Tag: leadership

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5 Smart, Effective Ways to Protect Yourself from Negativity

Negativity affects your life on every level. It has the power to ruin relationships, decrease work performance, and increase stress levels. Negativity in the workplace can be extremely toxic for the team and the culture of the organization. It can also spread throughout the organization, not taking long before it flows throughout; you might soon find yourself feeling negative about your work by just listening to negative comments day-after-day.

The good news is that you can fight it by changing your mindset. You do get the choice for where you place your thoughts. It’s important to understand that the longer you keep thinking them, the harder it can be to change them. But there are many techniques to do so.

Not sure where to start? Check out these smart, effective ways to protect yourself from negativity:

Don’t Take It Personally

Most people act in a certain way based on their previous experiences and current circumstances. Perhaps someone took credit for your colleague’s work in the past, so now he doesn’t trust his team anymore. That doesn’t mean he has something against you. He simply doesn’t trust people in general.

Stop taking things personally. If someone is misjudging you, prove to them that they are wrong. Be kind and authentic rather than stressing over it.

Set Boundaries

No matter how hard you try, you’ll never be able to please everyone. On the contrary – people will always come up with new demands and take advantage of your kindness. That can undermine your self-esteem and keep you from focusing on your priorities.

Learn to say No and set clear boundaries. If someone reacts negatively or tries to hurt you, move on. That person isn’t worth your time or attention.

A true friend will understand that you have other things to do and that you’re not available around the clock. I find that most people know they are crossing a boundary and don’t get as upset as we think they might. If you believe they will, ask the question “Do I know this to be absolutely true?” You can’t say yes to that question (or any, for that matter).

Adopt a Positive Mindset

Be grateful for what you have and then seek ways to achieve more. Start a gratitude journal and write a few things every day. That will reinforce positive thinking patterns and reduce negativity. Be sure to be grateful, and appreciate, not only things in your life, but for you – your strengths, skills, aptitudes, and the like, which will raise you esteem and you can focus on your needs and desires.

Your positive attitude will also inspire others and strengthen your relationships. The more you focus on the good in your life, the more opportunities will arise.

Find Solutions, Not Problems

Most people tend to focus on the problems they are facing instead of actively seeking solutions. That results in feelings of guilt and dissatisfaction. Our brains have this way of only focusing on the problem the more those thoughts are given.

Whenever you have a problem, take the steps needed to solve it. Sit down and write out possible solutions that would resolve any problems you have; the brain will work towards getting it. The longer you wait, the more obstacles you’ll face along the way.

Stay away from people who make a drama out of everything. They’re only wasting your time and energy. Their negativity will affect you sooner or later.

Surround yourself with positivity. Build relationships with people who encourage and support you. It is said that we are the product of our environment which includes those around us; expand your realm and put up boundaries on those who deplete you.

Remember that people don’t care that much about what you say or do. Focus on whatever makes you happy and stop feeding the negativity around you. Once you take these steps, you’ll be happier and see new opportunities that you’d otherwise have missed.

 

 

 

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Leaders: Creating a Happier Workplace Culture

We all want to be happy; however, many struggle with maintaining this state. No truer is this statement than in the workplace where many drudge along and don’t seem to find any positives in their work environment.
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Workers want to go to an organization that is relaxed, fun, open, i.e happy. They don’t want to go to a place that is drab and dreary, or no fun.
How can a leader develop a happier workplace culture? While there are many ways, it really has to start at the top. If the leader is not happy, or portrays being that way, it can demotivate workers to even try. People follow a leader who is like them and makes them feel part of the team. Also, a leader who is willing to create a positive work environment will inspire workers to follow.
Here are 5 ways that leaders can create happier workplace cultures:

