Problems and conflicts are an inevitable part of every employee’s professional and personal lives. Avoiding conflict is neither realistic or beneficial to individuals or businesses alike. Creative problem-solving, a very in-demand skill among hiring managers, means using techniques and skills to brainstorm and come up with unique solutions to the problems life throws at you. Let’s look at 4 problem-solving techniques to help you manage when conflict comes your way. (more…)
Tag Archives: conflict
We generally have a prevailing communication style. In normal day to day situations this communication style works for you, you feel comfortable with your interactions, and people are used to you and the way you communicate with them. No one style is right or wrong and each style provides a benefit to both you and the person you are communicating with. We can summarise the five communication styles as follows: (more…)
Conflict, whether large or small, is an inevitable part of any team environment. When conflict arrives within a group of individuals, it can often fall on the manager’s shoulders to address and solve the problem. Here are Bookboon’s 5 steps to conflict resolution for managers. (more…)
A mindful approach to leadership is very effective for a successful manager in the modern business world. The idea of what a leader looks like has heavily altered from the authoritarian, controlling manager who sits in an office behind a glass wall we once imagined. Leaders today inspire, motivate, manage and lead by example.
Mindful leadership is an opportunity for leaders to explore a new way of doing business in a cut-throat environment that no longer dishonours our integrity and helps us create a greater life balance. Mindful leadership is a modern art form. Let’s take a look at what this art looks and sounds like in the real world. (more…)
According to a recent survey by business psychologists Pearn Kandola, over half of UK employees have witnessed racism in the workplace but a shocking third of them said they failed to report it to their employer.
Less than a fifth reported the issue to HR and only 18 percent spoke to the victim, the survey found. Of the respondents who took no action, four in 10 said they did so out of fear of the consequences. A quarter said they did not consider the incident serious enough to report it, and a further 23 percent claimed that they were unsure of who to report it to. (more…)