Performance review are for self-promotion
It’s time of the year again – managers are scheduling performance reviews, which will form the basis for determining salary increases.
In the modern workplace this should no longer be a one-way discussion with employer telling the employee what he or she does right or wrong and how this will affect his/ her raise.
Employee should view it as an opportunity to persuade the employer that he/she is s valuable asset to the company and argue for a good increase.
Feeling a bit bashful? This is no time for shyness. The performance review is one of the few places where it is acceptable to promote yourself. The salary negotiations meeting can be divided into roughly three phases; Preparation, The discussion and The close.
Prepare for launch
Before you go into the meeting make sure you know the facts and know what you want. If you are asking for a substantial raise, be aware of what your peers in the industry are earning. Take a look at your strong and weak points, and focus on what you contribute to the company. This will form the basis of your argument.
After you have done your research be sure to rehearse your argument. “Before you negotiate, know exactly what you and ready to articulate your position; a negotiating meeting is no place to figure out the terms that are acceptable to you,” sais Eric Adams in The art of Business; Learn to Love Negotiating.
Next, it is advised that you choose the right person to talk to. Be sure to address someone who possesses decision-making power.
Choose the right time , especially if you intend to ask for a raise outside of a performance review. Every company has its financial ups and downs. Asking for a huge increase when money is tight is not advisable.
Talk the talk - Money talk
Now we get down to the nitty gritty of persuasive skills. When you are negotiating , remember the following ;
· Firstly, assess the person at the other side of the table and adapt your communication style accordingly.
· Be sure to communicate steadily, with a calm tone of voice and a relaxed demeanor.
· Be enthusiastic and use evocative language - -studies have shown that people respond positively to enthusiasm. Start the discussion with a positive statement that emphasizes your commitment to the company’s goals as well as your excitement about the company’s future.
· This is not the time to be humble. If you don’t believe in yourself and in your argument there is no reason for your employer to do so. Practice being assertive; state your accomplishments, focus on your successes as an employee.
· Be specific, argued Marshall Loeb of Markert Watch. “Back up your list with numbers and facts. Before-and –after comparisons are useful- bosses tend to have selective memories.”
· Be to the point, “Be clear and concise about your accomplishments because we’re living in a sound-bite society,” Argued career coach Lori Davila.
· Make sure to be very straightforward about what you want.
· State the salary that you would like to earn and do so without apology. Also be sure to “open high’, as Adams puts it. Go into the negotiations with an exact, albeit realistic, idea of the minimum and maximum increase your are looking for but never mention the minimum. Ask for the maximum and then negotiate from there.
· Be truthful. This is also not the time to embellish. Sooner or later you will be found out.
Salary negotiations should be viewed as a discussion not a contest. Be prepared for resistance to your argument but don’t take it as a personal rejection.
Always remember that you will be working with this person after the negotiation have finished. Don’t become aggressive, rather try to focus on common ground and understand your superior’s position by asking questions. Strive to create a win – win situation.
The close
When it looks like you and your employer have reached an agreement, move in for the close. Be persistent about what you want but also try to be flexible. One of the most important aspects of negotiations is knowing when to walk away. When negotiations come to a close, stop selling immediately.
If you persist in assuring your employer after negotiations have concluded it will make you look unsure of yourself and cause the superior to doubt your competence.
Finally, if you have reached an understanding, be sure to commit the verbal agreement to writing to make it official.
Tuesday, June 24, 2008
Monday, June 16, 2008
WORK YOUR WAY AROUND (OFFICE) POLITICS
The key is not to ignore it but to be aware of it – and the office troublemakers.
How do you navigate office politics without becoming an outsider?
To put it quite simply; “Nobody exists in an atmosphere where everybody agree.” This according to Professor Allan Cohen, author of Influence Without Power.
The fact of the matter is that if you work in an office with more than three co-workers, chances are that you’ve had a brush with office politics. According to the career guidance company, Professor Resume, office politics are inevitable because people will “attempt to use power to gain favour and influence with management and superiors”.
