Michael (Mike) A. Gregory’s Post

❓Are you noticing more interpersonal tension or conflict in your teams? When people are under pressure or facing uncertainty and change, interpersonal tension and conflict can increase within and across teams. Why? ➡️ People don’t have their normal energy reserves to adapt and be versatile in their communication style preferences. ➡️They are spending all of their energy on managing the additional overwhelm and pressure so it is easy to revert back to responding to others only from their perspective. ➡️They can also become frustrated when others communicate in ways that don’t meet their own communication needs. Perhaps you’ve found this? When this is happening, Social Style really comes into its own. ➡️It builds awareness of individual style and needs. ➡️It reminds people how to build and utilise the skill of versatility. Allowing them to more easily adapt to others styles under pressure and return to more productive, respectful and harmonious interpersonal relationships and teams. If you are noticing an increase in interpersonal tension or conflict in your teams when they are under pressure or facing change and uncertainty, talk to me about running a Collaboration workshop, focused on Social Style. I’m accredited by Tracom to teach Social Style and it is one of my most favourite tools to share. It’s simple to understand and easy to identify adaptations you can make to improve interpersonal relationships. Workshops can be in person or online, and can be delivered in 2 hours or under. Easy to fit into busy schedules.  I have opened up dates for July and August and would love to support you and your teams to create a more collaborative and positive team culture, no matter what is happening around them. To find out more: 👉 message me 👉check out my services page on Linked In 👉 email me at [email protected] 👉book at 30 minute meeting using the “book an appointment” link in my profile

🌟 Navigating Team Conflict: Turning Challenges into Opportunities 🌟 Hey LinkedIn community! Today, let's dive into a topic that's all too familiar in the workplace: team conflict. 🤔💥 Conflict is a natural part of any team dynamic, but it's how we handle it that truly matters. Here are a few strategies I've found helpful when navigating those stormy waters: 1. Open Communication: Encourage team members to express their thoughts and feelings openly and respectfully. Sometimes, just having a safe space to voice concerns can lead to resolution. 2. Active Listening: Practice active listening skills to truly understand where each team member is coming from. Empathy goes a long way in diffusing tensions and finding common ground. 3. Seeking Understanding: Take the time to explore the root causes of the conflict. Is it a misunderstanding, differing perspectives, or something deeper? Understanding the underlying issues can help address them more effectively. 4. Collaborative Problem-Solving: Instead of focusing on assigning blame, shift the focus towards finding solutions together. Brainstorm ideas, weigh the pros and cons, and work towards a resolution that satisfies everyone involved. 5. Mediation and Facilitation: In cases where conflicts escalate, consider bringing in a neutral third party to facilitate discussions and help find a resolution that is acceptable to all parties. Remember, conflict doesn't have to be a roadblock; it can be an opportunity for growth and strengthening relationships within the team. By embracing open communication, empathy, and collaboration, we can navigate conflicts with grace and emerge stronger than ever before. 💪💬 What are some strategies you've used to manage team conflict? Let's share our insights and learn from each other in the comments below! #TeamConflict #ConflictResolution #CommunicationSkills #LeadershipDevelopment #LinkedInCommunity

Do you have a love-hate relationship with meetings? Sometimes they can be so productive and leave you feeling able to conquer anything, other times they even hamper your motivation and would have been better sent as an email. Such an interesting article here! When conducted effectively, meetings can be a vital tool for coordination, cohesion, teamwork, communication and inclusion. #meetings #effective #communication #business

