{"id":9956,"date":"2020-03-23T10:00:25","date_gmt":"2020-03-23T09:00:25","guid":{"rendered":"http:\/\/passodue.flywheelsites.com\/2020\/03\/23\/manual-for-ethical-leaders-chapter-4-providing-solutions\/"},"modified":"2021-11-09T15:24:00","modified_gmt":"2021-11-09T14:24:00","slug":"manual-for-ethical-leaders-chapter-4-providing-solutions","status":"publish","type":"post","link":"https:\/\/diariodiunconsulente.it\/en\/2020\/03\/23\/manual-for-ethical-leaders-chapter-4-providing-solutions\/","title":{"rendered":"Manual for Ethical Leaders \u2013 Chapter 4: providing solutions"},"content":{"rendered":"<p><span style=\"font-size: 18px;\">by\u00a0<a href=\"https:\/\/diariodiunconsulente.it\/en\/about-us\/\">Alice Alessandri<\/a><\/span><\/p>\n<p><span style=\"font-size: 18px;\">Let\u2019s add a new chapter to our column dedicated to <a href=\"https:\/\/diariodiunconsulente.it\/en\/ethical-leadership\/\">ethical leaders<\/a>\u00a0and <span class=\"text-highlight\">talk about\u00a0<strong>problem solving<\/strong>, i.e. the process which leads from a problem to its solution<\/span>. In this context I will refer to an exceptional leader: <strong>Martin Luther King<\/strong>. In his\u00a0<em>Letter from a Birmingham Jail<\/em> he states that a constructive nonviolent tension is necessary for growth: just like a new life making its space in its mother\u2019s womb, or a grain seed sprouting from the ground.<span class=\"text-highlight\"> In the same way companies, as evolving ecosystems, need changes and modifications in order to improve. Here are some considerations about how leaders deal with <strong>internal tensions<\/strong><\/span>.<\/span><\/p>\n<p><span style=\"font-size: 18px;\"><a href=\"https:\/\/diariodiunconsulente.it\/wp-content\/uploads\/2020\/12\/photo-1413977886085-3bbbf9a7cf6e.jpeg\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-4182 size-large\" title=\"problem solving\" src=\"https:\/\/diariodiunconsulente.it\/wp-content\/uploads\/2020\/12\/photo-1413977886085-3bbbf9a7cf6e.jpeg\" alt=\"problem solving\" width=\"980\" height=\"653\" \/><\/a><\/span><\/p>\n<p style=\"text-align: center;\"><span style=\"font-size: 12px;\">Photo Luca Zanon by UnSplash<\/span><\/p>\n<h2><span style=\"font-size: 32px;\">Leaders \u201cserve\u201d their companies and employees<\/span><\/h2>\n<p><span style=\"font-size: 18px;\"><strong>Martin Luther King<\/strong>\u00a0used to introduce himself by saying \u201cI have the honour to serve as\u00a0President \u2026\u201d identifying a <strong>leader<\/strong>\u00a0as someone at the service of a <strong>group<\/strong>. Very often \u201cbosses&#8221; have to perform a dual task: <\/span><\/p>\n<ul class=\"check-list\">\n<li class=\"li7\"><span style=\"font-size: 18px;\"><span class=\"text-highlight\">they need to achieve good results<\/span> &#8211; therefore being specialists in planning, organization and control<\/span><\/li>\n<li class=\"li7\"><span style=\"font-size: 18px;\"><span class=\"text-highlight\">and they also have to guide and motivate their teams<\/span>. In order to carry out this second task they need to become experts in managing <a href=\"https:\/\/diariodiunconsulente.it\/en\/2020\/02\/24\/the-5-basic-principles-of-effective-communication\/\"><strong>relationships<\/strong><\/a>.<\/span><\/li>\n<\/ul>\n<p><span class=\"text-highlight\" style=\"font-size: 18px;\">Solving the team\u2019s problems is certainly a quick and effective way to assert one\u2019s leadership, in fact often managers describe their role as \u201cdealing with troubles\u201d. However is this the only skill that managers need to master?<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2><span style=\"font-size: 32px;\">Facilitators vs Problem Solvers<\/span><\/h2>\n<p><span style=\"font-size: 18px;\">When we have to face a problem there are two possible ways we can deal with it:<br \/>\neither we try and solve it ourselves or we involve <a href=\"https:\/\/diariodiunconsulente.it\/wp-content\/uploads\/2020\/12\/s-sclc.