• The Essential Ingredients of Rapport

    The Essential Ingredients of Rapport

    Posted 12/02/2013 By in EMOTIONAL INTELLIGENCE With | No Comments

    The Essential Ingredients to Rapport


    According to Daniel Goleman, a leading proponent of Emotional Intelligence, there are three critical ingredients to building rapport with another person.  But before I share them with you let’s just talk about why rapport is so important.  It’s simple really.  People do business with people they know, and LIKE.  Put another way, Like likes like.  People like things that are like themselves.  The dictionary defines Rapport as a ‘relation or connection, especially harmonious or sympathetic relation.’  So you can see why it’s important.  People you have harmonious connections with are more likely to help you to achieve your goals, be they personal or work related.  Managers…. You don’t have to be their best friend, but it is essential you have some rapport with your staff.  One of the most impressive Senior Executives I’ve met works in a large metro hospital.  They were a regular guest speaker at a series of leadership tutorials I delivered (they spoke about being a role model) and I saw this person recognise and acknowledge either by name or the ward they worked in about 95% of participants.  I’m not kidding you, this happened again and again and again.  It was no fluke.  I then discovered that they regularly came in on Christmas day (despite being on leave) to walk the wards and check in on the nursing staff.  I M P R E S S I V E.  And guess what?   They loved her and would do virtually ANYTHING for her.  True story.

    Here are the three elements of rapport:

    • Full Mutual Attention
    • Non-Verbal Synchrony
    • Positive Feeling

    You can read Daniel’s article here, or if you prefer you can watch a short video on the topic below.

    Please help me to spread the word by sharing.

      Sean is an experienced coach, speaker and facilitator who is passionate about improving the relationship between people, their work and the organisations they work for. If you want to get the most out of your managers, supervisors and their teams and think that work can or should be a rewarding and enjoyable component of a productive and meaningful life it might be worth a chat.

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