How To Leverage Conflict To Generate Employee Innovation

How To Leverage Conflict To Generate Employee InnovationHow To Leverage Conflict To Generate Employee InnovationHow To Leverage Conflict To Generate Employee Innovation Van SlykeOn the surface, you work for a congenial organization where people are polite, friendly and rarely disagree. But try to create change and you are met with resistance, delays, confusion, or even sabotage.The style of yur work environment may be less a reflection of intent and more a reflection of capability. It may be that yur team, colleagues or leaders are not applying the skills to leverage conflict as a tool to build relationships and generate employee engagement.While changing your companys culture may be more than you can tackle alone, you can change the dynamic of your individual relationships. This is done by modeling three behaviors that encourage the employee innovation, collaboration, and creativity that come from constructive disagreements listen, confront, and collaborate.1. Listen.When trying to introduce organizational change, the first step we often take is to spell out the logic and reasoning that supports our ideas and solutions. When others remain unmoved, we usually try harder to convince them by repeating the message, selling the benefits, persuading, or using charm. At our worst, we argue, manipulate, sulk, or withdraw from the interaction.When we use these behaviors, change often proves time-consuming and frustrating, and the process is delayed or derailed. The bottom line? The more we try to sell our point of view, the more everyone walks away from the interaction thinking, Why dont they listen to me?Exactly. Listening is the key to drawing people out, maintaining conflict at the right intensity and ultimately, to creating effective and well-timed solutions. Only after we have listened to others will they want to listen to us. Only after they feel understood will they want to understand and be influenced by us.Often, the reason others dont go beyond polite head-no dding is because they dont feel they will be heard. By seeking first to identify and understand the needs and interests of others even if it comes out as a complaint or problem we create an environment that increases the chances we will get their point of view on the table. Only then can we uncover the criteria to create solutions that are satisfactory to everyone involved.It requires that you not only listen to whats said, but also whats not said body language, word choice and tone. Thats where you find clues to what they are feeling and thinking. When you reflect back to them what you see and what you suspect, it not only helps them feel understood, it is an initial, gentle way to . . .2.Confront. A second critical skill required to model the behaviors of constructive conflict is confrontation. One of the more significant reasons conflicts become destructive is because we avoid them.In order to receive the benefits of conflict, however, we sometimes have to create it. At minimu m we have to draw out the disagreement we suspect may exist beneath the surface.Confrontation forces issues to the surface and generates dialogue. Constructive confrontation communicates the problem, but also demonstrates our continued desire to listen to the other party. By engaging in face-to-face interaction, we demonstrate mutual respect, the willingness to explore new ideas and a commitment to agenda-free resolution.Confrontation can be as simple as saying, Im sensing . . . or, Whats on your mind? Even then, it requires courage because you might hear something you dont want to hear. For confronting to stay constructive, you have to accept that their thoughts have validity.And that requires that you to listen . . . patiently . . . and work to understand the concerns beyond the words.3.Collaborate. Finally, constructive conflict requires that you maintain a focus on collaborative problem-solving. This process ensures that both parties in a conflict benefit from the interaction. Y ou can model this win-win thinking by not rushing to a compromise solution just to move forward. Insist on solutions that all parties find satisfactory and are committed to implementing. Collaboration recognizes that constructive resolution is not about your way or my way. It is about a better way.Individuals who model collaborative behavior communicate openly and refuse to accept limitations of individual needs. These individuals help colleagues search for the underlying common goals that demonstrate how everyone is an important contributor and critical to final solutions.Collaborative people also are adept at redefining problems in ways that compel others to participate. They do so by tapping into the individual motivators that make everyone feel understood and critical for success. A collaborative focus considers both objective business interests as well as the often overlooked emotional needs required for buy-in and commitment.By using listening and confrontation you can create an atmosphere of open communication and trust within your company culture.When coupled with a focus on collaborative problem-solving, you help others seek solutions that will satisfy themselves while simultaneously satisfying others. Together these tools will enhance your interactions and lead to more employee innovation in the workplace.Author BioErik Van Slyke is the managing director of Solleva Group, a change management consulting firm, and the author of Listening to Conflict (AMACOM, 2009).

