Articles tagged with: Relationship Management

Productive Conflict

Presented by Michelle Braden, CEO on Wednesday, 09 September 2015. Posted in Webinars, All Posts

MSBCoach Conflict Competency Model

 image

DATE: Wednesday, September 09, 2015
TIME: 10:30 AM – 11:30 AM EDT
COST: Free

Conflict is a normal and necessary part of healthy relationships yet is is one of the greatest challenges for most leaders. Some leaders completely avoid conflict at all cost and other leaders embrace it every chance they get ... which in turn, causes people to avoid them. As leaders we must learn to be confident in leading ourselves and others through proper conflict resolution. When a leader mismanages conflict it can harm relationships, break down trust and have long term results on projects… ultimately hitting the bottom line and affecting the entire organization. On the contrary when conflict is handled in a respectful and positive way, it creates the opportunity for the following:

  • growth
  • clarity
  • commitment
  • strengthens the bond between team members
  • increases buy-in

Through learning the skills you need for successful conflict resolution (which includes managing conflicts between your team members as a mediator), you can face disagreements with confidence and keep your personal and professional relationships strong and growing. 

 

 

Giving and Receiving Feedback

Written by Michelle Braden, CEO Posted in Webinars, All Posts

Giving and Receiving Feedback

Have you ever given or received feedback and it did not turn out at all the way you expected? In this webinar we will explore the SBI feedback model. This model is a powerful and useful tool in leadership and life for giving and receiving feedback in a safe manner. SBI is a model designed by the Center for Creative Leadership for self-evaluation and giving feedback to others.

SBI is an acronym that is defined below:

  • Situation: Describe the situation where the observed behavior occurred.
  • Behavior: Describe the person’s behavior (or your behavior) – physical, observable action.
  • Impact: Share with the person (or yourself) the impact of their behavior on you and others present.

There are several ways to engage the SBI model in your leadership. You can use it to observe yourself as a leader, work with your team, colleagues and boss. In this webinar we will take a deeper dive into using the SBI model, discuss how to use it effectively in your leadership.

 

Strategic Transformation: The HOW Matters!

Written by Stasia Rice Posted in Blog, All Posts

Strategic Transformation Series: Post 3

Thanks for joining us again for the third post for the Strategic Transformation Series. In the first two entries we talked about The Strategy and Engagement Connection & To Plan or To Transform? We look forward to your comments and questions as we dive into how strategic planning can not only enhance your company’s bottom line, but the engagement of your employees as well.

True transformation comes down to Intent. If our intention is to truly transform our organization through strategic planning, then that significant intention will require significant action.

Create a Strong Foundation If your last strategic plan is collecting dust on the shelf, let me ask you a few questions:

  1. How organized was the pre-planning? Did you identify stakeholders, decision makers, timelines and milestones?
  2. Was the rest of the organization well informed of this plan? Did you continue to communicate transparently and frequently?
  3. Were the right people involved? Did you have enough diversity of experience, subject matter expertise and perspectives to create a full picture?
  4. What historical information was gathered and provided to the team? Did they know what worked and didn’t work in the past?
  5. Were the leaders of your organization in the right frame of mind and open to thinking big about the possibilities for the future?
  6. Was the team prepared to communicate effectively and deal appropriately with conflict? Was there a designated facilitator?

By answering YES to these questions, we show our intent to create strong foundation for success by HOW we prepare. Important work and we haven’t even started the planning! This important phase of creating cultural preparedness for your organization will help you create that all important buy-in from your teams that you need to have the transformation you desire.

Define the Future

Once you’ve created the foundation, it’s time to get to the business of planning. Here are some things to consider as you create the high level strategy that we are all familiar with.

  1. Is your mission and vision clear? Does everyone have the same understanding and clarity that you need to move forward?
  2. When’s the last time you took inventory of everything that your organization does? You might be surprised how many “I didn’t know we did that…” comments you hear around the room.
  3. Are they the right activities? What would you like to be doing? How would you enhance those activities? What would it take to get there?

Strategy, at its heart, is about great communication. Remember – this intent is that this strategy be something everyone in your organization understands and lives by. Be mindful of the strong foundation and work to develop the goals and objectives collaboratively and interactively through a series of facilitated sessions that draw upon all stakeholders’ input and perspectives.

As you write the plan, keep the messaging clear, concise and actionable. Less is more. Consider a strategy map to help as a communication tool that can help to internalize this strategy in your culture.

The Plan to Get There

The typical next step is to issue the plan to the entire organization and instruct that they cascade the high-level goals and objectives into their operational divisions. We might even instruct that performance goals be tied to this strategy.

This all sounds good, in theory. However, Implementation Planning is often missing key results such as:

  • opportunities for collaboration between divisions to execute the goals
  • collective priority setting and coordination
  • adequate resources to execute across the organization
  • measurement of progress and enhanced performance

HOW you plan to implement the strategy is key to its success. Don’t let all that hard work go to waste; be sure to create a consistent process by which divisions are creating work plans that contribute to an overarching organizational work plan. Then work collaboratively to ensure the proper priorities and resources are allocated to TRANSFORM your organization!

MSBC brings an innovative approach and a team with extensive experience to guide your leadership through this Strategic Transformation process. Let us know if you like to learn more at This email address is being protected from spambots. You need JavaScript enabled to view it..

Help, I’m A Control Freak!

Written by Michelle Braden, CEO Posted in Blog, All Posts

Dear Michelle,
My husband and even my dear friends refer to me as a control freak! I own and operate a catering business, and yes I’ll admit I have a tendency to micro-manage (one time I almost divorced my husband and now ex-chef just because I thought his cilantro pesto was too salty!) How do I break away from my compulsion to control everything while maintaining top notch food service and quality for my clients?
– Control Freak in Harrisonburg, VA.

Dear Control Freak,
You have taken the first big step with any personal challenge and that is, “owning it”. In order to improve a behavioral pattern we have to first be aware of it, the second step is to make a plan of action. Most of our problems do not stem from what we do not know, they manifest from doing nothing. Below are some suggestions that should help:

  1. Open your mind to other people’s opinions and ideas – your way is not the only way.
  2. Wait, breathe, and think before you respond – this gives you a window of opportunity to mitigate a situation without regrets.
  3. Practice self-observation and keep a journal – this helps you to “see” yourself from an outsider’s perspective so you can correct mistakes.
  4. Set one goal at a time for yourself – changing a long-time behavioral pattern takes time, so be patient and try not to get overwhelmed.
  5. Set up accountability partners – confide in 1 to 3 trusted people about your new goals and give them permission to hold you accountable to the behavior changes you have set for yourself.

Changing anything takes time, but staying focused, developing a plan, and surrounding yourself with accountability partners will keep you on track. Following these steps will relieve stress on yourself and your business colleagues, plus give you more fulfillment in your life. Now how do I get a hold of some of the cilantro pesto?

Our Certifications

Contact us

  • Meet us.
    215 5th St SW
    Suite 100, 2nd Floor
    Charlottesville, VA 22903

    (+804) 502 4319
    (+434) 293 5758
  • Write us.
    This email address is being protected from spambots. You need JavaScript enabled to view it.
  • Follow us.

Recent Tweets.