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Always room for flexibility to ensure that the balance is restored if the pressure is found to be too high. By making this a topic for discussion, it also becomes easier for people to approach their manager. This way, action can be taken earlier. Rubber ducks follow leader to illustrate leadership 3. From conflict avoidance to healthy discussions Many employees avoid awkward situations and are reluctant to give honest feedback. Trust and openness are needed to break through this. As a leader, you can create.

Establishing ground rules, encouraging executive list everyone to speak up, de-escalating arguments, and asking team members to support their opinions with facts. Leaders should monitor progress through clear plans and timelines. Leaders can support conflict-avoiding employees by coaching them in entering into difficult conversations: Approach the problem, the value and the solution Don't procrastinate Limit yourself to the facts use your words, Assume positive intentions make a plan give and take.

Feel comfortable with the awkward 4. Everyone belongs: be an ally Fearing judgment from others, people may find it difficult to be themselves. This can cause tension and uncertainty and has an effect on their motivation and involvement . According to Bostick and Elton, an antidote is to create a culture in which people dare to be themselves as managers. Then drastic jumps in performance can be achieved, because everyone can focus all their attention on the work. They advise that team leaders, regardless of whether they themselves belong to a traditional minority group, tell at least one story about concealing identity.