Shreyas Doshi’s Post

Do you know how much it costs a company to replace a senior executive?

Are you endeavouring to become an effective executive?

Utilizing conflict resolution skills can transform your sales engineering career. Here’s how to leverage these skills for success: Active Listening: Listen carefully to all parties involved. Understanding different perspectives is key to finding common ground. Empathy: Show empathy by acknowledging the feelings and concerns of others. This builds trust and opens lines of communication. Stay Calm: Maintain composure in heated situations. A calm demeanor helps de-escalate conflicts and fosters constructive dialogue. Focus on Solutions: Shift the focus from problems to potential solutions. Encourage collaborative problem-solving. Clear Communication: Articulate your points clearly and respectfully. Ensure all parties understand the proposed solutions and next steps. Follow-Up: After resolving the conflict, follow up to ensure the solution is working and relationships remain strong. 🌟 Mastering conflict resolution not only helps in overcoming challenges but also strengthens your relationships with clients and colleagues, paving the way for a successful sales engineering career. How do you handle conflicts in your professional life? Share your experiences below! 👇 #SalesEngineering #ConflictResolution #ProfessionalGrowth #ActiveListening #Empathy #Teamwork #ClientRelationships #ProblemSolving #CommunicationSkills #Leadership #SalesSuccess #CareerDevelopment #TechSales #WorkplaceHarmony #ConstructiveDialogue

📈Whether you lead a small group, large company or your family… these competencies are highly effective and can be implemented slowly in your daily life! Which 3 would you choose? 👉Mine in the comments! 1. Emotional self-awareness 2. Accurate self-assessment 3. Self-confidence 4. Emotional self-control 5. Trustworthiness 6. Conscientiousness 7. Adaptability 8. Optimism 9. Initiative 10. Empathy 11. Teamwork and collaboration 12. Organizational awareness 13. Service orientation 14. Developing others 15. Inspirational leadership 16. Influence 17. Communication 18. Change catalyst 19. Conflict management 20. Building bonds #emotionalintelligence #corporateculture #changefromwithin #smallsteps #growth #personalgrowth #corporategrowth #implement #betterworkenvironment #chooselife #cltjobs #clthousing #charlottehomes #latinosinbusiness #latina #latinasinbusiness #realestate #charlottemarket #charlottenc #fortmill #ballantyne #southcharlotte

As an Operations Manager, there is a constant need to continuously review your strategies and processes for maximum productivity and profitability. In a short chat with a friend that works in one of the big firms around, he shared how they test run new processes and yank them off once results are not achieved within a stipulated time frame. In as much as I agree with that, I also think that it becomes a disadvantage once employee notice the pattern in the sense that they might deliberately silently kick against a process and refuse to put in the required efforts albeit subtly knowing fully well that the management would yank it off soon when they notice the ineffectiveness. This brings me to the question of balancing 🤔 How do you know a process that is failing truly and how do you know one that your team are just revolting subtly against just because they don't want the extra work of fitting into the new process??? That is a mind question for us to answer, I will share some personal tips soonest💯💯 #operationsmanagement

Cookie cutter solutions don't work. At least not if you've already done them with no success. If you're the CEO of a small to medium organization and you've done everything you think you can to resolve the poor communication on your high conflict teams and it still hasn't worked, I can guarantee you it's because you've been using cookie cutter solutions for a problem that requires a custom approach. Cookie cutter solutions have a time and a place, like when you're just starting out. But when you're dealing with a long-standing problem and you've done the cookie cutter solutions but it's still not working, you need a communication + relationships specialist to come in and do a thorough assessment of the specific problems you are dealing with. Most of the time it'll be related to a skills gap in Relational Intelligence. Think Emotional Intelligence + Social Intelligence meets the Executive Functioning brain. It's the skill set that helps you and your people stay cool, calm, and connected in conflict. Sure, I can give you a half day workshop on that. And it might change things for a quick second. But, without personalized support the change will be short lived. So, when you're ready for solutions that last in dramatically reducing conflict and grievances, and increasing collaboration and productivity, schedule a complimentary sales call with me to discuss your organization's specific challenges and how I can help. https://lnkd.in/ge2AZaQy #corporatecoaching #companyculture #executivecoaching #communicationskills #conflictmanagement

Often looked out in a quite negative sense, in a serious tone and that too if initiated from client side, escalation mostly treated as the end of soft communication at the given level when the things are not going right or as expected and needs an intervention from higher authority.   Understanding this, instead of looking at it in isolated way, we need to look out from the very initial. This is an essential perspective to first figure it out why it has been started? Knowing the root cause is the first step for the resolution.   There could possibly be two reasons for any escalation: 1. Lack of power 2. Lack of skill-sets   The 'lack of power' can be resolved by extending the authority to the person to possible extent within his/her work profile. This will enable the person to resolve the issues within less time and resulting less hustle for the client, whether internal or external. The 'lack of skill-sets' can be resolved by providing proper training to the concerned person or group of persons. This is to avoid the same thing to happen in future. If training part is not attainable due to any constrain, management needs to think rationally and try for the replacement of concerned person(s).   Before going for any of the conclusion over the process of 'escalation', management need to understand the exact situation without bias towards client or the employee. It is absolute that we cannot argue or fight with client. Yet at the same time, our employee is also a resource for us and therefore is equally respectful. Therefore, when we call for de-escalation, management has to be cautious to retain the good relation with client as well as good communication with employee. Afterall, the business is all about human interactions.     #mipratik   #escalation #team #client #clientescalation #teamescalation #deescalation #power #authority #training #skills #knowledge #communication #management #talentmanagement #human #resource #humanresource #HR #relation #relationship #clientrelation #business #rootcause #rootcauseanalysis

How to handle difficult clients: - Stay calm - Limit revisions - Set boundaries - Document everything - Set clear expectations - Explain your decision making - Reject requests outside of scope - Understand when you must walk away The goal is to not hire them in the first place.

Management skills for all levels •Technical skills (know how): it’s very important for the first line level. •Human Skills: Interact, communication, understand people & work effective with people>it’s very important for all levels. •Administrative Skills: Manage, Coordinate activities of P, O, S, L, C,> it’s very important for upstairs then middle & lower level. •Planning, Organizing, Staffing, Leading & controlling

Tips for managing the micromanager. I'm sure others will come to mind. #sales #salesmanagement #foodandbeverageindustry #recruitment #domerrecruiting #businessdevelopment