In today's rapidly changing business landscape, executive leaders are under constant pressure to make decisions that will ensure their company's success. They must be well-informed about the most recent trends and advancements in their business and have access to executive coaching to stay ahead of the curve.
By keeping note of key questions being asked by other executives, leaders can be better prepared to tackle the challenges facing their organisation.
Here are some of the top questions being asked by executive leaders today, as well as where to find leadership coaching services in Australia:
A key to becoming a good leader is learning how to be humble. Leadership is a skill that must be developed; Leaders must surround themselves with the qualities of those who motivate them. Being attentive to other people's experiences is essential to understand what creates excellent leaders. You'll improve your chances of success by doing this. A brief conversation about the different challenges and approaches with another leader or coach can be extremely beneficial.
Here are five excellent questions you may ask other leaders to help you focus your search on the most important issues.
What Is the Primary Force behind your Leadership?
First and foremost, it is always inspiring to understand what drives other leaders and motivates them to pursue leadership positions or how they ended up in their roles.
When you're working hard to achieve a goal, it can be helpful to listen to what others have to say about their own objectives. This can give you insights into what might work for you, or what might not. It can also be discouraging, however, if you feel like you're not making as much progress as others. It's important to remember that everyone has different goals, so what works for one person may not work for another. However, the key is to learn from different perspectives and see how they can help you shape your own path.
What Are your Strengths and Limitations as a Leader?
A successful leader is always able to take a step back and assess their own strengths and weaknesses. They know their limitations and strive to work on them. They also know their strengths and use them to their advantage. Being able to identify areas for improvement and take corrective action is what separates successful leaders. Weaknesses are always going to be present in any leader. The key is for the leader to be aware of them and actively work to correct them.
If you have limitations as a leader, you may want to know how to turn them into strengths through executive leadership coaching in Australia.
Which of Your Past Decisions was the Most Difficult?
No leader in the world today has had an easy, trouble-free journey.
By being aware of the difficulties others have had on their path, you may better understand the thinking process and prepare for the hurdles you will inevitably encounter in your career.
Your ability to persevere and keep yourself together in the face of exceptionally tough circumstances will determine your success. One of the most important things you can do when facing difficult times is to stay positive. It may seem impossible, but it is essential. Staying positive will help you see the light at the end of the tunnel and give you the strength to keep going. It is also important to have a support system during tough times. Learning how others stay positive can give you new perspectives on your own journey during a crisis or challenging situations.
What Did You Do First to Achieve Success?
Even though each person's journey and the factors that led to their success are unique, it is always fascinating to see how other leaders arrived at their current positions. For many, these stories provide valuable insights that can help others overcome similar obstacles. Leadership is often about taking risks and stepping outside of one's comfort zone. It's about being willing to put everything on the line in pursuit of a goal. And it's about having the courage to stand up for what you believe in, even when it's not popular. These stories can provide inspiration and hope to those who are facing difficult challenges. You can gain insights that will help you organise your activities or motivate you in a new way to achieve success.
What Piece of Advice Would You Provide a Learning Leader?
The open-ended nature of the question makes it more difficult to reply. Therefore, some people will react to it better than others. As a result, it is advantageous to talk with a range of leaders and combine the many pieces of advice you receive.
In either case, those who have succeeded are grateful for their journey and gladly share their knowledge with the next leadership generations.
Answering this query may be the finest method to comprehend the current challange/s you and/or your leadership team are facing at the moment.
If the person conducting the interview knows you well, they could even suggest a modification you should make. Be open to change and ready to grow and develop further.
There are a few key questions that executive leaders are currently asking to help guide their organisations. These include topics like, future of work, the role of technology, and the need for agility. Executives can make better judgments about where to allocate resources and how to best position their firms for success by having a better knowledge of these topics.
Executives and business leaders looking to drive successful outcomes and need support with executive leadership coaching in Australia from Stuart Andrews should get in touch NOW! The Leadership Shift: How to Lead Successful Business Transformations in the New Normal offers further information on executive leadership and transformational change. Get your copy here!
