Table of Contents

• The Role of Lunch and Learn Programs in Shifting Organisational Culture
• Case Study 1: How America’s Test Kitchen Shifted Its Culture Toward Inclusion
• Case Study 2: Lagardere AWPL’s Communication Shift Through Personal Presentation
• How to Shift Organisational Culture: Overcoming Resistance and Ensuring Engagement
• Insights from Caribbean Perspectives: Shifting Cultural Norms
• Leadership Strategies for Shifting Organisational Culture Through Learning
• The Impact of Lunch and Learn Programs on Organisational Culture
• Call to Action: Take the First Step Towards Shifting Organisational Culture

The Role of Lunch and Learn Programs in Shifting Organisational Culture

Lunch and Learn programs are informal training sessions that take place during lunch breaks, allowing employees to learn something new in a relaxed setting. These programs can be an excellent way to address gaps in skills, foster communication across departments, and encourage employees to embrace new ways of working. By offering brief but impactful learning opportunities during the workday, companies can shift organisational culture towards continuous development and open communication. These programs are particularly valuable because they can be customized to meet the needs of the organization and its employees, making learning relevant and engaging.

Case Study 1: How America’s Test Kitchen Shifted Its Culture Toward Inclusion

One company that successfully shifted its organisational culture with Lunch and Learn sessions is America’s Test Kitchen (ATK). Through a partnership with The Rise Journey, ATK offered over 150 Lunch and Learn sessions focused on diversity, equity, and inclusion (DEI). These sessions addressed topics such as Bystander Intervention and cultural competency, helping employees engage in meaningful discussions and shift their mindset toward more inclusive behaviour.

By focusing on DEI through these interactive sessions, ATK not only shifted its workplace culture but also provided employees with tools to create a more inclusive environment. Feedback from participants indicated a substantial cultural shift, with 97% of attendees reporting that they found value in the program. Furthermore, 93% of employees expressed interest in continuing this type of training. This demonstrates that Lunch and Learn programs, when thoughtfully designed and executed, can significantly shift organisational culture toward inclusivity and understanding.

Case Study 2: Lagardere AWPL’s Communication Shift Through Personal Presentation

Another example of shifting organisational culture through Lunch and Learn programs comes from Lagardere AWPL, the largest travel retail operator in the Pacific region. Recognizing the need to improve personal presentation and communication skills within their team, Lagardere AWPL collaborated with New Reflections to design a Lunch and Learn workshop titled “Personal Presentation & First Impressions in the Workplace.”

The goal of this program was to address how personal presentation and communication impact workplace relationships. The feedback was overwhelmingly positive, with 100% of participants recommending both the session and the facilitator. This success illustrates how Lunch and Learn programs can shift organisational culture by focusing on areas like professional development and interdepartmental collaboration.

How to Shift Organisational Culture: Overcoming Resistance and Ensuring Engagement

While Lunch and Learn programs offer tremendous potential to shift organisational culture, some challenges can arise. Employees may resist attending these sessions, especially if they feel their lunch break is an essential part of their day to relax and recharge. To shift organisational culture effectively, it’s crucial to overcome these barriers and encourage employee engagement.

Here are several strategies to ensure the success of Lunch and Learn programs:

1. Communicate Value Clearly: Employees are more likely to engage with Lunch and Learn sessions when they clearly understand the benefits. Emphasize the value of developing new skills and how this contributes to both their personal growth and the success of the company. Make sure that they see these programs as opportunities for career advancement, not just another meeting.
2. Incorporate Flexibility: Recognize that not all employees can attend during their lunch breaks. Offering these sessions at various times or providing recorded versions ensures that employees can participate at a time that suits them, making the program more inclusive and accessible.
3. Solicit Feedback: To maintain employee buy-in and ensure the content is relevant, actively seek feedback from employees about their interests and learning needs. Engaging employees in the planning process will make them feel more invested in the program, increasing participation and ensuring that the program aligns with their expectations.

Insights from Caribbean Perspectives: Shifting Cultural Norms

In many cultures, including the Caribbean, there is a strong inclination to preserve lunchtime as personal time. A recent LinkedIn poll asking, “Do you think short training sessions during lunch can improve team performance?” revealed that nearly half of respondents (48%) felt that lunchtime should remain a break. However, a significant portion (32%) agreed that Lunch and Learn sessions could improve team performance if done right.

