Leaders Often Resist Managing Tensions – Behind the Scenes

Leadership requires you to execute plans, be strategic, and effectively communicate the vision. But the real work of leadership is when it comes to people. Leaders also must be skilled at managing the tensions of the people that are expected to do more with less. They have to find alignment in a sea of chaos. Managing tensions requires you to be a great listener and an even better coach. You will struggle if your strategy is telling people what to do. In this behind-the-scenes episode, you will get context to managing tensions to help you be a better leader.

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Behind the Scenes: The Transcript

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

[00:00:00] Do you ever felt tension inside the workplace? Have you ever noticed that something was not quite aligned? Maybe it was personalities that weren’t getting along or something had to be addressed, but you decided to avoid it? Well, I was talking to a client the other day about managing tensions inside the workplace.

And he was actually, you know, actually had the courage to have this conversation, bringing a group of people together, facilitating conversation, to get to the heart of the matter. And he was saying how well it went. And my job as a coach is to reflect back that that’s really amazing that he was able to do that.

But I had to ask him, when did you first feel that there was tension inside this team? And he thought for a second and he said probably about six months ago. I said, well, why didn’t you address it in the earlier part of that instead of waiting for films to now, he’s like, well, you know, I wanted to make sure that it was really attentive. It wasn’t, I wasn’t jumping the gun on something totally makes sense. He wanted him to talk to people

[00:01:00] individually. That makes sense too. He wanted them to work it out for themselves. That makes sense too. But six months is a long time for all those things to happen. My conversation to help you become a better leader was some of the other questions I use were something like this.

If you weren’t having this conversation with this team who was inside your organization and he quickly answered. No one, so it just kind of festered. And is it better to address something like this sooner versus later, he came back and said sooner, you would say the same thing. And we talked about what does it really mean to be a leader of a company?

And you have a lot of people and there’s going to be tension inside this. And you’ve got to manage that tension another way to look at it. Look at the energy drainers and that the energy gainers and the drainers have to be addressed as soon as they can.

[00:02:00] And the energy gainers you want to amplify and your job as a leader, when you’re truly leading the people of your company and the teams and aligning resources and getting everyone to contribute in different ways. You want to make sure that you are noticing those moments of tension and as quickly as possible, get to the heart of it, have the conversations, maybe it’s individual conversations that you need to have. And I know they’re difficult, but they’re, there really is something that you don’t want to avoid. And if you have to bring people together, you want to do it quickly and not let it fester.

I bring all this to light for you because I think a lot of leaders. Want things just to work out for themselves. And it’s good when they do, but you want to make sure that you’re not just waiting around for that. That you’re more proactive and that your job is to manage the tensions and the energy drainers inside the organization.

And you have to do that through effective communication and addressing things and not avoidance. It doesn’t just get better by itself. All of this to be said, if you have attention inside your organization, there’s a conversation that’s missing between you and someone. Are you on a team?

[00:03:00] Are you willing to do that? Now you’re willing to schedule that for this week next week, because letting it sit and avoiding it doesn’t mean. My job is to help you be the best leader you can be. And to help you really rise up to the level of leadership that your team wants to follow, to make an impact and predictable growth and increase the value of your company.

I create content like this. I do a lot of solo episodes, but I do a lot of interviews with founders and CEOs from the Inc 5,000. Hopefully, you’ll find this content valuable and you’ll continue to listen in so that you can be the best leader you can be. If you would like to have a conversation with me, I’d love to just ask you this.

Do you know what the exact skill is that you need to focus on to be a better leader? You probably don’t, but you do know what the exact next step is to increase sales or the next thing you have to do to, to increase, you know, funding or whatever is the highest focus of your business, but shouldn’t, you understand what it takes for you to improve as a leader when you catch it?

[00:04:00]  Maybe today’s topic around avoidance, you realize? Yep. I could be a little bit more intentional about these conversations. That’s a blind spot that a lot of people just don’t have. I want to help you figure out what those blind spots are. I love to be able to help you be the best leader. You can be, create a team and culture that lives beyond you and create increased value across your company.

I create all this so that you can actually learn and want to reach out and help yourself become the leader that you know, you could be. So just go to genehammett.com and schedule a call. I’d love to talk to you about your next step to leadership. I promise not to sell you. And I do promise to serve you to the highest degree I can.

When you think of growth and you think of leadership, think of Growth Think Tank as always lead with courage. We’ll see you next time.

  Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.



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