Why it matters that more athletes are talking about their mental health

Why it matters that more athletes are talking about their mental healthWhy it matters that more athletes are talking about their mental healthThe great basketball writer Jackie MacMullan recently stood at the front of a hotel ballroom in Tampa taking questions after collecting a career achievement award from the Association for Women in Sports Media.I was in the audience that day. Initially, the questions focused on her early days in basketball as a reporter. But then someone brought up a series of stories MacMullan had written for ESPN last summer on NBA players mental health problems. MacMullan called it probably the most important thing Ive ever done, and a nearly 10-minute discussion followed.The package featured All-Stars Kevin Love and Paul Pierce, among others, discussing their struggles with depression and anxiety. Other big names backed out at the last minute, concerned about the stigma of mental illness and whether it might hurt their ability to land a good contract in free agency, a point MacMullan emphasized when we spoke after the session ended. She said a league source called the problem rampant.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIts not just the NBA where athletes struggles with mental health are under scrutiny, either. As the director of the John Curley Center for Sports Journalism at Penn State University, Ive noticed that mental health and sports is a topic gaining attention among athletes and the journalists who cover them.Wanting to explore why its happening now and why it matters, I talked to some experts in the field.Pro athletes are particularly susceptibleListing every publicly known example of an athlete dealing with a mental health issue would be a tough task, but its clear that neither the particular sport nor an athletes gender makes someone immune.Michael Phelps a swimmer with more medals than anyone in Olympic history has spoke n candidly for years about his struggles with depression. Longtime NFL receiver Brandon Marshall has gone public with his mental health issues, as has 2012 Olympic silver medalist in high jump Brigetta Barrett. Fox Sports has written about the frequency of eating disorders among female college athletes.Experts I spoke with for this story pointed to a couple of reasons professional athletes are particularly susceptible to mental health issues.Many are high-achieving perfectionists, said David Yukelson, the retired director of sports psychology services for Penn State Athletics and a past president of the Association for Applied Sports Psychology.Thats great when it all comes together in victory or a terrific performance, but the toll of perfectionism can be tough when the results dont match an athletes own expectations, Yukelson said.Playing sports in the age of anxietyThe visibility of todays elite athletes exacerbates the pressure.Scott Goldman, president-elect of the Association f or Applied Sport Psychology, told me its hard for fans to understand what its like to constantly be in the spotlight. He recalled watching a pro football player prepare to run onto the field and wonder aloud whether anyone else in the building had people howling at them when they went to work.Add social media to the mix, and all the armchair experts that brings to any sports discussion. Earlier this year, NBA Commissioner Adam Silver told the MIT Sloan Sports Analytics Conference We are living in a time of anxiety. I think its a direct result of social media. A lot of players are unhappy.The NBA has responded to the problem with a series of initiatives designed to help players cultivate mental wellness. Beyond compassion, the efforts make business sense Happier players lead to better-performing players, which leads to more wins.Attention to mental health issues in sports also seems to be on the uptick in the United Kingdom, said Professor Matthew Smith, a historian at the University of Strathclyde in Glasgow. Smith, whose research focuses on medicine and mental health, has been tracking sports-mental health articles on the BBC for the last couple of years and noted the count recently topped 100 stories.He highlighted the suicide of Wales national mens soccer team manager Gary Speed in 2011 as a watershed moment that catalyzed the countrys awareness and that totenstill makes headlines.Fast forward to this May, when Englands Football Association revealed a campaign to show that mental fitness is just as important as physical fitness, with Prince William making the public announcement.Takeaways for athletes and fansBack in the United States, some wonder whether athletes are opening up about mental health issues because rates of such problems are rising among young adults, or if its simply become more acceptable to talk about the issue.Yukelson said times certainly have changed from the 20th century, when athletes were expected to absorb every setback and insult o n their own. Theres more support now. The Association for Applied Sport Psychology, a group for sport psychology consultants and professionals who work with athletes, coaches and nonsport performers, was founded only in 1985. It now has 2,200 members worldwide, according to Emily Schoenbaechler, the groups certification and communications manager.Goldman, meanwhile, compared the situation to not knowing you have a cockroach problem until you turn on a light. In other words, drawing attention to an issue makes more people aware it exists.But its also true that nearly one in five American adults has a mental illness, according to the National Institute of Mental Health. Thats more than 46 million people.Both Goldman and Yukelson noted that only good things can come from athletes opening up about the issue. The more athletes talk, the more fans might feel inspired to seek help on their own.The National Alliance on Mental Illness lists talking openly about mental health as the first way to reduce stigma. And an early advocate for speaking out about players mental health, Metta World Peace who changed his name from Ron Artest in 2011 notes that when he first talked about his struggles, the media thought he was crazy. Now the default is to call for getting the athlete some help, he says.It all points to changing attitudes in sports and society.Or as Phelps put it in a recent tweet, getting help is a sign of strength, not weakness.John Affleck, Knight Chair in Sports Journalism and Society, Pennsylvania State UniversityThis article is republished from The Conversation under a Creative Commons license. Read the original article.

