A520.9.5.RB - Power

At this point in my new career I feel that I am on the "inadequate" end of the spectrum in regards to power.  I have only been there for two months and have not identified all players and their roles in the power pull.  I have been developing processes that will lay more power in my lap with regards to the aircraft I support, but this won't be apparent in the hierarchy for at least a year.  Being a manager of aircraft systems, I am unable to effectively gauge the influence I have over technicians on the floor.  They take my suggestions as rule and not as an effort to make everyone stronger at their jobs; this is achievable but is a delicate process.  I have only been with the company for six years and an giving suggestion to thirty year technicians who are a little apprehensive to hand over control.  I feel that this will come in time with the continuation of good rapport and open dialog.
Up word influence is where my position is really effective, I do the leg work to solve issues on system and programs issues and sell those to my director and the VP.  In this scenario I have unlimited influence and power as long as I identify all contingencies and alternative solutions.
I, in my business career, have been becoming more of an introvert for some reason. I have supportive relationships with many people at work but not enough.  I use to be the guy who could go up to anyone and have a meaningful conversation; but now I find myself on my heals a lot of the time.  I think that this is because I am not comfortable with the ambiguity of the power holders within my new career.  I other words I am not sure who and when to broach lasting relationships with.  I do feel that I cover the most of the fundamental characteristics of likable people, but am having trouble putting it out there for others to see.
   

A520.7.3.RB - Importance of Having a Coach and Mentor

Inspiration would be the term I would use to describe the the ultimate result of mentoring and coaching.  To get to this point you have to start with a lack of communication combined with a group of individuals who consider themselves subject matter experts.  The crucial step for leaders within an organization is to ensure that they understand the skills and abilities of their teams and utilize their own people skills effectively.  This means that they need to have a basic map of their departments, and the skills to motivate and connect individuals.  From this point the business cogs intertwine and begin turning together.  Information sharing becomes a medium for productivity and inspiration.  Co-workers gain satisfaction from this new family unit within their organization.  They begin to look to each other for emotional as well professional support.  This essentially turns the organization in to collective brain which every member is plugged into on or off work.  Problem solving even becomes common place during leisure time, and members enjoy their jobs.
There does come a point when fresh ideas and tools are needed to prevent stagnation. Coaching is a tool that is used quite often to prevent this productivity lull.  A good coach will be in possession of fresh techniques and focused insight which can be instructed and introduced to certain leaders.  These leaders will take this information and try to integrate some aspects of it into their organization.  A good leader will be open to suggestion but also able to effectively analyze the given information for merit.  Somethings might not work within every organizational structure and need to be identified prior to implementation; but on the "open to suggestion" side of that line the leaders need to posses the humility to allow uncomfortable ideas to take their course when the research has been done and proven.