Tag Archives: Management

Three Steps to Resolve Conflict as a Leader

Posted on 22 February 2012 by Wendy Mason| Leave a comment

Today we have a guest post from Nadia Jones who blogs at online college about education, college, student, teacher, money saving and movie related topics.

I believe her very sensible advice will be useful to all leaders and managers.

Three  Steps to Resolve Conflict as a Leader

As a leader, not only will you have to make sure that everyone stays on task and that all business matters are taken care of, but if there is conflict between two subordinates, know that one (or both) people are going to come to you asking for help to resolve the issue. If/when this occurs, you need to know how to approach and deal with this delicate matter the correct way. Below are a few tips that can help you get the ball rolling.

1. First, Meet with Each Party Individually

It’s important that you hear each side of the story before coming to  any conclusions. Get all the facts. You want to know what/who caused the problem. Ask each employee if they have any documented evidence or dates of when the incident(s) occurred. Take the time to piece the story together while also taking note of how each story differs from the other. While speaking with each individual, you want to make sure that you maintain a cordial and objective tone. You don’t want someone thinking that you favor one story over the other but you don’t want them thinking you’re against them either. Do your best to keep your tone neutral. The key here is to listen.

2. Meet with both parties together

After you have a better grasp of what’s going on and you’ve drawn your own conclusions about what the root of the problem really is (and come up with a possible solution), it’s time to meet with both parties at the same time. While still trying to maintain a cordial and unbiased/objective tone, reiterate to them what you think the real issue is according to your own understanding. Ask them if it’s correct. At this time give your employees a chance to state their version briefly if they feel the need to change some details. Listen to what each person has to say, but make sure to pay attention to body language as well. Let each person propose their own solutions but show that you expect them to reach agreement. If the conflict still can’t be resolved, suggest your own approach. Then ask the both parties which solution they’d prefer. Whatever you do, make sure that none of you leave without some sort of resolution.

3. Document Everything

Lastly, you want to make sure that you have a record of the finalized resolution to the conflict. Type out the agreement! Have both parties sign it and make them copies for their own records. Make sure that you give the original copy to the Human Resources Department so that if the same issue occurs again, you’ll have a record of what was agreed. Whoever is in breach of the agreement at a later date may have to suffer some serious career consequences!

Author Bio:

This is a guest post by Nadia Jones who blogs at online college about education, college, student, teacher, money saving, movie related topics. You can reach her at nadia.jones5 @gmail.com. 

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Posted in Job Skills, leadership, Leadership styles, Management

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Leadership styles – are you the leader for all seasons?

Posted on 13 February 2012 by Wendy Mason| 3 Comments


A bonfire lit the sky of Babil Province, as no...

The post that gets the greatest number of visits on this blog is a very short piece I wrote a while ago on different leadership styles – here is the link. I know a picture is worth a thousand words but its success still staggers me – every day it get more hits!

Now leaders, being people, come in all shapes, sizes and personality types and thank goodness for it.

The secret of being a good leader is the ability to be flexible.  Whatever your natural style, If you can adapt that style to meet the needs of the times and your situation, well, in my book, you will be doing OK. And I believe you may be quite unusual.

But, if you are prepared and able to flex, you still need to be able to recognize when a different style is required. For example, a participative leadership style is great in gaining consensus, engagement and a commitment to quality.  But in a conflict situation where survival depends upon making a quick decision, it may have its limitations and could be potentially disastrous

There may be limits for many of us in how far, and for how long, we can adapt from what is our natural style.

It really helps if we understand our natural style and if we can be honest with ourselves about how far we are able to change.  Under stress and over time we tend to revert to what is natural for us.

An action-orientated leader may be great at saving an organization, bringing it out of inertia and building up motivation and morale, short-term.   But that same action-orientated leader may not be the person to develop a vision for the organization long-term.

If you can flex long enough to meet the need, that is great!  If you can’t, and you know it, then have the courage and honesty to admit the problem and put energy into finding someone who can.

So where do you start to become this paragon of leaders who can change styles as required?  Well, start by understanding you.

There are various leadership tests that you can find easily on-line (such as, Myers Briggs) and some of them are free.  Do your homework – find out as much as you can about your own and different leadership styles on this and other websites.

Then start to observe yourself and your organization.  If you look and listen to your people you’ll soon know if your leadership style is right for the times! But be aware, this may mean you have some difficult choices to make. That depends, of course, on how just how good you want to be as a leader!