Usually, the words #Coordination #Cooperation #Collaboration are used to describe teamwork. But they don't mean the same thing, and by using these words interchangeably, we dilute their meaning and diminish their potential to create a powerful workspace. The word collaboration is recently used as an important word in news and media. Yahoo CEO Marissa Mayer says of her decision about her employees: To become the best place to work, communicate and collaborate, we need to work side by side. Mayer believes that when we have better and closer relationships with each other, we can work better. This bonding happens more easily when there is face-to-face communication. Coordination and cooperation are essential for effective and efficient work. Some research shows that face-to-face communication makes a big difference. Mayer's decision may create better teamwork based on cooperation, communication, and coordination, but it will not create partnership unless Mrs. Mayer creates its culture. definitions: - Coordination: Sharing information and resources so that each party can fulfill its role in supporting a mutual goal. Coordination in teamwork is in the execution of the plan (arriving at a joint activity), the important thing is that it does not create anything new. Coordination serves the purpose, but is not sufficient for cooperation. When things cannot be done alone, coordination is necessary. - Cooperation: It is mentioned in a place that people use their resources and information for each other's goal and only share the final goal. In this case, the result is to build something newer and better. Participation is used in separate activities that converge to common outcomes and produce fully comprehensible results. - Collaboration: Working together to create something new, with a common vision and goal. The key is trying to create something new impersonally, and what keeps them together as a team is a common goal and vision. Collaboration is necessary when dealing with unknown and different viewpoints. All three models are aspects of teamwork, but they are different. #Development_of_management_skills #توسعه_مهارتهای_مدیریتی https://lnkd.in/gCrU8XtM Telegram: @management4you

It is not uncommon for a simple disagreement in a meeting to escalate into a heated argument, leading to frustration and demoralization among the participants. This is particularly concerning in remote meetings, where picking up on facial expressions and body language cues may be difficult. Technical issues and other impediments can further complicate the resolution of such conflicts. If left unaddressed, these conflicts can have far-reaching consequences, negatively impacting team morale, productivity, and collaboration. Our insightful piece covers key aspects of ► virtual team dynamics, ► efficient meeting planning, ► early warning signs to look out for, and ► practical strategies for resolving conflicts A must read 👓 #conflictresolution #remotework #virtualmeetings #disagreement #leadershipchallenges #managerdevelopment #meetingplanners #leaders #resolution #communicationskills #teamdynamics #moraleboost

Collaboration is a practice, Kick Assers, not a perfect. I’m in the middle of this practice as we speak. As my partner and I move in together, I’m noticing more about how I’m struggling with this challenging soft skill. I have noticed moments where we both come in hot about having to adapt for the benefit of our collaborative partnership. For me, this feels like I puff up, dig in and get rigid. If I’m not aware, I can get completely pulled out of alignment in these moments. What are the soft skills I reach for that make collaboration more manageable? A big one I’m leaning into right now is compassion. I have to practice self compassion when I’m collaborating because I know if I’ve got skin in the game, and when it comes to collaboration we all do, I’ll have times where I won’t want to give in or let go or reconsider. That’s how our brains work. Remembering that I’ll have moments when my fight or flight will kick in and finding the peaceful middle ground will feel like a distant shore compared to standing my ground or shutting down, allows me to have compassion for myself when I get commandeered by my limbic system. Sometimes the peaceful middle ground will feel like a distant dream in moments when fight or flight kicks in and my immediate response is to stand my ground or shut down. I try to remember to have grace and compassion with myself in these moments when I get commandeered by my limbic system. We certainly can’t be perfect all the time, if at all. I’m also practicing compassion toward my partner. I’m reminding myself that this is vulnerable for her, too. I’m taking breaths and reminding myself of her perspective, which allows me to stay out of judgment more often, affecting more positive outcomes between us. I’m also reaching for persistence and resilience, also known as circling back. What do all the most successful collaborations have in common? They didn’t give up, they listened, learned and adapted. As my girlfriend and I begin this next chapter together, we’ve had tense moments. We’ve had moments where we’ve had to take a break and get some space. How do we get through it? We circle back. The circle back allows us to return to each other refreshed and better able to speak our needs and hear one another with greater clarity. This is what collaboration is about. Curious to learn what a soft skills practice centered in collaboration can look like for you? Click the link in our bio and let’s schedule a time to chat! #AllHandsIn #softskills #collaboration #april #kickassers #kickass #yougotthis

