Is trust and accountability part of the culture of your team? If not you may find some ideas on how to make some positive changes
in this article to reduce conflict in the workplace. If trust and accountability already exist on your team, I hope that you will send me your best practices.
The following are 2 of the most common “issues” that I hear from my clients: How to coach others to…
- Take Ownership or
- Accept Responsibility
Good coaching and leadership help employees understand these 2 important concepts. Ownership means “state of fact of being an owner.” Responsibility means “the fact of being answerable or accountable for something within one’s power, control, or management.”
Combine the two together and we will have a strong individual who acknowledges mistakes and doesn’t blame others. What a concept! 🙂
Below is a resource that I share with my clients in our Coaching Programs. It includes easy ways to set expectations and discuss responsibility.
Promote self-awareness
Ask for a self-assessment.
- How do you think you are doing?
Encourage deeper reflection
Ask open-ended questions.
- Tell me more about that.
- What makes you feel that way?
Deliver a reflective statement.
- So you’re saying that…
Promote understanding of strengths
- What do you think has gone well?
Reinforce specific effective behaviors
Use a “you” message:
- Let me share my observations on which you did very well.
Describe the area to be discussed.
Mention several effective behaviors.
Redirect specific ineffective behaviors
Use an “I” message:
- In the area of ____, I observed that…
Describe factually what you saw.
- I’d like to see more of…less of…
Say what could be done differently.
Describe the ideal performance.
- The ideal would be to…
State why it should be done differently
Describe the positive impact or benefit of the change in behavior.
- This will result in…
Create an action plan together
To improve performance, conduct, or attitude.
- What can be done going forward?
Agree on desired results
- The goal is…
Agree upon progress checks and dates
How should we check progress?
Define consequences (good and bad)
- If there’s improvement, _______.
- If not, _______.
Verify understanding and commitment.
- To make sure we’re on the same page, could you recap what you believe is expected?
- Do I have your commitment?
Want to share or use this Article in Your Newsletter or on Your Website?
Of course! You are welcome to print this, and any other articles we send, if you use the following byline:
A recognized expert on Resolving Conflict in the Workplace, Joyce Weiss, M.A., CSP is an author, accountability coach, and a Certified Speaking Professional. To book Joyce to speak at your event or company call: 800.713.1926 or email: Joyce@JoyceWeiss.com
Visit her website at JoyceWeiss.com to sign up for your own FREE video series and Communicate with Impact Weekly to Resolve Conflict in the Workplace.
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Please send me any comments that you may have about this article. Hit the link at the end of this post to share your ideas or questions. Loyal readers like you help us find more people who could benefit from these posts to reduce conflict at the workplace and home. There may be someone in your life who is feeling stressed out…who could benefit from the inspiration and knowledge on improving their working condition or home life.
Until next time,
This is Joyce Weiss, Business Conflict Resolution Consultant
I help people become top level leaders who get GREAT results.
How do I do this?
I teach them to tackle the tough conversations with bullies and negative people to build employee engagement, accountability, and rock star performance…
The Result? My clients get a better night’s sleep!
Feel free to call me concerning your own team/executive retreats, workshops, on line professional growth coaching, and keynote speeches.
Remember…You Get What YOU Tolerate!
See YOU Next Week.
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