Have you ever talked to someone only to discover, later and through the grapevine, that they completely misunderstood you?
As you grow in these five areas, you'll find that the people around you will start to grow as well.
Leading a team can be a lot like sailing a boat. When things are going fine, you can feel like you know what you're doing. But when the storms kick in, you find out how ready you really are.
There are common “pain points” in most organizations. Any one of those may be the right answer to the problem. But too often, the desired change doesn't happen.
These last 19 to 20 months have been deeply challenging for many leaders and organizations. But this isn't the first time a challenge has been experienced. Nor will it be the last.
Not all ideal cultures look the same, but they have the same ingredients.
One of the most common sources of organizational conflict is ambiguity regarding expectations; particularly, those wrapped up in the concepts of roles, responsibilities and organizational goals.
Every company builds its own culture. But very few do so intentionally.
Many leaders struggle with building cultures of accountability. As a result, they spend an enormous amount of time, energy, and resources chasing after their tails.
Think of the main messages you need to communicate over this next week, month or season of your organizational life. Take 15-20 minutes to think through the questions I've asked here.
Like water to the fish, culture is pervasive and omnipresent in our workplaces. Unlike water to a fish, leaders have the opportunity to be shapers and crafters of their culture.
I've consulted with hundreds of clients across industries and cultures. While everyone is unique, their challenges usually are not.
Instead of acting as if conflict is an intrusion, the best leaders recognize that addressing conflict effectively is one of their most important responsibilities.
Conflict is a highly subjective experience for most people. Subject to interpretation. In nearly all cases, there is a lack of shared information, facts, and understanding.
As leaders, the ability to use our experience and our responses as tools to defuse conflict and increase understanding is a critical skill.
Would you like to radically transform your experience with conflict at work (or even at home)?
The voice on the phone said, "We'd like you to work with Bill. He's one of our supervisors. He has problems working well with other people."
What is your tendency in conflict?
