In an earlier post titled ‘Who Really is the Difficult Conversation For?' I discussed the four stages for ensuring a clear and factual communication exchange that is both productive and constructive. Such a conversation is not just about conveying information, it is also about using the exchange to build…

Collaborative Leadership and LOVE?

I was recently reading an article about the principles of ‘Collaborative Leadership’. The author suggested that “Principled Leadership’ required a leader to be clear about their own values as well as those of the organisation and be able to articulate them. The author then gave examples of the values that they believed embodied the concept of a true leader. These values were listed as:

Collaboration

Group…

Sometimes managing staff can seem like a test of one's skill to be able to delicately walk on eggshells, particularly when one staff member starts making veiled complaints about another.



No manager should dismiss or ignore such comments, avoid the conversation, or offer comments of consolation or agreement (either implicitly or explicitly).



If a staff member makes…

The recent comments made by Eddie McGuire while commentating on the coin toss by Cynthia Banham has had plenty of air time. I question the co-commentators who were laughing and agreeing with Eddie's comments. What is their role as the 'bystander'? We talk about the role of the witness in our bullying and harassment training, we coach staff to speak out and speak up. Mention the phrase: 'The standard you walk past is the standard you accept' and everyone nods in…