Archive for the ‘Management’ Category

Changing behaviour for a different outcome: How do you break free of the same old patterns?

Posted by Liz McKechnie

How much do you really think for yourself? I mean really question…

In the days after the death of Margaret Thatcher I’ve been struck by the enormous depth of feeling about her and her policies that many people still demonstrate on whichever side of the political fence they sit.

So clearly we don’t forget…or do we? You’d think the apparent high level of emotional response and political argument her death has generated would signify a clear memory of that era and the decisions made.

You’d think that as a nation and as leaders in the workplace we could learn from the triumphs and disasters of history to build a bigger and brighter future for all.  Read more

opposing chairs across a negotiating table

Conflict Resolution: How to minimise conflict and get more of what you want…

Posted by Liz McKechnie

For many reasons we can get exasperated with people as we try desperately to get them to do what we want.

The workplace can easily seem like a bloody battleground as wills collide over what needs to be done and how it should be achieved. Although some people thrive on conflict and actively seek it out – the majority of us find it stressful and exhausting.

It is amazing what you can accomplish if you do not care who gets the credit.

This wise quote is often attributed to Harry S Truman but actually Bob Woodruff said similar and rumour has it so did Eleanor Roosevelt – so, ironically, let’s leave who gets the credit for this as an open door…

Whatever the case, it seems that the neediness of our fragile egos can trip us up on a regular basis when it comes to influencing and negotiating effectively. The good news in conflict resolution is that much of this hassle is completely unnecessary.

Read more

Three Elements of Effective Feedback

Posted by Bronia Szczygiel

Finding the time and courage to give people constructive feedback on their performance can be tricky. We all know that that it’s a vital part of personal development and team performance, so it’s obviously a great thing to do.

But most of us are busy and telling people how they’re doing can be hard.

If you’ve ever had to tell someone they’re not performing you’ll know just how hard it can be. Most people like to be liked: We want to be nice and have others be nice to us. Telling them they’re not measuring up to our expectations might seem less than nice. So we feel uncomfortable about saying anything and avoid it if we can.

If you highlight an issue they may disagree, they might get angry or cry, they may criticise you, or they may not even be aware that there’s a problem.

Read more