The trouble is that the disagreements and dissent that come from workplace politics can affect the whole company and decrease productivity and morale.
It is dangerous to completely ignore office politics because there might come a day when you are the victim of an unfair promotion or undermining rumour. The key, therefore, is actually not to ignore it but to be aware of it - and troublemakers – without distancing yourself and become the office outsider.
Handling gossips
Granted, this is easier said than done, especially if you are newly appointed and have yet to make friends.
It is often the case that because the gossip is always looking for an audience, they are also the first to extend the hand of friendship.
The trouble is that gossip have a away of poisoning working relations between co-workers. And even if you are only seen listening to the gossip-monger, , your silence might be construed as approval.
Instead, the key is to make it clear that you are not interested in discussing your colleagues, their performance or personal lives.
If your co-worker starts to discuss any of these topics or complain about a superior, ask them if they have taken the matter up with person involved and inform them that you have no wish to talk about this colleague behind his or her back.
Beware of cliques
Employees gravitate towards colleagues who share their interests and , most importantly their opinions.
Be wary of being pulled into a cliques – before you know it, you might be part of group gossips, malcontents or troublemakers.
Instead, treat everyone you meet with respect and try to align yourself with the moderate groups.
Remain neutral
If a workplace disagreement or argument develops and you are in some way involved, do your best to gather both sides of the story and not to make premature judgments.
Set boundaries
Keep your personal life that – personal. As harsh as this may seem, confiding in colleagues (unless they are close and trusted friends) about your personal problems may come back to haunt you as the information may be used against you.
Keep communication honest
If you have a problem with a co-worker, discuss it with them as soon as possible.
Treat everyone you encounter with the same degree of respect no matter what their reputation in the workplace might be. Remember that many can be as wrong as one , so do not ostracize a certain co-worker just because many of your colleagues do.
No matter what a person may or may not have done, everybody deserves to be treated with respect.
Focus on the job at hand
Safeguard your reputation by striving for excellence in your work. It is also true that your colleagues will mind less the fact that you are not that interested in office politics if they see that you are intent on shouldering your weight.
On the other hand , try to be a team player. Don’t act superior to your co-workers.
Be open for new ideas and be ready to bring your part and share the credit with the people you work with . Few actions invites as much back-bitting and hostility as the employee who ruthlessly climbs his ambitious way to the top ignoring the co-workers who work by his or her side.
How do you navigate office politics without becoming an outsider?
To put it quite simply; “Nobody exists in an atmosphere where everybody agree.” This according to Professor Allan Cohen, author of Influence Without Power.
The fact of the matter is that if you work in an office with more than three co-workers, chances are that you’ve had a brush with office politics. According to the career guidance company, Professor Resume, office politics are inevitable because people will “attempt to use power to gain favour and influence with management and superiors”.
The trouble is that the disagreements and dissent that come from workplace politics can affect the whole company and decrease productivity and morale.
It is dangerous to completely ignore office politics because there might come a day when you are the victim of an unfair promotion or undermining rumour. The key, therefore, is actually not to ignore it but to be aware of it - and troublemakers – without distancing yourself and become the office outsider.
Handling gossips
Granted, this is easier said than done, especially if you are newly appointed and have yet to make friends.
It is often the case that because the gossip is always looking for an audience, they are also the first to extend the hand of friendship.
The trouble is that gossip have a away of poisoning working relations between co-workers. And even if you are only seen listening to the gossip-monger, , your silence might be construed as approval.
Instead, the key is to make it clear that you are not interested in discussing your colleagues, their performance or personal lives.
If your co-worker starts to discuss any of these topics or complain about a superior, ask them if they have taken the matter up with person involved and inform them that you have no wish to talk about this colleague behind his or her back.
Beware of cliques
Employees gravitate towards colleagues who share their interests and , most importantly their opinions.
Be wary of being pulled into a cliques – before you know it, you might be part of group gossips, malcontents or troublemakers.
