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Connie Williams Consulting, Inc.: Posted on Monday, March 12, 2012 5:39 PM
WHEN AUTHORITY SPEAKS – Series 6  Recognizing and Managing People with Adversarial Behaviors People that oppose our perspective or ideas while improving their organizations are not considered adversarial. People that exhibit behaviors that are antagonist for the purpose of deceiving, destroying, and discrediting a person’s identity, purpose, and reputation for their agendas and egos are considered adversarial. To be successful in our life and careers, it’s important to be confident in mastering this issue. Organizations and leaders are losing valuable time, money, and resources if adversarial behaviors are not recognized, managed, and removed. Special Note: For the context of this discussion, when I use the words "these people," "they," etc., I'm expressing that their adversarial behavior is disallowed and not them as individuals. We prepare for several business strategy plans such as Media, Communications, Stakeholder, Marketing, etc. Why don’t we have an Oppositional Strategy Plan? Isn’t this beneficial for our organizations and careers? People with adversarial behaviors are in every organization and they will present themselves to us numerous times. No matter what direction this person approaches us, they have a common thread when exhibiting this type of behavior: to deceive a person for the purpose of discrediting and destroying an identity and a reputation. Their adversarial behavior causes them to have a mistaken identity and they will certainly attempt to use mistakes and lies to destroy others. Recognizing 10 Adversarial Behaviors in Organizations: - Usually approaches an individual when they are alone. They don’t want anyone else around that could possibly expose their past and negative behaviors. Sometimes they bring along their supporters (a.k.a. sidekicks).
- Immediately attempts to plant a “suggestion” of “self-doubt” and fear into a person’s mind about them and/or what was said negatively from the organization. The information that is shared is usually false and negative.
- Tries to direct, control, and/or influence a person for their own agenda. It could be to take sides with them against someone. Our interests are not important to them. These people want control and access of our position and resources. For them, it’s about making others experience loss so they can gain control.
- Needs something valuable from an individual such as information, resources, title, promotion, etc. This could give them a false sense of power, control, and high self-esteem.
- Will appeal to a person to take a risk with them on some kind of venture with the organization. Before these folks attempt to destroy a person’s reputation, they need it to gain attention to themselves. Afterwards, they are usually ready to destroy the good reputation.
- Constantly flatters a person to appeal to their ego and to gain trust and support. They appeal to your feelings and image to take the focus off of them and onto you so they can deceive.
- Will use a person’s name or resources dishonestly on different initiatives with others to demonstrate that they are supported by them.
- Likes to be right. When a person is adversarial, they usually do not like being corrected, and rejects instruction. They appear to always be right in their own eyes.
- They usually get angry immediately when they don't get their way. They can be so preoccupied with negativity and have trouble hiding their emotions.
- Could be mentally and emotionally unstable. They could be observing and studying someone in their mind and thoughts most of their waking hours and be obsessed with destroying the person to feel powerful and in control. Other characteristics appear to include being compulsive, manipulative, pushy, rebellious, and a bully.
I have read about and appreciated several leadership authors and experts who discuss that influence is an important element of leadership. What our firm has experienced, accomplished, and will achieve for our clients is an important framework and structure that will authenticate, strengthen, protect, and support leadership, and that is Authority. Influence alone will not manage or remove a person who is adversarial but Authority will. Remember, these people can be very adept at using manipulation and influence to attempt to destroy a person’s identity and reputation. If they attempt to use Authority, it cannot be legitimate because of their false intent and motive. Essential components of Organizational Leadership are: Authority—>Leadership—>Influence In Series 3, I discussed the following: “…Who defines you in your profession? I ask this question because we sometimes allow others to define us…especially when we haven’t discovered our Personal Authority. Once you discover it, I don’t think you’ll have an issue with others trying to define you again! This has happened and is still happening a lot to others so my mission is to help you apply this tremendous strategy so you can have a fulfilling life and career. If your life is fulfilling, your career will follow and so will the value for your organization. Others do not define you nor do they have the Authority to…” Now we can begin to identify what’s at the foundation of this type of opposition. Do you have a clue? The root of their problem is usually fear. It could be a fear that was caused by some type of rejection that occurred in their past. When exhibiting adversarial behaviors, these people appear to be fueled by fear, negativity, manipulation, intimidation, insecurity, deception, hate, etc. Perhaps this atmosphere has been created in their minds, thoughts, emotions, and actions for a long time. This state of mind can follow them in most interactions with others. Although we cannot change these people, we can manage them through our approaches and responses. 10 Strategies for Managing Adversarial Behaviors in Organizations: - Know your Personal Authority. Where does it align with your organization, boss, peers, and/or employees? Your Personal Authority sets boundaries and domains that you are in charge of.
