Dr. Gary Carlson

Discussion Comment

Monica, It is hard sometimes to not take comments or actions personal. It is our professional duty to always keep in mind the mission of your company and that the best decison be made. Once emotion enters into a discussion or any kind of exchange happens it will destroy the opportunity to maintain a good working relationship. When we allow this to happen their usually no chance to have a win win opportunity.

Dr. Gary Carlson

Discussion Comment

Crisis Management

Bret, Planning for a crisis is the challenge for several of your best leaders. It is imperative you put around the table your best thinkers to act out in their minds the potential crisis risk that could and may occur. From here you can create your ROPE theory.

Dr. Gary Carlson

Discussion Comment

Crisis Management

Bret, Good crisis management requires oursleves to be proactive rather than reactive. Situations that may arise can be planned for in writing and practiced with mock rehersals. The actual crisis may not completly resemble the crisis previously planned but you will have a head start with some on the ingredients you have put into writing. During the crisis there should be an on going circle of advisors to make decisions and evaluate the situation and progress. These types of meetings must consistent and seqential until the crisis mode has been diminished.

Dr. Gary Carlson

Discussion Comment

Handling Workplace Stress

William, Physcial exercise is always a great stress reliever. In the book "Brain Rules" by John Medina he writes on the value of physical exercise and has a complete chapter on stress. Stress relief is conditioned on three factors each of have to have in control. The three factors are: 1. Mental 2. Physical 3 Spiritual

Dr. Gary Carlson

Discussion Comment

Crisis Management

William You are correct with system critical operation and information. This example you have given was truley a crisis but crisis comes in many shapes and sizes. Terroist is a known factor but the odds of it happening versus other types of crisis may not be as possible. Such crisis and economy, weather, employers, product recalls etc. A good plan is one that considers the protection of system critical infomationa and operations.

Dr. Gary Carlson

Discussion Comment

Change Agent or Change Blocker?

William Change for the right reason is a value added proposition. It is important we keep an open mind to change proposals and ideas. We must not be a deterent to change but we should be responsible with our stakeholders and be a risk taker with confidence in our actions. Change is the formula for staying in front of the competition.

Dr. Gary Carlson

Discussion Comment

Identifying Difficult Interactions

William, Your mentor attitude is quite important. It always important to stay positive and professional. It is sometimes easy to get caught up in the emotion of the circumstances. The best plan of action is to remain within the practices and policy of the business. Keep the mission of the company in mind. Positve attitudes always win over the negative or they leave on their own.

Dr. Gary Carlson

Discussion Comment

Obstacles to Change!

What are the most apparent and non-apparent obstacles to change in the work place?

Dr. Gary Carlson

Discussion Comment

The Change Process in an Organization

Betsy, Before you begin with your goals it is important the stakeholders in your business understand a clear cut "Mission" of the company. Miission is the single most important solidifier for your employees. Mission is the common thread that ties everything together. I recall a company I worked with had their mission built around three topics. They were as follows: 1. Customer Service 2. Quality 3 Compliance with laws and regulations As you write the goals you need to be sure you have the connection to the mission so all employees see the need for change and how it helps… >>>

Dr. Gary Carlson

Discussion Comment

Dealing with Difficult Interactions

Listening is the key to remove the emotion from a difficult moment. Your tone of voice needs to remain calm and attentive to the communicators. The definition of communication is 7% verbal, 13% body lanuage and 80% listening. Many times by letting the parties talk it out in a controlled unemotional setting will create a constructive atomosphere to resolution. If possible all parties need to walk away with some feeling of resolve to their own issues. This may take more than one setting. You can create a step by step plan for follow-up with you as the leader.