It’s easy to be attracted to optimistic thinking and turned off by cynicism, but both optimistic and cynical decision-making is lazy. Use this approach to improve the rigour of decision making in your business.
In moments of weakness, you might let out a nasty remark or be too quick to criticize. New research suggests that your slip will lead to retaliation. Here are the do’s and don’ts to prevent starting a vicious cycle of bad behavior on your team.
It only takes an instant for a conversation to turn into an argument. With the right words, you can change that trajectory and wind up solving a problem as an ally, rather than fighting as adversaries.
Too many leaders give their team permission to give feedback, to disagree, or to challenge one another’s ideas. Permission won’t drive action. If you want more healthy conflict on your team, stop giving people permission and start helping them appreciate their obligation.
Virtual teams are hard on relationships and they’re particularly challenging for productive conflict. But avoiding conflict on a remote team is just as harmful to both your business and your relationship as it is on a normal team. These tips will help you work through conflict with a remote colleague so you can get back to business.
Don’t get in the middle of feedback between your team. If someone comes to you, encourage them to share the feedback directly. Doing otherwise encourages passive-aggressiveness and reduces the value of feedback. Here are the steps to build that muscle in your team members.
So, you’re busy trying to get on with the next in line of never-ending changes in your organization but you’ve got THAT person on your team: The person who moans and complains at every request and drones on about how horrible everything is. First of all, I’m sorry you have to deal with that. Second, […]