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Greetings!
Looking for opportunities to build relationships at work
is one of the smartest things you can do for
yourself. Little is more helpful when you are focused on
reaching a specific business goal and it is a real key in
your own professional development and career
success. As a team leader, or as a team member, one
person giving attention to one-to-one work
relationships can shift an entire team into a more
collaborative effort. We hope ideas in this newsletter
will spark a thought for you that will add to your
professional and/or business success.
Best wishes, Working Dynamics.
In this issue... |
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- Low Collaboration Can Signal Dangers Ahead
- Meet Conflict Head On
- What Do Bosses Want?
- Making Each Conversation Count!
- You Won't Know Until You Ask
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Meet Conflict Head On |
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 If your primary method of handling conflict is hoping it
will disappear or resolve itself, you aren't alone. You
may find yourself thinking "If I give it time, maybe it
will go away on its own." If so, you may be shirking
responsibility as a leader to manage conflict in your
team and putting your team in jeopardy of low morale
and reduced productivity. Lack of confidence in the
ability to resolve conflict is the main reason managers
do not get involved. Many leaders have
some degree of discomfort in emotionally charged
situations. Most have varying levels of confidence
when it comes to mediating a conflict between others.
However, smart leaders know that managing conflict is
vital to their team's success and to their
career. Even though others may appear to be
completely comfortable in conflict situations and seem
naturally adept at creating a positive environment
where conflict is actually productive, don't assume this
came without trying. Make no mistake - MANAGING
CONFLICT SKILLFULLY IS A LEARNED BEHAVIOR!
Ten ways to manage conflict skillfully ... »
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What Do Bosses Want? |
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Having problems with your boss? Maybe you're not
clear about her expectations of you. The Center for
Creative Leadership (CCL) has identified four factors
that bosses value most. Understanding these concepts
can go a long way toward determining your best path
at work. According to CCL, there are four factors a
boss values most:
1) resourcefulness;
2) doing whatever it takes;
3) being a quick study; and
4) decisiveness. Another important question: What
does your BOSS'S boss expect? The answer says a lot
about what is expected of you. Most importantly, don't
guess how your relationship with your boss could be
improved, ASK about expectations. Start that
important conversation.
In your experience, what do bosses want? »
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Making Each Conversation Count! |
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Too often the conversations we have with colleagues,
clients, and bosses skirt the real issues. We fail
to tell the truth. We avoid what needs to be said. We
don't ask the right questions. We don't listen. Much is
at stake in these conversations, and often the
conversations we have or don't have determine our
success. According to Susan Scott, author of
Fierce Conversations, there are seven key
principles that help us make each conversation count
whether at work or in personal relationships. Jada
Banks, Working Dynamics Associate, describes those
principles and tells how you can adapt your
communication style so that every conversation you
have can count! Jada also presents interactive
workshops on this topic. Contact us at (804) 353-9527
or info@workdyn.com for more information.
Link to full article ... »
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You Won't Know Until You Ask |
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Evaluations usually go down a one-way street -- boss
to employee. However, bosses who offer a return
route can make more progress. Consider asking
your employee for feedback on your performance as a
boss. Yes, it's scary. What if you hear something you
don't like? It is likely you will, but there is much to be
gained from asking. An end result can be that you are
viewed as a better boss just because you asked. With
new information on how your management style works
with this employee, you can chose how you want to
enhance your professional development plan and find
new ways to build a better relationship with this
person.
How do you ask? »
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Low Collaboration Can Signal Dangers Ahead
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One of the biggest threats to productivity and
business success is a workforce that's not working
together effectively. Increases in absenteeism,
turnover, and complaints are all results of strained
work relationships. Other losses include reduction in
workflow between departments, dropping morale,
fewer new ideas, and less manager time for challenging
business decisions. Left unchecked, low collaboration
can cost organizations in overall productivity,
employee retention, ability to attract new talent, and
public image.
Turnover, "preabsenteeism" (employees being at work
but not being fully productive), and absenteeism are
reducible costs. You can manage their impact on your
organizational culture by improving work relationships
and addressing internal processes that affect
collaboration.
Many organizations are battling a war on costs and a
struggle to increase productivity and maximize the
efficiency of a lean workforce. The best investment
you can make is focusing your attention on your
human capital. Learning where productivity threats
exist and taking action are the best approaches for
long-term success.
Working Dynamics can identify causes for reduced
collaboration and build practices and systems to
create a successful environment and high productivity.
Strong work relationships mean more effective teams,
better leadership, and greater collaboration. Contact
us to discuss ways that we can make an impact in
your work environment.
Learn from your employees what they need to do their best work ...
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