DSS Leadership – Assignment 10
Book – “Leadership from the Inside Out”
Take some time to reflect on the following questions to help develop and build relationships:
Under what conditions do you shut down communication?
I tend to shut down with confronted with negativity. I like getting feedback, but if it’s not constructive I tend to become defensive or closed off. “You did a shitty job,” doesn’t tell me how to do something better. It just leaves me feeling bad. I do my best. I’m sorry if my best wasn’t good enough, but if you’re not going to tell me how to become better, just how I didn’t meet your expectations then fuck you. I didn’t see you doing anything other than standing on the sidelines. Maybe if you helped next time or you gave me an idea of what to do differently I would care about your opinion.
I also shut down when I feel a lack of empathy. If you’re going to act like my emotions, my perspective, and my situations don’t matter then I’m not going to care about your opinion or what you have to say. It’s a two-way street. If you’re not going to care, then neither am I.
Lack of honesty, or authenticity as this book calls it, is probably the number one trigger for me torching bridges without a second thought. If I can’t trust you to be real with me, if I have even the smallest hint of “snake in the grass” in regards to your character then I can guarantee you, while I may hear your words and log your comments away, they’re always going to remain at the bottom of my “care” list.
What beliefs are causing you to shut down under those conditions?
There’s usually the belief that there are ulterior motives to their comments or actions, which tend to be proven true given time.
There’s my belief that criticism is different from critique. Negative comments without avenues for change or recognizing any of the positive or “right” things in a situation leaves people feeling demotivated and that the effort they did put in didn’t matter.
How can you be more open in future situations?
I don’t think I have a problem being open. I feel I could be better about expressing my feelings during the situation. “I know you’re trying to help me be better, but right now I’m only receiving negative feedback and that doesn’t feel very good. How could I have handled this better or what things, if any, did I do right?”
In regards to the ulterior motives, I could try to find time to be self-reflective and to identify why I feel the way I do. Once I understand where my emotions are stemming from I could return to the person for a more in-depth conversation. “I know we were talking about this before, but I was left feeling a bit uncomfortable after we talked and this is why…”
Do you need to strengthen your “I” or your “We” to build even more authentic relationships?
I need to strengthen my “I” without a doubt. There have been several times where I have not spoken up purely because “I’m not a nurse”. I could have helped situations go smoother. I could have helped my teams avoid problems. If I had been more direct on how to handle change over, if I had stepped up and made leadership decisions, regardless of what my title is or was, I could have helped everyone involved.
My voice matters. I shouldn’t be afraid to voice strategies or suggestions. I have experience and perspective which are of value only if I allow myself to share them with others. Speaking up isn’t disrespectful or overstepping boundaries and that’s something I know I need to work on. It might be scary to have everyone looking at you and listening to what you say, but overcoming that moment of fear can lead to the whole team growing or to the clinic running smoother and more efficiently.
How can you more effectively build your relationship bridges?
I can continue to build strong, lasting relationships by not being afraid to speak up; to share my stories and experiences and at times being direct especially as I move into a preceptor role.
How can you bring your team trust and team effectiveness to a new level?
By continuing to be honest and conducting myself with integrity. If I am a person my teammates can trust, then as stressful and trying situations arise they will not distrust or resent my judgments and input.