Your Network Flashcards
What are the major concepts in the Your Network Module?
Outlining and building your network, managing up, managing your direct reports, feedback and coaching process, handling adversity and stress.
What is the law of reciprocity?
People feel a sense of obligation to repay in the future what another person has done for them in the present.
How do you judge your network?
You base your networks effectiveness on the closeness and diversity of the relationships within it, not the sheer size.
What is the most important thing in a network?
That it provide access to new information or resources and that the relationships are strong enough that there is a willingness to help one another.
What are the three subnetworks a robust network has?
Strategic network, operational network, and developmental network.
What is a strategic network?
Those who help you keep abreast of priorities, constraints, and capabilities in the organization.
What is an operational network?
This is the person you rely on to provide you and your team with key information, resources, advice, or support pertaining to your current job.
What is a developmental network?
These are the people you rely on for coaching, mentoring, exposure to new opportunities, protection from adverse situations, and advice.
What does a robust network provide?
Provides you with the resources and a source of learning to drive your personal and professional development and your capacity to get things done.
What are two things to keep in mind when building your network?
The foundation of building relationships is your genuine interest in the other person. Learn about them, find areas of common interest, and discover how you differ and how that can be a source of learning. Also, it helps to tell yourself that building and sustaining networks is less for you and more for the people you are leading.
How do you manage up?
You position yourself to support your boss if you take the time to understand their context (pressures and challenges they face), the ways in which they like to consume information and make decisions, and their overall strengths and weaknesses, including their potential blind spots.
Why is empathy a major part of coaching / providing feedback?
So that your message reaches the recipient and has the intended effect - that it will reshape their behavior and effectively register with them.
What are three things you should consider when delivering feedback / coaching?
Content; process; tone
The content of what you want to say; the process you will follow in delivering the feedback; ;the tone you want to adopt in conveying the message.
Describe the content for a feedback session.
Be direct, identify the specific behavior, state the impact, be specific.
Be direct: speaking directly to the recipient about the fact issue you want to coach them on.
Identify the specific behavior, resisting the urge to speak in generalities and instead pointing to specific behavior that is problematic and needs correction.
State impact, connecting the problematic behavior to the consequence of that behavior.
Be specific about who is affected, and what the impact of the problematic behavior is on others and even on the feedback recipient.
Describe the process of a feedback session.
Formulate; practice; deliver; inquire; coach
- Formulate what you what to say, thinking about the content in terms of behavior, impact, and parties affected.
- Practice or rehearse what you will say multiple times, taking time to imagine possible reactions you might hear in response and how you will respond.
- Deliver your feedback at the right time and in a quiet location that allows both you and the recipient to speak confidentially and be vulnerable.
- Engage in inquiry, either at the beginning of the feedback conversation or after delivering the feedback.
- Join as a partner with the feedback recipient to help coach them to make changes in their behavior.