- Determine who your opposition is and what type of authority they are trying to use. Is this authority legitimate to your organization’s mission and leadership? Remember what I mentioned above…when their intent is false, their authority is not legitimate.
- Direct them with Authority. When they approach you with doubt and deceit, let your response be, “No,” or that you don’t agree. Direct and remove them out of your domain. You set the agenda….you set the tone…you end the conversation…you are in charge! The less you say, the less they have to work with. The more you say, the more they have to initiate games and deceit. Here’s the litmus test…your response determines if the person will gain some control from you and how long he or she will hang around. They will try to use false control to deceive, discredit, manipulate, attack you, etc. Don’t engage them in conversation or a dialogue. The opposition needs something from you so remember, you can set the parameters. They will scatter.
- Listen to your intuition. When a person constantly flatters you or gives you what your “gut” says is insincere, put on the brakes. Sincere accolades give specific praise with a genuine intent.
- Don’t be deceived by feeling sorry for this person. Your task is to quickly remove them from your domain. I don’t think you would have second thoughts of handling or getting a venomous snake removed. Yes, people exhibiting adversarial behaviors can strike at a moment’s notice when you think about giving them a second chance. When you are nice to them, you’ll never know when they will attack…and they usually will.
- Transfer negative energy back to them. When they approach you with a suggestion of self-doubt and negativity, mix your response with Authority and serve the self-doubt and negativity back to them each time.
- Redirect their accusations. When they point out a mistake you made to your boss or the organization, take charge and redirect the conversation to discuss how you improved that process. They are trying to instill fears and doubts within you. Remove these accusations and negativity from the root by taking charge and redirecting.
- Cut off your opposition at the root by surrounding yourself and the organization with positive energy. This will drain the negative atmosphere of these folks. Keep pouring in the positive energy so they will suffocate. You will wear them down and they will not want to stick around. People with adversarial behavior feed off of negativity…starve them.
- Take the offensive approach with this opposition. Do not get on the defensive with them. Be in charge and take the offensive approach. When you are on the offensive, the opposition will eventually and accidentally expose their tactics and agenda. They need an atmosphere of negativity and fear to fuel their agenda. Remember that you are pouring in the positive energy and draining their negativity.
- Congratulations, you can now get back to focusing on the important business of the organization! Adversarial type people don’t like being exposed and will usually find someone else to bother who is not using these strategies.
Are you ready to work with powerful organizational leadership strategies that will move your organization to the top of its industry? Do you need a speaker for your next event? Contact Connie Williams today at 512-922-9607 or by email at connie@conniewilliamsconsulting.com. |
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Connie Williams Consulting, Inc.: Posted on Tuesday, February 28, 2012 10:25 AM
WHEN AUTHORITY SPEAKS™ - Series 5 Transforming Organizations: Using Authority As A Strategy “A successful organization is built on Authority, established by its Leadership, generates results through Influence, and increases its future growth throughWisdom and Organizational Acumen.” ~Connie Williams Positional Authority is “given” when a person has been selected, appointed, elected, or designated to a leadership position in an organization. An individual can have Positional Authority, but have no effect on influencing people. Positional Authority that is not transformed into leadership will not help the organization achieve its results. The word, “Authority,” sounds powerful and so formal and is often misunderstood in organizations and by people. It’s a strategy that is not used too often because organizations and individuals may think that Authority oppresses, controls, and removes a person’s freedom. Legitimate Authority is not oppressive, commanding, directing, or controlling. It’s actually the opposite. We can be afraid to embrace what we don’t understand. Authority is compassionate, respectful, confident, supportive, insightful, upholds standards, and gains results by releasing the personal authority of its employees to align with the mission of the organization. “Authority,” properly used, enhances organizations in the following manner: - Prevents chaos by bringing order within the mission of the organization;
- Clarifies roles and provides boundaries with other managers;
- Protects the organization;
- Brings confidence to its leaders and employees;
- Defends and supports in the day of controversy;
- Removes division and discord;
- Corrects inefficiencies;
- Establishes leadership;
- Empowers and inspires leaders and employees;
- Strengthens leadership and influence;
- Gives longevity to an organization;
- Provides the framework for the organization to achieve its mission; and
- Provides the framework for leadership to perform.
