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Handle Workplace Conflict among Staff Members

July 15th, 2015

As a manager, the human element of your workplace is one of the most difficult and important things to keep under control. People working in shared spaces or stressful situations, leads to inevitable conflicts – regardless of the employer or the team in place. But it is the manager’s duty to put an end to these conflicts before they start to compromise performance, lead to turnover, and affect recruiting. The next time tempers flare up, turn to the strategies we’ve outlined below.

Make the Limits of Acceptable Behavior Well Known

Often workplace conflicts arise simply because staff members don’t realize they are disrespecting each other. It’s up to you to prevent this confusion before it starts. Make sure that the delegation of authority is clear for all staff members, that people understand the obligations and boundaries of their job description, and that codes of conduct are clearly defined.

Stop Conflicts Before They Start

You spend as much time in the office as the rest of your staff members, and you can probably tell when conflicts are simmering. Take steps to resolve the conflict before it heats up to a boil and you make things easier for everyone. Keep your eyes and ears open during meetings and conversations with staff for any potential points of friction.

Respect All Parties

Even when one party is clearly the offending one in a conflict, don’t immediately place all the fault on their shoulders. That strategy tends to produce bitterness and rarely resolves the underlying causes of the conflict. Listen to all parties in full, and strive for a resolution that leaves everyone involved feeling served rather than punished.

Pick Your Battles Carefully

Conflicts are inevitable, but not all of them require your intervention. Rational minds usually prevail, and often conflicts resolve themselves on their own once staff members have time to cool off. If you step into a conflict that would otherwise naturally run its course you only risk making it worse.

Turn Conflicts into Opportunities

The goal of any conflict resolution process is for all parties involved to feel respected and acknowledged. As a manager, this can prove to be an asset for you. When handled correctly, a conflict can turn into a huge opportunity for team building, innovation, and learning. Whenever you initiate a conflict resolution, make it your goal for your team to come out of it stronger.

The best way to resolve conflicts is to prevent them in the first place. And to do that you need to have a great team on your side. Find candidates with the maturity and professionalism you’re looking for by working with the recruiting experts at The Concorde Group. We place employees in jobs in Westchester and more.

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5 Tips to Develop Yourself Professionally

June 15th, 2015

Want to know the single best way to get better jobs at better companies with higher compensation? Make professional development an ongoing priority. The skills you learn in school and on the job are not enough to keep pace with the rate of change in today’s business world. If you want to stay ahead of the curve and always be an asset, you have to be proactive and dedicate some of your own time to the cause. Here are five tips to help you get more out of your professional development efforts:

Look for Resources

There are tons of available resources to help you develop professionally. Start by finding out if your current employer offers tuition reimbursement, incentives for picking up certifications, or flexible scheduling while you are pursuing schooling. Then expand your search to identify the courses, programs, seminars, conferences, and professional networks that can aid your professional growth.

Join a Professional Organization

One of the primary missions of many professional organizations is to help their members expand their skill sets. These organizations regularly offer opportunities for members to interact, collaborate, and exchange training. Joining one or more of these organizations provides you with a lot of valuable assets and can give your professional development efforts more form and function than they would have otherwise.

Accept New Challenges

You can do a lot to develop yourself professionally by simply accepting new types of assignments at work. Let your boss know about your intentions and he will be much more likely to accommodate you. Not only does this help you pick up new skills and insights, it also helps improve your standing at your current job and highlights your professional ambitions.

Create a Plan

Since professional development is ongoing, it helps to be systematic about it so that you stay on course. Create a plan for yourself that lists your professional goals in a year, three years, five years, 10 years and so on. Then assign yourself benchmarks, and plan out the steps you will take at each interval to make sure you are on track to reach the next one. Make sure you regularly review this plan, track your progress, and avoid making compromises.

Take on a Mentor

Professional mentors take many forms. It could be someone who had an identical job to yours, a related job, or simply someone who had a successful career. In any form, they can give you guidance and advice based on their own experience. They can also offer you a valuable outsider perspective on your own career, and hold you accountable when mistakes or setbacks occur.

Professional development is step one. Capitalizing on it is step two. When are ready to make the most of the time and effort you’ve put in, contact The Concorde Group.

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Become a Better Leader: Avoid These Mistakes

May 15th, 2015

Being a great leader is not about being perfect. In fact, many would argue that you need to try and fail a few times, if not a few dozen times, to qualify yourself to lead. That being said, there is nothing wrong with learning from the mistakes of others before you make them yourself. With that in mind, we’ve put together a list of common mistakes that leaders make so you can hopefully avoid making them too.

  • Taking Everything on Your Own Shoulders – As a leader, it is your responsibility to delegate. That doesn’t mean you hand every responsibility off to someone else, but you need to trust that those around you are capable of getting things done.
  • Failing to Set Goals – For every decision you make, you have a desired outcome in mind. Make sure that your team knows exactly what you want and how you will judge their performance.
  • Relying on Quick Fixes – You are a leader because you are willing to put in the long hours and hard work it takes to accomplish something great. Always resist the urge to fall back on a solution that is too fast or too easy.
  • Communicating Ineffectively – Your team looks to you for direction. If you don’t make yourself clear and accessible, you can’t expect to get the outcomes you require.
  • Repeating Mistakes – Even after reading this post, you are going to make mistakes. Make sure you learn from them so they don’t happen in the future.
  • Refusing to Change – Change is inevitable. It’s your job to forecast it, prepare your team for it, and then react to it before it has a chance to affect you.
  • Cutting Yourself Off – Leaders are also members of teams. Remember to keep yourself accessible to employees at any time, for any reason. If you’re too busy, schedule a meeting for later.
  • Being Too Serious – Work is a serious thing, but that doesn’t mean it has to feel like a jail. Leaders often set the tone for the office, so make sure you inject some fun and humor into it when you can.
  • Withholding Praise – If someone on your team does something great, let them know about it, and think about offering some kind of reward. As the leader, keeping your team motivated is one of your biggest responsibilities.

Being a leader is not easy. But if you approach the position with some self-awareness and a keen sense of what your team needs and when, you can push them to be better than they could be without you. Find more resources to help you get the most out of your staff by partnering with the team at The Concorde Group.

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