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realized that often we complain to people who cannot help with the said issue ? We complain about lack of budgets , inadequate communication , inadequate notice , etc . but unfortunately to the wrong people . Imagine if we transformed our complaints to requests and made Requests of someone who can do really something about it ?

Tim affirms that complaints are often made to everyone other than the person who can address it . However , a request which is very specific would be made to the person who can do something about it . For instance , a request on resources would be made to people in HR , a request for budgets would be made to people in finance . In this way it would be received and considered . Imagine if we transformed all our complaints into requests ? Would this not be very powerful ? Would it not result in higher productivity ?

What is missing vs what is wrong ?

In the workspace , we are employed to unlock barriers and to create opportunities for business . We collaborate with each other to be able to do this . When things are not going well , we tend to look for what is wrong and as a result often get into confrontations . Tim recommends that we focus on what is “ missing ” and not what is wrong . This will open a conversation

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While all leaders are willing to adapt , stretch , and do better , most of them are not always well equipped to do so . Leaders need a tool kit to latch on . A tool kit that will be a compass in their leadership journey , be it leading self or others . A toolkit that they can open and reference depending on the situation . with the intention to fix what is missing . Proposals are presented , a way forward is determined , and the barrier is lifted . So next time you are in an argument , focus on what is missing not what is wrong .

Generous listening

Tim delivered this distinction very well . Often in conversations we listen to respond because we join the conversation with an already established mindset - I know what they are going to say . So , we prepare a response . This applies both at work and at home . With our children , our spouses , and our workmates . However , Tim offered an alternative . How about if we decided from today , we would focus on the person who is talking to us , remove all distractions , and really listen openly without our preconceived ideas . What if we choose to listen generously , listen for possibilities ? We would start to build a bridge of trust and build relationships . Listening generously is a gift to our teams and our family members . I invite you to try this at home tonight .

Declaring breakdowns

At work sometimes things go wrong . Usually , we are embarrassed by the mishap . Tim delivered a great solution . He stated that the best way to declare a breakdown is to declare the breakdown openly . E . g ., I would like to declare a breakdown on the lost sale . We had committed to deliver the lead by end of June , but we failed to deliver the proposition in time hence the lost sale . What was missing was that we did not get back to the customer when we were running late , and the customer had a project to deliver hence they went with another vendor . When you declare a Breakdown , it is because you see something is “ missing ” and then you can put it in . An opportunity here is to enhance our communication with our customers along the sales journey to ensure that we keep our customer well informed . Would this be something you are willing to try at work ?

Transformational leaders are responsible for more than they are accountable for

All leaders have accountability for their area of focus e . g ., a project , division , or department . However , if one wants to elevate themselves in their leadership quest , they need to create a much wider curiosity and become aware of the challenges and opportunities that may exist across the organization . One must aim to be useful in supporting cross board resolution . Always aim to be responsible for more than what you are accountable .

Straight talk and giving feedback that is future driven

A leader with direct reports has a role to coach , to mentor , to support for success . As a leader it is important to support the team for future success . As managers we must provide feedback to our teams . When team members are committed and are adding value , it is very easy to give feedback as it is largely positive .

However , where we have team member who are lagging on their performance and their commitment level is low , we struggle . We look for ways to skirt around the issue . Here is where the straight talk needs to happen . Lack of it will eventually result in the overall organization performance being impacted negatively . In the conversation , focus on facts and consequences with timelines .

Shift from uncommitted conversations to committed conversations

Finally transformational leaders engage in committed conversations . They commit to requests made to them . They promise to create action and to fulfill promises . Be a leader who makes and meets commitments .

In closing , my parting shot paraphrasing Tim is that leadership is about responsibility and accountability . It is a CHOICE we make . As leaders , let us lead with compassion , with humility , with optimism , with integrity , with curiosity and at the highest level of ethics . Seek support in this journey through coaching , registering for relevant training ( come good ones are online ) or reading books on the subject . Be courageous and embark on the journey towards being a truly transformational leader .

Fawzia Ali-Kimanthi is the Chief Consumer Business Officer , Safaricom PLC . You can commune with her on this or related matters on email at : Fawziakimanthi @ gmail . com .