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Suggest You - Conflict, Leadership And The Leadership Talk
When was the last time you asked your employer for a raise? People take two roads when it comes to wage increases. They either never ask for a raise and just accept their 2 or 3% annual increase, or wait until they are extremely frustrated and ready to walk out the front door, in which case you’ll probably find yourself back in the employment searching and interview game.Neither of these strategies will get you any closer to the money you want to be making. The secret to getting the raise you deserve is all in the planning you do in advance.Research Salaries
3. Stay focused on results. Since leaders do nothing more important than get results, the fruits of how we deal with conflict should be evaluated by whether we are obstructing or promoting results.
In leadership, it's not enough to resolve conflicts, we must also in the process achieve increases in results. Forget about trying to achieve "win/win." That can be a tender trap. In fact, in many cases, a win/win objective might impede results by keeping people from going to the next step, the results-generating step.
The Leadership Talk sees conflicts you are engaged in terms not simply of conflict
I recently read a blog post on all the reasons not to hire "superstars" and I could not have disagreed more with what I read. I have always subscribed to the philosophy that the quality of an organization's talent will have a direct correlation to their success...In other words the better a company's talent the more successful the enterprise will be. In today's blog post I will discuss the benefits of hiring Tier-One talent.I so vehemently disagreed with the blog post I noted above that I decided to put forth a point-by-point rebuttal below for your consideration in hope that you won't fall pr
Being a leader is not about IF you will tackle conflict but HOW. In fact, no other ability (other than being able to get results) so shapes people's careers as the ability to deal with conflict.
Conflict and leadership go hand-in-hand because leadership involves challenging people often to do what they don't want to do. If people did what they wanted, leaders wouldn't be necessary. Great results don't drop like manna from heaven. Achieving them involves people having to get out of their comfort zones, make troublesome decisions, and engage in disconcerting new actions. Leadership helps guide and motivate people to do those things.
There are countless books, articles, etc. devoted to conflict resolution. But let me give you one tool that I've been teaching leaders of all ranks and functions worldwide for more than 22 years. It's the Leadership Talk.
Because the Leadership Talk is results-oriented and deals with fundamental human dynamics, it can be an unmatched way to help you deal with the inevitable conflicts you'll face.
(The many books and many other articles I've written on the Leadership Talk can be seen on my website.)
Here are the three essentials you must adhere to in dealing with conflicts and how the Leadership Talk can help you manifest those essentials.
1. Establish a deep, human, emotional connection with the people you're dealing with. When in conflict, keep in mind that the message is not just the message, the message is the messenger. HOW you deal with conflict and WHO you are in dealing with the conflict are as important, if not more, than WHAT the conflict is. Abraham Lincoln explained the importance of HOW and WHO: "If you would win a man to your cause, first convince him that you are his sincere friend ... Assume to dictate to his judgment, or to command his action, or to mark him as one to be shunned and despised, and he will retreat within himself, close all the avenues to his head and his heart; and tho' your cause be naked truth itself ... you shall no more be able to reach him than to penetrate the hard shell of the tortoise with a rye straw."
The Leadership Talk helps you deal with not only the WHAT of the conflict but also the HOW. It is a clear, practical pathway to winning the hearts of the people you are in conflict with simply because its driving principle is Lincoln's imperative of convincing the other side of your good will and sincerity.
2. Be guided by and empowered through process. It's important for your career to have a simple, clear conflict-resolution process to guide your thoughts, speech, and actions. You may not follow it exactly in every case, but it can help you better deal with the countless varieties of conflicts that you'll come to face.
The Leadership Talk is a powerful conflict resolution process because it engages the human aspects in practical, structured ways. For instance, one of its processes it called the Three-trigger Motivational Process. When you face conflict, you should ask three questions. If you say "no" to your answer to any one of those questions, you can't give a Leadership Talk. The questions are: 1. Do you know what the audience needs? 2. Can you bring deep belief to what you're saying? 3. Can you have the audience take action?
