Category Archives: Business Processes

How to Repair a Damaged Relationship with Your Boss

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Hello, this is Laura Lee Rose – author of the books TimePeace: Making peace with time – and the Book of Answers: 105 Career Critical Situations.   I am a business and efficiency coach that specializes in professional development, career management, time management, and work-life balance strategies.

Today we are going to talk about how to improve your working relationship with your boss.

Everyone wants to work well with their co-workers and boss. But sometimes it’s difficult because of personalities or the way people like to work.

Here are some different strategies to consider:

1) How can you tell if the relationship with your boss is repairable?
The best way to see if the relationship can be repaired is to better understand how you work and how your boss works. Taking a personality test like Opposite Strengths System <http://www.oppositestrengths.com>,or * Myers Briggs* personality test. <http://similarminds.com/jung.html>  provides an objective and 360degree assessment.

By understanding the different way people work and how to better relate to those personalities – you are well on your way to repairing the relationship. Since you cannot change how other people react and respond to you – you will need to be willing to make the change. If you are not willing to put in the effort, then the relationship will not change.

2) What if the relationship cannot be repaired but you don’t want to quit?
The best way to change positions within the company is to start business networking with others in the department or area that you want to move into. Start marketing your expertise in their area by volunteering your services, sending helpful articles that point to solutions or new techniques, present Brown Bag Lunch talks on topics of interest, ask to be mentored/coach by others in the other departments, take others to lunch to find out about other opportunities in their area, and schedule an appointment with your HR representative for additional ideas.

Okay – after some soul-searching; you have decided to repair the relationship.  What now?

Here are some quick steps:

1) Acknowledge your part in the broken relationship. Make improvements in your performance, stay positive; don’t place him/her in difficult situations; bring solutions to problems; be open to feedback; don’t take things personally, do what you say you would do and keep him/her in the loop when you can not accomplish it and always stay calm and professional (that means no drama)

2) Understand your boss’ point of view: Go the extra mile; anticipate his/her needs; protect his/her time; and  understand his/her communication
preferences,

3) Focus on your shared/common goals and interests. Includes some personal interchange. Get to know them a little and give your boss the benefit of the doubt.  Another good reference book is Don Ruiz book “The Four Agreements.”.  This is a great personal and professional relationship manual.

4) Tommy Thomas, PhD  and leader in the Opposite Strength System suggests the following:  To improve your relationship with your manager, the main point to remember is to have an attitude of equality. The mistake most people make in their relationships with people they report to is that they confuse the authoritative position that the manager has in the organization with the value the manager has as a person.

So be sure to blend respect for the manager’s position and authority with conveying an attitude of equality.

The IT Professional Development Toolkit, goes into the who, what, where, when, why and how to accomplish all of the above..  For more information about the toolkit, please go to my website at www.lauraleerose.com

For more information about Opposite Strengths System and relationships, check out Tommy’s Relationship Guide. This is a report that will give you detailed, specific coaching on how to approach your manager based on who you are and who your manager is and do so with an attitude of equality. Go to http://www.oppositestrengths.com to learn more.

Try it and let me know what you think.

Beating the winter time office-blues.

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wintertimebluesWinter is coming, and it often brings about a negative mood swing.  Doctors have officially recognized the winter blues as a named, medical condition called Seasonal Affective Disorder, or SAD.  Couple that with the increasing number of disengaged employee base, and we have a SAD office place.

A recent Gallup Poll disclosed startling statistics about the state of disengaged employee base. The survey found 54.7 percent of workers are “not engaged” and another 17.5 percent are “actively disengaged” with their jobs. That means that less than 30% are considered to be engaged with their work. The majority of those less engaged tend to be baby boomers and Gen Xers and tend to be with employees who have been at their company between 3 and 10 years.
There may be several reasons for the disengagement.

1) Employees are not taking full responsibility for their own career and professional development

2) Their current position is not aligned with their professional passions and goals; but are afraid to leave the job.  They are convinced that they can not get the job of their dreams.  Therefore, they disengage.

3) They listen to the news about the job market and feel that they need to stay where they are and not rock the boat.

