For the first time in our thirty-year history, we were headed toward layoffs. We held a meeting with several hundred staff to discuss the state of the organization and our plans to right the ship.
When in doubt about whether to share what’s on your mind or engage a tough situation, it’s usually best to lean towards taking the risk. The core concepts, principles, creative strategies, and toxic behavior profiles covered on this blog are here to help you do that.
by John W. Bailie, Ph.D. When I saw the large knife clipped inside his waistband, my first feeling wasn’t fear. It was disappointment. I was walking up the stairwell to the main office, like I did every morning. “How are you doing today, Carlos?” I asked with a smile. “Doing great today, Mr. John,” he […]
All workplace conflict is potentially fruitful. However, there are two broad categories of conflict that happen within teams that must be understood in order to provide effective leadership: creative conflict and toxic conflict. Both types are similar on the surface. But each requires a very different response and skill set from leaders.
A deliberately developmental organizational culture persistently pushes team members to the edges of their current competencies. By definition, that is not a place where most people feel comfortable. Fear, insecurity, and conflict live in that place. It’s a reach into the unknown. How do you get your team to go there? The first step is to convince them that no one will be asked to journey alone. You’ll go together.
We had officially entered the adjourning stage in Tuckman’s framework for team development. During the adjourning stage, which Tuckman added later, team members have grown close and feel a loss now that the experience is drawing to a close.