Conflict is a natural part of human interaction. A healthy approach to conflict leads to greater understanding of one another and more creative problem solving. An unhealthy approach to conflict leads to wounded egos and frustration.
When we understand our individual styles of dealing with conflict we can begin to understand how we can approach it; we can also then identify whether it is within our ability to solve or is too volatile or complex for a resolution.
“Team” is a term that means something in the world of athletics, and it’s come to mean something in business, too. “Team” as it relates to sports is easy enough to understand; as it relates to business the concept is more nebulous. Is a group of staff a team, or is it merely a collection of people who happen to work for the same company? For a business team, what defines success?
By definition, a team is a group of people that has a common purpose, mission, or goal. Its members are interdependent, and they agree that they must work together and collaborate to effectively reach their goal.
Teddy Roosevelt once said that “the best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.”
When you’re running a business, you need to be sure that the members of your team are right for the job and that the roles they fill are aligned with your overall strategy. That’s what we’ve been talking about in our last few posts, and now we’re shifting gears a bit to further explore how you can use assessments to guide employee development so that your people are consistently performing and form the team you trust to get the job done.
There’s nothing more disturbing or destructive than when employers avoid giving employees the true, honest feedback they need to succeed. Often the avoidance is more about maintaining a sense of control. It’s about the employer’s need to be liked or about their need to maintain their own sense of success as a manager—if they don’t focus on areas to improve, then everything must be fine!
Employees aren’t children with fragile egos, or if they are highly sensitive, then you need to determine whether they are the types of employees that you want to develop and manage. Employees need and deserve direct, adult feedback about their performance. They need to know how to adapt and improve, otherwise they’ll fail and eventually the organization will fail to meet its objectives, too.
As humans, we generally don’t have a clear, accurate self-perception because we often don’t stay focused on self-awareness activities. That tendency often gets in the way of development.
In our experience working with clients, we have often seen the goals and action plans that result from a review left in the dust. Sometimes they’re consciously left unaddressed because of time constraints, and sometimes it's simply a matter of needing more accountability.
We just launched the new BLOOM Kudos Feedback feature to give a platform for employees to support one another, give feedback and recognize each another's accomplishments.
A survey conducted by Barry Admon and Murray Axmith finds that many executives feel a sense of social and relational isolation due their prominent positions. According to an article in Academy of Management Executive, loneliness is specifically identified as one of the major primary health risk factors that CEOs and other business executives face.
When it comes to understanding how your employees tick it is helpful to look at the characteristics and experiences of their generation. That may be particularly true for the group born between 1978 and 2002: Millennials.
What do you know about your employees? Equally important: what do they know about themselves?
Employee assessments are mutually beneficial: they provide the employee with valuable information that they may not realize about themselves and your managers with greater insight into the employee’s mindset. Such knowledge provides a foundation for further employee and, by extension, organizational development. Here’s how that works:
- Organizations that want to make an impact and to contribute to their communities need a passionate, collaborative spirit and effective teamwork in order to succeed.
- True collaboration requires team members who share a common goal and have the relationship-building skills to help the team run smoothly.
- To develop relationship-building skills an individual needs self-awareness; when a person is tuned-in to who they are and how they operate they are better equipped to understand and relate to other people.
- Assessments yield information about a person, thereby increasing that individual’s self-awareness.
People love rhythm in the midst of change and chaos. Let’s face it: most of us are paddling as hard as possible to keep up with all of the internal and external demands of business. Creating a simple feedback rhythm with our people can make all of the difference in gaining credibility as their leader, and it doesn’t need to take a lot of time. First, we must change our mindset so the rhythm can flow in a new open space for feedback.