What Extraverted Job Seekers Can Learn from Introverts

What Extraverted Job Seekers Can Learn from IntrovertsWhat Extraverted Job Seekers Can Learn from Introverts5Extraverts are often assumed to have an advantage in the workplace over introverts, since they may seem mora outgoing and socially confident. These traits, which are classically considered extraverted, can serve job seekers as well. But even the most extraverted job seekers can benefit from following the lead of introverts to build rapport and cultivate trust with professional networks and hiring committees alike.Heres what extraverted job seekers can learn from introverts during a job searchTry quality networking instead of quantity networking.Introverts know a secret that has been validated by research networking more widely- having more Facebook friends, and growing your list of contacts ever-larger- isnt what leads to landing a job. Instead, as reported in Psychology Today Getting a job is about the quality and diversity of the relationships you build, not the number of pe ople you contact or the number of times you reach out to them.The key is creating and building true connections with people- connections that help other people feel positive emotions. Studies of work kollektivs actually show that while extraverts may feel more positive emotions themselves than introverts do, this doesnt translate into others feeling good. With this in mind, extraverts should challenge themselves to up their game in the networking department, with a goal of creating closer bonds by helping to deliver quality experiences for other people.Use active listening during interviews.If you think of an extravert, your first image may be of someone who loves center stage. This can be a big benefit during a job interview in terms of comfort level, since extraverts arent intimidated by the spotlight thats turned on them during the QA. However, theres a caveat to loving the limelight you need to be sure that you dont take it too far and neglect the other people in the conversati on.Introverts know that listening to others- and truly understanding what they are saying- is critical to successful communication. Even though youre the one being interviewed, you want to make it clear that youre listening actively to what the hiring team is asking you. To help improve your active listening skills, you might want to bring pen and paper to your interview to jot down key points that others are saying when they speak. If youre so busy thinking about what youre going to say next that you miss half of the question, your answer wont be impressive.Replace thinking on your feet with thinking it through.Extraverts are often credited with a natural ability to think on the fly, not needing quiet time to formulate a response but instead being able to answer articulately right off the cuff. But dont think too fast- introverts know the advantage of mulling ideas over before they speak. When an interviewer asks you a question, dont just fire off the first thing that comes to mind . Take a moment to consider the question and choose the best approach to answering it. You might even ask the hiring committee to give you a moment to consider your response before delivering it. This shows the team that youre taking their question seriously and preparing a thoughtful reply.While extraverts may have an easier time initially commanding attention during a job search, introverts just might be better at keeping the attention of decision-makers who count. If you want an extra edge while you look for a new position, take a page from the introverts playbook.Looking for more job search ideas? Check out our job search tips category.

Life, Death and Update Resume

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Lies Youve Been Told About Best Resume Services

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Resume Writing Hlep - Overview

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