Wendy Mason is a Coach, Consultant and Blogger. She works with all kinds of people going through many different kinds of personal and career change, particularly those wanting to increase their confidence. If you would like to work on developing your leadership ability or your own confidence, Wendy would happy to work with you.  Her Learn to Be Confident Program is at this link. You can contact Wendy at wendymason@confidencecoach.me  or ring ++44 (0)2084610114

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Posted in leadership, Leadership styles, Leading Change

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Preparing women for leadership!

Posted on 10 February 2012 by Wendy Mason| Leave a comment

In my time I’ve read countless books telling me how to be a better leader and how to be a better manager.  I’ve spent many, many hours in debate with others about women as leaders and managers.

20 years ago when it was still socially acceptable to proclaim that the place for women was firmly tied to the kitchen sink, there were some very interesting views expressed on the subject by both my male and female colleagues.

Now, I realise my experience was exceptional.  I come from a family where it was assumed that women were natural leaders.  I can’t imagine anyone being brave enough to tell my mother she was not supposed to be at the front or that she wouldn’t know what the rest of the team should be doing!  In due course, I followed her into the nursing profession.  At that time nursing was female lead and I trained as a nurse at Royal Free Hospital in London – the first medical school to admit women.

I had left nursing and moved on into the world of the UK Civil Service, before it dawned on me that there were people around who believed that my sex should have some relationship to success in my career.

This news came as something of a shock – particularly the comments of one particular boss, who declared – “I’m not going to write you up for promotion – I like you too much and I don’t like the women who get to the top of the Civil Service”.

Then there were a number of other incidents.

For example, there was the boss who declared he was putting the guys up for promotion first because they were the bread winners in their families.  I was too, but he didn’t seem to believe that – I mean, I was a married woman, how could it be so?

Anyway, times have changed.  And I did achieve the kind of management and leadership positions I’d hoped for! I had a long and very interesting career as a public sector manager.  Although, I didn’t have many female mentors around, there were men who were prepared to share their knowledge and experience very generously.  What I didn’t have were role models for how you juggle home, commuting, work and a social life.  But I worked that through with supportive female friends going through the same experiences.

Looking back, what has that taught me about preparing women for leadership?

Well , for me, home and the early years are critical.  What do young children see at home in terms of what is expected of women?  What views are expressed of women as leaders in the family?  What experiences of leadership do we give young women as they are growing up?

It is good, for example, that press publicity is given to top women.  But that is two-edged! We need to have a care that women at the top are not regarded as notable, primarily, because of their sex.

If children grow up expecting women to be leaders, I believe there is a much greater chance that they will be!

When I was very young I firmly believed that women ruled the world or should do so! Having a young and very beautiful Queen Elizabeth II, certainly meant I saw no conflict between influence and femininity. Only now am I beginning to understand just how blessed I was.

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A Winning Team Makes S.M.A.R.T. Goals

Posted on 31 January 2012 by Wendy Mason| 1 Comment

Today we have a guest post from the University of Notre Dame, in partnership with University Alliance. The University of Notre Dame offers higher education opportunities through a variety of online executive certificates, including leadership and management, and negotiations. You can find out more about the courses they offer at this link http://www.notredameonline.com/. 

A Winning Team Makes S.M.A.R.T. Goals

When applying S.M.A.R.T goals – Specific, Measureable, Attainable, Relevant, Time-bound – to project management and organizational team building, leaders should take a deeper look at the application of motivation in the creation of effective work groups. Similar to an established sports team that plays as a cohesive unit achieving goals as a group – that is simply unattainable alone – a strong leader can use motivation to propel the momentum of team goals forward. Keep these tips in mind when building a team of excellence:

1. Motivation is a planned activity

Just as a well orchestrated series of athletic exercises builds the stamina and cohesion of a sports team, a thoughtful goal-setting program sets the pace for individuals and work groups. Each individual should identify clear goals that are precisely aligned to his or her work description. From there, managers take on the role of coach and mentor by providing ongoing feedback. It is important to understand if, and when, “time outs” to make goal adjustment are necessary. Motivation is an ongoing person-to-person activity. On an individual level, the specific needs of an employee should be satisfied, while maintaining focus on the team’s overall objectives.

2. Motivation requires versatility

Any certified and seasoned business process manager can vouch that excellent communication skills are vital for long term success. Effective leaders understand the nuances of each team member’s role and skill set, and how those skills and perspectives fit into the larger picture. Goal-setting, monitoring, and evaluation should reflect ongoing motivation that is specific and relevant to an individual’s position within the company. Every person in the organization needs to feel that his or her contribution is important and valued. Keeping track of progress in the form of reports can help others on the team and in the company celebrate achievements. This also highlights problem areas that require redirection or strategy improvement.

