Do you know what ‘Don’t shoot the messenger’ means? Don’t blame the one that delivers the message.
This is something that occurs often in the workplace and as a leader you should have grown out of it. By expressing anger toward someone giving you a message you need to hear kills trust.
You need to change your mindset because most people have the best intentions of what they are trying to do. Here’s how!
You can’t be a leader if your people don’t trust you and the basis of trust is vulnerability. When you make yourself vulnerable, you feel exposed and open to being hurt or judged. Think about it this way…
Culture is a living, breathing thing that binds you together. It’s great when it works but disastrous when it doesn’t.
So how do you communicate a team culture or create one? Try these strategies >
As leader, it’s your job to create a culture of safety and it won’t happen by itself. Yes, your team members might get along well and trust each other, but if the trust stops when you step in, your team will never achieve what it’s capable of. Here’s why creating a culture of safety and trust is so important.>>
Does shaping a team culture seem like hard work to you? The benefits will outweigh all the effort you put in. Read on to find out what you can do to create a culture of happy workers >>
When my clients ask me about culture, I ask them to think about some of the groups they’ve been part of. Work groups, family groups, social groups, community groups and so on…Each one has a different feel to it and expects you to think and behave in certain ways. That is culture.It explains why you feel like you fit in with some teams better than others. You’re “on the same wavelength.”So, what is culture?
We know that you can’t try to force people to change by telling them, “this is the way we are going to do things now.” Your people are uncomfortable and maybe a bit worried, too.Here’s where the following three strategies come in handy.
Today I’d love to share a technique I use which will help your business evolution go smoothly.While many of us recognise the value of change, the problem we have is deciding where to start. One of the most frequent questions I am asked is, “How will I know what needs to be changed?I use this model to answer that question.
One of the clear messages I hear from my clients is that their teams are reluctant to change. In my opinion, I think the “why” isn’t getting through to your teams, so in this week’s blog I look at how to present change from a different point of view >>>
When we talk about leading people through change, we usually focus on helping them adapt to the change. It’s not often we think about how to handle the people who no longer fit in. Let’s look at things you can do when this happens.
