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How to Deal with a Negative Co-Worker Using Six Easy Strategies Business 2 Community If they rarely say anything positive or offer potential solutions, let them know that as well.
The workplace is filled with difficult personalities -- bullies, know-it-alls, rumor mongers... Our fallback reaction when faced with problem people at work is
Many people have the title of a leader but don't elicit results because they lack an understanding of constructive versus destructive criticism.
Criticism is criticism and that is important to understand. It helps us think about the way we present the criticism and make it work for the better. Are we moving the person forward is critical.
The four steps of effective coaching : explanation, clarification, participation,appreciation
Is conflict creating problems, nip conflict and communication problems in the bud so they do not bite you back. Here are are seven simple and powerful steps you can use to turn conflict and communication problems around before they erode the relationships you need to succeed!
Will conflict be a source of richness or value destruction? Follow these steps for the former.
#HR #Learning #Training #Doha #Dubai #AbuDhabi #Bahrain #Oman #SaudiArabia #Kuwait #Singapore There are mentors, and then there are kick-ass mentors. And if you're going to take on the mantle of giving someone else career guidance, insight, and advice, you might as well aspire to greatness. By Gwen Moran.
Discover what the latest research into leadership today reveals about what leaders should be doing to sustain organizational growth and success.
This is the time of year when many of us find ourselves stressed and dealing with people who push our buttons whether on purpose or by accident.
Buttons are those areas that when touched on by someone in the course of communication, make us react. Some are bigger buttons than others but everyone has them and we all need tools for handling the communication when those buttons are approached or pushed.
In life, there are certain behaviors and subjects that push our buttons and make us react. Through effective communication you can regain control of these areas. Here are 10 Simple Tools!
Conflict cannot survive without your participation. - Wayne Dyer As much as I'd like to believe that, "we can all get along," it's simply not realistic. There are times when personalities clash, mi...
Every time "Elizabeth" asks her boss, "Carol" for feedback, Carol tells her she's "doing great." But this is Elizabeth's 5th year in the same job and she's starting to wonder. She's
"We need to let you go." Oomph! Those words feel like a punch to the gut of the employee on the receiving end, and for the leader delivering the bad news, those words create anxiety and many sleepl...
No leader likes to see an employee fail on the job. From the moment we start the recruitment process, through interviewing, hiring, and training, our goal is to set up our employees for success. It takes a tremendous amount of time, energy, and expense to bring new people into the organization and ramp them up to full productivity, so it’s in everyone’s vested interest to see an employee succeed. Yet we all know there are situations that, for whatever reason, an employee struggles on the job and there isn’t much hope of turning it around.
Excellent scoop John! This is a difficult area for many reasons and this article is very helpful.
From the article:
5. Blames others, makes excuses, and challenges authority - You know the incredibly loud sound of air raid sirens used in civil defense situations? That’s the sound you should be hearing if you have an employee with a track record of blaming others and making excuses for his poor performance.
Troubled employees will often challenge authority by trying to lay the blame at the boss’ feet by saying things like “You should have done this…” or “You didn’t address that problem…” or whatever the case may be. If you have an employee who always seems to be involved in drama, ask yourself “What (or more appropriately ‘who’) is the common denominator in these situations?”
6. Distorts or manipulates the truth - I’ve dealt with employees who were very skilled at manipulating or distorting the truth. In whatever difficult situation they were in, they would find a kernel of truth to justify and excuse their involvement to the point that I would feel compelled to side with them.
I learned you have to be discerning and consistent in your approach to dealing with manipulative people and make sure you document your interactions so you have sufficient data to support your termination decision.
Not everybody is right for your team--and that is not to say they aren't right for someone else. Much like buying stock, so much effort goes into selection--but we are all to often unprepared to know when to trade out. Look for the signs and find ways to be gracious and respectful by doing what is right for the team and the teammate...
"Great leaders know that every step they take, every decision they make, matters in the end," writes Deirdre Maloney in her book "Tough Truths."
Some interesting points in there. The one that stood out was the one about success. Sometimes we confuse success with popularity. The result is we confuse leadership with something it may not be.
