This month, we've talked about how you can collaborate with others when there is a conflict. As we've repeated many times this month, conflict resolution STARTS with you, but it's not just about you or just about how your business operates. There are other parties involved. This week we want to focus on how your business can be prepared to work with your team when there is a conflict.
This month we've discussed the idea that conflict can be handled peacefully and how your mindset will influence the outcome of a conflict. This week, we want to focus on a few tips that will help you approach any conflict and will help influence collaboration. Before we jump into the tips, there's a few reminders to remember:
Last week we left you with a challenge to look at how conflict is approached in your business. We asked if you approach conflict expecting a confrontation or a conversation. This week we want to explore that mindset a bit deeper.
What? Who? How? When? Where? As you ask these questions, you are most likely requesting specifics about a person, place, or thing. However, when you ask "why" you are seeking reason, thought, and insight. "Why" is a powerful question that makes the recipient take a moment to articulate their perception of the question. At times it may make them uncomfortable, or dig deep into their minds for the answer. The answer to a "why" question is often subjective based on the person's experiences and values.
When you are ready to involve your team in discussing metrics it's important to look at and understand the language that you will use to introduce the concept to your employees. Sure, setting metrics is nothing new, but if handled wrong it can create the wrong mindset with employees.
We once overheard a client referring to Quantification as that 14 letter word. It made us laugh, because we've also felt the pain of trying to decide how and when to quantify results. It seems simple enough, but the truth is sometimes it's a struggle. This month we've been discussing the importance of metrics to a position and we've mentioned the need to track metrics in the last insight, but it's important enough to dive deeper.
Quote: "A good leader should focus on making sure everyone is being given the tools to do their job, not just expecting - poof! - that they're going to produce great work." Anne Sweeney
If you followed along last week, you've made your "nice" list or rather the list of metrics that you will use in order to evaluate the performance of an employee. This week we're going to discuss checking that list twice. Here's the thing about metrics; they have to be set-up correctly or the results will absolutely fail.
Benchmark Business Group, LLCBusiness Brokerage Services
Insurance and Financial Advisor Coaching
Optimal Outcome Coaching Program
Business Coaching Services
Value Realized Coaching
Our E-Myth Beginnings
Get Your Value Builder Score
