Conflict is a sure thing – both in the workplace and life in general. Conflict itself is not the problem – it is how it is handled and resolved. This week’s conversation is “healthy conflict” in the workplace and how a high performing organization provides a mechanism for resolution. Dictatorial approaches to conflict – (I.e. “because I said so” -or some variation thereof) -is no longer acceptable. A true leader does several things: 1) recognizes that there is an “issue” in the group; 2) hits it head on. Why? Failure to do so allows for the human mind to conjure up all sorts of assumptions and distortions that create a larger problem. Conversation starter:
- Is conflict an issue in your organization?
- If so, do you have a process in which to address healthy conflict?
- Are there “silos” and attitudes of WE vs. THEM
Contact us at firstname.lastname@example.org for additional information on how you can turn your team around in 24 hours.
(C) Lynne Pope, New Level Advisors, 2017
Summertime is a great time for family – for fun, and your employees deserve some summertime fun. But this is also an opportunity for them to reflect on their work lives, and perhaps unfavorably remember the workplace as being a whole lot less fun!
When they come back on September 5th – there may be the same problems, the same toxic people, the same unsavory culture they left. So their imagination, innovation and great ideas may remain at the door. Research indicates that positive work cultures result in far better growth and revenue tracks. Keeping employees engaged in their work (which has become a soundbit) -is paramount for progressive leaders and managers. Have you taken an employee culture survey recently? (Best practice is once per year) Have you identified to your direct reports exactly where you are going and how you plan to get there? (Many employees report that the goals are cloudy – with some reporting almost no vision, or understanding why they are doing what they are doing.) So they move in a vacuum.
Successful leaders understand that employees are human beings first – and thinking human beings at that. Thus, its imperitive that you understand them as PEOPLE first – as employees second. This will have a profound effect on their attitude. Next, by showing you care (have you asked about the kids, the spouse – other pertinent issues in their lives?) That will be a strong beginning to re-engaging all but those who really don’t belong there (that group will eventually self-select out). For more ideas on how to get your team back on track, contact New Level Advisors for a no-obligation conversation. email@example.com
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