3. Stay focused on results. Since leaders do nothing more important than get results, the fruits of how we deal with conflict should be evaluated by whether we are obstructing or promoting results.
In leadership, it's not enough to resolve conflicts, we must also in the process achieve increases in results. Forget about trying to achieve "win/win." That can be a tender trap. In fact, in many cases, a win/win objective might impede results by keeping people from going to the next step, the results-generating step.
The Leadership Talk sees conflicts you are engaged in terms not simply of conflict
It is common place these days for carbon credits to be bought and sold like any other goods and services regularly traded for on the international market. Carbon Credits have seen a huge growth this year, with permits to emit greenhouse gases doubling in 2007 to be worth to more than 20 billion euros (RM93bil). The dramatic jump in price has highlighted the role big business can play in fighting climate change, while still turning a profit.The rate for carbon credits in the international market hovers (in March 2007) around 11 to 12 Euros per ton.Reforestation is an example of how carbo
Because the Leadership Talk is results-oriented and deals with fundamental human dynamics, it can be an unmatched way to help you deal with the inevitable conflicts you'll face.
(The many books and many other articles I've written on the Leadership Talk can be seen on my website.)
Here are the three essentials you must adhere to in dealing with conflicts and how the Leadership Talk can help you manifest those essentials.
1. Establish a deep, human, emotional connection with the people you're dealing with. When in conflict, keep in mind that the message is not just the message, the message is the messenger. HOW you deal with conflict and WHO you are in dealing with the conflict are as important, if not more, than WHAT the conflict is. Abraham Lincoln explained the importance of HOW and WHO: "If you would win a man to your cause, first convince him that you are his sincere friend ... Assume to dictate to his judgment, or to command his action, or to mark him as one to be shunned and despised, and he will retreat within himself, close all the avenues to his head and his heart; and tho' your cause be naked truth itself ... you shall no more be able to reach him than to penetrate the hard shell of the tortoise with a rye straw."
The Leadership Talk helps you deal with not only the WHAT of the conflict but also the HOW. It is a clear, practical pathway to winning the hearts of the people you are in conflict with simply because its driving principle is Lincoln's imperative of convincing the other side of your good will and sincerity.
2. Be guided by and empowered through process. It's important for your career to have a simple, clear conflict-resolution process to guide your thoughts, speech, and actions. You may not follow it exactly in every case, but it can help you better deal with the countless varieties of conflicts that you'll come to face.
The Leadership Talk is a powerful conflict resolution process because it engages the human aspects in practical, structured ways. For instance, one of its processes it called the Three-trigger Motivational Process. When you face conflict, you should ask three questions. If you say "no" to your answer to any one of those questions, you can't give a Leadership Talk. The questions are: 1. Do you know what the audience needs? 2. Can you bring deep belief to what you're saying? 3. Can you have the audience take action?
3. Stay focused on results. Since leaders do nothing more important than get results, the fruits of how we deal with conflict should be evaluated by whether we are obstructing or promoting results.
In leadership, it's not enough to resolve conflicts, we must also in the process achieve increases in results. Forget about trying to achieve "win/win." That can be a tender trap. In fact, in many cases, a win/win objective might impede results by keeping people from going to the next step, the results-generating step.
The Leadership Talk sees conflicts you are engaged in terms not simply of conflict
According to a Pitney Bowes study, the average corporate executive receives upwards of 375 calls, voicemails, e-mails, faxes and letters each day. With such a deluge of information, is it any surprise that survey after survey indicates the time available to capture anyone’s attention is only a few seconds?Let’s face it, who has time to listen to a five minute rambling voicemail full of umms and ahhs or scroll through a six page e-mail? Along with annoying the recipient, long winded messages that are not deleted are usually flagged for review at a later time, slowing the process and in some
The Leadership Talk helps you deal with not only the WHAT of the conflict but also the HOW. It is a clear, practical pathway to winning the hearts of the people you are in conflict with simply because its driving principle is Lincoln's imperative of convincing the other side of your good will and sincerity.
