Week 6 Discussion – Defensiveness and Leadership

Description

Effective meeting facilitation and communication tactics are critical in today’s fast-paced and collaborative work environments for generating innovation, decision-making, and organizational success. Investigate the difficulties of creating good meetings and inclusive communication using the concepts described in the provided text and supplementary research and personal experiences.

Consider your meeting experiences as a participant, facilitator, or observer. Use examples from your personal or professional settings to respond to the following.

Respond to the following:

1. Discuss examples of how excellent facilitation or communication tactics improved meeting outcomes.
2. Discuss scenarios where problems emerged and how they could have been handled differently.

Respond to a Peer

Be sure to respond to at least one of your classmates’ posts.

• Read a post by one of your peers and provide a substantive response, making sure to extend the conversation by asking questions, offering rich ideas, or sharing personal connections.

All discussion responses can be video or text submissions, this will offer you an opportunity to practice and improve your communication skills. Refer to the following resource for instructions to submit a response video:

CLASSMATE POST:

Good evening Class,

As mentioned before every month at my job, we have our monthly meetings to discuss the standards of certain items for the season. Our meetings consist of the owners, the regional, district and store manager. The objective is to demonstrate to the staff on how to make a few new drinks that are launching and how to prep new food items. The regional manager, Mrs. Linda, clearly defines the meetings goals and ensures everyone understands the steps of these new menu items. She started the meeting handing us detailed brochures, with images and information, on the upcoming seasonal items, to help us visualize what we are preparing for. As she is discussing about the new launch, so also talks to us about upselling and promoting to our guest/customers. She gave us great examples on sales pitches we could use and even tested a few us to see where we could improve. Mrs. Linda encouraged everyone to ask questions during the meeting and also let us get a few hands-on practices in to see if everyone was comfortable and fully understand. The communication was very strong throughout the whole entire meeting. The introduction was very welcoming and had everyone excited. Everyone engaged in the meeting with asking questions, and even sharing ideas that may help us along the way. I think everyone agreed that it was a very great informational meeting and was looking forward to another great meeting next month.

I don’t necessarily have a scenario of a time problems emerged in a meeting, but I can think of a time that I can incorporate with the discussion. I could think of time, a few months ago at my job a new girl had started, but no one properly trained her. She had no experience, and it was very difficult for her to jump in and keep up. She was very confident, but any small hiccup would discourage her. It’s very understanding that we all make mistakes, but it’s not okay when a shift leader belittles someone because they don’t know how to do something. Instead, you should go help your crew member and encourage her that she will get it right next time. You never want to make anyone you work with feel uncomfortable, but make effort into collaborating and reach daily goals. The crew member was making a drink for a front counter sale, and she made it wrong and it was obviously wrong. Instead of the shift leader coming to help the crew member, she yells across the room in front of everyone, “That is not how you make that drink, that drink is not right” with the nastiest face and tone. It made the crew member feel really bad and almost wanting to give up just because of how the shift leader approached her. It took a guest on front counter to say, “Hey it’s alright. Don’t feel bad. I know you are new. You will get it eventually, no worries. That made the crew member feel better and helped her regain her confidence. I feel like our whole staff need to have meetings to work on our communication skills. We could definitely use a few practices and exercises to strengthen the entire workplace. So, in the future, when problem arises we will know how to tackle them with ease as a team.

Micromanagement and Delegation

Post a Response

Examine the difference between micromanagement and successful delegating.

Respond to the following:

1. Discuss the negative effects micromanagement can have on employee morale, autonomy, and total team productivity.
2. Discuss the difference between micromanagement and effective task distribution by supervisors.

Respond to a Peer

Be sure to respond to at least one of your classmates’ posts.

• Read a post by one of your peers and provide a substantive response, making sure to extend the conversation by asking questions, offering rich ideas, or sharing personal connections.

All discussion responses can be video or text submissions, this will offer you an opportunity to practice and improve your communication skills. Refer to the following resource for instructions to submit a response video:

CLASSMATE POST:

Hello all,

While I wish this wasn’t the case, I have firsthand experience with a leader micromanaging me. This was a very difficult time in my career that I am not thankful for as I am able to share what I learned with other peers experiencing the same. Micromanagement can oftentimes make an individual feel inadequate at their role and as if nothing they do is ever right, simply because it wasn’t done in the way the leader would have preferred. Morale is low, incredibly low. One can feel as though your leader wants you to take initiative yet when you do, it isn’t how the leader wanted it so there is extra work on the individual. In some ways, you are less productive yet more productive as you just spend so much extra time doing things over and over until the leader is pleased. This wasn’t a case of I did things wrong, just that my leader crossed co-employment lines I was not willing to do. I had to learn to manage my manager. In order to handle her micromanagement ways, I delegated some things back to her to give her the perception that she was in control of what she wanted.

Micromanagement is being involved with everything your employee does, even things that should be simple enough for them to handle such as sending emails. It is when a leader needs to be in control of every aspect within the project/role. Effective task distribution is delegating tasks to individuals based on their skillset. An example of this would be delegating reporting to someone who understands data and can create reports to tell the story of performance.

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