Organizations are created to meet the needs of the stakeholders they serve. Yet ineffective Positional Authorities try to force the employees to meet the organization’s needs. Authority used correctly restores the effectiveness of the organization. There are standards to achieve so the organization can be at the top of their industry. Water is the Authority and framework for the fish to perform and stay alive. Soil is the Authority and framework for a plant to perform and stay alive. Authority provides the framework for a leader to legitimately lead, to legitimately perform, and to legitimately delegate authority to others so the organization can stay alive. When leadership is legitimate, it brings mutual respect and order to the organization. Go back and research organizations that were dismantled or have not achieved results because Authority was abused, misused, and misunderstood. Research successful organizations and observe how they embraced Authority and how it strengthened its leadership and influence within their industry. When Authority Speaks…It has a voice. These are just a few of the strategies that Connie Williams Consulting, Inc. uses to transform organizations. Contact us today at connie@conniewilliamsconsulting.com to get started on transforming your organization. |
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Connie Williams Consulting, Inc.: Posted on Friday, February 10, 2012 2:33 PM
WHEN AUTHORITY SPEAKS™ - Series 4 Personal Authority: Transforming People Using Personal Authority as a performance management strategy to transform people will grow effective leaders in organizations. Personal Authority is about effective leadership because it includes building relationships, utilizing resources, and achieving results. Connie Williams Consulting, Inc. defines Personal Authority as, “A combination of knowledge, skills, talents, and resources that qualifies a person an expert in influencing the thinking and action of others for the purpose of achieving results.” No one can take away your Personal Authority. It’s within you! The Food Network’s “Chopped” is a show where chefs compete before expert judges to take simple ingredients and transform them into a prestigious three-course meal. The chefs have 30 seconds for planning and 30 seconds for executing. They are all chefs but the winner is the one who uses their Personal Authority to influence the judges. The winner had all the resources within their knowledge, skills, and talents to effectively transform simple ingredients into exceptional results. The winner gained a promotion and a reward! Here’s how our Personal Authority will transform people and organizations: - Grows leaders that will transform organizations.
- Promotes boldness and confidence that will positively influence others.
- Minimizes and reduces stress.
- Achieves results using a combination of knowledge, skills, talents, and resources.
- Refreshes and stimulates others to help leaders achieve results.
- Opens up doors of opportunities for promotions and recognitions.
- Authenticates people.
- Qualifies an individual as an expert.
An organization can be transformed by growing effective leaders and employees. Personal Authority transforms people and transforms organizations! Purchase our Five-Star Supervision E-book and in minutes, you can electronically download and start learning about performance management strategies that will help experienced, new, and aspiring supervisors be respected, confident, and recognized for outstanding skills. |
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Connie Williams Consulting, Inc.: Posted on Friday, February 03, 2012 2:39 PM
WHEN AUTHORITY SPEAKS™ - Series 3 Personal Authority: A Strategy to Benefit Your Targeted Market In the upcoming Series to When Authority Speaks™, I will explore the strategies of Positional and Collective Authority. For Series 3, we’ll explore Personal Authority so you’ll have a foundation for the other two strategies. In Series 2, Connie Williams Consulting, Inc. defined Personal Authority as, “A combination of knowledge, skills, talents, and resources that make a person an expert in influencing the thinking and action of others for the purpose of achieving results.” In Series 3, we’ll discuss how to discover your Personal Authority, what happens, and what it feels like when you are not utilizing it. Who defines you in your profession? I ask this question because we sometimes allow others to define us…especially when we haven’t discovered our Personal Authority. Once you discover it, I don’t think you’ll have an issue with others trying to define you again! This has happened and is still happening a lot to others so my mission is to help you apply this tremendous strategy so you can have a fulfilling life and career. If your life is fulfilling, your career will follow and so will the value for your organization. Others do not define you nor do they have the Authority to. We as individuals have the Personal Authority to define ourselves and our lives yet we often give others that Authority. Why? Is it because we have not taken the time to learn about or focus on our unique attributes? Do you think we could consider others an expert on us? I don't think so. No one has the qualifications or the expertise to define you, but YOU! Your Personal Authority is only unique to you and has your own special DNA that no one in this world can duplicate. The world will be missing a solution to a problem if you don’t walk in your Personal Authority. There are a targeted group of people who are assigned only to you. You have the solution to help them solve a problem and you are the only one that can uniquely deliver to them. How do you discover your Personal Authority? First, create a list of four categories: Knowledge, Skills, Talents, and Resources. Second, under each category, list the expertise that you are confident in and in which others seek you out. Finally, write next to each expertise whether you feel “energized” or “drained”. Take your time if you need to…this could take several days or weeks for this to unfold the layers to your Personal Authority. When you find it, you’ll feel it and your energy will heighten! Guess what? Your stress will be reduced and you’ll be bold and confident in your Personal Authority. You’ll also be ready to find your target group so you can help them. Here’s a simple visual example: What happens to a plant when you remove it from its soil? It withers and dies. Why? It’s been removed from its Authority (the soil). Yes, there are other resources the plant needs such as the sun and water, but the soil is the main Authority. Can you think of any people who left their Personal Authority and entered a profession that became high maintenance for them? What happens to us when we are not walking in our Personal Authority? Do we feel withered and drained inside? Yes, we do! We feel like it’s "High Maintenance" when we are allowing others to define us or when we are trying to duplicate someone else’s Personal Authority.  and you'll receive notification of the published blog updates and daily strategies Monday through Friday. |
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Connie Williams Consulting, Inc.: Posted on Saturday, January 14, 2012 8:19 PM
Happy New Year 2012 and may you experience prosperity and wellness in every area of your life!
