University of Southern Queensland (USQ) Sri Lanka Alumni Chapter conducted a Continuous Professional Development (CPD) program at the Institute of Chartered Accountants of Sri Lanka recently.
The program titled ‘Leaders Eat Last’ was based on Simon Sinek’s book ‘Leaders Eat last’. The program was conducted by Bill Roy and soft skills, communication and leadership trainer Jonathan Graham. Representing of diverse industries were present.
President, University of Southern Queensland Sri Lanka Alumni Chapter, Niranjalli Wickramasinghe introduced the trainers and welcomed the participants.
Dhamitha Pathirana, Vice President, CPD, University of Southern Queensland Sri Lanka Alumni Chapter, proposed the vote of thanks.
Excerpts of the presentations:
Empathy builds trust
The single most motivating factor for people in teams is the belief that their team members will stand by them and protect them in the hour of need. The sentiment that “my manager and my team would do the same thing for me” is priceless as it builds trust among the team. Empathy builds trust and trust strengthen relationships.
Strong relationships results in shared values and clarifies team’s vision. Empathy would distance people from individuality and create a conducive environment to discuss vulnerabilities and their insecurities. When each team member understands each other’s vulnerability and insecurity they can protect each other better and seek help when required.
Empathetic leaders’ sense anxiety and vulnerabilities of the team and as a result will sense external challenges much faster. Leaders should be able to admit these issues among the team. Bringing in examples from the not for profit organisation ‘Alcoholics Anonymous’, Jonathan said that it’s important for people to understand that they have a problem and accept it. And it is also important to inspire others to get out of the insecurities they face. Leaders who sacrifice for their teams inspire others.
Circle of safety
Creating a circle of safety within the team will build confidence and a sense of belongingness which will make the team stronger to face external challenges. We often talk about external challenges and gives less attention on facing internal challenges. A circle of safety can be built by ensuring the following: 1. Create a direction for our team; 2. Help me believe in myself; 3. Help me define my role on the team; 4. Provide me protection from external politics; 5. Providing support and encouragement to make changes; 6. Help me feel secure in my team.
Simon Sinek described what he calls the ‘Circle of Safety’ with this simple story:
A lion used to prowl about a field in which four oxen used to dwell. Many a time he tried to attack them; but, whenever he came near they turned their tails to one another, so that whichever way he approached them he was met by the horns of one of them. At last, however, they fell a-quarrelling among themselves, and each went off to pasture alone in a separate corner of the field. Then the Lion attacked them one by one and soon made an end of all four.
Identifying purpose
Purpose refers to ‘why’ a person or organisation exists. Purpose will help to mobilise people for a common objective and gives a reason to come to work every day. Most organisations are busy articulating their key value proposition and determining how efficiently this value proposition can be delivered, but spends very little time to discover the purpose of their existence.
A purpose-driven organisation is a simple idea. It’s an organisation of people who show up for the same reason, who work together to achieve something and will sacrifice so that the others may make it. A good leader will sacrifice on behalf of his team and inspire others to do better things. They provide for their team before providing for themselves. That’s why good leaders eat last.