Now we're going to talk about relationships and how they can moderate to perception of stress for leadership can destroy relations between workers and supervisors. Which brings No need to the individual, not to the organization at all. Everyone, I think, here's the image of what four liters It can be a leader who does not care at all for the workers and the workers needs this aggressive, who shouts a lot, does not listen, and who had actually no idea what's happening in the organization, what the organizational values are, what's the culture, there's no patient, all this kind of thing. I think you have all semantic sense in your mind. So what can the individual do in such a case? I think the best way is to establish boundaries.

That means boundaries. For example, do not check every evening your email, or to not answer your phone during dinner or after a certain hour in the evening. Then it might be also useful to try to stress that means a week or two identify which situations create the most stress, how you respond to those situations How do you react? What are your thoughts or your feelings? And this will give you also an information about your environment. Note also down which people were involved in which circumstances How did they react?

Okay this method will give you a good insight about your stresses and therefore, you will know how to react to them in a more efficient way in future. Then, another useful method you will see also to talk to the supervisor and to clarify By expectations, that means it's an obligation of the boss to create a work environment that promotes employee well being. And the aim of the discussion should be to come up with an effective plan for changing and managing the stresses intensified within your analysts and see what can be improved. My suggestions for the organization might be to offer leadership training, to have very efficient to train leaders on surface skills and to make them more responsive to workers. And organizations should promote a healthy leadership style. That means rules should be established and what it's allowed to do and what not.

And a bad leader should advise optimal way to be replaced. Because a bad leader, this will also be seen in his or her performance numbers. And it's no good also for financial situation of the organization. And the leader should also always be the first role model for all workers. And of course, employers should have possibility to give neutral feedback. And there are many solutions.

One might be also using Google Forms. It's a free tool in which you can create questionnaires and send them around really simple. So let's switch to the exercise. I want to prove Post two you use the technique of constructive controversy, it is a very good method and conflict management for solving a problem, value oriented and for promoting innovation within the organization. It is good to bring outside a leader to participate in this process, but not in the discussion at all. And neutral or external person should supervise and guide through the entire process and show objectively to resolve to begin first of all, with clarifying that there will be discussed a problematic issue of the organization and the aim is to try to find a common suitable solution for it.

In the caching, no one should be attacked personalities are judged by what one says very very important. For this catchy Dieter will be not informed about what the singer rockers will stay and the result will be communicated anonymously. So, the art by feeling to it keeps the equal members once the key clients throw arguments off the problem you want to find a solution for key plans contract cabinets and both write them down on a fixture. It does not come out which position data In reality referring to the problem, if they're in the process, they are have to find through arguments and the traversal less than approximately 10 to 15 minutes and then two teams present their arguments to the other part of the audience Listen carefully. Okay, now the two teams change the perspectives. Those who argumented until now grow on the shift gears now, control arguments, and the triggers.

Add supplementary arguments on the concurrent seems before this task for approximately 10 to 15 minutes again Jan again two teams present. Now the other position after two heads, both teams mouth into one. And there's a free discussion based on the argument both try to find a common suitable solution. Also mixed solution possible and the aim of this stage to the end, everyone gets at least two ideas about how this solution everybody leaves on could be employment and glass to moderate to meet with the leader and present results of the the leader should have Give one input and discuss how once point of view and of course, make a plan on how it is going to be implemented, or INSS. Thank you for attention.