In order for even the best ideas to have the greatest impact they need to be communicated with a skill too often neglected in the workplace: charm. That’s why studies show that those who receive training in how to be more personable and charismatic are rated as 60% more effective by their peers.
In this two-hour session, we will:
- Explore why vulnerability is often such a crucial ingredient of other people’s charm
- Learn how to listen attentively and encouragingly to other people
- Discuss how charm and encouragement is often a better motivator than some other alternatives
- Examine some tips and recommendations for how to foster positive and long-term relationships with colleagues, clients and stakeholders
Charm is the skill of authentically showing interest in others and of creating a natural atmosphere of warmth, trust, and likability. It constitutes a powerful skill to motivate and encourage others.
What characterises mastery of this skill?
The behaviour of charming employees is characterized by admitting own mistakes and demonstrating an appropriate level of vulnerability. Charming people are very much able to engage in fulfilling conversations with others by asking questions, active listening, giving proper appreciation and dedicating time to interact with others. They are considered trustworthy, generally have a good reputation in the organization, and are liked by the majority of colleagues.
What characterises a lack of this skill?
Employees lacking charm usually spend little time on in depth conversations and are less connected in the organization. They might find it difficult to actively listen to others and offer the proper level of praise and appreciation for others. Often, do not know their colleagues well and do not show interest in changing this. They are less likely to admit own mistakes and find it challenging to express their authentic interest in others.
‘I learnt to link techniques I use in my personal life, to my working life’
‘Importance of building relationships and showing your human side’