Leadership On The Run

If back to back Zoom meetings, constant updates through MS Teams and SMS messages from work buzzing for your attention during the night sounds familiar, than its time to listen up and find out how to manage the boundaries between work and play.

Leaders are currently grappling with how to sustain team engagement, development, and productivity in the hybrid work environment. In this episode Jeanine and Paul discuss the action points for leaders in hybrid work environments that create meaning and engage their employees. They provide practical examples of how successful leaders are meeting the hybrid work environment challenges using technology and communication skills and reveal 3 major communication skills a hybrid leader will need in their toolkit to lead effectively in a hybrid work environment.

Building on a previous episode where we discussed the style of your conflict resolution communications this episode looks at how to identify and manage the real sources of workplace conflict. Jeanine and Paul talk you through Christopher Moore's CIrcle of Conflict and provide tips on how to use it when managing conflict in your workplace.

In this episode, Paul and Jeanine are exercising in their home office as Covid-19 impacts their globetrotting for a time…and apparently their ability to articulate the word ‘authentications’!!!! Using Lewis-Parkers transition curve (1981) as a framework they explore three types of changes individuals encounter on a regular basis, how to use the model to your advantage to make personal change and the four choices you have when placed in an untenable situation.

Are you using the 'dark side of the force' to influence others? Defaulting to avoidance, manipulation, intimidation or threatening behaviour when you need to influence someone? If this sounds familiar, you're gong to want to listen to this episode to uncover how much more effective you will be when you use three of the most effective influencing tactics. Jeanine and Paul discuss the research of psychologists Yukl and Terry Bacon (2011) and provide practical steps on how to use a combination of approaches to enhance the way you influence others.

Inspired by Sam Parkers' January 2020 "Inspire Your People" listening exercise and a 'leadership on the run' podcast listeners request, episode 16 unpacks the DiSC framework (trademark Willey Inc) and talks through the behaviours to watch for and the responses you can use to make it easier for you to communicate with a greater variety of people within your workplace.

"I'd like to be able to lead my remote and flexible team members without them accusing me of checking up on them or not trusting them." Today Paul and Jeanine are in Coober Pedy Australia discussing how to keep remote and flexible staff connected, involved and motivated. Based on the Deci and Ryan theory of self determination this episode covers practical ways of working with & leading geographically remote staff, specific questions to ask to ensure connectedness and motivation are maintained and the type of skills you need to develop in yourself and others to be future ready.

All roads lead to Rome...well Byron Bay, Australia as we bring back the good times to create happy workplaces. In this episode of leadership on the run, Jeanine and Paul are relaxing beach-side, surrounded by nature discussing sure fire ways to increase well being and happiness in your places of work. Research over the past five years indicates that social engagement is the key to leaders improving workplace happiness.

Discover 4 ways for you to make better use of your time and leave space in your diary for more holidays, time with your family and friends or just quiet time with yourself.

If ‘meetings are a waste of time’ is part of your company vernacular then it is time to take action and find a better, more effective way to conduct meetings. If you are not making decisions in your meetings then you are wasting time bringing people together – a simple email conveying the information could have been more efficient for those involved. Here are some essential steps you can take to set yourself up to run an effective meeting: Send an agenda, vet attendees, start on time, make a decision, record decisions and actions to be taken and who has to take the action.

Most people have a hard time responding to verbal attacks or written jibes in emails, texts and other communication because it puts them in react mode instead of respond mode. FREE training resource for you. There are 5 types of conflict resolution strategies according to Thomas Kilmann model. Find out if your default conflict resolution communication strategy is reflective of a fox, shark, teddy bear, turtle or owl. The BIFF response method will help you respond to hostile emails and other communications and make you feel good doing it. BIFF stands for Brief, Informative, Friendly and Firm and can be used by anyone, in any situation but it does take practice. The most important thing to remember is: it is not about you. 6 steps to conflict resolution: 1. Identify the source of the conflict… what is the disagreement about. 2. Look beyond the incident…establish a common goal. 3. Discuss ways to meet the goal and request solutions. 4. Identify solutions both people can support as the best way forward. 5. Decide on an agreement. 6. Acknowledge the agreed upon solution and determine the responsibilities each party has in the resolution. The high conflict institute encourages us to incorporate their framework for effective conflict resolution, they call it an EAR Statement. An EAR Statement is a statement containing Empathy, Attention and Respect. EAR is especially helpful when you are dealing with someone who is really upset e.g. angry, sad, frightened or feeling overwhelmed. An EAR Statement helps you connect with emotionally charged people and allows them to shift into problem solving mode. Here is an example of an EAR Statement E.g. “I can see how frustrated you are by this situation, Chris and I want help. Let’s talk about it so I can really understand what’s happening. I have a lot of respect for the efforts you have made to deal with this problem.”

FREE Training resource. Preparation, evidence and a positive mindset are required for you to enter a conversation on increasing your salary. It is on you to articulate the value you add in achieving the business goals. Firstly, know your company’s process for pay increases and follow it. Gather evidence to demonstrate your positive impact on financial results, team morale, business development and/or innovation projects. Research the benchmark salaries for people in your position and industry and use this as a guide for the amount of increase possible. Using the language of those with a growth mindset articulate your accomplishments, their impact and your desired salary increase.