Leadership Essentials, A Multi-Part Series; Today’s Talk On Purpose With Shad Ali.

Leadership Essentials the first of a multi-part series – Todays Talk On Purpose with Shad Ali 190508

To begin with, I think it’s important to share with you our definition of Leadership at On Purpose.

To us, Leadership is a complex process by which a person influences others to accomplish a mission, a task, or an objective and directs the organization in a way that makes it more cohesive and coherent allowing it to better (more effectively and efficiently) achieve its intended purpose.

Now, in our experience, a person carries out this process by applying his/her key attributes (beliefs, values, ethics, character, knowledge, and skills).

To us, Leadership creates in people a desire to accomplish high goals and objectives.

I am often asked what is most essential to leadership. To which I say:

  • Trustworthiness – Trust & Confidence
  • Effective Communication by leadership in three critical areas:
    1. Helping people understand the organization’s overall business strategy;
    2. Helping people understand how they contribute to achieving key business objectives:
    3. Sharing information with people on both how the organization is doing and how they are doing relative to strategic business objectives.
  • I mean apart from this leaders need to concern themselves predominantly with People, Strategy and Risk issues right.

Stay tuned for a few more episodes in this multipart series on Leadership Essentials.

For today, I encourage you to be disciplined and consistent in your application of these Leadership Essentials – today’s Talk On Purpose With Shad Ali.

Today’s Talk On Purpose With Shad Ali (190502) – Strategies For Managing Workplace Conflict

Strategies for Managing Workplace Conflict – Today’s Talk On Purpose With Shad Ali – 190502

First, let me say I am amazed but not entirely surprised by the extent to which Workplace Conflict has become prevalent. And this view is validated by research data and real-world experience even as recent as two days ago.

Studies indicate: 25 percent of employees surveyed in 1998 reported being treated rudely at work at least once a week and That figure rose to 55 percent in 2011 and rose again to 62 percent in 2016,

Another study from the UK this time found that four in 10 employees reported having experienced some form of interpersonal conflict at work in the last year. Oh and 85% say they deal with conflict to some extent at work; 29% of them say it occurs always or frequently.

Now, should we be concerned about this? Well consider the impacts:

  • It costs organizations on average $12,000. in Employee turnover costs per toxic employee;
  • Employees spend on average one day per month dealing with Conflict
  • Managers can spend as much as 1/3 of their time dealing with conflict issues.

And I encourage you to visit onpurpose.ca and calculate the costs of employee disengagement in your workplace, we have a quick and simple calculator there that can help.

While there are several causes of workplace conflict, among them being: poor communication; Incomplete, incorrect or ambiguous information (Assumptions); inappropriate management styles; Cultural, social or personal uniqueness and sensitivities; Inappropriate use of authority; Opposing positions, competitive tensions, power struggles, ego, pride, jealousy, performance discrepancies, compensation issues, or someone just having a bad day.

As for the effects, well they are several to including work disruption; decreased productivity; project failure; absenteeism; turnover; voluntary and involuntary termination; and of course, Emotional stress can be both a cause and an effect of workplace conflict. You know, our Stages of growth X-Ray process is pretty good at detecting these types of issues and helping leaders cut them off at the pass, so that’s something worth looking in to.

So, what can managers and leaders do to address and maybe stem or arrest workplace conflict?

  • Well start by defining acceptable behaviour,
  • Have open dialogue about conflict and address it head on
  • View conflict as an opportunity
  • Foster interactive communication. Communication that is clear and respectful can help build trust between and among employees and managers
  1. Build and foster Trust environments. The absence of trust among employees and managers can compromise communication all around and the presence of Trust can accelerate performance, productivity and results.
  • Encourage Empathy. When people are sensitive to colleague’s feelings and show empathy and awareness wow, this is central to establishing a trusting relationship among
  • Set clear expectations and communicate up and down the line.
  • Commit to Conflict resolution Although conflicts arise in every organization, the methods to handle them vary. Managers and leaders must deal with workplace conflict issues head-on and resolve disputes fairly and quickly or they will escalate and gain amplitude.

While not a complete list of strategies the aforenoted is a good start anyway. So take action on these strategies for addressing workplace conflict – Today’s Talk On Purpose With Shad Ali.