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Tag Archives: 4.Leadership Behaviours



A global study from Walking the Talk, titled Managing Behaviours in the Workplace, surveyed 745 people including 189 leaders, and found that only 34% of those in leadership roles believe they are able to influence or alter the behaviour of employees.

This is despite the fact that 78% of leaders thought their organisation had adequately equipped them with the skills needed to have a positive influence on others. And despite 86% feeling confident in creating the right atmosphere to allow workers to behave appropriately. The research suggested this contradiction is due to leaders being more comfortable operating at a macro level – for example putting in place frameworks and policies – rather than dealing with the more human element of individuals’ behaviour.

When it came to who should be held responsible for employee behaviour, 76% thought leaders should always be aware of what their employees are doing, and 69% agreed that leaders should be held accountable for the behaviour of people working for them.Walking the Talk - Managing Behaviours Report

When asked at what point leaders become responsible for employee behaviour, 19% said they should always be accountable no matter what the situation. One in five (21%) thought it should start when a group of employees have behaved poorly at least once before, and 27% saw the responsibility starting when employees have behaved badly on more than one occasion.

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Conflict is a normal part of any healthy relationship and arises from differences, both large and small. Everyone needs to feel understood, nurtured, and supported, but the ways in which these needs are met vary widely.

Differing needs for feeling comfortable and safe create some of the most severe challenges in our personal and professional relationships. Learning how to deal with conflict – rather than avoiding it – is crucial.

When conflict is mismanaged, it can cause great harm to a relationship, but when handled in a respectful, positive way, conflict provides an opportunity to strengthen the bond between two people.

This activity will help you see your conflict management style from a new perspective. The insights you gain depend on your honest appraisal of the conflict management inventory.

Click Here to Download


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Communication is a process beginning with a sender who encodes the message and passes it through some channel to the receiver who decodes the message.

Communication is fruitful if and only if the messages sent by the sender is interpreted with same meaning by the receiver. If any kind of disturbance blocks any step of communication, the message will be destroyed. Due to such disturbances, managers in an organisation face severe problems. Thus the managers must locate such barriers and take steps to get rid of them.

There are several barriers that affect the flow of communication in an organisation. These barriers interrupt the flow of communication from the sender to the receiver, thus making communication ineffective. It is essential for managers to overcome these barriers. The main barriers to communication are summarised below.

Perceptual and Language Differences: Perception is generally how each individual interprets the world around him. All generally want to receive messages which are significant to them. But any message which is against their values is not accepted. The same event may be taken differently by different individuals. For example, a person is on leave for a month due to personal reasons (family member being critical). The HR Manager might be in confusion whether to retain that employee or not, the immediate manager might think of replacement because his team's productivity is being hampered, the family members might take him as an emotional support.

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Transactional analysis (TA) is a widely recognised form of modern psychology that involves a set of practical conceptual tools designed to promote personal growth and change.

It is considered a fundamental therapy for well-being and for helping individuals to reach their full potential in all aspects of life.

TA  is based on the theory that each person has three ego states: parent, adult and child.It is a simple yet accurate means of situating our own behaviour patterns within the wider context of human interaction.

As a leader - understanding the concepts behind TA can help you understand your own and others behaviour.

To read a short introduction to TA - Click Here

 Watch and Learn -  Click Here


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The link below takes you to a  TEDTALKS presented by Simon Sinek on inspirational leadership.

He has a simple but powerful model for inspirational leadership — starting with a golden circle and the question "Why?" 

His examples include Apple, Martin Luther King, and the Wright brothers ...

Watch and Learn: Click Here


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The pressure encountered in everyday life, at home, at work and from exposure to traumatic situations, may result in physical and/or mental ill health.

The effective management of stress in the workplace is essential for the maintenance of good levels of mental and physical health.

This activity can you shared with anyone you feel may benefit from the opportunity to assess their own stress levels and identify the different sources of this stress.

Once these sources are clearly identified, you can take steps towards supporting the individual in combating them.

Personal Stress Audit


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This self-assessment contains statements about yourself as a leader and is to help you assess what leadership style you normally operate out of:

  • Pioneering Leadership
  • Strategic Leadership
  • Management / Administration Leadership
  • Team Leadership
  • Pastoral Leadership
  • Encouraging Leadership

Leadership Style Indicator Self-Assessment


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