Questions and Answers of Leadership in organizations

Choose an appropriate medium (face to face, virtual) for a meeting?
Invite the appropriate people to a meeting?
Decide whether a meeting is necessary?
Learn how to manage conflict personally and professionally?
Use skills and strategies to prevent conflict or minimize the likelihood of it occurring?
Reframe my view of conflict from something to be avoided to something that is potentially beneficial in relationships and organizations?
Understand my predominant approach(es) to conflict and make necessary adjustments to a particular conflict situation?
Identify the source of conflict as it is occurring?
Deal with unresolved anger in a constructive way?
Ensure team success while minimizing the impact of potential limitations?
Effectively manage differences in values and work styles in a team setting?
Ensure that all members of a team understand their roles and responsibilities and contribute equitably to meeting team objectives?
Distinguish high-performance teams from other types of work teams?
Recognize developmental stages and help a team progress through them?
Increase my comfort and skill with special situations in negotiation, such as multiparty, virtual, and global negotiations?
Identify unethical negotiation behaviors and determine the motivation for engaging in such behavior and strategies for dealing with it?
Utilize agendas, questioning, framing, scripting, and other negotiation strategies to increase my effectiveness as a negotiator?
Know when to walk away from a negotiation if a resolution doesn’t appear possible?
Involve the other person in a collaborative and interest-based negotiation?
Understand the other party’s wants and needs in a negotiation?
Determine my best alternative to that goal if I don’t get all that I want in a negotiation?
Determine what I want in a negotiation and make a plan to facilitate achieving it?
Use elements of persuasion to give an effective presentation?
Incorporate tactics and strategies to improve my influence and persuasion skills?
Get co-workers or team members to perform tasks even when I have no direct authority?
Influence others to adopt beliefs or behaviors different from current beliefs or behaviors?
Get my message across in a way that doesn’t cause defensiveness on the part of the receiver?
Send messages that express and address my thoughts directly?
Determine which communication medium will best serve my needs in varying situations?
Reduce ineffective communication?
Improve my ability to send clear messages?
Actively listen?
Accurately interpret others’ nonverbal messages?
Ensure my verbal and nonverbal messages are in sync?
Differentiate between effective and noneffective listening behaviors?
Show I’m a good listener or sounding board?
Ask a colleague to be a sounding board for me when I have something important to discuss with him or her?
Help others do the same?
Seek opportunities to be inclusive both individually and as a member of an organization?
Learn to work effectively with others of different races, genders, cultures, and ages?
Accept others’ approaches and perspectives when they are completely different from my own?
Become aware of and address others’ biased perceptions of me?
Confront those biases by challenging stereotypes perpetuated by society and the media?
Understand diversity and the biases I may have toward others who are different from me?
Recognize and overcome barriers to self-improvement?
Identify stressors in my life and find ways to reduce or change my response to them?
Make better use of my time by working smarter and not harder?
Manage my time to achieve more and be more effective?
Evaluate my emotional strengths and identify areas for personal improvement?
Learn skills that will improve my individual performance?
Know if I am making ethical decisions?
Evaluate options concerning ethical dilemmas?
Make progress toward my goals, especially when I hit a roadblock?
Develop a personal mission statement?
Clarify my values and decide what is really important to me?
Develop plans that will help me achieve my goals?
Demonstrate that I can be trusted?
Share my feelings about and reactions to people and situations, in addition to facts?
Use situational cues to guide self-disclosure and trust?
Determine the appropriate amount to disclose to others?
Learn to trust others, especially when trust has been broken?
Improve my personal and professional relationships?
Identify the biases I have that affect my understanding and appreciation of others?
Gain understanding and insight into my personality, attitudes, and behaviors?
Assess my limitations and develop a plan for improving in these areas?
Know what motivates me in order to reach my potential?
Figure out my strengths and understand how they might guide me in personal and professional choices?
◾ Review your questions used during interviewing. Are you probing for inquisitiveness?
◾ If you are not already, include questions during employee rounding to promote employees to think about improvements. For example, “What’s keeping you from serving your customers?” or
◾ Devise a small pilot to promote MDI within your area of responsibility using the lessons learned from your own experience. Designate a pilot population.Experiment with scheduling different time
◾ Finally, we spend a minute pleading with family members to keep it that way
◾ We meticulously put everything back in a logical, organized fashion.
◾ We knock down the cobwebs, vacuum, and maybe even apply a new coat of paint.
We spend hours sorting through the contents to determine what’s a keeper and what’s headed for the next garage sale.
◾ What software is used for calculating bills?
◾ How are orders communicated from the wait staff to the kitchen?
◾ How many orders are in the kitchen? What’s the time from receipt of an order until it’s ready to be delivered?
◾ How many patrons are waiting to be seated? For how long?
◾ What is the turnover rate among the wait staff?
◾ How many workers are assigned to each process step?
◾ What do customer surveys reveal about the quality of meals provided?
◾ How frequently do we screw up an order?
◾ What’s our safety record in the kitchen?
◾ What is the distribution of customer arrivals by time of day?
◾ Where does backlog (i.e., inventory) accumulate?
◾ How long does each step take?
◾ Where do defects occur?
◾ Is each process step value-added?
◾ “When I come up with a better idea, it’s rewarding to see the standard change and everybody embrace my idea.”
◾ “It’s nice knowing when I come into work that the prior shift has left things clean and in their proper places.”
◾ “Hey, I like being able to rely on this tool being stored in the same place…every time.”
◾ Rate each of your employees for personal accountability on a scale of 1–10.Repeat the exercise in one year after regularly coaching and holding team members accountable.
◾ Follow up on each of the coaching conversations initiated; recognize improvement when it occurs and utilize the simple recipe for the accountability conversation when needed.
◾ Is a situation emerging that poses a risk to their current position?
◾ Are changes in business needs or technology replacing the employee’s skills?
◾ Is the current position at risk due to market or funding trends?
◾ Does an upcoming event offer a chance to try something new?
◾ Are new skills needed due to changes in the business or in technology?
◾ What new positions are likely to open up?
◾ What kinds of work does the employee avoid or appear to not enjoy?

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