5 Tips for Managing Yourself During Change: Part 1 Emotions

Change is always happening, but there are some periods in the life of an organization where its impact may be felt more acutely. Some fear these times, but a leader knows that change is inevitable. While workloads and transitions may cause stress, a leader needs to keep her head, in order to assist others and set a good example of how to thrive with change. These first five tips center on a key aspect of self-control: the ability to monitor one's emotions.

1. As leaders, we are expected to model appropriate responses to change. Others in the organization look to us to see how we react to workplace change. Because of this, we have to remember to stay in control of our actions and attitudes.
2. Avoid negative self-talk. Rephrase thoughts of resentment or fear into thoughts of individual growth and opportunity.
   
3. Be open about your concerns. Chances are that everyone is feeling some level of fear, just like you are. Allow others to understand your frame of mind, but don't focus on negatives.
   
4. Be realistic about the challenges of successfully coping with the change. Keep your tone light and be humble about what you don't know.
   
5. Work on being a leader. Transition periods are when leaders are formed. Use email to keep your group appraised on the status of key initiatives and how they're personally helping the company. Quick, informative notes will help you to keep focused, and help your group feel connected.

Five Tips for Managing Aggressive Meeting Attendees

Aggressive attendees are people who seek to dominate the meeting without the right to do so, or derail the conversation. As a leader, it’s important that you know how to manage these types of people.  Here are five tips for managing aggressive meeting attendees.

1. Ask them a question. People act aggressively because they feel their voice isn’t being heard. Ask them: "Why do you feel that way?" to enable them to speak their opinion without ruminating on it. This shows your willingness to hear them out, and that their point of view is valued.
2. Say "Thank you." For the benefit of the meeting, it’s sometimes best to not give the aggressive attendee extra attention. In this case, you can still show them they’re being heard by thanking them sincerely for their input, and then turning your attention to others in the meeting.
3. Provide attendees with a pre-circulated meeting agenda. A clear agenda with meeting goals stated up front will provide focus for the conversation, and help prevent the meeting from getting derailed.
4. Clarify the time and place. In addition to thanking a person, you can tell them "This isn’t the meeting to discuss that topic." Then provide them with information about where and when that issue can be addressed. This is easiest if you have already provided an agenda.
5. Have a private conversation before the meeting. If possible, speak to the known aggressive attendee prior to the meeting to get them on your side before they are in a group environment