Jamie Morley

Noreen, Good insights! Often times, I make the determination about whether to select the leaders or let them self-select based on a couple of criteria. First, how long is the assignment? If it is a long duration, like an entire semester, it is more critical to select people that have a propensity to lead or are willing to take your direction. Another factor is how much time you have to mentor the person. If it is not a leadership course, and the curriculum is already jam packed with learning objectives, you may not have the time or ability to coach… >>>

Christopher, I couldn’t agree with you more. Conflict is very difficult for some people to deal with and there are cultural differences in the way that conflict is perceived. As a manager, it takes lots of time and one-on-one coaching to be able to detect how your team with respond. Conflict avoiders can become passive-aggressive, which can wreak havoc in the group. Again, communication is the best way for the leader to keep a pulse on how the group is progressing. Once trust is established, allowing structured, healthy “debate” is warranted. Avoiding the word “conflict” and replacing it with words… >>>

Shanel, you bring up some good points! One good strategy to minimize the negative impact of dominant members, while still encouraging their participation, is to establish meeting protocols. Determine the order of the meeting and set time limits for everybody to state their position, as well as time limits for discussion on each item. This lets everybody know what to expect. Consistency makes team members more comfortable. I also agree that encouragement is essential. Too often, team leaders do not have the authority to give awards, bonuses, or monetary incentives, so praise is a great way to keep your team… >>>