Amelie Yan Gouiffes
Disaster Risk Reduction & Recovery Advisor, UN
Amelie has over 23 years of international experience in multi-sectoral programs and multinational team’s management with the United Nations System (UNDP, FAO, UNISDR, ILO), the European...
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Meet the mentor
TALK SHOW VIDEOS
Tricky Workplace Situation Handled
- Do's: listen carefully , acknowledge , be fully present, practice emotional intelligence and self-management, aim at a win-win situation: apologize and take action. Don't: take it personally, get into the battle of who is right or wrong, be scared of negative feedback: it is the breakfast of champions (as per quote by Ken Blanchard)
- Be honest, handle the situation, apologies, solve the issue , show the human side of your business and transform the unhappy customer into a loyal client
- Shift how you are hearing the "negativity", be grateful within and find the opportunity to enhance and improve your business with the negative feedback you have received .
- When I started my career, I used to compete rather than truly collaborating because I felt I had to show what I could do and I thought that could be only done through being better. The years , the experiences, the failures and the successes as a team member and a team leader made me see and experience the power of collaboration .
- We can always encourage collaboration - taking into consideration the way we are educated and the values in the world, competition is clearly promoted always . Being collaborative may be even perceived as weak and a lack of leadership - this is a whole effort of de-education-education and re-education that needs to be done .
- I have the privileged to have worked in more than 45 countries , led multi-cultural teams and be a PCC professional Certified Coached. That equipped me with a lot of experience and tools to manage confirmation bias. but as any human being I also have those . It will affect my work when I dont want to develop something new and will resist to be curious and open
- Asking questions, adopting a coaching approach , being curious , developing multi-cultural mindset
- We should prepare probing questions with our objective in mind (what do we want to know to get the best candidate) and with curiosity (no pre-judgment or prejudice ), without anticipating any specific answer but being curious with what will unfold.
- To help them to pull from within all their knowledge
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- - I am very interested by this aspect you are mentioning and I would like you give me a couple of examples on how you implemented that skill or solved this problem - when I hear this......, I feel curious and want to dive a little more into that topic
- convergent thinking: taking ideas, reflecting on them, improving them divergent thinking : developing ideas, daring to share them it must be complementary both must co-exist
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- I would start a brainstorming process - instead of them reacting on the existing , I would use their creativity to develop their 3 perfect swimsuits. Reacting on something does not stimulate our creativity but rather our judgmental approach to everything. creating the space where customers feel heard and valued will make them appreciate even what they initially did not fancy that much . They will accept that their ideas are not the only ones and start looking at the propositions with other eyes.
- I would say it is essential for survival, for a sense of joy and fulfillment and for growth At the same time, it needs to be structured so it is not about ideas but it is about materializing them , which is sometimes the biggest challenge
- The problem is lack of ressources . For a divergent thinking approach to it , I would do a brainstorming exercise, listing the different types of resources and allowing all ideas to come up. After that, I would take every idea and see how it can be tried or not.
