tag:blogger.com,1999:blog-31519914282714445092024-03-22T00:16:48.381-07:00Supervision Essentials Leadership Skills training and Career InspirationSupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.comBlogger67125tag:blogger.com,1999:blog-3151991428271444509.post-58698449352451178322021-06-10T15:49:00.000-07:002021-06-10T15:49:02.382-07:00Emotions and Success in Leadership: Their relation and achievement<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-vLcfPTKfXis/YMKWkB1UxbI/AAAAAAAAAxo/o0Rc_vd-sPoqKDBfZ9kja9tmKjXJRwDqgCLcBGAsYHQ/s1200/2.EmotionsAndSuccessinLeadership.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="306" src="https://1.bp.blogspot.com/-vLcfPTKfXis/YMKWkB1UxbI/AAAAAAAAAxo/o0Rc_vd-sPoqKDBfZ9kja9tmKjXJRwDqgCLcBGAsYHQ/w587-h306/2.EmotionsAndSuccessinLeadership.jpg" width="587" /></a></div><p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">Emotions and success are both strongly correlated when
it comes to leadership. In order to be a successful leader, it is essential for
the person to have a high level of self esteem and for their employees to as
well. Letting emotions get in the way of making decisions is something that can
greatly hamper the actions of a leader. Consider some tried and tested ways by
which a leader can keep his/her emotions in check and hence make the best
decisions for success.<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">In order to be a successful leader, at first a person
must get over their emotional fears and then gradually work towards becoming
the best that they can be. Otherwise, the consequences of holding on to those
fears are grave and will definitely have a huge effect on the leader’s personal
and professional life. There are quite a few ways that a leader going through
such ordeals can get out of this situation. <o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">The first step to improving one’s self esteem and
getting over an emotional fear, is finding the courage to admit that something
is wrong. The leader must realize that his decisions are being colored or
controlled by his fear of something, or a strong emotion towards a person or
event. Since it is difficult to pinpoint these decisions by oneself, leader can
find it easier to take guidance and advice from maybe older more experienced
personnel who can unashamedly point out his mistakes to him. The words of a
superior hold great meaning and a person is much more likely to listen to them.<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">Next, making the right decisions also stems a lot from
practice and experience. It is not logical to expect a person to make the right
decisions right away. After making a mistake when taking a decision and letting
it be controlled by their feeling, the leader will realize what went wrong and
will not make the same mistake again. It also helps if the person has prior
experience regarding these things by observing a senior or previous manager in
action. Looking at the way they take decisions would definitely serve as a good
way to learn. <o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">Though many say that “follow your gut” is the best
option when it comes to making a decision, studies have shown that following a
gut instinct have not always shown to create the best results. For example,
taking a decision when angry causes leaders to decrease the value of the associated
risks that come with the decision and make reckless moves. It is a lot wiser to
calm down and rethink before taking any sort of step when worked up. A good
option would be to give the thought one night’s sleep – if you are still
thinking that it is the right decision in the morning, then high chances it is.<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">Good decision-making skills need to be hones into
employees as well and not just the leader. It is up to the leader to establish
the appropriate facilities in order to help his employees. One such step could
be introducing employee empowerment in the office. By giving away a bit of the
responsibility to staff and allowing them to take the simple decisions by
themselves, the leader is gently coaxing decision-making skills into his
workforce. <o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">It could also be possible that an employee is not being
able to make the right decisions due to a recent fear or drama. In that case,
the leader can take the necessary steps to make counseling facilities available
to the employee. He or she can also send the employee to a training facility or
off – the – job skills program. Training does not need to be merely office and
work related; it can also come in the form of personal skill and development. Sending
troubled employees to workshops or seminars where they can meet others who are
going through similar things and can access the right sort of help can greatly
improve the employee’s self-esteem and state of mind. Another option could be
giving the worker some paid time off to rejuvenate and distress from the
troubles of daily life. If the leader truly cares about the state of mind and
health of his workers, then he will not flinch or back out from helping them in
every way he can. Maybe, a relaxing vacation is just what an overworked and tired
employee needs to get back in form? <o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">The treatment that an employee receives from his boss
and co-workers when going through such distress is also a major factor in his decision
making. Employees should be treated with kindness, respect and consideration. A
leader should remember that they are people too; keeping them mentally
satisfied at work will greatly increase their productivity as well. Another
measure that can be taken to increase the team’s self-esteem is celebrating
improvements and achievements at the office. If an employee has just managed to
secure a tough deal at work, then he deserves a celebration in his name to lie
back a little. Celebrating achievements boosts a person’s confidence and will
help beat the emotional fears which used to prevent him from fulfilling his
true potential.<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">In order to obtain success in an organization or
venture it is essential that each and every one of its employees is at their
best health and working to full capacity. A leader is only as strong as the
weakest link in his or her team – which is why the health of the whole team
should come first and in no way be compromised. By conditioning mindsets to put
aside emotions when making decisions, it is possible to obtain a skilled and
powerful workforce.<o:p></o:p></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="background: white; color: black; font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%; mso-themecolor: text1;">Just a few things to think about as you help others and
yourself make careers that are truly fulfilling. Life is all about he quality
of choices we make. I hope this helps a little. <o:p></o:p></span></p>
<p style="vertical-align: baseline;"><span style="font-family: "Arial",sans-serif;">Make
good choices and have a great day! Only you get to choose how you feel about
it!<o:p></o:p></span></p>
<p style="vertical-align: baseline;"><span style="font-family: "Arial",sans-serif;">Thanks
so much for reading! Please share this with someone you care about and like the
article if you agree with it!<o:p></o:p></span></p>
<p style="vertical-align: baseline;"><span style="font-family: "Arial",sans-serif;">Dr.
Paul Gerhardt is a skilled leadership and diversity trainer who builds
customized workshops online or at your workplace. He is a tenured professor of
management and a diversity and leadership well-respected and trusted trainer
who helps organizations get amazing returns on their training investment. Consider
inviting Dr. Paul Gerhardt to do customized leadership or diversity training at
your organization. Most organizations find that diversity and leadership
training by the right trainer yields a significant instant return on
investment.<o:p></o:p></span></p>
<p style="vertical-align: baseline;"><span style="font-family: "Arial",sans-serif;">You
can get your FREE COPY of the Leadership Handbook by clicking this link: <a href="http://bit.ly/LeadershipHandbook" target="_blank"><span style="border: none windowtext 1.0pt; mso-border-alt: none windowtext 0in; padding: 0in;">http://bit.ly/LeadershipHandbook</span></a><o:p></o:p></span></p>
<p style="vertical-align: baseline;"><strong><span style="border: none windowtext 1.0pt; font-family: "Arial",sans-serif; mso-border-alt: none windowtext 0in; padding: 0in;">GET
THIS NOW:</span></strong><span style="font-family: "Arial",sans-serif;">
Diversity, Cultural Competence, and Emotional Intelligence Training online
here: <a href="https://www.blogger.com/u/3/blog/post/edit/3151991428271444509/1878264165566662194" target="_blank"><span style="border: none windowtext 1.0pt; mso-border-alt: none windowtext 0in; padding: 0in;">http://www.leadership.do</span></a><o:p></o:p></span></p><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-59236810777806819762021-06-01T14:57:00.003-07:002021-06-01T14:57:25.607-07:00Examining the Glass Ceiling<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-hlm06UFjODg/YLaq7TJ7FiI/AAAAAAAAAxg/FeunLXUb8R8RJ5fg024tXIyfUfOo04wTwCLcBGAsYHQ/s1200/1.ExaminingTheGlassCeiling.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="304" src="https://1.bp.blogspot.com/-hlm06UFjODg/YLaq7TJ7FiI/AAAAAAAAAxg/FeunLXUb8R8RJ5fg024tXIyfUfOo04wTwCLcBGAsYHQ/w582-h304/1.ExaminingTheGlassCeiling.jpg" width="582" /></a></div><p class="MsoNormal" style="background: white; line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;"><span style="color: #252525; font-family: "Verdana",sans-serif; font-size: 12.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">In our current age of
progress and innovation we have been hearing a term much more frequently of
late – the much hyped “glass ceiling”. According to Merriam-Webster dictionary,
the popular term is simply defined as an invisible barrier that prevents
minorities from successfully rising up the hierarchy and achieving higher level
positions. Today we will dive into this fascinating topic and examine the
implications and origin of the popular term.<o:p></o:p></span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0in; text-align: justify;"><span style="color: #252525; font-family: "Verdana",sans-serif; font-size: 12.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">As stated in the definition, the brunt of the glass ceiling’s
impact falls primarily on minorities and women. How did this matter arise you
ask? Well, it all began before World War I, during the time when women were
bound to stay at home and men went out seeking work. This pattern began to
change during the war; since a large portion of men went out to protect their
country, the women began to take charge. They looked for sources of income and
employment, and when the war ended, many women were forced out of their jobs,
but decided to keep them. Thus, began what we now know as second-wave feminism
– women wanting equal wages at work, equal facilities and equal rights as their
male counterparts.<o:p></o:p></span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0in; text-align: justify;"><span style="color: #252525; font-family: "Verdana",sans-serif; font-size: 12.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #252525; font-family: Verdana, sans-serif; font-size: 12pt;">During that time working women were scorned and shunned in society
for taking away jobs from “more deserving” males. Even though, we are no longer
in the 1960’s, this concept, of women being not as able to work has been passed
down through the generations. According to a survey by the Department of Labor,
approximately 95%of senior managers in the Fortune 500 and Fortune 1000
industrial organizations are male.</span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0in; text-align: justify;"><span style="color: #252525; font-family: "Verdana",sans-serif; font-size: 12.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #252525; font-family: Verdana, sans-serif; font-size: 12pt;">The statistic has risen for several reasons, the foremost of
which is the completely antiquated mindset of some (not all) men. According to
them, women are not able to give their whole concentration and focus on jobs
due to pregnancy and child rearing – apparently, a part of their minds will
always think about family. This is the foundation of the glass ceiling: a
general assumption made by men that women will either not want to or will not
be capable of taking on work at higher level positions.</span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0in; text-align: justify;"><span style="color: #252525; font-family: Verdana, sans-serif;">Leaders must question their own biases and make decisions with an equity perspective. Most people can learn the skills necessary for most positions no matter their gender or background. Sometimes, perspectives are passed down from one leader to the next without enough consideration of the perspective. Mental models are powerful and need to be examined with the correct lens. </span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0in; text-align: justify;"><span style="color: #252525; font-family: "Verdana",sans-serif; font-size: 12.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #252525; font-family: Verdana, sans-serif; font-size: 12pt;">Another reason leading to the formation of this troublesome
stereotype is the fact that minorities and females are often given access to
much less facilities than the rest of the workforce. Mentors are often hired a lot
less for females, and as a result many are not yet skilled enough to climb the
corporate ladder. It is up to the women to stand up for themselves in this
matter and seize the opportunity to learn these skills in order to advance. Some companies do a better job identifying people of color and women to groom into leadership positions. </span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0in; text-align: justify;"><span style="color: #252525; font-family: Verdana, sans-serif; font-size: 12pt;">Undoubtedly, businesses play a huge role in shattering this
abhorrent glass. However, women themselves should also begin to take the
matter into their own hands. Women often show more humility than men – if they
don’t show their talents in the correct light, no one will notice them enough.
It is up to women to take a stand and not look back when the promotion is
offered. Speaking up is not a matter of humility, as much as it is about being assertive. This is a choice for each of us. </span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0in; text-align: justify;"><span style="color: #252525; font-family: Verdana, sans-serif; font-size: 12pt;">I truly believe things are getting better as organizational
leaders are recognizing that diversity is a key factor in gaining greater shares
of the market, as well as increasing creativity and innovation for
organizations. The literature shows that women are graduating with more
graduate degrees in than men these days, but the Fortune 500 does not yet reflect
the kind of diversity that that these qualified leadership-oriented and trained
graduates are reflecting. I suspect that things will get balanced out in time.
However, now is a great time to visit how your organizational culture supports
diversity.</span></p>
<p class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0in; text-align: justify;"><span style="color: #252525; font-family: "Verdana",sans-serif; font-size: 12.0pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span></p>
<p style="vertical-align: baseline;"><span style="font-family: "Verdana",sans-serif;">Make
good choices and have a great day! Only you get to choose how you feel about
it!<o:p></o:p></span></p>
<p style="vertical-align: baseline;"><span style="font-family: "Verdana",sans-serif;">Thanks
so much for reading! Please share this with someone you care about and like the
article if you agree with it!<o:p></o:p></span></p>
<p style="vertical-align: baseline;"><span style="font-family: "Verdana",sans-serif;">Dr.
Paul Gerhardt is a skilled leadership and diversity trainer who builds
customized workshops online or at your workplace. He is a tenured professor of
management and a diversity and leadership well-respected and trusted trainer
who helps organizations get amazing returns on their training investment.
Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity
training at your organization. Most organizations find that diversity and
leadership training by the right trainer yields a significant instant return on
investment.<o:p></o:p></span></p>
<p style="vertical-align: baseline;"><span style="font-family: "Verdana",sans-serif;">You
can get your FREE COPY of the Leadership Handbook by clicking this link: <a href="http://bit.ly/LeadershipHandbook" target="_blank"><span style="border: none windowtext 1.0pt; mso-border-alt: none windowtext 0in; padding: 0in;">http://bit.ly/LeadershipHandbook</span></a><o:p></o:p></span></p>
<p style="vertical-align: baseline;"><strong><span style="border: none windowtext 1.0pt; font-family: "Verdana",sans-serif; mso-border-alt: none windowtext 0in; padding: 0in;">GET
THIS NOW:</span></strong><span style="font-family: "Verdana",sans-serif;">
Diversity, Cultural Competence, and Emotional Intelligence Training online
here: <a href="https://www.blogger.com/u/3/blog/post/edit/3151991428271444509/1878264165566662194" target="_blank"><span style="border: none windowtext 1.0pt; mso-border-alt: none windowtext 0in; padding: 0in;">http://www.leadership.do</span></a><o:p></o:p></span></p><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-41262351466962753102021-05-17T14:02:00.002-07:002021-05-17T14:02:08.542-07:00How to Benefit From What Generation Y Employees Can Offer<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-StJtjLp6fgc/YKLZfIjyR_I/AAAAAAAAAxQ/pSqngCZWKuwEVX9lFjd7-4xe14P6JxXswCLcBGAsYHQ/s1200/8.HowtobenefitFromWhatGeneration.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="331" src="https://1.bp.blogspot.com/-StJtjLp6fgc/YKLZfIjyR_I/AAAAAAAAAxQ/pSqngCZWKuwEVX9lFjd7-4xe14P6JxXswCLcBGAsYHQ/w633-h331/8.HowtobenefitFromWhatGeneration.jpg" width="633" /></a></div><p></p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 0px 0px 3.2rem; padding: 0px; vertical-align: baseline;">The people born after Generation X that is from the early 80’s till the end of the century are commonly termed as Generation Y, aka Millennials. Thought by many as the rowdiest generation till date, millennials have posed a drastically different sort of employee for the average leader, who is now scrambling to adjust their views to match the expectations of this radical new sort of consumer/employee. The percentage of Millennials has recently surpassed that of Baby Boomers in the U.S.; with such a large portion of their consumer being Millennials, businesses are right to be worried.</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">In order to benefit the most from what Generation Y has to offer, it is important for leaders to know how to understand them. Gen Yers come from a time where there was global financial crisis but also when technology was at its peak. Thus, their mindset is far better equipped to handle with machinery and tech than the basic rules of a work room. Increase your patience with them and take the time to explain things like office protocol and how to present oneself professionally. Simple things like business meeting etiquette may be completely unfamiliar to them; don’t take risks and at first explain the concepts before you let millennials take control of the reins.</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">Millennials are able to learn new processes swiftly and can pick up on patterns within seconds. However, this also makes them a little unpredictable and when it comes to switching jobs they are more likely to do so. Millennials are always searching for the “right job” something which they love doing. If your office doesn’t resonate with them, then they won’t be staying long. It’s best to give them work which they excel at and are proficient at doing.</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">For example, put a techie in programming and a writer in publications; both employees will be happy and more likely to stay.</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">Millennials are the most productive bunch of employees you can hope for – you just have to let them do it in their own style. These teenagers and young adults spent their childhood blogging, instant messaging and playing video games as recreation. They are constantly looking for new software and apps to increase efficiency and productivity. Your Millennials will end up teaching <em style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; font-family: Georgia, "Source Serif Pro", serif; font-size: 0.975em; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">you</em> a new way to work that may change your life forever. Let them run things for a day and you may very well be surprised.</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">Generation Y are also your risk takers. They are the ideal entrepreneurs because none of them are afraid of failure. A good advantage of video games is that they teach you to try again and try harder in a different way to succeed. For Millennials that is precisely why failure is not that big an issue: the learning of the skill itself matters more. Look towards your younger employees when struggling to make a decision and take their opinions into consideration. Who knows, a radical new line of thought may be just what you need.</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">Despite what some people may say, the employees of Gen Y can contribute a great deal at the office. It is up to the boss to seek out the best ways to make their presence the most beneficial. We are all diverse in some way. Learning to take time to understand the needs and expectations of others can help you meet your employees where they are at. In doing so, you can build mutual respect and leverage what each person has to offer. Most people will do the minimum of what is expected for a paycheck. However, learning to navigate your leadership style to meet the needs of those you lead can take your team, production, creativity, and innovation to new levels.</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">Listening with an open mind can be one of the best tools a leader has in today’s competitive workplaces. Being a leader means supporting employee’s needs and setting each of them up for success.</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">Make good choices and have a great day! Only you get to choose how you feel about it!</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">Thanks so much for reading! Please share this with someone you care about and like the article if you agree with it!</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">Dr. Paul Gerhardt is a skilled leadership and diversity trainer who builds customized workshops online or at your workplace. He is a tenured professor of management and a diversity and leadership well-respected and trusted trainer who helps organizations get amazing returns on their training investment. Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity training at your organization. Most organizations find that diversity and leadership training by the right trainer yields a significant instant return on investment.</p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;">You can get your FREE COPY of the Leadership Handbook by clicking this link: <a href="http://bit.ly/LeadershipHandbook" rel="noopener nofollow" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; font-size: 20px; margin: 0px; overflow-wrap: break-word; padding: 0px; touch-action: manipulation; vertical-align: baseline;" target="_blank">http://bit.ly/LeadershipHandbook</a></p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;"><span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; font-size: 20px; font-weight: 600; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">GET THIS NOW:</span> Diversity, Cultural Competence, and Emotional Intelligence Training online here: <a href="https://www.blogger.com/u/3/blog/post/edit/3151991428271444509/1878264165566662194" rel="noopener nofollow" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; font-size: 20px; margin: 0px; overflow-wrap: break-word; padding: 0px; touch-action: manipulation; vertical-align: baseline;" target="_blank">http://www.leadership.do</a></p><p style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.75); counter-reset: list-1 0 list-2 0 list-3 0 list-4 0 list-5 0 list-6 0 list-7 0 list-8 0 list-9 0; cursor: text; font-family: "Source Serif Pro", serif; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; padding: 0px; vertical-align: baseline;"><br style="background-color: white; box-sizing: border-box; font-size: 20px; white-space: pre-wrap;" /></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-15167317347963348122021-05-14T09:41:00.002-07:002021-05-14T09:41:18.720-07:00Attributes of an Effective Leader<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-EsnG_7NAcpk/YJ6nwddasQI/AAAAAAAAAxE/GcaljhI0VuQKl1BjFJklBvbsPe2sejyfgCLcBGAsYHQ/s1200/7.AttributesOfAnEffectiveLeader.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="305" src="https://1.bp.blogspot.com/-EsnG_7NAcpk/YJ6nwddasQI/AAAAAAAAAxE/GcaljhI0VuQKl1BjFJklBvbsPe2sejyfgCLcBGAsYHQ/w584-h305/7.AttributesOfAnEffectiveLeader.jpg" width="584" /></a></div><p align="center" class="MsoNormal" style="text-align: center;"><br /></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><span style="mso-bidi-font-family: "Times New Roman";">There
isn’t any definitive list of positive characteristics that gives a clear idea
of the behavioral traits that an effective leader must possess. Even if such a
list exists, it would be an over-generalization of what should be a very
specific issue in relation to the type of organization and how it is run. For
examples a leader of an educational institution needs a different set attributes
from one of a military division, or that the head of a business organization should
not be put in charge of an administration that governs the industry in which the
company operates. Just because a leader is effective in any particular
organization, it does not mean the same person will be equally effective in
another.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-bidi-font-family: "Times New Roman";"><o:p> </o:p></span>In
spite of all that, it is not impossible to compile a simple guide on how
leaders should conduct themselves; think of the following list as an assortment
of requirements an effective leader is expected to meet.</p>
<p class="MsoNormal"><span style="mso-bidi-font-family: "Times New Roman";"><o:p> </o:p></span><b style="text-indent: -0.25in;">1.<span style="font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;"> </span></b><b style="text-indent: -0.25in;">Provides
a sense of safety and demonstrates strong ethics</b></p>
<p class="MsoNormal"><span style="mso-bidi-font-family: "Times New Roman";"><o:p> </o:p></span>Together
those two attributes build the bridge to create a work environment filled with
trust and comfort. Employees or subordinates feel and realize that they can
rely on each other in almost all situations without sacrificing
professionalism. In other words, a leader holds a crucial role to make the
workplace feel like home where everyone has the peace of mind in collaboration
and cooperation. High ethical standards ensure a safe environment for social
engagement that encourages everyone to honor the role of each other and respect
organizational rules. Safe professional environments have the power to invoke people’s
capacity to develop ideas, share opinions, take criticism, and essentially work
to their full potential.</p>
<p class="MsoNormal"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><b style="text-indent: -0.25in;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">2.<span style="font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></span></b><b style="text-indent: -0.25in;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Empowers and inspires
others to perform proper self-management</span></b></p>
<p class="MsoNormal"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #222222;">As
important as a leader is to an organization, there is no way a single person can
do everything without help from others. What a leader can do is to lead others
in the journey to become more capable of self-management. Employees of all
positions need direction to perform day-to-day organizational tasks, but put in
mind that this is not synonymous with providing instructions (sometime
repetitive ones) on daily basis. Proper distribution of power throughout the
organization is crucial to bring about smooth operation despite various
challenges. While employees rely on a leader to make decisions in difficult circumstances,
empowered teams have the confidence to be more proactive. Employees are the
people closest to the actions, and so they need their leader’s trust to make
decisions as well from time to time.</span></p>
<p class="MsoNormal"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><b style="text-indent: -0.25in;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">3.<span style="font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></span></b><b style="text-indent: -0.25in;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Develops connections and a
sense of belonging</span></b></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span></b><span style="color: #222222;">Humans are
a social species. Everyone wants to communicate, get along, and sometimes
develop relationships. People want to have the sense of belonging somewhere
with others. From the perspective of evolutionary science, social species feel
safer together and living in a pack improves the odds of survival in the face
of challenges. Not only does the sense of connection induce emotional
well-being, but it also has positive impact on productivity. The good thing is
that developing good social relationship in a workplace is not really that
difficult; a leader who smiles, calls employees by first name, and remembers
their family members have better chances of developing good relationships with
everyone. More importantly leaders have to communicate openly and let employees
speak freely. Bear in mind that emotions are contagious. Unpleasant interactions
with one employee can affect the emotions (and therefore productivity) of
others.</span></p>
<p class="MsoNormal"><b><span style="color: #222222; font-family: "National",serif; font-size: 13.5pt; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span></b><span style="color: #222222; font-family: Guardian, serif;">Of course, there are plenty more positive characteristics leaders
can develop for example: openness to ideas or criticisms, willingness to learn
something new, intention to mentor employees to become the next leader, and so
on. At the end of the day, all leaders must be able to lead by example. If they
want employees to deliver, they too must demonstrate the power to deliver and
live up to expectations.</span></p>
<p class="MsoNormal"><span style="color: #222222; font-family: "Guardian",serif; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="background-color: white;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span></p><p style="background: white; vertical-align: baseline;"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about and like the article if you agree with it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management and a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr.
Gerhardt is the author of several publications available on Amazon.com,
including Diversity at Work, The Diversity King; Leadership Lucy and the
Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized
leadership or diversity training at your organization. Most organizations find
that diversity and leadership training by the right trainer yields a
significant instant return on investment. </span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">You can get your FREE COPY of the Leadership Handbook
by clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="background: white; color: black; font-size: 13.5pt;">GET THIS NOW: Diversity, Cultural
Competence, and Emotional Intelligence Training online here: </span><span style="color: black; mso-color-alt: windowtext;"><a href="https://www.blogger.com/u/3/blog/post/edit/3151991428271444509/1878264165566662194"><span style="font-size: 13.5pt;">http://www.leadership.do</span></a></span><o:p></o:p></p>
<p class="MsoNormal"><span style="color: #222222; font-family: "Guardian",serif; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span></p>
<p class="MsoNormal"><o:p> </o:p></p><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-71296636079402471332021-05-12T14:26:00.007-07:002021-05-12T14:26:38.796-07:00Dangerous Consequences of Unrealistic Expectations<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-sv9yX1h4j4E/YJxHv50ebGI/AAAAAAAAAw8/bSEg7bwvZvMdN7T04vW69uRX4nCOB3IOQCLcBGAsYHQ/s1200/6.DanderousConsequencesOfUnrealistic.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="312" src="https://1.bp.blogspot.com/-sv9yX1h4j4E/YJxHv50ebGI/AAAAAAAAAw8/bSEg7bwvZvMdN7T04vW69uRX4nCOB3IOQCLcBGAsYHQ/w597-h312/6.DanderousConsequencesOfUnrealistic.jpg" width="597" /></a></div><br /> <p></p><p align="center" class="MsoNormal" style="text-align: center;"><br /></p>
<p class="MsoNormal">Setting high standards for employees is a good thing. This
is conventional management wisdom that many leaders in just about every
organization follow. High standards of achievement and professional conduct can
be the most effective motivation a leader can create. The general idea is to
encourage employees to always aim higher goals, and the only way they can do
that is to push harder in order to perform better. In ideal circumstances,
employees understand that leader has the confidence if they can accomplish much
more than they themselves realize. It is an excellent form of provocation with
great power to stimulate growth. Unfortunately, ideal circumstance is few and
far between, rendering a good intention into bad managerial style.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>To make matter worse, some leaders fail to recognize (or
simply are unwilling to admit) the difference between high standards for and
unrealistic expectation from employees. The former is undeniably effective
especially when leader is in the forefront of setting examples; the latter is
dangerous. By always asking more performance from employees, less successful
leader continuously forces everyone to work harder and prepare only to accept
great results. The “already high standards” keep on going up to reach
“unrealistic” level. At this point the leader will have to deal with an
inevitable distress. Unrealistic expectations from employees have some obvious
dangerous consequences:</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: -0.25in;">Employees
lose self-confidence: </b><span style="text-indent: -0.25in;">one of the most worrying outcomes of leader’s
unrealistic goals and expectations actually happens to the employees. When
people find themselves working with or for a leader who is impossible to
please, it is only common to feel frustrated and angry. Failure to meet
expectation really is not their fault, but merely because the goals are just
unrealistic. In such situation, even constructive criticism from leader does
not help. When employees feed into the constant negative feedback, they begin
to feel inferior as if they cannot do anything right. After a short while, they
begin asking why even bother trying if results are not satisfactory regardless
of what they try and do. At one point, employees figure out that the best thing
to do is to stop trying, and this is bad for the organization.</span></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: -0.25in;">Weak
organization: </b><span style="text-indent: -0.25in;">if employees are constantly criticized and pushed to perform
better, they find it difficult to rise following a setback. Perpetual
dissatisfaction on leader’s part will eventually drain employees’ creativity,
motivation, mental endurance, and resourcefulness. One instance of failure to
deliver as expected can be a learning moment, but leader’s relentless
deprecation of their efforts is paralyzing. If the leader is constantly pushing
employees to reach ever rising standards, the organization in its entirety is
in serious doubt of achieving success in the wake of major problems.</span></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: -0.25in;">Self-disappointment:
</b><span style="text-indent: -0.25in;">without the ability to feel content, the disappointment can turn inward. It
is often necessary to be satisfied with the way things are now, even when there
are rooms for improvement indeed. The problem with unrealistic expectation is
not that the organization will never achieve anything or that the employees are
incompetent; the problem lies within leader’s struggle to take pride in any
kind of accomplishment. Such leaders do not have the sense professional
satisfaction and will continue to play down their own self-perception.</span></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Goal-oriented is an excellent trait of an effective leader,
but it can turn into obsessive tendency toward perfection without proper
managerial practices. While the idea of “pushing employees to their best” is
great in theory, inadequate ability to honor and praise their roles or current
improvement may actually lead the organization to failure.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="background-color: white;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span></p><p style="background: white; vertical-align: baseline;"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about and like the article if you agree with it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management and a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr.
Gerhardt is the author of several publications available on Amazon.com,
including Diversity at Work, The Diversity King; Leadership Lucy and the
Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized
leadership or diversity training at your organization. Most organizations find
that diversity and leadership training by the right trainer yields a
significant instant return on investment. </span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">You can get your FREE COPY of the Leadership Handbook
by clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="background: white; color: black; font-size: 13.5pt;">GET THIS NOW: Diversity, Cultural
Competence, and Emotional Intelligence Training online here: </span><span style="color: black; mso-color-alt: windowtext;"><a href="https://www.blogger.com/u/3/blog/post/edit/3151991428271444509/1878264165566662194"><span style="font-size: 13.5pt;">http://www.leadership.do</span></a></span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-85278585377935792802021-05-04T13:14:00.008-07:002021-05-04T13:14:44.410-07:00How Leaders Transform Discontentment into An Asset<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-mRHgzMLqVsQ/YJGq1B76fKI/AAAAAAAAAw0/8bpqLvSsv_c0xR-AzAVhFdWjYlcvWvipQCLcBGAsYHQ/s1200/5.HowLeadersShouldTransform.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="299" src="https://1.bp.blogspot.com/-mRHgzMLqVsQ/YJGq1B76fKI/AAAAAAAAAw0/8bpqLvSsv_c0xR-AzAVhFdWjYlcvWvipQCLcBGAsYHQ/w574-h299/5.HowLeadersShouldTransform.jpg" width="574" /></a></div><p align="center" class="MsoNormal" style="text-align: center;"><br /></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Never assume that all employees share the same drive for
constant improvement. Some employees work because they love the jobs, while a
lot others are only in it for the money. It is great if the organization is
filled only with the former, but more often than not you simply cannot avoid
having the latter as well. For the latter, it is a daily job for which they get
paid, and harder work does not always mean getting a raise. On leader’s part,
asking everyone to improve performance is routine, but it can be detrimental to
the mind and feeling. When discontent becomes normal, you have to find ways to
take advantage of it for the benefit of the organization. Here are some things
you can do to help.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: -0.25in;">Expression
of dissatisfaction must come with guidance to improvement: </b><span style="text-indent: -0.25in;">it is only
natural that employees want to please their leader. However, there will be
times when employees fail to deliver or perform as effectively as leader
expects; just like the previous statement, it is also natural. After all,
employees are human who sometimes have to learn from failures. Leader is human
too who has the capacity to feel discontent about something unpleasant or when targets
are not met. But leader has authority over others, so the discontent has more
weights and stronger influence in organizational environment. Discontent can be
a motivational asset, as long as you are willing to express it carefully. Pushing
the employees to reach higher standards is only a good thing if those employees
actually believe that you yourself can live up the expectation. Remember that an
expression of dissatisfaction can turn into a demoralizing criticism if you fail
to give them direction on how to achieve improvement.</span></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: -0.25in;">Make
employees know that you believe in their abilities and value their
contributions: </b><span style="text-indent: -0.25in;">another way to express discontent is to wrap it with an
appreciation and gratitude. It is just wrong to give harsh criticism for one
thing that employees do wrong, when in reality they have done a lot of great
things prior to the mistake. If you want others to take the critique seriously
(and positively too), you have to show appreciation for their roles in the
organization and make sure they know it. They need to understand that what they
do here is important. Not only the job or position is important, but also the people
occupying it.</span></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><o:p> </o:p></b><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: -0.25in;">Take a look
back at the expectations you set and refine them: </b><span style="text-indent: -0.25in;">as soon as you get a gap
between what you expect and what the employees deliver, remember that you are
not the only person who has been in the same situation. Before you express an
immediate reaction to show discontent, take a short pause to examine the
expectation once again too. Instead of channeling the dissatisfaction to the
employees, use some of the energy to reassess the overall situation. It is time
to check if the team indeed has the capacity to reach the target, whether your
expectation is realistic given the circumstances, or if you have communicated
properly about it. The key is to show objectivity; if the mistake lies solely
on the employees based on objective review, then you have every right to motivate
the hard way. Otherwise, your discontent must be addressed to the real culprit.</span></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><o:p> </o:p></b>As a leader, you have the power to set high standards,
demand better performance, and perhaps perfection in some cases. Raising the bar
is a great form of motivation to keep the organization moving in the right
direction to reach betterment and encourage the employees to achieve their full
potential. Inappropriately setting high and even unrealistic expectations,
however, can introduce a lot of negative effects to the organization,
employees, and yourself. If employees’ performance often falls short of
expectations, figure out why and learn to use and express the discontent in
effective way.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Sometimes, changing the way we do things just a little bit,
can make such a significant difference. Every challenge is an opportunity to
build trusting relationships that leads to greater efficiency and job
satisfaction. Ultimately, leaders have the biggest influence on employee job
satisfaction, which is directly related to lower employee turnover and
operations costs. People are not machines and need to be treated as valued and
respected members of a team.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Leaders often forget that just because they lead like
leaders of their past, it makes them a good leader. Leading is an active and
personal process that must be customized for each diverse member of a team.