Instead, treat everyone you meet with respect and try to align yourself with the moderate groups.
Remain neutral
If a workplace disagreement or argument develops and you are in some way involved, do your best to gather both sides of the story and not to make premature judgments.
Set boundaries
Keep your personal life that – personal. As harsh as this may seem, confiding in colleagues (unless they are close and trusted friends) about your personal problems may come back to haunt you as the information may be used against you.
Keep communication honest
If you have a problem with a co-worker, discuss it with them as soon as possible.
Treat everyone you encounter with the same degree of respect no matter what their reputation in the workplace might be. Remember that many can be as wrong as one , so do not ostracize a certain co-worker just because many of your colleagues do.
No matter what a person may or may not have done, everybody deserves to be treated with respect.
Focus on the job at hand
Safeguard your reputation by striving for excellence in your work. It is also true that your colleagues will mind less the fact that you are not that interested in office politics if they see that you are intent on shouldering your weight.
On the other hand , try to be a team player. Don’t act superior to your co-workers.
Be open for new ideas and be ready to bring your part and share the credit with the people you work with . Few actions invites as much back-bitting and hostility as the employee who ruthlessly climbs his ambitious way to the top ignoring the co-workers who work by his or her side.
Monday, June 2, 2008
ARE YOU BEING MICROMANAGED?
Ask your boss why he or she hovers over you
Have ever come across a helicopter boss? The type of manager who hovers around you to make sure you’re doing the job right.
You know the type ; the sort of boss who is always looking over your shoulder. These micromanagers hand out work, only to take over the reins after a short while , convinced that things won’t get done unless they get involved personally.
The hover boss can be identified by the need to be constantly informed of every little detail regarding every project. They also tend to have unrealistic expectations, which makes it hard to satisfy them, which, in turn, just reinforces their belief that the “ hands on” approach is the only way to get things done.
Sound familiar?
Before you get all riled up, let’s take a look at some of the possible reasons for such behavior. It could be that your manager is still new at the job and has not yet mastered the finer points of delegation.
Often , micromanagers simply have a controlling type of personality or are perfectionalist. These kinds of people often have very high expectations of themselves. They project these expectations onto those around them. Another reason might be that the managers in question are under substantial pressure from their superiors, which results in them trying to control everything in order not to disappoint their expectations.
And then, of course, you get the managers who need to control everything because of their feelings of insecurity. Though it helps to understand what your manager’s motivations are, should you be in this unfortunate position, the truth is that the only solution to the problem lies in your own actions;
To start with, it might be wise to take a good , hard look at yourself. Could it be that your performance merits constant inspection? Are you performing at the expected level? Do you meet your deadlines in a timely manner?
Confronting your boss about being a “ control freak” will get you nowhere if it can in fact be shown that the problem lies with your attitude or the quality of work.
If you’re convinced that your work does not merit questioning, it is suggested you simply talk to your boss. Take the time to ask why he or she monitor your work so closely. Are there areas where you need to improve?
It might help to explain that you are feeling unhappy because you’re getting the chance to grow and acquire new skills.
Emphasize the fact that you are confident in your abilities and that you would like the opportunity to finish certain tasks on your own.
Now is the time to improve yourself. Aristotle said excellence is not an act but a habit. Strive for excellence in all your endeavors. Go the extra mile and make sure your superior is made aware of your achievements.
They key to handling managers who need to be informed of everything is to provide. If they wants updates then you give them updates.
Check your attitude . It won’t help your case if you get defensive around your boss. Remember that they are still your superior, even if you don’t agree with their management style.
Choose your path. In the end , everything boils down to the choices you make.
If you’ve tried everything to convince your boss to give you some leeway with no light at the end of the tunnel, then it might be time to request a transfer of start looking for a new job elsewhere.
Have ever come across a helicopter boss? The type of manager who hovers around you to make sure you’re doing the job right.
