1. Leadership, The Influence through Interaction process
Hello. My name is OOO, in HRD team.
I will say about leadership, especially about the influence through interaction process.
Because in my thought, influence is another name of leadership.

2. Contents Ⅰ Power or Influence Ⅱ Two sets of Needs Ⅲ Key Principle Ⅳ
Coaching
I will go over like this order.
First theme, Power or Influence is to explain that what the leader must have is not power but influence which acts on interaction process.
And second theme is about two sets of needs that needed every interaction process.
And after this, I will suggest ways for meeting these two sets of needs through the third and the fourth themes. Ⅴ
Conclusion

3. Power or Influence Many people imagine that leaders may have…
Formal authority
Power
Influence
Higher status
Interaction process
More assess to important resources
If leader wants to make people act, commit and change…
The most important issue is…
(Headline) formal authority, higher status and more assess to… so in short, they think that leader has power.
But, (if leaders wants...) (Power of leader is not..) because (Leader’s power is …)
So, In leadership, (the most important…) (Not power but influence…)
Then, what can we do for facilitating interaction process?
Power of leader is not the critical factor by itself.
Not power but influence that acts on interaction process.
Leader’s power is only a tool for having Influence on others.

4. Two Sets of Needs Every interaction features two sets of needs…
Personal
Needs
Practical
Needs
The objective of the interaction, such as to:
People’s “Human” needs
To be heard and understood.
To be respected and valued.
To trust and be trusted.
To be involved.
Communicate information.
Solve a problem.
Resolve a conflict.
Provide coaching.
(Headline) (Every interaction features…)
The first is personal needs. In other words “human” needs. Common personal needs are
(to be heard…) so if personal needs are met, that would be (a way to improve…)
On the other hand, second sets of needs are practical needs.
It is (the objective of…, such as to communicate…)
In other words, practical needs are to (accomplish the…)
Then, How to meet these two sets of needs?
A way to improve communication, build trust, and strengthen relationships
Accomplishing the objective in an appropriate amount of time.

5. Listen & respond with Empathy
Key Principles (KP)
For meeting “Personal Needs”, 5 Key Principles must be used.
Maintain & enhance
Self-esteem
Showing people that leader respects them and their work
Focus on facts and the motives, not on criticizing the person.
“You’re meeting your production dates, and that’s important to the company…” (Recognizing achievement)
Listen & respond with Empathy
Understanding how someone is feeling.
First, (Headline)
The first principle is “maintain…” It is (showing people…)
This principal (focuses on facts….)
So, If the leader recognizes his member’s achievement and says that (“You’re meeting…), the man who listens this words would be enhanced self-esteem.
Second principle is to listen & respond with Empathy.
Empathy is to (Understand…)
But, Empathy don’t need to agree with his thoughts.
Because it is only about feelings and facts without agreement.
Understand and respond to both facts and feelings
Can empathize with feelings without agreeing them
“You feel so angry…”

6. To leverage the power of others by encouraging their expertise.
Encourage Involvement
To leverage the power of others by encouraging their expertise.
Ask for others’ suggestions and idea.
“We need your idea for this manual cover…” (Seeking ideas)
“Tell me about the project…” “Help me understand…”
Share thoughts, feeling and rationale
Disclosing leader’s own thoughts, feelings and rationale.
Offer the “whys” when possible.
“While I support the plan, I’m afraid that introducing these changes…”
Build trust with Empathy.
The third principal is “Encourage Involvement”
This principal is (to leverage the power…) so for this principal, leader (asks for…) says like this (“We need…)
And by Involvement, partnership can be built.
The fourth principal is (“Share thoughts..)
Comparing with Empathy, Share is to (Disclose…)
So for this principal, leader (offers the “whys”..) and by these two principals Share and Empathy, trust can be built.
The last principal is to “Provide support.” It means (“To help…)
But it (don’t need to share…) because, this principal is for building ownership.
Provide Support
To help others’ succeed, providing support.
Help others think and do.
Don’t need to share his/her responsibilities
Build Ownership.

7. Coaching For meeting “Practical Needs”, effective coaching is provided
a means for learning and development
the mutual sharing of experience and opinions to create agreed-upon outcomes.
about inspiring and supporting another person.
Coaching is Not…
The other needs for Interaction process is “Practical needs.” and (For meeting…)
But it is so difficult to say about effective coaching because its meanings are manifold.
So to understand coaching, I will say what is coaching and what is not.
First, coaching is (a means for learning…) but coaching is not (an opportunity to correct…)
And second, coaching is (the mutual sharing…) but is not (being the expert…)
And the last, coaching is (about inspiring…) but is not (about trying…)
an opportunity to correct someone’s behavior or actions.
being the expert or supervisor with all the answers
about trying to address personal issues

8. Conclusion Leadership is…
To have influence on someone’s behavior, attitude and performance.
To make sense and to meet two sets of needs – Personal & Practical needs •
A process of learning & development for both someone who are supported and leader him/herself.
Now it’s time to finish my presentation.
What is the leadership. Still now, I can’t make sure of it.
But just a few conclusions can be suggested.
First, leadership is (to have..) and is (to make sense…)
And from these conclusions, I can suggest the last one that leadership is (a process…)
(Because leadership stands in…)
Thank you for hearing my presentation.
Because Leadership stands in interaction process