WHEN AUTHORITY SPEAKS™ - Series 2 Before we answer questions from the previous blog post, I’d like to define three strategies for you that will take your organization from average to “Exceptional.” There are three types of Authority strategies that are used by Connie Williams Consulting, Inc. They are Positional Authority, Personal Authority, and Collective Authority. How do you define Authority? Merriam-Webster’s Online Dictionary defines Authority as, “Power to influence or command thought, opinion, or behavior.” Connie Williams Consulting, Inc. definitions: Positional Authority – a person who has a combination of knowledge, skills, talents, and resources that is selected, appointed, elected, or designated to a leadership position that can command influence over the thinking and actions of others for the purpose of achieving results. Personal Authority – a combination of knowledge, skills, talents, and resources that make a person an expert in influencing the thinking and actions of others for the purpose of achieving results. Collective Authority – a collaborative partnership of personal authorities that use their knowledge, skills, talents, and resources as experts in influencing the thinking and action of others for the purpose of achieving results. Here are the following questions from the previous blog post and Connie Williams Consulting, Inc.’s responses: - How does it feel when you are given an assignment and are told to utilize your strengths, skills, and talents as an approach for completion of the outcome?
Response: Anytime you can utilize your Personal Authority as an approach to completing tasks, you will be confident. - How does it feel when you are completing the same assignment and are told to utilize unfamiliar approaches for the outcome?
Response: Using unfamiliar approaches in completing tasks takes time and becomes high maintenance. Using Collective Authority will help you achieve faster and accurate results with confidence. - Which approach brings out the passion in you?
Response: Using your Personal Authority to complete tasks will encourage and excite you to exceptional performance. - Is it better to spend time refining your strengths or refining your areas of development?
Response: If your strength is average or overused, you’ll want to develop it into your Personal Authority. For areas of development in which you are unskilled, you can get additional training and experience and/or use Collective Authority. Now, the answer to the above question depends on how much time is needed to complete the task(s). If faster results are needed, you would spend time refining your strengths and using Collective Authority to get tasks completed. If you have more time, getting the necessary training and experience would help you go from unskilled to skilled for a specific task. - In several instances, why does it appear that when a leader is disliked, their Authority” goes unquestioned?
Response: When you review our definition of Positional Authority, you will notice that the leadership position alone gives a person command influence over others in achieving results whether they are liked or disliked. A more effective way for this person to be successful for their organization is for them to also use their Personal Authority to make excellent decisions, to mentor future leaders, and to use Collective Authority to achieve optimal results. This will give them leverage over more resources for achieving exceptional performance and to be a valuable asset for their organization. - Strategic Tip: Form a collaborative partnership with your boss even if you have a challenging relationship. Your boss is in a position of authority for a reason. They might not have the knowledge as a specialist like you do but they could possibly have the influence to leverage resources internally and externally to achieve optimal results for the success of the organization. At lot of bosses are generalists and are skilled influencers...that's why they were possiblity selected by your organization. Skilled influencers can leverage stakeholders and resources to achieve strategic goals and outcomes for their organizations. Your specialized knowledge is there to assist your boss. There are benefits when you partner with your boss that will be beneficial to your career. Understanding the three authorities and the strategies for achieving results with your boss will enhance your career.
Not everyone uses these three Authority strategies in a positive way. We know that an organization will suffer the consequences if Authority is self-centered and ineffective. Please Note: The bottom line for organizations to exceed in their outcomes and profits will be in completing tasks timely and accurately, within budget, and with produced results. This is "Exceptional Performance!" These are just a few of the powerful strategies that Connie Williams Consulting, Inc. utilizes to prevent organizations and individuals from being average so they can be positioned at the top of their industry. Now you know, When Authority Speaks™ and you use performance management strategies; others listen and are influenced to bring you “Exceptional Performance.” Contact us today at connie@conniewilliamsconsulting.com for a consultation so you can get started on receiving performance management strategies to be the “Authority” in your field. Purchase our Five-Star Supervision E-book for only $5 and in minutes, you can electronically download and start learning about performance management strategies that will help experienced, new, and aspiring supervisors be respected, confident, and recognized for outstanding skills. |
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