Feedback to Inspire While giving critical feedback, remind the recipient that you believe in them and their abilities, the goal you are collectively trying to achieve, and the new information they need to drive to excellence. Focus on Employee Engagement Where to start Add to Collection Share
Tough Talks When you are faced with a tough conversation, first consider your goals. The first is to solve the problem. The second is to do so without damaging the relationship. Focus on Employee Engagement Where to start Add to Collection Share
Find A Solution If you and a coworker don’t agree, ask your coworker what they think the right solution might be. You can choose to accept it or find a way to compromise by adding a solution to their answer that pleases you. Align Behaviors with Goals & Values Where to start Add to Collection Share
Procrastination Makes Conflict Worse A hard conversation is going to be hard now and harder later. Today, schedule the difficult conversation you’ve been putting off. Develop Leaders to Develop People Where to start Add to Collection Share
Sleep On It Writing and sending an emotionally charged message can be a costly error. When tempted to respond to a situation or person in such instances, it is best to wait 24 hours, review the message, and decide whether it is still appropriate to send. Develop Leaders to Develop People Where to start Add to Collection Share
Thrive in the Face of Adversity Pause for 2 to 5 seconds to think today before you respond. Your response is always a choice, even in the most difficult situations, and sets an example for others to follow. Communicate At All Levels Where to start Add to Collection Share
Stub Your Toe Demonstration Live Your Values KK Owen and Ted Kirchharr demonstrate how leaders can handle a "stub your toe" moment most effectively. SUBSCRIPTION REQUIRED
Impact Messages Saying Nothing IS Saying Something You may observe repeated behavior from others that is not in line with your organization's culture. Talking to that person about their behavior and the impact it has on the team and the results can help them become more aware and correct their actions. Plan for having an impact conversation with your colleagues by following these guidelines.
Addressing Executive Leader Sabotage Keep your team aligned As the senior executive leader, keeping other leaders aligned to the organization’s goals is key. Without alignment, organizations can suffer consequences from turnover to revenue loss. Practice how to handle dysfunction on your management team with this leadership challenge.
Compliance Scenario: What Would You Do? The discomfort of non-compliance Conversations about lack of compliance require a specific leader skill set. Leaders address non-compliance quickly, fairly, and with a focus on improvement. Consider this scenario and how you would address the compliance issue. SUBSCRIPTION REQUIRED
Compliance Conversations How do I manage employee non-compliance? Conversations with employees about lack of compliance require a specific leadership skill set. Developing skill in having non-compliance conversations is key to effective leadership. Addressing issues of employee "will” and “skill” helps achieve organizational results.
Addressing Non-Compliance Tip Sheet Are you prepared to address compliance issues? We find that the better we can prepare our people to meet organizational expectations, the more successful they will be. Leaders are responsible for explaining what behaviors are acceptable and addressing those who are non-compliant. Use the following tip sheet to guide your future compliance conversations. SUBSCRIPTION REQUIRED
Impact Message in Action Are You Noticing Repeated, Unwanted Behavior? Dr. KK Owen conducts an effective impact conversation with her colleague to address his behavior in a meaningful way.
Support-Confront-Support Leadership Challenge Confronting the Leader The act of providing feedback to coworkers or a supervisor helps the organization be more successful. For some, it can be uncomfortable to approach a team member with anything other than positive feedback. With practice you can prepare to have a difficult conversation with your colleagues the right way.
Courageous Conversations: Dos and Don’ts Complete. Not Compete. The following tips are the best practices for conducting compassionate courageous conversations with anyone in your organization.
Courageous Conversations Correct because you care Initiating conversations to provide one another feedback is uncomfortable for many. In reality, we provide others with feedback because we care about them and there success. Learn more about these three models for conducting courageous conversations.
Stub Your Toe Call It How You See It Values and standards of behavior are essential to high performing organizations. They only work when respected by all team members. Having conversations with a colleague you feel has violated your organization's values is one way to assure everyone stays on course and their is continuous respect of standards.
