The leadership challenge 5th edition chapter summary

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Need someone to write a 750-1000 word chapter summary. Needs to include at least one exhibit. Book and summary example are attached. Chapter 10: Strengthen Others.Create a climate of trust There are signs that there is high trust in a work environment. Some examples of these signs are when employees are given the resources, authority and support to do their job well. Responsibilities are delegated, as well as the authority to complete the task. Honesty is the standard operating practice. Information is freely shared and people in the workplace generally take the initiative needed to meet department goals. Some key strategies and tactics for creating a climate of trust: 1. Be the first to trust. When you are willing to trust, people are more open to the idea. 2. Ask questions, listen and take advice. Communication is critical in building relationships based on trust. 3. Always say WE. It lets people know they are not alone. Build a foundation, a safety net, letting others know they can depend on you and that you will be there to support them. 4. Create jigsaw groups. Similar to a jigsaw puzzle, all the pieces are needed to complete the task or project. Teams should have complementary as well as conflicting skill sets in order to produce the best results. 5. Focus on gains, not losses. There will be both. But focusing on the gains lets everyone know that there is something positive that comes out of everything. It's the glass half full versus half empty view point. 6. Make a list of alternative wins. The outcome is not the only sign of success. For example, in weight loss the scale is not the only measurement of success. Some alternative wins may be a loss in inches, smaller clothes sizes, better blood pressure or test results. 7. Take a lot of human moments. Praise, give positive feedback, say thank you and celebrate small successes, as well as large. 8. Create places and opportunities for information interactions. Depending on each person's behavior style, providing opportunities for interactions increases communication, information sharing, team building and builds relationships. Sharing Information and Resources: Collaboration is the critical component for achieving and sustaining high performance. And trust is at the heart of collaboration. Leadership is more essential, not less, when collaboration is required. The more trusted we feel, the better we innovate. Supervisors who are directive and hold tight to the reins of power find themselves with employees who withhold and distort information. Psychologists have found that people who are trusting are more likely to be happy and psychologically adjusted than those who view the world with suspicion and disrespect. Distrust begets distrust. And trust begets trust. Tips for Inspirational Leaders to Create a Climate of Trust within Organizations • • • • Do what you say you are going to do, consider your ‘say/do’ ratio – all talk and no action lowers credibility. Set some ground rules with the team collectively to help you decide how you want to work together as a team. The ground rules should be measurable and preferably a set of behaviours, for example no moaning or groaning about the good old days, everyone should have the opportunity to say what is on their mind and be listened to. Know personal information about your employees. Some managers treat employees like work robots and therefore do not spend time getting to know their employees likes and dislikes. We all know if someone spends time with us and genuinely is interested in us as people. We are likely to start trusting them because they seem honest and authentic. Create a team charter specifically around the behaviours that individuals would like to see displayed amongst individuals. This helps everyone encourage each other to behave in a way that builds trust and creates motivation. Facilitate relationships The first key to a mutually beneficial agency-client relationship is transparency. Trust and strong communication are the building blocks to any good relationship. Clearly defining goals, strengths and concerns to our potential partner. This will allow for an open discussion that weighs the opportunities and challenges ahead. Being shy or spotting weaknesses - internally or externally -- that could buoy competitive advantages, address them. The discomfort of an awkward conversation should be an easy pill to swallow if it leads to inking a valuable deal and not having to regret it down the road. While the adage is a bit cliche, honesty truly is the best policy. Prioritizing honesty saves all involved parties' time and money. Prospects will also respect agencies that altruistically court them by admitting when they might be in over their head or if there’s a conflict of values. Even if the deal doesn’t work out, an honest dialogue will earn you an industry ally. The key takeaway here is that a budding partnership should develop out of a shared passion, mutual admiration and an eye for profitability. With the departure from lunch meetings and handshakes to the arrival of rapid-fire emailing, texting, social networking and proposal trading, it’s more important than ever to properly court potential clients and partners to ensure everyone is entering into a prosperous and harmonious relationship. The importance of quality relationships cuts across all barriers, real or perceived. In fact, the better the quality of the relationship, the fewer barriers there are with which to contend. Develop Cooperative Goals and Roles Ways to Facilitate Effective Communication & Relationship Management at the Workplace Learning from Communication & Relationship Management Course 1. 2. 3. 4. 5. 6. 7. 8. 9. Promote the use of active listening skills Coach staff in the use of effective Communication techniques Give clear instructions and provide sufficient information Be sensitive to cultural Promote and maintain positive relationships amongst team members by providing assistance, guidance and support Monitor and review team performance by giving constructive feedback and criticism 10. Resolve conflict effectively through negotiation Be sensitive to cultural differences Seek and provide clarification where necessary Delegate work and support work team 10.Involve team members in the planning by providing opportunities for them to contribute ideas and skills When a group forms for any reason, people are going at different speeds and directions.