Leaders in a well-functioning manufacturing organization are like skilled technicians

The leader's role extends beyond machinery; they dive into the complex realm of team dynamics and interpersonal relationships. Leaders build teams. Ideally, they build an environment of seamless interaction where everyone feels valued, heard, and motivated.

Leaders become the troubleshooters of interpersonal issues, balancing the human elements - diverse personalities, skills, experiences, emotions, and perspectives - to foster a harmonious work environment. So, how do they strike this balance amidst negativity or discord? This exploration provides insights into successfully maintaining the delicate equilibrium called harmony.

The Role of Leadership in Fostering Harmony

In a manufacturing environment, leaders set the foundational rhythm, much like initiating an assembly line. Their behaviours and attitudes sketch the blueprint for the team, signaling how to contribute to a harmonious workspace. Yet, as any good technician knows, adjusting settings is essential to accommodate diverse needs and challenges - a one-size-fits-all approach doesn't always work, and staying flexible to the situation is key.

Leaders, like attentive operators, tune in to each team member's unique needs, investing in their growth, coaching and guiding them. Whether through training opportunities, mentoring, or guidance, they ensure everyone is well-equipped to contribute to the team's harmony.

Like how each piece of an assembly line contributes to the whole, having a team with diverse backgrounds, perspectives, and experiences can greatly enhance productivity. It's important for leaders to value and encourage this diversity by promoting open communication and inclusivity. This approach helps to build trust and fosters a culture of mutual respect and understanding within the organization.

But what happens when the gears jam, when discord disrupts harmony? How do leaders guide their teams through difficult conversations? Let's dive into that.

A Judicious Approach to Difficult Interactions

Even the most meticulously maintained assembly line can have moments of friction or misalignment. Problems arise for many reasons, and leaders can approach difficult conversations positively, either between themselves or other team members. They can also help their teams become skilled at difficult interactions. EMC's Learning Center offers material on Conflict and Difficult Interactions, which effectively trains people on how to address problems in the workplace without negatively impacting the people on the team. The course is designed in a workshop style, allowing everyone to learn and practice new skills. By taking this course, participants learn common sources of conflict, as well as how the role of strong communication skills, and effective strategies for conflict management will all help ensure conflict does not escalate. With practice, conflict management will lead to less stress and improved productivity in the workplace.

Let’s consider that each person brings a different perspective. By focusing on other people's perceptions, leaders open their minds to new possibilities and see how everyone contributes to the issue. Frame the problem without making accusations. Like a technician looking for the root cause of a mechanical problem, ensure the conversation focuses on the issue, staying away from personal attacks.

A good technician doesn't just hear the machine; they listen for what it's telling them about its state. The same goes for leaders. Fully engage with the other person, ask clarifying questions and paraphrase what you heard to show your understanding. Listen for affirming signals, showing them that their perspective matters.

In troubleshooting a mechanical issue, finding the common elements that could lead to the solution is often necessary. Similarly, finding common ground can pave the way for resolution and focus everyone on shared goals or purposes.

It's important to work together and consider everyone's perspective to resolve a conflict. Encourage everyone involved to express their thoughts and summarize the differences. Ask questions and make proposals to find the best solution. It's okay to repeat these steps if needed.

Just as a technician would devise a plan to rectify a mechanical problem, leaders can agree on a plan to end the conflict and move forward. This plan can aim to satisfy as many interests as possible, be fair and reasonable, and, most importantly, preserve the relationship between the parties involved.

It is important to schedule regular check-ups and preventive maintenance to ensure the smooth operation of your team. Leaders can develop a conflict resolution plan and establish a way to measure its success. Effective communication is key to ensuring that everyone works together harmoniously.

Leaders in a well-functioning manufacturing organization are like skilled technicians who fine-tune complex interactions between people. They provide guidance, support, and flexibility while leveraging the power of diversity, promoting open communication, and adeptly managing interpersonal issues. These abilities require ongoing development and improvement.

EMC's Leadership Certification program is designed to enhance leadership in manufacturing and increase performance of the workforce. This program is designed for existing supervisors, managers and those in leadership looking to enhance their skills. Participants will gain knowledge and skills to lead engaged, high-performing teams and to become not only people leaders but leaders of organizational culture. By developing these skills, companies can expect stronger team collaboration, higher productivity, fewer conflicts, positive workplace culture, and overall better employee engagement.

For more information about programs that EMC offers to support leaders in your organization, please contact EMC’s Learning Centre – learningcentre@emccanada.org.