the Offer with Michael Glinter

Addressing Workplace Issues - Conversations rather than Confrontations w/Natalie Roesler

October 27, 2020 Michael Glinter
the Offer with Michael Glinter
Addressing Workplace Issues - Conversations rather than Confrontations w/Natalie Roesler
Chapters
the Offer with Michael Glinter
Addressing Workplace Issues - Conversations rather than Confrontations w/Natalie Roesler
Oct 27, 2020
Michael Glinter

Special Guest Natalie Roesler
 
Passionate people leader with over 18 years’ experience in technical and managerial roles. Results-oriented and successful through building cross-functional teams in alignment with organizational strategy. Leadership style is based on high-performance team building by eliminating negatives, setting high expectations, assuming positive intent, and building mutual trust and respect with employees. Join Natalie and me as we discuss the challenges of confronting people in the workplace. 

  • Why people are afraid of confronting people about an issue
  • The issue starts within the “confronters” own head
  • Changing your mindset before approaching someone – it’s just a conversation
  • Approaching someone on having a conversation 
  • Do not make people wait to talk
  • Figure out the conversation before you approach someone
  • Do not start a blame game – it should be how it made you feel 
  • Ask open-ended questions
  • Hearing vs. Listening 
  • Do not hear someone just while you prepare a response – Active Listening
  • Someone pausing before responding is a GOOD THING! It means they are listening
  • Try to avoid trigger words and accept the fact that the person you talk to may play a victim role
  • If someone says, let’s take a break – take a break.  It is in everyone’s best interest then to take a break
  • If either party says “that’s fine,” it needs to be talked about.  It’s not a solution; it is just a delay tactic
  • Confrontations through text messages or phone calls are dangerous – always in person or zoom
  • How do defensive people change?  How can they fix the problem? They are a bully in return
  • You have to be able to recognize and accept the behavior before you can address the change in your behavior
  • Just because your boss asks you for a meeting doesn’t mean it is a bad thing. 
  • Creating a high-performance work environment to empower positive conversations

Special Guest Information
Natalie Roesler
High Performance Leader | Speaker | Author

[email protected]
https://www.linkedin.com/in/natalieroesler/
https://pineapplecourage.com/welcome-to-pineapple-courage/

GLINTER SOCIAL MEDIAL AND CONTACT INFO
[email protected]  (Email)
https://www.michaelglinter.com/podcast-1   (Podcast)
http://www.linkedin.com/in/michaelglinter   (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter  (YouTube)
www.michaelglinter.com   (Website)

Show Notes

Special Guest Natalie Roesler
 
Passionate people leader with over 18 years’ experience in technical and managerial roles. Results-oriented and successful through building cross-functional teams in alignment with organizational strategy. Leadership style is based on high-performance team building by eliminating negatives, setting high expectations, assuming positive intent, and building mutual trust and respect with employees. Join Natalie and me as we discuss the challenges of confronting people in the workplace. 

  • Why people are afraid of confronting people about an issue
  • The issue starts within the “confronters” own head
  • Changing your mindset before approaching someone – it’s just a conversation
  • Approaching someone on having a conversation 
  • Do not make people wait to talk
  • Figure out the conversation before you approach someone
  • Do not start a blame game – it should be how it made you feel 
  • Ask open-ended questions
  • Hearing vs. Listening 
  • Do not hear someone just while you prepare a response – Active Listening
  • Someone pausing before responding is a GOOD THING! It means they are listening
  • Try to avoid trigger words and accept the fact that the person you talk to may play a victim role
  • If someone says, let’s take a break – take a break.  It is in everyone’s best interest then to take a break
  • If either party says “that’s fine,” it needs to be talked about.  It’s not a solution; it is just a delay tactic
  • Confrontations through text messages or phone calls are dangerous – always in person or zoom
  • How do defensive people change?  How can they fix the problem? They are a bully in return
  • You have to be able to recognize and accept the behavior before you can address the change in your behavior
  • Just because your boss asks you for a meeting doesn’t mean it is a bad thing. 
  • Creating a high-performance work environment to empower positive conversations

Special Guest Information
Natalie Roesler
High Performance Leader | Speaker | Author

[email protected]
https://www.linkedin.com/in/natalieroesler/
https://pineapplecourage.com/welcome-to-pineapple-courage/

GLINTER SOCIAL MEDIAL AND CONTACT INFO
[email protected]  (Email)
https://www.michaelglinter.com/podcast-1   (Podcast)
http://www.linkedin.com/in/michaelglinter   (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter  (YouTube)
www.michaelglinter.com   (Website)