Susan David, psychologist and author of the book ‘Emotional Agility’ states that organisations need to get comfortable with uncomfortable emotions in order to provide a psychologically safe workplace in which staff feel safe to bare their emotional truth. She believes that when leaders are comfortable with uncomfortable emotions, they are better equipped to listen to […]
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This is the fourth blog on the subject of difficult conversations. You can read the first article here, the second article here and third article here. The manager, needing to navigate and present a difficult conversation cannot do so from a mindful and emotionally intelligent state unless they have already addressed the processes outlined in the […]
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The workplace is a melting pot of people with different personalities, personal values, past experiences and levels of maturity in self awareness and emotional intelligence. This means that each colleague will react to situations in different ways according to their fears and subconscious protection mechanisms. Unfortunately this means that some of your colleagues will react inappropriately […]
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In an earlier post titled ‘Who Really is the Difficult Conversation For?’ I discussed the four stages for ensuring a clear and factual communication exchange that is both productive and constructive. Such a conversation is not just about conveying information, it is also about using the exchange to build rapport, understanding and professional relationships. In light […]
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“Straightforwardness is the ability to communicate your thoughts in a straightforward manner”. Sounds simple doesn’t it? But what gets in the way of our ability to communicate effectively without being misunderstood? In short – our emotions. Often our concern about the reaction we might receive from the other person is what stops us from communicating […]
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Collaborative Leadership and LOVE? I was recently reading an article about the principles of ‘Collaborative Leadership’. The author suggested that “Principled Leadership’ required a leader to be clear about their own values as well as those of the organisation and be able to articulate them. The author then gave examples of the values that they believed […]
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Happy ‘Optimist’ Day Australia! This Friday in Australia (and the whole Southern Hemisphere) marks an important day – it is the shortest day of the year – or the winter equinox. Which means that from Saturday onwards the days get a minute or so longer each day as we hurtle out of Winter and head towards […]
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I was reading ‘Ideas on helping remote colleagues bond’ and it struck me that it is not just remote workers who can feel excluded and isolated. Much of my work is with on site staff who are in contact with their colleagues on a daily basis yet do not feel part of a team. What creates […]
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This is the third blog on the subject of difficult conversations. You can read the first article here and the second article here. A manager preparing for a difficult conversation cannot make this a constructive conversation unless they have been prepared to recognise they have been masking their reaction to their own intrapersonal conflict about the […]
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What if the Board and Senior Management/Executives really knew what the culture of the organisation was like – not just globally but at individual team levels? What if the Board and Senior Management at Executive level and were acutely aware of exactly how the culture was impacting on the ability of staff to deliver on […]
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