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.
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.
We’re not having enough conflict. Our conflict debt is costing us dearly: as organizations, we fail to prioritize and accomplish little; as teams, we work around the problem people and overwhelm the good ones; as individuals, we stifle our concerns and become increasingly stressed and disengaged. We need more conflict, but the voices inside our […]
A great test of whether or not a leadership team has high trust is how they handle the movement of people across different departments. More often than not, shady dealings expose the true nature of the relationship, which is essentially collaboration when collaboration serves their individual purposes and then every man for himself when it […]
A change in team leadership can be highly disruptive. I’m on post three of a three-part series on succession and its impact on teams. I started with what to do (and not do) if you’ve decided to vie for your boss’ job. Next, I spoke about the impact of the succession race on the non-contenders. […]
A while back, I wrote a post on LinkedIn asking whether the women on teams are leaning in. Read it here. I got one comment with a bit of a “blame the victim” message. I didn’t write to women to blame them, I wrote to women because I feel passionately about helping them add […]
You can’t afford to carry around regret, shame, or guilt, it’s debilitating. If you’ve done something that you regret, learn what you can from it and move on. The lesson you learned was costly, so go find a way to make it worth the investment. That’s what I told a person I met recently. […]
Try this at your next team meeting. Rather than having a standard conversation about ground rules, try using this question instead. What could you do (or not do) today that would make you really proud of yourself? I was working with a team recently: a leadership team of a large department. It was an […]