This feed has been discontinued, please unsubscribe. [2008-08-29]This feed has been discontinued and you should unsubscribe. The feed reader you are using does not support standard HTTP mechanisms for announcing that a feed has been discontinued so you will receive this message until you manually unsubscribe. Please contact the provider of your feed reader and encourage them to support the use of HTTP 410 response codes. Your feed reader identified itself as ""
on solutions. Use a "yes... and" response to focus and build on potential solutions. Avoid using a "yes... but" response, which tends to shift focus back onto the problem and away from solutions. Whenever possible, always engage key stakeholders in developing solutions. This will help facilitate buy-in when final decisions are made.
3. Provide alternative options. Whenever possible, provide choices. People tend to feel empowered when they are involved in the decision making process. This will also help you in soliciting ongoing support and champions once the final decisions are made.
4. Communicate key decisions. Develop a communication plan that communicates the decision as many times and as many ways that you feel are appropriate. This might include meeting one-on-one with those involved, announcement at a team meeting, and an email announcement or written memo to follow-up. Be sure to involve your boss (and senior management or human resources when appropriate) to reinforce and support the final decision.
5. Implement solutions. Once a decision has been made, it is important that you be assertive in the implementation of that decision. When challenged (and do expect to be challenged) be calm, re-focus on the process used to identify issues and develop solutions, and be confident in the knowledge that you have done the best you can to resolve the situation. Don't get angry or over-apologize, as this will only serve to weaken your position.
Handling workplace conflict is never easy but it is necessary if you want to be perceived as a strong leader capable of getting things done. Avoid conflict and you put yourself on a path of manipulation and distrust. Handle conflict straight on and you will earn the respect of your peers, your staff, and your boss. Even more importantly, you will feel more confident and capable, no matter what situation you find yourself in.
Article Source: http://www.articlemap.com
Regina Barr is a management consultant and speaker who helps companies develop strategies to attract, develop and retain women leaders. Sign up for her FREE Ezine, Developing People...Inspiring Success at www.RedLadder.com .
Here are some more mediation articles...
