Simon Sinek has a simple but powerful model for inspirational leadership — starting with a golden circle and the question “Why?” His examples include Apple, Martin Luther King, and the Wright brothers. In this TED Talk Simon Sinek explores how leaders can inspire cooperation, trust and change.
Click here to watch the clip (17.57 mins)
Conflict is part of any dynamic business organisation. It arises because people care and want to do their jobs well. Conflict is beneficial when the focus is on finding the best solution. It becomes destructive when the focus is on people and “winning at all costs.”
Conflict arises because of limited resources; differing goals, responsibilities and priorities; and differing ideas or interpretations. Conflict is especially difficult when it does not produce solutions and becomes personal.
The goal of a manager or Coach should be to avoid “win-lose” situations and to ensure productive resolution of conflict. Effectively working through conflict results in stronger working relationships and encourages creative solutions – while handling conflict inappropriately results in damaged relationships and inhibits the expression of valuable opinions.
- Put yourself in the other person’s situation and imagine how you would feel and react. Look at the other side before defending your own.
- At the beginning of a conflict discussion, express your desire for a resolution that is acceptable to both or all of you.
- Restate the positions held by those on both sides of a conflict: look at it as a conflict of ideas or approaches, rather than of people.
- Do not lecture about why you are right. Simply state your point of view.
- Bring conflict into the open without feeling that your leadership is threatened. When people disagree with you, analyse the reason for their position.
- Ask a neutral third party to help you and the conflicting party to talk through the problem. Your HR team will always help to mediate such a situation.
- When a conflict situation arises, discuss it with your manager. When you have handled it, seek feedback from him or her about how successful you have been.
- Allow individuals to vent their anger. Venting frustration allows them to get it out in the open and allows you to work through the conflict.
- Clearly tell the other person the things you both agree on before dealing with their points of disagreement. This approach provides a positive starting point and builds bridges between you.
- If the other person feels they are losing something or that you are being unfair, listen to what the person is saying; don’t try to convince the person that he or she is wrong.
- Attack problems – not people.
- If a conflict escalates, call for a time out. Reconvene when you have both reduced your tension to a productive level and you have both regained your perspective.
- Instead of showing frustration, talk about it.
- Be willing to confront other individuals when you feel they have made an error.
DP use the Thomas-Kilmann Conflict Mode Instrument. This is designed to assess an individual’s behaviour in conflict situations – situations in which the concerns of two people appear to be incompatible.
You can review this model and download a PDF version to complete the questionnaire to establish your current style of managing conflict and disagreements and anise these results to assess how changes might be beneficial to you, your colleagues and your team.
Click here to download a PDF version of further notes concerning the management of conflict and disagreements – and a copy of the Thomas-Killman instrument for you to complete and analyse your own style.
From the Institute of Leadership and Management’s “Edge” magazine.
by Andrew Morris and published on 19 June 2015
Business leaders can learn a lot from tennis greats. It’s not just a killer serve that keeps them on top, but their ability to avoid unforced errors. Andrew Morris of the Academy for Chief Executives explains
Follow this link to go to the website of the Institute of Leadership and Management’s Edge magazine to read the full article and find others that may well be of interest.
Transforming Leaders – We want you to become the best leader you can be. Everyone has their preferred set of leadership beliefs, skills, models – enough to fill a library, not just a book.
So we thought we’d keep it simple and share the 3 things we know make the difference:
Be Resilient; Be Authentic; Make the Story Stick
And now we’re going to tell you how.
Click here to open a PDF version
Innovation is an undisputed catalyst for company growth, yet many managers across industries fail to create a climate that encourages and rewards innovation. Managing Creativity and Innovation explores the manager’s role in sparking organizational creativity and offers insight into what managers and leaders must do to increase successful innovation. Contents include: Generating new ideas and recognizing opportunities; Moving innovation to market; Removing mental blocks to creativity; Establishing a strategic direction for profitable product development; Brainstorming and fostering creative conflict within groups; Creating an innovation-friendly culture.
It is the role of Strategic leaders to respond to change and external events, establishing a strong organizational structure, allocating resources and communicating strategic vision. As a strategic leader, your decisions may appear more risky, your actions more visible and achieving results more complex than for organizational managers. In Effective Strategic Leadership John Adair teaches you everything you need to know to enable you to be clear about what you want to achieve and to lead with purpose in order to turn your strategy into reality. Among other things, he shows you how to: Judge situations quickly and respond accordingly; Make decisions based on incomplete information; Pick the best second-tier leaders to achieve your objectives.
How to Grow Leaders is a ground-breaking book which sets the record straight on leadership development, the nature of leadership and how it can be taught. John Adair identifies the seven key principles of leadership development, and answers vital questions on how to select, train and educate leaders at team, operational and strategic leadership levels. In doing so he discusses topics such as the manager as leader, how people become leaders, how to manage leadership training, learning to be a strategic leader and training team leaders. Effective leadership is a crucial factor in business success. How to Grow Leaders will help you to develop these skills in others, whilst guiding you on your own personal journey towards excellence as a leader.
Leadership skills development is a crucial way but with a good reference, you can be able to achieve your goals of being an effective leader. It’s inevitable to improve your skills since the business needs it in order for you to manage your organization well. Learn how to accept challenges and continue to educate and improve yourself by having self-discipline, embracing failures, knowing how to delegate, setting definite goals and a lot more. Know how to handle your team and make them feel that they are well guided. A good leader also knows the importance of encouraging others and how passion changes one’s perspective. Also, discussed on the chapters are the ways on how to take initiatives and obtain the willingness to admit and learn from failures as well as your weaknesses.
Leadership and the One Minute Manager teaches leaders the world renowned method of developing self-reliance in those they manage: Situational Leadership.
From Leadership and the One Minute Manager you’ll learn why tailoring management styles to individual employees is so important; why knowing when to delegate, support, or direct is critical; and how to identify the leadership style suited to a particular person.
By consistently using Situational Leadership its proven model and powerful techniques, leaders can develop and retain competent, committed employees. This remarkable, easy-to-follow book is a priceless guide to personalized leadership that elicits the best performance from your staff—and the best bottom line for any business.
How well does your team perform?
Complete DPs Team Health Check diagnostic questionnaire to find out.
Click here to download the diagnostic as a PDF document
Click here to download as a Word document