DLA Piper WIN Client Training 11Th April 2014
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DLA Piper WIN Client Training 11th April 2014 © Møller PSFG Cambridge Limited 2011 1 Outline of the session 14:00 Introduction 14:20 Section 1: Confidence 15:00 Break 15:20 Section 2: Credibility 16:00 Section 3: Connectedness 16:45 Share ideas, wrap up 17:00 Close © Møller PSFG Cambridge Limited 2011 2 Outstanding people with a distinctive brand © Møller PSFG Cambridge Limited 2011 3 C3 Model of influencing © Møller PSFG Cambridge Limited 2011 4 Surface and deep confidence Surface Tactics/ Confidence Techniques Deep Mindset/ Confidence Deep Practise © Møller PSFG Cambridge Limited 2011 5 Reputational drivers Rate yourself Top 3 Reputational Drivers 10 (high) – Priority to Goal? – what would you change? 1 (Low) act on Good with clients Develops / wins clients Safe work delivery (project /matter management) Demonstrates technical strength with others (internal and external) Commercial (makes the numbers, manages WIP and billing, controls budget) Commercial (talks business – not a geek) Good with partners (helps them succeed) Good with associates Puts the hours in/ committed to the firm Innovates/initiates Confident Reliable © Møller PSFG Cambridge Limited 2011 6 Experience, competence To take your next career step: and knowledge .Where are you under/ Most visible but over-developed ? tip of the iceberg .What behaviour / activity/ skills and knowledge do you need to acquire or change? Area where most people struggle to adapt and perform Style, image Relationships and and reputation networks How to change the perception Who are the key people of others to know, influence and trust? © Møller PSFG Cambridge Limited 2011 7 Seoul Olympic 1988 - 100 m breaststroke Place Name Nationality Time Types of Goals 1st Adrian Moorhouse Great Britain 1:02.04 2nd Károly Güttler Hungary 1:02.05 3rd Dmitry Volkov Soviet Union 1:02.20 th VISION 4 Victor Davis Canada 1:02.38 Sport example: Be the world’s best swimmer 5th Tamas Debnar Hungary 1:02.50 th 6 Richard Schroeder United States 1:02.55 OUTCOME 7th Gianni Minervini Italy 1:02.93 Sport example: Win Olympic gold medal for swimming 8th Christian Poswiat East Germany 1:03.43 PERFORMANCE Sport example: Swim 100m in less than 62.3 seconds PROCESS Sport example: Point of control Work with the nutritionist for the best diet Changes Measures Practice 50 gun starts per day Practice 50 first length turns per day every Practice 50 ten metre week 100 chin curls twice a day at 15 kilo weight © Møller PSF Group Cambridge 2011 © Møller PSFG Cambridge Limited 2011 8 Personal Development Plan My Career Goal My operating plan Activity that supports this * Actions I will take to get Time frame What I want to achieve I.e. things that I do on a Who can help me? started regular basis that support the goal Short term within 3 months Mid-term within 6 months Long term within 12 months * I.e. what are the important things I must do regularly to move towards achieving my agenda item? © Møller PSFG Cambridge Limited 2011 9 Reputation Headline Your Reputation Headline (How people know you – a synthesis and shorthand version of how others describe you) Current Future © Møller PSFG Cambridge Limited 2011 10 Reputation Drivers Rate yourself Top 3 Reputational Drivers 10 (high) – Priority to Goal? – what would you change? 1 (Low) act on Good with clients Develops / wins clients Safe work delivery (project /matter management) Demonstrates technical strength with others (internal and external) Commercial (makes the numbers, manages WIP and billing, controls budget) Commercial (talks business – not a geek) Good with partners (helps them succeed) Good with associates Puts the hours in/ committed to the firm Innovates/initiates Confident Reliable © Møller PSFG Cambridge Limited 2011 11 Differences? Height Voice Gestures Posture Handshake Smiling The notion of authority is often associated with men, this can result from the fact that they are taller, heftily built, lower pitched voices they start with an advantage © Møller PSFG Cambridge Limited 2011 12 Using our power After 2 minutes – 20% increase in testosterone and a 25% decrease in cortisol © Møller PSFG Cambridge Limited 2011 13 The impact of mindset Mindset Behaviours Results © Møller PSFG Cambridge Limited 2011 14 Differences? Imposter syndrome “ A legend in your own mind” I’d like to thank ….. Are you going to apply? © Møller PSFG Cambridge Limited 2011 15 Our aim Awareness Responsibility Current behaviour/skill Flexibility level/impact © Møller PSFG Cambridge Limited 2011 16 Who are you kidding? The impostor syndrome is a psychological phenomenon in which people are unable to internalise their accomplishments. Those with the syndrome remain convinced that they are frauds and do not deserve the success they have achieved. Proof of success is dismissed as luck. Michelle Pfeiffer has been nominated for three Academy Awards and six Golden Global awards. When asked how she had developed her gifts, Pfeiffer responded, “I still think people will