It's easy to label others, especially when we don't know them very well. While labels can sometimes be convenient and helpful, they can also be dangerous. Labeling can diminish people, deny them opportunities, and confine and limit relationships. Seeing others for who they are and what they can offer requires deliberate effort that can reap real dividends in the workplace.
Assume everyone comes to work to do their best. Beyond what you see at work, they are someone's son, daughter, sister, brother, mom and dad. They pay taxes, coach their kid's soccer team, and cook meals for neighbors in need. If someone wants to turn right when you want to turn left, it isn't that they "don't see the big picture," "are unmotivated," or "disorganized." Most likely, they have goals, pressures, and experiences that differ from yours.
If you want to develop strong working relationships, you need to humanize others by understanding their background, job objectives and obstacles. Serve their needs. You have to help others before you can ever expect that they will help you. Go the extra mile and do the unexpected extras. Help them, praise them and share with them. Make sure they see their reflection in your leadership agenda by incorporating their strengths and abilities in shaping team plans and approaches.
When problems arise, look in the mirror rather than out the window. Since this self-examination can threaten even the most secure ego, make the process easier by soliciting feedback early and often. This will allow you to make small, relatively private adjustments rather than large, public apologies. Reinforce this behavior (for yourself and your team) by describing the behavior and motives of others in the most positive way possible. For example, replace, "The IT people are ignoring our needs!" with, "The IT team is obviously busy, so we need to help them by making sure our initiative delivers value." Complaining about others reduces your power and turns you into a victim. Positive framing focuses on what can be done rather than who is to blame.
Incorporating these steps into your professional development can help you break through workplace labels and be a true leader.
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