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Hierarchy in a small business can have several benefits. Middle managers provide a crucial link between the executive team and employees, ensuring effective communication and coordination. Learn more about the pros here: @TurbineHQ

Hierarchy in a small business can have several benefits. Middle managers provide a crucial link between the executive team and employees, ensuring effective communication and coordination. Learn more about the pros here: @TurbineHQ

I promise, you can incorporate ways to build agreements in situations where you might typically set expectations. Here’s how. Instead of assigning, sit along side and get curious together. Build and sort. Divvy up and problem solve. Create and align. It's so easy to fall into the habit of setting expectations “of people” rather than building agreements “with people”. Why? Well…because you already know how to do it. It’s time sensitive. It’s so, duh, obvious to you. This is how setting expectations becomes a one-sided declaration. Top down. Directive. Whereas building agreements is a collaborative process that, while slower, builds trust, psychological safer relationships, understanding, and genuine shared accountability for the work at hand. Go slow at the start, so you can go fast later. Everyone who works with me learns about and practices agreement building. It’s probably the single most worked on skill we practice. Leaders who get good at it see how it transforms the way they show up everywhere, delegate, and are perceived by others.

Conflict is an uninvited guest in the corridors of business – inevitable, often unanticipated, and usually unwelcome. Consider the ancient adage that says, “Conflict is inevitable, but combat is optional.” In the dynamic realm of business, this speaks volumes. Conflict, when navigated with precision and understanding, can catalyze growth and foster innovation. It is not the presence of disagreement that undermines a business’s success, but the absence of effective resolution strategies. This article aims to serve as a compass to guide business leaders and teams through the murky waters of conflict, transforming potential battlegrounds into fertile ground for constructive collaboration. …<p class="read-more"> <a class="ast-button" href="https://lnkd.in/dEC_AYkn"> <span class="screen-reader-text">Navigating the Maze of Workplace Relationships: Your Route to Harmony and Success</span> Read More »</a></p> - https://lnkd.in/dWZdawfz

When a change in operations is needed, a case study is a great way to unearth the story and help your team functionally get on the same page. Here's how you can use a case study from the business. #Leaders, ask yourself, "What do I want my team to do differently as a result of my message?" Let's say you want your team to accommodate special provisions for large accounts on time. You know that. Your team knows that. What is unclear is how to make it happen. It's time for a case study. The best use of a case study is to give your team opportunities to self-discover the best way forward, even if you already think you know what that way is. All you need to do is describe the facts/circumstances in the form of a story: 🎬 Describe the characters. 🎬 Describe the conflict.  🎬 Acknowledge the fallout of the conflict. The main characters are, of course, your team members. You know that they've been trying to help large account clients with special provisions and shorter turnaround times. State that. Name the accounts that you've studied and describe their expectations and how they are feeling. Don't dwell on the negative implications. Just state it as fact and move on to the conflict. The conflict is that the team is struggling to meet requirements in the allotted time. List some of the specifics. Write them on the whiteboard. Display them on a slide. The idea is to get all of this concrete information in front of the whole team. Acknowledge the fallout of the conflict. The fallout out for the team is a lot of stress. The fallout for the client is that they are unhappy and complaining. Again, be specific--name behaviors and attitudes: "I know that this change is causing some stress for you. You've been working late hours trying to catch up. You've been trying hard to keep up with the pace and it's wearing on you." Walk through a timeline of the client's interactions with your team. Take note of where things started slipping and where the client started complaining. With all of the facts, in story form, before them, your team can begin the process of discovering the best way forward. Here are some good questions to get them started (take notes for everyone to see): ❓ "Name the operational challenges we're facing in this story." ❓ "What is the number one challenge we're facing in this story?" (It may not be operational. It may be interpersonal or even technical.) ❓ "Why is this a challenge for us?"  ❓ "What can we do to overcome this challenge?"  ❓ "Name one action you could take to help improve the client story."  ❓ "Name one action I, as your manager, could take to help improve the client story." Let them think. Let them wrestle with the problem. Let them be the masters of changing the story. Your job is to keep asking questions until you've unearthed the root problem and an efficient way to overcome it. At the end, you'll help them decide priorities, but until then, your job is to tell the #story and ask questions. 

𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝗧𝗲𝗮𝗺 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁: 𝗣𝗮𝘁𝘁𝗲𝗿𝗻𝘀 𝗮𝗻𝗱 𝗥𝗲𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 🤝 Conflict within teams is a common challenge that can disrupt productivity and morale. Research indicates that managers spend a significant amount of time addressing conflicts within their teams, highlighting the importance of effective conflict resolution strategies. Understanding common patterns of team conflict and tailoring approaches accordingly can lead to positive outcomes and improved team performance. Here are the patterns of conflict identified along with how to manage each one: 1️⃣ The Solo Dissenter: Conflict often revolves around one individual within the team, requiring a nuanced approach that avoids scapegoating and instead fosters empathy and understanding. 2️⃣ The Boxing Match: Dyadic conflicts between two individuals constitute the most common form of team conflict, necessitating careful mediation and consideration of whether the individuals should continue working together. 3️⃣ Warring Factions: Conflict between subgroups within a team can lead to a deadlock, requiring the introduction of new ideas or alternatives to facilitate resolution and collaboration. 4️⃣ The Blame Game: Whole-team conflict, while less common, can arise from poor performance or feedback, necessitating a collective approach to problem-solving and focusing on future improvements rather than assigning blame. By addressing conflicts proactively and fostering an environment of empathy and understanding, teams can thrive, leading to improved performance and outcomes. For a deeper dive into managing team conflicts effectively, read the full article on Harvard Business Review, written by Randall S. Peterson, Priti Pradhan Shah, Amanda J. Ferguson, and Stephen Jones. (ctto) Share your thoughts in the COMMENTS below! ⬇️ ➖➖➖ As a NeuroStrategist and Executive Coach with 35+ years experience. I’ve helped world class leaders be heroes in their companies like Apple, Google, Nvidia by achieving exceptional impact when uncertainty strikes, contributing over $250 million in value to organizations. The author of 'The Advantage-Makers' and 'Do What Others Say Can't Be Done: Play The Meta-Game.’ The secret to my clients' outstanding results lies in GameboardingTM—your personal playbook for staying one step ahead on the gameboard. With GameboardingTM, 9 out of 10 leaders become more influential, impactful, and make winning decisions. Hot off the presses, the latest updates in my new ebook titled “5 Mistakes Even Great Leaders Make - When Handling Change and Challenging People Issues”. ***** 🎮 Type “GAME” in the COMMENTS below and I’ll send you a FREE copy, empowering you to unleash your potential and dominate your leadership journey. It’s GAME ON!" #TeamConflict #ConflictResolution #ManagementTips #LeadershipDevelopment #Teamwork #ProductivityBoost

How to Overcome Conflict at Work: A Guide to Building Strong Teams https://buff.ly/3QRtBfn

5 Conflict Resolution Skills for New Leaders   ⛔ Stepping into a managerial role brings with it the inevitable challenge of conflict resolution. Whether it's clashing personalities, competing agendas, or simply the stress of day-to-day operations, conflict can arise in even the most cohesive teams.   ⛔ So two valued team members are at odds, their disagreement casting a shadow over the entire team. The air is thick with tension, productivity dips, and what was once a minor disagreement escalates, threatening to derail project timelines and team morale. As a new manager, the weight of resolving this discord falls on your shoulders, testing your leadership skills.   What can you do?     Effective conflict resolution is not just about extinguishing fires; it's about building an environment where diverse perspectives can coexist.   1️⃣ Active Listening   Encourage open dialogue, allowing all parties to express their viewpoints without interruption. Understanding the root cause of the conflict is the first step toward resolution. How else can you get where you need to go?   2️⃣ Empathy and Neutrality Approach the situation with empathy, striving to understand each perspective without taking sides. A neutral stance helps maintain objectivity.   3️⃣ Focus on Interests, Not Positions   Guide the conversation away from entrenched positions toward underlying interests and needs. This shift can reveal common ground and facilitate a collaborative solution.   "Talent wins games, but teamwork and intelligence win championships." – Michael Jordan     4️⃣ Collaborative Problem-Solving   Encourage the involved parties to work together in identifying solutions. This collaborative approach not only resolves the current issue but also strengthens team bonds.   5️⃣ Establish Agreements and Follow-Up   Once a resolution is reached, ensure it is clearly articulated and agreed upon by all parties. Follow up to ensure the agreement is upheld and to address any residual or recurring tensions.   “Conflict is good in a negotiation process… it's the clash of two ideas, which then, all being well, produces a third idea.” – Luke Roberts   ⏩ Equip yourself with the tools and strategies to turn challenges into opportunities for team growth and cohesion. Begin your journey in mastering conflict resolution today, and lead your team with confidence, empathy, and strength.   ♻ Reshare this if you find value   🔔 Subscribe for more valuable articles on Leadership. https://lnkd.in/gEz7K3Ne

𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐁𝐚𝐬𝐢𝐜𝐬: 𝟓 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐟𝐨𝐫 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭 𝐑𝐞𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧 Navigating conflict resolution is a critical skill set that can transform potential workplace friction into avenues for innovation, understanding, and strengthened connections. As a business coach who has collaborated with various organizations, I've observed firsthand how disputes, often perceived as hurdles, can catalyze organizational and personal development. The journey from conflict to resolution is not merely about quelling disputes but cultivating a culture of proactive engagement and mutual respect. Here are five strategic approaches to mastering conflict resolution: 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞 𝐭𝐡𝐞 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲: It's paramount for leaders to perceive conflicts not as nuisances but as opportunities for organizational evolution and personal growth. Encourage an open dialogue within your team, creating a safe space where issues are raised and addressed thoughtfully and constructively. 𝐌𝐨𝐝𝐞𝐥 𝐭𝐡𝐞 𝐖𝐚𝐲: As a leader, your actions and reactions set the precedent. Exhibit behaviours you wish to see within your team, such as open communication, empathetic listening, and unwavering commitment to finding resolutions. 𝐓𝐚𝐢𝐥𝐨𝐫 𝐘𝐨𝐮𝐫 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: Understand there is no universal solution to conflict resolution. Each situation is unique and demands a customized approach. Invest the time to delve into the specific dynamics and craft your strategy to suit these nuances, showing your team that thoughtful consideration leads to more effective resolutions. 𝐅𝐢𝐧𝐝 𝐂𝐨𝐦𝐦𝐨𝐧 𝐆𝐫𝐨𝐮𝐧𝐝: It's crucial to identify and highlight shared objectives and values amid conflict. This focus on commonalities can be a bridge, fostering understanding and paving the way toward a mutual resolution. It underscores the idea that more unites us than divides us, even in times of disagreement. 𝐂𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐞 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: Promote a culture where accountability is not just expected but is ingrained. After conflicts are resolved, it's essential to have clear follow-through procedures and measures in place to ensure that the resolution is sustained. This prevents similar issues from reoccurring and strengthens the team's resilience and collective capacity to handle future disputes. Mastering conflict resolution is a dynamic and ongoing process. It's about more than just managing disagreements; it fosters continuous growth, respect, and collaborative problem-solving. By embracing these strategies, leaders can guide their organizations through challenges, turning conflicts into powerful opportunities for innovation and strengthening the fabric of their teams. #Leadership #ConflictResolution #GrowthMindset #BusinessStrategy #ProfessionalDevelopment #SanjayKanakia #BusinessBasics #actioncoach

Small “n” negotiations are the negotiations we need to have at work. The term was first mooted by Deborah M. Kolb and Jessica L. Porter in their book “Negotiating at Work”. Small “n” negotiations differ from big “N” negotiations - these Negotiations tend to be with clients/customers and relate to a single issue contract negotiation. Small ‘n’ negotiations are about negotiating relationships at work. These negotiations are complex, are focused on productivity and often relate to projects, programs and performance. We often need to go through a series of seemingly small and perhaps endless negotiations in order to achieve an objective at work and they are critical to us personally because they relate to our promotion, career progression and the overall success in the organisation.  Because of these long term implications we often avoid these negotiations. So how can we become more efficient, effective and productive in our negotiations at work? We can: * embrace every negotiation at work, rather than avoid it * plan these negotiations rather than leave them to chance * utilise every performance management conversation (which is a negotiation in itself) to understand the issues in the project going forward * get the right fundamental tool kit for negotiating at work - listening, inquiry, influencing, positioning and follow up, * understand what our alternatives are, and * understand the difference between Negotiation and negotiation – in small negotiation we are negotiating for ourselves – it is very different to Negotiating contracts on behalf of our organisations. How would you rank your negotiation skills for negotiating at work? #negotiation #leadership #projectmanagement