
How to prevent employee burnout through a growth mindshiftÂ
When we feel stressed, weâre more likely to operate from a place of fear and fall back on a mindset that is fixed, judgmental, and focused on polarities â behaviour that soon...
by Alyson Meister Published July 2, 2021 in Brain Circuits ⢠3 min read
Navigating workplace relationships may be one of the biggest challenges a leader faces. But there are steps you can take for tackling some of the trickier situations. Here are a few examples:
How can you address feedback in which you’ve been called a micro-manager?
One of the most challenging aspects feedback is that it can reveal our blindspots. Our natural tendency may be to react in a defensive (or even aggressive) manner, but this blocks learning and growth.
What can you do when one of your direct reports is a star performer, but is not a team player? How can you prevent this from causing tension on the team?
While star performers might boost short-term results, if can erode your teamâs overall engagement and culture, and have adverse long-term consequences. As the teamâs leader, your actions are a statement about the behavior youâre willing to accept.
What should you do if, for example, as a woman in a male-dominated industry, you have been referred to as a âdiversity hire”?
The good news is that organizations are starting to acknowledge the role they play in entrenched systemic bias and inequity, while discovering the benefits of a diverse workforce. “Diversity hireâ comments often represent micro-aggressions that imply that diversity and merit are incompatible.
Professor of Leadership and Organizational Behavior at IMD
Alyson Meister is Professor of Leadership and Organizational Behavior and Director of the Future Leaders program and the Resilient Leadership Sprint, she is also co-director of the Change Management Program at IMD Business School. Specializing in the development of globally oriented, adaptive, and inclusive organizations, she has worked with executives, teams, and organizations from professional services to industrial goods and technology. She also serves as co-chair of One Mind at Workâs Scientific Advisory Committee, with a focus on advancing mental health in the workplace. Follow her on Twitter: @alymeister.
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