Trust-based scientific studies and organisational outcome measures provide a compelling new way to monitor and improve your organisational health, but can we benefit before we’ve created a safe space for conversation?
Last time, we summarised the three major sources of team conflict identified by leadership expert Annie McKee (insecurity, desire for power and habitual victimhood). I’d like to explore what can be done to prevent these patterns from undermining and sabotaging the...
Where does team conflict come from? One of the answers, of course, seems obvious once you name it: emotion. Aggressive emotion to be precise. Emotion can overheat – it’s volatile stuff – and it makes much better sense to learn to become aware of its influence, both in...
Engagement strategies remain important for improving profitability; but engagement without building trust is an empty shell. High profile public scandals over the last few years – phone hacking by journalists, reckless actions by banks and misbehaviour by individual...