How can you deal with other people’s angry or inappropriate behaviour? You don’t have to turn a blind eye to bad behaviour, but you can recognize that everyone, yourself included, sometimes acts badly. By acknowledging this fact, you will see that you don’t gain anything by feeling upset over other people’s behaviour.
Holding others accountable for destructive behaviour is important, but the way you accomplish this goal matters immensely.
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In connected workplaces, team members like each other and work together harmoniously. Positive exchanges increase workers’ enthusiasm and productivity. Everybody performs beyond expectations. Employees find these workplaces enjoyable, both personally and professionally.
Your attitude toward frustration determines how well you respond to conflict.
When you encounter a conflict or problem, the situation will trigger one of three possible “assumptions”:
When you act assertively, you can combine that attitude with either anger or warmth in four ways:
Angry and assertive – People who use this approach demean and insult others. This behaviour is rare in most workplaces.
Angry and not assertive – People...
In this environment, employees disengage and feel apathetic toward their work. Team members don’t acknowledge their colleagues’ contributions. Without feedback, people don’t know their position in the organization or whether their work has a positive impact.
Teams at some corporations show open antagonism toward one another. The workplace is full of uptight, unreasonable and unhappy emotion. Members of these organizations feel threatened. They hate going to work and avoid meetings. Hostility saps employees’ energy and leads to lower producti...
Your people don’t have to become “emotional idiots” – Other people might see someone as less than emotionally solid if he or she shouts at colleagues who could have their own reasons for how they behave.
Health and resiliency improve – Reducing the number o...
Most people encounter around 30 frustrating situations every day. In such circumstances, the assumptions you make – to blame others, blame yourself or look for the reason – shape your results and outcomes, for better or for worse.
Consider the impact of your behaviour patterns throughout yo...
Five factors, including poorly designed systems and processes, cause most workplace conflicts:
Workplace conflicts unfold in three different kinds of corporate cultures: “hostile,” “indifferent” and “connected.”
Your overall corporate culture determines how conflicts emerge and how best to resolve them.
The behaviours that destroy trust and connectedness are fo...
Explore systemic issues such as the challenges governments face, why hospitals lack sufficient staff, why civic officials can’t maintain the highways or why your neighbor acts so weird. Try to gain an understanding of the covert factors at play in your workplace. These insights will allow you to ...
"The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.”- John Maxwell
Workplace conflict consultant Anna Maravelas draws on her long experience to explain how to prevent and resolve workplace clashes.
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