Although Elaine likes her new job, her coworkers tend to gossip. Elaine frequently feels uncomfortable, but doesn’t know whether to speak up or keep quiet.
People talk about others. But when talk becomes negative or personal it moves from conversation to gossip. As Elaine’s uncomfortable with what’s being said, there’s a good chance the topic of conversation won’t like it either. Here’s how we’d help Elaine deal with this problem. You can use the same strategies to tackle gossip in your workplace.
A team of agricultural workers is in conflict. They need to learn how to manage their differences. Many group members are nervous about attending training – some can’t read, others had negative experiences at school.
A team of volunteers is presenting training on parenting skills. The scripts they have been issued with for this training are dull and uninspiring. The volunteers are nervous about speaking in public. Hedley Galt inspires the group to spice up their performance and feel confident doing so.
A team of youth workers is burning out. Constant organisational change and the demands of working with at-risk young people are taking their toll. Staff want to have a ‘fun’ day chilling out together. Management want a serious team-building workshop.
A team of scientists wants to motivate and inspire staff who are embarking on careers in health research. Challenges include developing political awareness and promoting a reflective approach to career development. Eleanor Shakiba presents modules on Conflict Resolution and Personality Types Working Together.
If you want better results with people, spending time building rapport can reap great results. Take Craig, for example. He was a freelance IT consultant who wanted help in getting on with his clients. Craig had difficulty managing his clients’ expectations. For example, he was frequently irritated by clients who ‘couldn’t’ describe what they wanted. What he wasn’t acknowledging was that people who could outline their needs accurately probably wouldn’t need his services in the first place!
Sean was preparing to announce the relocation of the company’s head office. Some staff might react badly to this change. How could he get everyone onside? Sean needed to prepare his presentation very carefully. I helped him use NLP framing techniques to build a positive message. You can use the same techniques whenever you need to announce a change or introduce challenging news.
Kiera and Jason didn’t get on. Annette, their supervisor, tried to sort things out. But Kiera insisted it was all Jason’s fault. Kiera refused to acknowledge her own part in the conflict. In desperation, Annette enrolled in my course on Dealing with Difficult People. During a break, I talked to Annette about how to set boundaries and limits on poor behaviour in the team. You might find these tips useful, too.