When it comes to leadership, there are many different styles and characteristics that can make someone successful. While some people are born natural leaders, others may have to work a little harder to develop the skills and qualities that are essential for effective leadership.
There are several theories on what makes a good leader, but there are some common characteristics that are essential for any leader to be successful. These characteristics include:
If you have a clear vision for the future and are able to articulate it to others, then you have what it takes to be a great leader. You should then be able to paint a picture of what you want to achieve and inspire others to buy into that vision.
Having a vision will also help you and your team stay focused and motivated.
Passion is what ignites a leader to believe in their cause and drives them to do what they are doing. If you are a passionate leader, you are able to influence others to feel the same way.
An honest and transparent leader is able to build trust with others and be someone that people can rely on.
A leader with integrity is consistent in their words and actions and is someone that people can trust. They are someone others can look up to.
The ability to make decisions quickly and efficiently is a great characteristic of a good leader. The leader needs to be able to weigh up the options and make the best decision for the situation. They know what they want and are not afraid to go for it. This decisiveness inspires others to follow their lead and trust their judgment.
Having confidence in one's ability and the team is an essential quality of a leader. The leader can instill confidence in others and inspire them with the belief that they can achieve anything.
Being an effective communicator is an absolute must to be an effective leader. When a leader excels in communication, they are able to share their vision and ideas with others and get people on board.
8. Emotional intelligence
Emotional intelligence is the ability to understand and manage your own emotions and the emotions of others. It is a key skill for leaders, as it can help them better understand and motivate their team members.
Resilience is a critical trait for any leader. The ability to recover from setbacks, learn from mistakes, and keep moving forward is what separates successful leaders from those who fail.
Building resilience also requires having a support network in place. Leaders who have friends, family, or colleagues they can rely on for advice and encouragement are more likely to weather difficult times.
A good leader is supportive of their team and of their individual members. They are always there to offer help and guidance when needed. This support inspires others to do their best and to feel valued.
All these ten characteristics are important for any leader to be successful. However, it is also important to remember that no leader is perfect, and everyone has different strengths and weaknesses. The key is to find what works best for you and continue learning and growing as a leader.
Are you looking for executive leadership coaching in Australia? Stuart Andrews may be the coach for you! Stuart is a passionate executive coach who can help you take your leadership skills to the next level.
He has a wealth of experience in leadership and coaching, and he is committed to helping his clients reach their full potential. If you are looking for a coach who can help you grow as a leader, contact Stuart Andrews today!
Companies today value executive skills such as leading, negotiating, and making decisions. These skills have become increasingly important over the last decade and are likely to become even more important in the next decade. Here are the traits you need to succeed in the C-suite:
Companies are increasingly looking for executives who are good at change management as the business world becomes more diverse and dynamic. Change management generally refers to the ability to deal with constant change and flux rather than large-scale transformation.
An organisation looking to bring about change requires an executive motivated by a desire to constantly improve the organisation and status quo. Often, firms seeking this type of change will look to an external candidate, as they can bring new skill sets and experience that can lead to valuable change and growth.
The ideal candidate for a C-suite position should be able to persuasively present to a variety of stakeholders, both internal and external, to the organisation. They should be able to do this in a way that is Board-ready and influences the direction of a business.
Good presentation skills are essential for success as a C-level executive. This is because you often have to communicate with people outside your company, such as shareholders, regulators, and the media. It is important to be able to present information clearly and concisely, as well as be able to understand and synthesise the information that you are given.
The most essential skills for CEOs are those that allow them to lead effectively. This includes humility, inspirational leadership, working well with other executives, and strategic thinking.
Ethical leadership is also important. The type of leadership that companies seek out varies depending on the company's specific needs. Often, when a company is starting a new venture or growing rapidly, it will look for a visionary leader who can take charge and drive the company to new levels of performance, efficiency, or growth.
A good leader is a team player, working with teams and developing team members. A world-class leader must create a strong leadership team. It's impossible to be a successful leader if you're just a one-person player focused on your own career and personal results. Today's executives need to focus more on developing their teams.
