Maram AlMusa
Life Coach
Working in direct contact with customers, employees and collogues over ten years, gave me a great experience in how to deal with different mindsets. And as I had always been interested...
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Meet the mentor
Tricky Workplace Situation Handled
- Longer time to complete the task porcrastinations Some personalities focus on the outcome only not the perfect steps and details - conflict
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- be the observer of your team personally and in their tasks and outcomes do some personality test do swot analysis to your employees (let them do it themselves and discuss) c conduct trainings and workshops focus on the strength and make the emplify them coaching programes
- retail industry is a dynamic industry with high uncertainty and the changes are high and that affect the employees work and working hours
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- teach the importance of the predictable work environment in the sense of security and gaining trust between the management and the employees predictability will enhance the over all wellness of the work environment, the the performance of the employees discuss schedules and tasks with the employees considering their opinions and shares stick as much to what was agreed on in the communication with the employees predictable flexibility is useful as well to keep the energy and enthusiasm within the employees however keeping in mind the employees comfort
- Personal issues and challenges Unhealthy relationship with employees Unhealthy relationship with management The work and job nature and timimg
- asking question trying to support the employee to see the situation more clearly empathies the situation and support the employee the empathies her colleague open honest conversation .. agree with his approach as he did not gave any suction yet let the employee find it herself
- Yes .. All starts with open communications and conversations, dealing with the attitude and the behavior not the peasron by understanding the cause, asking questions clearly and active listing will always lead to a solution, feedback is always needed and should be documented
- deal with the attitude and the behavior not the Pearson open communication clear orders and dead lines clear directions and constrictive feedback written expectations and consequences
- lead by example keep you door open and the channel of communication be the observer of the employees attitudes and don't take it personal clear communications, action plans and expectations search for the root cause be empathatic
- The Second email, as the manager used a positive language with his team, boosting their energy and confidence by reminding them of their capabilities and then addressed the challenge while proposing next steps that involve them
- Communicate with internal and external stakeholders by seeking input and insights, the clearer the communication the better the input hence the better the outcome of the measure
- Inactive communication, Managing rather than leading, Woking in silos while in a team. Enhance open and effective communication, Lead by example and involve team in decision making of measurable actions
- by having an open conversation and prompting until the leader conclude his/ her perfect solution for the work environment, digging deep by keep asking open ended quesrions
Tricky Workplace Situation Handled
- Longer time to complete the task porcrastinations Some personalities focus on the outcome only not the perfect steps and details - conflict
- be the observer of your team personally and in their tasks and outcomes do some personality test do swot analysis to your employees (let them do it themselves and discuss) c conduct trainings and workshops focus on the strength and make the emplify them coaching programes
- retail industry is a dynamic industry with high uncertainty and the changes are high and that affect the employees work and working hours
- teach the importance of the predictable work environment in the sense of security and gaining trust between the management and the employees predictability will enhance the over all wellness of the work environment, the the performance of the employees discuss schedules and tasks with the employees considering their opinions and shares stick as much to what was agreed on in the communication with the employees predictable flexibility is useful as well to keep the energy and enthusiasm within the employees however keeping in mind the employees comfort
- Personal issues and challenges Unhealthy relationship with employees Unhealthy relationship with management The work and job nature and timimg
- asking question trying to support the employee to see the situation more clearly empathies the situation and support the employee the empathies her colleague open honest conversation .. agree with his approach as he did not gave any suction yet let the employee find it herself
- Yes .. All starts with open communications and conversations, dealing with the attitude and the behavior not the peasron by understanding the cause, asking questions clearly and active listing will always lead to a solution, feedback is always needed and should be documented
- deal with the attitude and the behavior not the Pearson open communication clear orders and dead lines clear directions and constrictive feedback written expectations and consequences
- lead by example keep you door open and the channel of communication be the observer of the employees attitudes and don't take it personal clear communications, action plans and expectations search for the root cause be empathatic
- The Second email, as the manager used a positive language with his team, boosting their energy and confidence by reminding them of their capabilities and then addressed the challenge while proposing next steps that involve them
- Communicate with internal and external stakeholders by seeking input and insights, the clearer the communication the better the input hence the better the outcome of the measure
- Inactive communication, Managing rather than leading, Woking in silos while in a team. Enhance open and effective communication, Lead by example and involve team in decision making of measurable actions
- by having an open conversation and prompting until the leader conclude his/ her perfect solution for the work environment, digging deep by keep asking open ended quesrions