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-4183 alignright\" title=\"Martin Luther King\" src=\"https:\/\/diariodiunconsulente.it\/wp-content\/uploads\/2020\/12\/s-sclc.jpg\" alt=\"s-sclc\" width=\"270\" height=\"216\" \/> <\/a>our team in the search for the best possible solution. <\/span><span style=\"font-size: 18px;\">The\u00a0second approach is more productive and highlights the role of a real <strong>leader<\/strong>. However it does require <strong>trust<\/strong> in other people and <strong>delegation skills<\/strong> \u2013 which are not so common! It can be difficult to choose between delegating tasks to our employees \u2013 \u00a0thus taking the responsibility for their work \u2013 or stepping in directly, with the risk of \u00a0devaluing their skills.<br \/>\n<span class=\"text-highlight\">We could be tempted to ignore the problem in the vain hope that it might sort itself out. However in the long run this approach might prove counterproductive: it is important to kill the \u201cmonster\u201d when it\u2019s still small<\/span>.<\/span><\/p>\n<hr \/>\n<blockquote><p><span style=\"font-size: 21px;\"><em>An attack <strong>strategy<\/strong> should be planned together, considering two different kinds of problems: those that can be solved <strong>autonomously<\/strong> by our employees and those which instead require our direct intervention.<\/em> <\/span><\/p><\/blockquote>\n<hr \/>\n<h2><span style=\"font-size: 32px;\">When it\u2019s the employee&#8217;s problem<\/span><\/h2>\n<p><span style=\"font-size: 18px;\"><span class=\"text-highlight\">This type of difficulty results from problems in daily activities, relationships with colleagues or private lives \u2013 i.e. it starts within a private sphere which is \u00a0not directly connected with the management<\/span>. Managers are not involved immediately, which is good, although \u2013 unless it is solved in time \u2013 the problem might end up affecting the whole team. Very often the employee who is in trouble sends cryptic signals, so as not to make it a big thing, receive criticism or \u00a0\u201cdisturb\u201d the boss. Leaders who want to \u201canticipate\u201d solutions therefore have to sharpen their senses: all kinds of snorts, silences, nervous attitudes and general dissatisfied mood will have to alert their sixth sense. Our advice is to use expressions that encourage dialogue, such as \u201c<em>do you feel like talking?<\/em>\u201d, \u201c<em>I&#8217;m listening<\/em>\u201d.\u00a0<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-17408\" src=\"https:\/\/diariodiunconsulente.it\/wp-content\/uploads\/2020\/12\/Fiorire.jpg\" alt=\"\" width=\"1920\" height=\"1080\" \/><\/p>\n<h3><strong>\u2013 \u2013 \u2013<\/strong><br \/>\n<em><span style=\"font-size: 21px;\">Managers who have a complicated relationship with time should bear in mind that <a href=\"https:\/\/diariodiunconsulente.it\/en\/2019\/03\/25\/active-listening\/\"><u>listening<\/u><\/a> to their employees is the best way to optimize their workflow. Helping solve a problem at the initial stage will avoid having to deal with a bigger\u00a0one further on.<\/span><\/em><br \/>\n<strong>\u2013 \u2013 \u2013<\/strong><\/h3>\n<h2><span style=\"font-size: 32px;\">When it\u2019s the leader&#8217;s problem<\/span><\/h2>\n<p><span style=\"font-size: 18px;\"><span class=\"text-highlight\">In this case the manager has to intervene directly to solve the problem, either because the employees can\u2019t take action<\/span> (they are not authorized, don\u2019t have the expertise or necessary skills) <span class=\"text-highlight\">or because they haven\u2019t realized they are faced with a problem, or that they themselves <a href=\"https:\/\/diariodiunconsulente.it\/en\/2017\/07\/17\/constructive-criticism\/\">are causing it<\/a><\/span>. For example if someone in the team is \u201cregularly\u201d late, doesn\u2019t take his\/her <a href=\"https:\/\/diariodiunconsulente.it\/en\/2015\/11\/23\/responsibility\/\"><strong>responsibilities<\/strong><\/a> or makes mistakes, the leader has to find a way to inform him\/her and stimulate a change. Reproaching someone is never easy, but again\u00a0\u201ctaking no notice\u201d is not advisable: when the situation eventually becomes exasperating and the leader takes action, the employee might be surprised to be addressed aggressively.