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Succession PlanningJuly 22, 2024 - 4:00 pm- Do you want to be an effective manager? Start with these three tips.July 8, 2024 - 4:00 pm
Listen, Act, Maintain: The Three Vital Words to Transform Your Communication SkillsMay 1, 2024 - 4:00 pm
Succession Planning
Yesterday, I experienced something I had never experienced before. One of my toenails has nearly come off except for a tiny corner still firmly attached to my toe. Underneath is a beautiful new nail. This minor incident got me thinking about change and succession planning.
Change is a constant in our lives today. A change in one country might mean a change in many other countries. Globalisation has impacted our lives significantly, and we are no longer isolated from the many changes that happen every day. Amid the myriad of changes, I want to focus today on succession planning.
Returning to the analogy of my old nail, it has been on my foot forever. I do not recall it ever-changing. It served me well during the years until it detached from my toe. However, I cannot pull it off because there is a corner that is still fully attached, and to remove it before the time would mean pain and probably dealing with some bloodshed. The same can happen when we think of succession. You may be in the transition stage of your life, where you are ready to move on or retire from the position you have been in for years, yet you are still attached to that position. The new person (in my analogy, the new nail) that will take over from you looks fresh, new, and ready to go. It would be easy to disassociate from your position and move on however you are still needed.
On the other hand, you might be the new nail that feels stifled by the old nail still sitting on top of the new one. It feels claustrophobic and unnatural. However, what I see next might encourage you.
As I looked at my nail, I noticed that it was still protecting the new upcoming nail. I did not want the old nail, but I saw it needed to remain until the new one was ready to be alone. In succession planning, it is essential to give the new person the freedom to learn and stay present to guide and mentor when necessary. That means intentionally protecting the new and hanging around as the old.
The time of transition, or double up, is a time to guide the person succeeding you to be fully independent and to gain confidence in their role through your encouragement and support. I recall a time when my son-in-law told me of a position he was in where he took on a role, and his mentor left too early. He was left unsupported, and it felt like drowning. He felt as if he did not know what to do or how to deal with the demand of the position. Although my son-in-law survived the experience, how much easier and more encouraging would it have been if the previous person in the position could have stopped for a moment and given their time to share their valuable experience and knowledge with the person taking over their position?
Succession planning happens all the time in businesses, old and young. How you deal with succession is what makes it truly successful or not.
My old nail is nearly detached from the new one, yet I will wait for it to be fully removed naturally. I hope you take the time to wait for the person succeeding you to be ready to move on alone and with confidence. If you are new, take the time to learn from the old even though it might not be the most comfortable position.
Dr Kathryn Moura
Do you want to be an effective manager? Start with these three tips.
Managers play a vital role in our workplaces today. They tend to get things done through others within the organisation. Amongst their many roles is the decision making one. Decisions are made daily concerning initiating and developing projects and making allowances and forecasts for upcoming issues and unforeseen occurrences. They also assess the allocation of people and financial resources. Therefore, their interpersonal skills are vital.
Effective managers, when assessed by the quality and delivery of their performance, goal achievement, and employee job satisfaction, are excellent at using communication skills. Successful managers, those constantly promoted, focus more on networking. Whether managers are effective or successful, they play a vital role within our workplaces. Their influence can inspire or destroy the environment they work in.
Individuals have stated that their management style originated from observing previous managers and how they treated and dealt with individuals and teams. Of course, this can be positive and negative, depending on the model observed. A negative model can disadvantage those without a positive and effective model.
Organisations focused solely on outcomes have enabled managers to achieve financial outcomes and results at all costs to the detriment of good working teams. Constant turnover or a constant rotation of personnel within an organisation to other departments might not impact an organisation initially. Still, it might damage its reputation and image in the long term. So how, then, can managers be more effective and successful?
Around 50% of managerial effectiveness is related to communication skills. Communication has different meanings for different cultures. In Australia, communicating well means being open and direct. On the other hand, an indirect approach might be best for Japan, adhering to the concept of saving face. Communication needs to be tailored to the organisational culture, and understanding the national cultures within the organisation should be a managerial priority. Managers can be technically talented and have excellent skills in many areas, such as problem-solving and decision-making, but they can also be unable to listen, understand others, and manage any conflicts that might arise from daily interactions.
How can you, as an individual manager, become effective?
Enjoy getting to know yourself more!
This blog briefly explores the art of effective listening, gaining clarity in communication, and embracing feedback. It also briefly presents the learning organization and the role it plays in developing workplace communication and the art of maintaining it.
Listen. Communication within an organization is paramount. Effective listening is more than just hearing the words that someone is saying. It is about understanding the complete message being sent. When you genuinely listen to someone, you are not just waiting for your turn to speak. Instead, you are fully engaged in what they are saying, trying to understand their perspective and not just focusing on your thoughts and opinions. When there is any doubt in what you hear, clarify misunderstandings. Listening to others enables you to acknowledge their contribution, even if it differs from yours.
Act. Practical communication skills can also be fostered through learning organizations. A growth-oriented atmosphere that provides training and mentoring provides a platform for upcoming communication issues to be discussed and dealt with. Tools such as personality assessments can help individuals understand their strengths and weaknesses better and provide strategies for improvement. Both soft skills and academic knowledge are crucial in personal and professional development. In industries with high turnover rates, mentoring can provide individuals with the necessary support and guidance to succeed. Organizations can see increased employee retention and satisfaction by fostering this nurturing environment.