2. Be guided by and empowered through process. It's important for your career to have a simple, clear conflict-resolution process to guide your thoughts, speech, and actions. You may not follow it exactly in every case, but it can help you better deal with the countless varieties of conflicts that you'll come to face.
The Leadership Talk is a powerful conflict resolution process because it engages the human aspects in practical, structured ways. For instance, one of its processes it called the Three-trigger Motivational Process. When you face conflict, you should ask three questions. If you say "no" to your answer to any one of those questions, you can't give a Leadership Talk. The questions are: 1. Do you know what the audience needs? 2. Can you bring deep belief to what you're saying? 3. Can you have the audience take action?
3. Stay focused on results. Since leaders do nothing more important than get results, the fruits of how we deal with conflict should be evaluated by whether we are obstructing or promoting results.
In leadership, it's not enough to resolve conflicts, we must also in the process achieve increases in results. Forget about trying to achieve "win/win." That can be a tender trap. In fact, in many cases, a win/win objective might impede results by keeping people from going to the next step, the results-generating step.
The Leadership Talk sees conflicts you are engaged in terms not simply of conflict
Watch Out For The FinancingIts almost 9 PM and you've got just one more order to fill because you promised “Henry” you'd have his order ready for pick up first thing tomorrow, Henry's an old customer, a good friend and has a machine down and the part we stock will have him up and going again. But the nagging thought comes back again . . . . “after 27 years I don't need this anymore, I'm gonna sell it!”There are many different reasons why businesses are sold. But of all the reasons, the three most popular are retirement, burn out and major illness.When you own a business and ha
2. Be guided by and empowered through process. It's important for your career to have a simple, clear conflict-resolution process to guide your thoughts, speech, and actions. You may not follow it exactly in every case, but it can help you better deal with the countless varieties of conflicts that you'll come to face.
The Leadership Talk is a powerful conflict resolution process because it engages the human aspects in practical, structured ways. For instance, one of its processes it called the Three-trigger Motivational Process. When you face conflict, you should ask three questions. If you say "no" to your answer to any one of those questions, you can't give a Leadership Talk. The questions are: 1. Do you know what the audience needs? 2. Can you bring deep belief to what you're saying? 3. Can you have the audience take action?
3. Stay focused on results. Since leaders do nothing more important than get results, the fruits of how we deal with conflict should be evaluated by whether we are obstructing or promoting results.
In leadership, it's not enough to resolve conflicts, we must also in the process achieve increases in results. Forget about trying to achieve "win/win." That can be a tender trap. In fact, in many cases, a win/win objective might impede results by keeping people from going to the next step, the results-generating step.
The Leadership Talk sees conflicts you are engaged in terms not simply of conflict
IS departments are constantly being downsized or outsourced. Therefore, well-run projects are vital to an IS professional’s career. Carefully managing project details, including time and materials, is essential now that IS is being asked to deliver more using fewer resources. There are several effective, relatively inexpensive project management scheduling and tracking packages available for PCs. These types of packages have been around on mainframes since the early 1970s, though they cost hundreds of thousands of dollars. Today shareware packages start at under $100.Many of these products ass
3. Stay focused on results. Since leaders do nothing more important than get results, the fruits of how we deal with conflict should be evaluated by whether we are obstructing or promoting results.
In leadership, it's not enough to resolve conflicts, we must also in the process achieve increases in results. Forget about trying to achieve "win/win." That can be a tender trap. In fact, in many cases, a win/win objective might impede results by keeping people from going to the next step, the results-generating step.
The Leadership Talk sees conflicts you are engaged in terms not simply of conflict resolution but results generation. Furthermore, its focus is not just about achieving ordinary results but more results, faster results on a continual basis.
Since conflict will always be with you as a leader, you should welcome it as an opportunity to get increases in results. When you're using Leadership Talks, you'll find yourself getting those results consistently.
2006 © The Filson Leadership Group, Inc. All rights reserved.
PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.com
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