Ever wondered what makes great go-to-market leaders grow, even when the going gets tough? We have, too. And we’re on a mission to uncover the magic that makes that growth happen. This is Go-to-Market Magic, the show where we talk to go-to-market leaders and visionaries about the “aha!” moments they experience and the pivotal decisions they’ve made, all in the name of growth. And we’re not just talking about revenue growth that goes up and to the right — we’ll also discuss how they improve th ...
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Konten disediakan oleh Mark Robison and Humane Network. Semua konten podcast termasuk episode, grafik, dan deskripsi podcast diunggah dan disediakan langsung oleh Mark Robison and Humane Network atau mitra platform podcast mereka. Jika Anda yakin seseorang menggunakan karya berhak cipta Anda tanpa izin, Anda dapat mengikuti proses yang dijelaskan di sini https://id.player.fm/legal.
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How to manage staff conflict at your nonprofit - Ep59
MP3•Beranda episode
Manage episode 303974115 series 2794857
Konten disediakan oleh Mark Robison and Humane Network. Semua konten podcast termasuk episode, grafik, dan deskripsi podcast diunggah dan disediakan langsung oleh Mark Robison and Humane Network atau mitra platform podcast mereka. Jika Anda yakin seseorang menggunakan karya berhak cipta Anda tanpa izin, Anda dapat mengikuti proses yang dijelaskan di sini https://id.player.fm/legal.
GUEST: Diane Blankenburg is CEO & Co-Founder of Humane Network. She was Community Programs & Development Director for Nevada Humane Society, Katrina Rescue and Recovery Director for Alley Cat Allies for 2 years, and Network Director for Best Friends Animal Society. MAIN QUESTION: How can leaders and managers handle internal staff conflict better? TAKEAWAYS:
…
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- A leader or manager should get involved with a staff conflict if it starts to get in the way of work getting done, goals of the organization, or team relationships. Consider the consequences of not dealing with the situation.
- The ultimate goal is to find common ground among the individuals concerned that you can then build a solution on.
- Sit down with the individuals involved and try to understand the whole picture, knowing that there may be more going on than just the surface conflict. Don’t make assumptions; ask the people involved what is creating this issue.
- When emotions are high, one way to ratchet down the tension is to show empathy, convey you understand how they feel, and reflect back what you've heard from them.
- Conflict is not something to fear. When differences can be expressed and discussed respectfully, conflict can be a healthy part of an organization’s culture that leads to better brainstorming, plans, solutions, and relationships.
- Conflict can sometimes be prevented by setting clear expectations. Having job descriptions, processes and checklists in place, as well as reinforcing the mission and expectations verbally, can help keep people pulling in the same direction.
- Humane Network (website)
- Leadership recommendation: “How I Manage My Time - 10 Time Management Tips" by Ali Abdaal (video)
69 episode
MP3•Beranda episode
Manage episode 303974115 series 2794857
Konten disediakan oleh Mark Robison and Humane Network. Semua konten podcast termasuk episode, grafik, dan deskripsi podcast diunggah dan disediakan langsung oleh Mark Robison and Humane Network atau mitra platform podcast mereka. Jika Anda yakin seseorang menggunakan karya berhak cipta Anda tanpa izin, Anda dapat mengikuti proses yang dijelaskan di sini https://id.player.fm/legal.
GUEST: Diane Blankenburg is CEO & Co-Founder of Humane Network. She was Community Programs & Development Director for Nevada Humane Society, Katrina Rescue and Recovery Director for Alley Cat Allies for 2 years, and Network Director for Best Friends Animal Society. MAIN QUESTION: How can leaders and managers handle internal staff conflict better? TAKEAWAYS:
…
continue reading
- A leader or manager should get involved with a staff conflict if it starts to get in the way of work getting done, goals of the organization, or team relationships. Consider the consequences of not dealing with the situation.
- The ultimate goal is to find common ground among the individuals concerned that you can then build a solution on.
- Sit down with the individuals involved and try to understand the whole picture, knowing that there may be more going on than just the surface conflict. Don’t make assumptions; ask the people involved what is creating this issue.
- When emotions are high, one way to ratchet down the tension is to show empathy, convey you understand how they feel, and reflect back what you've heard from them.
- Conflict is not something to fear. When differences can be expressed and discussed respectfully, conflict can be a healthy part of an organization’s culture that leads to better brainstorming, plans, solutions, and relationships.
- Conflict can sometimes be prevented by setting clear expectations. Having job descriptions, processes and checklists in place, as well as reinforcing the mission and expectations verbally, can help keep people pulling in the same direction.
- Humane Network (website)
- Leadership recommendation: “How I Manage My Time - 10 Time Management Tips" by Ali Abdaal (video)
69 episode
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