Maintain. One of the ways in which to maintain effective workplace communication lies in the hands of the company’s leaders and managers. Leaders and managers can preserve and develop a nurturing environment. With continual globalization, companies can also nurture a platform where different cultures can be understood, bridging cultural communication gaps and enhancing workplace interpersonal relationships. This commitment to maintaining a supportive atmosphere can substantially impact the team’s morale and productivity.
In conclusion, communicating well within the organization is vital in our personal and professional lives. By listening to others intently, acting on developing further communication skills, and maintaining a nurturing environment, organizations can revolutionize their interpersonal relationships and foster a culture of growth and development.
Understanding and managing our emotions is crucial to our personal and professional lives. Anger stands as a complex emotion with far-reaching implications. Today, we delve into the intricate world of anger, exploring its multifaceted nature, role in the workplace, and how its expression varies across genders.
Anger is a paradoxical emotion, having beneficial and adverse outcomes depending on the situation and how it is expressed. On the one hand, it serves as a communication tool, allowing us to express our emotions, beliefs, and intentions. It can also act as a protective mechanism, activating behavioural variations to deal with threats. On the other hand, if expressed inappropriately or disproportionately, anger can lead to abusive supervision, aggression, bullying, and potential violence.
The spectrum of anger ranges from irritability to hostility. Experts note that there is a progression in this emotion. Mild irritation can escalate into a full-blown rage if not managed appropriately. It is crucial to understand this progression to better handle our anger and its potential impact on our personal and professional relationships.
In the professional realm, anger plays a significant role, particularly concerning power dynamics. The concept of ‘moral anger’ comes into play when individuals in positions of power express their anger. This anger arises from an appraisal of a moral violation impacting another individual. Understanding the implications of moral anger is essential for those in leadership roles, as it influences their interactions with subordinates and the overall organizational climate.
Managing anger in the workplace is a critical skill. Leaders need to balance their emotional expressions to maintain a healthy work environment. Our podcast episode provides valuable strategies for managing anger and resources to help individuals navigate this complex emotion.
Interestingly, the expression of anger varies across genders. Research suggests that gender role characteristics, rather than gender itself, may be associated with different expressions of anger. Stereotypes around women and anger often result in women’s expressions of anger receiving more disapproval than men’s. Women leaders often need to control their anger, fearing it may be misunderstood or detrimental to their interpersonal relationships.
In contrast, men are often more comfortable expressing their anger and are less likely to suppress it. However, this does not imply that men are angrier than women. Both genders experience anger with similar frequency, but societal expectations and stereotypes influence their expression of this emotion.
Understanding the complexities of anger is vital in managing our emotions and fostering healthier relationships. By delving into the nature of anger, its role in the workplace, and gender differences in its expression, we can gain a deeper insight into this powerful emotion, helping us navigate personal and professional interactions more effectively.
In today’s fast-paced world, it has become so easy to become overwhelmed by the mental clutter that can build up in our minds. Finding ways to declutter our thoughts and make space for vibrant new experiences and ideas can be challenging. This concept was explored in detail in a recent podcast episode hosted by Dr. Kathryn Moura, where she delved into the liberating power of decluttering our thoughts and healing our emotional wounds.
We can declutter our minds by writing things down and by giving our minds a break. This simple act can make a big difference, helping us gain clarity and communicate our expectations more effectively. Doing this can prevent frustration and negative feelings from building up and create room for new opportunities and experiences.
Another way to declutter our minds is to let go of past issues. Holding onto past grievances can only lead to a cluttered mind and a heart full of resentment. By letting go, we free up mental space for positivity and growth. Letting go is a powerful tool for personal transformation, leading to a revitalized life journey.
Acknowledging personal or workplace negative emotions is essential, but it is equally important not to keep picking at these wounds. Doing so can prevent healing and further clutter our lives. To heal, we need to allow the hurt and pain to settle. Only when everything is quiet can we see the situation differently. During these quiet moments, we can apply the principle of letting go. There is a sense of freedom and readiness for a new start that letting go brings. Letting go of the past can declutter our minds and hearts, making room for fresh experiences and a brighter future.
Decluttering our minds and healing our emotional wounds is a journey, but one well worth embarking on. With clarity and the art of letting go, we can create a life full of vibrant experiences and fresh opportunities.
“When you drop a pebble into a pond, ripples spread out, changing all the water in the pool.” Neal Shusterman
In our busy lives, we can get so caught up in our own little world and lose sight of the bigger picture, of others and of the needs around us. The focus of an affluent society such as ours tends to lean towards the importance of reaching financial goals and achieving financial security. This investment mostly benefits ourselves and/or our immediate family. Read more
Conflict can be triggered by diverse situations such as the invasion of another person’s space, differences of values or opinions, unfair treatment, cultural differences, work ethics or lack of these, differing world views, and much more. Differing personalities can also be conflict-generating, and the clear fact is that conflict exists and it is here to stay.
Conflict can provide us with one of the most significant opportunities for growth if we approach it with the right attitude. There is strength in variety when we work through differences and value one another for who we are. Recognizing strengths in ourselves and others enables us to deal with conflict more effectively. Conflicting situations can then become stepping stones to personal and team growth.
Growing through conflict presupposes an openness to challenge one’s thinking and listen to the other person’s point of view. This openness does not mean you negate your idea or opinion; it simply allows you to have a more balanced view of your situation. Take an honest, open look at the situation and acknowledge existing differences in points of view. Be honest about how you see the situation. Dealing with conflict is most effective when a two-way process is in place: ‘give and take’!