  1. Be open – this means being available to your people and showing that you’re open to them. Greet them each morning (by name); ask how they are doing on a project; see if they need help, etc. Have an open-door policy so they trust that you are receptive and welcoming. This creates an open environment which leads to inclusion and happier workers
  2. Communicate – communication is so crucial in any relationship so be sure you are conveying relevant information and in a timely manner; have regular meetings with them, as a group and individually, to give and gain (yes, get their) feedback on ideas, problem solutions, on improvements needed, as well as letting them know how they are doing in their job. This leads to less confusion on what needs to be done, as well as progress made, all of which leads to happier workers.
  3. Know your people – get to know your employees on an individual basis, as people with lives outside of work and who have wants and needs to be met. As everything today is ‘how you make me feel,’ being interested in your workers can lead to meeting their needs while building a bond with them, which is what will keep them following your lead. Learn their motivations, the best part of their job, their strengths, their children’s names or favorite sports team – this makes a worker feel special and they feel more satisfied (and happier) with their work.
  4. Recognition – we all want to be recognized for the work we do, so show your employees how their work contributes to organizational goals, including special talents or skills they’ve shown in that work; say thank you, bring bagels or cookies (food is always appreciated), write them a personal note, recognize them in a meeting – I’m sure you get the picture. It’s not how it’s done – just that it is done, and often. Recognized workers = happier workers.
  5. Have fun – do team-building exercises; have a pot luck day, where everyone brings a dish in and eats together; have a theme-day, where workers can wear a color or decorate their office/cube to match; plan a contest, such as guess the baby picture or vote on a favorite joke. This can lessen stressful days and give workers something to look forward to each month, all of which creates happier workers.

These five tips have been heard from individuals I’ve met and interviewed so these are valid and highly desired. Changing a culture isn’t always easy, as the human brain can be resistive even to positives. As a leader, start with one or two – get to know your people and their ideas on creating a happier culture, and ask for their ideas and help; ensure you are communicating the intent for doing so, as well as progress on generated ideas so everyone knows what’s going on to get on board. Soon, you can have a culture that is open, relaxed, and happier all of which leads to more devoted workers and a productive and high-performing culture.
Committed to Your Success Coaching & Consulting focuses on workplace happiness and organizational success. If you need help gaining clarity on your business or career goals, why not get some help – stop the struggle and call today to get started! https://www.cyscoaching.com or barbara@cyscoaching.com.
For more great tips, visit our other blog at https://cysoaching .com

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6 Ways to Deal With a Disrespectful Employee

Do you know how to deal with a coworker or, worse yet, an employee who is disrespectful to you? This would be an employee who feels they can:

  • yell
  • withhold needed information
  • make ‘snarky’ comments
  • refuse to acknowledge you

The workplace today is stress-filled, as workers are dealing with more tasks which are leading to longer hours. It’s also filled with very differing personalities, each with their own perceptions, expectations, and way of working. Putting some of these differing personalities together can be a recipe for disaster.

But does this give someone the right to intrude on others, either in their actions or words? If we entertain that the disrespectful employee is dealing with a personal problem, perhaps an ill family member or having financial difficulties,  it could lead to such behavior. After all, each of us deals with our stressors differently.

However, this does not justify such bad behavior. So how do you deal with an employee who exhibits one of the behaviors listed earlier? Here are some tips for doing so:

  • Document the behavior: remember the rule “if it wasn’t written, it didn’t happen,” so keep a record of the situations as they occur, including:  the day/date, time of day, place occurred, the issue involved, and who else was an observer. Look at the situation from an outsider’s perspective to ‘see’ the bigger picture; we won’t see it when we’re thinking off emotion.
  • Communication is the best route, but when you (as the boss) are calmer; have the employee come to your office to discuss the events as they occurred and to hear their side of the story, asking what led to their adverse behavior (not why), which can uncover the basis for it.
  • Set rules and boundaries: reiterating and reinforcing workplace expectations and policies for insubordination will put the worker on notice, so to speak, so it is mutually understood that there will be repercussions if the adverse behavior occurs again.  Give the employee clear expectations for how they will make improvements, but include them in this plan and, then, have them sign it.
  • Find out what the employee needs to improve in their work to see if you can provide them; for example, if the employee has an ill family member at home then can you allow a staggered shift which would allow help to take over; can the employee take a break if they are feeling at the breaking point. You may not be able to accommodate them but trying goes a long way to feeling cared about.
  • You can refer the employee to seek formal counseling, through the Employee Assistance Program (EAP) your organization contracts with; this can be either formally or informally, meaning that you can recommend them to go or make it mandatory. Both have differing workings as well as expected outcomes. The other option is to put them on formal Performance Improvement Plan (PIP), with formal steps that goes through your Human Resources (HR) department.
  • Be emotionally intelligent (EI)  – you don’t have to respond how the employee might be drawing you in to; you also need to check your own behavior and attitude towards that employee as you may be treating him or her differently or coming across defensive.

