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Quiet Leadership


Six steps to Transforming
  Performance at Work
    David Rock, 2006
1. Think about thinking
Let them do all the thinking:

    Keep them focussed on solutions
    Remember to stretch
    Accentuate the positive
    Put process before content
    Choose your focus:
                         •   Vision
                         •   Planning
                         •   Detail
                         •   Problem
                         •   Drama
2. Listen for potential

Keep clarity of distance
avoiding:

   Detail
   Filters
   Agenda
   Hot spots
3. Speak with intent

 Succint
 Specific
 Generous
4. Dance toward insight


   Awareness of dilemma
   Permission
   Placement
   ‘Thinking’ questions
   Clarifying
5. CREATE new thinking

 Current Reality
 Explore Alternatives
 Tap their Energy
6. Follow up
FEELING-model
    Facts
    Emotions
    Encourage
    Learning
    Implications
    New
    Goal
David Rock’s SCARF

   Status
   Certainty
   Autonomy
   Relatedness
   Fairness
Effective Followers
Robert Kelly. ‘In praise of Followers’,1988
Effective followers:

 create autonomy by building trust
 manage themselves well – intellectually,
  socially, physically and psychologically
 are internal entrepreneurs
 practice strong influence, negotiation,
  interpersonal and bridge building skills
 take ownership and accountability for their
  products and results
 feel free to be whistleblowers

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Powerpoint quiet leadership

  • 3. Quiet Leadership Six steps to Transforming Performance at Work David Rock, 2006
  • 4. 1. Think about thinking Let them do all the thinking:  Keep them focussed on solutions  Remember to stretch  Accentuate the positive  Put process before content  Choose your focus: • Vision • Planning • Detail • Problem • Drama
  • 5. 2. Listen for potential Keep clarity of distance avoiding:  Detail  Filters  Agenda  Hot spots
  • 6. 3. Speak with intent  Succint  Specific  Generous
  • 7. 4. Dance toward insight  Awareness of dilemma  Permission  Placement  ‘Thinking’ questions  Clarifying
  • 8. 5. CREATE new thinking  Current Reality  Explore Alternatives  Tap their Energy
  • 9. 6. Follow up FEELING-model  Facts  Emotions  Encourage  Learning  Implications  New  Goal
  • 10. David Rock’s SCARF  Status  Certainty  Autonomy  Relatedness  Fairness
  • 11. Effective Followers Robert Kelly. ‘In praise of Followers’,1988
  • 12. Effective followers:  create autonomy by building trust  manage themselves well – intellectually, socially, physically and psychologically  are internal entrepreneurs  practice strong influence, negotiation, interpersonal and bridge building skills  take ownership and accountability for their products and results  feel free to be whistleblowers