These results suggest that shifting organisational culture in the Caribbean might require a more nuanced approach. Leaders in these regions can help employees see the benefits of Lunch and Learn programs by:

• Highlighting Mutual Benefits: Demonstrating how the sessions contribute to both individual growth and the success of the organization can make employees more open to these learning opportunities.
• Respecting Personal Time: Ensure that participation is voluntary and consider offering incentives, such as a free lunch or extra time off, to encourage participation without feeling like it’s an imposition on personal time.
• Customizing Content: Tailor the content of Lunch and Learn sessions to address challenges that are specific to the Caribbean work environment. For example, leadership skills, cross-cultural communication, and time management could be topics that resonate well with employees in this region.

Leadership Strategies for Shifting Organisational Culture Through Learning

Shifting organisational culture isn’t just about offering training; it’s about how leaders approach and implement these initiatives. To ensure that Lunch and Learn programs successfully contribute to shifting the culture of an organization, leaders should consider the following:

1. Lead by Example: Leaders should actively participate in Lunch and Learn programs and encourage others to do the same. When employees see leaders valuing continuous learning, they are more likely to follow suit.
2. Create a Safe and Open Environment: For Lunch and Learn sessions to truly shift organisational culture, employees must feel comfortable sharing their ideas and experiences. Leaders should encourage an open dialogue where employees can engage without fear of judgment or repercussions.
3. Promote Collaboration: Encourage employees from different departments to attend Lunch and Learn sessions together. This promotes cross-functional communication and collaboration, which is key to shifting organisational culture towards a more integrated and cohesive workplace.

The Impact of Lunch and Learn Programs on Organisational Culture

Lunch and Learn programs have proven to be a highly effective tool for shifting organisational culture. By offering employees the opportunity to engage in focused, relevant learning during the workday, organizations can cultivate a culture of continuous development, improve communication, and encourage collaboration across departments. These programs can address key areas such as leadership development, diversity and inclusion, stress management, and communication skills, making them versatile and impactful.

As you reflect on the current challenges within your organization, ask yourself whether Lunch and Learn programs could serve as a platform for addressing these issues. Whether you’re looking to improve communication, promote team collaboration, or foster inclusivity, Lunch and Learn sessions offer a practical and accessible way to shift organisational culture in a positive direction.

Call to Action: Take the First Step Towards Shifting Organisational Culture

Shifting organisational culture takes time, but with the right strategies in place, Lunch and Learn programs can accelerate the process. Start by identifying key areas for improvement within your organization, and design Lunch and Learn sessions that will address those challenges. Engage your team in the planning process to ensure the content is relevant and valuable, and encourage participation by highlighting the personal and professional benefits.

By investing in your employees’ growth and creating a culture of continuous learning, you can drive your organization toward greater success and create a work environment that supports collaboration, inclusion, and development. Start today and take the first step toward shifting your organizational culture with the power of Lunch and Learn programs.

Enjoyed this article? Share your thoughts in the comments.

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In this article, we explore the essential leadership skills that leaders must embrace if they want to transcend barriers and create lasting impact.

1. Cultural Intelligence: Understanding and Adapting

Barrier-breaking leaders excel at leading diverse teams, often spread across cultures, languages, and perspectives. This requires cultural intelligence (CQ), the ability to understand and adapt to different cultural norms and practices. Unlike traditional IQ or emotional intelligence (EQ), CQ emphasizes curiosity and learning as tools to navigate cultural complexities.

How to Build Cultural Intelligence:

• Seek to understand: Engage in conversations that go beyond surface-level topics. Ask team members about their cultural traditions or work preferences.
• Embrace continuous learning: Attend workshops or read books on cultural dynamics and global leadership.
• Be adaptable: Recognize that what works in one context may not work in another. Tailor communication and decision-making styles to fit your team’s needs.

2. Visionary Thinking: Seeing the Bigger Picture

Leaders who break barriers don’t just solve today’s problems—they anticipate tomorrow’s opportunities. Visionary thinking involves crafting a compelling future and mobilizing people toward it. This skill is particularly critical in times of rapid change or uncertainty, where the need to pivot is constant.

How to Cultivate Visionary Thinking:

• Study trends: Stay informed about industry developments, emerging technologies, and socio-political shifts.
• Encourage innovation: Foster an environment where team members feel safe to share bold ideas.
• Communicate clarity: Articulate your vision in ways that inspire and align your team with organizational goals.

