But he is now in a role that gives him responsibility for assessing their job performance and giving important input into their work lives. It can place Miles at odds with his staff/friends and may sometimes require him to make tough decisions with which others may not agree. That's part of being a manager so the sooner he accepts that, the better (1). “Working with former peers is often the toughest part of making the leap to boss,” says business-training expert Myron Curry, president of BusinessTrainingMedia.com. Many people have to deal with their fear of losing friendships, reluctance to disciplining a former peer or avoiding the appearance of favoritism.
Using active listening techniques helped me become a better communicator. Alan is nervous about the interactions with his employee because he is not confident and that is causing him to pseudo listen to their concerns because he is preoccupied by his lack of confidence to conduct the interviews. Alan is also not using a tactful approach to the conversation as well. A better approach would be to start with what the employee is doing right and build them up before criticizing their work. 2.
Change is painful for some people, because they do not want to change; they want to remain the same. Countless self-help books and score of motivational speakers would tell you to embrace change, and that change is good/what one need to grow. Transforming organizations is tough! It is more difficult than many people realize just discussing changes in strategies can bring on problems for some people. Generally, leaders attempt change efforts that are too mild and then give them too little time to succeed.
The more team members know each other the more they are comfortable working together, giving suggestions and challenging ideas to ensure the best possible outcome. Christine had a significant problem with Mike because of his distancing from the group and the lack of effort which was required of him. Christine should have begun to reverse this problem as soon as she observed it in order to prevent it from becoming worse. From the beginning Mike had proved to be difficult. The problem first became present when the suggestion to meet before class had been given and Mike “balked”.
We have found ourselves at times to be guilty of the negatives that come with functional organization. We’ve spent so much time focusing on our particular function, that it’s harder for us to understand the goals of our co-worker’s functions, and would just write them off as not being a qualified employee because they don’t understand our particular function at work. This can help us take a step back and further analyze our organization’s structure and what we can do differently to help understand it better and contribute better to the organization’s overall
Challenges: How they can make you a better person Every day we are faced with challenges we must overcome, some challenges we face are harder than others and we may require help to break through the barriers we face. If we do not succeed with the challenges that are thrown at us, then we do not grow as an individual. With Dr. Malcolm Sayer in the movie Awakenings, he has trouble with people. At first Dr. Sayer cannot face any challenge that requires him to interact with people unless it involves the things he is passionate about, such as work. Dr. Sayer seems to be a lonely man with severe social anxiety, he would much rather be at home reading or studying his plants than interacting with people.
Organizations tend to fail miserably because they downplay or ignore the human pain of change. It is this insensitivity to people’s feelings that not only prevents the change but destroys morale and loyalty in the process. Currently the Houston Independent School District is undergoing significant changes throughout the organization. The district’s goal is to become the first school district in the nation to close its’ achievement gap. The need for change is clear and compelling.
Some of the reasons diversity training does not work well in organizations are outlined below. If your organization's initiative did not do as well as you expected, assess whether your training was affected by any of the following: Poor Timing. The training may have come at a time when employees were preoccupied with more urgent priorities. Stress, because of downsizing and the accompanying fear of job loss, increased workload, or a specific conflict or negotiation with a union might have been much more critical. During such periods, staff is usually functioning at the survival level on Maslow's hierarchy and diversity may not even be a blip on their radar screen, hence their irritation that time and resources are taken up with training.
336). It is up to the leader of a virtual team to choose the correct communication medium or combination of communication mediums to quickly and effectively resolve issues that are causing low morale amongst the team members. The team has been successful but James Dion is sowing disharmony by complaining about work related issues and issues that are not related to work. The manager should send James an email and let him know that he is doing an amazing job on team projects. He must find out what is going on and ask him why he is complaining about work related issues and issues not related to work.
The three attributes that I saw I needed to improve on when I was working on my self assessment worksheet where, commitment, communication, and adaptability. Adaptability is something that i have struggled with for a long time. When a plan changes or I am caught off guard with something new, I feel overwhelmed and start to freak out. There are a couple things I believe that I should do to help this problem. First, I should not freak out because that does not help the situation at all and it just stresses me and the people around me out.