3. Motivation builds collective success, not necessarily a finite “Win”

Effective motivation within the S.M.A.R.T. goals framework recognizes that achieving benchmarks such as increased efficiency, profitability, and marketability is about the process, not the final destination. All effective goals dovetail into more extensive ambitions that involve sustained stamina and a dedication to the values-driven commitment of every level of contribution. Some goals will be tailored, traded for other goals, and some will be so long-reaching that exceptional ongoing motivation is vital to ensure forward momentum. An effective leader needs to understand and apply a versatile skill set when coordinating with other leaders and when energizing employees. When goals cannot be achieved, the learning process involved can be just as significant as the initial goal. “SMART” leaders make the most of teachable moments.

4. Coaches need motivation too

Seasoned team leaders will tell you that one of the secrets to professional longevity is taking time to feed yourself professionally. Every great coach takes time out to recharge. You will be more effective over the long haul if you schedule time to regularly do what you need to do to replenish your motivational reserves. Your team demands your time, energy, and attention. You owe it to yourself and your team to plan – schedule time in a way that is conducive to longevity. Staggered reviews, budgeted down time, and invigorating networking events are all notable ways to sustain motivational skills.

In combination with implementing specific goals that are attainable and are easily tracked, motivating employees requires skill, versatility, and stamina. While your daily coaching life may not be as exciting as traveling the circuit with a professional sports team, carefully examining the many facets of motivation when applying S.M.A.R.T. goals to your team is imperative. Motivation skills that are up to par ensure that your team finds its own special brand of excellence and plays the game with pride, dedication, and commitment for many years to come.

The University of Notre Dame, in partnership with University Alliance, has provided this article. The University of Notre Dame offers higher education opportunities through a variety of online executive certificates, including leadership and management, and negotiations. To find out additional information about the courses offered please visit http://www.notredameonline.com/. 

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Leadership, the Lone Worker and Getting Things Done

Posted on 25 January 2012 by Wendy Mason| Leave a comment
Cartoon of the big bad wolf reading a bedtime ...

Many moons ago when I was a manager in a large organization.  I had a fearsome reputation for getting things done! I choose my words carefully here and, yes, fearsome is the word.

Dictionary definition: fearsome – causing or capable of causing fear!

Yes, I was very well-known for achieving but most of it had a lot to do with volume (of voice) and not value!

Over the years I learnt more about leadership and that true leadership is about vision and valuing both those you lead and those for whom you are delivering.  There was very little to be gained by aggression or an aggressive style of leadership.

I learned as well about project management and that even the achievement of simple tasks can often benefit from a little analysis and planning.

When I moved on from management and into management consultancy, what surprised me, as much as the general lack of leadership, was a lack of delivery skills.

Simply – people did not  know how to manage getting things done and their goals achieved!

Well, we read all the time about the lack of leadership competence.

I suspect the complexity of modern organizations is probably far outstripping our ability to generate enough competent leaders.  If that is true it very worrying indeed.  But that is not why I’m writing today.

The lack of delivery skills, whether well–led or not, is even more frightening.

There lots of people around with great ideas.  They have vision, energy and enthusiasm and they may well have great leadership ability.  If they manage to find themselves in organizations that can support them, they will lead their teams to deliver great things.  But they can founder, if they cannot work in environments that support them in that way.

If you work alone or in a very small organization then you have to be both a thoroughly competent leader and a good manager.  Now what do I mean?  Surely when you work alone you don’t need leadership and management skills.

Sorry but I think you do!  You need to be able to articulate a vision for yourself that will motivate you to commit to the task ahead.  It needs to set-out in enough detail for you to plan the tasks you will need to do if you are to turn your vision into reality.

Then you need to plan, manage and check your project through until you deliver and enjoy the benefits.

Quite a challenge isn’t it!  If you need any help please get in touch I have lots of tips to pass on.  I will be very happy to share with you the lessons I learned the hard way when I decided that fearsome wasn’t the best leadership style I could adopt!

Wendy Mason works as a Coach,Consultant and Blogger. She works with all kinds of people going through many different kinds of personal and career change, particularly those wanting to increase their confidence

If you would like to work on developing your own confidence, Wendy offers the Wisewolf Learn to Be Confident Program at this link

You can contact Wendy at wendymason@wisewolfcoaching.com  or ring ++44 (0)2084610114

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