Disengagement is directly associated with the feeling (or lack of feeling) of autonomy and empowerment.    Most people have more power then they recognize.  Most people have more options than they realize.  But if you don’t believe that you have these choices available to you – then you feel trapped and then you disengage.
Partnering with a mentor(s) or success coach unlocks those limiting thinking.   Look around the office to witness who, in your organization, seem energized and excited.  Ask them “Why, What, Where, When and How”.  Find local heroes and those you admire.  Start up a mentor program of your own (both mentor someone and ask someone to mentor you).   Designing an accountability partner (someone in your corner) is a good defense against winter time blues.

Employers that interview but never hires.

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This is Laura Lee Rose, a business and efficiency coach that specializes in professional development, time management, project management and work-life balance strategies.  In my Professional Development Toolkit package , I go into professional development and real-world IT topics in detail. If you are interested in more training in these areas, get signed up

 I know the usual reasons for not hiring a particular individual, such as under-qualification or just-not-a-fit; but what are the reasons employers interview and then decide not to hire anyone?

There are often different reasons why employers interview and then don’t hire.  Because reasons are normally asynchronous to the hiring process, they are less evident.

Since the interview process takes time and money (from advertizing for the position, filtering and sorting incoming resumes, initial candidate screening and the interview meeting),no company goes into this process with the idea that “they do not intend to really hire anyone”.  They enter this process with the full intention of finding good candidates and eventually a good employee.

But because this process takes time, things can change during the interview process itself.  The longer it takes to find someone, the higher the risk of something changing.
Some things that they may realize during the interview process are:

1) The longer it takes to find the right person, the higher the risk that they realize that this position isn’t as critical as first thought.  They may feel that they are doing fine without the extra hand.  After viewing several candidates, they realize that they rather train and promote from within. Or they find that they have actually completed the project that they were trying to hire.
2) The position disappears because of an re-organization or business strategy change. It could be combined with some other role or eliminated altogether.
3) A new project management strategy is instituted such that either the schedule is extended to allow the current resources to handle the added tasks; or the project scope is diminished such that the current resources are satisfactory.
4) A hiring freeze was just initiated.
5) A different way of subsidizing the resources is implemented instead. This could be a short-term contractor, an affiliated partner is providing the service (outsourcing), the company decides to eliminate that service altogether (and refer clients to their referral partners)

It’s important for job seekers to not take it personally, and work hard to stay on these potential employer’s radar.  Things change – which means things will change again.  If you stay on their radar (through continued business networking techniques), when things change back again, you are on the top of their Rolodex.

In the Professional Toolkit, I provide worksheet, templates and guidance on how to accomplish these things.    The Book of Answers: 105 Career Critical Situations  contains 105 work-life scenarios like the above.  The scenarios show how to accomplish your goals in similar situation.

For more information on how to get this toolkit or the “Book of Answers” email LauraRose@RoseCoaching.info

How to deal with difficult clients without losing business.

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How to deal with difficult clients without losing business.

For your business to thrive, you need the right client (not just any client). Often times the difficult clients means it’s a poor match. It could mean that you don’t have the right product; the right price; or the right service level for them. In these cases, they are not the right client for you. If you continue to try to provide for the wrong clients, you will loose business for a few reasons:
1) customerserviceThey will never be happy with your service.
2) You will loose money trying to make them happy (which you will never be
able to do).
3) They will tell everyone that they know – not to go to your place
(loosing you more clients).

So – sometimes, trying to keep a client actually loses you business.

Some ways to deal with difficult clients without losing business:

1) Understand the reason the client is asking for this particular item. Sometimes what the client really needs is different from what they are actually asking for. If you take the time to understand the client’s perspective, goal and reason for the purchase (of service or product), then even if you don’t have the exact product they are asking for, you may have a different solution for them. Sometimes people get fixated on one way to fix the problem, when there are multiple solutions. You may have a different product that solves their problem – just not the one they are fixated on right now.

2) Be prepared with a list of affiliated or referred partners. If you don’t have the right solution, be prepared to hand-off to someone in your referral or affiliated program. This way the client stays happy and you get the referral fee.

3) Apologize for the situation and ask the client how he/she would like this situation handled. Try to accommodate as best as you can within the goal of your company. If you are not able to accommodate the client and you have caused them some inconvenience, provide them an in-store coupon or gift certificate that requires them to come back to redeem.

