Leadership Training Videos

Leadership is Conflict Management

Leadership must manage conflict management!  Leaders will undoubtedly face team and organizational conflicts.  But leaders must approach each conflict as an opportunity and maintain respect and keep emotions in check through conflict management.  As people negotiate for organizational resources during execution activities, there will come times when conflicts arise over:

• Initiative/Project priorities;
• Key organizational resources;
• Budgets; and
• Time/Schedules.

These are just a few areas that will bring about change within organizations.  Leaders will need to address each conflict with sound resolve and steady emotional intelligence.  Leaders should address organizational conflict professionally and openly.  Leaders can address organizational conflict by:

• Negotiation;
• Active listening;
• Identify issues;
• Establish plan;
• Identify responsibilities;
• Create priorities; and
• Execute plan.

There is no doubt in my mind that leadership will face conflicts during organizational activities.  Leaders have differing agendas daily. There will be times of conflict that leadership will need to address.  The important lesson here is that leaders address conflict as an opportunity to grow, rather than retreating, which may lead to a toxic workplace environment.  Visit BLeadersEdge.com for more information on conflict management training and many other leadership topics. Thanks.

Mike

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Leadership is Trust

Today, we will discuss trust as it pertains to leadership.

Leadership trust is a critical characteristic that provides a foundation for influential leadership.  Why would team members work with any leader without trust?  Well, team members need to know they can trust their leaders to guide them towards success.  Leaders can start by establishing honesty and active listening.  Once leaders establish honesty with team members, they can rely on character and integrity, two characteristics mentioned in earlier blogs.  Other characteristics leaders can focus on include credibility, accountability, supportiveness, clarity, competence, and empathy. 

This is not by any means all-inclusive, but it does provide a very strong core set to focus on gaining, building, and maintaining trust with team members.  Leaders can serve to build relationships, helping to establish team member trust.  Why is serving important to building trust? It comes down to the leader’s intent.  If team members identify that the leader intends to establish a strong relationship, trust becomes an outcome.

I have found that daily communications with team members on topics they enjoy can also help establish trust.  How did I perform daily communications?  Primarily, I would opt for simple good morning visits and just ask about team members’ interests and what the plans were for the upcoming weekend.  I leveraged messenger tools and email as well.  I found that investing in their interests helped me as a leader establish a trust bond. 

Leaders will find that trust can be a two-way street as well when looking to deliver successful outcomes geared toward organizational vision.  Leaders will find various techniques when building trust with the characteristics to continually build up established trust, but they must first focus on establishing the foundation with team members. Thoughts?

Thanks.

I am Mike with BLeadersEdge. Don’t forget to follow our page at bleadersedge.com and share comments to further the leadership discipline discussion.

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Leadership is Appreciation

Leadership is appreciation as leaders share sincere gratitude for team accomplishments.  A leader that can say in an open manner, “I appreciate you and your efforts” to a team member can gain gratitude and a foundation that will lead to respect.  Leadership appreciation is a tough step to deliver for some leaders as pride may enter and these leaders may take recognition for the team’s accomplishments. 

Why is there a difference when a leader grants appreciation versus taking credit?  A great leader will ensure that team accomplishments are celebrated by those that delivered in today’s globally competitive times.  A great leader will show appreciation to those that go above and beyond to reach the organization’s vision. 

Should leaders focus on providing appreciation in a one-on-one situation? I like to show appreciation in team meetings consistently to gain traction and support from the team.  Teams find that appreciation in a public environment carries a different level of acknowledgement than a one-on-one.  Leaders that have the common “I appreciate you all” do not gain as much team synergy.  A leader that understands the moments that matter at various stages of execution will identify those that deserve appreciation when the challenges confront the team’s objectives.  Thoughts?  Thanks.

Mike

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