The modern executive cannot simply sit in their office and give orders; they must be able to work well with others, handle multiple tasks at once, lead without relying on their title or position, and stay calm under pressure. They must also ensure their employees do not become overwhelmed and burnt out. All of this must be done with a positive attitude and a growth mindset.
C-level executives need depth in the body of knowledge they are responsible for, such as law, finance, or technology. Many respondents noted the importance of understanding how technology impacts their organisation and how to use it to their advantage. Financial acumen and industry-specific content knowledge are also necessary. Technical skills are not declining in importance, contrary to popular belief, however they need to know how to leverage the right people in their team to solve the right challenges.
In order to drive transformational change, executives need to be resilient and strong. They need to focus on human connections and inspire others through their positive behavior and actions. When times are tough and change is needed, it's up to the executives to lead the way through effective and transparent communication. They need to be able to stay the course and keep their team motivated. People are more likely to buy into a change if they feel like they're part of something bigger, connected and learning. They need to feel like their voices are being heard and that they have a stake in the outcome.
Are you looking for executive leadership coaching in Australia? Turn to Stuart Andrews, offering leadership coaching to support executives and business leaders to drive successful initiatives while their teams consistently perform at the highest level. Schedule a discovery call or buy the book now!
Constructive criticism is a way for someone to give feedback on your performance in a way that is intended to be helpful. This can be beneficial for people in any industry as it can give them a clearer perspective on their performance and help them grow. However, it is important to be able to distinguish between helpful and unhelpful criticism, as the latter can be harmful. Sometimes it can be difficult to tell the difference between the two, but it is important to be able to in order to make the most of the feedback you receive.
There are two types of criticism: destructive and constructive. Destructive criticism is mean and makes fun of our mistakes. Constructive criticism is more helpful because it offers suggestions on how to improve.
To distinguish the main differences between the two, you may take note of the following tips below.
1. Constructive Criticism Makes You Hopeful; The Other Does Not
Helpful criticism is specific and makes it clear what needs to be improved. It is also positive and offers suggestions on how to improve. Unhelpful criticism is vague and leaves you feeling confused about what needs to be changed. It is also negative and doesn't offer any helpful suggestions.
2. Constructive Criticism Focuses on Solutions
Constructive criticism is meant to help you improve by pointing out what you can do differently. Unhelpful, even harmful critique is meant to make you feel bad without offering solutions.
3. Constructive Criticism Is Usually Delivered Calmly
When critiquing someone, it is important to be respectful and deliver the message in a way that is easy to understand. This ensures that the person receiving the criticism will be more likely to accept it and use it to improve their work.
The way you give feedback can make a huge difference in how the person receiving it reacts. If you give feedback respectfully and constructively, the person is more likely to be open to hearing what you have to say and to make changes based on your suggestions. On the other hand, if you give feedback critically and negatively, the person is more likely to become defensive and shut down your suggestions.
4. Constructive Criticism Focuses on Behaviour; The Same Can't Be Said for the Other
Constructive criticism is a great way to help someone improve their behaviour or skills. It involves observing specific behaviour and providing feedback in a helpful way. This can be very beneficial for the person receiving the feedback, as it can help them to identify areas they need to work on and improve.
Destructive criticism, on the other hand, is not as helpful. It involves observing someone's behaviour and providing feedback in a harmful way. This type of criticism can damage the person receiving it and make them feel insecure or discouraged.
5. Constructive Criticism Isn't Personal, but Factual
The SBI (situation, behaviour, impact) method is a great way to give constructive criticism that is objective and professional. This method ensures that personal feelings are left out of the equation, and only the facts are included. This is helpful for the person receiving the feedback because they can focus on what they need to improve without feeling attacked.
Overall, helpful feedback is specific, objective, and actionable. It is given in a respectful and supportive way, with the goal of helping the recipient improve. Harmful critique, on the other hand, is vague, subjective, and often unhelpful. It is given in a disrespectful and often critical way, with the goal of making the recipient feel inadequate.
Be sure to go for constructive feedback as it promotes further development rather than frustrated stagnancy that no one ever wants to feel or experience.