You know the type ; the sort of boss who is always looking over your shoulder. These micromanagers hand out work, only to take over the reins after a short while , convinced that things won’t get done unless they get involved personally.
The hover boss can be identified by the need to be constantly informed of every little detail regarding every project. They also tend to have unrealistic expectations, which makes it hard to satisfy them, which, in turn, just reinforces their belief that the “ hands on” approach is the only way to get things done.
Sound familiar?
Before you get all riled up, let’s take a look at some of the possible reasons for such behavior. It could be that your manager is still new at the job and has not yet mastered the finer points of delegation.
Often , micromanagers simply have a controlling type of personality or are perfectionalist. These kinds of people often have very high expectations of themselves. They project these expectations onto those around them. Another reason might be that the managers in question are under substantial pressure from their superiors, which results in them trying to control everything in order not to disappoint their expectations.
And then, of course, you get the managers who need to control everything because of their feelings of insecurity. Though it helps to understand what your manager’s motivations are, should you be in this unfortunate position, the truth is that the only solution to the problem lies in your own actions;
To start with, it might be wise to take a good , hard look at yourself. Could it be that your performance merits constant inspection? Are you performing at the expected level? Do you meet your deadlines in a timely manner?
Confronting your boss about being a “ control freak” will get you nowhere if it can in fact be shown that the problem lies with your attitude or the quality of work.
If you’re convinced that your work does not merit questioning, it is suggested you simply talk to your boss. Take the time to ask why he or she monitor your work so closely. Are there areas where you need to improve?
It might help to explain that you are feeling unhappy because you’re getting the chance to grow and acquire new skills.
Emphasize the fact that you are confident in your abilities and that you would like the opportunity to finish certain tasks on your own.
Now is the time to improve yourself. Aristotle said excellence is not an act but a habit. Strive for excellence in all your endeavors. Go the extra mile and make sure your superior is made aware of your achievements.
They key to handling managers who need to be informed of everything is to provide. If they wants updates then you give them updates.
Check your attitude . It won’t help your case if you get defensive around your boss. Remember that they are still your superior, even if you don’t agree with their management style.
Choose your path. In the end , everything boils down to the choices you make.
If you’ve tried everything to convince your boss to give you some leeway with no light at the end of the tunnel, then it might be time to request a transfer of start looking for a new job elsewhere.
Saturday, May 24, 2008
IS IT ALWAYS YOUR BOSS WAY OR THE HIGHWAY?
Assertive communication is more effective than being aggressive.
Meet JOE. He occupies a position as manager, though many think he’s not equipped for the job.
His colleagues secretly refer to him as “the bulldozer” referring to his habit of steamrolling over others’ ideas and dominating any conversation or debate he enters.
Though his approach gets things done, the employees in JOE’s department tend to be nervous and unhappy , seeing as his “my way or the highway” perspective leaves little room for their opinions and needs.
During the course of one’s career it’s almost unavoidable to run into someone who suffers from JOE’s aggressive disposition.
The challenge – especially for women in the workplace, who sometimes choose to emulate the behaviour of men in senior positions, - is to learn the difference between aggressive and assertive communication, the latter of which is endlessly more rewarding.
Assertive communication, according to Lee Hopkins of the Hopkins Business Communication Training Group, is defined as “the ability to express positive and negative ideas and feelings in an open, honest and direct way”. The foundation of this style of communication is respect for your own and other people’s rights. Aggressive communication, in contrast, cares little for the rights and needs of other people.
Mark Frazer-Grant, a partner at Siyadala People Development, who focuses on coaching employees and developing leadership, believes the difference between these two styles “depend on where you are coming from”
“Real assertiveness is where you are very aware of the context of the situation, of why you need to be assertive – because it gets the job done or is efficient, for example. A common mistake is that people feel they should present themselves as assertive in order to impress. That is not a good place to be in.
“People tent also to become aggressive,” he continue, “ when they perceive that others do not support their point of view. Their ego or identity gets offended and they start responding in an aggressive way.
