1. What practices of leaders tend to help reinforce resentment
unconsciously or consciously?
2. What kind of suggestions do you have for helping staff
rebuild the relationship or trust in a center where we all
"go to our corners" (respective classrooms) and do our work?
Sometimes different ones don't even want to share the staff lounge.
If one goes in another leaves.
3. How can we get younger (30 and under) workers to see the
whole picture when brain research indicates that the part of
the brain (frontal cortex) responsible for this type of thinking
does not mature until the mid to upper 20's?
4. What can be said to someone you feel resentment toward and want
to release it?
5. How does one get top level management to understand the breach
of trust that individuals at the workplace create?
6. How does a trainer really build trust?
7. What are the steps that would be needed to let go of resentment?
8. How do I know my immediate supervisor will not stab me in the back again?
When things get too much for her, she uses what was previously said in confidence,
explains it in a different way and makes me look bad to save her own neck.
9. How do leaders/directors help staff work through an issue so that there would
be no resentment to let go of?
10. How do you rebuild trust when there are a lot of hurt feelings?
11. One of the greatest personal "resentment struggles" I've had to overcome
since becoming a director is being secretly resentful / jealous of my staff
for the appreciation they get from parents and not feeling appreciated by
them for handling all the "behind-the-scenes" issues like angry parents, funding,
etc. Sometimes I'm even resentful that they can get the joy of working with the
children, even though I know they can be resentful that I have time to move around
freely and not be confined to a classroom. Do you have any suggestions for handling
this type of "secret" resentment?
12. Is it a good idea to interject or let the staff try to work out their differences?
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