If you want to learn more from one of the best executive coaches in Australia, I, Stuart Andrews, would love to help. I offer leadership coaching to support Executives and Business Leaders drive successful initiatives while their teams consistently perform at the highest level, all with the assistance of my book, The Leadership Shift: How to Lead Successful Business Transformations in the New Normal. Feel free to check out my book for more helpful insights and tips on being a successful executive throughout your career.
It's official: the hybrid work model is here to stay. The great work-from-home experience of more than two years has shown that employees can be just as productive working from anywhere and even more! This has led to companies realising that a remote or hybrid workplace is a viable option.
Most workers want their company to offer a hybrid work model post-pandemic, with the option to telecommute up to four days per week or less with compressed hours. Many companies are implementing a "productivity anywhere" workforce model and introducing the possibility of a hybrid workplace for employees and executive coaching to navigate this new approach.
The hybrid work model combines remote and in-person work, becoming more popular as companies attempt to create a more productive and positive work culture. However, some potential challenges come with this model, such as longer working hours, micromanagement, and the dissolution of traditional company culture. However, there are ways to avoid these challenges by building a more productive, streamlined, and positive work culture.
Creating a Hybrid Work Experience
As businesses move to a hybrid work setup, they face the challenge of preserving or upgrading traditional company culture. This can be difficult, as culture is more than just office perks and team-building events. Businesses must find ways to keep their employees connected and engaged, even when they are not in the office.
It’s More Than Just Added Perks
Culture starts with how a company approaches work. Things that are important to the company like trust, transparency, executive coaching, and autonomy can be achieved by giving employees the flexibility to work from home.
Free lunches and snacks will not help employees who are stressed or too busy to eat. Creating a healthy workplace culture is much more effective when you help your employees feel comfortable with their work and how they do it.
It’s Building Them Up for Success
Companies can do this through a combination of physical and emotional support, such as ensuring:
Hire an Executive Coach Who Can Bring All These and More
Get executive coaching on leading hybrid workplaces with Stuart Andrews today! Stuart supports executives, management teams, and business leaders in building and leading high performing teams. Read more about it in his book ‘The Leadership Shift’, available now on Amazon!
As the years go by, what defines a leader, or rather, how to develop a leader, changes. In the past, leaders may have been seen as managers who just sit down behind a desk and give orders. Nowadays, people want leaders that lead the team by example. So, what does this mean? Well, our ideal leaders may change as the years go by. However, if there is one thing for certain, it is the fact that we have to train the leaders of the future right now!
So, are you an executive looking to train leaders in your team? If so, let's discuss the importance of training leaders and the various strategies you can implement:
What's the Importance of Training Leaders in Your Team?
No one could deny the fact that leaders are the ones who inspire teams and show them the way forward. Leaders are the rocks that the team can rely on when times get tough. However, both leaders and teams alike need to be trained and developed to make the most out of their talents and ways of working. Not only is it important to develop leaders so they can lead better but also help the team build a growth mindset and improve productivity.
Here's why training your leaders is important:
1. Improved Communication
When leaders participate in training courses, they are able to learn how to communicate more effectively. We all know how communication is key in order to maintain close relationships, so this is an imperative especially in dealing with remote and a hybrid workforce.
2. Improved Leadership Skills
Training courses complemented with executive coaching also provide leaders with the tools and insights needed to learn how to lead better. This is an important consideration, especially if you have a new leader who has joined the organisation or taken up a new role.
3. Boosts Creativity
A training course can also give your team the chance to learn new ideas and concepts that you may not have thought of before. They can even surprise customers with new and exciting innovation and ideas!
4. Improved Soft Skills
If you have employees who are looking to develop their soft skills, training courses can be helpful. This can reduce waste in an organisation to ensure it is efficient. e.g. well thought out emails can reduce time wasted in going back and forth with clarifications.
5. Increased Confidence
Another benefit of participating in training courses is that when your team learns new skills and shares them with everyone else, their confidence as leaders will be boosted. As a result, they’ll be more prepared when facing new challenges and inspire confidence in their teams.