“Assertive communication is a calm confidence; it’s knowing where you are coming from. When faces with differing opinions, you still put energy and passion into your voice while at the same time telling the person that you are not convinced or buying into their strategy”
According to Hopkins, people “often feel vulnerable or unsure” of themselves, leading them to “resort to submissive, manipulative or aggressive behaviour” Key factors in the choices people make regarding communication behaviour styles are their levels of self-esteem and their approach to conflict.
Low self-esteem and a congruent need to avoid conflict can lead to employees becoming aggressive , submissive or passive-aggressive, all of which can create a negative atmosphere.
“A lack of assertiveness can lead to a very negative vibe. People may choose passive-aggressive, whereby they pretent to be submissive but instead plan to sabotage the person or project. This is a very unhealthy attitude but know it happens” said Frazer-Grant.
Taking the passive route and avoiding all conflict may lead to an employee being stepped on or taken advantage of on a regular basis. The other extreme, aggressive behaviour, leads to colleagues feeling threatened and dominated and can generate feeling of hostility towards the aggressive colleague.
Frazer-Grant acknowledged that the latter approach is common in many companies, with the added problem that female employees on the rise sometimes absorb the aggressive behaviour of their male superiors.
“It is true that – in some cases male managers are not really that skilled. They got this by choosing aggressive rather than assertive bahaviour . It is also true that these managers may become role models for female employees, who see that the managers get away with it and decide that’s the way to go”.
It should be clear , however, that the negative consequences of aggressive communication far outweigh the immediate results this approach may generate.
The advantages of assertive communication, on the other hand , are endless. According to Hopkins, it leads to the development of mutual respect between employees, it increases self-esteem and promotes the achievement of goals. Additionally, it increases a selaxed supportive atmosphere in the workplace, seeing as employees can share their opinions without reservations.
Meet JOE. He occupies a position as manager, though many think he’s not equipped for the job.
His colleagues secretly refer to him as “the bulldozer” referring to his habit of steamrolling over others’ ideas and dominating any conversation or debate he enters.
Though his approach gets things done, the employees in JOE’s department tend to be nervous and unhappy , seeing as his “my way or the highway” perspective leaves little room for their opinions and needs.
During the course of one’s career it’s almost unavoidable to run into someone who suffers from JOE’s aggressive disposition.
The challenge – especially for women in the workplace, who sometimes choose to emulate the behaviour of men in senior positions, - is to learn the difference between aggressive and assertive communication, the latter of which is endlessly more rewarding.
Assertive communication, according to Lee Hopkins of the Hopkins Business Communication Training Group, is defined as “the ability to express positive and negative ideas and feelings in an open, honest and direct way”. The foundation of this style of communication is respect for your own and other people’s rights. Aggressive communication, in contrast, cares little for the rights and needs of other people.
Mark Frazer-Grant, a partner at Siyadala People Development, who focuses on coaching employees and developing leadership, believes the difference between these two styles “depend on where you are coming from”
“Real assertiveness is where you are very aware of the context of the situation, of why you need to be assertive – because it gets the job done or is efficient, for example. A common mistake is that people feel they should present themselves as assertive in order to impress. That is not a good place to be in.
“People tent also to become aggressive,” he continue, “ when they perceive that others do not support their point of view. Their ego or identity gets offended and they start responding in an aggressive way.
“Assertive communication is a calm confidence; it’s knowing where you are coming from. When faces with differing opinions, you still put energy and passion into your voice while at the same time telling the person that you are not convinced or buying into their strategy”
According to Hopkins, people “often feel vulnerable or unsure” of themselves, leading them to “resort to submissive, manipulative or aggressive behaviour” Key factors in the choices people make regarding communication behaviour styles are their levels of self-esteem and their approach to conflict.
Low self-esteem and a congruent need to avoid conflict can lead to employees becoming aggressive , submissive or passive-aggressive, all of which can create a negative atmosphere.