find out that I’m really not very talented. I’m really not very good. It’s all been a big sham.” © Møller PSFG Cambridge Limited 2011 17 A Self Fulfilling Prophecy? In a study of 1000 Harvard Law Students found that in almost every category of skills relevant to practising the law women gave themselves lower scores than men. We hold our selves back – we lack self confidence, we don’t raise our hands, we pull back not lean in © Møller PSFG Cambridge Limited 2011 18 Tipsheet Behave as if: Knock on the door Put your hand up Join up and join in Lean in Have a go Take a risk © Møller PSFG Cambridge Limited 2011 19 Getting the Balance Right © Møller PSFG Cambridge Limited 2011 20 Credibility attractors In my experience … What I know works is Credibility detractors: My professional advice to you is ….. Hedging What is happening out in the market is .. Over smiling Apologising What other Practices/Firms are doing is … Hesitating My experience tells me ….. Being humble Softening I have a great deal of experience in this area What do you think? I am an expert in …. We, we, we I have led/managed/influenced © Møller PSFG Cambridge Limited 2011 21 Tip sheet Claim your authority Don’t assume you have it Don’t assume others will do it for you Don’t let others take it away Promote yourself Use powerful language Use personal pronouns © Møller PSFG Cambridge Limited 2011 22 Its not what you say but how you say it How certain are you of that? Statements versus questions Why don’t you say what you mean? Don’t talk when I am interrupting Can anyone hear me? Me myself I Language – powerful or powerless Negotiating inside out or outside in © Møller PSFG Cambridge Limited 2011 23 Didn’t I just say that? “She cocked her head, filled the air with social chatter and above all smiled” © Møller PSFG Cambridge Limited 2011 24 Avoid Ritual Sounds like Hesitations Well we could try…. I think we might Intensifiers I really do like that Tag questions Its about time we started isn’t it? Disclaimers I am not really an expert on this but Hedging I’m sort of disappointed Minimisers I am just, I just .. Generalisations I have done a little bit, I have some experience Low impact I do, I work in, I help the team who Conditionals We could do this if you think it might be relevant Seeking permission Is it ok with you if I might… Diffusing responsibility We will certainly, we all believe that © Møller PSFG Cambridge Limited 2011 25 Authority Markers Voice pitch, volume, tempo, timbre and rhythm Dress References to people worked with elsewhere Common interest. References to work done elsewhere Framing of future contact References to key trends in the sector Handshake Use of challenging questions that Gait and stance require them to think in new ways Title/role Breathing Eye contact, with the speaker, others in the room and those you address Posture Use of their name Making statements Distance © Møller PSFG Cambridge Limited 2011 26 Conversational Rituals Small talk Troubles talk Feedback Listening and speaking Joshing, banter, playful one up manship Smiling Agreeing © Møller PSFG Cambridge Limited 2011 27 How Women Decide Women Men Women see a big meeting with a provider as a chance A near final step in the process when they are to explore options in collaboration narrowing down options Inclined to be inquisitive wanting to hear everyone’s End a conversation once they connect to a good idea thoughts before deciding RFP is a map, a useful guide to explore once in the A tool for bounding the scope of an engagement and territory for clarifying needs and decision criteria in advance Seek a creative solution Looking for holes and weaknesses in our arguments Important to meet the people we will be working with High ranking people from the seller attend to signal the importance of the project Pay more attention to taking a co-operative approach Status and hierarchy are important to decisions and engaging with all stakeholders © Møller PSFG Cambridge Limited 2011 28 What would we use this for? Analyse patterns of behaviour Determine the style of others Assess your own style Plan to accommodate others‘needs Treat others as they want to be treated © Møller PSFG Cambridge Limited 2011 229 9 Horizontal Axis Degree to which a person tends to "ask" or "tell" in interactions with others Verbal indicators slower…pace of speech…faster less…quantity of speech…more quieter…volume of speech…louder Ask Tell relaxed…use of hands…directive lean back…body posture…lean forward less…eye contact…more Non-verbal indicators © Møller PSFG Cambridge Limited 2011 30 Vertical Axis Degree to which a person tends to "control" or "display" their emotions Verbal indicators Non-verbal indicators monotone tasks facts / data Control less rigid controlled emotion subjects descrip-tions use of facial in voice posture hands expression inflection people opinions / Display more casual animated stories © Møller PSFG Cambridge Limited 2011 31 Four Social Styles (Merrill & Reid) Control ANALYTICAL DRIVER Ask Tell AMIABLE EXPRESSIVE Display © Møller PSFG Cambridge Limited 2011 32 Caveats .