“Your outer reality is a direct result of your inner consciousness. The moment you decide to step out of the darkness of uncertainty the light of possibility will guide your way” ~Paul Hoffman
As a network marketing leader one is in constant search of individuals who want to change their current situation. Especially in this current economy a family’s economic future is questionable. An answer to this question is network marketing. Before we go any further it is necessary to get something straight. It is very possible and even probable to succeed in network marketing, but if you are to succeed one must understand that it is not easy. It is hard work. The individual will have to change the way they think, they will have to make sacrifices now to provide a very nice future for themselves and their family. How does a leader do this? He or she does this by providing vision.
In network marketing however this cannot be a blanket vision for the whole team. Each network marketer has their own dreams about their future. The network marketing leader must be in communication with their team members and help them provide a clear and concise vision for their business. Make sure that the vision is a cause for commitment and not a plan. Team members will commit to something larger and more forceful than goals or milestones. It is very important to have a plan and this topic will be covered in a later article. Also make sure as a network marketing leader that your team members write down their vision and place it in a prominent place where they can read it daily. Also as a leader write down the team member’s vision as well. This will help you keep track and will show the team member that you care about their future. James M. Kouzes and Barry Z, Posner in their book The Leadership Challenge provide a good analogy for providing a clear and concise vision. Suppose you are driving along the Pacific Coast Highway in California, on one side there is the Pacific Ocean and on the other side there are mountains. It is a clear day and you are driving at a good speed and taking the curves no difficulty. You are relaxed, you are slouched in your seat a little and you have one hand on the steering wheel while you are listening to your favorite tunes. All of a sudden after taking a curve there is a big wall of smoke. What will your reaction be? Chances are you will slow down, sit up, put both hands on the steering wheel and turn down the music so you can hear better. This illustrates a good question. Are you able to go faster when you have a clear vision or when it is smoky?
“To succeed, one must be creative and persistent.” ~John H. Johnson
When recruiting individuals for your business do you attract to their emotions or do you act on their intellect? Another way of looking at it is Emotional Intelligence or EQ important? This is not to suggest that emotions are not important. Effective leaders in organizations have a great ability to affect emotions of their team. If leaders influence the emotions of the team in a positive direction they can reasonably expect positive results. However when recruiting it is important that a person can think for themselves, be coachable and understand there will be sacrifice and hard work involved to reap the reward at a future date. Add to it the positive excitement and positive attitude you will have the makings of a winner.
On the other side of the coin if one is recruited strictly on emotion, thinking that all they have to do is join your team and money will come with very little effort. The moment they get laughed at by a family member or told that they are wasting their time or get rejected a couple of times they get discouraged and often times quit. Then more often than not they will attempt to justify their quitting with logic but in reality it is just excuses. This is not good for your business or the network marketing industry. Donald Trump stated “Wealth comes from big goals and sustained action toward these goals everyday”. Individuals that understand this statement should be sought out.
The chords of emotional intelligence self-awareness, self-management and empathy flow into the final construct relationship management. In order for a network marketing leader to manage relationships he or she needs to control the emotions of their team. This entails that the network marketing leader be self-aware of his or her own emotions and be sensitive of the emotions of the team members.
According to Daniel Goleman et al. in their book Primal Leadership Learning to Lead with Emotional Intelligence if a network marketing leader behaves insincerely or acts in a manipulative way, the team members will be able to tell the insensitivity and start to distrust the network marketing leader. When the network marketing leader has adjusted their behavior, stabilized in the affirmative emotional range, and puts emphasis on the emotions of the team then the network marketing leader can utilize relationship management abilities to work together in a manner that sparks significance in their goals.
Network marketing leaders that have honed the ability of relationship management are inclined to have importance with a broad array of individuals. These network marketing leaders do not necessarily socialize on a continual basis; they just understand that goals do not get accomplished alone. It takes a team. Relationship management is being kind and courteous with a reason; moving the team in the right direction which in most cases is financial security.
