To illustrate leadership 3. From conflict avoidance to healthy discussions Many employees avoid awkward situations and are reluctant to give honest feedback. Trust and openness are needed to break through this. As a leader, you can create this by establishing ground rules, encouraging everyone to speak up, de-escalating arguments, and asking team members to support their opinions with facts. Leaders should monitor progress through clear plans and timelines. Leaders can support conflict-avoiding employees by coaching them in entering into difficult conversations.
Approach the problem, the value and executive list the solution Don't procrastinate Limit yourself to the facts use your words, Assume positive intentions make a plan give and take Feel comfortable with the awkward 4. Everyone belongs: be an ally Fearing judgment from others, people may find it difficult to be themselves. This can cause tension and uncertainty and has an effect on their motivation and involvement . According to Bostick and Elton, an antidote is to create a culture in which people dare to be themselves as managers. Then drastic jumps in performance can be achieved, because.
Everyone can focus all their attention on the work. They advise that team leaders, regardless of whether they themselves belong to a traditional minority group, tell at least one story about concealing identity. Why? To show vulnerability and to make it negotiable. 5. Say thank you more often Effectively thanking people for their efforts leads to progress in team performance and reduces stress levels. Recognition of achievements helps people become more confident. And it also acts as a reassurance.