Mastermind Discussion
Best Practices To Improve Team Engagement and Problem Solve Conflicts
EHSQ Community Expert Member
Michael Toebe Conflict Management Care
Tamara Parris EHSQ Professionals
Best Practices to Improve Team Engagement, and Problem Solve Conflicts
Key to Team Success Culture and foundation, thinking and behavior go a long way toward strong, healthy team engagement, managing conflict and driving team success.
A leader that understands this usually holds great influence and can be more persuasive when necessary, which is less often.
Building Team Engagement: Reflective Questions 1. How frequently and skillfully are team ideas being considered, ego regulated, and people working for the greater good, focusing on their specific vital, critical role? 2. Is team success being celebrated on a regular basis? • Are “wins” being acknowledged? 3. Do team members see their unselfish attitude and good work producing team results --- and then being acknowledged for their role in that team success?
Problem Solve Conflicts: Reflective Questions 1.
When conflicts arise, and they do at times, even on the best of teams, what are the problems? 1) the vision 2) improvement 3) people not feeling heard or supported 4) leadership ego
2.
Are conflicts ignored, dismissed or are they engaged in, discussed thoroughly and respectfully, and then problem solved with proposals and counter proposals?
Recommended Best Practices 1.
Clear Objectives and Expectations: Set clear team objectives and expectations for engagement.
2.
Frequent Communication: Communicate often (talking, encouraging and expecting feedback from every voice, listening actively and with empathy and being receptive to learning) in ways felt as respectful by team members. Create an inclusive environment.
3.
Clear Vision and Goals: Focus on and clearly articulate the primary vision and subset visions, primary goals and subset goals.
4.
Emotionally Intelligent Cultural: Create a culture standard of being emotionally intelligent.
5.
Conflict Management Strategy: Have a defined, practiced and applied strategy for conflict management that includes a healthy attitude, actively listen and use a proposal, or counter proposal, after clear diagnosis of the right problem to be solved.
Implementation 1.
Create strategy with a person with conflict management skills as an effective and proactive advantage.
2.
Communicate with your team the strategy, and “why's” behind your decision. Communicate the payoff for the team and the resulting individual benefits (tangible and intangible).
3.
Be secure enough to be reflective of the conflict. Be courageous enough to talk about it. Learn from evaluated experiences. Ask for feedback, encourage and support it on potential critical problems, and listen well and respectfully to learn of possible flaws, oversights or alternative views.
4.
Ask for concise feedback about any possible impediments to implementation, and simultaneously ask them for 1 or 2 concise solutions.
Navigate to community.intelex.com
Access thought leadership insights, EHSQ best practices and resources, Industry current and knowledge events, and Regulatory changes
All in one place.
Contact
Michael Toebe Conflict Management Care 316-650-3242 [email protected] http://www.ConflictManagementCare.com
Established in 1992. An OSHA Co-sponsor
About
EHSQ Software, over a million users Worldwide. Increase customer’s profits and protect goodwill. Peer reviewed as a best managed company.
[email protected] EHSQ Community Thought Leadership Discussion sponsored by Intelex Technologies
EHSQ Community Expert Member
Michael Toebe Conflict Management Care
Tamara Parris EHSQ Professionals
Best Practices to Improve Team Engagement, and Problem Solve Conflicts
Key to Team Success Culture and foundation, thinking and behavior go a long way toward strong, healthy team engagement, managing conflict and driving team success.
A leader that understands this usually holds great influence and can be more persuasive when necessary, which is less often.
Building Team Engagement: Reflective Questions 1. How frequently and skillfully are team ideas being considered, ego regulated, and people working for the greater good, focusing on their specific vital, critical role? 2. Is team success being celebrated on a regular basis? • Are “wins” being acknowledged? 3. Do team members see their unselfish attitude and good work producing team results --- and then being acknowledged for their role in that team success?
Problem Solve Conflicts: Reflective Questions 1.
When conflicts arise, and they do at times, even on the best of teams, what are the problems? 1) the vision 2) improvement 3) people not feeling heard or supported 4) leadership ego
2.
Are conflicts ignored, dismissed or are they engaged in, discussed thoroughly and respectfully, and then problem solved with proposals and counter proposals?
Recommended Best Practices 1.
Clear Objectives and Expectations: Set clear team objectives and expectations for engagement.
2.
Frequent Communication: Communicate often (talking, encouraging and expecting feedback from every voice, listening actively and with empathy and being receptive to learning) in ways felt as respectful by team members. Create an inclusive environment.
3.
Clear Vision and Goals: Focus on and clearly articulate the primary vision and subset visions, primary goals and subset goals.
4.
Emotionally Intelligent Cultural: Create a culture standard of being emotionally intelligent.
5.
Conflict Management Strategy: Have a defined, practiced and applied strategy for conflict management that includes a healthy attitude, actively listen and use a proposal, or counter proposal, after clear diagnosis of the right problem to be solved.
Implementation 1.
Create strategy with a person with conflict management skills as an effective and proactive advantage.
2.
Communicate with your team the strategy, and “why's” behind your decision. Communicate the payoff for the team and the resulting individual benefits (tangible and intangible).
3.
Be secure enough to be reflective of the conflict. Be courageous enough to talk about it. Learn from evaluated experiences. Ask for feedback, encourage and support it on potential critical problems, and listen well and respectfully to learn of possible flaws, oversights or alternative views.
4.
Ask for concise feedback about any possible impediments to implementation, and simultaneously ask them for 1 or 2 concise solutions.
Navigate to community.intelex.com
Access thought leadership insights, EHSQ best practices and resources, Industry current and knowledge events, and Regulatory changes
All in one place.
Contact
Michael Toebe Conflict Management Care 316-650-3242 [email protected] http://www.ConflictManagementCare.com
Established in 1992. An OSHA Co-sponsor
About
EHSQ Software, over a million users Worldwide. Increase customer’s profits and protect goodwill. Peer reviewed as a best managed company.
[email protected] EHSQ Community Thought Leadership Discussion sponsored by Intelex Technologies
