Leading Others

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Leadership is a process in which an individual influences the behaviour and attitudes of other people. Leading by example helps other people see what lies ahead and act swiftly to counter any challenges along the way. Showing up as a leader in your life and in your business can be an intrinsic motivator that will help support you in keeping accountable to actively working towards achieving your goals.

Researchers say that sharing your goal with others, particularly people who inspire or lead you does more than keep you accountable, it also makes you more motivated, simply because you care what this person thinks of you.

Leading others is about being open to understanding others for who they are and what they think and feel so that you can facilitate them to achieve their potential. Being open to the ways of others is about building Social Awareness. 

Social Awareness is about being empathetic to others. Empathy means seeing and understanding the feelings of another; emotional intelligence helps you to manage your moods in the midst of that recognition.

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Effective Leaders help others to rise above their feelings, to take action and perform actualising their potential at each task –  they don’t deny that those feelings exist, they facilitate others to use them in productive ways.

An emotionally intelligent leader will be able to pick up on the cues of others, for example, many of us will say we are ok when our tone of voice, body language and actions speak that we aren’t. An emotionally intelligent leader will notice this and call it out, in a safe and productive way so that the person builds their own awareness.

To better understand others, taking an attitude of curiosity will enable you to move out of the judgment zone and into the awareness zone. Be mindful judgment reduces your ability to be empathetic and really understand another.

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How do you react to others emotions?

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Social management (or social skills) is identified as one of the key skills in the future of work and leadership. Social management refers to the skills needed to handle and influence other people’s emotions effectively. Once you are able to understand and manage yourself, then you start to understand the emotions and feelings of others (empathy) and finally to influence them (social skills), which is what leadership is all about.

Leading others and enhancing their emotional management so that you can positively direct their behaviour can come in profound ways:

  • Seeking dialogue and learning
  • Playing with others
  • Sharing humour
  • Moving toward the relationship to learn (mutual inquiry)
  • Desire and/or movement toward collaboration
  • Intentionally honoring or celebrating the other/calling attention to the other

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Psychological Health in the workplace

Social management in the workplace is about ensuring you are meeting work health and safety rules.

Under WHS laws, you must eliminate or minimise the risk to psychological health and safety arising from the work carried out by your business or undertaking as much as you reasonably can.

Work-related psychological injury is expensive – it’s estimated that poor psychological health and safety costs Australian organisations $6 billion per annum in lost productivity. See more information here: https://www.safeworkaustralia.gov.au/doc/work-related-psychological-health-and-safety-systematic-approach-meeting-your-duties

What if, businesses focused on enhancing psychological health, rather than working on eliminating or minimise psychological risks? Imagine a world where we are all aware and understand how our brains work and embraced this power. We would be able to drive and motivate teams, increase employee performance and ultimately achieve better workplace outcomes.

We believe that is what leadership is really about. As we know the majority of our worlds go on within our mind, the mind is where we need to lead ourselves and others from. For more information on psychological WHS read Safe Work Australia’s Information.

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Mental health is defined as a state of wellbeing in which the individual realises his or her own abilities, can cope with normal stressors of life, can work productively and fruitfully, and is able to make a contribution to his or her community (World Health Organisation, 2014).

It is interesting that the World Health Organisation refers to one of the key purposes of psychological health so that individuals are able to work productively. It does make sense when generally we spend a larger percentage of our lives working.

In businesses, psychological and physical health is managed by policies and procedures. Policies set the guiding principles of why things operate the way they do, much like values, they outline what the business values and why. The procedures outline the ways of doing things to ensure that the business policy is being lived by. 

If you have a business or are working in a business, we encourage you to look at what policies the business has on enhancing mental health. If you are a leader of a business and don’t have a supportive WHS Policy you have a great opportunity to create one and enhance your team’s performance. If you’re working for someone it’s even more important that you establish ways of working and leading that support you in maintaining and strengthening your own personal health so that you lead the way in your life and lead by example for others.

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Safe Work Australia has recently established a model WHS Act to encourage psychological wellbeing in the workplace. 

The model WHS Act requires a Person Conducting Business Undertaking (PCBU) to ensure the health and safety of their workers, so far as is reasonably practicable. The Act defines health to mean both physical and psychological health.

The model WHS laws have not been implemented in Victoria and Western Australia, although those jurisdictions have comparable duties and definitions of health. Under the model WHS Act, PCBUs have a duty to protect workers from risks to psychological and physical health. The best way to do this is by designing work, systems and workplaces to eliminate or minimise risks to psychological health; monitoring the health of workers and workplace conditions, and consulting with workers. Employers also have a duty to make sure work is safe for those returning after a workplace illness or injury.

Under the model WHS laws, a PCBU must consult with workers on health and safety matters that are likely to directly affect them, including psychosocial hazards and factors. 

For organisations with 20 or more staff, there are systems and online channels to support organisations assessing and managing their employee’s health, for each, the people at the worksite offers a range of resources to support. You can find further information on this here: https://www.peopleatwork.gov.au/

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This is the last session for this program, it’s now time to finalise the programs work. To do this you need to review, revise and refine your pillars of purpose and personal playbook. When you’re happy with these upload these online via the portal. 

Ensure you finalise all of your journals. Once you’ve done this, if you have chosen the Educational Coaching pathway, we will have a coaching session with you where we review these with you and ensure you’re set up for success to continue to optimise your human potential!

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