3. Emotional Resilience: Thriving Under Pressure

Breaking barriers often means facing resistance, setbacks, and high-stakes decisions. Leaders who lack emotional resilience can become overwhelmed, but those who cultivate it are better equipped to handle adversity while staying focused on their mission.

Ways to Build Emotional Resilience:

• Practice mindfulness: Regularly reflect on challenges and identify strategies to approach them with a calm mindset.
• Develop a support network: Surround yourself with mentors, peers, and team members who can offer perspective and encouragement.
• Focus on self-care: Prioritize activities that rejuvenate your energy, whether it’s exercise, meditation, or hobbies.

4. Inclusivity: Building Bridges, Not Walls

Inclusive leadership is a cornerstone of barrier-breaking leadership. It’s about creating an environment where every voice is heard, valued, and leveraged for collective success. Inclusivity challenges traditional power dynamics and allows for a broader range of ideas and solutions.

Steps Toward Inclusive Leadership:

• Acknowledge bias: Be aware of unconscious biases that may influence your decisions or interactions.
• Foster collaboration: Encourage cross-functional or cross-generational teamwork to break down silos.
• Create safe spaces: Ensure team members feel comfortable sharing feedback or expressing concerns.

5. Courage: Taking Bold Steps

Barrier-breaking leaders often have to take risks, stand up for their values, or challenge the status quo. This requires courage—not just the absence of fear, but the ability to act despite it.

How to Develop Courageous Leadership:

• Start small: Practice taking calculated risks in low-stakes situations to build confidence.
• Lead by example: Demonstrate courage by making decisions that align with your principles, even when it’s difficult.
• Encourage others: Support your team in stepping out of their comfort zones and pursuing innovative ideas.

6. Collaboration: Building Alliances

No leader breaks barriers alone. Success in today’s interconnected world requires the ability to collaborate effectively, both within and outside the organization. Collaboration fosters innovation, enhances problem-solving, and amplifies impact.

How to Strengthen Collaborative Skills:

• Build trust: Be transparent and reliable in your interactions with others.
• Promote shared goals: Align efforts around a common vision to unify diverse stakeholders.
• Leverage technology: Use digital tools to facilitate collaboration across distances and time zones.

7. Adaptability: Embracing Change

Barriers often emerge from changing circumstances—technological disruptions, shifting market demands, or evolving social norms. Adaptive leaders view change as an opportunity rather than a threat and inspire their teams to do the same.

Strategies for Cultivating Adaptability:

• Stay curious: View change as a chance to learn and grow rather than a disruption.
• Be flexible: Adjust strategies and expectations to align with new realities.
• Empower teams: Equip your team with the tools and skills they need to navigate uncertainty.

8. Purpose-Driven Leadership: Leading With Impact

Ultimately, barrier-breaking leadership is about driving meaningful change. Purpose-driven leaders connect their actions to a larger mission, inspiring others to rally behind a shared cause.

How to Lead With Purpose:

• Clarify your ‘why’: Reflect on the values and goals that drive your leadership journey.
• Communicate consistently: Share your vision and demonstrate how it aligns with organizational or societal impact.
• Measure success differently: Focus on outcomes that reflect positive change, not just financial metrics.

The Ripple Effect of Leadership Skills For Impact

Leadership that makes an impact and breaks barriers doesn’t just benefit individual teams or organizations—it creates a ripple effect that impacts entire industries and communities. By developing skills like cultural intelligence, inclusivity, adaptability, and purpose-driven leadership, today’s leaders can rise to the challenges of tomorrow.

These skills are not innate; they can be learned, practised, and refined. As you reflect on your own leadership journey, consider which barriers you are ready to break and how you can empower others to do the same. The future needs leaders who are unafraid to transcend limitations and create paths where none existed before. Will you be one of them?

What barriers have you broken in your leadership journey? What leadership skills did you use? Share your stories or thoughts in the comments below! Let’s inspire each other to lead with courage, empathy, and purpose.

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What if there was a way to integrate impactful learning into the workday, overcoming these hurdles? Lunch-and-learn programs offer a powerful solution to deliver continuous learning without disrupting productivity.