Strategies to Train Your Team Members into Leaders
There are many strategies you can employ to train the leaders of tomorrow, and here are just a few of them:
1. Mentorship and Coaching
If there is one thing that can help a leader fulfill the responsibilities of their position, it is guidance. Therefore, if you want to make leaders out of your team, you need to look to mentor and coach them. This is important as it will allow them to develop the necessary skills they need in order to become a good leader.
2. Encourage a Positive Working Environment
The best way to develop leaders is to encourage a positive working environment. Of course, you can't just give them a positive working environment. What you need to do is to lay down the ground rules and encourage an environment where both you and your employees feel comfortable working. You can even invest in various technologies and tools to promote such an environment, such as defining what a high performing team looks like and their ways of working. Not only will your team be much happier to work in such an environment, but it also motivates them to become leaders!
3. Be a Good Role Model
Ensure you are a good role model. This is important as it will allow you to convey good values to your team, not only through telling them what you expect of them but by being an example to them. Just imagine telling your team they need to listen carefully but you don’t encourage an open door policy yourself.
4. Set Core Values
Another important aspect is to lay down core values. This is important as it will allow you to determine what values you want to instill in your team. For example, you can tell your team to always strive for excellence, to treat others with respect, etc. When the core work values are set, your team knows exactly what to strive for and how to embed them in daily activities.
5. Be Supportive
While it is important to be a good role model, it is also important to be supportive. Being supportive means that you not only tell your team what they have to focus on, but you are there to back them up as well. Your team needs to feel your presence and have access to discuss challenges to obtain guidance.
6. Emphasise Personal Growth
One of the most important things you can ever do is to emphasise personal growth for your employees. This is extremely important as it lets your employees know that you care about them as individuals, their personal interests and not just a company resource.
7. Keep Them Motivated
Instill motivation by creating an environment that is united on a sense of purpose and shared understanding. Complement them regularly and offer opportunities to celebrate the wins as a team. Anything from simply telling them that you are proud of them or rewarding them with perks! You can also provide opportunities to be challenged (stretch assignments) where they can work as a united team solving problems and being rewarded for their innovation and team spirit.
In order to build high performing teams and inspire them, leaders need training, development and coaching. With a shortage of successful leaders, it’s important we start developing tomorrow’s leaders now. The various strategies mentioned above, can help create a new high performing team of leaders in your organisation, leading not only your business towards a brighter future, but a world to a better place too!
Stuart Andrews offers leadership coaching to help business leaders and executives enjoy high-performing teams that lead their organisations to success. Find our more about his executive coaching and more. Also, if you would like to lead successful transformations, check out his book today!
When it comes to dealing with both leaders and team members, it's all about creating a solid level of trust in order to keep day to day operations smooth and efficient. You will find that alignment, transparency, and productivity will all be improved when you can bridge trust between different stakeholders and levels in your workplace.
A good leadership program will put building trust and relationships at the forefront as the foundation of your management and influence. Whether you are working to a senior executive leadership role or already leading teams and seeking innovative ways to connect with your team members, you must take some essential steps to foster trust in the workplace.
Provide Support and Constructive Feedback
Leaders need to be pillars that other individuals can rely and lean on. It is imperative you establish a support system that advocates for and champions the team.
Not only does this mean backing up your team members and uplifting team morale, but also being able to give consistent feedback that can legitimately help each individual grow. The key is being constructive and mindful so that whatever feedback you provide is actually helpful and doesn't end up discouraging or turning people away.
Being a supportive leader is two-pronged. Team members should be able to rely on you to support their endeavors and protect them from work friction, and you should also be the go-to source of wisdom that can effectively call them out on mistakes and provide them with productive ways to move forward.
Be Communicative and Available
The last thing you want is to create a distance that makes you seem unreachable. With so many different channels for communication today, it can be difficult for leaders to stay on top of every conversation and message being sent in every direction. However, you need to find a way to keep open and transparent communication channels including making yourself available should anyone need you.
One executive leader at a large multinational enterprise always set time aside in his calendar that could be booked by the team as required. It's also about being active on various communication channels so that you are always approachable when your people need you.
