The message from my website was compelling – a highly respected charity wanted me to speak at their annual conference. There were to be many industry movers and shakers in the room and it would certainly be a good opportunity to make new connections and revive old ones. I knew the person who had made the invitation, we went way back. I also knew that to attend the event would take two days of my time and I wouldn’t be getting paid.
It’s finally happened. You’ve worked hard, delivered your work on time and on budget, you’ve come up with a great initiative or two and now it’s all paid off – you’ve been promoted. But come Monday you’ll be faced with a tricky situation:
How do you manage your former peers and friends?
Here's the thing... A $20 Million science program was jeopardised over whether the bacon should be cooked soft, or crispy, on a particular day of the week when the chef had the morning off. Only, it turned out bacon was just the symptom. As leaders, we need to dig beneath the obvious, beneath the symptoms and find out what's really driving a problem. And THEN act.
How do you approach performance conversations when the other person is suffering with a mental health problem? How do you have difficult conversations and NOT end up with a bullying or harassment challenge? In this post I share:
- Four steps to prepare for a performance conversation with someone suffering a mental health issue
- Eight actions that lead to a bullying allegation against you (and how to avoid them!)
Every once in a while there’s an experience, an episode at work that sticks with you for a long time. Something unrelated occurs, or you smell or see something and you’re instantly catapulted back to a time, a place, a confrontation, an event.
I want to tell you about my little problem with Bourbon and the 3 things I could have done differently.
- How do you have a conversation with a staff member about their body odour?
- What's the best approach when someone's performance is great but their behaviour is poor?
- What do you do when it's a small thing, but it irritates everyone around them?
There's a reason these conversations are referred to as "difficult conversations"! Let's dig in and find out how to tackle them...
Triangles are a toxic bane on organisational cultures everywhere. There are four types of bad triangles: malicious gossip, idle gossip, complaining and answer shopping. In this article we examine the concept of No Triangles and how to put it to work in your workplace.
Extracts from Chapter 11 of Leading on the Edge
Extraordinary stories and leadership insights from the worlds most extreme workplace"
- Understand the game you're in, then play your hand with care
- Trying to share leadership around and bumping into a stagnant culture
- Share all useful information - because information is power
Yesterday saw a fantastically exciting Formula1 race now mired in controversy. One team was fractured. Another strengthened. Emperor penguins in Antarctica are in a similar race to Formula1 team-mates – fight each other when you can, but “take one for the tribe” when it needs you to. So, are you a “Vettel” or a “Rosberg”?
This week the Japanese whalers are all over the news again... The hunt, capture and kill (for "scientific purposes") are all recorded for us courtesy of the Sea Shepherd fleet. Why do they persist in the face of persistent and vociferous international condemnation?? I think I know the answer, and it's got nothing to do with whale meat...