Lunch-and-Learn Programs: A Game-Changer for Continuous Learning

Lunch-and-learns are short, engaging training sessions conducted during the lunch hour, making them an accessible and cost-effective method to foster professional growth. By embedding learning into the workday, these programs address common challenges while empowering employees with actionable insights.

Why Lunch-and-Learn Programs Work:

1. Seamless Integration: One of the standout features of lunch-and-learn programs is their ability to fit seamlessly into the workday. Employees can participate in valuable training and development sessions during their lunch break, allowing them to gain new knowledge and skills without the disruption of extended absences from their regular tasks. This flexibility minimizes overwhelm and keeps productivity flowing, ensuring that employees can return to their work refreshed and enriched.
2. Cost-Effective Solutions: Compared to traditional workshops or seminars that often require significant financial investment—think rent for venues, catering, and travel costs—lunch-and-learn sessions are incredibly budget-friendly. These gatherings can be organized within the workplace, utilizing existing conference rooms or even casual dining areas. The minimal setup required means that organizations can allocate resources more efficiently, directing budget savings toward other important initiatives.
3. Practical, Immediate Impact: The focus of lunch-and-learn sessions on actionable strategies makes them particularly effective. By catering to the current needs and interests of employees, these programs provide insights and techniques that can be implemented immediately. This not only enhances productivity but also fosters a collaborative atmosphere. Employees leave sessions with practical takeaways that encourage them to put new skills into practice right away, leading to noticeable improvements in both individual and team performance.

A participant from a recent session titled Mastering Workplace Communication shared her thoughts on the impact of the training: “I have printed and plan to put the CLEAR Communication Framework in a visible location in my workspace. I plan to use it not only in my work communications but on a personal level as well.” This statement reflects the nature of lunch-and-learns as transformative learning experiences. 

The Impact of Continuous Learning on Your Organization

Continuous learning initiatives provide substantial benefits that can transform your organization. By equipping employees with practical, relevant tools for their daily tasks, these programs empower them to enhance their effectiveness and drive success within their teams. Insights from past participants emphasize the transformative role of lunch-and-learn sessions in fostering a culture of ongoing improvement. When team members feel empowered, the entire organizational dynamic flourishes, resulting in higher morale and greater success across projects.

Organizations that prioritize continuous learning create an environment where employees are empowered, valued, and well-prepared to tackle challenges. Here are several key benefits of implementing lunch-and-learn programs:

– Enhanced Productivity: Employees gain strategies to work more efficiently, boosting both individual and team performance.

– Strengthened Collaboration: Focused sessions on communication, teamwork, and leadership cultivate stronger, more cohesive teams.

– Increased Engagement and Retention: Investment in professional growth leads to higher commitment and engagement among employees.

By prioritizing continuous learning, companies not only gain a competitive edge but also foster a culture of innovation and resilience within their teams.

Avoiding Common Pitfalls in Lunch-and-Learn Programs

While lunch-and-learns are highly effective, they must be supported by a thoughtful strategy to maximize their impact.

Potential Challenges and Solutions:

1. Lack of Follow-Up: Without reinforcement, the knowledge gained during sessions can fade. Provide resources, templates, and tools that participants can reference post-training.
2. Minimal Leadership Engagement: Leadership buy-in is critical. When leaders actively participate and model behaviors from training, it reinforces the importance of continuous learning.
3. No Integration into Daily Workflows: Assign practical, real-world applications of the concepts shared during lunch-and-learn sessions.

When done right, lunch-and-learn programs become a cornerstone of a thriving workplace culture, supporting ongoing learning and professional development.

Are Lunch-and-Learn Programs Right for Your Organization?

If your organization struggles with barriers like limited training budgets, outdated programs, or time constraints, lunch-and-learns could be the ideal solution for your continuous learning needs.

These programs are particularly effective in addressing:

• Miscommunication and workplace silos.
• Challenges in managing multigenerational teams.
• Developing leadership skills and improving team dynamics.

Whether your focus is on enhancing productivity, fostering collaboration, or preparing your team for future challenges, lunch-and-learns deliver real results in a flexible, accessible format.

Let’s Build a Culture of Continuous Learning Together

Contact DHB Vision Strategists today to explore how lunch-and-learn programs can help transform your team. We specialize in designing sessions tailored to your organization’s unique needs, equipping your workforce with the skills and tools to thrive in 2025 and beyond.

