Sign of a good manager - allows you to collaborate and share feedback. Sign of a bad manager - does the exact opposite. #goodmanager #badmanager #toxicboss #culture
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Empowering High-Level Leaders to Achieve Their Full Potential | Develop Inspiring Attainable Goals, Strategies & Action Plans | Build Trust | Personal & Professional Development | Executive Leadership Coach
When was the last time you had a difficult conversation? We’ve all had them! One example is easing tension between two team members who are blocking progress. Another example is clearing up a deep-seated misunderstanding between two managers. These kinds of conversations are inevitable and it’s up to the leader to equip themselves and create an environment where clearing misunderstandings, building trust, and freeing communication roadblocks will produce productive work. #DifficultConversations #HavingMeaningfulConversations #BuildingTrust #CoachingWithHeart
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Helping organizations source the right talent with the right skills and develop a learning culture to upskill and reskill their employees.
When you're a compassionate manager, your team recognizes that it's okay to face challenges, and that their efforts are appreciated and supported. Chanced upon this article that illustrates some strategies in building an accountable team with compassion instead of fear: 1. Establish clear expectations. 2. Stay focused and attentive. 3. Foster psychological safety. 4. Act as a coach, rather than a micromanager. 5. Apply suitable consequences when necessary. This list isn't exhaustive. Feel free to share the article with your network if you're interested in learning more about building accountable teams with compassion. #accountability #compassionate https://lnkd.in/gkhAszCH Fernando Marzuki Vinita Pitoomal
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✏️ One of the most valuable lessons I've learned as a manager is the importance of clear communication. Regular check-ins, active listening, and providing constructive feedback have fostered a cohesive team that's aligned and motivated to exceed goals. #LeadershipInsights #ManagementLessons #CommunicationMatters #LeadingByExample #MotivatedTeams #GoalAchievement #TransparentLeadership #CollaborationCulture #EmpoweredEmployees #EffectiveFeedback #LeadingWithEmpathy #OpenCommunication #SharedGoals #StrongTeamwork #LeadershipSuccess #EngagedWorkforce #EffectiveLeadership #StrategicManagement #EmpowerAndInspire #UnifiedVision
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Work ON not IN your business 🏗️ Developing Effective Teams Without Bull$#!t and Fake Harmony 🛠️ Fixing Issues in Organisations - Leadership, Strategy, and Culture
❓ Do you feel like people are not getting along as well as they could be, but you don't know exactly why? Unresolved tensions and conflicts, often brushed off rather than addressed, could be pulling your team's performance away from its peak. When, during a football match, players on the field disagree about strategy, the game slows down, and the opposition gains the upper hand. However, when disagreements are resolved swiftly, the team can refocus on the ultimate goal - winning the match. ✅ Conduct training sessions highlighting the role of conflict in team development and effective ways to navigate it ✅ Foster habits that promote open dialogue about conflicts, the same way a team does a post-match analysis of why they lost and how they can improve. ✅ Motivate leaders to model proactive and constructive conflict management. Conflict is an inevitable part of teamwork. Resolving it effectively propels your team towards a collaborative, productive, and winning work environment. Face the conflict. Score goals. 👉 I’ve created a review worksheet that allows you to review this and the other Culture Building Blocks. This will enable you to address the root causes of problems, realise the potential of your people, and achieve your business objectives. (💬 comments in any language welcomed and encouraged) ➖ ➖ ➖ ➖ Liked this post? Want to see more? Tap the 🔔 on my Profile 🔝 Connect with me Follow #HMN #11MinCulture #communication #leadership #culture #feedback #conflict
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| Risk Management Expert| Procurement and Supply Chain Expert| Transformational Leader | Project Management Expert | Electrical & Electronic Engineering Specialist | Strategic Advisor & Change Agent |
