Setanta Landers

In the modern world responding quickly can be lethal and emotional. It is a sensible strategy to draft a reply and to leave it overnight to be reivewed the next morning with a cool and clear head.

It is important to take detailed and informed instructions and to capture and organise any documentation that may be required and to number and organise same in date time. This organisation will rationalise and make clear the issues and any gaps in information

Feedback is simply a description for capturing each sides positions in writing. It will need to be done in a succient way identifying the issues, the concerns and mindful of interpersonal issues which may be the subject matter of the concern. One must identify the real issues

I think this is a difficult sell unless you can allign the common goals to the individual's motivations. If you can focus the individuals then the collective is easier. what is my experience is that one negative voice can carry a lot further and louder than ten positive ones so it is about identifying issues early before they become toxic and poison the work athmosphere.

Substitute communicate HONESTLY. Redefining the Issue into what you believe someone wants to hear will not resolve it. It is important that, even it is uncomfortable to determine the actual issue that arises as frequently it is misplaced focus due to other issues that may have arisen. For example there may be a conflict over salary that is expressed by focusing on work product.

The type of conflict is important to define. 1. Is it a process issue. 2. Is it a personality issue Process issues can be mended quickly. Personality issues need to be skillfully navigated and documented. Either way it is important to ask both parties to write down their perspective and then meet with them to understand their view in a neutral way if possible. Personal issues however can be irrational due to emotional positions