Still Not Sure If Lunch-and-Learn Programs Are Right for You?

Take our Lunch-and-Learn Readiness Assessment to determine if this format aligns with your training goals and team dynamics.

Click here to get started: https://dhbstrategy.com/lunch-and-learn/

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In the fast-evolving business landscape of today, successful companies often find themselves having to make difficult decisions to stay competitive. This may include downsizing staff, closing offices, and optimizing operations. While these actions may be crucial for the company’s long-term survival, they can significantly impact the remaining employees, posing a human resource challenge for middle management. So, as a manager and leader, the questions of “how to maintain staff morale after downsizing?” is paramount. Finding the balance between maintaining productivity and preserving morale is indeed quite a challenging task..

Understanding the Shift: Why Companies Are Downsizing

The decision to downsize staff and close offices stems from a combination of factors, all of which have reshaped the business landscape. The rise of digital technology, driven by automation and artificial intelligence, has had a profound impact on traditional job roles. This shift has prompted companies to reassess their staffing needs. Furthermore, economic uncertainty, exacerbated by global events like the COVID-19 pandemic, has compelled many businesses to implement cost-cutting measures, often resulting in workforce reductions and office closures.

Adding to this, the growing preference for remote work has played a significant role in the downsizing trend. With more companies adopting remote and hybrid work setups, the demand for large office spaces has dwindled. In addition to lowering overhead costs, this shift enables companies to access a wider pool of global talent, reducing the dependence on a sizable local workforce.

The Human Resource Dilemma: Middle Management’s Challenge

Imagine the impact of these tough corporate decisions on middle managers and their teams. The news of layoffs sends shockwaves of uncertainty and fear through the ranks, leaving the remaining employees feeling unsettled and anxious. The result? Plummeting morale, decreased productivity, and a surge in turnover as workers seek out more stable employment.

Middle managers are left shouldering the heavy burden of preserving team unity, sustaining productivity, and managing the emotional aftermath of these decisions. To make matters worse, these managers are often wrestling with their job insecurities, creating a challenging environment where those tasked with motivating and guiding others are struggling with their fears.

Amid this turmoil, companies must invest in training and development programs specifically designed to tackle these complex challenges head-on.

Five Essential Training Programs to Help You Rebuild Staff Morale After Downsizing

In times of organizational change, it’s crucial to provide employees and managers with the tools and support they need to navigate challenges effectively. In your management meetings, you may often discuss staff morale and the questions, “How to maintain staff morale after downsizing?” is at the centre. The following points outline key areas for training and development that can help foster resilience, enhance leadership capabilities, improve communication, promote teamwork, and stimulate innovation within the company. By investing in these training areas, the company can empower its workforce to adapt to changes, foster a positive work environment, and maintain productivity even during tough times.

Here are the training programs needed to navigate the shifts:

1. Resilience and Stress Management Training
   • Downsizing creates a stressful work environment, and employees need tools to manage their stress and build resilience. This training helps employees develop coping mechanisms, fostering a more positive and productive workplace.  Consider finding a training provider who can offer this training through online modules or webinars to reduce costs while still providing valuable resources to employees.
2. Leadership Development for Middle Managers
   • Middle managers are the glue holding teams together during tough times. Leadership development programs can equip them with the skills needed to navigate challenging conversations, provide emotional support to their teams, and maintain productivity.  Leverage in-house expertise by having senior leaders or HR professionals conduct workshops or mentoring sessions.
3. Communication Skills Training
   • Clear and effective communication is vital in a post-downsizing environment. Employees need to feel informed and included in the company’s direction. This training ensures that managers can convey difficult messages with empathy and clarity. Communication training sessions are another great option for virtual training. It allows you to make them accessible to all employees regardless of location and eliminates the venue overheads.
4. Team Building and Collaboration Workshops
   • After downsizing, the remaining staff must learn to work together effectively, often in a new team dynamic. Team-building workshops can help rebuild trust and foster a collaborative work environment. Team-building activities can be done during regular meetings, reducing the need for additional spending.
5. Innovation and Problem-Solving Training
   • Encouraging innovation and creative problem-solving can help companies remain competitive even with a smaller workforce. This training empowers employees to think outside the box and find new ways to achieve business goals. Incorporate innovation training into existing meetings or projects, allowing employees to learn while they work.