Most people need to be understood. So, leaders must make the investment of time
to understand how to keep people motivated before it is too late. Relationships
are fragile.</p><p class="MsoNormal"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about and like the article if you agree with it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management and a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr. Gerhardt
is the author of several publications available on Amazon.com, including
Diversity at Work, The Diversity King; Leadership Lucy and the Leadership
Handbook. Consider inviting Dr. Paul Gerhardt to do customized leadership or
diversity training at your organization. Most organizations find that diversity
and leadership training by the right trainer yields a significant instant
return on investment. </span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">You can get your FREE COPY of the Leadership Handbook
by clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="background: white; color: black; font-size: 13.5pt;">GET THIS NOW: Diversity, Cultural
Competence, and Emotional Intelligence Training online here: </span><span style="color: black; mso-color-alt: windowtext;"><a href="https://www.blogger.com/u/3/blog/post/edit/3151991428271444509/1878264165566662194"><span style="font-size: 13.5pt;">http://www.leadership.do</span></a></span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-1304349166178815632021-04-26T13:12:00.007-07:002021-04-26T13:12:32.137-07:00 How Unmanaged Ego Becomes A Leader’s Worst Enemy<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-mr3sfktW-SY/YIceHw1tcvI/AAAAAAAAAws/QeICTWv1x0M40iPEOg_m6fEXi9iAU_WegCLcBGAsYHQ/s1200/4.HowUnmanagedEgoBecomes.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="321" src="https://1.bp.blogspot.com/-mr3sfktW-SY/YIceHw1tcvI/AAAAAAAAAws/QeICTWv1x0M40iPEOg_m6fEXi9iAU_WegCLcBGAsYHQ/w614-h321/4.HowUnmanagedEgoBecomes.jpg" width="614" /></a></div><br /><br /><p align="center" class="MsoNormal" style="text-align: center;"><b> </b></p>
<p class="MsoNormal">Occupying a leading position in an organization comes with
serious risk of insularity. The higher a person stands in organizational ranks,
they more that person is exposed to the risk of developing an inflated and
eventually unmanaged ego. And as the ego grows larger, so does the risk of
ending up in an insulated bubble. Failure to address such risk leads the person
to lose touch with colleagues, put away from the real actions, get isolated
from actual organizational culture, and have much less active communication
with clients. Believe it or not, it is an uncommon issue with senior leaders.
It is not even that difficult to see how this problem takes place.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">As leaders move up in the organizational ranks, they acquire
greater power with the position. They have the rights to make important
decisions regarding the organization in general or individuals working for it.
To some extent, a lot of employees rely on the leaders for survival. After all,
being the forefront figure in any decision-making process is indeed the
function of a leader. With such authority, employees have a strong tendency to
please the leader; they listen more attentively to everything the leader to
say, they agree more to opinions, and perhaps laugh louder at jokes that in
reality are only marginally funny. In general they will do anything to make the
leader happy to save their jobs, get a raise, and possibly earn some parts of
the perks as well. These things do nothing but tickle the leader’s ego; the
more it is tickled, the faster it grows.</p>
<p class="MsoNormal">It is called the hubris syndrome, defined as a disorder that
can only develop in someone with possession of power, particularly if that
power is associated with tremendous amount of success and held for a reasonably
long period of time. There is actually nothing wrong with having an ego or any
feeling or pride, but a leader must nurture it in the way to bring about
organizational growth instead of personal benefit. Unmanaged ego is in fact a
leader’s worst enemy for the following reasons:</p>
<p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><!--[endif]--><b>Unchecked
ego corrupts leader’s behavior:</b> as the ego grows unchecked, it is easy to
fall into the trap of narcissism. By nature, an organization is a group of
people who work together to achieve the same goals. Although people are
occupying different positions, the success of the organization is the result of
collective effort. When leaders’ ego has grown too big, they are more likely to
think that they alone are the architects of their achievements. This fallacy
leads to the tendency to be rude, selfish, and sometimes to stand in the way of
others from achieving the same level of success. The danger to organizational
life is apparent in the face of setbacks and harsh criticisms coming from
people outside of the bubble. Inflated ego prevents leaders from taking the
criticisms with positive manner. It effectively builds a defensive wall that repels
useful lessons potentially learned from failures.</p>
<p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><!--[endif]--><b>Unmanaged
ego creates bigger vulnerability: </b>ego is a fragile. The bigger it gets, the
easier it is to get hit. A leader with a massive ego always craves for approval
or positive attention, and this tendency allows one to become easy target for
manipulation. Such leader constantly wants to be seen as great, resourceful,
clever, and generally perfect in all things. People who know this will take
advantage of the situation by giving the all the right motivations to make the
wrong decisions beneficial only to them regardless of the negative impact on
the organization. The leader can no longer observe the circumstances with
objectivity because everything has to be all about personal preference.</p>
<p class="MsoNormal">Finally inflated ego goes hand-in-hand with narcissism,
which can only narrow down leader’s perspective and vision. An egotistical
leader always looks for and utilizes only the information that confirms
personal importance. In a work environment where objectivity based on facts is
of the utmost importance to make every single decision, a leader with unmanaged
ego is a dangerous person with all the power to drag everyone else to
exhaustion and the brink organizational disaster.</p>
<p style="background: white; vertical-align: baseline;">Make good choices and have a great day! Only you get
to choose how you feel about it!<o:p></o:p></p>
<p style="background: white; vertical-align: baseline;">Thanks so much for reading! Please share this with
someone you care about and like the article if you agree with it!<o:p></o:p></p>
<p style="background: white; vertical-align: baseline;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. </p><p style="background: white; vertical-align: baseline;">Dr.
Gerhardt is the author of several publications available on Amazon.com,
including Diversity at Work, The Diversity King; Leadership Lucy and the
Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized
leadership or diversity training at your organization. Most organizations find
that diversity and leadership training by the right trainer yields a
significant instant return on investment. You can get your FREE COPY of the
Leadership Handbook by clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; font-size: 13.5pt;"><b>Diversity, Cultural Competence, and
Emotional Intelligence Training online</b> here: </span><a href="https://www.blogger.com/u/3/blog/post/edit/3151991428271444509/1878264165566662194"><span style="font-size: 13.5pt;">http://www.leadership.do</span></a><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-18782641655666621942021-04-23T10:34:00.001-07:002021-04-23T10:34:20.054-07:00Why Talented Employees Fail to Reach Their Full Potentials<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-hwSc93k4og0/YIMEcNxCd8I/AAAAAAAAAwc/9nd0Roq7KcQur6dAcLv2fbPfgc2kt5kSwCLcBGAsYHQ/s1200/3.WhyTalentedEmployeesFail.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="312" src="https://1.bp.blogspot.com/-hwSc93k4og0/YIMEcNxCd8I/AAAAAAAAAwc/9nd0Roq7KcQur6dAcLv2fbPfgc2kt5kSwCLcBGAsYHQ/w597-h312/3.WhyTalentedEmployeesFail.jpg" width="597" /></a></div><br />There have to be some reasons why employees start their
first months on the job with loads of motivation and eagerness to impress, but
then the enthusiasms seem to wane away to almost nothing before a full year. Personal
circumstances would make good guess because people naturally have their own
problems. Things get more complicated if employees fail to reach their full
potentials due to the following organizational issues.<p></p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="color: #222222; font-family: Symbol; text-indent: 0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: 0.25in;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Contradictory Values</span></b></p>
<p class="MsoNormal" style="background: white;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #222222;">Employees can perform well for an organization
in which the rules and cultures are aligned with their personal values. The
same employees will almost certainly perform much worse if they work in the
same positions but for a different organization with contradictory values.</span></p>
<p class="MsoNormal" style="background: white;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #222222;">Even when organizations can evaluate
every candidate properly through objective measures, they have strong tendency
to overrate their own cultures. Any organization will say that it has
innovative, diverse, performance-oriented, inclusive, and prosocial cultures;
it encourages strong work ethics, accountability, and employee development. While
some of those can be true, there is a good chance that a lot of the stated
values are nothing more than wishful thinking instead of accurate
self-assessment. An abrupt change in culture is as disruptive as it can be, but
often necessary to optimize resources including employees.</span></p>
<p class="MsoNormal" style="background: white;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #222222; font-family: Symbol; text-indent: 0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: 0.25in;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Employee Disengagement</span></b></p>
<p class="MsoNormal" style="background: white;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span></p>
<p class="MsoNormal">An expected side effect of poor alignment between employees’
values and organizational culture is disengagement, although it is not the only
reason behind the lack of motivation. There is another culprit; one that is
more obvious yet rarely pointed-out by employees: poor leadership.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>A leader needs to understand that poor performance sometimes
is not solely because of employees’ incompetence but the result of poor
dynamics of interpersonal relationships either among themselves or between
employees and leader; it can even be both in an organization without a capable
leader to resolve conflicts. Motivation is an excellent remedy and thankfully it
comes in a multitude of forms. Enforcing good communication practices and
developing conflict-resolution plans may not sound like motivations, but they
are few among many effective methods to prevent disengagement and promote optimum
performance. Just like the organization itself in general, a leader is required
to perform objective self-assessment. Good leadership skills create a work
environment conducive for optimum performance.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal" style="background: white;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #222222; font-family: Symbol; text-indent: 0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: 0.25in;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Organizational Politics</span></b></p>
<p class="MsoNormal" style="background: white;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span></p>
<p class="MsoNormal" style="background: white;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">It is true that modern organizations are armed with more
reliable data-driven methodology in talent management practices than in
previous years, but room for improvements are still all over the place especially
in relation to the basic extent of organizational politic. A person’s political
savvy is (and has always been) a factor to advance careers, but unfortunately
it is a factor that can stand on its own and overshadow technical skills and
talents. The nepotistic side of organizational life will continue to exist; it
is both toxic and persistent.<o:p></o:p></span></p>
<p class="MsoNormal" style="background: white;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #222222;">In an organization with heavily-political culture, talents
rarely speak for themselves. It does not matter how talented some employees
are, they can never reach their full potential unless they partake in the
political side of their career. Once they do, the actual talents useful for the
progress of the organization are often underutilized in favor of politics. Put
in mind that all organizations are essentially political, but some are far less
contaminated than others.</span></p>
<p align="left" class="MsoNormal" style="background: white; text-align: left;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #222222; font-family: Symbol; text-indent: 0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: 0.25in;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Unsupportive Work Policies</span></b></p>
<p align="left" class="MsoNormal" style="background: white; text-align: left;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #222222;">An organization will always expect that employees have no
personal issues, or at least they don’t take personal disputes, difficulties
with families, or any financial hardship to workplace; it is another fine example
of wishful thinking. Employees have personal and private life, which can at
times interfere with work performance. Good leader and organization consider
the issue a “probability” rather than “possibility.”</span></p>
<p align="left" class="MsoNormal" style="background: white; text-align: left;"><b><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span></b><span style="color: #222222;">Supportive work policies put leaders
in a position to understand employees’ circumstances and offer help in their
professional capacity. This is not to say that the organization takes care of
all employees’ problems, but it must provide supports so that employees can
focus on delivering good performance and reach their full potentials at
workplace instead of being consumed by other concerns. At the end of the day,
both sides get the benefits of supportive employment policies.</span></p>
<p class="MsoNormal" style="background: white;"><span style="color: #222222; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-bidi-font-weight: bold; mso-fareast-font-family: "Times New Roman";"><o:p> </o:p></span><span style="color: #222222;">Every organization is only a strong as
leaders allow their employees to be. When employees are failing to meet
expectations, that is an opportunity to build a relationship, understand needs,
coach and support an employee to success. Every employee was hired because they
were the best qualified. A great leader must constantly find ways to help
employees be there very best. Failing to do so, could cause an employee to lose
interest and dedication, then start looking for an organization that could
better support their potential, desires, and needs.</span></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about and like the article if you agree with it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr. Gerhardt
is the author of several publications available on Amazon.com, including
Diversity at Work, The Diversity King; Leadership Lucy and the Leadership
Handbook. Consider inviting Dr. Paul Gerhardt to do customized leadership or
diversity training at your organization. Most organizations find that diversity
and leadership training by the right trainer yields a significant instant
return on investment. You can get your FREE COPY of the Leadership Handbook by
clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p><p style="background: white; vertical-align: baseline;">Diversity, Cultural Competence, and Emotional Intelligence Training online here: <a href="http://www.leadership.do">http://www.leadership.do</a></p>
<p class="MsoNormal" style="background: white;"><span style="mso-bidi-font-family: "Times New Roman";"><o:p> </o:p></span></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-90035791832835977192021-04-13T14:25:00.002-07:002021-04-13T14:25:07.608-07:00How to Manage a Toxic Employee<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-A4CAN0klV_c/YHYLztLEuwI/AAAAAAAAAwM/VEa0UqLFzmMKiTLNMqr2EXWUOGq0p7ukACLcBGAsYHQ/s1200/2.HowTOManageToxicEmplees.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="309" src="https://1.bp.blogspot.com/-A4CAN0klV_c/YHYLztLEuwI/AAAAAAAAAwM/VEa0UqLFzmMKiTLNMqr2EXWUOGq0p7ukACLcBGAsYHQ/w594-h309/2.HowTOManageToxicEmplees.jpg" width="594" /></a></div><div class="separator" style="clear: both; text-align: center;"><span style="text-align: left;">Some employees are difficult to deal with, and there are
those who are plain toxic. Difficult employees may get themselves involved in
all sorts of inexcusable behaviors without putting their peers to the
consequences that follow. While both kinds cause problems, the latter types are
called “toxic” because they spread poor work attitudes to others. It is the
villain that makes work environment miserable. A leader is often perplexed by a
single bad apple in organization because as unruly as the toxic employee’s
behaviors are, they don’t run against anything legal to call for termination of
employment. As a leader, here is what you can do instead.</span></div><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;">Explore the Underlying
Problems<o:p></o:p></b></p>
<p class="MsoNormal"><o:p> </o:p>The last thing you want to do is jumping to conclusion.
There can be reasons why some employees behave the way they do at work, and you
will find a lot of possible culprits for examples conflict with coworkers, financial
hardship, marriage problem, recent loss of family member, medical condition, or
even mental health issue. Personal circumstances affect performance, and to
some extent encourage unpleasant behaviors at work. If that is the case, you
can in fact offer support such as counseling resources or recommend potential
solutions to alleviate the underlying problems. As a leader, this is part of
due diligence.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b>Make Clear the
Consequences</b></p>
<p class="MsoNormal"><o:p> </o:p>Another possible reason a toxic employee shows no
willingness to improve is the unawareness of negative consequences. People have
tendency to deal with potential losses more seriously than with potential
gains. They are also inclined to be more responsive anytime there is a real
possibility of serious penalty. In other words, you may need to make threats
and follow through if the person is hesitant to change. For most people, the
likelihood of suspension without pay or missing out on a promotion makes a
strong enough motivation to behave in more civil way.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b>Get the Documentation
Compiled</b></p>
<p class="MsoNormal"><o:p> </o:p>You should hope that a toxic employee will eventually improve
and be responsible for damages done, but there are times when you just have to
accept that some people will not change. If at the end of the day there is
nothing else you can do in your professional capacity to alter the situation,
terminating the term of employment is the last resort. Before you do that,
however, make sure to document all offenses made along with your responses so
far. It is crucial that you establish a pattern of the employee’s behaviors and
measures taken to address the issue. Formal complaints, video or photo evidence
of poor conducts, performance evaluation records, and other relevant
information would be helpful. The idea behind documentation is to protect the
organization (and yourself) from legal consequences and show that you let the
employee go for good reasons.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>It certainly takes a lot of time and energy – invaluable
resources you can otherwise spend more productively to address more important
issues – to fix problems with or caused by a single toxic employee. The
negativity is sometimes too much to deal with, but put in mind that this is one
of the responsibilities every leader must bear. As a leader, you are deemed
capable of putting an end to the issue with the least possible consequences on
productivity and organizational well-being.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Ultimately, your company has invested a lot of time and resources
in hiring, grooming and supporting each employee. It is a lot more
cost-effective to listen to employees, come to a clear understanding of what
needs to change and help them be more successful. Every “problem” is really an “opportunity”.
Listen more than you speak and try to find win-solutions. Trust is earned and
fragile. Earn trust back and help the employee know you want him/her to be the
best employee possible and how their success is your success. Of course, we
must own our own mistakes and do our best to be supportive leaders. Leadership
is an active process, right?</p><p class="MsoNormal"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about and like the article if you agree with it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and diversity
trainer who builds customized workshops online or at your workplace. He is a
tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr.