"Success makes you unpopular". This is a truth that is not spoken about, but you know what? As you go along you will find others who will like you so do not take this as a negative.
I like this alot. It shows the back story of what it is like when an individual is successfull and a go-getter from the prospective of the invidual's inner feelings.
Adopt these qualities to become a promotable employee and be successful in life overall .
Celebrate the bad with the good, embrace the demons from your past and make the bad leaders pay by turning it into losers lessons on leadership.
We often look at the attributes of great leaders as models to strive for. I believe that we can learn from both great leaders and the leaders that we have encountered that are...well shall we say no where near "great."
In this article, there are some descriptions of leaders similar to some you might have experienced. Think about these "leaders" and what you can do to assure you don't take on these attributes. Maybe even make a public statement to your team declaring "I don't want to be this type of leader.... I would appreciate it if you let me know if I start down that path."
Kill the post-work social events -- among other things -- that might be rubbing your staff the wrong way.
A common error for new management personnel is they tend to over manage the employees. They want to do a good job to show their boss that they were the right choice for the position, but end up going a bit to the extreme in “managing the staff.”
What can you do withif you have a #micromanager?
Exceptional leaders are not always perfect, and sometimes downright quirky. But they display a set of behaviors that make them admired and loved. Here is a look at seven rare ones.
We are often quick to judge or challenge others but it takes courage to stand up to and challenge our own experiences, knowledge, ideas.
Listening is tough but hearing is even tougher.
How many have you come across, I have come across one in Jet Airways, who always asked this question Why ? and How ? made us think and helped us to win.
Do You Know This Person? Have you ever met an aspiring leader who says, “I want to be a horrible boss.” No? Me neither. I’m not saying there i...
Great read.... you don't wake up one day and realize you're not a good leader.
The lack of self-awareness in poor leaders is what concerns me the most. The emotional intelligence to understand how your actions can affect others is the most important characteristic of a great leader.
Have you ever noticed leaders spend a lot of time talking about talent, only to make the same mistakes over and over again? Few things in business are as costly and disruptive as unexpected talent departures. With all the emphasis on leadership development, I always find it interesting so many [...]
So what engages employees? The drivers differ region to region and person to person, but employee engagement is largely about social connections happening in organizations and aligning work experiences with employees’ cultural needs.
What works varies by industry, location, company size, and how much money and resources the organization has to invest into developing its culture, and its value and philosophy around employee engagement.
But there are factors that all highly engaged workplaces have in common.
How do the best places to work succeed at employee engagement?
Practices from Cummins, DHL, Google, SAP, ...
Some good examples of how some companies are dealing with employee engagement. Some of the best answers are straight forward - recognition, open communication, integrity.
Several hidden gems in here for engagement in any industry. Determine to try one or two for your workplace - even if you only have volunteers who assist you.
When Engagement is missing as evidenced by 70 percent of U.S. workers don’t like their job, creating an environment where many workers are emotionally disconnected from their workplace and less...what you do?
It’s often said that employees don’t leave companies, they leave bosses. In other words, when employees don’t like their bosses, they’re more likely to leave while those who like or appreciate their bosses are likely to stick around longer.
If y!ou can't manage upwards, you won't manage downwards
People leave people... good read and reminder for all leaders
Many leaders can inspire, but strong leaders move people to action. Here's what makes them special.
Every once in a while, an amazing leader surfaces, one capable of moving people to action. This is not just a leader who gets people to think. This is a leader who is truly compelling, who can get people to change course and give of themselves.
My own reading lead me to this old, though steady, thought: Leadership is not exercised, it is granted!...
Authors and other content creators/curators can take a leadership role in sharing their stories.
Read on for 8 key demotivators you'll want to make sure you avoid.
The worst demotivator is micromanaging. Employees need to feel trusted and valued to succeed—and micromanaging communicates the opposite.
In the last few years’ employee engagement has really become a ‘buzz word’ in many HR departments and businesses. Whilst …
The Seven S’s of leadership in these transformational times: Silence – A quiet mind helps ensure a successful outcome. Be still and allow the mind to quieten as ...