As the wave of #MeToo stories have come to light over the past year, it’s become painfully clear that whatever organizations are doing to try to prevent sexual harassment isn’t working.
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With the pace of change accelerating, virtually every team leader must be able to continually clarify where the business is going, why this is necessary, how everyone can contribute and what their efforts are achieving. This requires being clear in several important areas.
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It is said that 9 out of 10 conversations miss the mark. We talk over each other, past each other, trigger each other and then just stop listening. So, how satisfied are you with your conversations?
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Here are a few tips to facilitate a meeting which may require you to engage people on a complex issue or problem.
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Moving to a flexible remote working structure can seem daunting at first, but if you follow these simple tips for effective communication with a remote team you’re sure to see the benefits and make it work.
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Much management advice on listening encourages listeners to remain quiet, nod and “mm-hmm” encouragingly, and then repeat back to the talker something like, “So, let me make sure I understand. What you’re saying is…” However, recent research that we conducted suggests that these behaviours fall far short of describing good listening skills.
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Learning to pronounce a colleague’s name correctly is not just a common courtesy but it’s an important effort in creating an inclusive workplace, one that emphasizes psychological safety and belonging.
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These days there’s an alphabet soup of terms focused on encouraging fairness in the workplace. Most organizations have a senior level executive of Equity, Engagement, Culture, Belonging, Fairness etc., but the most common phrase is “Diversity and Inclusion” (D&I) – which sounds great, but what does it really mean?
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Conflict resolution is a daily occurrence at work that can either propel or disrupt the momentum for a leader, a team or the entire organization. The workplace can become a toxic environment when leaders allow conflict to fester rather than confront it head-on.
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A Checklist for Clear Communication. Think of how often you communicate with people during your day. You write emails, facilitate meetings, participate in conference calls, create reports, devise presentations, debate with your colleagues… the list goes on.
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Tough conversations can be one of the hardest yet inevitable parts of a leader’s job. Impactful crucial conversations can resolve conflict, deepen relationships, build strong and diverse teams, and keep ideas and creativity flowing.
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This video is a summary of ‘Crucial Conversations’ - a process for preparing and navigating though tough conversations.
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Your colleague just got a promotion. Now, instead of being your peer, she’s your boss. Does your relationship need to change? Should you act differently, or expect her to treat you differently? In other words, how do you manage up to someone who’s just jumped a level above you and who might’ve been a friend?
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Engagement is the measure of the Team's Emotional Commitment to their leader and it's critically important for the bottom line.
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Ask 100 people if they have good common sense, and more than 95% will tell you they do. Ask them if they are good coaches, and almost as many will say yes. Executives we talk to assume that if they’re good managers, then being a good coach is like your shadow on a sunny day. It just naturally follows.
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When I was about 14 years old, I joined my school’s Army Cadet Corps. It was attractive because I’d heard they did cool things out in the bush. I was having a bit of a hard time at boarding school, and I thought it would a great respite. It wasn’t what I expected.
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