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5 Simple Strategies to Turn Conflict Into Consensus for Senior Managers

If you are a newly hired or recently promoted senior manager …stick_figure_bullhorn_person_1600_wht - Copy

Congratulations on your new position!  Your climb to the top is well deserved.  But when the shine wears off, you soon may be faced with a HUGE problem for which you were not prepared:

OFFICE CONFLICT!

Your biggest challenge is not mastering the technical aspects of your job.  That’s the easy part.

The biggest challenge you (and one you may find you have the least control over which has the biggest impact on your success) is your team’s ability to work together with ease.

Because people bring their stress, negativity and sometimes difficult personalities to work, they can’t just leave their emotions at the door when they come to work.

And, you can’t do it either.  Emotions are contagious!

Here is Strategy #1:  How to turn conflict into consensus:

#1: Emotions are contagious! Literally. The human brain contains “mirror neurons” which are like antennae for emotion (e-motion = energy in motion).

Strategy #1: When you find the person you are talking to beginning to get “stressed out” (i.e., holding their breath, raising their voice, tensing their jaw or fists) ….

  • STOP!
  • Take a DEEP BREATH ….
  • RAISE YOUR EYEBROWS (both at the same time) and
  • ASK (with genuine CURIOSITY, because if you say it with sarcasm you’d better duck): “What did you hear me say that got that response?”

When you are truly listening to the other person and get a response you were not going for or are surprised about (their frustration, for example), use the steps above to “Check in and check it out…”  Then, listen again to their response (what they thought they heard you say will not be what you meant).  Don’t see this as your opportunity to get angry, just take a “re-do” and say, “Okay, you heard me say (blah blah blah), can I say it differently?”  Asking permission seldom gets a “no” so you will likely get a “yes.”  Then rephrase your statement and move forward.

What is your best advice to new senior managers when it comes to turning conflict into consensus?

Your ability to address, manage and eliminate conflict will have a direct impact on your team’s ability to have confidence and to put their unquestioned trust you and your leadership skills.

NEWSFLASH:  Your team makes this decision within your first few days (or hours) on the job.  Everyone’s watching to see if you fall back down the corporate ladder.F fail grade

And a few might even be taking bets on how long you last … You need these skills.

Now.

For Strategies #2 – 5, check out a brand new audio program:

5 Simple Strategies to Turn Conflict Into Consensus

Click the link below for more information (and the first 20 fast action takers get extra bonuses and audios!)

http://sustainable-leaders.com/conflict-to-consensus-audio/

To Your Sustainable Leadership!

Christina

PS.  Post your comments and best advice below for newly hired or recently promoted senior managers who are experiencing an undercurrent of conflict in their new team

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A “heads-up” for newly promoted or recently hired leaders: How to keep from losing your new position …

Congratulations on your promotion (or maybe you are in line for one) … but don’t celebrate too soon. Did you know almost 50% of newly promoted or newly hired executives get fired or quit before within the first 18 months on the job?  

Are you wondering whether you are meeting expectations or falling short in your new position?

The expectations are high (yours and theirs) and yet there’s so much you don’t know about the people, the culture and the “unspoken rules.”

On top of that, you must get up to speed quickly so you can hit the ground running and feel satisfied at the end of the day.

You’re invited to see the webinar replay now available through June 17th:

 “Just Promoted? Discover 3 Powerful Strategies to Keep Your Leadership Position”

Discover the pitfalls you need to avoid and understand the critical strategies new leaders must practice to eliminate “leadership stress” and earn the trust of your new team … so you don’t end up a statistic.

Here are just two of the biggest mistakes new leaders make:

Pitfall #1: Failure to understand why change (even “good” change) is hard and most change initiatives fall flat (and this includes your presence, even if your predecessor was a miserable manager). Hint: Small change over a period of time leads to lasting, long term change.  Scale down a change initiative into an “experiment” in one department or with one small group first, instead of rolling it out company wide and crossing your fingers it takes hold. 

Pitfall #2: Believing that understanding the problem alone is enough to make change happen.  Don’t fall into the trap of “over-analysis” or worse, who’s to blame for the problem.  Ask better questions to find solutions and take action as soon as possible.  “What is good about this problem?” and “What is not perfect yet?” are just two of the five questions teams need to feel creative and take decisive steps to action.

For more pitfalls to avoid for new (and seasoned) leaders, click here to get access to the replay through June 17th

“Just Promoted? Discover Powerful Strategies to Keep Your Leadership Position”

(The bottom line is you’ll want to have these tools to accelerate your leadership effectiveness for the long haul, too.)

Questions? Comments? Advice for new leaders?  Post your thoughts below!