packages.

Their logic for this centres on time, money and travel.

Time Management Course

The way they state it, in the long run, if the company builds, say, 100 units of virtual training, the job is done – There will be relatively little further expense. In their utopian vision of the future for education, the company will not have to move people around, book flights and hotels, repeat live training or pay for group suppers and trips to the local town amusements etc. From a purely financial perspective this is both understandable and correct.

But, What is missing here, and what is going to be lost?

Save the Classroom – 10 Things to Consider…

  1. Realism

The classroom affords a much more realistic representation of a corporate meeting, a heated discussion or a simple live pair dialogue. It is this realism that will adds educational value later when the participants are locked in conflict and combat for real.

Studies in learning impact mostly conclude that the closer a learning simulation is to reality, the greater the transfer is, making the new competence ready for use in an actual live and important work scenario.

So, the 3D simulation of realistic soft skills, leadership and change exercises found in classroom encounters is going to almost always be more fresh, alive and more nuance that its virtual equivalent.

You don’t learn to ride a bicycle by reading a book.

  1. Stimulation

A half decent facilitator will bring the room to life, the group to life and the material to life. They will add energy, manage the group dynamic, warm up the participants and use humour, drama and stories to illustrate many key points and, at just the right moment. This makes a difference in driving home the learning and makes any training session, special and memorable. Let us contrast this with many conversations I have had with corporate executives bored and frustrated with long, repetitive and “averaged out” on-line training materials. Just the delivery channel alone represents an unwelcome addition time tying the stressed executive to their laptop.

We are suffering from a plague of screen fatigue.

Change management course

  1. Tailored

A live training does not have to average out the talent in the room and cater for the median delegate. There will be the strugglers, the walkers and the sprinters too. They have different needs, separate learning style preferences and each has an ideal individual tempo. In a live encounter these subtleties can be serviced in many ways to help everybody to get to progress, satisfaction and a fuller understanding of the learning on offer.

One size does not fit all.

  1. Concentration

A great trainer will sense the corporate commercial context they are walking into and feel the energy in the room. Have some awful financial figures just been released? A round of redundancies announced? Has a product or service just failed? Or, is there a tension due to an on-going external threat such as Brexit or US trade protectionism?

The trainer is there on the ground and can shape the day and absorb concerns whilst leading the group to the commercial and educational objective via adapted strategies and behaviours that respect the bigger picture and the current perceived reality.

And, they can respond to the energy levels in the room by scheduling a break or putting in an extra exercise to manage the concentration or mood of the group live, as opposed to guessing the concentration span of the average participant months in advance and having to ignore any real time distractions.

Live energy management adds to great transfer outcomes.

Diverse group of people at a community center. Meet and greet.Group exercises

  1. Exercises

Spending live time with people gives more possibilities – Role play, team building initiatives, group discussion, feedback – giving and receiving, physical breakout groups and the live reconciliation of differing opinions, learning styles and behavioural preferences as experienced when any two or more people get down to business.

Dynamic simulation exercises leads to excitement leads to retention.

  1. Questions

The effectiveness of the classroom is realised when dealing with magic learning moments that are thrown up by a group interacting around critical topics in the intimate and personal space of the classroom.

With on-line delivery, exceptional cases beyond the obvious ones cannot be catered for, as the learning piece must, by definition target a lowest common denominator of material and methods.

When an average person gets stuck, they represent more than themselves. Live, the teaching can be paused as the facilitator illuminates the troubling topic from a new perspective to ensure understanding. It can be in these simple moments that the “aha” breakthrough occurs for many. Or, when the genius delegate spots something that even the experienced facilitator has not come across before. These incidents can be special and make the live event stand out in the memory of the participants and lead to the company attaining a level of awareness or breakthrough.

More,

Those break-time chats or questions can save lives and careers, starting when a quieter member seeks out help. They can do this because the facilitator has established a safe space with sufficient levels of trust and confidentiality for the confession or enquiry to occur. Early intervention can make a significant difference to outcome.

Cater for the exceptional, the quiet and the cautious to help the whole corporation.

  1. Networking

The opportunity in the classroom to meet new people, experience the philosophy of other departments and gain knowledge of alternative points of view from a variety of counterparts can be a major contributor in gluing together a disparate multi-site organisation of virtual workers so creating an esprit de corp that will produce a lasting benefit experienced in elevated levels of cooperation and exchange during a project or around the creation of a new product in the future.

