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03 February 2015 -
Matt Packer
Fans of social media storms and US sports would have picked up on the errant tweet sent by NFL stars the Seattle Seahawks last month – the day after the team’s dramatic comeback against rivals the Green Bay Packers. It’s fair to say that reaction to the post was every bit as explosive as the victory itself… but not in a way that the Seahawks would have liked.
For reasons best known to the individual concerned, the Seahawks’ social media head tweeted a photo of player Russell Wilson in floods of tears, superimposed with a quote from Martin Luther King Jr – ostensibly, an attempt to mark the annual US holiday held in honour of the late civil-rights leader. The tweet instantly met with scorn, with many online critics slating the team’s decision to link a successful game of football with the persistent struggle for racial equality.
The controversy that raged over the tweet throws up a couple of major management points. For one, it’s highly likely that the employee who tweeted the image was working remotely. And for another, you can bet that the incident would have triggered an incredibly awkward conversation between that staffer and Seahawks bosses, prior to the team’s eventual move to delete the tweet.
Difficult conversations with remote-working staffers are events that few managers would relish, but all would have to confront at some point in their careers. Apart from dealing with reprimands or disciplinary issues, they are also necessary for announcing redundancies (with potential impacts on the remote worker’s job security), discussing negative customer feedback, addressing poor performance or resolving conflict between groups or individuals.
With that in mind, on Tuesday 24 February, CMI – in partnership with Citrix – will present the webinar Constructive Outcomes for Difficult Conversations, providing leaders with a series of best-practice tips for handling those stressful moments. In the webinar, Lynne Copp – founder of The Worklife Company – will explore this uniquely tender territory and offer a series of solutions designed to produce the best results for everyone involved.
You will learn…
1. Which factors can make a conversation difficult
2. Several HR guidelines and tips for managing tough talks
3. How to ensure constructive outcomes
And more!
Remember, avoidance is not a good strategy for these types of conversations, as issues will fester and only get worse – so sign up for the webinar at the form found via this link:
WEBINAR SIGNUP PAGE.
› The persistence of presenteeism and other nuanced nonsense
› A new age of vulnerability: why inclusive leadership matters more than ever
› Ask yourself: "How do I make my employees feel?"
› Finance and the Diversity Dividend
For more information or to request interviews, contact CMI's Press Team on 020 7421 2705 or email press.office@managers.org.uk
› The 5 Greatest Examples of Change Management in Business History
› Four companies that failed spectacularly, and the lessons of their premature demise
› 6 companies that get employee engagement – and what they do right
› 4 Signs That Racism May Be An Issue In Your Workplace
› How to build an Effective Team: focus on just 3 things