How to keep that new employee

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This is Laura Lee Rose, a business and efficiency coach that specializes in professional development, time management, project management and work-life balance strategies.  The Professional Development Toolkit package covers professional development and real-world IT topics in detail. If you are interested in inexpensive training in these areas,get signed up

I received the following questions about why new employees leave a job:

  • Why do new employees leave?
  • How can a company on-board them immediately and create an environment that makes new employees want to invest in their future with the company?

 

Most new employees leave because of just a few reasons:
  • they are frustrated with the work that they are assigned;
  • they are offered a better job;
  • they are the wrong fit for this company/job.

To avoid some of these issues, do your homework:

1) Make sure you do your due-diligence in the interview process.  Understand their motives and career goals.  As best as you can, make sure their career goals, personalities and work ethic meets and matches your needs.

      This reduces incidents of  “they are the wrong fit for the job”

2) Have copies of your company policies, orientation materials and task procedures (that they will be responsible for) for them.  Make sure your training and procedures are well documented with steps, the reason for doing it this way, and your success criteria (how they know it’s completed correctly).

     This reduces the incidents of “they are frustrated with the tasks they are assigned”

3) Provide career support.  Partner the new employee with a buddy and a mentor.  The buddy system gives the new employee someone to go-to to ask daily questions.  The mentor (which is a different, higher-level person) helps them stay future career focused.  Also, setup regular one-on-one meetings with the manager.  The meetings can be as frequent as once a week but no less than once every two weeks.  The meetings can be as short as 15 minutes but schedule at least 30 minutes in the calendar.  This gives them a known and regular time to meet with their manager.  This support encourages transparency and open communication.

This reduces the incidents of “they are frustrated with the tasks they are assigned”.  Also – by building a good working relationship with their managers and co-workers, they will see this as “the better job” – reducing the ” they are offered a better job”.

In the Professional Toolkit, I provide worksheet, templates and guidance on how to accomplish these things.    In my Book of Answers: 105 Career Critical Situations, I have 105 work-life scenarios like the above.  The scenarios show how to accomplish your goals in similar situation.
For more information on how to get this toolkit or the “Book of Answers“, please contact LauraRose@RoseCoaching.info

Recognition programs on a budget

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This is Laura Lee Rose, a business and efficiency coach that specializes in professional development, time management, project management and work-life balance strategies.  The Professional Development Toolkit package covers professional development and real-world IT topics in detail. If you are interested in inexpensive training in these areas,get signed up

Depositphotos_10281388_xsMore and more small businesses are popping up.  Either you or your spouse is working at a small business or you know someone that is involved in a small business.  In a small company or business, discretionary funds are very restrained.  Even so, the need for employee recognition and appreciation is still important.  Your company’s success lay on your employees shoulders (especially when your resources are limited).   You and your employees are wearing multiple hats and are responsible for significant tasks that can make or break the company.

So — How can a small business reward and recognize outstanding performance without breaking the bank?

The best way to recognize employees on a budget is to create a 2-fer. By this I mean to think a little out of the box to discover and create rewards that also support your business success.

Some examples could include (but not limited to):

1) Use your client’s restaurants or facilities to hold recognition lunches.
2) Use your client’s print shop or merchandize to reward with plaques or gift certificates.
3) Make it an honor to be selected to escort clients to games, dinners theater, or other interesting entertainment etc (only select people that this is fun for — you want this to be a treat, not seen as a punishment).
4) Your company needs to be represented at certain luxury events, have your high-performing employees enjoy those evenings as your representative instead of you.
5) Work with a local Gym or Fitness Center to purchase group memberships in exchange for them placing your marketing/advertizing banner in their hall.
6) Sponsor a local technical conference in exchange for employee seats in certain certification, training or sessions.  Your marketing logo will be strategically displayed throughout the conference as well as getting your high-performers a lead into the next generation skill set.
7) Your company needs to periodically travel to high-profile client sites.  Prepare your high-performing employees to do these important client retention visits.  While they are during these travels, add an additional vacation day to their itinerary. Picking up the extra night hotel stay is a minimum expense, but it gives them a nice retreat.

So the idea is to make the effort to add value to what you are doing. Combine the recognition program with your client retention/referral/loyalty program or marketing/advertising dollars.  Since you need to spend money on your marketing and client retention programs (as well as your employee recognition program) – find a way to get more bang for your bucks.

