4) Use and promote the use of intuition. Intuition is the usual result of our past experience, and the application of emotions to a given situation. Conversations that involve sharing intuitions that may exist expand the breadth of trust and topics that are “ok” for discussion. When your intuition as a coach is accurate, the depth of connection becomes greater. When your intuition misses the mark, a discussion as to why you have that intuition and the signals you are receiving can expand self-awareness (in you and your colleague), which makes for a richer conversation, and ultimately a richer relationship!

5) Seek to understand your colleague’s personal values. Even in organizations that are notoriously one-dimensional, the people within that organization bring different experiences, a different upbringing, and, therefore, different values to the table. A simple discussion about what constitutes success in your colleague’s mind (not to mention your OWN mind) is a powerful way to form connections. These values discussions do not need to venture into religion or politics – simply engaging your colleague in work style preferences, the nature of the work they most like to produce, and how they wish to be lead are substantial and meaningful ways to connect with a person’s values.

The author wishes to recognize Dr. Raoul DeVilliers, retired from Sacred Heart University in Fairfield, CT. He is a teacher, a leader, a friend, and the best coach to ever enter my life. I will forever be grateful.

Bob McGannon is a Founder and Principal of MINDAVATION, a company providing project management training and consulting, leadership workshops and team building programs throughout North America, Europe and Australia. Bob can be reached at MINDAVATION via the web at WWW.MINDAVATION.COM or by calling 866-888-MIND (6463).

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