Made by AutentiCoach Partners

Marc DUFRAISSE - AutentiCoach Partner

We create spaces for the growth of people, teams and companies.

Sunday, 24 November 2013

Is pressure useful ?

 As a Manager or an Executive , do you put pressure on your collaborators ?
Is pressure useful ?

 The pressure that we can feel to achieve things, take challenges we have set to ourselves, win competitions, contests, races , learn, improve ... nourishes us physically and mentally, generates adrenaline. gives us energy .

 This pressure is about doing things that make sense to us, that we care about, that make scare us... This pressure allows us to be present , focused, connected , alive, to surpass ourselves, to go for it, go further. This pressure is healthy ...
 A sound pressure generated by our motivation, our ambition , our passion.
 This pressure is more than positive. It is constructive. It's refreshing. It is vital.

 But what happens if the pressure comes from outside, is "poured" on us?

 What if the pressure that is put on us has unrealistic , confusing goals? What if the environment is highly political , superficial? What if the management putting that pressure lacks confidence, is unable to trust or is manipulative...?
This other pressure is more negative .
Will it make us act? Yes, by coercion, by obligation, through fear.
In this case one has to live with this unhealthy pressure, suffer from it, be a victim of it ... It creates insecurity , anxiety.
It can be twisted , petty, can be malignant , paralysing ...

What do you think ?

Should managers put pressure?
If they do , how should they do it ?

Tuesday, 12 November 2013

How do you empower?

You are willing to fight for the company. You have always been. And you do fight...

But what about your team? Are they fighting at your side ?
Or you have the feeling that the pressure is mostly on you...

How do you empower people ?
How to get your collaborators to have an entrepreneurial spirit ?

Managing teams is a very subtle and balanced mix of inspiration, confidence , challenge, risk taking, rhythm, fluidity, intimacy, accountability, leadership...

If managers impose their vision and solutions too much on to their teams, it's difficult for them to:
- Fully understand everything that is going on,
- Get feedback, new ideas and innovations,
- Engage people

Team leaders have to accept everything that is going on in the team, everything present ... positive and constructive ... or negative and confrontational ....
Accept it and welcome it as possibly exceptional opportunities for learning, growth and performance...

Accepting uncertainty and risk taking will give them a new potential as leaders...
They will act more as a conductor putting in action everyone's talents rather than a hierarchical boss optimizing resources...

To do so, leaders need to inspire and trust rather than control. They must free rather than imprison.

Leaders need to be with the team, present, accessible, open and flexible, creating intimacy . They must connect with the teams with all their humanity and accept their own vulnerability as they accept their team members'...

What do you think ?
Are you willing to go for it? 
What do you need to do so?