Organization Development Network of Western New York

Leader’s Role: Managing Workplace Dynamics. Some Notes

Posted in Facilitation, Meeting Notes, ODN of WNY Members, Organizational Development, Programs by Michael Cardus on January 13, 2013

Organization Development Network of WNY . Linda Snyder (1)

Linda Snyder facilitated a great workshop on Leader’s Role: Managing Workplace Dynamics the discussion was lively and the interaction led to learning and application.

Organization Development Network of WNY . Linda Snyder (2)

Linda began with an introduction to emotional intelligence and its application to leadership.

Exploring Core Attitudes: a part of EI is valuing yourself and others. The core attitudes that underpin development of EI are:

Self-Regard – the degree to which you accept and value yourself

Regard for others – the degree to which you accept and value others as people, as being distinct from liking or approving of what they may do and how they behave.

This is broken into 4 Quadrants

Organization Development Network of WNY . Linda Snyder (3)

Self-Awareness

  • Know your internal state
  • Recognize your own emotions and their impact
  • Confident

Self-Management

  • Manage Internal State
  • Flexible; Deal with change
  • Receptive to new ways

Social Awareness

  • Recognize other’s state
  • Recognize others need to grow
  • Service oriented

Relationship Management

  • Adept at work with others
  • Tap into skills of a leader

 

Organization Development Network of WNY . Linda Snyder (4)

Using the EI and leadership perspective we discussed the overlapping circles of the Who: What: How diagram.

Talking about how each can be in balance with people in organizations to ensure that continued commitment and work is being completed.

Organization Development Network of WNY . Linda Snyder (5)

 

 

 

 

 

 

 

Know that we know about ourselves as leaders the discussion turned to setting boundaries and what we tolerate and view as other peoples boundaries and tolerations.

Walking through 3 types of boundaries (illustrated above) we developed examples of there usefulness and what we tend to tolerate as OD and HR leaders.

Organization Development Network of WNY . Linda Snyder (6)

Our time concluded with this final model.

Terms are in descending order:

Results

Actions

Thinking / Feeling

Experiences

This was used to frame the conversation and return back to the Leaders role of Managing Workplace Dynamics.

 

 

What did you think and get from Linda’s workshop?

tell us in the comments.

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One Response

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  1. Susan Woods said, on January 14, 2013 at 3:12 pm

    This looks like a great discussion. (Great use of pictures to put us in the room.) Sorry I missed it. The dual concepts of self-regard and regard for others are so valuable. I recently used Holly Weeks, Failure to Communicate, in a discussion of conflict resolution. Her whole approach is built on what she labels three-way respect: respect for self, respect for others and respect for the conversation. The first two fit with this theme. The third, respect for the conversation, might fit in the third quadrant – Self-management – and be away to influence the forth – Relationship management. Respect for the conversation is about recognizing there’s a problem in the way the conversation is going, not the other person. She goes on to suggest various strategies to move toward effective conversation. And as for the boundaries diagram – easy to recognize folks in all three. Im sure the conversation was lively. S.


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