In the Professional Toolkit, I provide worksheet, templates and guidance on how to accomplish these things.    In my Book of Answers: 105 Career Critical Situations, I have 105 work-life scenarios like the above.  The scenarios show how to accomplish your goals in similar situation.
For more information on how to get this toolkit or the “Book of Answers“, please contact LauraRose@RoseCoaching.info

Designing Your Scarecrows to Success

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scarecrowsDesigning your own Scarecrow:  In the past, we’ve discussed doing at least 1 scary thing a week to grow and develop.   (Read full article of “How to do things that scare you” here)

Now that the fall is here – so is harvest time.  So — what types of tools have you been using to scare away those pesky voices, events, and even friends that tend to distract and sabotage your success?

While talking about the dilemma “is your glass have full or have empty”  I often reply “It’s irrelevant because there’s free refills”  Someone once asked a discussion group question – “What do you do is someone else smashes your half-full glass?”   Some folks said , “Just get a bigger glass”.  Some folks answered, “Get a bigger glass and stay away from those people in the future”.

One big mistake we all make is to assume that ‘someone else’ is smashing your glass.  No one can smash your glass, except you.  No one can affect you if you don’t allow them to.   It’s that old question “If a tree falls in the woods and there is no one to hear it, does it make a sound.” People can say anything they want (negative or positive).    If you are not listening to them, then you are not affected.  Therefore, the only reason someone can upset you is because you (for some reason) are believing what they are saying.  So – it really does come back to – it’s not what they are saying that hurts you.  It’s what you think about what they are saying that is hurting you.  Therefore, if you change how you think about what they are saying – you can turn this event into a positive (regardless of their initial intentions).

So — this is where Your Scarecrow comes into being.

We sometimes allow others (voices, events, and even well-meaning ‘framily’ (friends and family) to derail us from our personal and professional goals.   What have you put in place to keep you are target?  What type of Scarecrows have you put in place to divert and attract others away from negative influences.  And what type of Scarecrows have you put in place to help you focus on the goal at hand?

What would you like to use to help switch your mindset on some things.

A Scarecrow can be several different things:

1) A vision board of where you want to be, do or have

2) Picture of your best friend for continued encouragement

3) A pact to text a friend each time you completed a work-out or tedious task

4) A rigid routine or schedule to help keep you on track and active

5) Motivational audios or videos

6) Journalling

7) Daily phone call to a trusted friend

8) Use of a timer to limit breaks, computer window browsing, or get us back on track

9) Blocking time on the calendar for our imperatives (like family, friend, healthy lifestyle, etc).

10) Lining up accountability partners and reasonable forcing functions to help us succeed – as in a Mastermind or Synergy group.

If can be anything.   If you haven’t lined up your Scarecrows, do it today.

More information on how to be a part of a mastermind or synergy group, <<click here>>

Different Types of Managers and How to Work With Them

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As you have already experienced, there are different types of managers and the different styles of management workers might encounter.  A good manager actually transitions and flows between the different roles as the environment or situation dictate.  But some managers naturally gravitate toward their dominate style and stays there – regardless of their surroundings.   The best advice for working successfully with many of the types is to take full control of your own performance, professional development and career management.

You do this by:

There are 8 text book management styles  ( summary at end of note, posted by Touchpoint in General Business on Jan 9, 2012 9:02:00 AM); but a new type has cropped up recently.  It’s the BUSY Manager.

yesmanSome managers mistaken a “hands-off” approach to mean disengaged.  Most companies are understaffed and overworked.  Therefore, managers often have more work than their employees can handle and more stakeholders/clients to report to and appease.   This often puts the manager in a tailspin – which often tempts them to disengage from their employees.  The Global Workforce environment adds additional complications when individuals are remote and on different time zones.  This also contributes to the manager losing touch in what’s actually going on in his ranks.  In such an environment, most managers are focusing on don-time delivery of current projects.

These busy managers are often impatient with items not directly associated with today’s goal.   There is very little time spent on career management and individual development plans for their employees.  There is little focus on the training on next generation technology to reduce the learning curve to get ahead of the market.  Because of their heavy schedule and budget constraints, managers are often just present focus. They are only focused on what is needed to get them to the next hurdle — but not necessary over it.   They are working to keep their heads above water and not necessarily focused on getting out of the water.   If employees depend upon managers like that – staying only present focus will eventually drown you.