Inspiration can be all around us.

  1. Retention

When pre-reading is assigned, this can be tested for comprehension in the room. During the session, simple memory techniques can be applied to help the learning stick. When a trainer asks what have you learnt to each participant, something powerful and effective occurs. There is a richer processing of the materials, a personal commitment to owning content and a chance to challenge any part of the material just covered.

Profound and intense exercises are the way to max the stickiness of material, and, a post training conf. call can further aid retention with 3 questions; What do you remember from the day? What have you applied and it is working? And, what have you attempted to apply and it is not working?

Deeper interaction leads to greater retention and better application.

  1. Collective Mistake

The best argument for the live classroom comes in the training moment when a collective company-wide misapprehension is revealed. If everybody at Company X believes something to be true and the trainer can show that an alternative explanation or method is valid, there can be a step evolution in outcome. The magic of modern time management or leaving the comfort zone during change are two excellent examples of this, where the majority view does not always represent the “truth” of the matter.

Live training can challenge group-think in a unique and powerful way.

  1. Cost

The number one reason for the shift to on-line learning platforms is cost. But, classrooms do not have to be so expensive and a more dynamic version, blended in with any pure on-line can really make a difference.

When training days are attached to regular conferences or regional meetings, the travel costs have already been apportioned. When the benefit of constructive networking, trust building in reducing escalations or the forming of profitable collaborative partnerships is added back in, the cost per head becomes more than attractive again.

And, in the spirit of constructive compromise, when a summary film is made, pre-reading materials are edited to boost charisma and energy, and, follow up training is delivered by live webinar, the live and virtual costs can be averaged out. When we otimize the cost of classroom and virtual live exchanges and create better non-live materials, we help the finance department to approve investment in training. This then helps generate exceptional knowledge retention to please the L&D department and stimulates and helps create competent and connected workers who now enjoy training sessions put on by the company.

A networked, trusting and collaborative team will beat a siloed one, every time.

Action

Please like and share if you agree with the arguments we have put forward, if you enjoy classroom training, or if, you feel that the classroom is a relevant space for learning, development and business improvement. Thanks.

Have I missed anything?

Can you add to the business case?

Please add any constructive comments that will add value to this piece. Thanks.

About the Author – Matthew Hill is a soft skills trainer working in Europe delivering dynamic group training live in the classroom.

 

Russia 2018 Football World Cup – Will Culture Win In The End? An Opinion Piece by Matthew Hill

May the most culturally appropriate team win…

As 32 teams line up to compete in the Russia 2018 World Cup, we ask how big a role will culture play in determining the winner? In this light-hearted piece we discuss the implications of country difference on the performance of national football teams.

Warning; Do not put your hard earned savings betting on the findings of this article!

Are They Hungry Enough?

Have you ever wondered what the overarching cultural criteria for winning in football is? The obvious starter is hunger to win. Interestingly, competitiveness has been studied and country comparisons have been made. On a global scale the USA is the undisputed champion. With less than 5% of the world’s population they account for almost 24% of the worlds economy. That requires a high degree of competitiveness. BUT they are rubbish at soccer. Go figure.

my success

Related to competitive behaviour and the drive to win rather than lose, aggression is a factor and, one of the fathers of culture, Geert Hofstede, measured masculinity of culture which can be seen to overlap with being macho (at a stretch.) So. Which is the most macho country? There is no obvious winner but the contenders would have to include Russia, Ukraine and Brazil (forget the man bags – look at the street life.)

Systematic

If you believe that Russia 2018 has already been won on the training ground and the whiteboards of the classroom and in the feeder schools and the coaching academies you may be right. Cultures can be measured for planning, striving for perfection and a focus on task. When we reviewed the Brazilian World Cup of 2014 Germany surprised the whole of South America with their extraordinary long-term strategy of grooming young German footballers from the moment of conception through birth, youth and up till the final whistle.

This extraordinary dedication to process, preparation and pathway paid off as never before. So the planning champions of the World – Germany must be taken seriously. If organised cultures are in with a shout we must add Japan, Sweden and Iceland to the mix as well. (Who ever thought Iceland would be here?)

