Onboarding New Managers

entrepreneur-593372_1280Every phase of the onboarding process with a new employee is important, from before they begin their job, through their first month, to the successful completion of their first year.

Although most organizations do have an effective onboarding program for new hires, the practise is equally as wide-spread when it comes to current employees who are promoted to an managerial position nor external managerial new hires. It´s important to realize that regardless of an individuals previous position – internal or external – proper onboarding lowers the costs of job training and reduces stress for other co-workers and managers.

In today´s video we´re giving you tips to give your new manager´s journey within your organization a good start.

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1-Minute Playbook: This Is How Your Group Becomes A Team

teamwork-606829_1280As a leader you need to be a great team builder. You need to be the one who provides the substance that holds your team together, as you work towards your shared goals.

Your team starts as a group of strangers and they need to be synergized into a highly functional, high-performing team. For you as their leader, it means keeping the sense of team-spirit alive during any issues arising through your team´s development process. You play a significant part in defining a positive work tone and ethic for your team members from the very beginning by evoking a positive, teambuilding culture.

To understand the process of forming solid relationships to accomplish teambuilding, it is essential to track the process that groups go through while shaping their team. This group development process is generally understood by the four stages of forming, storming, norming and performing.

  • During the initial ‘forming’ stage, group members are polite, their roles are less clear and the group members rely on their leader to establish boundaries and explain expectations.
  • As roles and relationships become clearer, the group moves into the ‘storming’ stage. During this stage, individual group members and established roles are often questioned. As their leader you will most likely be asked to explain the foundation that is set for the group.
  • As the group moves forward, they encounter the ‘norming’ stage. During this stage, the team has a comfortably established hierarchy, friendships develop and relationships become stronger as the group realizes they have a shared vision.
  • Finally, in the ‘performing’ stage, the actualization of the team’s overall goals occurs. Hierarchy and culture are established, and team members have the ability to join or leave the organization or team without impacting its culture. The group members work together as a highly effective team.

During all four of these stages, building solid relationships becomes imperative for success. A balance of well-developed teambuilding and conscious leadership is obviously needed to construct strong, successful teams.

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It’s Toxic – Gossip In the Workplace

girls-685787_1280Gossip is a sad phenomenon that exists in many organizations. Gossip can have many adverse side effects on an organization, including an increase of conflicts and decrease of morale. Even though it might be unrealistic to believe that we can completely free the workplace of gossip, there are ways to deal with it before it impacts the culture too negatively.

Gossiping is a key indicator of an unhealthy organization culture. It’s also one of the fastest ways to derail creativity. Gossip breaks down the level of trust within the group. With gossip your employees start second-guess each other, break up in cliques and eventually focus more on the rumors than on their work. Productivity is lost, and so are good employees who do not want to work in a toxic environment.

Is it gossip or just innocent chit chat?

Gossip is a false statement made by someone with a negative intent. It’s also gossip if the speaker is unwilling to share the information publicly if the person being spoken about is in the room. Consider the impact of what is being said. Does it cast negative aspersions or have a negative emotional charge? Does it create rifts or exult in the misfortune of others? Does it serve to perpetuate conflict or negativity? Is it hurtful or damaging? Is it something you would say in front of that person?

Gossip starts with a story and stories are interpretation of facts. However, facts do not cause stress or drama; it’s the story that accompanies the facts that causes it. And behind the story is the storyteller.

How can I break the gossip cycle?

In order for you to successfully break the destructive cycle of gossiping, there are two things you need to know.

First, you should be aware of the main reasons people gossip. These main reasons are:
– show others wrong,
– gain validation,
– control others,
– get attention,
– divert attention and
– avoid conflict.

Second, even as “just a listener” to the gossip you are enabling it. Most people don’t realize that as a listener you are actually a co-narrator to the gossip. In other words, the act of active listening actually supports and promotes gossiping – the more you listen, the more you encourage. On the other hand, if you don’t listen, the gossip has nowhere to go. Just think about it, have you ever tried to tell a story to someone who clearly wasn’t interested? What happened? Exactly, your storytelling ran out in the sand.

As an employer, you need to keep gossip at bay in your organization. A first step to do that? Lead by example. Do not start, participate, listen or in any other way encourage gossip. Not about your employees, upper – or lower management, colleagues, customers or any other stakeholders. Great leaders don’t gossip about others.

Discourage gossip in an official company policy and include a section about gossip in the company handbook. Make sure that your employees know that gossiping is not tolerated and will be dealt with. Deal with it when it happens. Talk to the individuals involved and be very clear with the consequences of the behavior. For most, this will be a realization that will result in an immediate change.

Be proactive. Communicate changes and other news in an early stage with all your employees. If you keep them informed about what’s going on, they’ll be less likely to speculate with or about each other.

Do you want to learn more about how to effectively handle workplace issues? Contact us at gustolifegroup@gmail.com for a dialogue about how we can support you and your team.


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1-Minute Playbook: Conflict & Anger

argumentAs humans we have daily interactions with others. That means you are bound to encounter conflict and anger at one time or another. Anger is one of the least understood emotions. However, anger can provide information and stimulate energy that can be used positively.

When dealing with someone else’s anger, try the following to de-escalate the situation:
1. Acknowledge the feelings of that person.
2. Rephrase what you heard and get agreement on what the issue is.
3. Invite the other person to join you in addressing the issue.
4. Take action and follow up.

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