Gerhardt is the author of several publications available on Amazon.com,
including Diversity at Work, The Diversity King; Leadership Lucy and the
Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized
leadership or diversity training at your organization. Most organizations find
that diversity and leadership training by the right trainer yields a
significant instant return on investment. You can get your FREE COPY of the
Leadership Handbook by clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-27405650204003852032021-04-01T12:49:00.002-07:002021-04-01T12:49:19.349-07:00Leadership Assessment: Elements of Trust All Leaders Must Know<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-5w1OrLTRDpM/YGYjDA8RWtI/AAAAAAAAAwA/EV8DuQ2Tzk00mKg7DakW6g7MP-BYgU9mwCLcBGAsYHQ/s1200/1.ElementsOfTrustAllLeaders.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="306" src="https://1.bp.blogspot.com/-5w1OrLTRDpM/YGYjDA8RWtI/AAAAAAAAAwA/EV8DuQ2Tzk00mKg7DakW6g7MP-BYgU9mwCLcBGAsYHQ/w586-h306/1.ElementsOfTrustAllLeaders.jpg" width="586" /></a></div><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: Helvetica, Arial, sans-serif; font-size: 13px; white-space: pre-wrap;"> </span><p></p><p align="center" class="MsoNormal" style="text-align: center;"><span style="text-align: left;">As a leader, you always want people and employees in the
organization to trust you. </span><span style="text-align: left;"> </span><span style="text-align: left;">Trust is the glue
of all relationships and relationships are fragile. After all, you are in a
position to make decisions for them and determine goals they must achieve. We
need people to be able to discuss challenges, needs for support and
confirmation of what is working well. Leaders have the biggest influence on
organizational culture and every person in the organization affects the success
of others by what they do and fail to do. </span><span style="text-align: left;"> </span><span style="text-align: left;">For any organization to run smoothly,
employees need to know that their leader is indeed the right person to follow,
not because of unpleasant consequences for disobedience but sincere respect and
trust. Among many elements that affect the level of trust employees feel toward
a leader, three of them stand at the top of the list.</span></p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>In order to leverage the diversity of strengths, talents and
experiences of what each employee has to offer, leaders must remember to focus
on these three key elements that build and maintain trust. We must remember
that once trust is lose, it is difficult to earn back. Where we put our focus, is where we get our
results, so great leaders must focus on building and maintaining trust.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>How would your people rate you on a scale from one-to-ten
for each of the following? How well do you think on a scale from one-to-ten do
you think you do at each of these?</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b>Build and Maintain Positive
Relationships – </b>your employee doesn’t trust you just because you are their
superior. However, any leader should be able to instill trust as long as one is
willing to:</p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><span style="text-indent: -0.25in;">work on developing cooperation across different
tasks with others</span></p><p class="MsoListParagraphCxSpFirst" style="mso-list: l2 level1 lfo3; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l2 level1 lfo3; text-indent: -.25in;"></p><ul style="text-align: left;"><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->stay in touch on issues that concern employees</li><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->provide objective feedback in helpful manner,
even when results are less satisfactory</li><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->act as an intermediary in resolving conflicts in
the organization</li></ul><!--[if !supportLists]--><o:p></o:p><p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l2 level1 lfo3; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoListParagraphCxSpLast" style="mso-list: l2 level1 lfo3; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>People – or in this case employees – trust others with which
they have developed positive relationships. It is much easier to trust a close
friend than an acquaintance you barely know, for example.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b>Utilize the Expertise
in Tasks at Hand – </b>in modern organizations where positions of authority are
granted only to capable hands with reputable educational backgrounds and
experience in related fields, it is safe to say that every leader really has
earned the rights to lead. Such leaders have better chances of being considered
trustworthy because they are more likely capable of:</p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><span style="text-indent: -0.25in;">providing invaluable ideas for or contributions
to day-to-day operation and achieving goals</span></p><p class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo2; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo2; text-indent: -.25in;"></p><ul style="text-align: left;"><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: Symbol; text-indent: -0.25in;"><span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><span style="text-indent: -0.25in;">anticipating problems and responding
pro-actively</span></li><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->giving advices to those seeking for counsels</li><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->displaying good judgment in decision-making
process</li><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->coming up with good solutions to address
immediate issues</li></ul><!--[if !supportLists]--><p></p><p class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo2; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo2; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo2; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo2; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>In other words, employees need a leader who has both deep technical
understanding of how the organization is (or should be) run and real-life
experience as a subordinate as well</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b>Be Consistent – </b>employees
want their leader to be consistent in work attitudes, communication style,
approach to resolving conflicts, and sometimes general behavior too. While to
an extent this makes a leader predictable, employees are aware of leader’s
expectation as well as what is expected of them. Sense of familiarity on
leader’s part helps nurture trust. Consistency is showcased if a leader:</p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><span style="text-indent: -0.25in;">leads by example or be the role model</span></p><p class="MsoListParagraphCxSpFirst" style="mso-list: l1 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo1; text-indent: -.25in;"></p><ul style="text-align: left;"><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->follows through on commitments</li><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->keeps promises</li><li><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->respects rules enforced for all regardless of
positions</li></ul><!--[if !supportLists]--><o:p></o:p><p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoListParagraphCxSpLast" style="mso-list: l1 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>An organization may go through changes big and small
throughout the years, but leader must stay characteristically consistent to
earn trust from employees. Rating yourself honestly and listening to feedback from
your team about each of these can help you be the best you can be. We don’t
always know what we do not know and must be honest about areas to be an even
better leader.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>You don’t need to be perfect in every way to be an effective
leader. However, the three elements discussed above should stand out among your
other characteristics to earn healthy level of trust from employees. Trust
doesn’t just happen; you have to earn it before you lead, and maintain it when
you do. The road to reestablishing trust after you’ve lost it isn’t always
straightforward, and often the efforts are much more taxing than acquiring it
in the first place. The good thing is that you may not have to arrive at that
point as long as you continue to engage with people from the framework provided
with a focus on these three key elements that build and maintain trust.</p><p class="MsoNormal"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about and like the article if you agree with it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr.
Gerhardt is the author of several publications available on Amazon.com,
including Diversity at Work, The Diversity King; Leadership Lucy and the
Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized
leadership or diversity training at your organization. Most organizations find
that diversity and leadership training by the right trainer yields a
significant instant return on investment. You can get your FREE COPY of the
Leadership Handbook by clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-42841560294996829692021-03-30T12:40:00.005-07:002021-03-30T12:40:35.237-07:00Managing Diversity Properly: How A Leader Gets People More Accountable for Results<p><br /> <a href="https://1.bp.blogspot.com/-L5Ao8hXgKSw/YGN9-bO1owI/AAAAAAAAAvw/Wvq4F437GUgLBGYXCpsgfJ7bI_X3h7IXACLcBGAsYHQ/s1080/EssentialsGoodManagement.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em; text-align: center;"><img border="0" data-original-height="565" data-original-width="1080" height="317" src="https://1.bp.blogspot.com/-L5Ao8hXgKSw/YGN9-bO1owI/AAAAAAAAAvw/Wvq4F437GUgLBGYXCpsgfJ7bI_X3h7IXACLcBGAsYHQ/w606-h317/EssentialsGoodManagement.jpg" width="606" /></a></p><p></p><div class="separator" style="clear: both; text-align: center;"><span style="text-align: left;">We talk a lot about supporting diversity these days. Diversity
is a lot more than gender and color of our skin. We are all diverse in one way
or another and bring with us unique talents and needs. Great leaders know that
accountability is key to every success and it is more about delivering on
commitments rather than making a confession of mistakes and taking the blame
when results are less than desired or something goes wrong. Employees have
responsibility to outcomes, but the same is true at all levels of hierarchy.
Holding people accountable for results is a little bit more difficult than it
sounds. A leader can (or should) only enforce proper practices of
accountability if one also makes clear of expectations, capability,
measurements, and feedback regarding the objectives to be achieved. Clarity in
required in:</span></div><p></p><p></p><div class="separator" style="clear: both; text-align: left;"><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;">1.<span style="font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;"> </span></b><b style="text-indent: -0.25in;">Expectations:</b><span style="text-indent: -0.25in;"> being clear about what
the objectives are helps eliminate possible discrepancy between employee’s
expectations of results and yours. Employees also need to understand how you
will measure success during and at the end of the projects. In some cases, a
leader must provide clear instructions on how to achieve the desired outcomes
as well. You don’t have to micromanage everything indeed, but at least you can
provide general ideas and strategies on how employees should go about carrying
out the given tasks. Before the final set of expectations are defined, make
sure everybody is on the same page about the objectives to be achieved and how
achievements are made.</span></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;">2.<span style="font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;"> </span></b><b style="text-indent: -0.25in;">Capability: </b><span style="text-indent: -0.25in;">genuine conversations about
goals, methods, timetable, and resources help prevent you from setting
unrealistic expectations too. A leader knows the organization and the people in
it better than anybody else does. Armed with the knowledge of employees’ skill
sets, a leader will NOT demand unreasonable outcomes. For example, it is beyond
any managerial sense to ask an employee from logistic department to represent
the organization in negotiation concerning legal matters; demand a single
salesperson to achieve more sales number than last month within a week; make a
manufacturing company to produce more than its maximum capacity, etc. Unreasonable
leader should not be rewarded with blind obedience. Only held people
accountable for something they are capable of delivering, but reluctant or
lacking efforts, not because the objectives set them for failures.</span></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;">3.<span style="font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;"> </span></b><b style="text-indent: -0.25in;">Measurements:</b><span style="text-indent: -0.25in;"> to determine how much a
person must be held accountable for less satisfactory results, you need an
objective method to measure how far or close the results are to the objectives.
The utilization of weekly (or any timetable preferred) milestones filled with
clear measurable targets makes an effective way to ensure not only
accountability but also performance. Assuming a milestone is not achieved in
time, you have valid evidence that shows negligence or the lack of concerns on the
employees’ part. Milestones also act as indicators for poor performance; this
way somebody is held accountable based on data-driven measurement.</span></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><span style="color: #222222; font-family: "Guardian",serif; mso-bidi-font-family: Guardian; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: Guardian;">4.</span></b><b style="text-indent: -0.25in;"><span style="color: #222222; font-family: "Guardian",serif; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Feedback:
</span></b><span style="color: #222222; font-family: Guardian, serif; text-indent: -0.25in;">given clear expectations, understanding of capabilities or
resources, and data-driven measurement methods, it becomes easier to provide
honest on-going feedback for performance both good and bad. You can praise and criticize,
but more importantly you need to be helpful. Employees are more likely to
receive negative feedback in welcoming fashion when the person on the criticizing
side is able to point out clearly where the mistakes are. It demonstrates the
sense of authority acquired from technical awareness rather than concealed
incompetence.</span></p>
<p class="MsoNormal"><o:p> </o:p>All four points must go together in balance before you can
hold anybody accountable for results with fair, accurate, and constructive
manner. Underperformance comes with consequences, but so do managerial mistakes.
Accountability in an organization goes both ways, so it makes little sense to
blame employees when the leaders themselves fail to do their due diligence.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Leadership is an active process. Leaders must look for
opportunities to support followers. Ultimately, everyone wins with each team
members feels supported and daily actions produce greater efficiency and
effectiveness. Helping people get meet expectations take differing amounts of
time depending on the person and the
situation. This is why leaders must practice patience, tolerance, be respectful
and diligent. The payoffs are huge for leaders willing to practice these four leadership
essentials.</p>
<p class="MsoNormal"><span style="background-color: white;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span></p><p style="background: white; vertical-align: baseline;"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about.</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr.
Gerhardt is the author of several publications available on Amazon.com,
including Diversity at Work, The Diversity King; Leadership Lucy and the
Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized
leadership or diversity training at your organization. Most organizations find
that diversity and leadership training by the right trainer yields a
significant instant return on investment. You can get your FREE COPY of the
Leadership Handbook by clicking this link: http://bit.ly/LeadershipHandbook</span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p><br /></div><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-38207814134398597712021-03-26T15:16:00.004-07:002021-03-26T15:16:46.302-07:00Diversity, Equity, and Inclusion Leadership Tips: Changes Millennials Have Introduced So Far in the Workplace<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-euUWmD-9FJ4/YF5csi_QMGI/AAAAAAAAAvo/t91_GDNmgqsXoGixnfS-WuZlVs1W08TDwCLcBGAsYHQ/s1200/8.ChangesMillenialsHaveIntroduced.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="309" src="https://1.bp.blogspot.com/-euUWmD-9FJ4/YF5csi_QMGI/AAAAAAAAAvo/t91_GDNmgqsXoGixnfS-WuZlVs1W08TDwCLcBGAsYHQ/w593-h309/8.ChangesMillenialsHaveIntroduced.jpg" width="593" /></a></div><br />Diversity can be leveraged in many ways. Leaders must be
open to recognizing the differences and strengths of their people. When people
are supported properly, organizations flourish. When there is high turnover and
apathy, it is a good sign that people need to be lead differently.<p></p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>There is going to be a time when millennials completely take
over the leadership roles from their Baby Boomer and Generation X predecessors.
It is only likely that they will continue to introduce big changes in
organizational cultures as they already have. Here are some changes millennials
have so far brought and been consequently adopted in workplace all over the
world. It should be noted that no person fits into any “box” perfectly. We are
all different and unique. Here are some ideas to consider to help you leverage
the diversity of what people have to offer:</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>1.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Preference
for more diversity and inclusion</b></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Millennials are the most diverse generation in the United
States (and probably all over the world, too). Therefore it is only natural
that they feel more enthusiastic about diversity issues in workplace of which
they think have been handled rather poorly by all previous generations.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Whether or not current leaders want to admit, a claim of
being a “diverse company” everywhere sounds more like a distant hope rather
than the result of objective self-evaluation. Millennials take the issue of
diversity even further by setting up the groundwork for a workplace composed of
employees not only from different races and ethnicities, but also with varying
characteristics, religious beliefs, gender, sexual orientation, socioeconomic
backgrounds, educational qualifications, and political inclinations as well. As
Millennials take leadership roles, more organizations will become more
multicultural.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>2.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Better
utilization of automation</b></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Robotic technology has always been an issue, most
prominently on the question whether (or when) artificial intelligence can
finally replace human workers. Robots are more efficient in performing
repetitive tasks for example in mass-production or assembly line. The previous
generation mostly considers automation as big improvement on efficiency as the
technology cuts production cost and eliminates errors almost entirely, because
in fact it does.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Millennials see the issue from a slightly different
perspective. While they embrace and live with modern technologies probably
since childhood, they understand the negative impact of artificial intelligence
on human workforce or employment rate in general. They want better – yet not
necessarily more – utilization of artificial intelligence. Ideas, creativity,
and innovations are considered more important, and this is why leaders from
this generation strive for the inclusion of employees from multiple cultural
backgrounds.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>3.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Preparation
for Generation Z</b></p>
<p class="MsoNormal"><o:p> </o:p>Unlike Baby Boomers who seem to be a little bit surprised of
how their successors embrace workplace culture, Millennials will do what’s
necessary to welcome the next generation. In many cases, Generation Z is much
better prepared.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Millennials are raised by Baby Boomers and Generation X in times when the country is somewhat in
dreary political and economic conditions triggered by the 9-11 tragedy and
Great Recession. Millennials are told that economic recovery would be slow and
they probably wouldn’t enjoy the same quality of life as their parents did. In
general, their expectations are quite low. On the contrary, Generation Z grew
up in times of unprecedented economic growth, massive streak of job creations,
and relative safety. They heard horror stories from older siblings, but the
reality for Generation Z is mostly the exact opposite.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>However, Millennials have the advantage of being
open-minded, and they embrace changes with willingness to learn. They know
Generation Z grew up in preparation of good times along with anticipation of
downturn, so they are ready either way. In terms of adaptability, both
generations are on equal grounds, making the transition in the future feels
less radical. Keep an open mind when leading people. Try to meet people where they
are at and listen to what is needed from you as a leader. Supporting people can
look very different to each person. Engage with employees in a way that allows
you to understand what is important to them and do your best to be flexible.
These actions will earn respect, trust and loyalty.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="background-color: white;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span></p><p style="background: white; vertical-align: baseline;"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about.</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr.
Gerhardt is the author of several publications available on Amazon.com, including
Diversity at Work, The Diversity King; Leadership Lucy and the Leadership
Handbook. Consider inviting Dr. Paul Gerhardt to do customized leadership or
diversity training at your organization. Most organizations find that diversity
and leadership training by the right trainer yields a significant instant
return on investment. You can get your FREE COPY of the Leadership Handbook by
clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-11494929009074684932021-03-23T11:55:00.009-07:002021-03-23T11:55:57.777-07:00Common Leadership Mistakes in Small Business<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-TQq98ThwmoA/YFo5WBH_Z0I/AAAAAAAAAvg/fT8ZB94-JnsmsQtxB2feenmRbDv54bI1QCLcBGAsYHQ/s1200/7.CommonLeadeshipMistakes.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="357" src="https://1.bp.blogspot.com/-TQq98ThwmoA/YFo5WBH_Z0I/AAAAAAAAAvg/fT8ZB94-JnsmsQtxB2feenmRbDv54bI1QCLcBGAsYHQ/w684-h357/7.CommonLeadeshipMistakes.jpg" width="684" /></a></div><p align="center" class="MsoNormal" style="text-align: center;"><br /></p>
<p class="MsoNormal"><o:p> </o:p>An indispensable trait of excellent leaders is adaptability.