Making the Case: Convincing HR to Invest in Training

One of the main challenges in implementing training programs is gaining support from HR and upper management. Below are some strategies to build a strong case:

• Connect Training to Business Objectives: Illustrate how the proposed training programs align with the company’s long-term goals. For instance, demonstrate how leadership development can lead to improved employee retention, thereby reducing turnover costs.
• Show ROI: Present evidence of the return on investment (ROI) from similar training programs. Use case studies or data from other organizations to showcase the potential benefits.
• Provide a Cost-Benefit Analysis: Outline the costs of implementing the training programs versus the potential costs of not addressing issues such as low morale, decreased productivity, and high turnover.
• Highlight Flexibility: Propose flexible training options, such as virtual sessions or self-paced modules, that can be customized to fit the company’s budget constraints.

Conclusion

Downsizing is never easy, but with the right training and support, companies can navigate these challenging times while maintaining morale, productivity, and profitability. Investing in targeted training programs is not just a cost—it’s a strategic investment in the company’s future. It is one of the ways to maintain staff morale after downsizing or major change.

If you need expert guidance on implementing these programs, consider exploring virtual training options with DHB Vision Strategists. Our team of professionals can help you design and deliver training that meets your specific needs while staying within budget. Let’s work together to turn these challenges into opportunities for growth.

Author: Dana Hayes-Burke

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Nonetheless, conflicts are unavoidable. The aim is not to entirely prevent them but to effectively address and handle them. By using appropriate strategies to resolve issues, individuals can prevent their differences from spiralling out of control.

“Establishing conflict management processes in a company is fundamental, as it helps reduce conflict instances among employees,” says Casper Hansen, an expert in resume writing from Resume That Works.

In this article, you are going to learn seven steps to manage and resolve workplace conflict:

1. Recognize the Issue
2. Collect Preliminary Information
3. Clarify the Origin of the Conflict
4. Conduct a Private and Candid Meeting
5. Establish an Objective and Formulate a Strategy
6. Assess Progress
7. Recognize and Apply Lessons Learned

A Step-by-Step Process to Manage and Resolve Workplace Conflict

1. Recognize the Issue

Despite the temptation to ignore the problem and hope it disappears, this approach is rarely effective and often exacerbates the situation. For example, a survey of 30,000 employees in 2019 revealed that almost one in three individuals had left their jobs due to conflicts in the workplace. The best initial step is to acknowledge that the problem is real. Confront it directly and commit to finding solutions.

2. Collect Preliminary Information

Take the time to examine the matter. Refrain from making premature judgments or arriving at a conclusion before obtaining all the necessary information. Delve deeper and gather more details about the incidents, individuals involved, issues, and the emotions of those involved. Engage in individual and confidential conversations with the parties concerned, and listen carefully to ensure that you understand their perspectives. Summarizing their statements and repeating them back can aid in ensuring clarity and comprehension.

3. Clarify the Origin of the Conflict

It is essential to clarify the nature of the problem with the involved parties. Identifying the source of the conflict is the primary step in resolving any issue. Defining the root cause provides important insights without making assumptions. Common causes of workplace conflict include:

• Inadequate Communication: A lack of communication leads to feelings of exclusion or lack of control.

• Lack of Skills: An employee’s deficiency in certain skills that another employee expects them to possess can lead to issues with work delivery, affecting morale and confidence.

• Inadequate Information: Frustration arises when an employee lacks the necessary data to perform their job. Ambiguous or incomplete information can also result in resentment.

• Remote Work: In instances of remote work where communication is predominantly text-based, there is more room for misinterpretation of tone compared to face-to-face interactions.

• Differing Values: Conflict may arise due to differences in opinion and personal values, especially when two strong personalities hold opposing views.

If none of the above seems applicable, search for underlying sources that may not be immediately obvious. For example, frustration with a colleague in a different time zone or receiving “urgent” requests late in the day might be contributing factors.

4. Conduct a Private and Candid Meeting

Before attempting to resolve any issue, find a secure, private, and neutral environment for discussion where all parties feel comfortable participating in an open and honest conversation. Adopt a positive and assertive approach. If necessary, establish ground rules to ensure that each side has ample time to express their viewpoints and feelings. Providing opportunities for individuals to acknowledge their hurt or anger publicly can help them feel heard. Subsequently, ensure that both parties agree on the nature of the issue. Continue asking questions until you are confident that all conflicting parties are on the same page.

