In an effort to prevent micromanaging, many leaders adapt a hands-off leadership approach. However, this may quickly turn into passive leadership.
An employee may perceive that a Leader is being aggressive when that is not their intent.
We’ve all experienced it. You’re in a meeting, you identify what you believe is an IT glitch, and ask for input from the VP of IT. He looks up from his laptop and says: “Can you repeat the question?”
The Problem: Disengaged and Apathetic Team
An Aerospace Executive, we’ll call her Connie, was concerned because her team was disengaged and apathetic.
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Donna guided me through the process of self-discovery, which led to the revelation of several deep rooted facts about me that I was myself unaware of. These deep-rooted beliefs were holding me back from making the leap to assert myself as a leader.
Donna also guided me through the process of changing these perceptions, all the way equipping me with tools to make me more confident. Donna, thank you for your patience in listening to me and for guiding me at every step. You offered the best coaching I could ever imagine and more!
Employing a Coach approach is valuable for Leaders because it builds employees’ thinking skills, communication, independence and empowerment, and builds understanding of operations and business.
One of the important tasks of a leader is to empower their employees and the first step is to use a Coach approach to help you gather information about operations and issues your employees face.
At some point it happens to all of us: Job Burnout. This is especially true for leaders, who can’t afford to feel that way for very long. Here’s a list to help you identify the cause of your Job Burnout:
Knowing how to identify the source of conflict and knowing how to approach each of these types of conflict will make resolving conflict much easier.