They know the type, size, industries, and cultures of the organizations they
lead, or else it is impossible to craft an effective action plan and practice
proper management of employees. In for-profit organizations, the differences
between small and big companies are pretty noticeable from the number of
employees, annual revenues, and available resources. Despite the obvious
distinctions, inexperienced leaders often make mistakes by implementing
big-business leadership methods in small companies. Among the most common blunders
are listed below.</p>
<p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><b style="mso-bidi-font-weight: normal;">Overly
ambitious goals</b></p>
<p class="MsoNormal">The main reason many people fail to accomplish their New Year’s
resolutions is because the objectives are too big to achieve within one year. Some
set their expectations high without any second-thought about where they stand
at the moment. For example if one of those resolutions is to purchase a brand
new sports car, at least consider how much money you have in the bank right now
and whether next year’s income will cover the cost of ownership. When put into
a context of running a business, setting up goals must be consistent with the
available resources.</p>
<p class="MsoNormal">Unrealistic goals set your employees to failures. You are
not running big corporation with massive financial power to hire a considerable
number of professionals. Be reasonable with the objectives. It takes time to
increase business size and expand the company. Details of the objectives are
also important. While it is true that every business is striving to meet and
exceed expectations, a failure to reach goals does not mean everything is lost.
Details of how failure happened and how far the company has gone to reach the
target are still useful data to make adjustments in the future.</p>
<p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><b style="mso-bidi-font-weight: normal;">No other
form of incentive but money</b></p>
<p class="MsoNormal">With big businesses, there is also big money to earn.
Employees can be highly motivated to perform to their best for they are
promised monetary bonus of impressive amount. Unfortunately you cannot play the
same game in companies of smaller scale. The good thing is that employees in
small business most likely understand the situation. They have reasonable
expectations; otherwise they wouldn’t apply for the job to begin with.<span style="mso-spacerun: yes;"> </span></p>
<p class="MsoNormal">There are many other forms of motivation than money. It is
easy to get acknowledge for good performance in small company, mainly because
the objectives are not sky-high and partly for the lower number of internal
competitions. Acknowledgement for good performance is an excellent motivator;
so are stronger sense of ownership, better social consciousness, training
programs, and advanced opportunities. The seemingly non-existent hierarchical
order in a small business also makes employees feel more appreciated because
their ideas are more likely heard and considered.</p>
<p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><b style="mso-bidi-font-weight: normal;">Micromanagement</b></p>
<p class="MsoNormal">Having fewer employees makes communication easier, but it
does not mean leader can always closely observe what they do. Increased control
is bad idea in management. Instead of showcasing strong confidence in
employees’ collective capability to get the job done, micromanaging-leader
demonstrates the lack of trust and restraints creativity.</p>
<p class="MsoNormal">In small business, leader is prone to address every small
thing that happens inside the office. Every employee has different approach to
tasks at hand, and some even think outside the box. Focus on results rather
than constantly second-guessing how they do their jobs. Not only is
micromanagement time-consuming, but also demoralizing and inefficient.</p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about.</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr.
Gerhardt is the author of several publications available on Amazon.com,
including Diversity at Work, The Diversity King; Leadership Lucy and the
Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized
leadership or diversity training at your organization. Most organizations find
that diversity and leadership training by the right trainer yields a significant
instant return on investment. You can get your FREE COPY of the Leadership
Handbook by clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-88660671275252051002021-03-18T16:16:00.009-07:002021-03-18T16:16:46.340-07:00Leadership Lesson: Diversity, Equity, and Accountability<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-L5wl0a4oGak/YFPejTK54wI/AAAAAAAAAvU/rsWr_TIIvOs4ZCIa_1CVkwGu7PdzAd3yQCLcBGAsYHQ/s1200/6.HowLeadersCanPromote.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="315" src="https://1.bp.blogspot.com/-L5wl0a4oGak/YFPejTK54wI/AAAAAAAAAvU/rsWr_TIIvOs4ZCIa_1CVkwGu7PdzAd3yQCLcBGAsYHQ/w602-h315/6.HowLeadersCanPromote.jpg" width="602" /></a></div><div class="separator" style="clear: both; text-align: center;"><span style="text-align: left;"><br /></span></div><div class="separator" style="clear: both; text-align: center;"><span style="text-align: left;">Let’s face it, we are all “diverse” in one way or another.
It is our differences that can make our workplaces more interesting, fun, and
rewarding. Leaders must understand how our individual differences can be
harnessed through mutual respect, trust, and patience. People are not machines.
If leaders want employees to be more effective and productive, they must find
ways to actively lead each employee through thoughtful engagement, striving for
equity, and effective two-way communication. We each bring our own history,
unique insights and experiences into our workplaces, but we may not have all
the same experiences and skills for every job, task, or expectation. So,
leaders must make allowances for gaps of skills and experiences related to
workplace expectations. They must also learn to understand how to keep
employees motivated and meeting the expectations of the organization’s goals. Leaders
have the biggest influence on employee job satisfaction. Satisfied employees
are generally more productive than ones who are not feeling it.</span></div><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Personal responsibility and having a sense of ownership in
on organization are the roots of accountability. Leaders and employees are of
equal standing in this case, despite the differences in scope of duties. Regardless
of position and titles in the organization, all must be held accountable for
their decisions and actions with regard to their roles and responsibilities. No
organization cannot function efficiently and effectively as possible without
accountability. Being accountable is one thing; making it a part of
organizational culture is another. The short answer is that accountability
starts at the top and then it is the leader’s job to be the most influential proponent
of the idea. Leader can do this by committing to roles and responsibilities,
building good lines of communications, and fostering mutual collaborations
among employees.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>1.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Be
committed to your roles</b></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>The best way to ask employees to perform their duties well
is to be a role model of that. You can only expect others to do what they are
assigned to do if you practice the same principle. Consistency lays the path to
accountability; employees will expect you to keep promises and deliver exactly
as planned.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Leaders, just like employees, are held accountable for every
decision they make. Discrepancy between what’s said and done leaves the door
open for distrust to enter. Trust is always being tested. Trust is the glue of
all relationships. So, leaders must never fail employees on giving trust or violating
expectations. Employees also turn to
leaders for guidance because they see someone of authority as the most reliable
person to provide suggestions. Consistency and reliability are the personal
traits that put you in a position to lead others. So commit to your role as a
leader by nurturing and influencing employees to develop the same traits. If
all employees are committed to their roles and responsibilities, accountability
is easy to come by.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>2.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Build
comprehensive lines of communication</b></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><o:p> </o:p></b>By definition, the term “comprehensive” means including all
aspects or elements of something. Having a comprehensive line of communication
helps you monitor performance and results across all work areas. A leader alone
can hardly cope with all the departments and on-going projects, but an
always-open channel of communication ensures good flows of information as
everything happens. To some extent, you can almost call it a practice of
“constant observation” of performance. Effective coaching to help employees be
successful can only happen if there is clear understanding of where the may be
knowledge or skill gaps. You must be able to correctly diagnose the problem,
before you can give the correct remedy.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>In an ideal world, employees should always perform well
whether or not they are under supervision. However, good flows of factual
information to the leader is a preventive measure to minimize the possibility
of not being disciplined. That way nobody can escape from responsibilities of
work, hence being accountable. On the more positive side, good flows of
information also allows for quicker delivery of suggestions and feedback. Great leaders must understand what is going on
and remove obstacles, give proper support, and resource. Set each employee up
for success by understanding them, their needs, and challenges.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>3.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Foster
collaboration</b></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><o:p> </o:p></b>When people talk about accountability, most of the time it
carries a negative connotation that a person is to blame because of a
wrongdoing. In a larger organizational context, however, accountability refers to
doing the job well in accordance to the instructions and expectations. All
employees can be accountable if there is mutual collaboration or good
interpersonal relationships among them in which everyone is friendly,
supportive, and helpful as far as their professional capacity allows. While
employees do not answer to their own peers, the sense of belonging to the same
group empowers them to hold each other accountable and get the job done for the
benefit of organization in general.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>The leader is responsible to help employees improve performance
and guide them to success. Accountability is among many different personal
characteristics to develop. One thing to remember is that the leader cannot
simply demand accountability and make it happen. There is a learning process
which may unfortunately involve employees making mistakes. Remember that a workplace
is a learning environment where ideas and achievements as well as failures and
disappointments are all natural aspects. The best kind of accountability is one
that grows from constant learning process rather than a trait forced upon those
unwilling to learn.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>A leaders’ attitude and approach to taking action can lower
or increase levels of trust. Employees must feel adequately supported and their
diversity and authentic-self must be respected too. Leaders have the biggest influence over an
employee’s success and job satisfaction. It is important to remember that when
leaders fail to support an employee properly with the right kind of care, communication,
and respect, they may lose motivation, and start looking for work in a
workplace that is more fulfilling—potentially making your competition stronger
with the training you provided the unsatisfied employee. It is usually more
cost-effective to take time to listen to employees, provide clear expectations
of accountability, then coach employees to success while giving the proper
support and resources to become experts in what you need them to do.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="background-color: white;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span></p><p style="background: white; vertical-align: baseline;"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with someone
you care about.</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. </span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Gerhardt is
the author of several publications available on Amazon.com, including Diversity
at Work, The Diversity King; Leadership Lucy and the Leadership Handbook.
Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity
training at your organization. Most organizations find that diversity and leadership
training by the right trainer yields a significant instant return on
investment. You can get your FREE COPY of the Leadership Handbook by clicking
this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><o:p> </o:p></p><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-41556855909537591232021-03-15T10:27:00.012-07:002021-03-15T10:27:57.635-07:00How to Leverage the Diversity of Your Team (Even With Slow Learners)<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-c8PrG8jBZhI/YE-YsE9ItoI/AAAAAAAAAvE/pSvggFxHLUckh56ZNxQcRWBCCpGu0Gk1QCLcBGAsYHQ/s1200/5.HowToHelpSlow.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="322" src="https://1.bp.blogspot.com/-c8PrG8jBZhI/YE-YsE9ItoI/AAAAAAAAAvE/pSvggFxHLUckh56ZNxQcRWBCCpGu0Gk1QCLcBGAsYHQ/w616-h322/5.HowToHelpSlow.jpg" width="616" /></a></div><p align="center" class="MsoNormal" style="text-align: center;"><br /></p>
<p class="MsoNormal">Diversity means “differences”. It is not only about the
color of a person’s skin, gender or background. It is about the way a person thinks,
feels, and behaves. Leaders have the biggest influence on organizational
success, but they often forget to do some of the most important part of their
job—Leveraging the diversity of their team properly!<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>All companies and organizations will have to deal with the
ever-changing business landscape at some points. This means they must face and
overcome new challenges to stay ahead of the increasingly harder competition.
All organizations have competition for resources, talent, and revenues. It is
not uncommon for leaders to be driven to frustration when some employees or
member of their team are not keeping up with the pace of work and does not
handle the expected workplace tasks given fast enough. Any good leader has to
accept the reality that some people are not learning new skills or perhaps
processing information/instructions as quickly as others. They take more time
and efforts to change behaviors, acquire new skills, and adapt to new strategies.
In such case, there are at the very least two actions leaders should take: provide
mentorship and give constructive feedback.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Leaders often forget that leadership is an active process.
All team members are different and need to be treated equitably. Equity is not
equally. You cannot expect all team members to learn the same, be motivated the
same way, and know all the same stuff. This is why coaching is one of the
biggest on-going opportunities that every leader must never forget. Coaching
helps lower costs of doing business, keeps employees engaged and motivated, and
helps keep your organization competitive. Employees need to be challenged to
grow. Leaders must model expectations by rolling up their sleeves and helping
out when things need to get done, but more importantly, leaders must, “teach a
man (and woman) to fish”. In other words, make sure that each employee is setup
for success. Coaching is all about
mentorship and giving proper feedback at the right time in the right way.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>1.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Supplement
Instructions with Mentorship</b></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>As a leader, it is only natural to expect that employees
always understand the instructions well and know what is required to get the
job done. Keep in mind that every project has its own unique problems, and
there is always a possibility that the assigned employees have not experienced the
same situations before. Without the proper knowledge or skills required to cope
with newly discovered challenges, they are not likely to complete the project on
time. Even worse, the project ends up in a situation where progress cannot be
made. Clear instructions minimize the possibility, but orders alone are not
enough for slow learners. This is a leadership challenge. It is not fair for
leaders to expect more out of an employee than what he/she has prepared each
employee to do. Leaders must set each employee up for success and this takes
time and resources.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Micromanaging the project (and therefore the employees) is a
poor solution. The method develops a tendency to make the employee grow more
dependent on a leader instead of encouraging them to grow and acquire more
professional skills. It may also take too much time on a leader’s part at the
expense of other equally important tasks. An experienced mentor, either from an
external party or from the HR department, is a better idea. This investment of
time and resources can pay huge dividends in employee productivity and
organizational success in the longer-run. Cutting costs by not supporting
employees properly creates confusion and frustration. Hence, motivating the employee
to look for a new place of employment that makes them feel better about their
career. This creates one of the most controllable and expensive costs of doing
business. It is a real result of poor leadership. Employees quit their bosses,
not the organization. Leaders must lead properly by being thoughtful,
supporting, respectful and kind. This means setting an employee up for success.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Unlike micromanaging, mentorship can give fresh perspectives
to slow learners (or people who are learning new skills and expectations) and
plants more professional-learning with required training of new ideas and ways
of doing things. The proper guidance should make the employees more adaptable
to various circumstances and help them become more capable of developing their
own ideas. Mentorship helps avoid the need to constantly provide instructions
during any project in the future. Learning takes time, but ultimately keeps the
employee’s behavior positive and actions more productive.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>2.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Provide
Constructive Feedback</b></p>
<p class="MsoNormal"><o:p> </o:p>There is a clear difference between relentless personal
judgment and constructive situational feedback. The former focuses on
employees’ inability to perform specific tasks. Some employees may take such an
approach well, but personal judgment is almost always demoralizing. It does not
motivate employees well because the feedback only highlights their weakest traits.
On the other hand, the latter emphasizes on certain portions of the project where
progresses are insufficient. Employees
will always remember how a leader makes them feel. It is more difficult to win
loyalty back from an employee once it is lost, than to maintain it by being a
good leader. While the purpose of both approaches is basically the same, the
difference lies in the subjects being addressed. If personal judgment is borderline
casting blame, constructive situational feedback points out room for
improvement. The subtlety makes all the difference to the audience. Treat
employees as THEY each wish to be treated (The Platinum Rule is better than The
Golden Rule).</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Another thing to consider is frequency of the feedback.
Constant feedback is often seen as micromanaging. The risk is that employees
think their leader always demands perfection to the point where nothing is ever
good enough and your expectations are unrealistic. Micromanaging also shows
that you have little confidence in the team you lead. Trust is the glue of all
relationships. Build trust by giving trust with proper feedback and LOTS of
listening to understand.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Results-oriented people do not necessarily make excellent
leaders. They have a strong inclination to micromanage employees rather than
encouraging them to develop and learn from mistakes. Leaders are put in charge
of organizational management indeed, but bear in mind that a massive part of
that responsibility is to guide employees, including slow-learning ones, to
better performance. Every person learns at their own pace. This means that
leaders must engage with employees to understand how their team members learn
and what they need to be successful. Giving an employee, “…fishing pole and
teaching them to fish.” Can make the job of a leader easier in the longer-run.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">This is how to best leverage the diversity of your team. Every team member is different. Great leaders
know that leadership is an active process that requires being available, effective
listening, proper coaching, care, resources, and proper guidance. It is a
leader’s fault in most cases if people are not meeting expectations. These are
opportunities to support employees and to make the organization stronger. Treat
employees as they wish to be treated and earn their loyalty, which will
ultimately make your job easier.</p><p class="MsoNormal"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about.</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity trainer who builds customized workshops online or at your workplace.
He is a tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about leadership effectiveness. Dr. Gerhardt
is the author of several publications available on Amazon.com, including
Diversity at Work, The Diversity King; Leadership Lucy and the Leadership
Handbook. Consider inviting Dr. Paul Gerhardt to do customized leadership or
diversity training at your organization. Most organizations find that diversity
and leadership training by the right trainer yields a significant instant
return on investment. You can get your FREE COPY of the Leadership Handbook by
clicking this link: http://bit.ly/LeadershipHandbook</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-family: "Cambria",serif; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-family: "Cambria",serif; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;"><o:p> </o:p></span></p><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-18918120609920401792021-03-12T14:11:00.001-08:002021-03-12T14:11:29.554-08:00Implementing Big-Business Leadership in A Small Business (Organization)<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-4eh8v81oE5U/YEvmYM6hFHI/AAAAAAAAAu8/Zr6C5i5mZKMyjlAw5bLWEJQnvgwuxbp4gCLcBGAsYHQ/s1200/4.ImplementingBigBusiness.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="309" src="https://1.bp.blogspot.com/-4eh8v81oE5U/YEvmYM6hFHI/AAAAAAAAAu8/Zr6C5i5mZKMyjlAw5bLWEJQnvgwuxbp4gCLcBGAsYHQ/w592-h309/4.ImplementingBigBusiness.jpg" width="592" /></a></div><br /> Diversity is a hot topic that if leveraged properly, can
bring significant growth, increased productivity, and profits. Businesses big
and small need effective leaders to craft action plans and guide employees to
execute the strategy as intended. Not only do leaders decide the destinations,
but also give information to employees on how to get there. Regardless of
business size, leadership is run on the same principles. Leadership duties are
simpler in small businesses (or small organizations) because there are fewer
employees to manage. At the same time achievements of individuals may have a
bigger impact, but are more difficult to come by for the limitation of
resources. With that in mind, there are similarities and differences in how
leaders should practice the authority.<p></p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>As you may see the common theme in all my articles, leaders
make the biggest impact in any team or organization. Sometimes leaders may not
realize that what they may be doing or failing to do, may be influencing
employees to develop a negative attitude or actions that may be harming the
team or organization. Leaders’ actions are always being observed. So how they
treat others and what they do must be thoughtfully done. Coaching employees for
success and empowering them are keys to success. Employee engagement that
starts with listening to understand can be powerful in making necessary changes
to the way things are done. Every employee does and can make a difference.
