Thursday, November 23, 2017

Dealing with Workplace Ego Clashes







When egos clash in the workplace, owners and managers cannot afford to do nothing, because the business is likely to be the ultimate loser. So what is the best way to sort such problems out and why do they happen in the first place?

Ego clashes are nasty, destructive diseases that can harm businesses large and small. Many of us will have witnessed the symptoms. These can include one person deliberately failing to consult a colleague when they should, or failing to include them in group activity at work or after hours.
Sometimes warring factions ignore each other and in the process create an uncomfortable atmosphere for others. At other times they might clash or deliberately talk over each other in meetings. They might secretly seek to undermine their opponent to colleagues. Sometimes things can spill over and get ugly, leading to the unsightly spectacle of workplace shouting matches or worse.
Knowledge is power
Managing personality or ego clashes is something that businesses of all sizes can struggle with, but in small businesses owners may lack the knowledge or experience of how to sort out such problems," says Anthony Sutton, managing director of Lichfield-base which provides HR advice and support to SMEs.
"There isn't one answer to solving the problem; solutions are dictated by the personalities involved and circumstances, but good communication is vital," he stresses.
Regular, open conversations between the owner/manager and staff, during which issues can be raised, can prevent ego clashes happening or spiraling out of control. "An informal, 10-15 minute catch-up each week with staff can be enough," adds Sutton. "Ask employees open questions to find out how they're getting on and listen carefully.
But what if a serious ego clash has already taken place? "Don't ignore it - you must act," Sutton replies. "Explain to the employee or employees that you need to sit down with them and talk about what has happened. You need to listen to events from their perspective.
"Talk as little as possible - it's about allowing the employee to express their views. If the clash has been between you and them, take them aside and ask them why they believe things got to that stage. Avoid talking at them or telling them off - they'll simply get more frustrated or switch off," he warns.
Root of a problem
Sutton says such information is a gift that can enable owners/managers to get to the root of a problem, which can help to resolve any fall-out, prevent it happening again and enable everyone to move forward. "There might be deeper issues," he adds. "For example, an employee might feel unhappy, undervalued or that their opinions are ignored. You or others might have no idea they felt so strongly about an issue, while the cause of their anger or frustration might be wholly unintentional."
If the ego clash is between two employees, Sutton recommends discussing the problem with both individuals separately at first, but he says true resolution can only be gained by all parties meeting and agreeing a solution. "If people have been shouting at each other or ignoring each other, you must make it clear it's not acceptable, because it harms your business."
Differences of opinion are healthy in business, Sutton admits, but it's the way those differences are voiced or acted upon that often causes ego clashes. "If an impasse between two employees is reached, you, the manager, must ultimately make a judgment, and compromise may be required. You should fully explain your decision - which should always be made for sound business reasons.
Destructive influence
"Listening to staff is not a matter of being soft, while bullying them into doing what you want is no way to manage people. If your business is to succeed, your employees should enjoy their jobs and be able to make a valid contribution. People disagree - that's human nature, but differences of opinion can be discussed and resolved sensibly. Minor disagreements should never be allowed to fester or escalate, because ultimately it can prove highly destructive for your business," he concludes.

Friday, November 10, 2017

Think out of the Box Is Outdated

Whenever I hear someone say “think outside the box”, I start to wonder why there is a box in the first place. Personally, I don’t think inside the box, I don’t think outside the box, I don’t even know where the box is!We constrain our self when we box ourselves in. When we do this, we fail to see solutions outside of the status quo. If you have boxed yourself in… simply get rid of the box. For me, Lean Six Sigma helps to remove the box.Think of watching a movie in high definition (HD), can you recall what an image looked like prior to HD television? Similarly, looking at the world through the lens of a Lean Six Sigma Black Belt or Master Black Belt provides us a high-resolution and clear image of a problem.

The "Netflix Effect": How Streaming Data is Changing the Way We Watch Movies

    Have you ever wondered how Netflix decides what to recommend to you? Or how it know which movies are popular and which ones are not? Or ...