<\/span><\/p>\n<p><span style=\"font-size: 18px;\"> <img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-4184 size-large\" title=\"Spirito di servizio\" src=\"https:\/\/diariodiunconsulente.it\/wp-content\/uploads\/2020\/12\/2014-07-11-20.23.25-1024x1024.jpg\" alt=\"2014-07-11 20.23.25\" width=\"980\" height=\"980\" \/><\/span><\/p>\n<p><span style=\"font-size: 18px;\"><span class=\"text-highlight\">Remember that change cannot be forced solely through official authority: in order to achieve true and effective evolution we need to use something more than just our \u201cranks\u201d<\/span>. A successful technique is that of\u00a0<a href=\"https:\/\/diariodiunconsulente.it\/en\/2015\/07\/13\/win-win-or-compromise-what-does-win-win-really-mean\/\"><strong>win win<\/strong><\/a>,\u00a0which leads to shared solutions based on common <strong>aims<\/strong> and <strong>values<\/strong>.<\/span><\/p>\n<h3><strong>\u2013 \u2013 \u2013<\/strong><br \/>\n<em><span style=\"font-size: 21px;\">Whatever the difficulties we are experiencing, we should bear in mind that the more we are willing to share the solution with our team, the more we will strengthen the internal dynamics and obtain better efficiency and stronger leadership.\u00a0<\/span><\/em><br \/>\n<strong>\u2013 \u2013 \u2013<\/strong><\/h3>\n<p><span style=\"font-size: 18px;\"><span class=\"text-highlight\">We should consider the role of a leader with spirit of service. As another great personality of our time said<\/span>,<\/span><\/p>\n<hr \/>\n<blockquote><p><span style=\"font-size: 21px;\"><em>If we want to deliver to future generations an improved environmental, economic, cultural and social patrimony, which we inherited, we are called to assume the responsibility of working for the globalization of solidarity \u2026 as a moral approach, an expression of attention to others in all their legitimate needs. <\/em><\/span><\/p>\n<p><span style=\"font-size: 21px;\"><strong>Pope Francis<\/strong><\/span><\/p><\/blockquote>\n<hr \/>\n<pre><span style=\"font-size: 18px;\">| partem claram semper aspice |<\/span><\/pre>\n","protected":false},"excerpt":{"rendered":"<p>Companies, as evolving ecosystems, need changes and modifications in order to improve. Here are some considerations about how leaders deal with internal tensions.<\/p>\n","protected":false},"author":294,"featured_media":9957,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[91,85],"tags":[283,292,234,243,284],"class_list":["post-9956","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-best-ethical-leadership","category-abilities","tag-leadership-en","tag-problem-solving","tag-relationship","tag-responsibility","tag-team-en","entry","has-media"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v15.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Manual for Ethical Leaders &bull; 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La mia esperienza di oltre 10 anni come imprenditrice mi ha permesso di gettare le basi per quello che sarebbe diventato il mio progetto pi\\u00f9 importante, Passodue: societ\\u00e0 di consulenza e formazione che combina profitto ed etica, successo professionale e felicit\\u00e0. Con Alberto aiuto le aziende a compiere il loro secondo passo verso un successo fondato sull\\u2019etica e le relazioni.\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","jetpack_sharing_enabled":true,"jetpack_featured_media_url":"https:\/\/diariodiunconsulente.it\/wp-content\/uploads\/2020\/12\/monk-walking-rose-petals-buddhism-50681ok.jpg","_links":{"self":[{"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/posts\/9956","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/users\/294"}],"replies":[{"embeddable":true,"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/comments?post=9956"}],"version-history":[{"count":0,"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/posts\/9956\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/media\/9957"}],"wp:attachment":[{"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/media?parent=9956"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/categories?post=9956"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/diariodiunconsulente.it\/en\/wp-json\/wp\/v2\/tags?post=9956"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}