E2 overview - managing people performance - part 2
Taught by Hugo Newman · AI tutor support included
In this video, you'll explore the second part of E2's managing people performance section, focusing on how to coach and mentor individuals, manage group dynamics, and handle negotiations and conflicts effectively.
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In this lesson
- 0:00 Coaching, mentoring and work environment
- 1:12 Coaching versus mentoring explained
- 2:37 Managing relationships and group dynamics
- 3:21 Team working and potential drawbacks
- 4:16 Pressure to conform and Abilene paradox
- 5:30 Risky shift, unsuitability and delays
- 7:14 Groupthink and conflict in teams
- 9:11 Negotiation strategies and settlement targets
- 11:13 Conflict management framework explained
- 15:23 Five approaches to resolving conflict
About this lesson
You'll learn the crucial distinction between coaching—a short-term, task-focused approach to showing new or developing employees how to perform their roles—and mentoring, which is a longer-term relationship centred on career development, role modelling, and personal growth. Understanding when to apply each will help you develop your team strategically. The video then moves into team dynamics and communication, examining why teamwork isn't always straightforward. You'll discover the key drawbacks to watch for: conformity pressure, the Abilene paradox (where teams agree to ideas nobody actually supports), risky shift (excessive risk-taking when accountability is diffused), unsuitable task allocation, delays, social perception effects, groupthink, and conflict potential. As a manager, recognising and mitigating these challenges is essential to effective team leadership. Finally, you'll master negotiation and conflict management frameworks. You'll learn to establish three negotiation targets—ideal settlement, realistic settlement, and acceptable fallback position—while weighing concession costs and failure costs. The video introduces a two-by-two conflict resolution model based on relationship importance, issue importance, your assertiveness, and your cooperativeness, covering five approaches: avoiding, forcing, accommodating, compromising, and collaborating. This structured approach equips you to handle disputes with external partners and internal teams strategically.
Duration: 19m
Transcript
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