Module seven, the importance of tone. In your role as a leader or manager, you often find yourself in situations where you have to perform well even when you are not at your best. One truth about effective leadership is that when things are go right, you will want to deflect the praise to your team members. But when things go wrong, it's all your fault. This can put you under constant pressure, and have some of your socially conscious and astute employees might recognize this fact, but most won't. Nevertheless, employees and supervisors can forgive much when you approach them with the right tone.

Lighting a fire, you will often find yourself in a position where you need to get your employees energized and motivated to work hard and enthusiastically. One who has adopted through rule through fear paradigm will consider this Time to become forceful and aggressive. But this can frequently backfire. Instead, an effective leader uses inspiration and positivity to harness enthusiasm employees, lighting and fire isn't akin to burning down the house so much as shining a light to guide your employees. Here are some suggestions for increasing employees enthusiasm, share inspiring quotes, speeches or ideas. While the movie, The Wolf of Wall Street is not a great example of ethical leadership, it does give an idea of how powerfully inspiration can be fostered a doozy gasm in employees.

This is why coaches and professional sports like to give the win one for the gipper style of speeches. Use upbeat music to get people going Music that has a good beat and makes people want to dance also helps to instill enthusiasm and a kind of spirit the corpse, celebrate group and individual successes in order to foster a positive and forward looking morale. Calm in a store. If you are successful with engaging your employees, it isn't inevitable that small conflicts will rise. While it might be tempting to see these conflicts as a negative, and truth, they are allowed to rage out of control, they will have negative effects. The fact that people are engaged enough to get angry or tense shows that they are employing their creative energies, and that's a positive.

However when tempers flare, it takes a calm leader to beat The eye of the storm and channel that energy into positive ways or comments so that employees can function productively. Here are some suggestions. Always address conflicts from a place of calm. You may have to take time out or allow others to take time out from their own anger. Try to do so from a place of empathy and understanding. Avoid calling out employees in front of others.

For an example, when two employees are in conflict with each other, send one of them on a break while you discuss the situation with the other. Be sure and give each employee the chance to tell their side of the conflict and make sure you listen more than you talk. When you speak to your employees about conflicts, make sure you are Pacific and that you address the issues in terms of behaviors and not in terms of the employees character. traits. Discuss how the conflict affects the rest of the team. But avoid doing so with an accusatory tone.

Allow employees to give you their understanding of what caused the conflict rather than identifying the cause yourself. Additionally, allow employees to suggest solutions for resolving a conflict if necessary, and appropriate. act as a mediator between two employees who have had a conflict with each other. However, when doing so make sure everyone can address each other from a place of calm. Allow everyone involved to agree upon the appropriate action to take in order to restore the peace. Most importantly, communicate from a place of mutual respect for all parties involved.

Often in the aftermath of conflict parties involved may feel either embarrassment, or they may feel the resentment towards other parties involved, helped to restore the sense of mutual respect by treating all parties with the same degree of respect, regardless of any perception of their level of fault in the conflict, adult versus parents. One idea that comes to us from the psychological approach of transactional analysis is that when people interact with each other, they tend to slip into a pre form scripts based on how they have experienced authority from authority figures when they were children. These scripts can frequently allow people to engage in escalating behaviors that create vicious cycles of conflict. transactional analysis recognizes three primary styles of behavior in social interactions, child, a person's need to escape responses ability can cause them to slip into child mode, where they can act rebellious. People operating in child mode often dismiss other people's criticism and maintain an attitude.

They are going to do what they want, regardless of how others feel. Parent when someone feels a need to assert control over a situation, often in a case where they feel powerless, they may slip into parent mode. From the sound of it, you might think this is an example where someone has adopted the voice of reason. But more often than not, it's a voice of authority and not a very reasonable authority at that. If you've ever experienced someone talking to you as if you were a child, that person was most likely operating in parent mode, adult the ideal mode to operate in adult mode those who operate from this mode are concerned with the reality as it is. Rather than this regarding reality like someone might do who is operating in child mode, or trying to control reality like someone operating in parent mode, changing the script.

If the child parent and adult mode behaviors are scripts that people slip into what keeps people playing their roles? And how can someone slip out of a role and transactional analysis There are two types of transactions clump complimentary and crossed. A complimentary transaction means that behavioral modes match up and can continually and definitely go on in the same mode. One person's child mode may evoke another person's parent mode and things can spiral out of Control and may cause conflict. In order to intervene, one person has to engage in a behavior mode that doesn't complement the others behavior. This creates a cross section.

When a transaction becomes cross, this destabilizes the script behaviors where those involve seek to find new complimentary roles. Keep in mind that in this game, parent to child and vice versa is complimentary. But so to is adult to adult. The way to change the script, then is for someone to adopt an adult mode behavior. When this turns transaction from a complimentary transaction to a cross transaction, the other person seeks to find a new equilibrium in a new complimentary transaction. So they will in turn also assume The complimentary adult row