Are you an HR Superstar?
Best-Self Management
Best-Self Management has ended, but don't worry because your friends at 15Five have launched a whole new podcast! HR Superstars honors you, the brave 21st century HR leader, by highlighting stories from the frontlines of People Ops. Never miss an episode by visiting 15five.com/podcast
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Networking in a Virtual World with Marissa King, Professor, Yale School of Management
Best-Self Management
Professor Marissa King describes the ever-changing landscape of networks and how to strategically build and harness them. She describes the pandemic’s impact on networks, their role in fostering creativity, the challenges of remote work, and how to build networks on an organizational level.
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Putting The Human Back Into Human Resources w/ Eventbrite's David Hanrahan
Best-Self Management
David Hanrahan discusses adapting to the changes brought on by COVID, building trust through empathy, leading with kindness, valuing impact over activity, supporting mental health, and accurately gauging employee satisfaction.
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Creating a Leader’s Mindset to Allow for High-Engagement w/ Scott Miller, EVP Thought Leadership, Franklin Covey
Best-Self Management
Scott Miller of FranklinCovey busts several big HR myths. He explains why leaders cannot create engagement, the most important question for leaders to ask themselves, changes brought on by the events of 2020, a company’s greatest asset, and the importance of radical candor.
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Influencing Extraordinary Performance via Competencies and Role Clarity w/ Heidi Collins & Jennie Yang
Best-Self Management
Two members of 15Five’s internal people operations team discuss how they revolutionize performance management. They touch on core values, creating accountability and motivation, and how to promote joy in the workplace.
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Developing Team Leads at Automattic: An HR conversation with Lori McLeese
Best-Self Management
Lori McLeese shares how her company has specifically designed a culture for a distributed workforce. She describes how they foster collaboration, personal and shared responsibilities, and the benefits and challenges that come with it.
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A More Conscious Leadership Path w/ Rippling COO, Matt MacInnis
Best-Self Management
Matt MacInnis shares what it means to build a conscious company. He discusses how to focus on existing strengths, build company rituals to support them, and help all your people develop their core competencies.
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Creating Cultures Where People Feel Safe To Remove Their Masks w/ Ashanti Branch
Best-Self Management
Ashanti Branch discusses how we all hide behind psychological masks, but when organizations foster a culture of openness, honesty, and vulnerability, we can remove these masks so that both ourselves and the organization will flourish.
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A Proven Process For Overcoming Your Limitations w/ Joseph McClendon III
Best-Self Management
Joseph McClendon III shares the message of personal empowerment and an employer’s role in supporting it. It takes recognizing the history of marginalization that many people experience. It also means helping your people by supporting their goals and building trust.
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Okta's Kristina Johnson On Dynamic Work & Moving Beyond Remote
Best-Self Management
Kristina Johnson shares her experience as a Chief People Officer at a time when the workplace landscape is drastically changing. By looking for positive lessons within crises and promoting dynamism at work, she is helping her organization come out stronger than it was before.
info_outlineIn order to do the extraordinary, we have to work with other people. No matter how great a single person’s efforts, it’s not going to be enough on its own. That’s why the third pillar of best-self management, cultivating relational mastery, is essential in any business.
Today, we’re diving into just what cultivating relational mastery is. We discuss its many benefits and how it can’t help but lead to great success within an organization. Often, cultivating relational skill is overlooked. However, we have found that the benefits of intentionally teaching and practicing them is essential to separating our organization apart. What’s great is that any organization can create and practice this.
Often this means having difficult conversations. While they may be uncomfortable at the time, open and honest communication is key to keeping emotions from festering. This is how a toxic culture is prevented. We discuss how to use clearing conversations to keep workplace dynamics running smoothly.
We’ve seen first hand how getting better at relationships has increased our ability to be positive influencers. As such, it’s a powerful way to get more of what we want out of our work. Education is a crucial way to achieve this mastery. By learning new skills and practices and an understanding of how we all operate, relational mastery can be honed. That’s why we share several practical relational practices you can start using right away.
How can you cultivate more relational mastery in your organization? Let’s talk about it in the comments on the episode page!
In this episode
- How relational friction keeps teams and companies from moving forward (drama, politics, resentment, blame)
- Why cultivating relational mastery is a never-ending endeavor
- How getting better at relationships will increase your ability to influence
- The Positivity Ratio and how you can engineer it into your culture
- Having difficult conversations to prevent a toxic culture from forming
- Using a clearing conversation to speak directly when there is conflict
- Why seeking feedback will lead to more positive relationships
- The important distinction between expectations and agreements
- The importance and challenges of becoming better listeners
Quotes
“It’s not enough to have people committed to being their best as individuals inside of some shared context. We don’t exist in a vacuum and nothing great gets done alone.” [1:44]
“The truth is, it’s hard. There’s no magic pill. Even when you get good at it, it still takes time. There’s still ongoing investments required.” [5:46]
“Having the positivity-ratio in the right balance inside of your company allows you to have the difficult conversations with less damage to the relationships.” [12:47]
“If you can create a culture where each connection of that network is strengthened, you’re creating an incredible resiliency inside the company.” [27:07]
“There’s the idea of listening to understand instead of listening to respond. I think we can all do so much at aspiring to a higher level of listening.” [37:07]
Links
The Conscious Leadership Group