On a recent team visit I met an entry level ticket seller who’d been there two months. He said, “Murray, I am ready to manage my own staff. I know everything I need to learn about ticket sales.” Laughing, I looked at him and said, “I have been doing this for 25 years and I still learn every day.” I added, “Plus, to make that statement, it might help if you were first on the sales board instead of eighth out of twelve.” Read more
Old style leaders are about giving permission to supplicants. Their followers seek permission. It’s an “I/you” rather than “we” dynamic. Leaders have power and followers must ask.[dropshadowbox align=”right” effect=”lifted-both” width=”300px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]”Asking softens a tough request so the other person hears it. Asking signals you want help. Using a ‘we’ approach builds momentum within a sales team.”
I/you leadership is disengaging and dis-empowering.
Successful leaders do more than give permission, they get it. Permission answers the question, “Is it ok with you if we talk about something?”
Five Powers of Permission:
1. “May I …” builds trust.
2. “Would it be ok if …” shares power.
3. “Do you mind if …” equalizes social status.
4. “Could we discuss…” prevents stagnation. Permission moves the agenda forward when topics are awkward.
5. “Is it ok with you, if…” engages.
Permission opens doors, protects relationships, and prevents stagnation.
Ask permission to:
1. Bring up uncomfortable topics. Set a date for the conversation.
2. Explore progress.
3. Correct. “May I …”
4. Challenge.
5. Give feedback.
6. Say what you see. “Is it ok if I share something I see …”
Four responses to NO:
When permission isn’t granted? Ask:
1. How business-critical is the topic?
2. Is there a deeper issue to address?
3. Can you let it go?
4. Must you address it, regardless?
When topics are mission critical, say, “We need to talk about this soon.”
Just a courtesy:
Isn’t asking permission just social courtesy? Yes, sometimes it is. But, social courtesies smooth and protect. Perhaps you prefer to be discourteous and abrasive?
Four reasons leaders don’t ask permission:
1. Arrogance. It’s too humbling to ask and too easy to tell.
2. Fear of seeming weak.
3. Fear of losing power.
4. Authoritarian rather than relational leadership styles.
Discussion with your sales team
“Managers seen as always being negative aren’t followed,” explains Gregg Bennett, Director, Center for Sport Management Research and Education at Texas A&M University. “In general, people want to be around positive individuals in everyday life and the work environment.”
New leaders find giving help easier than receiving help but receiving is necessary. Supporting others earns promotions. Receiving help expands impact and maximizes the talents of others.
Doug Conant, author and former CEO of Campbell’s Soup, has a leadership model that centers around the question, “How can I help?” Check out his book, Touch Points. (Highly recommended reading)
If you follow Doug’s example, and consistently ask, “How can I help?” others will begin asking you the same question. Don’t be shy. Tell them! Explaining how to help helps healthy teams support each other.
“Counter to conventional thinking, asking for help from others demonstrates strength and confidence,” adds David Peart, Senior Vice President at the Pittsburgh Penguins. “Engaging others for help also fosters a collaborative spirit within a corporate culture. That’s valuable and empowering for an organization and an individual leader.”
