Happy employees lead to more productivity. There is no denying that when we feel good, we tend to work with more enthusiasm, and we’re often more efficient and effective. However, sometimes our colleagues need help in honing their skills, and SHG Advisors can work with your team to help them learn how to communicate better, and resolve issues, as well as understand and actually leverage their differences.
Confronting colleagues in the work place is difficult and yet absolutely necessary to create a culture of trust and respect. However, once your team has the tools and expertise to know how to have those difficult conversations, they will be more likely to confront issues head-on in a professional manner that doesn’t cause the recipient to get defensive. It requires the person delivering the news to be direct, honest, constructive and timely. After the Crucial Conversations training, managers often see a reduction in the amount of time they spend coaching their direct reports on how to deal with their peers, thus allowing managers to be more productive.
SHG Advisors recommends offering “Crucial Conversations” as a half-day required professional development training for the entire team, in groups of 10-12 individuals. It is most effective when a separate training is held for managers/leadership. This provides all team members with an opportunity to share real-time experiences and hold open conversations in a safe environment in which they will not be reprimanded. If warranted, it may be helpful to have a follow-up training 4-6 months after the initial training to assess how the team has put the training to practice and discuss challenges they encountered.
Leadership & Management
Sometimes it is helpful to return to the basics and remind managers of how their actions and how they support their team can help them collectively reach their goals. The team has to trust their managers (and vice versa). Building trust within a team requires respect, integrity, common courtesy, humility, empathy, self-awareness and self-control. This two-day hands-on active workshop for up to 15 managers and leaders will review leadership styles, roles of a leader (i.e., teacher, coach, enforcer), exploring opportunities to build trust within the team, using charitable assumptions (i.e., believing the best in one another), and holding people accountable (while still being on their side). Participants will have the opportunity to discuss real-time scenarios and leave with an action plan to apply what they have learned.
For those team members who do not participate in the aforementioned Leadership & Management workshop, it is often beneficial for them to participate in a half-day session (in groups of up to 15 individuals) that reviews charitable assumptions and holding people accountable (while on their side). This ensures that the entire team has benefited from the same training and can thus equally apply those critical tools.
Team members with high performance potential benefit from Executive Coaching when their organization wants to invest in their growth and leadership. SHG offers Executive Coaching and works closely with these individuals to:
- Define/clarify their individual and team goals and associated activities;
- Review execution of ongoing activities to ensure that those actions align with goals;
- Provide guidance on retaining talent;
- Ensure they reinforce a culture that values excellence and constant improvement;
- Exercise relentless, determined leadership focused on inspiring others and producing results.
While every coaching client is different, SHG generally interacts with the individual for one hour per week over a six-month period to help build their skills, reinforce positive actions and new behaviors, as well as address and resolve ongoing challenges. Ultimately, the goal is to ensure that new behaviors are ingrained as habits in these emerging leaders.
Each of the four generations (Traditionalists, Baby Boomers, Generation X and Millennials) in the current workforce has different work styles, strengths and challenges. It is critical to acknowledge the differences of these four generations because their contrasting work and communication styles may lead to negative outcomes such as low morale, lower retention rates, complaints and conflicts, and decreased efficiency. SHG offers a half-day workshop to groups of up to 20 individuals to review the differences between the four generations, discuss potential clashes in style and explore various activities to bridge generations in the workplace.