Taking Risks

Conversely, is it the flamboyant individual flair of the boys upfront that wins matches? Culture studies provide a measure of risk taking, risk acceptance and active risk avoidance into account when comparing countries. Ironically, on this scale, Germany would be placed as highly risk avoidance. They actively plan to anticipate and eliminate uncertainty and prepare for all eventualities in extraordinary detail. If we look at the magical football of South America, we see the opposite where flare, superhuman talent and the theatrical make for a good game. The nearest contenders in the would have to be Spain, Portugal and France. It is interesting to note that there is a correlation between risk-taking and a fatalistic view of the world. In the examples we’ve mentioned here the Catholic faith provides the external input. “If God wishes it to be so, we will win the cup”. Never underestimate the motivating power of a vast external force. Religion has shaped the behavior, the economies and the politics of most of the world. Why should it not also play a part in football?

Rule Breaking

Zinedine Zidane’s head butting of Italy’s Marco Materazzi in extra time at the 2006 World Cup Final (in Zidane’s final professional game) is the classical example of rule breaking. It was an arbitrary, but an automatic reflex to an insult received about his mother. Sometimes principles and deep personal values trump the playing of the game and sticking within the rules.

Teamwork hands helping/giving logo

It is fairly obvious that in a difficult close fought match you need to keep 11 players on the pitch. A red card will rob you of a full team and multiple yellow cards will reduce the talent available later on in the competition. Whilst rule breaking can provide individual flair, the cumulative effect is negative in any one competition, especially involving a knockout element. So, will we see the rule breaking countries making progress? England, Portugal and Russia. If one maintains a detached analytical view, this random and arbitrary adherence to the rules is a risk too far and sabotages a country’s chances.

Power

Political, social and football power comes in two structural forms – vertical and horizontal. With the vertical structure, the boss is the boss and the player is the player. The power is kept by the captain, the coach, or the country manager. What they say goes. The players benefit from this set up because they gain certainty, direction and a clarity of the task in front of them. If the tactics and plan are good enough, horizontal power can be motivating and effective in execution on the pitch. The hierarchical countries are Russia, Ukraine, Saudi Arabia, Poland, Japan, S. Korea and France.

The alternative structure is functional power, equality and democracy. Famously in, Swedish society, decisions are made collaboratively and in an inclusive fashion. Everybody is listened to, the quieter members are respected, and the collective direction is decided and followed. Off the pitch this can be powerful. On the pitch this can be disastrous. The democratic decision makers in Russia 2018 are Sweden, Switzerland, Germany, Denmark and Iceland.

A third choice in this section is reserved to one special country – Belgium. The Belgian compromise is a unique cultural phenomenon where, when offered the choice between black-and-white, the Belgian chooses grey. Not famous for performing well in any football competitions at the national level, we all have a soft spot for this plucky little country.

Direct communication

What do you think is required on and off the pitch? Part of the spectator entertainment package in any big competition, is looking at the communication style of the national coach. Are they calm, controlled and well-dressed? Do they communicate with simple loud commands? Or do they gesticulate like a conductor leading the orchestra playing the rousing parts of the William Tell overture?

If a coach gives direct and obvious input, then the other team can hear it too. There is an argument for indirect verbal language and disguised non-verbal communication being of more use when deployed amongst a perceptive team. Who of our 32 bands of brothers has this combination of indirect communication and subtle context interpretation? The results may surprise you. If this is a contributing factor to winning silverware (goldware) we could be in for a good competition. The countries that stand out are England, Japan and Serbia.

If you don’t believe subtlety wins matches, then you’re likely to put your money on the low context obvious verbal communicator teams. They include France, Germany, Spain and Australia.

Team or individual?

The final contribution from the science of cultural measurement gives us mixed results. Do we think a collective and group spirit promotes a healthy distribution of motivation, a glorious division of responsibility and ownership, and an advanced level of cooperation, and will their coordinated efforts be good enough to win matches?

Ring of many hands team Don’t try this at home…

Or, do we remember individual flair and the exceptional solo physical effort of a standalone hero as providing the defining moments of many competitions? Certainly the latter is what endures. Famous interculturalist, George Simons would say, remember that the man of the moment, stands on the shoulders of others. The contrast in this last criterion could not be more stark. England’s history has been one of the extraordinary individual dynamism often let down by the rest of the team trotting along beside them. Germany has benefited from the even and consistent support of the team reducing the pressure on individual star to perform alone. And historically… They have done better.

An alternative ending.

