Conflict & Your Future 2
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In my last post, the issue was how you react to conflict. Control your reactions to conflict and build your career.
But that's only the beginning. Another success factor to consider is the source of conflict. With workers on the edge, conflict can arise from sources that were benign just months ago, including: The same old interdepartmental friction
You're just going to have to keep hope alive here - by acting rather than waiting. Address the issues with the importance they rate from the workforce and try to ensure they are resolved with respect to all involved. Again, it's all worthwhile because the ability to manage conflict is a desired trait in leaders.
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Posted on: December 18, 2008 08:47 AM
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Conflict & Your Future
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Times are getting tough and it would do you well to be able to handle conflict effectively. This is a key leadership skill for times like these and you will be noticed whether you are bad at this or great at it. Hint: Being great at it is better for your career.
It's not that workers are suddenly going to turn on each other like so many rabid chipmunks. But there will be snippiness, surliness, shortness and snapishness. This may build into outright conflict, which cannot be ignored.
You may be surprised that to be ready for conflict, to master this important leadership skill, you have to know yourself. Really, it's not just an overused truism. Specifically, you must know what your initial instincts are.
Take a good look at yourself and your readiness to handle the many conflicts to come. More in future posts.
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Posted on: December 15, 2008 10:01 PM
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Coaching & Chaos
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After layoffs or cuts in project resources, you have to do more with whomever is left. Workers will be placed in new situations to which they have to adapt - and quickly. It might be juggling more tasks. It might be a fast shift to new responsibilities. It might be a smaller team. It might be all of these things. Whatever befalls those who are left working in your project, you will be expected to get results, and the environment may not be all that forgiving if you do not achieve those results.
If you find yourself with fewer project resources, you can improve your lot by coaching. The most difficult part will actually be setting aside enough time to do this, but start adjusting your schedule. Add in formal coaching meetings and additional time to walk around informally to observe and provide feedback. In larger projects, have your best people coach those who need it.
Brush up your coaching skills. Here are some tips. For instance, asking effective questions will keep you from lecturing constantly. Lecturing interferes with coaching. Likewise, you should also be action-oriented. Get away from theoreticals and help the worker with the immediate issues and tasks at hand. Increased coaching can help you get the results you need in this environment.
(In the article, the "coachee" is referred to as the "client.")
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Posted on: December 12, 2008 08:07 AM
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Workforce Downsized? Get Interactive
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Layoff announcements continue in most if not all sectors of the economy. When this happens to your organization, you may have to adjust your role from a project manager controlling your project to an organizational leader guiding your workforce through a drastic change.
During such a change, remember to establish effective two-way communications. Interaction between you and your workforce will go a long way to maintaining performance and focus, but you have to prepare to
If your leadership skills need some beefing up, now is the time to get it done. The silver lining to a dark global economy is your opportunity to be seen responding as a leader.
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Posted on: December 10, 2008 08:04 AM
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How to Leverage Happiness Now - When it is Needed
Categories:
Communications Management
Categories: Communications Management
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Bad news is sweeping across the economic landscape sucking up optimism like a some kind of evil ShamWow. Your workers may be having a hard time staying positive. Findings from a recent sociological study will help you turn up the happiness quotient. Here's a summary:
Your tactic should be to let social groups in your organization "mix it up." You provide regular communication to counter rumors and emphasize good news, and let the social networks at work calm the fears of the workforce.
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Posted on: December 08, 2008 10:09 PM
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