Dealing with workplace behaviors is never easy but it needs to be done; remembering that emotions come into play when adverse behaviors occur will go a long way to curbing them, but it also includes being empathetic and setting good boundaries. After all, other employees are being affected in some way, as well so stopping this type of behavior should never be tolerated, and it ends with you.

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Happy Boss's Day – Are You Deserving of the Recognition?

Boss's Day.
Today is Boss’s Day – the day employees have the chance to recognize their leader. But, how many are deserving of this recognition? I’ve already talked to two people who had no clue of what this day mens, as they did not get any kudos, or thanks, by their employees.
Leaders need to ask themselves if they are truly deserving to be recognized for the presence they convey, the clarity they provide on work goals, the inspiration and motivation to perform at a high level, all while being the caring ‘cheerleader’ and mentor to those who report to them. These attributes are what great, no effective leaders convey. These are who people want to work for and follow.
I hope you’re getting the recognition you deserve – that your people will see the goodness and effectiveness you are exuding. Own the role but be the people person they need you to be. You are valued but only if you are truly deserving. Leadership should be worked on daily – consistency is what breeds mastery. Enjoy your day!
Committed to Your Success Coaching & Consulting focuses on workplace happiness and organizational success. If you need help gaining clarity on your business or career goals, why not get some help – stop the struggle and call today to get started! https://www.cyscoaching.com or barbara@cyscoaching.com

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Leaders Set the Tone for the Culture – What's Yours?

Have you ever walked into an establishment, no matter what type, and you instantly felt welcomed and comfortable? Likewise, have you ever walked into an establishment but felt turned off or that there was negative energy going on and couldn’t wait to get out of there fast enough? I have on both counts.
When I look at the environments that are created, or the culture of a business, it leads me back to the person in charge – the leader and how they set the tone for how that business is run as well as the tone they want to convey to not just their workers, but to customers as well. The feeling of the overall organization will trickle down to the departmental level, which then keeps trickling to the end-user. This then lends itself to the brand and how perceived by those entities.
A leader, through their ‘style’ and way they view their role, can be open, welcoming, and believe in their worker’s abilities to do to their job, thus empowering them; or, they can have a style that is punitive and looks at employees as ‘workers,’ who much achieve their numbers and goals, not really caring how or when. It all depends on how one’s perception of what a leader is and traits they possess and want to emulate. Yes, one who assumes a leader role actually gets to decide the type of leader they want to be.
Surprised? I don’t think most people who assume a leader role realize they get to decide what leadership style they want to use to get workers embracing the vision and mission set by the organization. There are many styles to choose from (most based off of research): skills approach, style approach, situational approach, contingency theory, path-goal theory, leader-member exchange, transactional, transformational, authentic, and the newest – servant leader style. Each of these view lead from a different frame which sets the tone for how systems and process are set up and how workers are embraced.
For example, situational leaders will vary their approaches based on the situation at hand, as different approaches are needed in differing situations. An authentic leader is based on a leader being real and genuine, working off of high values. A transformational leader works to know their people and focus on their emotions, values, ethics, motivations, and long-term goals and moving them to using those fully.
It is reliant on anyone in a leadership role, or who wants to move into one, to determine the type of leader they want to be: what are the specific traits you possess and want to convey; the values you want to pass on; how you want to be known for/as by followers; what type of overall tone you want to convey for your workers, i.e. open, relaxed, fun, inclusive, bureaucratic, and the like. Being a leader also applies whether you own your own business, as well as for yourself personally, as we are all leaders in some way, mainly the leaders of our lives.
If you are in a leader role, or desire to, I encourage you to evaluate your leader style and the tone you are setting in your environment. A nice caveat is that you can always amend any behaviors and skills needed to step into those leader shoes you desire and be the leader you envisioned.

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