In an earlier podcast, Kim and Fulyana talked though a situation where a complaint is made from within your team to a peer manager of yours. The discussion in that podcast was around how the manager receiving the complaint should manage the situation. To hear that podcast click here.

This time around, as promised, we look at it from the perspective of the manager who is the subject of the complaint. How do you react when one of your team goes to another manager to complain about your management style?

Many years ago in training sessions, we would do an exercise called “Chinese Whispers”. The information given at the start of the exercise had to be relayed along a line of people and then repeated by the last person to receive the information. Invariably the final information had very little of the original information.

What can you do when you find this spread of misinformation in your team or organisation? How do you manage it when it seems to be malicious and/or to a plan?

This week Kim and Fulyana explore this topic as a case study.

The sound on Kim’s microphone is still not ideal. We appreciate your patience as we work to fix this.

Do you know you are heading for a poor performance review? Have you thought about how to prepare for this? What can you say to make the path forward more positive?

Kim and Fulyana look at the steps to take to prepare for your performance review and how to overcome the personal reactions you might have to this situation.

This week Kim and Fulyana look at a case study based on a complaint sent to a new (but rotating) management team from a member of the previous management team.

What is the best way to reinforce new management decisions?

What is executive presence? How do you develop it and maintain your own style?

This week Kim and Fulyana look at ways to ensure you are ready for your next presentation at a board or executive meeting whether it all goes to plan or not!

This week Kim and Fulyana talk through a Case Study sent in by a listener.

How would you approach redundancy when you believed (and were told) you were doing a great job? What do you do when there are no reasons given for the redundancy?

Link for Nick Plummer’s episodes mentioned in this podcast.

How do you approach a complaint brought to you about a peer manager by one of their team? Does your organisation have a process for handling complaints across different teams? Where does a mentor fit in to this scenario?

This week Kim and Fulyana explore the options for you as the “receiver” of the complaint when this comes from a team member of a peer manager and is about that peer manager.

This week Kim and Fulyana look at a situation sent in by a listener. This is someone who loves their job, the people they work with and the organisation, however, they feel a need or have a passion to explore a new direction to expand their skills.

How do you leave when you love your job?

This week Fulyana talks through some suggestions for action when a formal mentoring activity ends.

Both Kim and Fulyana mentor through structured time limited programmes as well as ongoing sessions, so it is interesting to hear their experience of activities you can try when any type of mentoring programme comes to its logical conclusion.

In this final part of our discussion with John Alford, Kim and Fulyana hear about the impacts of regulatory change as well as the value of finding long term mentors or influencers.