By Jennifer Card, M.Sc., Impact Coach
The start of the new year is a great time to clean-the-slate by leaning into the difficult conversations that your organization needs to have in order to confront conflict in a constructive way….not only will it help your organization to establish more trust, it will fuel innovation.
We all have that friend: the one who one-ups you in conversation every chance they get. Sometimes it’s a co-worker or family member, but what they all have in common is that anything you can do they can do categorically better.
Fostering a positive company culture has long been a popular corporate objective. In an effort to remain competitive and attract top talent, organizations are continually offering a plethora of enticing employee benefits and jumping on research trends related to office layouts
From the time we learn to speak, we’re told that if you don’t have anything nice to say, don’t say anything at all. While this advice may work for everyday life, it is, as Kim Scott has seen, a disaster when adopted by managers.
Strong leaders will place themselves at the helm and provide their people with the guidance they need to thrive through change, uncertainty, and an unpredictable future. As our way of looking out for the health and wellness of you and your team, we have put together several resources to assist you.
It’s time to invest in face-to-face training that empowers employees to have difficult conversations, says Tamekia MizLadi Smith. In a witty, provocative talk, Smith shares a workplace training program called “I’m G.R.A.C.E.D.”
One afternoon a manager we’ll call Kassie sent an email to her teammate, Harrison, explaining why she hadn’t included him in a meeting with a group of company executives earlier that day.
However old we might be, none of us is ever quite emotionally mature – but having a list to hand of what maturity consists of might be a way of keeping score and nudging ourselves in the right direction