Set an Example With Your Own Actions
You simply cannot expect people to listen if you don't walk the talk. This is especially important as employees are more attuned to the culture they expect from work.
Just as you expect them to fulfil their roles, they will keep an eye out to see if you are fulfilling your role as the leader. Set goals for yourself and follow through, be a positive example, and carry yourself in a way that demonstrates high self-respect and genuine care for the people and work around you.
If people want to emulate you, they are more likely to accept your leadership role.
Monitor Yourself to Avoid Micromanagement
Micro-management is often a trait of ineffective leadership, and it can be a downfall for those who are trying to establish themselves as competent leaders. When you micromanage everything, you lose focus on your main duties as a leader: to effectively monitor and maintain your top priorities, support and grow your team, and delegate when appropriate.
While you are meant to guide and assess everything that goes on, you don't want to hover too much and get into every person's minute actions. This not only hinders the productivity of your team members but will also unnecessarily increase your workload.
Create a System for Conflicts
When you're in a leadership role, you will have to address conflict at some point. When you are leading your own team, this can be especially tough to deal with, as you don't want to come off as harsh or biased in any way.
Rather, you want to create a system where conflicts are approached in a structured, consistent, and fair manner. If you don't, conflicts can quickly escalate and cause even more significant work friction leading to poor individual and team performance. Therefore, consider how you want to approach these scenarios before they happen and help the team be proactive in obtaining constructive feedback from peers.
Provide Avenues for Employee Growth
Employee growth is more than just your basic training and development plan. It's about providing a series of avenues for people to grow and be challenged with higher levels of responsibility.
A good program will give employees the autonomy to try out new projects and ideas while also giving them the security of knowing that you and the organization have a vested interest in employee learning and growth.
Actually Get to Know Your Team
It's easier said than done, but you should be getting to know each person on your team and the role that they play. There will be some who you connect with more than others, but don't make that the basis of your relationship, as it should be based on respect and teamwork.
This doesn't mean you need to try and be friends with every person on your team. It's just about understanding the nuances and responsibilities of each team member, personality and circumstances so that you can make the appropriate decisions as needed.
In addition to having the insight needed to delegate, you also have a better perception in the eyes of your team members when you show that you care. Empathy is key to great leadership. Nobody wants to feel like they are just a nameless cog in the system, so getting to know your team helps significantly increase employee engagement and the overall employee experience.
Be Transparent Through Highs and Lows
Finally, you must be transparent as a leader. This obviously doesn't mean you lay all the cards out and throw sensitivities out the window. It just means being upfront and honest with the dealings that affect the workplace.
Whether you're having a good or bad day, being transparent as a leader is important because it shows that you can be trusted and, in turn, you trust your team members. This is essential when trying to create mutual trust that will help build high performing teams and unite the team.
Building trust is a must if you want to succeed as a leader in your company. Executive coaching is not only valuable but essential as it will help provide you with an external perspective to develop your leadership skills and practices so that you can build a long lasting relationship of trust with other leaders and team members. When you invest in this process, you increase the value of your contribution to the organization immensely and thereby reap benefits of increasing employee engagement and overall company profitability.
Stuart Andrews, the author of “The Leadership Shift: How to Lead Successful Transformations in the New Normal,” is the number one trusted advisor and executive coach in Australia specialising in helping executives and business leaders drive successful initiatives and building high performing teams. Schedule your 30-minute discovery call now and eliminate complexity from your business challenges.
People who work together often will not always see eye to eye. They may have different perspectives and ideas even disagree on essential matters. While it's impossible to avoid conflict, the good news is that the right kind of conflict can lead to incredible results.
Unguided leaders make poor decisions, develop less innovation and struggle to make their teams work effectively together. Hence it is essential to know how to efficiently manage conflict. The key is not to try to stop it but to harness it to develop new strategies in your company. The key to handling conflict, as with the relation between others, is to offer increased expertise in the position of an executive coach.
Executive coaching is a process that helps a leader gain insight into their leadership style and gains new skills. It involves a coach who meets with a leader regularly to help them evolve. Coaching is also a powerful way to develop collective leadership, where team members support each other in pursuing higher performance levels. Coaching is an excellent tool for helping leaders work together to solve challenging problems by encouraging them to think 'outside the box and to see different perspectives.
