Register Now - Don't miss this opportunity to hear the top selling author from the SHRM Bookstore speak about Managers as Mediators!

One of the most critical leadership skills in companies and departments of all sizes lies in dealing with conflict head-on in a constructive and supportive way.  Yet the path of least resistance is avoidance, and many operational managers will avoid confrontation at all costs rather than address problem issues directly by brokering a truce among “warring factions” and eliminating angst and drama from the workplace equation.

But how do you train managers to address problematic conduct or substandard job performance issues directly and honestly?  What tools do they need to set high standards without simultaneously putting others down or turning them off?   And how can you help them structure a meeting where two individuals or groups who avoid each other like the plague can actually sit down in a safe setting—with no fear of having to defend themselves or need to launch a counterattack—so that both sides can hear the other parties’ side of the story objectively, assume partial responsibility for the problem at hand, and make themselves part of the solution?

It’s not as hard as you think!  No, this isn’t about creating a gripe session where both sides get to rehash perceived past injustices.  And it’s more than simply “letting the air out of the balloon” to relieve immediate pressure and that feeling of having to walk on eggshells.  Rather, constructive group and team engagements can help realign a team, reset management’s expectations, and turn around group performance and productivity by following a few simple “human nature” rules, backed by a policy and practice that has “teeth.” 

Join us for a session of “HR turnaround strategies” that will help you help your managers engage in much-needed workplace combat—but in a fair, compassionate, and constructive way.  Reset your company’s high expectations while playing the role of mentor and coach rather than unilateral decision-maker and disciplinarian.  Then watch the drama melt away, productivity increase and, over time, old wounds heal.  That’s a management intervention that’s sure to increase individual performance and group productivity as well as establish your reputation as a turnaround leadership expert who takes on even the toughest situations that the workplace can conjure up.

Thank you to our meeting sponsor!

Bio - Paul Falcone, World Class Professional Development Speaker and Business Leadership Author
https://www.paulfalconehr.com

Paul Falcone is CHRO for the Motion Picture and Television Fund (MPTF) in Los Angeles, where he oversees all aspects of HR leadership and strategy.  Prior to joining MPTF, Paul served as CHRO for Nickelodeon and head of international HR for Paramount Pictures. He also has immediate experience in healthcare/biotech and financial services across non-profit, union, and international environments. Paul is a long-term contributor to HR Magazine and the author of a number of best-selling HarperCollins Leadership, SHRM, and AMACOM books, including 101 Tough Conversations to Have with Employees, 101 Sample Write-Ups for Documenting Employee Performance Problems, 2600 Phrases for Effective Performance Reviews, and 96 Great Interview Questions to Ask Before You Hire.  His newest five book series, The Paul Falcone Workplace Leadership Series, will be released by HarperCollins in the spring of 2022.