Dealing with a toxic person(s) in a project can indeed be challenging, but there are effective strategies to manage such situations. Here are some steps you can take: 1. Listen and Take Notes: Be receptive to comments and complaints from team members. Document everything to have a record of the issues raised1. 2. Observe: Identify the employee causing conflict. Watch their behavior closely and assess how it impacts the team dynamics. 3. Plan for Confrontation: Once you’ve identified the toxic behavior, plan how you’ll address it. Consider having a one-on-one conversation with the individual to discuss specific behaviors and their impact on the team. 4. Follow Up: After addressing the issue, follow up to ensure progress. Rebuilding trust and promoting positive communication within the team is crucial. Remember, managing toxic behavior requires energy and determination, but it’s essential for maintaining a healthy work environment. Have you encountered such situations before? Sharing experiences can help others navigate similar challenges! 😊 #projectmanagement #teammangement #communication #leadership #collaboration #teamwork #conflictresolution
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Ashok How can I prevent conflicts before they occur Preventing conflicts is not always possible, but you can certainly minimize their frequency and intensity. Here's how: Create Clear Guidelines: Ensure that roles and responsibilities are clearly defined. Confusion over these can often lead to conflict. Promote Open Communication: Encourage team members to express concerns and issues openly. This can prevent small problems from escalating into larger conflicts. Foster Respect: Cultivate a culture of mutual respect and understanding. This can help prevent personal conflicts and ensure professional disagreements are constructive. Regular Check-ins: Regular team check-ins can help you identify potential issues before they escalate into conflicts. 💼 • Click the Below link 👇and Join us 👇 https://lnkd.in/gXbk_N7Y • • #LeadershipExcellence #TeamBuilding #ProfitGeneration #BusinessSuccess #TeamProductivity #LeadershipDevelopment #HighPerformanceTeams #MillionDollarProfits #LeadershipSkills #TeamManagement #BusinessGrowth #LeadershipJourney #SuccessStrategies #FinancialSuccess #ProfitableVentures #LeadershipMatters
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🏆 10x LinkedIn Top Voice | Leading Digital Transformation & IT Automation | AI & Data Science Enthusiast | 📈 Driving 30%+ Business Growth Through Agile Leadership & Program Management | 🌟PgMP®, PMP®, SAFe®, ITIL®
🐟 𝗙𝗶𝘀𝗵𝗶𝗻𝗴 𝗳𝗼𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗪𝗶𝘀𝗱𝗼𝗺: 𝗧𝗮𝗰𝗸𝗹𝗶𝗻𝗴 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁𝘀 𝗕𝗲𝗳𝗼𝗿𝗲 𝗧𝗵𝗲𝘆 𝗙𝗲𝘀𝘁𝗲𝗿 🎣 As leaders, we often navigate murky waters filled with stinky fish - conflicts within our team or organization. But like this wise cartoon suggests, 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗿𝗲𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻 means addressing issues before they start rotting and stinking up the place! 🙊💨 I learned this lesson early in my career the hard way. Leading a project, I brushed off a minor disagreement between team members, thinking it would resolve itself. But like a fish left in the sun, the conflict only grew more pungent, affecting morale and productivity. 📉😷 It wasn't until I facilitated an open, honest discussion that we cleared the air and got back on track. I made a habit of regularly checking in with my team, encouraging early concerns, and proactively addressing conflicts. 🗣️🤝 Leadership, like fishing, requires patience, skill, and a willingness to get hands dirty sometimes. 🎏 By casting our lines early, we reel in small conflicts before they become big problems, fostering open communication and collaboration. 🌟💪 𝙆𝙚𝙮 𝙇𝙚𝙖𝙧𝙣𝙞𝙣𝙜𝙨 : 🕰️ 𝘼𝙙𝙙𝙧𝙚𝙨𝙨 𝙘𝙤𝙣𝙛𝙡𝙞𝙘𝙩𝙨 𝙥𝙧𝙤𝙢𝙥𝙩𝙡𝙮: Just like stinky fish, conflicts left unattended can spoil team dynamics. 📚 𝙇𝙚𝙖𝙧𝙣 𝙛𝙧𝙤𝙢 𝙚𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚: Ignoring minor disagreements can lead to bigger issues over time. 🗣️ 𝙁𝙖𝙘𝙞𝙡𝙞𝙩𝙖𝙩𝙚 𝙤𝙥𝙚𝙣 𝙙𝙞𝙨𝙘𝙪𝙨𝙨𝙞𝙤𝙣𝙨: Clear the air by encouraging honest conversations within your team. 🚀 𝙋𝙧𝙤𝙖𝙘𝙩𝙞𝙫𝙚 𝙖𝙥𝙥𝙧𝙤𝙖𝙘𝙝: Regularly check in with your team and address conflicts as they arise. 🌟 𝙁𝙤𝙨𝙩𝙚𝙧 𝙖 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙤𝙛 𝙘𝙤𝙢𝙢𝙪𝙣𝙞𝙘𝙖𝙩𝙞𝙤𝙣: Encourage early feedback and open dialogue among team members. 🎏 𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙥𝙖𝙧𝙖𝙡𝙡𝙚𝙡𝙨 𝙛𝙞𝙨𝙝𝙞𝙣𝙜: Patience, skill, and proactive action are key to effective conflict resolution. What's your go-to approach for resolving conflicts? Share your tips and experiences below! 🙌 #ConflictResolution #LeadershipLessons #OpenCommunication #ThemedCartoon