Collaboration. Last week Alyson Keller (PCC, ICF) and I met with a possible Client. We met with this team in a cafe to chat and get to know each other a little. Prior to this we had ran a PERILL diagnostic however we agreed to pull back from this and build our connection first. Connection is everything, if we are disconnected or semi connected, how can we build anything with confidence on such foundations? In this hour together, Alyson and I were modelling collaboration. It was our first such meeting. An initial foray in to a new landscape. Observing. Listening. Sharing. We were lead / lagging, like on the road cycle peloton. Feeling our way forward to a sense of motion and flow. We definitely learned more about each other in this conversation too. The team would be all eyes and ears here. Antennae up, tuning in. Their inner narrative firing. Their thoughts gathering. Asking, perhaps - Who are these two people, exactly, Alyson and Chris? - Can we feel safe with them? - I wonder what else they have in the locker. Then, inwardly.. - Is collaboration relevant at all to us? - Assuming it is, what do we do well, and what could we improve on? The heart of collaboration, for me, is connection and learning as per video Alyson posted today. It being open to learning. So often we build inner walls of defence around knowledge, expertise. Resisting vulnerability to listen to others and learn. With collaboration too it is recognising who is good at what and enabling them in this space. Backfilling other areas with your partner or co team workers strengths. None of us have universal strengths, to believe so is fallacy. I am not a great details person for example, preferring front end thinking. If you or your team are looking at new ways of thinking to build your team, reach out to Alyson Keller (PCC, ICF) and I for a conversation. We can guarantee a curious conversation which is the first step. What do you think? #collaboration #teamcoaching

I was asked to answer what to do when a boss is undermining you with team facilitation (and posted it here by accident, but here goes!): It is no fun to navigate office dynamics! First consider this: is it a pattern or a one-time occurrence? Patterns are worth addressing, but if your boss doesn’t normally undermine you then it may not be worth addressing. If it is a pattern, the first step is to try and understand WHY. Why is your boss undermining you? Is it possible they aren't aware of it? Maybe there are different expectations or it was just a miscommunication. They may not even be doing it intentionally. I would schedule a one-on-one with your boss to talk about it. It's vital that you discuss without bringing in accusations or assumptions. Use "I" statements as opposed to "you" statements. It'll keep your boss from being defensive and maintains a sort of neutrality. Share what your experience has been, ask for feedback, and define the roles clearly to ensure you're on the same page. But you can't do this without trust. Trust brings dysfunction to a team, and trust begins with you. It is much easier to navigate conflict when there is a level of trust with your boss. (Trust DOES need to be earned, but it goes a long way to give the benefit of the doubt as a default). You've got this!

The “Closed Laptop Rule” was implemented by a senior executive to cultivate undivided attention and active engagement in meetings. This seemingly modest adjustment brought about a profound shift in the quality of discussions, fostering a more productive, collaborative atmosphere. It set a new standard of respect, emphasizing the importance of mindful presence in professional interactions. Moral: Demonstrating focused presence in meetings conveys respect and lays the groundwork for stronger, more meaningful connections. #FocusedPresence #EngageFully #MindfulMeetings #RespectInTheRoom #ProductiveMeetings #ProfessionalEtiquette #CollaborativeCulture #IntentionalLeadership #ActiveListening #BuildingConnections

1:1 meetings are a popular tool for feedback and communication within teams. But are they always effective? Let’s take a look at the pros and cons, and the potential pitfalls to watch out for. 🔹 Pros of 1:1 Meetings: Improved communication: A chance for open, honest discussions without the presence of others. Motivation and support: Regular meetings show employees that their contributions are valued. Problem-solving: Challenges can be identified early and addressed quickly. Individual growth: Discussing career goals and development plans for team members. 🔹 Cons of 1:1 Meetings: Time-consuming: For large teams, regular 1:1s can take up a significant amount of time. Reluctance to open up: Not all employees feel comfortable sharing difficulties in a one-on-one setting. Lack of preparation: Without a clear agenda, the meeting may not produce meaningful results. 🔹 Pitfalls to Watch Out for: Unclear goals: It’s essential to have a structured agenda for each meeting. Frequency imbalance: Too frequent or too infrequent meetings can hurt effectiveness. Feedback: 1:1s are a two-way process. Without feedback, the meeting will lose its impact. ✨ How to make 1:1 Meetings more effective? Have clear goals for each meeting. Create a safe space for open conversations. Leave time for feedback and personal development. 💬 How do you organize 1:1 meetings in your team? What tips have helped you make them more effective? Share your experiences in the comments!