Tag Archives: People
If you want to have successful teams in your organisation, make sure you have successful leaders. What do I mean by this you ask? The way a team is led will have a major impact on the success or otherwise of the team.
What do I mean by this you ask? The way a team is led will have a major impact on the success or otherwise of the team.
In fact, when I asked team members from within a large financial institution what they wanted from a team leader they identified the following values they would like their leader to hold.
What do I mean by this you ask? The way a team is led will have a major impact on the success or otherwise of the team. In fact, when I asked team members from within a large financial institution what they wanted from a team leader they identified the following values they would like their leader to hold.
- A commitment to their staff as well as the task
- The willingness to support and serve the team
- Inspirational leadership, combined with energy, enthusiasm and appropriate expertise
- The guts to take responsibility rather than pass the buck
- The glue to make the team come together and operate as a team
- A willingness to have fun!
I’ll explain each of these in more detail. (more…)
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.
Have you ever considered what kind of thinker you are?
It may seem a strange question, but being aware of your thinking style will increase your levels of self-awareness, as well as helping you to work effectively with others.
This questionnaire should help give you a good idea of your preferred thinking style.
It can be used as a stand-alone questionnaire or used as part of a wider team development activity.
In this Thoughts on Leadership, Paul Bridle talks about knowledge within a business and asks if you are someone who looks to work with others or if you just think you're right all the time?
Receiving effective feedback, both positive and developmental, is very helpful to anyone at work.
Feedback is valuable information that will be used to make important decisions. Top performing companies are top performing companies because they consistently search for ways to make their best employee even better - and providing them with effective feedback is an important aspect of achieving this.
This toolkit can help you and your team colleagues review and develop your feedback skills. It provides you with:
- Examples of different approaches to giving and receiving feedback, and
- Tasks and activities that can use with your team.
To download this toolkit, click on the following link: Feedback Toolkit
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.
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.