Following self-awareness and self-management, network marketing leadership necessitates social awareness or empathy. According to Merriam Webster Dictionary empathy is the action of understanding, being aware of, being sensitive to, and vicariously experiencing the feelings, thoughts, and experience of another of either the past or present without having the feelings, thoughts, and experience fully communicated in an objectively explicit manner. Any time a network marketing leader has an authentic link with a team member it displays an implicit agreement between the two.
Empathy is critical for the network marketing leader’s primary goal of directing importance. By being accustomed lets the network marketing leader say and do what is suitable for the particular situation. If a network marketing leader is deficient empathy he or she will unintentionally behave in a manner that can set off negative emotions from a team member. Empathy entails listening and respecting other team member’s opinions and beliefs.
Even though a good network marketing leader will have as solid grasp on emotional self-management it is OK and not unusual for a network marketing leader shed a tear or two because this could be an appropriate display of emotion for the situation. In fact, network marketing leaders who hide their emotions can appear to be emotionally detached. Empathy is a main aspect to retaining team members. Non-empathetic leaders are a main reason that team members will leave your organization.
In your experience have you had a leader that was not empathetic to you and caused you to leave an organization? Alternatively have you had a leader that responded well to your needs and emotions? How did you respond?
In the last article we discussed self-awareness in emotional intelligence as it pertains to network marketing leadership. Self-awareness as you remember is the ability of a leader to know his or hers own emotions and being lucid about their intention. After self-awareness comes self-management. This is where network marketing leaders put emphasis on the force that is needed to accomplish their objectives. A network marketing leader has to have a grasp on what they are feeling in order to deal with those feelings. This is good when the network marketing leader has good or positive emotions, but what if the network marketing leader has negative feelings he or she has to deal with? Network marketing leaders cannot afford for negative emotions to have power over them.
Self-management is the element of emotional intelligence that allows network marketing leaders from being a slave to the negative emotions. When network marketing leaders master this element of emotional intelligence they become upbeat, enthusiastic and optimistic which in turn resonates to their team. This is why the network marketing leader should master this element because emotions are transmittable. Network marketing leaders who master this element construct an atmosphere of trust, reassurance and fairness.
The six aptitudes associated with the element self-management are:
- Emotional self-control: This is when the network marketer leader keeps unsettling or upsetting emotions in check.
- Clearness: This is when the network marketer leader shows integrity and honesty.
- Flexibility: This is when the network marketing leader adjusts to transforming situations or crossing barriers.
- Accomplishment: This is when the network marketing leader works at improving personal performance.
- Initiative: This is when the network marketing leader is prepared to act and grasp opportunities.
- Optimism: This is when the network marketing leader looks at situations in a positive manner.
As a leader what techniques do you utilize to manage your emotions?
Self-awareness in network marketing leadership is having an in depth comprehension of their own emotions, strengths and weaknesses, and their own values and motivations. Leaders that have developed this element of emotional intelligence are levelheaded. The leader is truthful about him or her with themselves and others. They can laugh without difficulty at their past mistakes.
Leaders who are self-aware comprehend goals, values and dreams. They know where they are headed and in what direction. They also know why they are headed there. They are able to make good decisions. On the opposite end of the spectrum a leader that is not strong in self-awareness is likely to make decisions that can damage him or her and their organization.
Self-aware leaders often will not act hastily or unwisely. They will provide time for themselves to reflect in quiet and think things over. A lot of great leaders convey to their business the considerate manner of self-reflection that they nurture in their spiritual being. This could be meditation or prayer for a number of leaders. It also could be a philosophical journey for self-comprehension for other network marketing leaders.
The three aptitudes of self-awareness for the network marketing leader are:
- Emotional self-awareness: This is a network marketing leader’s ability to understanding his or hers own emotions and knowing their impact.
- Accurate self-assessment: This is a network marketing leader’s ability to recognizing their strengths and weaknesses.
- Self-confidence: This is a network marketing leader’s confident sense of his or hers abilities and self-worth.
Have you experienced or are experiencing a network marketing leader who is self-aware?
“We should be too big to take offense and too noble to give it.” ~Abraham Lincoln
The next four articles after this one will deal with the elements of emotional intelligence. These emotional intelligence aptitudes are learned. Each one gives an exclusive involvement causing leaders to be more significant and therefore more successful. These emotional intelligence aptitudes are the framework of the approach of leadership that sparks quality in a team.
