Letting others take responsiblity for solving the problem

Letting others take responsiblity for solving the problem

When we explicitly or implicitly give others the responsibility to solve a mutual problem, we are removing ourselves from the process and diminishing our voice. With time, it then becomes harder to contribute to the discussion or the solution and inevitably we become silent. Without assertively sharing the responsibility for joint problem solving, we leave […]

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Analysing, judging and criticising

Analysing, judging and criticising

Western Culture seems notorious for analysing, judging and criticising others and not oneself. Is this because it is the new socially accepted mode of conversation, a form of idle chatter, or is it done to make ourselves feel better by putting others down and being able to congratulate ourselves on being such good judges of […]

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Have your policies and training sessions on bullying, harassment and discrimination been updated?

Say_no_to_bullying

Recently, the Victorian Government passed legislation that now means the act of bullying can be viewed as a criminal offence. Employees convicted of bullying could be ordered jail terms of up to 10 years. In conjunction with this, Worksafe can still prosecute the employee, manager,company director and/or company owner/s for bullying and/or vicarious liability and fines […]

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Active listening

Active listening

A recent blog by Team Management Systems likened active listening to playing the game of ‘Chinese Whispers’. Even when the starting person initiates the game with a simple, short sentence and distractions are kept to a minimum in a quiet room – the end person still doesn’t always get the complete and accurate message as […]

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Critical conversations?

Critical conversations

Much has been said about conversations being critical, courageous and difficult. Every conversation is critical in building workplace relationships, improving productivity, engagement, retention etc. Having constructive conversation skills means that no conversation should be difficult or take courage to initiate or respond. Aim for a constructive interaction with colleagues – everytime.

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The cost of public rebuke

The cost of public rebuke

Catherine Gillespie, Director of Workplace Conflict Resolution, was asked in Feb 2011 to provide comment to ‘hrdaily’ on a case where a business coach had been accused of publicly rebuke a staff member within a team being coached. Follow this link to read the tribunal ruling, outcomes, and Catherine’s comments of caution and preferred approaches.

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Hints for negotiation

Hints for negotiation

Read about the important steps you should be taking when preparing for your next negotiation – even if that is just a meeting with a colleague where you must put forward your ideas and win their approval. These steps are covered in the article written by Workplace Conflict Resolution and published by ‘hrdaily‘ in July […]

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