“A lack of assertiveness can lead to a very negative vibe. People may choose passive-aggressive, whereby they pretent to be submissive but instead plan to sabotage the person or project. This is a very unhealthy attitude but know it happens” said Frazer-Grant.
Taking the passive route and avoiding all conflict may lead to an employee being stepped on or taken advantage of on a regular basis. The other extreme, aggressive behaviour, leads to colleagues feeling threatened and dominated and can generate feeling of hostility towards the aggressive colleague.
Frazer-Grant acknowledged that the latter approach is common in many companies, with the added problem that female employees on the rise sometimes absorb the aggressive behaviour of their male superiors.
“It is true that – in some cases male managers are not really that skilled. They got this by choosing aggressive rather than assertive bahaviour . It is also true that these managers may become role models for female employees, who see that the managers get away with it and decide that’s the way to go”.
It should be clear , however, that the negative consequences of aggressive communication far outweigh the immediate results this approach may generate.
The advantages of assertive communication, on the other hand , are endless. According to Hopkins, it leads to the development of mutual respect between employees, it increases self-esteem and promotes the achievement of goals. Additionally, it increases a selaxed supportive atmosphere in the workplace, seeing as employees can share their opinions without reservations.
Thursday, May 15, 2008
IS YOUR BOSS A NASTY PIECE OF WORK?
What to do when the top dog won't wag its tail at you.
NOBODY likes conflict or confrontation. The fact, however , is that it is part of human experience and therefore also part of the workplace. While conflict with a colleague can generally be sorted out at the water cooler, conflict with your superior is quite another matter. So, what do you do when you and your Boss don't see eye to eye at all?
Take a break
Take a deep breath and a minute. Conflict and confrontation are frightening and tend to trigger the fight or flight response. It is important to do neither. When handled in a contructive manner, conflict can have a positive outcome.
It is important not to succumb to the "fight" response when confronted with, for example, unexpected and harsh criticism from your Boss. Even if you are being shouted at in front of other people-which one should hope is not the case in this day and age- resist the impulse to jump in with your own accusations. Instead, take a break from the situation. Acknowledge what your Boss has said but try to give yourself some time to think the matter over before you take it any further. Joyce Lain Kennedy, author of Resumes for Dummies, argues: "No one does his best thinking on an adrenaline rush. You will have more power and better strategy the next day when the shock has worn off"
Think before you react
Learn how to rationally consider the problem. Give some thought to what may have given rise to the situation. Maybe you have made an error. Could it be that you and your Boss had different expectations from a project or different ideas of how it should have been executed? Perhaps you simply come from different background, which make it difficult for you to understand each other.
Arrange a meeting
When you have thought it through, approach your superior to arrange a meeting where the two of you can discuss the problem and seek out possible solutions. The goal is to communicate. This means that you need to talk with your Boss, not at him or her. Take the time to give your perspective of the problem. When you are done, ask your superior what he or she thinks and make sure you really listen. Try to stick to the matter at hand and run through every problem that you have ever encountered.
Consider the options
The next step is to consider various solutions to the problem. The key is to focus on a common goal and to work from there and develop a practical plan for the future.
If you and your superior truly and violently disagree, it may be helpful to approac an informed but unbias outsider to act as a mentor in the resolution phase of thr problem.
According to the Centre for Creative Leadership, there are advantages in the positive resolution of conflict bethween co-workers.
It can clear the air as well as expose underlying issues. Actively trying to resolve conflict by communication creates an open environment, a place where people feel free to innovate and to share their ideas and opinions.
Of course, the the reality is that just as there are unequiped employees in the workplace, there are unequiped leaders as well. If you have the misfortune of working for a "bad Boss" (a bully , a temper queen or a micro-manager who never lets you do anything on your own), then consider the following advice from conflict experts.