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Have you ever faced a conflict in your team? How did you handle it? Handling conflicts in a team can be challenging, especially without prior experience with it. Not handled properly, it could lead to exacerbating tensions rather than resolving them, and to a lack of trust in your leadership capabilities. Next time you're faced with a conflict in your team, try out these steps: ✅ Acknowledge and empathize: Actively listen to both parties, ensuring their voices are heard and understood. ✅ Analyze the situation: Objectively assess root causes, identifying data-driven triggers and individual expectations contributing to the conflict. ✅ Encourage open communication: Facilitate a safe dialogue, promoting honest and transparent communication. ✅ Find common ground: Help parties identify shared goals, emphasizing the bigger picture and areas of compromise. ✅ Collaborate for a solution: Involve both parties in creating a resolution plan, guiding them toward mutually agreed-upon solutions for long-term relationship building. Any thoughts? 🔔 If you'd like to read more of my posts, click the bell 🔔 on the right-hand side of my picture on my profile to receive notifications when I post 🔔 #EmotionalIntelligence #Leadershipdevelopment #teamleaders
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Entrepreneur & Real Estate Developer | Founder/CEO at The Greens | HBS OPM Participant | YPO Member | Multilingual Leader |
#Conflictresolution is a crucial #skill for any team leader, as disagreements and conflicts are almost inevitable in any group setting. Effective conflict resolution involves identifying the underlying issues and addressing them constructively. The first step is to create a #safeenvironment where team members can express their concerns. This can be achieved by fostering open #communication and encouraging active listening. It’s important for the leader to remain neutral and not take sides, allowing each party to voice their perspective fully. Understanding the root cause of the conflict—whether it be a miscommunication, a clash of personalities, or a difference in work styles—is essential for finding a lasting resolution. Once the issues are clearly identified, the next step is to collaboratively develop #solutions. This involves brainstorming possible resolutions and evaluating their pros and cons. The goal is to reach a compromise that satisfies all parties involved, which might require some give-and-take. After agreeing on a solution, it's important to follow up to ensure that the resolution is implemented effectively and that the conflict does not resurface. By handling conflicts proactively and empathetically, team #leaders can maintain a positive and productive #work environment.
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🌟Top Leadership Development Voice 🌟Leadership Teams Coach ⭐Work Styles Assessment Certification ⭐Culture Transformation Strategist
TEAMS - WHAT HAPPENS WHEN YOU GET A NEW MANAGER I have found this to be an area of organisational development that is not managed well - helping managers/leaders make the transition when they take over a team. Managing this transition well is equally critical to members of the team. In most instances, a team and their new leader spend the first few months 'shadow-boxing' while trying to figure out what works and does not work for each of them. During this time, because they don't know each other, unconscious judgements are often made by the manager and/or team members. It is these silent judgements that then become the source of future conflict. Why do I share this? Because, whenever we have been been called in to facilitate a team through some difficulty or conflict, Helen Langhammer and I always look to diagnose the root cause of their problems. I do not exaggerate when I say that approximately 8 out of 10 times, the source of the dysfunction can be traced back to the team and leader not being able to lay their cards on the table when they first started working together. We have been working on creating a team assessment solution to address this specific problem. More about that in an upcoming post 🙂 #teamdevelopment #leadershipdevelopment #organisationaldevelopment
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