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This week I am reading Charles Duhigg’s new book Supercommunicators in which he talks about the matching principle in communication - the continuous loops of signals and responses that allow us to align with and get in sync with the people we are communicating with.  I am loving the book and it also reminded me of the Trust Vulnerability loop from Daniel Coyle’s The Culture Code.  Which outlines how vulnerability precedes trust, and small vulnerability signals consistently responded to establish and build trust between two individuals. As I sat down to write about trust and offer some practical insights for leaders aiming to cultivate it within their teams, I found myself pondering what I could contribute that hasn't already been said. I'm not presenting myself as an expert, but rather as a leader who's encountered both successes and some challenging learning moments in this space. I reminded myself that Patrick Lencioni defined the Absence of Trust as the #1 dysfunction of a team and placed it as the foundation of the pyramid in The Five Dysfunctions of a Team model in 2002. After 22 years since Lencioni's model was introduced, trust remains a central topic of discussion. So with that in mind, I would like to share a couple of key concepts from my toolkit on building trust.  When thinking about developing interpersonal trust within teams the following cues, in what I consider to be a continuous looping process,  help me as a leader: 💡 Presence - I am being truly present in this moment, am I giving this person my full attention to pick up verbal and non verbal signals.  How am I showing up?  💡Alignment - Am I tuning in to this conversation? What signals am I picking up and how am I responding? What signals am I sending to align?   Am I demonstrating empathy? Am I willing to be vulnerable? 💡Connecting - Are we connecting positively?  Am I picking up any negative cues?  How can I get curious and deepen the connection? 💡Trust - This feels safe. A norm is established and there is base to build further trust from. I believe that in the future we will take actions that will support each other and talk openly about  challenges. Importantly, trust is not a set and forget.  Loyal trusting relationships develop over time.  If trust is compromised, we need to rebuild trust and start again.   Consistency is key, remembering that relationships change over time.     As leaders, we must acknowledge the power dynamic and demonstrate that it's safe to be vulnerable in the workplace. This could be as simple as admitting uncertainty and inviting collaboration when faced with complex problems. Ultimately, trust can never be taken for granted.   #Leadership #TrustBuilding #Teamwork #CommunicationSkills #WorkplaceCulture #EmotionalIntelligence #LeadershipDevelopment #TeamTrust #VulnerabilityInLeadership #EmployeeEngagement #TrustAndEmpathy #ContinuousLearning #LeadershipInsights #LeadershipSkills

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How much does your organisation invest in strategy communication? How does your organisation effectively utilise the complementary skills of both change and communications specialists to support the successful execution of your strategy?

The first time I engaged a coach my goal was clear, it was to help me resign from a job. I was a senior leader who had successfully rebuilt a team from the ground. The challenge? I wasn’t happy and I was working myself into the ground, but I couldn’t let go. I prided myself on my loyalty and I perceived leaving as failing. My coach helped me reflect on my mindset around failure and more importantly risk. This led to conversations around clarity of what I needed and confidence to take action. This simple (and I suspect unusual) coaching goal, led to deeper conversations around self-care, values, mindset and living with intention. The value I received went well beyond achieving my initial goal. This experience of leadership coaching early in my career cemented for me the value of non-directive coaching techniques. As a coach, my approach is to start with whatever the client brings to the session and allow the reflection, insight and action to flow from there. Unlocking your leadership potential starts wherever you need it to. If you have been considering how coaching could support you, connect with Rachel over coffee in Brisbane or via video chat no matter where you are. #LeadershipCoaching #LeadershipDevelopment #CoachingJourney #CoachingExperience #MindsetShift #CoachingJourney #ProfessionalGrowth

At Grahl Consulting, coaching is a highly personalised engagement. There are many valid reasons to engage a leadership coach, but the most important one is the unique context and scenario that you are currently navigating. Coaching empowers leaders to address their specific needs and challenges, taking ownership of the process and their results. Reach out today to unlock your unique leadership potential. #LeadershipCoaching #PersonalisedCoaching #ProfessionalGrowth