))
018 | When Leaders Gossip in Your Organisation - Your Role as a Fellow Leader
Fetch error
Hmmm there seems to be a problem fetching this series right now.
Last successful fetch was on July 16, 2024 04:08 (
What now? This series will be checked again in the next hour. If you believe it should be working, please verify the publisher's feed link below is valid and includes actual episode links. You can contact support to request the feed be immediately fetched.
Manage episode 423023108 series 3566456
Treść dostarczona przez Rika Whelan | Workplace Gossip Strategist. Cała zawartość podcastów, w tym odcinki, grafika i opisy podcastów, jest przesyłana i udostępniana bezpośrednio przez Rika Whelan | Workplace Gossip Strategist lub jego partnera na platformie podcastów. Jeśli uważasz, że ktoś wykorzystuje Twoje dzieło chronione prawem autorskim bez Twojej zgody, możesz postępować zgodnie z procedurą opisaną tutaj https://pl.player.fm/legal.
What should you do when one of your employees are not actually the problem at work, but rather a fellow leader or even your line manager or 2-up?
In this episode, I'll discuss my first-hand experience of dealing with a situation like this with you and suggest some ways that you can go about solving this problem.
Being in a leadership role can be tough. We have multiple different challenges every single day and problems that we have to solve. We're also pushed out of our comfort zone often!
One of those uncomfortable situations, could be having a crucial or tough conversation with someone.
We often avoid having tough conversations because we don't know how the other person is going to react.
But their reaction is on them... it's not your responsibility. What you can control and what is your responsibility is your actions, your words and controlling your emotions.
1. Make an appointment to speak with this person
2. Prepare well, write down some key words or phrases that you can take with you (in case you freeze up)
3. Approach the person calmly, instead of going in guns blazing ready to defend and attack.
4. Address the issue as a collective issue, saying that you are concerned for the gossip culture and that other employees are worried as well.
5. If they get defensive, state the facts. Stick to the facts and do not take it personal. It's personal to them, not to you.
6. Follow up after the meeting
7. Get other leaders, line managers involved and committed to a gossip-free environment.
Mentioned in the Episode
John Maxwell - 360° Leadership (from Amazon)
Join the Community
Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip
Let's Connect
Have your question featured on the podcast
23 odcinków
Udostępnij