Strive for excellence in your job so that your Boss has to struggle to find aspects of your work to criticise. Protect yourself by documenting everything you do and by making sure others know of the work you have done , even if it means copying communigues and forwarding them to your Boss's superior. Keep your attitude towards your superior professional at all times."Know the difference between not liking your Boss and being professional," advice Tristan Loo in the book,
How to Deal with Difficult Boss. Be open and honest. Try to see the interaction with your Boss as a discussion rather than a confrontation and iam to alin your body lanuage with this goal in mind-keep it slow and steady, even if you want to rant and rave. Lastly, if things really et impossible, ask for help. Human resources manager are trained to handle these types of situations
NOBODY likes conflict or confrontation. The fact, however , is that it is part of human experience and therefore also part of the workplace. While conflict with a colleague can generally be sorted out at the water cooler, conflict with your superior is quite another matter. So, what do you do when you and your Boss don't see eye to eye at all?
Take a break
Take a deep breath and a minute. Conflict and confrontation are frightening and tend to trigger the fight or flight response. It is important to do neither. When handled in a contructive manner, conflict can have a positive outcome.
It is important not to succumb to the "fight" response when confronted with, for example, unexpected and harsh criticism from your Boss. Even if you are being shouted at in front of other people-which one should hope is not the case in this day and age- resist the impulse to jump in with your own accusations. Instead, take a break from the situation. Acknowledge what your Boss has said but try to give yourself some time to think the matter over before you take it any further. Joyce Lain Kennedy, author of Resumes for Dummies, argues: "No one does his best thinking on an adrenaline rush. You will have more power and better strategy the next day when the shock has worn off"
Think before you react
Learn how to rationally consider the problem. Give some thought to what may have given rise to the situation. Maybe you have made an error. Could it be that you and your Boss had different expectations from a project or different ideas of how it should have been executed? Perhaps you simply come from different background, which make it difficult for you to understand each other.
Arrange a meeting
When you have thought it through, approach your superior to arrange a meeting where the two of you can discuss the problem and seek out possible solutions. The goal is to communicate. This means that you need to talk with your Boss, not at him or her. Take the time to give your perspective of the problem. When you are done, ask your superior what he or she thinks and make sure you really listen. Try to stick to the matter at hand and run through every problem that you have ever encountered.
Consider the options
The next step is to consider various solutions to the problem. The key is to focus on a common goal and to work from there and develop a practical plan for the future.
If you and your superior truly and violently disagree, it may be helpful to approac an informed but unbias outsider to act as a mentor in the resolution phase of thr problem.
According to the Centre for Creative Leadership, there are advantages in the positive resolution of conflict bethween co-workers.
It can clear the air as well as expose underlying issues. Actively trying to resolve conflict by communication creates an open environment, a place where people feel free to innovate and to share their ideas and opinions.
Of course, the the reality is that just as there are unequiped employees in the workplace, there are unequiped leaders as well. If you have the misfortune of working for a "bad Boss" (a bully , a temper queen or a micro-manager who never lets you do anything on your own), then consider the following advice from conflict experts.
Strive for excellence in your job so that your Boss has to struggle to find aspects of your work to criticise. Protect yourself by documenting everything you do and by making sure others know of the work you have done , even if it means copying communigues and forwarding them to your Boss's superior. Keep your attitude towards your superior professional at all times."Know the difference between not liking your Boss and being professional," advice Tristan Loo in the book,
How to Deal with Difficult Boss. Be open and honest. Try to see the interaction with your Boss as a discussion rather than a confrontation and iam to alin your body lanuage with this goal in mind-keep it slow and steady, even if you want to rant and rave. Lastly, if things really et impossible, ask for help. Human resources manager are trained to handle these types of situations
Saturday, April 12, 2008
WHO IS YOUR BOSS................
- IS IT ALWAYS YOUR BOSS' WAY OR THE HIGHWAY????????????
- IS YOUR BOSS A NASTY PIECE AND PART OF A FURNISHER AT YOUR WORKPLACE????????
- IS YOUR BOSS MICROMANAGING OR HOVERING OVER YOU????????
A LASTING SOLUTIONS HAVE BEEN FOUND......................................................................
WATCH THIS SPACE.....................................................................................................................
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