5 Tips in 5 Parts – Transforming Leadership Disagreements into Leadership Alignment – Part 3

~ what to do when your leadership team clashes more than it agrees ~ 

This 5-part February series is about aligned leadership. If you are the leader of an organization, the manager of a team, or part of a team that can spend too much time struggling to find agreement, I’m confident you will find at least two take-aways for helping your team stay aligned and attain their highest-level success. This is Part 3 of the series.

Are continuous leadership disagreements stalling your company’s success? When “varied perspectives” become continually disagreeing perspectives, the success of your organization or company can suffer the consequences. Delayed decisions, meetings that take too much time, and discussions that focus more on problems than solutions, are sometimes only the top layer of what’s not working.

There are numerous possible recurrent issues, such as a major conflict regarding the organization itself to an increase in a team member’s personal stress-level. When team conflicts consistently arise, your ability to get a clear sense of the cause or problem is a first step in addressing it.

Part 3

A difficult personality  You value a variety of opinions – but you may have an oppositional member on your team – someone seeming to always take the reverse position from the rest of the team. Some amount of opposition can bring a healthy level of “devil’s advocate” perspective, offsetting any “group think” that may occur.  However, sometimes this more contrarian-type individual may shut down their listening and resist even the best ideas, causing a stall in forward progress.

Moving forward  As leader, beginning all meetings with a clearly-stated meeting context and defined agenda aligns attendees at the start. Also, upholding clear ground rules and decision-making protocols can rein in discussions that may be high-jacked by a dissenting team member. If these strategies are not enough, meet one-on-one with this team member to acknowledge the value they bring to the organization, and request that they do their part to manage the flow and progress of meetings. This may encourage the individual’s self-awareness in a more helpful way.

Still no progress? You may decide this challenge is outside of the scope of your role or what you would like to spend your time addressing. In this case, when you are certain of the value this individual brings to the team, consider the support of an outside coach to discuss a possible 360° assessment or Results System™ coaching to expand the team member’s self-awareness and address the challenge in a sustainable way. As well, if you’re not clear about this individual’s fit for your organization’s leadership, an executive coach can support you in gaining the clarity you need.

This is part 3 of a 5-part series. Click here Part 1, Part 2 to read from the beginning. If you don’t already follow my blog, sign up now (in the right-hand column) to receive email notifications of future posts. I appreciate your readership and welcome your thoughts and comments!

Thought is the sculptor of Leadership

“Thought is the sculptor who can create the person you want to be.”  – Henry David Thoreau

Leadership is about awareness — awareness of our thoughts and behaviors.  When we notice thought patterns that may be holding us back, we can shift these thoughts to help us lean into our power, creativity, and confidence and so open the door to opportunity and possibility.

Noticing our thoughts gives us the power to change them and so change ourselves.

Sounds so easy, doesn’t it?

Trish Pratt,  Executive and Career Development Coach — Greater Boston area

Work/Life Balance — Where Companies Win

Do you find yourself working hard to excel in your work accomplishments, only to find yourself wondering what has happened to your life?  i.e., your family time, your exercise plan, or your simple need to eat right and relax?

Navigating the balance and success of business, family, health and enjoyment can be confusing and itself a stressful goal.

“Why You Hate Work” a great article from Tony Schwartz and Christine Porath, speaks directly to companies about the benefits they receive when their employees get what they need from their work.

Don’t settle for a life of stressful, work trade-offs.  Consider working with a coach to clarify your priorities and enjoy the success of balance!

 

 

Trish Pratt,  Executive and Career Development Coach — Greater Boston area.

When it comes to your career or leadership success… Where do you “stop?”

“Nothing in this world can take the place of persistence.
Talent will not; nothing is more common than unsuccessful people with talent.
Genius will not; unrewarded genius is almost a proverb.
Education will not; the world is full of educated derelicts.
Persistence and determination alone are omnipotent. The slogan “press on” has solved and always will solve the problems of the human race.”

– President Calvin Coolidge

 

What I like most about this quote is that it so clearly distinguishes “persistence” from other qualities that often get far more attention.   It speaks to the importance of “persistence” for simply what it is – unstoppable follow-through.

In the areas of leadership, and work or career development, effective strategies, confidence, focus, and energy are key ingredients to success.  The addition of persistence to this list, adds a powerful ingredient for propelling a plan.

Persistence is solid.  More often than we may imagine, the achievement of progress lies in a most basic strategy to simply “stay the course.”

Remember to add “persistence” to your success plan!

 

Trish Pratt,  Executive and Career Development Coach — Greater Boston area.

Career Success and “Perfect Fit” Interviews

When coaching executives and other professionals in the area of job search and interviewing, I remind them that a successful interview comes together as a complete picture.  It’s up to you, the applicant, to deliver the context for the interview — the big picture of how you, your experience and the particular position align.

Like a jigsaw puzzle, a successful job interview requires having all the necessary pieces (job requirements). More importantly, a successful interview requires putting those pieces together in a way that shows a perfect fit!

 

 

Discover Your Executive and Career Development Patterns

“The outer conditions of a person’s life will always be found to reflect their inner beliefs.” ― James Allen (1864 -1912)

From an author and philosopher who lived so long ago, this quote speaks so concisely to who we are in our work success and lives today.

Whether you’re an executive leading an organization or company, or an individual managing your career, your patterns of beliefs and perceptions are reflected in your work accomplishments and success. These patterns can sometimes hold you back and/or limit your results.  And with increased awareness, your patterns can propel you forward to greater fulfillment, work success, and expanded leadership presence.

Consider signing up for a complimentary Results Accelerator™  introductory session. Your patterns are waiting to be discovered!

Are You Working for a Micromanager?

Businesswoman standing on a ladder looking through binoculars

Recognize the 7 Traits

Micromanagers are out there.  You may work for one.  You may be one.  The term micromanagement generally refers to someone who manages a project, team or staff member using techniques that involves overly close supervision, and a lack of desire or ability to delegate tasks– especially decision-making authority.

There are varying degrees of micromanaging – ranging from a boss who needs frequent, detailed updates to one who exhibits bullying or threatening behavior.  As they have typically experienced some level of success in their work, when made aware of their behavior, may defensively react in a way that says “the ends justify the means.”

From an “outside” perspective a micromanager may appear successful.  Projects may get completed, schedules may be met, and results achieved.  These managers are often hard workers and sometimes hold the “hard working” standard for their group.  However, from a closer perspective, it’s easy to see the “fall out” that results from what some would call an “abuse of authority”, is real, and can cost a company in ways they may not (or choose not to) recognize.

Typical “fall out” looks like: stress.  The manager using these techniques is typically stressed.   More importantly, their staff members are stressed.  Turnover is higher.  Staff creativity and productivity are lower.  Work communication inside a micromanager’s group, as well as between their group and others, is more closed and stifled.  At the extreme end, there can be secrecy, ranging from secret agendas to secret threats.

7 Traits of a Micromanager

1) A need for frequent progress updates.  This is the hallmark and often most visible trait of a micromanager.  Whether through their reporting system, or drop-in conversations, they want frequent updates regarding: work conversations you’ve had or know about; [read more] Continue reading