The reason that Leader Effectiveness Training works is that it addresses leadership skills at a deeper and more fundamental level than other leadership or management training workshops. With the skills learned in L.E.T., the organization is able to create a suitable platform on which the other components can be constructed. Just as some advanced drugs require a steady heartbeat and acceptable blood pressure or new software applications require a proper operating system, many management tools such as career development tools, mentoring systems, quality improvement systems and so forth require a certain level of communication skill that management teams often do not possess. This tendency is exaggerated in highly technical organizations where hiring and promotions are based mainly on technical qualifications. Few technical specialty curricula offer more than a smattering of non-technical coursework and few hiring companies look for, or are indeed qualified, to evaluate leadership skills. Often, organizations have highly competent, capable, decent men and women in leadership roles. But, that doesn’t guarantee that the organization can sustain high levels of quality and productivity. This is a difficult lesson to learn because many companies operate reasonably successfully without excellent leadership skills. In an environment in which there is little competition and you have an excellent product line, much error can be tolerated. But, as the organization grows and the competition increases, the margin for such error is greatly diminished. Effectiveness and clarity become extremely important.
When someone says, “I hate this job!” or “I can’t work with Sarah” or “Nobody values my work around here!” most people are inclined to think that those feelings are rather permanent and unchangeable. And, usually, the stronger the feeling, the more it sounds final or irreversible. For example, if my wife should greet me at the door with, “I’m so mad at you!” my immediate reaction would be that I’ve fouled my nest somehow and she’ll never feel the same about me again. Parents, too, have a similar reaction when one of their kids blurts out, “I’m never going anywhere with you again.”
So yes, it’s that time of year…. the holidays are coming! In addition to feelings of anticipation, excitement and joy, many of us also have feelings of fear, stress, sadness. I think it’s a mixed bag for a lot of us.
For most of my life during this time, specifically I am referring to Thanksgiving, my Pop “made” everyone at the table say a little something. So JUST as we were all about to sink our teeth into some tasty turkey, he’d say, “Why don’t we all take turns sharing what we’re most thankful for this year!”
“Oh geez…really? Now?”, I’d think to myself. Sigh.
Clare T., who attended the October L.E.T. Train-the-Trainer Workshop, talks about how uncomfortable it can be at first to learn new communication and conflict resolution skills. L.E.T. can help an individual break free from unproductive and ineffective communication habits. As with anything, practice and commitment with leadership skills learned in L.E.T. can help one create new and better habits.
Have you ever dreaded going to a company-sponsored training workshop? Do you imagine a warm, dim room where the presenter drones on and on and you want nothing more than to get out of there? Jonathan H., a participant at the 2013 L.E.T. Trainer Workshop in San Diego, had similar fears before attending. He was pleasantly surprised that not only was the leadership training engaging and effective, but personally rewarding as well.
W.L. Gore? They are the makers of Gore-Tex, among MANY other products:
W. L. Gore & Associates – Ranked 21 on the Fortune 500 list for 2013
Previous rank: 38
What makes Gore so great?
Eschewing hierarchy and bosses, the maker of Gore-Tex fabric and Glide dental floss encourages a team-based environment— and there are no executive perks. “At Gore, we don’t manage people,” wrote founder Bill Gore. “We expect people to manage themselves.”
Markus M., a 2013 L.E.T. Trainer Workshop participant, explains that his current workplace at W.L. Gore & Associates is very different from past work environments due to the collaborative nature. L.E.T. and the Gordon Model, has been taught at this company for years, and has made a large, positive impact on interpersonal communication between team members. L.E.T. is leadership training that promotes collaboration between team members to come up with a solution that meets everyone’s needs, rather than just one person’s.
Clients of Leader Effectiveness Training (L.E.T.) have transformed their work culture to one of collaboration. It’s unusual, says Steve Crandall (Master L.E.T. Trainer) for a leadership program such as L.E.T., to have a deep, lasting impact on companies such as it has. He also shares in this video how the program has had a powerful and positive affect on his own business and personal life.
Many different types of training are offered online—and they can be a convenient and sometimes more affordable option than in-person education. Steve Crandall, Master L.E.T. Trainer, explains though that if you want to learn interpersonal skills (which effective leaders and managers know are a huge key to the success of any business), the essentially solitary nature of online training defeats the purpose. The confrontation, listening and problem-solving skills that are at the heart of excellent leadership training, are best suited in an learning environment that involves live, real-time, human interaction. In L.E.T., for one example, the trainer is able to circulate around the participants during the many practice sessions as they practice their new skills and provide instant feedback and coaching, which better serves the participant–not to mention the company who invests in bettering their leaders.
For some, leadership training seems like it could take too much time, that people can’t afford to be “away from their desks” for a workshop. Steve Crandall, Master L.E.T. Trainer, shares how he works with clients to list all the many “people issues” and problems that they already spend too much time and money on —and how after L.E.T., they can reduce and even eliminate many of the issues on that list.
