What it takes to be a Corporate Spidey?
“With great power comes great responsibility."
If the title of this post reminded you of Benjamin Parker, a character commonly known as ‘Uncle Ben’ in the popular Marvel comic series Spiderman, then, the tagline must have resonated within you as it did with me. Peter Parker otherwise known as Spiderman held this advice close to his heart and used it to keep himself on track in his quest to achieve his purpose.
In my previous post, I wrote about the mentors in my professional life. We have mentors in other areas of our lives as well, although we may not be aware of their existence and the extent of influence they have in our lives.
A mentor is someone you trust and take advises from, personally or professionally. We often hear stories of mentors, coaches and leaders being able to do this, almost effortlessly. These mentors have great influence on our thinking, decisions and choices that we make in life. When we have these influential individuals in our lives, we willingly hand over our ‘remote control’ that holds the many channels in our lives. We trust them to do the right thing for us, whether this guidance comes in the form of advice, wisdom, question or feedback.
As leaders at our work place, we hold the remote to some ‘channels’ in our subordinates’ lives. One significant ‘channel’ that leaders or managers influence the most is the motivation level in their employees. This ‘channel’ plays an instrumental role in helping employees create energy within themselves; hence generate the drive to spur them to achieve desired goals.
Motivation and Emotion are both derived from the same Latin word, to move.
Employees who are engaged are motivated, thus possess required energy to create relationships at work, which inevitably brings out the best in them to produce better results.
Motivation and emotion are both derived from the same Latin word. When we feel motivated, we are moved to act i.e. driven by an emotion to act towards an action. How often have we heard “I know I should be doing this ‘act’ but I am not motivated to do so”? This indicates lack of will to act.
So what do leaders do to inspire or unleash their true potential at work?
As leaders:
Do we recognise the power bestowed upon us?
Do we utilise it appropriately when we interact with our subordinates?
Do we care enough to understand how the recipient processes these interactions?
What impact will this interaction create to move his heart and mind to act?
There is a crucial difference between being caught up in a feeling and becoming aware that you are being swept away by it. Socrates’ know thyself” speaks to this keynote of emotional intelligence.
~ Daniel Goleman
Feedback is one very powerful tool that can be used positively and powerfully influence subordinates at work.
The Emotionally Intelligent Leader can consider the following:
Awareness
Take time to care
Mindful about their own intentions and outcomes of the feedback
Acknowledge his/her own emotions that is driving this process
Self-Regulation
Use data from the above and act accordingly to his ideal self, the type of leader he wants to be
Social Awareness
Connect with the subordinate’s realities (how he/she perceives and the emotions’ that governs him/her at the time of the feedback
Relationship Management
The feedback conversation becomes an interaction that is valued and respected by both parties.
The receiver becomes more accepting, takes responsibility for his own action and works towards achieving better outcomes.
Even if there is non-acceptance, respect is maintained.
As Ralph Nader aptly puts it, “A leader has the vision and conviction that a dream can be achieved. He inspires the power and energy to get it done.” The power to influence remains.
So, embrace the power and the responsibility that comes along with it, use it wisely. Have a great week ahead!