Decades of study in the field of culture throw up strange and unexplained phenomena. We have not factored in the support of the crowd. This must be a major factor for the great successes of South American teams and Spanish football. And, let’s add another important question – What are the people drinking? There are three main alcohol groups in Russia 2018

Rotwein

The beer drinkers – in it for the long haul, slow and steady, emotionally balanced with an even workplace. (England, Germany, Denmark and Belgium.)

The wine drinkers – emotional, artistic and graceful they are poets, philosophers and performers. It is all about drama and can end in triumph or tragedy – nothing in between. (France, Switzerland, Serbia, Croatia, Spain and Portugal)

The spirits drinkers – Courage, soul and drama typify this group. Complete loyalty to each other, sacrifice for country and team, and, heroism also marks out the firewater teams. (Brazil, Russia, Poland and Ukraine)

Conclusion – so science and culture indicate stronger performances then you might imagine from Switzerland, Sweden and Iceland, great progress by France, Spain and Serbia, and heroic efforts by England and Germany. But never, ever discount Tunisia!

Gold Nugget

Warning – Matthew Hill does not know that much about football!

 

Trainer Resources – 4 Actions To Help You Avoid A Training Day from Hell – Protecting Yourself In The Classroom – by Matthew Hill

How can you prevent horrible feedback, crazy conflict and difficult delegate behaviour?

We have all been there. It starts with a funny feeling in your stomach and then a look or comment from one of the alphas in the room. What is happening? you ask. Am I loosing the room? Lunch is tense and then, there comes an excuse why a few people don’t give in their paper feedback forms at the end of the day. You leave feeling that you put in plenty of effort but that, somewhere along the way, you and the room parted company and were travelling along different roads.

Group Of Businesspeople Gossiping

Horrible Feedback is Horrible

The next day you receive a troubled E Mail from your L&D contact within the company or the provider who supplied you with the subcontract day. And it is all bad news from then on in.

There follows a list of your “crimes” and how negative and upset the room were. Etc. etc. etc.

STOP

It does not have to end like this. Let us make the classroom safe for you again with 4 simple actions…

  1. Rules of Engagement

I always offer up an agreement at the beginning of a training day, coaching or even a speaking engagement. It shows professionalism and represents a light negotiation with the audience where they have a chance to shape the experience they expect and sign up to some rules emotionally. Ultimately, they will get more from you and your session.

My favourite one is, “Be Teachable”. It sounds simple and is profound. Do they think they know this stuff already? Will they have strong opinions about your content? Have they been brainwashed with stereotypes and are poised to attack?

By asking them to take a fresh look and let the material in, you are setting up a space that will allow for maximum exchange with minimum conflict. (Civilised challenge is allowed and even encouraged – Not disruptive conflict.)

And, when we add, “Respect Each Other”, you are sending a deep message about honour and civilised behaviour that will sink into the unconscious minds of the tricky participants and so protect yourself by raising THEIR self- awareness.

  1. Facilitate more than Tell

In these modern times, spraying theory at bored pupils will no longer be accepted. The room now want their share of the microphone and to tell their story.

Interrupt less, correct less and listen more.

Listen at a deeper level and add constructive input at the end. No more death by detail, 75 word slides and learning by rote. Now we are flipping the classroom with interactive exercises and intelligent debriefing. The less you say the more the class will enjoy your session.

  1. Less Essentialist and More Co – Constructed.

I still meet Interculturalists who can’t wait to put flags all over bi-polar dimensions, talk about China and India as if they were homogenous monocultures and peddle sophisticated stereotype as if it where going to help a remote team or diverse group dealing with the stresses and strains of an urgent and important project.

Let us take some responsibility upon ourselves to keep up with the modern world.

  1. Your Authentic Story

Your delegate’s exposure to Social Media and Netflix box sets has whetted their appetite for compelling narrative (and it better be as real as possible.)

Converting your personal experience into useful stories that carry a transferrable wisdom is a great way to engage your audience, build rapport with the group and get them on your side.

Dig to find a relevant story and share it at the right moment. Not too long and told from a humble or witty perspective. Keep the story light, though the meaning may be deeper.

So, with these 4 tools, we can avoid the alpha challenge that signals the end of learning for the day and the start of an awkward defence of your training style and content.

Go save a life – Yours.

Good luck with your next group session…

Matthew Hill is an Intercultural trainer, coach and author.

Contact him at hillmatthew100@mac.com