Date: 10/7/2015

Title: LANGUAGE, TONE, & LEADERSHIP – Part 4

By Jennifer Erickson

Consider, instead:

• “We have a meeting with a new client. We now have an opportunity to look at our prospectus through a new set of eyes.”
• “OK team. Project B has just been moved to the top of the line. Evidently, completing it by EOB tomorrow will help one of our best customers solve a tough situation. They’ll be much more effective at their business, and will be appreciative of our work.”
• “I’d like to talk with you about my supervision of Janet. I don’t think I’m developing her to be the best she can. I’d like some suggestions so I can be a better leader for her.”

Research has also shown that our choice of words can tap into social and racial stereotypes, even though we insist we are not biased. In an experiment by Nalini Ambady, she reminded female Asian students about their gender or their ethnicity before they took a math test. Her study showed that subtly cueing students’ gender or ethnic identities affected their performances. The individuals whose ethnicity was cued scored higher on the math test than the control group. The individuals whose gender was cued scored lower on the math test than the control group.

Remember the rapidity and power of thin slicing. Subconsciously, we take in information and attach it to social beliefs. Behaviors and outcomes are thus affected. As a leader, what expectations do you communicate with your choice of words and voice tone?

To learn more about how to practice this understanding, contact Results Group, LLC at www.ResultsGroupLLC.com or 515-330-2866.