This sounds interesting, isn’t it ! Most of my Coaching sessions with leaders have this question; how do I manage difficult team members, peers or even boss. Remember, no matter where you work, you’ll encounter difficult coworkers—people who miss deadlines, show up late, micromanage, or create unnecessary drama. While we can’t always choose who we work with, we can control how we respond to challenges. Here’s my thoughts to navigate workplace friction effectively.
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Middle Managers Development Program
Building second line of leadership is integral to an organization’s growth and yet continues to be the single most important challenge. While middle managers may not set their firm’s vision, they are responsible for delivering organizational results and supporting senior management’s strategic initiatives by managing people, budgets, and operational processes. . Middle Managers in today’s business context communicate and operationalise vision of the organization by organising, leading and coordinating resources to get work done.
After years of research on successful leadership behaviours and traits, we have identified 12 High Performance behaviours, which form the core framework for our solutions.
The process of 6-month Middle Managers Development journey is as follows:
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Identification of the participant group.
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Running an Assessment Centre.
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Individual Development Plan based on the competency report.
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Training and mentoring as per identified need .
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become a better mentor to develop each team member as per his/her need.
The intervention aims at:
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Increased employee ownership & accountability of his career growth and performance.
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Creating & developing leadership pipeline and fill internal positions from within.
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Cross company career movement.
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Clarity to organization on Hi-Pots and developmental needs.
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Mentoring these managers to build their competencies to create an engaged team and drive performance.
Articles
Dec-24
At that moment, it made perfect sense in the context of gambling—knowing when to walk away before losing everything. But recently, while speaking with an entrepreneur, who is a close friend too - about his business stage, this quote resurfaced in my mind with a much deeper meaning.
...MoreDec-24
Responsibility is Given, Accountability is Taken
Recently during a learning workshop for Leaders - an interesting question came up. What is the difference between Responsibility & Accountability. Here is what I think…
...MoreNov-24
The Paradox of Choices in Sales
Imagine walking into a shoe store, excited to buy a new pair. The salesperson greets you warmly and presents a beautiful shoe. You like it, but you’re curious—“Can you show me one more?” The salesperson obliges, and now you have two great options. Still unsure, you ask, “Can you show me one more?”
...MoreNov-24
The Entrepreneurs Guide to Create Value
In the world of Entrepreneurship and Business, there’s a timeless lesson: be a Fountain, not a Drain. At its core, this means being a giver—someone who contributes, inspires, and uplifts others—rather than just taking from the system or people around you. It’s a mindset that not only fosters growth but also builds lasting relationships, credibility, and success.
...MoreOct-24
Don’t Be Afraid of Doing Hard Things – If They’re Worth It !
Life and business are full of challenges, and as entrepreneurs or professionals, we often face decisions that require effort, courage, and resilience. It’s easy to shy away from the hard things—the uncertain paths, the long hours, the tough conversations. But the truth is, anything worth achieving usually requires stepping out of your comfort zone and doing what’s hard.
...MoreSep-24
The 10-10-10 Rule, introduced by Suzy Welch, is a practical tool designed to help individuals make balanced and well-thought-out decisions. This approach emphasizes the importance of stepping back from the immediacy of emotions and considering the broader implications of a decision over time. Here’s a deeper exploration:
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