making this a topic for discussion, it also becomes easier for people to approach their manager. This way, action can be taken earlier. Rubber ducks follow leader to illustrate leadership 3. From conflict avoidance to healthy discussions Many employees avoid uncomfortable situations and are reluctant to give honest feedback.
asking team members to support their opinions with facts. Leaders should monitor progress through clear plans and timelines. Leaders can support targeted email list conflict-avoiding employees by coaching them in entering into difficult conversations: Approach the problem, the value and the solution Don't procrastinate Limit yourself to the facts.
Fearing judgment from others, people may find it difficult to be themselves. This can cause tension and uncertainty and has an effect on their motivation and involvement . According to Bostick and Elton, an antidote is to create a culture in which people dare to be themselves as managers. Then drastic jumps in performance can be achieved.