{"id":268,"date":"2019-07-24T16:39:46","date_gmt":"2019-07-24T20:39:46","guid":{"rendered":"http:\/\/blog.richmond.edu\/edugloballeadership2019\/?p=268"},"modified":"2019-07-24T16:39:46","modified_gmt":"2019-07-24T20:39:46","slug":"5-core-behavior-patterns-for-building-relationships","status":"publish","type":"post","link":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/2019\/07\/24\/5-core-behavior-patterns-for-building-relationships\/","title":{"rendered":"5 Core Behavior Patterns for Building Relationships"},"content":{"rendered":"

How do I get my people to do what they are supposed to be?\u00a0 This is a question asked by many leaders.\u00a0 According to Jeb Blount, these are the 5 core behavior patterns necessary for building trusting relationships between your employees.\u00a0 Blount believes that leadership skills are learned behaviors.\u00a0 The following behavior patterns are learned skills that can make you a better leader.<\/span><\/p>\n

1)<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span><\/strong>Developing, nurturing, and leveraging the interpersonal relationship between leadership and follower<\/strong> <\/span><\/span><\/p>\n

a.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>It is your ability as a leader to get them to follow and lead<\/span><\/span><\/p>\n

b.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>Put the employees’ needs and goals above your own<\/span><\/span><\/p>\n

c.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>The more connected your employees feel to you, the more likely they are to open up to your ideas for coaching and guiding them to success <\/span><\/span><\/p>\n

d.<\/span> \u00a0 \u00a0 \u00a0 You m<\/span><\/span>ust take careful sense to make trust in your actions<\/span><\/span><\/p>\n

2)<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>Put people first; helping the people you lead to achieve their goals <\/span><\/span><\/strong><\/p>\n

3)<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span><\/strong>Connect<\/strong> <\/span><\/span><\/p>\n

a.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>Bind people together on an emotional level<\/span><\/span><\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>i.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>Build sincere emotional level rather than the pretext of being a superior<\/span><\/span><\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>ii.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>People will feel more comfortable telling you their roadblocks <\/span><\/span><\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>iii.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>Will be more open to your guidance and suggestions to succeed <\/span><\/span><\/p>\n

4)<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span><\/strong>Position people to win<\/strong> <\/span><\/span><\/p>\n

a.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>Maximize performance but constantly focusing on getting your people in order to win by training and coaching, and helping them to develop and strategize for their career and current role<\/span><\/span><\/p>\n

b.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>Learning what your people want to achieve professionally and personally<\/span><\/span><\/p>\n

5)<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span><\/strong>Build trust<\/strong> <\/span><\/span><\/p>\n

a.<\/span>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>Tangible evidence that you do what you say you will do and that your behavior as a leader will remain constant<\/span><\/span><\/p>\n

 <\/p>\n

Creating positive emotional experiences for your employees can m<\/span><\/span>otivate them to become loyal and generate positive and powerful belief in you as a leader.\u00a0 Employees need to trust and believe in you in order to keep a healthy and respectful workplace.<\/span><\/span><\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

How do I get my people to do what they are supposed to be?\u00a0 This is a question asked by many leaders.\u00a0 According to Jeb Blount, these are the 5 core behavior patterns necessary for building trusting relationships between your employees.\u00a0 Blount believes that leadership skills are learned behaviors.\u00a0 The following behavior patterns are learned<\/p>\n

Read More<\/a><\/p>\n","protected":false},"author":4431,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[23797],"tags":[],"class_list":["post-268","post","type-post","status-publish","format-standard","hentry","category-goats"],"jetpack_featured_media_url":"","_links":{"self":[{"href":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/wp-json\/wp\/v2\/posts\/268","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/wp-json\/wp\/v2\/users\/4431"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/wp-json\/wp\/v2\/comments?post=268"}],"version-history":[{"count":0,"href":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/wp-json\/wp\/v2\/posts\/268\/revisions"}],"wp:attachment":[{"href":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/wp-json\/wp\/v2\/media?parent=268"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/wp-json\/wp\/v2\/categories?post=268"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.richmond.edu\/edugloballeadership2019\/wp-json\/wp\/v2\/tags?post=268"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}