Lead Your Own Change
Most of us know the value of working with people who are good to work with and working with a manager with strong leadership and people skills is a rare joy. Why is it then that there continues to be such a strong focus on qualifications and work history for promotion and recruitment at all […]
Recently a good friend said to me ‘and we know you are not backwards in coming forward’ and I noticed this wasn’t said in an admiring tone. It made me ponder the assertiveness I have fought hard to build, why I value it and why I was shocked that this attribute is not considered an […]
Our work in supporting people to perform well at work has shown that some conflict between colleagues is so long-standing and deeply entrenched that there is simply no way back over the mountain of hurt, shame, indignation and thoughts of revenge to reach a place of resolution. At best there might be an accommodation of […]
Conflict at work is inevitable and part of life and yet a lot of effort goes into avoiding conflict. The hope that by avoiding it, conflict will go away seems to linger in the face of all evidence to the contrary. Conflict does not miraculously self-resolve and most often does not dissipate over time. What […]
As team leaders or managers in a large organisation we can sometimes feel powerless and frustrated by (amongst other things): Clunky processes and systems Changes to the organisation that you don’t want, which don’t seem sensible or weren’t explained well Unreasonable sort deadlines and cumbersome reporting requirements. Even though we might feel powerless in the […]
Ever hear yourself say: ‘they do a good job, but…’ about a team member? This is about the ‘not quite good enough’ performer. You know you don’t really have a good performer if your assessment of some-one in the team is qualified or you have reservations about specific aspects of their work. The reservations may […]
The MBTI type system assumes that even though we can and do use all preferences as needed, we all have preferences for specific aspects of our personality. The Step I MBTI assessment enables us to identify our four basic MBTI preferences. The preferences in MBTI are for either: Extraversion or Introversion as our way of […]
The following strategies may assist you to improve performance in your team: Support innovation – encourage the use of new methods, tools and strategies to get to the end result. Support leadership – allow the leaders to develop goals and priorities for their teams that support the project. Hire the right people – ask the […]
Putting together a successful team is more challenging than finding the best individual, as you need to consider how the team works together and what the goals of the project are. Here are some areas that you will need to address for developing a successful team: Availability – Is the person available part-time, full-time or […]
Think about how your business is performing now. Now think about where you need your business to go. What are the gaps that exist? Do staff need to learn more about their jobs and the systems to improve productivity? Do individuals have a “mind block” about certain work activities and don’t want to complete them? […]
In order to improve team communication you will need to set the rules for communication. This could be done by embracing the following: Having an open door policy – This will invite team members to come in and talk about issues before they become mammoth problems. Encourage two way feedback – Give feedback about how […]
Organise and prioritise – know what you have to do; the priority of each task; and the due date for each task. You may want to write a list of tasks and assign a priority of 1 (urgent), 2 (not-urgent) and 3 (when time permits). Stop multi-tasking and batch process instead – Do you feel […]
