The document discusses different human resources management situations that a manager may face, including employees struggling to work together, complaints about leadership, unfulfilled promises from peers, relationship issues with a supervisee, and disconnect between upper management and front-line staff. It then asks which type of support would be most helpful in dealing with these situations: a mentor, a peer to ask questions, or having someone with more experience directly address the problem. The document provides questions to consider when facing difficult situations at work.

1. for the proactive leader
Alissa Dunloy/HR Manager/I-TECH

2. From this weeks’ discussion board
Describe a human resources management situation that
you are proud of managing well – or describe one that
didn’t go well.
Take five minutes to think about:
• In what ways did you try to help the situation?
• What frustrated you?
• Why did you feel it was necessary to intervene?
• What would you do differently next time?

3. 1. As the Deputy Director, a few Directors that report to you
struggle to work together, which is critical for the success of
the organization.
2. As a trusted member of the organization, you often hear of
employees who complain about the decisions of the
leadership. People come to ask for advice or simply to vent.
3. A peer does not follow through with promises, and while paid
the same as you, you feel they do very little in comparison.
4. A supervisee struggles with relationships, but does very well
at the job itself.
5. You do not feel the “higher ups” in the organization
understand what really happens on “the ground”, and you
question some of their decisions.

4. What do you think you would learn from the most?
A. A mentor who gives advice after listening to your
problem.
B. A critically thinking peer that asks you poignant
questions that enables you to see your problem more
fully and decide for yourself how you want to proceed.
C. Having someone with more experience than you fix a
problem for you so you can see how they would do it.

7. Problem
AnxietyReact

8. Vision/Outcome
PassionAction Toward

9. • Are you accountable for the outcome?
• Is it too risky?
• Trust
• What is the worst that could happen?

10. • Get into groups of three or four
• Review the scenario
• Discuss the following:
• If you found yourself in a similar situation, what would be your
normal response? (Be honest with yourself!)
• Identify behaviors that would lead to the Dreaded Drama Triangle.
What are ways to avoid them?
• Is the Empowerment Dynamic a good model to address this
scenario?
• If yes, how would you use it to approach the situation?
• If no, what other types of models or approaches could you
use?