How to Communicate Effectively & Have Hard Conversations with Your Team with Natalie Gingrich [Ep. 118]

<p>Do you struggle to address issues or concerns with people you work with? Is it difficult for you to initiate conversations with others that you know are going to be challenging? Do you feel confident to voice your opinions or concerns when it comes to engaging in those hard conversations?</p> <p dir="ltr">In episode 118 of the podcast, you’ll hear a conversation with our guest, Natalie Gringrich. Natalie breaks down the common mistakes many people make in communicating with their team, how to deal with conflict in the workplace, as well as how communication affects hiring, firing, and developing teams.  Plus she gives us the 2 keys she has used for being able to communicate positively through the years.</p> <p>For the full show notes for this episode, head to <a href= "https://estherlittlefield.com/118" target="_blank" rel= "noopener">estherlittlefield.com/118</a></p> <h2 dir="ltr">Connect With Natalie:</h2> <p dir="ltr"><a href="https://theopsauthority.com/" target="_blank" rel="noopener">Website</a></p> <p dir="ltr"><a href="https://www.facebook.com/theopsauthority/" target="_blank" rel="noopener">Facebook</a></p> <p dir="ltr"><a href="https://www.instagram.com/theopsauthority/" target="_blank" rel="noopener">Instagram</a></p> <p dir="ltr"><a href="https://theopsauthority.com/podcast/" target= "_blank" rel="noopener">Podcast</a></p> <p dir="ltr"><a href="https://theopsauthority.co/mission" target= "_blank" rel="noopener">Grab your free guide</a> to define (or refine) your mission, vision, and values</p> <p dir="ltr">Natalie Gingrich is the founder and host of The Ops Authority. She has been in operations for two decades – either in healthcare, corporate America or as an entrepreneur. Her goal is to bridge the gap and overwhelm when it comes to processes and systems, growing a team, and setting up solid business foundations. </p> <p><strong> </strong></p> <p dir="ltr">She spent 15 years in corporate operations and leadership at a Fortune 150 company. When given the opportunity to leave, she put the knowledge,