No matter how great the leader he or she will not demonstrate superiority in all the aptitudes. In general, highly successful leaders will show superior results in about six or seven of the aptitudes. Also there is not one fixed formula for a great leader. There are many directions one can take to achieve great leadership ability.
Personal Aptitude: These abilities establish how we direct ourselves.
- Emotional self-awareness
- Accurate self-assessment
- Emotional self-control
Social Aptitude: These abilities establish how we direct relationships
- Team awareness
- Inspirational leadership
- Developing other team members
- Transformational mechanism
- Conflict management
- Building connections
- Teamwork and collaboration
Wherever you go, no matter what the weather, always bring your own sunshine. ~Anthony J. D’Angelo
Moods compared to emotions are usually less stressed, longer lasting, and usually do not impede the task at hand. Although moods may appear trivial they can have genuine costs for the team. Good and bad moods have a tendency to enable themselves. This is because they distort awareness and memories. When the team is happy they view the situation more positively and remember good aspects about it. On the other side, if the team has a bad mood they will tend to put more emphasis toward the negative.
Although a mood involving mild anxiousness can put emphasis and action toward a pressing task, extended grief can damage the leader’s relationship with his or her team. The leader’s negative mood can also interfere with the team member’s ability to grow their own business. This is especially true for newer members of the team that rely more heavily on the leadership. When emotional conflict in a team diverts attention from their job at hand, their performance will be negatively affected.
When the team’s mood is positive they can work at their utmost. Positive moods cause team members to see others and situations in a good light. This will cause the team to be more optimistic in accomplishing their goals, increases creativity and innovation as well as decision making capabilities, and incline team members to be more helpful. The capability of a leader to communicate an enthusiastic mood can establish its success.
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Reference: Daniel Goleman et.al, Primal Leadership Learning to Lead with Emotional Intelligence, 2002
The things that stop your progress in life are anger and fear. Unfortunately, that’s where most people live.” ~ Anthony Robbins
Emotional intelligence is very important especially as it pertains to leadership. According to Goleman et al. in their book Primal Leadership if everything is done correctly but the leader fails to direct emotions in the proper direction, nothing the team can do will work quite as good as it should or could. It goes to the emotional impact of what a leader says and does. Understanding the strong role emotions play on a team sets apart good leaders from great leaders. An example in my experiences is when I booked a meeting in my home with three couples. A leader in the company came over to show the plan. Things did not work out like I wanted. I had a no show. I was a little embarrassed to say the least for a leader to come to my home to show the plan and it is a no show. The leader got angry and started ridiculing my wife and myself. Now my embarrassment turned to anger. Though I was not rude I had made up my mind right then and there that I was no longer in the network marketing business. He not only lost me, he lost my sponsor as well.
This has an important lesson. In a team the leader has the greatest power to influence all the team members’ emotions. If the teams emotions are moved toward resentment and anxiety they will be put off pace. Instead if the team’s emotions are directed toward enthusiasm, performance can be high. In the example above how might the leader have acted differently in that situation? Were there any missed opportunities?
Individualized consideration happens when a leader provides a helpful environment for the individual team member. The leader will listen intently to the individual and ascertain his or her needs and wants. The leader will also evaluate the skill level or experience the individual has. After establishing the needs, wants, and experience of the individual team member the leader can measure the amount and type of attention to give to the team member by being a coach or mentor. For example, if a new person in your team is not experienced and wants a highly successful business, the leader will need to spend more quality time with the team member.
One may ask there is only one of me, how do I give all this special attention to one person when others on my team need me as well. This is the beauty of network marketing. You can delegate this to other down line leaders. Just make sure they are up line from the individual that needs the training. This is also good because the individual team member is being exposed to different leadership styles and this will help her or him to develop their own unique style. In addition, the individual learns that she or he is not in business by themselves and support is there when they need it and new learning opportunities are created. In this way individual team members are developed to successively increased levels in your organization.
Developing new leaders is the key responsibility of a leader. Are you facing challenges in providing individual consideration to your team? How do the leaders in your organization provide individual consideration?