5. Establish an Objective and Formulate a Strategy

When employees recognize that they share a common goal, it becomes easier for them to interact with one another. Once this is established, both parties should collaborate to devise a solution. Different people approach conflict in various ways, often deploying one or more preferred methods. The Thomas-Kilmann Conflict Mode Instrument (TKI) identifies five conflict resolution strategies:

– Avoiding: Ignoring the conflict or withdrawing from it, hoping it will resolve itself.

– Competing: Resolving the conflict by asserting one’s interests, often at the expense of the other party.

– Accommodating: Sacrificing one’s concerns to meet the needs of the other party.

– Collaborating: Working together to find a mutually beneficial solution.

– Compromising: Each party sacrifices something to reach an agreement.

Identify common ground and determine strategies that both parties can agree on or compromise. Listen, communicate, and brainstorm together until all options are considered.

6. Assess Progress

Do not assume that an issue is completely resolved after a plan has been established. Continuously monitor the situation and evaluate whether the solution is effective. Schedule follow-up meetings to review progress, allowing both parties to discuss their actions and outcomes. Maintaining openness and honesty about progress can help keep everyone on track and motivated to pursue positive change. If the issue remains unresolved or resurfaces, take the necessary actions, including implementing preventive measures for the future.

7. Recognize and Apply Lessons Learned

Reflecting on the conflict resolution process provides valuable insights into team dynamics, communication effectiveness, and organizational resilience. Document and share these lessons with your team to build collective knowledge and inform company policies and procedures.

By following these steps, you can manage and resolve workplace conflicts effectively, fostering a more supportive and productive work environment. If you need more help and support to train your managers and leaders to handle workplace conflict, click here and set up a meeting with DHB Vision Strategists.

To learn more about dealing with conflict, especially with cross-generational teams, read this next: Managing Workplace Conflict: 5 Strategies For Multigenerational Teams

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Increase Buy-in 

It doesn’t matter how brilliant your vision is, if you don’t get the buy-in of the people, it’s going to be an uphill battle.  Buy-in is the heavy lifting that gets the vision accomplished.  The problem is that most executives try to get buy-in too late into the process.  The assumption is that if persons are working with the company they either: (1) remember the vision of the company and what it is all about or (2) believe in it.

To be an effective executive in the upcoming year, commit to the consistent creation of buy-in.  You can do this by creating an open dialogue forum at least once per month. You will discuss projects/products/systems that are in the works and get your team’s insights on them.  When you create open dialogue, your team helps your team to feel a part of the decision-making process.  By the time you are ready to execute, the heavy lifting of getting buy-in is well on the way.

Optimize Talent Management

A company is only as good as its ability to have the right people in the right roles.  This is about long-term positioning that creates satisfaction for both your firm and your talent.  Every powerful and effective executive either has an innate ability to attract and retain dynamic talent or hires the right team to do this.  Now is a great time to strategically review if you have the right talent in the right spaces to accomplish the vision of your company.  Talent is the core of your lasting competitive advantage, and it is difficult to replicate. Strategically review the most crucial areas of your operations and the talent that is tasked with getting the job done.  Ask yourself the following questions:

• What are the strengths? Where are the talent gaps?
• What are the strategic shifts we need in talent to take us to the next level in this area?
• What will it take to make these shifts- upskilling, recruiting, etc.?

When you complete this talent assessment, it will give you the information that you need to make better long-term decisions for your firm.

Improve Your Personal Management and Self Care

It is a known fact that the most inspirational, motivating global business leaders have outlets to decompress and relieve stress.  The unfortunate truth is that most executives catch on to this idea much too late.  By then, the pressure and demands of the job have taken a serious toll on their minds and their bodies.  You are the engine and like any engine, you need maintenance.  Your personal management and care are critically essential to your performance as an Executive.  Prioritize doing an activity (sport, spa day, hobby, something creative) that is non-business related at least once per month. This is solely for your personal management and self-care. However, there is the added benefit for your professional role that when you feel better. You are better able to find more creative solutions to problems and have a higher level of performance.

This in no way encompasses every goal that you will can set as an executive. However, you will increase your effectiveness and performance by focusing on these goals.

If you need help to take your leadership to the next level and become a powerful and effective executive, click on this link to schedule a free call with our leadership coaching team.

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