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We spend a lot of time in meetings trying to make decisions on key projects that will move the organization in the direction we’d like it to go. Can you relate? One thing we all have in common is we never have enough time to explore options to make the right decisions. Well, I say that because I believe it’s our lack of willingness to invest the right amount of time up front that sets us back. We tend to settle on consensus rather than collaboration because of a lack of time. It’s almost always better to spend time to get the right answer rather than the fast answer.
Let’s break down the key differences between consensus and collaboration. Consensus comes from the Latin word consentire (to act together). It’s a great example of a word that’s been misused over time. Compromise in reality is often what’s happening. Most people when they hear the word think of something positive or productive. Actually, it’s a way to expedite the process of making a decision by settling for a vote or summary judgment of some kind. When that happens, the ideas on the table cease to be explored and the team is off and running on the decision based on a consensus opinion. Here’s the catch. Read more »
A survey conducted by the Center for Creative Leadership (CCL) found that treating people with respect on a daily basis was rated as one of the most helpful things a leader can do to address conflict or tension. At work, we’re often faced with uncertainty or tension around not only the realities of the workplace, but also our differences in how we deal with those realities. A key challenge for leaders is to establish and build upon respectful relationships in the workplace among multiple groups. Gone are the days when the most common way was to instill fear in the ranks to get respect.
Business hasn’t been great these past few years. You’ve tightened the belt and with scarce competitive prospects, didn’t have to worry so much about losing your best employees. If you did any hiring, you found outstanding employees readily available on the market. However, with profits up and demand expanding, 2011 is simply different. Will you be able to retain your key people when employment opportunities expand too?
Many leaders these days are holding back. They’re being conservative regarding opportunities that could help the organization compete. They’re delaying important decisions. They’re even sticking with the same strategy from last year, even though it hasn’t proven effective. Why? I believe economic conditions, for the most part, drive them to behave this way. If they had options or safety nets, of which there are few out there since unemployment is high, they might take more control of the future. In some cases, leaders simply lack the courage to do what it takes to move the organization ahead. I’d like to share with you some of my thoughts on this topic of courage.
Our final post on this topic provides a tip on how to continue coaching tough employees who are improving their performance.
Think about one of the great coaches you’ve been involved with. This could have been in sports, at work or at home. As you bring this person to mind, think about what you noticed about them that made them great in your point of view. You may have noticed that they were motivational, positive and action-driven. If so, you’re not alone. These are the qualities we look for in coaches.
I recall a turning point in my career in Mexico in late 1996 when I decided to search for ways to “connect” with my team. You see, I was the typical expatriate. I knew what I was doing. I represented the corporate headquarters in Montreal, Canada. It was “our” product that we were moving to a manufacturing facility in Mexico. I had all the answers. After all, I was brought in to teach them how to succeed in manufacturing our products faster, better and less costly. I had to have all the answers, right? Well, this turning point is when I learned an important lesson about 
This fourth post on the topic of difficult discussions focuses on how to recognize and deal with stubborn or indifferent employees.
