Promised promotions aren’t happening. Instead of increasing headcount you’re laying off. How can you maintain credibility with your team when upper-management changes decisions?

Your word feels like a promise to your team.

Broken promises corrode credibility.

10 practical ways to maintain credibility:

#1. Tell people what YOU are doing.

1. I submitted paperwork for your promotion.
2. I gave our proposed budget to my boss.
3. I explained that we need to increase headcount.

#2. Don’t tell people what you think higher-ups are going to do.

#3. Narrow the audience.

Give information to people who need it, not the whole team. Who needs to know you put someone up for promotion?

#4. Show empathy toward your team and upper management.

Unthinking bobble heads lose credibility. Explain why decisions were changed and express empathy. “It feels disappointing.”

#5. Communicate changes with optimism. “I know it’s disappointing, but we’re going to keep doing our best.”

#6. Speak up for your team. You lose credibility when teams feel like sacrificial lambs.

#7. Don’t minimize challenges. Empty-headed cheering lowers credibility.

#8. Model the way.

The best way to lose credibility is to grant yourself exemptions while holding others accountable.

#9. Build relationships.

#10. Apologize.

Make things right and do differently next time.

Credibility…

1. Has trajectory. It’s always being validated, gained, or lost.
2. Opens doors but doesn’t give permission to drift.
3. Enables people to predict how you will act.

Credible people enjoy opportunities untrustworthy people lose.

You maintain credibility in the present.

Previously Published on leadershipfreak with Creative Commons License

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Influence: Sobering Truths and Delightful Opportunities

“… financial advisors are 37% more likely to commit misconduct if they encounter a new co-worker with a history of misconduct.” HBR

“… individuals tend to mirror the food choices of others in their social circles, which may explain one way obesity spreads through social networks.” Harvard Gazette

“When one employee leaves, the departure signals to others that it might be time to take stock of their options, what researchers call ‘turnover contagion.’”

59% consider quitting when a co-worker quits. NYT

Influence:

Acknowledge influence:

You are you, in part, because of others. If I met five of your co-workers before meeting you and all of them hated work…

you probably hate work.

Three responsibilities of influencers:

The opposite of being influenced is responsibility.

Take responsibility for your splash-power – the impact of your presence on others.

What’s true of people after you’re done splashing on them?

#1. Notice the things that influence you.

If you don’t notice your influences, you are controlled by them.

This is as simple as falling prey to click-bate. You wakeup in 15 minutes having forgotten what you were looking for in the first place.

Click-bate is distracting influence. People create it to serve themselves, not you.

Distracting influences dilute the impact of your life.

#2. Choose your influences.

Hang out with people who reflect who you would like to become.

“Show me your friends and I’ll show you your future.” Unknown

#3. Be an influence.

1. Think more about your impact on others than their impact on you.
2. Choose your water. Show up to splash encouragement, insight, and energy on people.
3. Like people. See their strengths. Work to help them achieve their goals. Liking is a powerful influencer.

The people who influence you are the people who believe in you. Henry Drummond

Who are the positive influencers on your team? How are you multiplying their impact?

How might leaders maximize their splash-power?

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Previously Published on leadershipfreak with Creative Commons License

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