Leaders must recognize it and also do these other things:</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: -0.25in;">Plant the
Idea of Success</b></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><o:p> </o:p></b>The ultimate destination of every small business is to earn
success. Make it obvious to employees that success doesn’t just happen. Before
the company can get there, it has to go through many hurdles along the way. It
is going to be like a race with many capable competitors yearning to be the
first. At the starting line, leaders need to paint clear picture of what
success looks like and plant the idea to employees’ minds. Therefore all
decisions and actions are aimed toward reaching the destination. It is a big
agenda for which you need all hands on deck. Sense of urgency and importance
keep everybody on the same page, otherwise they take their jobs lightly or may
even put personal gains above the company’s purpose.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: -0.25in;">Stay
Focused on Targets</b></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><o:p> </o:p></b>A common mistake some leaders make is to aim at many targets
at the same time. It may not be a problem in big a company with hundreds (if
not thousands) of employees and broad range of departments. Of course you can
also implement the same approach to small business, as long as you have enough
employees to handle all the tasks by setting up clear division and assigning projects
to competent individuals or teams.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Chasing multiple targets is alright, but be very careful on
utilizing the available resources; there is always a risk of doing none well
enough to achieve the intended results. Limitation in resources can be
balanced-out for performance by effective allocation of budget and employees.
Also, it is easier for everyone to stay focus on the job when they don’t have
to go in many different directions.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><span style="font-family: Symbol; text-indent: -0.25in;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span></span><b style="text-indent: -0.25in;">Detail
Everyday Goals</b></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><o:p> </o:p></b>It does not matter if you run small or big business,
employees need to be well-informed about the goals to achieve. Keep the line of
communication open to answer questions from and provide details to employees.
Particularly in this area, small businesses have big advantage over their
bigger counterparts.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>In spite of all the rage on how modern technologies have
seemingly shrunk the world and rendered distance irrelevant in communication,
direct face-to-face conversation remains the best way to deliver message. It
may not the fastest method to spread information, but still by far the most
reliable. Otherwise there is no point of having a meeting. In big companies,
face-to-face communication is almost impossible considering the large number of
employees to reach. On the other hand in small business, it is not that
difficult to get everybody in the same room every morning in most cases—even if
it is only for a few minutes to get on the same page. Meetings must always be
seen as meaningful. So, leaders must make it worth everyone’s time to show up. Leaders
must listen to understand the ideas of employees, and they must also show the
respect of considering applying the ideas of others. Shutting employees down or
fake listening can have long-term negative effects. </p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Use milestones to detail the goals on daily/weekly basis. Make
time for question and answer to clarify confusions or provide additional
guidance. Another advantage of direct communication is the increased level of
employee engagement. What we focus on is where we will get results. Everything is
connected to time, so having shared clarity on what the priorities are is key
to success at accomplishing daily goals which leads to accomplishment of building
a reputation of customer/stakeholder satisfaction.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Small businesses may not even have HR departments to create
formal job classifications and descriptions. However the advantage it has in
communication practices helps overcome the difficulty in describing individual’s
roles and responsibilities. Employees tend to perform better if they know their
priorities for the day and what resources are allocated to them. Based on that
information, employees carry out their duties with higher level of confidence
as well, knowing that they don’t stray too far from the destination.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Leading is an active process. Successful
organizations/companies recognize that properly leveraging the diversity of ideas
of their teams and empowering people to make good decisions that build their
reputation brings successes one action at a time. Teams are only as strong as
leaders allow each of their people to be who they are and trusts them to give
their best with proper coaching, controls and listening.</p><p class="MsoNormal"><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Make good choices and have a great day! Only you get
to choose how you feel about it!</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Thanks so much for reading! Please share this with
someone you care about.</span><o:p></o:p></p>
<p style="background: white; vertical-align: baseline;"><span style="color: black; mso-color-alt: windowtext;">Dr. Paul Gerhardt is a skilled leadership and
diversity training who builds customized workshops online or at your workplace.
He is a tenured professor of management. He is a diversity and leadership
well-respected and trusted trainer who helps organizations get amazing returns
on their training investment. Visit www.SupervisionEssentials.com for more
great free articles and to learn more about Leadership Training. Dr. Gerhardt
is the author of several publications available on Amazon.com, including
Diversity at Work, The Diversity King; Leadership Lucy and the Leadership
Handbook. Consider inviting Dr. Paul Gerhardt to do customized leadership or
diversity training at your organization. Most organizations find that diversity
and leadership training by the right trainer yields a significant instant
return on investment. You can get your FREE COPY of the Leadership Handbook by
clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-46808593272169933052021-03-10T15:58:00.005-08:002021-03-10T15:58:19.108-08:00Obvious Signs of Toxic Organizational Culture<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-j9bbNh_P4GU/YElci-5w6VI/AAAAAAAAAu0/jpUxUqZ0Qyk0pFF_rthc_K5Hl1bcspwGQCLcBGAsYHQ/s1200/3.ObviousSignsToxic.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="323" src="https://1.bp.blogspot.com/-j9bbNh_P4GU/YElci-5w6VI/AAAAAAAAAu0/jpUxUqZ0Qyk0pFF_rthc_K5Hl1bcspwGQCLcBGAsYHQ/w618-h323/3.ObviousSignsToxic.jpg" width="618" /></a></div><p></p><div style="background: white; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;">Among the first signs of a problematic organizational culture is when you realize that working at the desk and getting tasks done actually are the easiest parts of the job. Toxic culture is the result of and intensified by politicization, poor communication, lack of creativity, and dreadful overall vibes at workplace. Few people may have any sense of belonging in the organization; the only thing that keeps everybody coming every day is the payroll rather than the passion for the profession. Leaders have the biggest influence on organizational culture.</span></span></div><div style="background: white; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">One employee may be the cause, like a rotten apple mix with good ones. This is where thoughtful leadership actions with maintaining individual human dignity comes in. It is both how we say things and what we say that can have the biggest difference. Coaching is one of the most important jobs of any leader, but too many leaders may be too busy to do it and do it well, if they are not looking for opportunities to save employees and build a positive organizational culture. It is much easier to maintain a positive organizational culture than it is to fix one that is damaged by an individual who may not recognize how his/her actions may be affecting others.</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">Not all employees are to blame for such a poor working environment or negative organizational climate. There are usually at least a small number of employees who still wish everything to be more positive or just less unpleasant, otherwise no one notices how toxic the organization culture has become. Some of the most obvious signs of a toxic organizational culture are as follows:</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">· Interaction is a rarity: when people rarely speak to each other beyond simple expression of greetings in the morning or unless they really need to talk about something important related to jobs, it appears as if no one belongs to that place. They may look unhappy because they are. Jokes, smiles, and small talks make a comfortable workplace where employees and leaders enjoy a genuine pleasure of working together to achieve common goals.</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">· Hierarchy is all the rage: people are growing overly concerned about how high they have climbed the hierarchical ladder or the perks that come with particular positions. Internal competition to be the first to get promoted is good, but it is not the only thing that matters. When promotions are the biggest concern above all else, teamwork is difficult to nurture.</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">· Too many groups: divisions and departments ensure better workflow, but things may appear dreary when there are too many groups of people or employees who don’t (or are not willing) to interact with each other, sometimes in the same department. Social inner circles at the workplace have become narrow, hence limited in ideas and perspectives.</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">· Employees and managers belong to different circles: it gets worse if employees and managers belong to separate groups that rarely communicate at workplace. It is common for leaders to create an “Us vs Them” environment by holding their title over people or in the way that they talk to employees, rather than WITH them. When interactions happen, it is a one-way communication when managers tell employees what to do. Employees generally like to feel included in the decision-making processes and engaging them as equals tends to help them feel more valued. A satisfied employee generally is more productive than one who is being told what to do.</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">· Everyone is a harsh critic: communication doesn’t happen quite often enough, but when it does the subject is failures of others. Accomplishments of any sort are treated with contempt, especially those credited to others. Leaders must look for opportunities to praise people for meeting and exceeding company expectations. Work is important to us. Help make everyone know how much of what they do makes a positive difference!</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">· Ineffective formal communication channels: regular briefings or scheduled meetings and formal written announcements should remain the most effective channels of communications across organization. In a toxic culture, employees are no longer attentive in regular discussions; instead they rely on informal conversation with co-workers to stay up to date with important information. Having meeting meetings that do not accomplish much feels like a waste of time, especially if an email or phone call could have gotten the job done better. Respect people’s time and make sure that official communication goes through the right channel!</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">· Employees’ have no chance to share ideas: if the manager dictates every single action and micromanages all tasks and projects, it defines the relationship as such. The best working relationships between leaders and employees should fell respectful and two-way. Employees are smart and usually will contribute more if invited to do so. If employees are not given the opportunity to propose ideas or develop creativity on the job, they may want to look for work at other companies and potentially make the competition stronger with the help of the training your company provided. Trusting relationships are built with the leader engaging respectfully with employees and extending trust first. Listening is one of the leader’s most important tools!</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">As a leader, you may sense that the culture of the organization has somewhat gone off course, although it can be quite difficult (but not impossible) to figure out where and how the degradation started. Leaders should be the first to notice any sign of a toxic culture and at the forefront to address the issue. However, culture (even the toxic ones) exists because people share similar ideas and behaviors. It is important to get people to see the problems first and make them understand why the condition is bad for the organization before together you can devise a plan to restore order that actually works for everyone. Remember to maintain the employee’s self-esteem, give him/her the opportunity to save face and feel respected, as well as genuinely valued. Every challenge is an opportunity to make an employee a significant asset to the organization. How you treat employees can earn respect for you as a leader and significantly transform the organizational culture to be as productive and profitable as possible. Every person must feel that they matter! They do of course!</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">Make good choices and have a great day! Only you get to choose how you feel about it!</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">Thanks so much for reading! Please share this with someone you care about.</span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.75); font-size: 32px;">Dr. Paul Gerhardt is a skilled leadership and diversity training who builds customized workshops online or at your workplace. He is a tenured professor of management. He is a diversity and leadership well-respected and trusted trainer who helps organizations get amazing returns on their training investment. Visit www.SupervisionEssentials.com for more great free articles and to learn more about Leadership Training. Dr. Gerhardt is the author of several publications available on Amazon.com, including Diversity at Work, The Diversity King; Leadership Lucy and the Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity training at your organization. Most organizations find that diversity and leadership training by the right trainer yields a significant instant return on investment. You can get your FREE COPY of the Leadership Handbook by clicking this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"><br /></span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><span style="color: rgba(0, 0, 0, 0.749019607843137);"><span style="font-size: 32px;"> </span></span></div><div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: inherit; font-size: 2rem; line-height: 3.2rem; margin: 3.2rem 0px; vertical-align: baseline;"><br /></div></div>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-42689552405085753232021-03-05T13:39:00.010-08:002021-03-05T13:40:20.088-08:00Leadership Keys To Success: The Essentials of Being A Great Leader<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-wE5qs4JqDhU/YEKk2iiBorI/AAAAAAAAAuk/PEsIY0posCoC4m097wsCpGCxBX9DdgqyACLcBGAsYHQ/s1200/2.EssentialsGoodManagement.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="306" src="https://1.bp.blogspot.com/-wE5qs4JqDhU/YEKk2iiBorI/AAAAAAAAAuk/PEsIY0posCoC4m097wsCpGCxBX9DdgqyACLcBGAsYHQ/w586-h306/2.EssentialsGoodManagement.jpg" width="586" /></a></div><br /><p></p><p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">Any
organization is practically run by its employees. The success of the
organization depends much on whether employees understand instructions and how
well they perform their duties. Good leaders do not micromanage, but act as
catalysts to mobilize employees, identify strength and weaknesses, provide
constructive feedback, and utilize their managerial skills to help everyone
reach their full potentials for the benefits of the organization. Effective
leaders have their own approaches to their jobs, but each consists of the same
essential points as follows.</span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">· </span><b><span style="border: 1pt none windowtext; color: black; font-size: 15pt; mso-bidi-font-family: "Times New Roman"; mso-border-alt: none windowtext 0in; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman"; padding: 0in;">Communicate the Expectations: </span></b><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">employees
have better chances of achieving objectives if they know what the objectives
are in the first place. Giving instructions alone without explanation of the goals
or milestones to accomplish within certain timeframe removes the sense of
urgency and limits employees’ ability to practice efficient time management.
They must understand what is expected of them and that their leader is on their
side in case they need counsel, resources, support, feedback, approval of
ideas, or to clarify confusion.</span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">· </span><b><span style="border: 1pt none windowtext; color: black; font-size: 15pt; mso-bidi-font-family: "Times New Roman"; mso-border-alt: none windowtext 0in; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman"; padding: 0in;">Provide Guidance: </span></b><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">there
is a good reason why there are more employees than managers in any
organization. Employees handle day-to-day tasks, while managers are responsible
for providing guidance on how to get the job done. Our workday rarely goes
exactly as planned without managers’ interventions every now and then. Even the
most skillful employees can always benefit from additional suggestions given by
a person of authority during and after every project. This is not to say that
leaders should micromanage; it is just a concrete form of oversight. Guidance
develops confidence on employees’ parts, knowing that you’re working alongside
them.</span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">· </span><b><span style="border: 1pt none windowtext; color: black; font-size: 15pt; mso-bidi-font-family: "Times New Roman"; mso-border-alt: none windowtext 0in; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman"; padding: 0in;">Encourage and motivate: </span></b><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">motivation
comes in all sorts of shapes and forms, so does encouragement. Verbal
motivational expression addressed to employees is the simplest one, yet there
are other ways to bring excitement to the workplace, for examples: monetary
incentives, employee-of-the-month programs, or even free lunch depending on how
difficult the tasks are. You cannot push them to work harder than their
professional capacity allows, but you can drive employees to perform to their
best. Approval of ideas and recognition of achievements make effective
encouragement methods. When employees realize that a leader cares about what
they do and how they accomplish goals, they have personal satisfaction and the
job becomes more rewarding.</span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">· </span><b><span style="border: 1pt none windowtext; color: black; font-size: 15pt; mso-bidi-font-family: "Times New Roman"; mso-border-alt: none windowtext 0in; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman"; padding: 0in;">Objective Evaluation: </span></b><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">in
a professional environment, objectivity looms large. Whether a leader is giving
suggestions in the middle of project and delivering feedback at the end of a
workday, all points made are based on objective evaluation. A leader is not a
peer to employees; a leader is there to give objective judgment of performance
and use the clearly defined assessments to help employees
improve. Evaluations must feel fair and clearly communicated in advance.
Objective feedback is based on facts, not unproven claims so everything is verifiable.
Objectivity is the key to honesty. Employees must feel like the leaders has
given them adequate communication and time to meet the expectations on what
they are being evaluated on. Wise leaders coach employees throughout the year
to meet the expectations on the evaluation, rather than wait to beat employees
up with an evaluation and documentation done for times they failed to meet
expectations.</span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">· </span><b><span style="border: 1pt none windowtext; color: black; font-size: 15pt; mso-bidi-font-family: "Times New Roman"; mso-border-alt: none windowtext 0in; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman"; padding: 0in;">Resolve Conflicts: </span></b><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">any
workplace is essentially a community of professionals. Employees come every day
primarily to work, but there is no denying that social interactions happen.
Good interpersonal relationships allow for comfortable work environments, but
just like in any other social setting, conflicts are not uncommon. In this case
a leader acts as an intermediary – yet with authority – to help settle disputes
and bring all parties back to focus on the tasks at hand. There are always more
than one perspective in arguments, so listening to understand all perspectives
and help others do the same, can lead to win-win outcomes that feel like
opportunities that make teams stronger.</span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">Last
but not least, a leader is responsible for the career development of employees.
The most viable way to fulfill the responsibility is by encouraging employees
to enroll in educational courses or training to further hone their professional
skills. Depending on the type and size of organization, such educational
programs can be quite limited or not available at all. However, leaders can
still guide good-performing employees to career advancement opportunity inside
the organization. These days, online workshops are a great opportunity to build
stronger teams with stronger skills.</span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">Make
good choices and have a great day! Only you get to choose how you feel about
it!</span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">Thanks
so much for reading! Please share this with someone you care about.</span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p align="left" class="MsoNormal" style="background: white; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: left; vertical-align: baseline;"><span style="color: black; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-color-alt: windowtext; mso-fareast-font-family: "Times New Roman";">Dr.
