Kim Barnes, who is, of course, the developer of our Exercising Influence program and author of the book, Exercising Influence: A Guide For Making Things Happen at Work, at Home, and in Your Community (Third Edition) recently engaged in a fascinating dialogue on social media regarding silence and influence.
A few years ago, author Connie Cass cited an Associated Press poll showing that nearly two-thirds of the Americans in their sample had low trust in others – compared to only one-third in a similar poll forty years earlier. It’s easy to blame this on increasing urbanization, on the media’s “if it bleeds, it leads” approach to informing us about the world, on greater use of the internet with fewer face-to-face social interactions, or perhaps the increasing rancor of our politics has “tribalized” our society and set us against one another.
In my previous post [Ed. Note: see “How to Build Trust in a Low-Trust Era”], I suggested that trust was a key factor in helping people work more effectively and efficiently on teams. As formal or informal leaders, it’s our responsibility to help team members focus and move toward action in order to achieve a desired outcome. There are three basic ways that we can accomplish this: through the use of direct power, through manipulation, and by using interpersonal influence.
By Nermin Soyalp, Ph.D.
Two years into the pandemic, engagement surveys—unsurprisingly—report low morale and decreased engagement for many organizations. Organizations have been inviting employees back to their offices. However, with Covid19 surges and employees enjoying working at home, many balk at idea returning to the office full-time. Working remotely is here to stay, and managers face the challenge of creating and supporting an engaged remote work environment.
This article focuses on engagement: what it is, how it works, and the leader’s role in increasing and maintaining employee engagement, especially when leading remotely. Barnes & Conti has redoubled our long-standing commitment of supporting organizations, their leaders, and team members to develop and maintain engaged remote workplaces. This article will identify what contributes to high engagement and how we can create processes to address obstacles to engagement…
By B. Kim Barnes, Barnes & Conti CEO, reprinted from LinkedIn, October 13, 2021 One of the most important skills for influencers is the ability to “think themselves into” the mind of the person they are hoping to influence. Identifying …