Connected Leadership and Paying Attention
Host Dale Dixon and TCL Facilitator and author Dr. Francis Eberle continue their discussion about Connected Leadership. Francis tells the story of his dyslexia diagnosis and how it formed his theory of collaboration. He points to the aspect of Attention, which he believes sets a leader apart. He gives tips on how to start narrowing down your focus as a leader and figuring out where you should be paying attention.
Connected Leadership and Purpose
Host Dale Dixon and TCL Facilitator and author Dr. Francis Eberle talk today about the importance of defining purpose as a leader. Francis outlines why leaders must engage their employees to help lead, and the importance of organizational purpose as it relates to your team. He gives the four parts of the Connected Leadership model, which he discusses in his recent book, as well as tips for figuring out your own personal purpose.
Dr. Francis Eberle, Hr.com, August 2021
The bevy of digital connection options that got many of us through isolation during the pandemic has caused a distinct shift in the way we work. These enhanced connection methods created an increase in the trend of constant connection. As a leader, you may feel required to be plugged into an email, internal communication systems, social media platforms, your telephone, and professional networks. You might feel like there is no off button.
In your typical day, how much time do you give to connection platforms? Now compare that with the time you interact with employees and colleagues in person, on the telephone, and over video in a meaningful way. Connecting is good, right? But not all connection methods are equal.Read More
By Dr. Francis Eberle
One of my clients recently had difficulty letting go of some unfair comments from her supervisor. The comments were harsh because the supervisor thought the work was shoddy, but the supervisor had gaps in his knowledge and had overlooked the true quality of the work. My client knew she had to get past the comments, but they still hurt. There were two aspects to grapple with—the personal hurt and the professional relationship. My client had to be objective about the comments and build a more respectful professional relationship.
Instead of just letting the comments go, one way to move forward is hold one issue in limbo while focusing on another issue. In other words, suspend the belief that the supervisor had negative intentions when he made the comment and instead focus on the relationship.
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Dr. Francis Eberle, HR.com, March 2021
Imagine a high school where students, and all boys at that, are asked to exhibit leadership in setting student behavior norms, conducting student discipline and maintaining the school’s facilities. At the small all-boys high school I attended, this was exactly what happened. The seniors set the school behavior standards and punishments for all students, managed and maintained the grounds, supported the kitchen and dining room, and facilitated cleaning of the living areas and rooms. It was a unique school.
I learned then, and have seen even more since, that there are good and bad leaders. More importantly, both leadership types have an enormous influence on the culture and interactions of the organizations they lead. At my high school, fierce disciplinarians were mocked behind their backs and avoided as much as possible.Read More
By Dr. Francis Eberle
A year into the pandemic, I have noticed that some people have changed their persona on video calls. Some seem almost as if they are lost, when, before the pandemic, they were energetic and very talkative. Other people seemed to have become more outspoken, when prior they were quieter and more reserved.
To understand what is going on, we need to look to the psychological and cognitive sciences of behavior. Video calls are not the same as in-person interactions, so understandably the connections we make during these two types of connections do not occur in the same way. When people are on video calls, their behavioral tendencies differ due to that lack of connection. The approaches used in traditional communication and interaction during in-person meetings don’t work in a virtual setting.
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Given the shifting workplace landscape of the last year, many companies are embracing collaborative leadership as part of their new work strategy. This type of leadership allows for flexibility, shared ownership and personal empowerment, culminating in employees who lead themselves. As remote and hybrid work continues, collaborative leadership has become an impactful and effective leadership style.
Executive coach, team facilitator and author Francis Eberle, Ph.D., has just released a book that provides a model to understand collaborative leadership and offers practical steps to begin implementing it within any organization or team.
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Dr. Francis Eberle, HR.com, November 2020
When I was in graduate school for my doctoral degree, I submitted a paper to a well-respected professor. Afterward, he asked to meet and inquired whether English was my second language. It wasn’t. At the time, I was working full time, had a young family and commuted 1.5 hours each way to the school several nights a week, getting home at midnight. I was often very tired. I could have blamed these circumstances, but I knew better.
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By Dr. Francis Eberle
Imagine you’ve just settled into your office for the morning, coffee in hand, desktop firing up, when two employees blow through the door. Each has a strong, yet opposing, viewpoint about the next steps for a project. And before you know it, you are drawn into playing referee or decision-maker.
This scenario is much like the Chinese finger trap. You are probably familiar with this child’s toy. You put your finger in one end and a friend puts their finger in the other end. The goal for both players is to get their fingers out. As each tries to pull their fingers out, the trap tightens—the more you pull, the tighter the trap gets, increasing the pressure on your finger.
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By Dr. Francis Eberle
Recently I came across a familiar video I had not seen in a while. It has two teams, one in black shirts and the other in white shirts, passing basketballs to each other. As you watch it, you are asked to count the number of passes. Sounds easy, right? If you want to watch the original video, go here.
After you report how many passes you saw, you are asked if you saw the gorilla. And yes, during the video a gorilla strolls into the middle of the action, faces the camera and thumps his chest, and then walks away. When groups of people watched the video for the first time and were asked if they saw the gorilla, about 50% answered no. I have shown this video to groups and seen the same reaction.