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I have an observation (or idea) that I think could really improve __ (insert desired outcome here, e.g. productivity, the customer experience, revenue, morale.) You can do this with your manager too (depending on their receptivity to the earlier steps). Would you be open to talking about it?”
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0:50 – If you’ve ever heard someone say, “I don’t know why you ask my opinion, you’re just going to do what you want anyway,” the tools we cover today will eliminate that morale-sucking complaint. 0:22 – Make your meetings productive, efficient, and something people want to attend.
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That uncertainty can erode your team’s morale and productivity if you don’t address it. So how can you resolve these conflicts, maintain your team’s morale, and your leadership credibility? Your word is only as good as the next person who you want to like you.
T ODAY, change management is an integral part of organizational strategy. In change management, assuming everyone is prepared at the same time to move at the same pace can result in miscommunication, resistance, and disengagement. Conversely, turning a blind eye to these issues only erodes trust and morale.
Successful Working Managers Relentlessly Prioritize, Invest in People, and Delegate “I’m a working manager – not that all managers aren’t working, but I have an enormous pile of my work, besides having to lead my team. What is a working manager? To manage this overwhelm, Mind the M.I.T.
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” I’m thinking about the handful of managers I had over the years who were the epitome of a jerk at work — the bullies who crush courage with their toxic leadership behaviors or who seem to be lacking a moral compass. In Courageous Cultures , I share a story of a well-intentioned manager who was coming across as a bully.
Over time, this technique can: Improve team morale Build stronger relationships at work Increase trust and psychological safety Imagine a workplace where people dont have to raise their voices to be heardwhere conflicts are resolved through understanding, not argument.
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And today, when our manager asked us for our ideas, that credit stealer immediately chimed in and shared MY idea as if it were her own. What a tragic loss of innovation, not to mention the drain on morale and engagement. And this one works great if you have noticed a pattern with your manager taking credit.
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