I was meeting a business contact for a coffee recently and we started talking about getting the best out of people. My contact works in an industry that can be quite hierarchical and rules driven and can struggle to engage people. The question he asked was “how do you get people to work harder”?
One of the challenges of leading people is the ever increasing pressure of doing more with less. Budgets are tighter and expectations are higher now than they were even five years ago. Organisations are pushing to be leaner, faster, better – so how can you help your people to be as productive as possible? (3 mins 9s watch time).
Working with an unpredictable boss can be rough. You’re confused when they change your assignments repeatedly. You’re hurt when they act friendly one minute and snub you the next. You’re angry when they yell at you in front of your colleagues.
The solution may depend on their attitude. If your boss treats you with respect while they’re moving the goalposts, you may be able to maintain a healthy relationship. That’s especially true if you work in an industry that requires a great deal of flexibility and rapid responses.
On the other hand, if you’re feeling bullied, you need to find coping strategies to protect your wellbeing and career.
Consider these tips for dealing with a volatile boss. (3min 30s watch time).
If you would like to have a 30-minute complimentary laser coaching session with Ros, please email [email protected] to book.
Confrontation and conflict between people is as old as…well…people. Any time you have humans operating together there are going to be times when people disagree, don’t get on, have differences of opinion or just plain can’t stand each other! So how should conflict be managed in teams?
It is a mistake to think that no conflict means the team is effective. Maybe that is true for some teams, but it is more likely that people are focused on maintaining the status quo, not rocking the boat, following the team “rules” or staying friendly with others no matter what the cost.
Lots of conflict is unhealthy too. Team members who bicker, run each other down, oppose ideas, power play, compete and freeze each other out are toxic.
Effective teams do have conflicts, but they have methods of resolving it constructively. Conflict is seen as a necessary part of life, disagreements are aired, explained, explored and acknowledged.
So how do you create a team...
Do you feel overworked and overwhelmed? Maybe your inbox is overflowing, and you wake up at night wondering what to do first when you arrive at the office in the morning.
Take control of your workload before you become burned out.
Start with this checklist for helpful things you can do on your own and with your colleagues to protect your career and your wellbeing. (5min 8s watch time).
Change is the six-letter word that makes most of us cringe. Ask anyone how they feel about change, and most people will tell you it’s not their favorite thing to experience in life. That’s because change can be incredibly difficult and more than a little stressful—especially when change occurs in the workplace.
Whether that change takes the form of new technology, company mergers, pay cuts, or layoffs, change is one of the fastest ways to lower employee morale if not managed properly. Even long-time, loyal team members can become burnt out, stressed, and mentally fatigued.
But change doesn’t have to knock your employees out for the count. Learn 4 strategies you can implement before, during, and after the next change episode in your workplace to ensure your team stays positive, optimistic, and both mentally and emotionally resilient. (4 mins 12s watch time).
Employees want it, managers know it’s important, and it usually doesn’t cost anything. When you look at it that way, you’d expect to be drowning in recognition at work.
Yet, a recent Gallup poll showed that lack of workplace appreciation is a major concern among employees.
It’s not that surprising when you think about the possible reasons. Some of your coworkers could feel too competitive to notice you. Your boss could think that keeping you on the payroll proves they’re satisfied with your performance, and any of your colleagues could be uncomfortable or unfamiliar with handing out praise.
If you want to feel valued, you may need to shake things up. Start with these suggestions for creating more recognition for yourself and your colleagues. (4mins 55 watch time).
It’s tempting to kick back when you land a new job. After all, you’ve probably been consumed with chasing down leads and going on interviews. Now, you want to catch up on fun stuff like hanging out with friends and watching Netflix.
However, you could be missing a great opportunity if you take a break now. A job transition is an ideal time to strengthen your network.
You’ll enjoy your rest and relaxation even more if you take care of business first. Run through this checklist of ideas for extending and deepening your professional relationships as you change employers. (3min 30s watch time).
Congratulations on your new job! After a solid process, several interviews, meeting the CEO, and waiting for what seemed an age for the call, you have been offered and accepted a new role. It’s a great opportunity; a promotion, more responsibility, and a great fit for your skill set. The only things left to do are to celebrate with your family, give notice and get set for a stellar career with your new employer!
But before you pop the cork on that bottle of bubbles, there are some things to consider. Signing your contract is really only the beginning. (3 mins 39s watch time).
Interested in coaching with Ros? Contact [email protected] to book a complimentary, obligation free conversation.
Happiness is a habit. An inside job, so to speak. We can really maximize our opportunity to be happy by understanding what happens in our brains when we are happy and when we are unhappy, and what brings us the chemical high of being happy. Yes, you can hack your brain for more happiness! (4mins 59s watch time).
Book a complimentary 30 min discussion with Ros by emailing [email protected]
“We can build our leadership upon fear, obligation, or trust. However, only a foundation of trust results in the collaboration and goodwill necessary to achieve our peak performance.” – Roger Allen
These words are certainly true. Trust in leaders plays a central role in building high-performance organisations. Without trust, we follow unwillingly, struggle to commit, are demotivated, and less satisfied at work.
Whilst there are a number of elements to building trust in businesses, there are 5 distinct elements in your relationship with people that are key to building a trust-based management style: (2 mins 52s watch time).
Book a complimentary 30-minute conversation with Ros by emailing [email protected]
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