Paul Gerhardt is a skilled leadership and diversity training who builds
customized workshops online or at your workplace. He is a tenured professor of
management. He is a diversity and leadership well-respected and trusted trainer
who helps organizations get amazing returns on their training investment. Visit
www.SupervisionEssentials.com for more great free articles and to learn more
about Leadership Training. Dr. Gerhardt is the author of several publications
available on Amazon.com, including Diversity at Work, The Diversity King;
Leadership Lucy and the Leadership Handbook. Consider inviting Dr. Paul
Gerhardt to do customized leadership or diversity training at your
organization. Most organizations find that diversity and leadership training by
the right trainer yields a significant instant return on investment. You can
get your FREE COPY of the Leadership Handbook by clicking this link:
<a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span><span style="mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></p>
<p class="MsoNormal"><o:p> </o:p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-83113171803553141372021-03-02T09:56:00.005-08:002021-03-02T09:56:48.502-08:00Tips for Leading Millennial (Generation Y) Employees<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-wwUeXY7ndKQ/YD57zCZKoUI/AAAAAAAAAuM/YAa4kYlKq70uZzDiWCVyYTGRTWAb9fr3QCLcBGAsYHQ/s1200/5.TipsForManagingMillennialEmployees.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="307" src="https://1.bp.blogspot.com/-wwUeXY7ndKQ/YD57zCZKoUI/AAAAAAAAAuM/YAa4kYlKq70uZzDiWCVyYTGRTWAb9fr3QCLcBGAsYHQ/w589-h307/5.TipsForManagingMillennialEmployees.jpg" width="589" /></a></div><p class="MsoNormal">To lead well, leaders must know who they’re leading, not
only by names, but also the general characteristic as a group of people.
Considering that Millennials make the largest generation in workforce these
days, there is good chance that employees of this generation are among those
under your leadership. While Millennials are often associated with several (stereotyped)
negative attributes such as inclination to switch from one company to another
and the reluctance to make long-term career decisions, they actually have more
positive traits that make them excellent employees. Millennials are generally better
at collaborating and they appreciate organizational transparency to name a few.
Knowledge of their general behavioral tendencies should help you make better
leadership decisions in dealing with this curious generation. Here are some
steps every leader can take to improve Generation Y employees and optimize
their performance for the benefits of organization.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>1 </i></b><b style="text-indent: -0.25in;">Observe
First, Decide Next</b></p>
<p class="MsoNormal">Of course this is true with all employees no matter what
generations they belong to. One thing that makes Generation Y different is how
freedom of expression actually makes them more effective employees. The
simplest example is regarding dress code. If previous generations want to look
as sharp as possible during work hours so that they appear professionals and
serious, not all Millennials feel the same about this.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">It has become a seriously not so funny joke that Millennials
just want to wear a t-shirt and jeans all the time (remember, stereotyping is
never a good idea for any of us and can cause more harm than good if we don’t
check our mental models), but for them this is more serious concern. Freedom of
expression has a top spot in their perspective, even in workplace. This is not
to say that you need to change organizational dress code just for employees of
the generation, but letting them be themselves is the more pragmatic approach. At
least give them the chance to prove their competency; if they get the job done
without creating disturbances and hassles on your part, then the organization gets
the benefits. Otherwise, they can always use your constructive feedback on
where they go wrong.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>2.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Plan
a Brainstorming Section</b></p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Another stereotypical characteristic of Millennials is the
eagerness to propose new ideas, innovate, and generally attempt to make
workplace a better more conducive environment. The generation is comprised of
people who believe that everyone has the right to give opinions on everything,
even when they are told not to. Some people believe that Millennials think they
know everything better than anybody else. And sometimes (but not always) it is
right. Some of their ideas will sound ridiculous or even too radical that the
organization will suffer great losses if implemented. However, this is only
natural in any brainstorming section.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Although you will not use all the big ideas they say, focus
on smaller changes they propose. They will always find something to change and
do such as new product packaging, advertisement pieces, social media marketing
methods, 3D modeling design, and probably even the office layout. Remember that
they thrive by thinking outside the box, and you can lead them to their best
potentials by letting their ideas expressed.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b style="text-indent: -0.25in;"><i>3.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: normal; line-height: normal;">
</span></i></b><b style="text-indent: -0.25in;">Be
Generous with Feedback</b></p>
<p class="MsoNormal"><o:p> </o:p>Growing up in the world where information is available at an
instant on their mobile devices, Millennials are well-accustomed to quick
feedback. Thanks to their sometimes stubbornness with freedom of expression,
they are usually open-minded when put on the receiving end of criticisms. As a
matter of fact, many of them yearn for immediate responses as soon as a task or
project is done.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Make yourself available to them, so they can utilize their
knowledge, talents, and determination better each time. Their presence – with
all their shortcomings and somewhat radical perspective – can indeed create
disruption at first. But with the right guidance, Millennials have all the
potentials to be excellent performers. Remember, it is easy to place a
stereotype on anyone. We each must learn to identify our own personal biases
and recognize that our biases are reflected in how we interact with others.
Nobody fits nicely into a single box. We each bring a little bit of our own
culture into our workplaces. Smart leaders must get to know the preferences of
each employee and should be flexible in how we manage each employee. Avoid
stereotyping anyone and know that listening to understand things from the other
person’s perspective can lead to more loyalty, greater job satisfaction for all
involved, as well as potentially greater innovation, creativity, and teamwork!</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Make good choices and have a great day! Only you get to
choose how you feel about it!</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><br />
Thanks so much for reading! Please share this with someone you care about. <o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Dr. Paul Gerhardt is a tenured professor of management. He
is a diversity and leadership well-respected and trusted trainer who helps
organizations get amazing returns on their training investment. Dr. Gerhardt is
the author of several publications available on Amazon.com, including Diversity
at Work, The Diversity King; Leadership Lucy and the Leadership Handbook.
Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity
training at your organization. Most organizations find that diversity and
leadership training by the right trainer yields a significant instant return on
investment. You can get your FREE COPY of the Leadership Handbook by clicking
this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><o:p> </o:p></p><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-10828664729194527492021-02-25T18:32:00.003-08:002021-02-25T18:32:31.814-08:004 Ways to Stop Employees from Getting Distracted<p> </p><div class="separator" style="clear: both; text-align: left;"><a href="https://1.bp.blogspot.com/-SgW0GX45sdc/YDhdEyyNl2I/AAAAAAAAAuE/HaDVA-IwGxQGTb9WSLe_OzBlYHfy1SxuQCLcBGAsYHQ/s1200/4.4WaysToKeepEmployeesFocused.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="348" src="https://1.bp.blogspot.com/-SgW0GX45sdc/YDhdEyyNl2I/AAAAAAAAAuE/HaDVA-IwGxQGTb9WSLe_OzBlYHfy1SxuQCLcBGAsYHQ/w668-h348/4.4WaysToKeepEmployeesFocused.jpg" width="668" /></a><span style="text-align: left;">Absenteeism is an obvious problem. But just because your
employees are physically present at workplace, it does not mean they are
actively contributing. Being present is at least better than not showing up at
all, although there is no guarantee that employees are there to do what they’re
supposed to do. Distraction from personal emails, phone calls, bothersome
coworkers, noises from someone else’s desk or anything else can and will
prevent an employee from being 100% at work.</span></div><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Anytime an employee is distracted from works, the company
suffers. Considering a single notification on smartphone can keep a person out
of focus for more than 23 minutes<a href="file:///D:/articles/2021Blog/1February2021/4.Feb25-4%20Ways%20to%20Stop%20Employees%20from%20Getting%20Distracted.docx#_edn1" name="_ednref1" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: Aparajita; mso-bidi-font-size: 11.0pt; mso-bidi-language: AR-SA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-fareast;">[1]</span></span></span></a>,
leader has to find ways to get rid (or at least minimize) the problems.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><b>Being present is
good, but being at-work is much better</b></p>
<p class="MsoNormal">An increasing number of employers have embraced more
flexible workspace policies. More frequent breaks and longer lunch time may
seem counterproductive at a glance, but employees have better work-life balance
because you provide more opportunities to mind their own businesses even when
they’re on the clock. As long as they deliver results, work environment
policies never have to be overly restrictive. Emphasize on employees’ abilities
to complete all tasks listed under the job description rather than on being
merely present. With the right technology, it is not impossible that even field
workers can deliver reports on time.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">For positions where employees have to be present all the
time (for example in production or assembly line), more frequent breaks may not
be a viable approach. In such situation, revisit the employment policies
instead. If you have to force employees to work more hours than they can cope
with, they will not be focused all day long anyway. They need downtime to
recharge energy and refresh the mind. You want them to be fully at-work when
they’re present, so you don’t have to get frustrated by poor performance. Paid
sick leave also encourages employees to stay home and recover much faster
instead of coming to work in a bad shape.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><b>Keep off the non-work
notifications</b></p>
<p class="MsoNormal">Technology has changed the way people communicate, both for
personal and work-related purposes. Unfortunately sometimes the two get tangled
with each other. Personal emails, text messages, and alerts on how many steps
you take can be a distraction at workplace – in the same way that work emails ruin
family dinner. Notifications on smartphones, especially from social apps, will
immediately draw attentions; if the users respond, it would add more minutes to
regain focus.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">As a leader, you should not dictate what your employees see
on their smartphones. However, you have the authority to enforce a rule that
minimizes usage of personal devices at work, for example turning off
notifications. If they have to check messages, they can do that during the
breaks.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><b>Have meetings for
important discussions</b></p>
<p class="MsoNormal">Regular scheduled meetings are excellent to get feedback,
celebrate accomplishment, and address on-going projects. On the downside, mandatory
meetings every week can decrease productivity. As long as the organization has
good communication practices across departments and throughout all layers of
hierarchy, proper delivery process of information does not require scheduled
meeting. If scheduled meetings are necessary (for example to improve
communication in the first place), make sure it does not take too long. A
meeting itself is a distraction that prevents employees from working at their
desks or stations.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">The point of a meeting should be to address urgent issues or
brainstorm new ideas. Also, not every employee is required to be present. Ask
an experienced person to represent employees, so they can stay focus on their
jobs while the meeting is taking place in another room.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;">Coach on time
management skill<o:p></o:p></b></p>
<p class="MsoNormal">With so many possible distractions at workplace, leaders often
have difficulties in maintaining good level of focus among employees. Bear in
mind that productivity is built on the foundation of good time management, so
teach your employees on how to manage their own schedules. Distractions are
unavoidable, and it gets more dangerous in today’s always-connected world. Time
management skills are therefore invaluable attributes all leaders (and
employees) must possess. Ask employees to set timer on their desks, group
similar tasks, or use breaks to check only on important personal notifications
and not to play games. You probably can allow employees to leave early (as long
as they finish today’s work) to prevent them being distractions to others.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Make good choices and have a great day! Only you get to
choose how you feel about it!</p><p class="MsoNormal">Thanks so much for reading! Please share this with someone you care about.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Dr. Paul Gerhardt is a tenured professor of management. He
is a diversity and leadership well-respected and trusted trainer who helps
organizations get amazing returns on their training investment. Dr. Gerhardt is
the author of several publications available on Amazon.com, including Diversity
at Work, The Diversity King; Leadership Lucy and the Leadership Handbook.
Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity
training at your organization. Most organizations find that diversity and
leadership training by the right trainer yields a significant instant return on
investment. You can get your FREE COPY of the Leadership Handbook by clicking
this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<div style="mso-element: endnote-list;"><!--[if !supportEndnotes]--><br clear="all" />
<hr size="1" style="text-align: left;" width="33%" />
<!--[endif]-->
<div id="edn1" style="mso-element: endnote;">
<p class="MsoEndnoteText"><a href="file:///D:/articles/2021Blog/1February2021/4.Feb25-4%20Ways%20to%20Stop%20Employees%20from%20Getting%20Distracted.docx#_ednref1" name="_edn1" style="mso-endnote-id: edn1;" title=""><span class="MsoEndnoteReference"><span style="mso-special-character: footnote;"><!--[if !supportFootnotes]--><span class="MsoEndnoteReference"><span style="font-family: "Times New Roman",serif; font-size: 10.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: Aparajita; mso-bidi-language: AR-SA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-fareast;">[1]</span></span><!--[endif]--></span></span></a> https://lifehacker.com/how-long-it-takes-to-get-back-on-track-after-a-distract-1720708353<o:p></o:p></p>
</div>
</div><br /><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-15826776932832323942021-02-22T12:25:00.002-08:002021-02-22T12:25:21.464-08:00Tips To Keep Work Positive<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-OYjjFnHd2UM/YDQShjnpxYI/AAAAAAAAAt4/OJSSLEle1SAjle0vqcnJc-hRpuXG6ZCgACLcBGAsYHQ/s1200/3.TipsToKeepWorkPositive.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="309" src="https://1.bp.blogspot.com/-OYjjFnHd2UM/YDQShjnpxYI/AAAAAAAAAt4/OJSSLEle1SAjle0vqcnJc-hRpuXG6ZCgACLcBGAsYHQ/w593-h309/3.TipsToKeepWorkPositive.jpg" width="593" /></a></div><p align="center" class="MsoNormal" style="text-align: center;"><br /></p>
<p class="MsoNormal">All leaders expect their employees to work hard. The general
idea is that more times at work equal to better chances of success. With modern
technologies like smartphones and cloud computing, it is now easy to keep everyone
at work all the time regardless of time and location. Your employees are most
likely connected to the Internet even at home, and therefore have constant
access to company’s database. Although the “always-on” culture allows them to
do more for the organization, the inability to enjoy personal time leads to
stress which then reduces productivity at the end. Just because such management
style appears to be the norm, it does not mean you have to follow suit. It is an
ineffective way to manage people; and if you have already exercised the same
practice in your company or organization, you should put a stop to it.
Employees need downtime to manage stress levels so they can come back ready and
at full power the next day.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b>Give time to power
down</b></p>
<p class="MsoNormal">It is entirely possible that you use computers at workplace
not only for work-related tasks, but also for personal affairs such as making
dinner reservations, buying books in online stores, or making video calls with
friends. Technology makes the world seem smaller and everything is just few
clicks away. Whether or not you want to admit it, employees have the same
constant access to the Internet. Despite the ease of establishing communication
between leader and employees, it does not mean the former has the rights to
call all the time.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>There must be distinction between work devices and personal
ones, although both are often the same technology for examples smartphones,
tablets, and laptops. You can make personal calls using company’s phone, but it
would be irritating if your personal phone is flooded with work emails on your
days off or leisure times. If this applies to leaders, it also does to everybody
else.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Employees work for you; that much is true. That being said,
they don’t work for you 24/7 throughout the year. Give them time to power down
so they can reserve their energy and intellectual for the appropriate time
a.k.a. their office hours. Relentless demands for information, updates, confirmation,
revisions, reports, and everything work-related is draining their physical and
emotional well-being. It is demoralizing because employees can see this as an
obvious sign of distrust.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b>Be careful with what
you consider “urgent” situations</b></p>
<p class="MsoNormal"><o:p> </o:p>About 57% of employees agree that technology has its roles
in ruining their family dinners, while 40% have no problems answering work
emails at dinner table as long as the circumstances are deemed urgent,
according to infographic of Work/Life balance in the Modern Era by Family
Living Today.<a href="file:///D:/articles/2021Blog/1February2021/3.Feb22-Being%20Always%20At-Work%20is%20Demoralizing_%20but%20You%20Can%20Stop%20It.docx#_edn1" name="_ednref1" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference"><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: Aparajita; mso-bidi-font-size: 11.0pt; mso-bidi-language: AR-SA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-fareast;">[1]</span></span></span></a></p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Not every work problem is listed under “urgent” category.
Deadline and crisis may fall under that category, but things like project
planning or customers’ complaints can wait at least until the next morning. It
always depends on the kind of organization or company you lead. In a healthcare
company, for example, there can be a lot of situations that fit perfectly under
“emergency” list, while a utility company has a different approach to task
prioritization.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Clients (and public at large) like companies who treat their
employees as real people. Employees are not robots in the sense that they need
to wind down every now and then, have time for a personal life, and be mentally
recharged by having the opportunities to rest and stop being busy on regular
basis.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b>Appreciate the
boundaries between personal and work times</b></p>
<p class="MsoNormal"><o:p> </o:p>Perhaps you are one of those who enjoy working on weekends
because it allows you to be better prepared for everything when Monday comes. But
expecting your employees to do the same is no different from taking away their
rights to have personal life. You have all work hours during weekdays to demand
performance, so be willing to limit communication off the clock. It is a good
way to keep them fresh, motivated, and best of all, enjoy what they do when you
need them the most.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Make good choices and have a great day! Only you get to
choose how you feel about it!</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Thanks so much for reading!<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Dr. Paul Gerhardt is a tenured professor of management. He
is a diversity and leadership well-respected and trusted trainer who helps
organizations get amazing returns on their training investment. Dr. Gerhardt is
the author of several publications available on Amazon.com, including Diversity
at Work, The Diversity King; Leadership Lucy and the Leadership Handbook.
Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity
training at your organization. Most organizations find that diversity and
leadership training by the right trainer yields a significant instant return on
investment. You can get your FREE COPY of the Leadership Handbook by clicking
this link: http://bit.ly/LeadershipHandbook<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<div><!--[if !supportEndnotes]--><br clear="all" />
<hr align="left" size="1" width="33%" />
<!--[endif]-->
<div id="edn1">
<p class="MsoEndnoteText"><a href="file:///D:/articles/2021Blog/1February2021/3.Feb22-Being%20Always%20At-Work%20is%20Demoralizing_%20but%20You%20Can%20Stop%20It.docx#_ednref1" name="_edn1" title=""><span class="MsoEndnoteReference"><!--[if !supportFootnotes]--><span class="MsoEndnoteReference"><span style="font-family: "Times New Roman",serif; font-size: 10.0pt; mso-ansi-language: EN-US; mso-bidi-font-family: Aparajita; mso-bidi-language: AR-SA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-fareast;">[1]</span></span><!--[endif]--></span></a> https://familylivingtoday.com/work-life-balance-modern-era/<o:p></o:p></p>
</div>
</div><p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-56970667255825295892021-02-19T11:36:00.011-08:002021-02-19T11:38:13.928-08:00Time Management Tips: How To Manage Time Effectively<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-GtDEXEXJeGg/YDASsm7XwuI/AAAAAAAAAto/qg4ZMFfHRLkuDjOEX-aE1AG1PEjd9H7jwCLcBGAsYHQ/s1200/2.TipsForManagingTime.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="307" src="https://1.bp.blogspot.com/-GtDEXEXJeGg/YDASsm7XwuI/AAAAAAAAAto/qg4ZMFfHRLkuDjOEX-aE1AG1PEjd9H7jwCLcBGAsYHQ/w589-h307/2.TipsForManagingTime.jpg" width="589" /></a></div><br /> <p></p><p class="MsoNormal"><span face=""Verdana",sans-serif">There are so
many anecdotes floating around about time, we know that "time is
money", "time is the only true currency we have", "time
waits for no man" and a personal favorite "you have the same number
of hours in the day as Beyoncé".<o:p></o:p></span></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">But as we've
also heard time is ephemeral, it is fleeting and so easy to slip out of our
grasp. But is it really? We often bundle ourselves with so many minor
inconsequential tasks that we end up doing so much, accomplishing nothing and wondering
where the time went. Clearly it is not enough to use up all hours of the day (and
night) we must also ensure we are using them effectively.</span></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">Making the
conscious decision to manage our time properly inevitably leads us to our
ultimate goal, better productivity. The aim as always is to work smarter not
harder and contrary to your inner critic there is enough time to do all you
want, you just have to carve it out.</span></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">To get you on
track and headed in the right direction a few tips have been compiled for you
to peruse (during your break of course)</span></p>
<p class="MsoNormal"><b><span face=""Verdana",sans-serif">Set
Realistic Goals</span></b></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">Write down
realistic, achievable goals. These goals have to be very specific and relevant
to you. Access your current situation and lift out your most pressing problems
and write them, this lets you know exactly what you need to be working towards.</span></p>
<p class="MsoNormal"><b><span face=""Verdana",sans-serif">Write A
List</span></b></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">At this stage
in your life, there's no excuse for "winging it." Spontaneity is
exciting but if not controlled can lead to an unstructured life. If you have
things to do please just put them down. Upon doing this, you'd be better able
to remember tasks and therefore follow it. On your list, you can attach a
checkbox and place asterisks over important tasks or better still download an
app.</span></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">Apps like
Splendo, Google keep, Evernote are ideal for this. Following a list is the best
way to get things done as your mind wouldn't be at rest until you've checked it
off. This is infinitely better than conveniently forgetting about important
tasks.</span></p>
<p class="MsoNormal"><b><span face=""Verdana",sans-serif">Follow a
Time Limit</span></b></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">After setting
up your goals and tasks also set a time limit for them and stick to it. Setting
a limit will push you to finish on time making it another goal to achieve.
Instead of saying "I will get this done before evening" say instead
"I will finish in 3 hours". A time limit is a signed contract you
can't renege on, it increases your efficiency and therefore output.</span></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">Also give
yourself time between tasks to cool off and take fresh air. Use this time to
meditate or take a short walk to clear your mind and stay focused.</span></p>
<p class="MsoNormal"><b><span face=""Verdana",sans-serif">Prioritize</span></b></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">A way to do
this is to identify the most important things you have to do for the day and
put them right at the top of your list. Once you have completed these tasks you
find it becomes easy to do other rote work. Prioritize your work and time; it's
not enough to be efficient we should also aim for effectiveness.</span></p>
<p class="MsoNormal"><b><span face=""Verdana",sans-serif">Finally --
Just Say No</span></b></p>
<p class="MsoNormal"><span face="Verdana, sans-serif">If you won't
have time to help a friend or coworker with that report simply telling them no
would save you stress. Do not compromise your resting time for the sake of
others as your brain needs it nightly recharge. Saying No to unnecessary
requests gives you more time to focus on yourself and your work.</span></p>
<p class="MsoNormal"><span face="Verdana, sans-serif" style="background-color: white; font-size: 11pt;">Make
good choices and have a great day! Only you get to choose how you feel about
it!</span></p><p class="MsoNormal"><span face="Verdana, sans-serif" style="background-color: white; font-size: 11pt;">Thanks so much for reading! Please share this article
with someone you care about. </span></p><p class="MsoNormal"><span face="Verdana, sans-serif" style="background-color: white; font-size: 11pt;">Dr. Paul Gerhardt is a tenured professor of
management. He is a diversity and leadership well-respected and trusted trainer
who helps organizations get amazing returns on their training investment. Dr.
Gerhardt is the author of several publications available on Amazon.com,
including Diversity at Work, The Diversity King; Leadership Lucy and the
Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized leadership
or diversity training at your organization. Most organizations find that
diversity and leadership training by the right trainer yields a significant
instant return on investment. You can get your FREE COPY of the Leadership
Handbook by clicking this link: </span><b style="background-color: white; box-sizing: inherit; font-family: Verdana, sans-serif; font-size: 11pt; overflow-wrap: break-word; touch-action: manipulation;"><span style="border: 1pt none windowtext; padding: 0in; text-decoration-line: none;"><a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></span></b></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com0tag:blogger.com,1999:blog-3151991428271444509.post-86632131819023331272021-02-15T13:16:00.001-08:002021-02-15T13:16:13.559-08:00<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-SQHXWvJ8mMk/YCrjuAvxHQI/AAAAAAAAAtA/o3iiiNSLUdUmttW_EzWIWmyVnJ9ceEV2ACLcBGAsYHQ/s1200/1.TurnFearIntoPowerTOBuildANewTeam.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="628" data-original-width="1200" height="305" src="https://1.bp.blogspot.com/-SQHXWvJ8mMk/YCrjuAvxHQI/AAAAAAAAAtA/o3iiiNSLUdUmttW_EzWIWmyVnJ9ceEV2ACLcBGAsYHQ/w584-h305/1.TurnFearIntoPowerTOBuildANewTeam.jpg" width="584" /></a></div><br /> <p></p><p align="center" class="MsoNormal" style="text-align: center;"><b style="mso-bidi-font-weight: normal;">Turn Fear into Power to Build Better Team<o:p></o:p></b></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><o:p> </o:p></b>Being afraid of doing something is not particularly an ideal
state of mind to engage in any kind of activity. However fear of failure is
also a strong motivation to make better preparation, craft more efficient plan
of actions, and devise smarter exit strategy. All business ventures and
undertakings come with risk of losses, but there is a way to take advantage of
“fear” and turn it into power to build better team. As a matter of fact, the
ability to take control of seemingly-unwelcome situations and transform it into
constructive attribute is among the most obvious trait people see in a great
leader.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p><b>Unfriendly situations
force you to develop and be creative</b></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><o:p> </o:p></i></b>As the project is approaching an imminent deadline yet there
are still a lot of things to do, a leader is the first to demonstrate willingness
to increase work intensity. A leader shows how to get things done and propose
brilliant ideas to finish the job well. The fear of missing the deadline makes
you think harder, prioritize only the most important, and ignore distractions.
In some ways, “being afraid” is the way that human body prepares for uncomfortable
circumstances ahead. Fear can be an efficient motivator.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><i style="mso-bidi-font-style: normal;"><o:p> </o:p></i><b>Admittance of fear
can come a long way to build loyalty</b></p>
<p class="MsoNormal"><i style="mso-bidi-font-style: normal;"><o:p> </o:p></i>The whole idea is NOT to “lead by fear” in which employees are
under constant pressure to perform with perfection otherwise they’ll be
humiliated, penalized, or even fired. It is the exact opposite; fear is meant
to build common ground among leader and employees. It is about creating a work
environment where leader understands that the tasks at hand have many rooms for
errors. Everyone works together to overcome the challenges, knowing they have the
supports from the leader regardless of the outcome.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>As a leader, you are often told to appear invincible in front
of employees. Being invincible is impossible; you have fears and you can fail,
but you can be courageous about it. By admitting to the employees about how
difficult the obstacles will be and failure is always a possibility, you take
the first step to induce the sense of unity in a team; you are both leader and
part of the working team. The admittance also displays high level of trust,
which encourages employees to do their jobs with higher confidence. If dealing
with fearsome challenges is not a scary thing to do, the workplace becomes more
comfortable environment too.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><i style="mso-bidi-font-style: normal;"><o:p> </o:p></i>In the eyes of the employees, you are a realistic leader who
understands the difficulties they may encounter. The admittance, in addition to
being a sign of trust, demonstrates readiness at the same time. In short trust
and readiness are the natural byproduct of the fear you have.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><i style="mso-bidi-font-style: normal;"><o:p> </o:p></i><b>Common fear binds the
team together</b></p>
<p class="MsoNormal"><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><o:p> </o:p></i></b>“Leadership by fear” is one sided, meaning only the
employees experience the dreadful feeling while leader exercises the power to
determine the consequences of falling short of expectations. When leader shares
the same feeling, on the other hand, fear turns into a positive attribute that
bounds the team together. Everybody in the team must be on the same page, and
that includes the leader. The fear of failure “as an organization” is a strong
driving force behind effective teamwork. It is always about creating a
collective effort in which everyone contributes to collective success. Individual
accomplishment is appreciated, but it is only a portion of a larger-scale
achievement.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Remember trust if the glue of all relationships. Trust must
be given first to people around you in order to get it. Relationships are
fragile! So, treat each human interaction with kindness and respect. It is
harder to fix relationships that were broken due to use of fear, coercion, or
disrespectful actions. Employees can make mistakes, but it is best to build
loyalty by being loyal to your employee all the time. They will most likely be
loyal to you if you don’t waive in supporting their success. Lead by example.
Be open to new ideas of employees, and always listen with an open mind.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Avoid using fear as part of your leadership style. People
will always remember how you make them feel. Leaders have the biggest influence
over the organization’s culture. When people feel safe to share ideas, take risks
and be their authentic self—free of judgement and fear, then they will most likely
take actions that benefit the organization.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Make good choices and have a great day! Only you get to choose
how you feel about it!</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Thanks so much for reading! Please share this article with someone you care about. <o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p>Dr. Paul Gerhardt is a tenured professor of management. He
is a diversity and leadership well-respected and trusted trainer who helps
organizations get amazing returns on their training investment. Dr. Gerhardt is
the author of several publications available on Amazon.com, including Diversity
at Work, The Diversity King; Leadership Lucy and the Leadership Handbook.
Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity
training at your organization. Most organizations find that diversity and
leadership training by the right trainer yields a significant instant return on
investment. You can get your FREE COPY of the Leadership Handbook by clicking
this link: <a href="http://bit.ly/LeadershipHandbook">http://bit.ly/LeadershipHandbook</a></p><p class="MsoNormal"><o:p></o:p></p>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com1tag:blogger.com,1999:blog-3151991428271444509.post-48893514715137642482019-09-21T11:13:00.000-07:002019-09-21T11:13:15.885-07:00Communication-Conflict-Coaching-Workbook<div class="separator" style="clear: both; text-align: left;">
<a href="https://1.bp.blogspot.com/-QVGM5qERHtU/XYZnzfor6DI/AAAAAAAAAic/ZY7qeF63eek1hHJJqM4SnCmZ86frd2PXgCLcBGAsYHQ/s1600/3Dcommunication%252520coaching%252520and%252520conflict-Workbook-.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1068" data-original-width="1600" height="213" src="https://1.bp.blogspot.com/-QVGM5qERHtU/XYZnzfor6DI/AAAAAAAAAic/ZY7qeF63eek1hHJJqM4SnCmZ86frd2PXgCLcBGAsYHQ/s320/3Dcommunication%252520coaching%252520and%252520conflict-Workbook-.jpg" width="320" /></a></div>
<br />
This is your complete step-by-step guide to effective communication, conflict management, and coaching as an organizational leader and supervisor. Use this workbook to read about what it takes to help people understand what is needed more effectively, to understand how to support employees better, and to be an effective coach for employees.<br />
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This book shares everything you need to know about helping employees reach their peak potential and is based upon the latest research and models. Read the short lessons, reflect, then build your skills by doing the short writing assignments at your own convenience.
This is perhaps the greatest tool ever developed to help leaders and employer of all-levels develop the much-needed communication, conflict management, and coaching skills that inspires people, lower employee turnover, and builds trust.<br />
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Most people think they are good communicators. However, most problems occur because someone does not know what they do not know. In fact, it takes many times the time, effort and expenses to fix the damage done by poor communication than it does to communicate properly in the first place.
A major benefit of coaching training for leaders is how the program helps them move away from the traditional “command and control” approach and switch to “watch and learn” method in leadership. At the end of the training, leaders are expected to be able to recognize and point out employees’ strength and weaknesses. Based on that preliminary assessment, leaders have the knowledge to devise plans or methods that may improve employees’ specific skill set.
Effective communication also means effective utilization of organizational resources. Good communication skill eliminates the needs to have unnecessary meetings, project revisions, and postponed completion due to obscure targets or expectations. Streamlined communication is more than just a nice thing to have in an organizational life; it is a thing of utmost importance that sets the difference between inefficient and professional workplace.<br />
<br />
Conflict is one of those things that many people fear or avoid. Scholars agree that managing conflict can be a healthy way of illuminated new ideas and helping team members work better together to bring more efficiency creativity and effectiveness to the workplace. Conflict management can be easily defined as leader’s (or organization’s) abilities to deal with employees, projects, and management issues among them. Just like leadership, conflict management is a skill anybody can acquire through both training program and experiences.<br />
<br />
Become an expert of effective communication, conflict management and coaching with the help of the lessons in this step-by-step approach to leadership skill development.
This workbook breaks down key concepts in plain easy-to-read and easy-to-follow lessons to help you grow your leadership skills. Read the short lessons, reflect, then build your skills by doing the short writing assignments at your own convenience.
<br />
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<br />SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com106tag:blogger.com,1999:blog-3151991428271444509.post-28568421814419394722019-07-21T17:51:00.000-07:002019-09-09T09:11:54.797-07:00Emotional-Intelligence-Book<h2><b><a href="http://www.lulu.com/shop/paul-gerhardt-phd/emotional-intelligence/paperback/product-24181243.html" target="_blank">Emotional Intelligence Skills Workbook</a></b></h2><div class="separator" style="clear: both;"><a href="https://1.bp.blogspot.com/-a6IDm3KA51k/XTUDAlA_gqI/AAAAAAAAAeM/EFgLQ-cFrZoltHjH46az4Q8A-GtFwd9nACLcBGAs/s1600/Cover_EmotionalIntelligence.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="1600" data-original-width="1223" height="400" src="https://1.bp.blogspot.com/-a6IDm3KA51k/XTUDAlA_gqI/AAAAAAAAAeM/EFgLQ-cFrZoltHjH46az4Q8A-GtFwd9nACLcBGAs/s400/Cover_EmotionalIntelligence.jpg" width="305" /></a></div><br />The best book on emotional intelligence skill building available! Based upon the latest research, this is perhaps the greatest tool ever developed to help leaders and employer of all-levels develop the much-needed emotional intelligence skills needed to develop better relationships, manage potential conflict, lower employee turnover, and build trust. This workbook breaks down key concepts in plain easy-to-read and easy-to-follow lessons to help you grow your emotional intelligence skills. Read the short lessons, reflect, then build your skills by doing the short writing assignments at your own convenience. <a href="http://www.lulu.com/shop/paul-gerhardt-phd/emotional-intelligence/paperback/product-24181243.html" target="_blank"><b style="background-color: white;"><span style="color: blue;">Buy This Book Now</span></b></a><br /><b>ISBN: </b>978-0-359-80466-5<br /><b>Pages: </b>124<br /><b>Published:</b> 2019<br /><br /><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen='allowfullscreen' webkitallowfullscreen='webkitallowfullscreen' mozallowfullscreen='mozallowfullscreen' width='320' height='266' src='https://www.blogger.com/video.g?token=AD6v5dze2uiWzVbh7dgzj4Drhmrl5VVVOK-DNY_kHenDC0vukmuiQlhn2T3jkIJK-4ftu_kgrGUBbQa3Sket-ElpjA' class='b-hbp-video b-uploaded' frameborder='0'></iframe></div>SupervisionEssentialshttp://www.blogger.com/profile/10755495492266556407noreply@blogger.com2