Since every leader is different, the coaching process can be customised and therefore seen as a two-way street built around specific outcomes. Coaching tools and techniques come from various sources, but the most successful methods can be distilled down to simple, actionable ideas that help you improve your leadership skills.
Below are some actionable insights into how executive coaching can help foster a more productive and harmonious work environment.
Here's what you need to know:
Gain Insight to Triggers of Conflict Priorities
One of the best ways to help manage conflict is understanding the triggers that make you more likely to respond negatively to a situation. For example, one of the most common triggers for conflict is a feeling of being ignored or overlooked.
For a leader, it's easy to fall into the trap of assigning a lot of work to one person, not giving them a chance to deliver, and then getting frustrated when they don't complete the work on time. The emphasis here is often on the leader to be more patient and review the overall prioritisation of work in collaboration with the team.
Develop Better Communication Skills
A saying goes, "People are how you communicate," and it's true. How you communicate with team members will significantly impact how they feel about a situation.
The key is to make sure that you're clear about what you're trying to communicate and then use an open and straightforward approach to communicate that message.
For example, if you have a team member who misses deadlines and is always late to meetings, it's essential to communicate so that it doesn't make them feel like they're being attacked. Instead, try to focus on the problem at hand and give the team members buy-in to fix the problem together.
Make Conflict More Productive
Conflict is an inevitable part of life. It can be destructive or it can be productive. In order for it to be productive, it must be managed with empathy and put in context. It's important to remember that conflict is not always bad. In fact, it can often lead to positive change. However, it's important to handle it correctly so that everyone involved feels respected and heard.
When conflict arises, we need to take a step back and assess the situation. What is the root of the problem? What are each person's goals? How can we best achieve those goals?
When conflict is approached in a constructive way, teams can often come up with better solutions than if it was simply avoided altogether.
Become More Observant
Being observant can help you identify triggers before they arise, assess the entire situation, and then find a way to work with the person involved to arrive at a better solution - one where both of you can benefit. By being aware of your own triggers and the triggers of those around you, you can take steps to avoid or diffuse conflict before it becomes too heated.
Taking a close look at an issue can help you find better approaches to correcting the matter. As an example, if you observe that a team member is unproductive and relationships are becoming bitter, reframing the situation can be used to turn it into a winning outcome. Examine the problem from a different angle, then try to come up with a new solution that will work for both members.
Some common triggers for conflict include: being ignored or dismissed, feeling belittled or disregarded, being left out or excluded from a conversation or activity, and feeling like someone is trying to take advantage of you. If you can become more aware of these and other potential triggers, you can work to avoid them or head them off before they lead to an argument.
Learn to Be More Approachable
Many people assume that a leader needs to be authoritarian and assertive at all times to get better results. However, this isn't true. When it comes to managing conflict, one of the best things you can do is to be approachable and open, which will help you build a stronger relationship with your team members.
If you find out that team members are having difficulty, don't be afraid to offer your help. In an identical way, you should also be open to the fact that you are not the only one with the answer and that it is necessary to listen to the opinions of others.
The Bottom Line
Conflict is often inevitable, but it doesn't have to be negative. It can be one of the best ways to help you and your team get better at what you do. Instead of avoiding conflict, embrace it, work with it, and learn to manage it.
As a leader, it's vital to help your team members grow and develop. Coaching is a great way to foster this growth, and it will also empower you to work together more effectively.
Whether you're working with a professional executive coach or a mentor, it's important to remember that managing conflict is about improving your communication, seeing the bigger picture, and getting buy-in from your team members.
If you are looking for an executive coach in Australia, Stuart can help you. Stuart Andrews provides leadership coaching to support executives, and business leaders drive successful initiatives.
At the same time, he aims to help your teams consistently perform at the highest level. Book a complimentary discovery call to get started! To learn more, pre-order Stuart’s new book on The Leadership Shift - How to Lead Success Transformations in the New Normal now.