The Leader Effectiveness Training Workshop (L.E.T.) is an investment in your company that saves you time and money. How does that work, you might be asking yourself. Steve Crandall, Master L.E.T. Trainer (since 1981), explains that through L.E.T., he teaches participants skills that can reduce time wasted by employee conflict and also skills that will increase productivity. With those results, there’s a payoff for sure! Watch the video below and see:
A friend sits down by me at lunch and says, “I’m sick of this place. There’s no way anybody can get ahead here. The only people being promoted are friends of the management or college whiz kids like Peterson. It’s not fair.”
I say, “I hear you Jim. Why don’t you start taking night classes? You’re as smart as Peterson, you’re just not motivated or something.”
Do you hear the lack of acceptance in that response? Although I said the coworker is as smart as Peterson I tell him what to do as if he were so dumb he couldn’t figure it out for himself. Then I tell him there’s something wrong with him; he’s not motivated … or something. Not much understanding there is there?
If I’m serious about improving my relationships there are four things I must do:
First, I must learn how and when to listen. Second, I must learn a special way of talking and when to do it. Third, I must learn to handle conflicts in such a way that no one ends up a resentful loser. Fourth, I must establish and maintain an open dialogue with people who are most important to me.
Relationships are both built and destroyed by communication patterns. Open, honest communication is the basis for, the foundation of good relationships. Poor communication ruins them. It’s that simple.
The purpose of interpersonal communication is understanding and being understood. I want to be especially clear about that. The purpose of interpersonal communication is understanding and being understood.
Managers, are you adapting well to the trends of how your employees and independent contractors prefer to work? When you hear the phrase “work/life balance,” does it strike your nerves? Are you suspicious of why some people prefer to work from home because they claim to be more productive?
The 8-5, You-Must-Be-In-The-Office-Forty-Hours-Per-Week-Because-I-Said-So culture has been fizzling out as fast as dial up Internet ten years ago. Some of us who have been brought up to believe that the only way to work is to be in the office are having a hard time adapting to the new way of working…and living. Thanks to technology and a world that is getting flatter and flatter, we have the ability to work anywhere we want at any time of day. And, we are choosing to work when, and where we are most productive – like the CMO or sales manager preparing a presentation for the company’s global sales conference on a yacht eleven miles off the coast of Belize.
Rasmussen was a 44-year old entrepreneur who started his own digital marketing communications company in the Los Angeles area. His company was established in late 2002 when the Internet was just beginning to capture a lot of attention – a time when the last of the early adopters were shelling out top dollar to get their own websites.
Fast forward to 2011, and Rasmussen finds that he is losing business to many other digital marketing companies offering identical services. And even worse, he is also losing to independent contractors who charge a fraction of his prices, claiming the ability to create and deliver digital marketing tools that are just as good as what the larger companies (like Rasmussen’s) are charging. For many customers, this seemed to be a more appealing economic option.
Remember from your Gordon Model workshop, what GLOP stands for? Just in case you don’t, it stands for the “General Labeling Of People”.
Take a look at the list below and notice that each statement contains a judgment or GLOP.
1. She’s unfriendly
2. He’s a skeptic.
3. He’s a control freak.
4. She’s irresponsible.
5. You’re so easy to get along with.
6. She’s a little too intellectual.
7. He’s a team player.
There is a difference between what actually happens and your interpretation about those events. It is natural and normal for people to observe events and then make inferences, interpretations, judgments, and evaluations about them.
However, many people confuse their interpretations with the facts of the situation. In the Gordon Model, we coach you to begin conversations with the facts – especially when there are problems.
“If it weren’t true, you would see the darn nail sticking out of your head. How pitiful. What a waste of my precious time. Apparently, you want me to actually take the time to see if I’m right before I yank that nail out of your head. What a bore! I’ve made it this far by making good assumptions. That’s how I got to be the boss of this outfit. Everyone knows that my opinion counts. (For sure, it counts more than yours). So, you should see it too. But, nooooo! I have to mess around with all of this silly listening stuff.”
When Active Listening bogs down or is rejected by the speaker, often one or more of the following mistakes has been made.
The following eight faults result from the listener’s failing to stay in touch with the speaker’s feelings or the inability to keep the listener’s own feelings out of the listening process. EXAMPLE:
Speaker: “Okay, you decide then. I give up.”
1. Overshooting: Exaggerating the feeling being expressed.
“You don’t want to work with me anymore.” 2. Adding: Generalizing or expanding what the speaker is saying.
“You’re thinking of quitting.” 3. Rushing: Anticipating what the speaker will say next.
“You’ve probably had it with this whole project.” 4. Analyzing: Interpreting speaker’s motives.
“Maybe you’re upset because you didn’t get the overtime you wanted.”