Student Internship Opportunities

“I received bad feedback from my manager and do not want to continue this internship anymore; that is why I stopped turning up to the office. “ When one of the students that I was working with mentioned this to me, my heart sank. Not because he was quitting the internship half-way; but because of the missed opportunity to have a proper conversation with his manager and the way he was exiting. As a former recruiter and now careers advisor with over 15 years of experience; I have seen such scenarios happen with even the most experienced candidates. Some of the reasons that I have heard include : - Fear of losing face in front of others and how one would be perceived if they were to quit. Similar to the student above, not saying anything at all and slowly disappearing. - The relationship between the employer and employee who is leaving has always been rocky. Common reason for this includes a toxic work environment and controlling bosses. Leaving seems to be a struggle. - If one is leaving for a competitor company, they are concerned about whether their loyalty will be questioned. The underlying common thread binding all of these messy departures is a lack of planning and intention. How can an exit be more intentional, thoughtful and not awkward for all parties involved ? 💎 Leave the emotions behind. This can be a hard one but if you have been working in a toxic environment and need to leave; do so with dignity, calmly assertive and still maintaining your self-respect. Avoid venting to fellow colleagues, clearly communicate your handover responsibilities and arm yourself with fair employment work rights information. If need be engage a professional lawyer specialising in employment rights. 💎 Communication is 2-way. If you have received negative feedback before; reframe that as constructive feedback and ask for more specific information that can help you. If you have lost interest in the role, you need to ask yourself why. Perhaps you can share the areas that you have taken action on so far and what has not been working out. Being open to asking for help after you have taken the initiative may help with clearing up misunderstandings. 💎 Before you even go for job interviews with other companies, get yourself clear on your employer’s non-competitor clause. Some may have very strict rules and it is important to also share this with your future potential employer. Having the honest chat right from the beginning with your current employer only helps you. Feeling stuck at communicating what you want can stem from many factors; chiefly it is due to a lack of confidence. How do you develop the confidence to initiate discussions that are not exactly comfortable ? More in the comments 👇👇👇 #lbfalumni #skyhightower #linkedinnewsaustralia

Handling your first workplace conflict? Read this. Your first workplace conflict can feel overwhelming. You want to handle it well but emotions, misunderstandings and tensions can easily take over. The good news? Conflict isn’t always bad. When managed properly, it leads to growth, clarity and stronger working relationships. Here’s how to handle it the right way (for both you and them): 1. Address it early ↳ Small issues grow if ignored. Don’t delay difficult conversations. 2. Stay calm ↳ Reacting emotionally will escalate the issue. Take a breath first. 3. Stick to facts ↳ Avoid assumptions or personal attacks. Focus on what actually happened. 4. Ask, don’t accuse ↳ Shift from blame to understanding by asking open questions. 5. Let it go ↳ Once resolved, move on. Holding onto conflict will damage trust. 6. Agree on a way forward ↳ Conflict resolution isn’t just about talking, it’s about action. 7. Find common ground ↳ Look for solutions that work for both sides, not just for you. 8. Listen first ↳ Understand their perspective before jumping to conclusions. 9. Involve a neutral party if needed ↳ If things get stuck, a manager or HR can help mediate. 10. Keep it private ↳ Handle disagreements 1:1, not in front of others. Handled well, workplace conflict isn’t a career setback, it’s a leadership opportunity. P.S. How did you handle your first workplace conflict? What did you learn? ♻️ If you think this post could help someone in your network, hit repost. 👋🏼 Hey, I’m Laura- I share posts on LinkedIn that empower busy people to build healthier, happier workplaces and teams. Hit ‘follow’ to keep updated.

I used to avoid conflict at all costs, then I realized workplace conflict isn’t the problem. Avoiding it is. I saw firsthand how unresolved conflict could derail teams. Miscommunication turned into resentment, small issues escalated, and productivity suffered. But when handled correctly, those same conflicts became opportunities: building trust, strengthening teams, and driving better results. That’s where RESOLVE comes in: a clear, professional framework to turn workplace tension into teamwork. **Recognize the Conflict** - Identify the issue before it escalates. - Determine if it is a personality clash, miscommunication, or a deeper structural problem. - Acknowledge emotions while staying objective. **Engage in Active Listening** - Approach the conversation with curiosity, not judgment. - Let each party share their perspective without interruption. - Use reflective listening: paraphrase what you heard to confirm understanding. **Seek Common Ground** - Identify shared goals and interests. - Shift the focus from personal grievances to organizational objectives. - Find areas where alignment already exists to build rapport. **Outline the Issues Clearly** - Define the specific problems and their impact. - Differentiate between facts, perceptions, and emotions. - Keep the discussion solution-focused rather than blame-focused. **Look for Solutions Together** - Encourage collaboration in brainstorming possible resolutions. - Evaluate each solution based on feasibility, fairness, and alignment with company values. - Ensure all parties feel heard and that the resolution is practical. **Validate and Implement Agreements** - Confirm agreement on the resolution and next steps. - Establish clear expectations and accountability measures. - Follow up to ensure continued commitment and adjustment if needed. **Evaluate and Improve** - Reflect on what worked and what didn’t. - Seek feedback on the conflict resolution process. - Use lessons learned to improve communication and prevent future conflicts. This framework ensures professionalism, encourages collaboration, and fosters a healthy workplace culture where conflicts are addressed constructively rather than ignored or escalated. What's been your experience dealing with conflict? Comment below.