If you recognize that your manager is has a “present-focus” mindset (because he has so much to do, it’s the only thing he can focus on right now) – you need to take control of your own career and professional development.  If you are thinking like the owner or manager (discussed in the Professional Development Toolkit DVD) , you can both appreciate and anticipate need.  In “Knowing How You Boss’ Mind Works video (included in the Professional Development Toolkit DVD), you can better position yourself for that excellent performance rating and promotion.

8 Types of Conventional Managers:

Posted by Touchpoint in General Business on Jan 9, 2012 9:02:00 AM

  • Active leadership: Active leaders tend to lead by example and set a high standard for themselves and their employees. They wouldn’t ask an employee to take on a task they’d be unwilling to do themselves. They are highly involved in the day-to-day work and fully aware of what’s taking place in the office.

 

 

  • Directive leadership: Although less authoritative than autocratic managers, directive leaders do not typically solicit employee input. They often cite a short timeframe, an unpredictable client or an emergency situation as the reason for acting unilaterally. Often this may be true. Other times, they may just have a bit more difficulty letting go of control.

 

 

  • Participatory leadership: Based on a coaching philosophy, this style focuses on empowering employees to seek their own knowledge and make their own decisions when appropriate. It can be very effective in fluid work environments with shifting priorities. A more advanced version of this style is the flat management style, where different managers take the lead on projects, depending on their expertise.

 

  • Servant leadership: Based on a “people-come-first” philosophy, this style has been made famous by writer Robert Greenleaf. The style is based on finding the most talented people to run your organization and then empowering them to do what they do best. The leader sees him or herself as a “servant” to the customer and encourages employees to adopt the same attitude.

 

  • Task-oriented leadership: Leaders who use this style may have once been project managers. They are experts in planning projects, allocating resources, assigning roles, setting benchmarks and keeping to strict deadlines.

 

The  IT Professional Development Toolkit, goes into the: who, what, where, when and how to accomplish all of the above. I also have a transferable skill worksheet.  For more information about the toolkit,

Blue-StartHere

How to Launch a Successful Grand Opening for Your Department or Team

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Although these tips are specifically for Grand Opening for your businesses – they are relevant to any major changes that your teams or departments are making.  The advantage expanding the Grand Opening concept beyond just starting a business is that you receive the following:

  • Re-vitalize your connections with inactive clients or stakeholders
  • Provide an event that encourages current clients, members or stakeholders to make referrals
  • Expose and publicizes your teams accomplishments to a wider audience
  • Exposes your company, department and team as a thought-leader in this space

Below is an article by Mary Brown.  Mary is an event planner and freelance writer from North Carolina.  Review her tips and think of ways these concepts can be used for your team or department.

How to Launch a Successful Grand Opening for Your Business

About half of all new businesses survive five years or more and about one-third survive a decade or longer, according to the Small Business Association Office of Advocacy.

Depositphotos_10281388_xsA grand opening event can provide the opportunity to get your business off to a great head start and offer the chance to build client relationships that will eventually help you achieve success to become a company that survives and thrives, long-term.

Make an Impression

In order to stand out and make an impression, your grand opening should be more than just a staged ribbon-cutting. Throwing something together at the last minute not only wastes time and money, but you’ll also miss out on taking advantage of one of the best opportunities to gain lots of publicity and new clients. You don’t even have to spend a lot to make it work.

  • Charity event. Consider hosting a charity event as part of your grand opening by contacting a nonprofit organization within the community. For example, a restaurant might partner with a local food bank. An environmental consulting company might contact the local chapter of the Sierra Club or the Conservation International Foundation. Your office or store can host the event that raises funds for the charity. By focusing on charity work while ensuring that your business name and logo are highly visible, your company will virtually sell itself.
  • Opening your company to the community. Your grand opening might include opening up your business to the entire community. Consider providing special pricing and even giveaways that can only be taken advantage of during the festivities. Allow visitors to get a glimpse of the business behind the scenes with a special tour while meeting employees and sampling products.

Date and Target Audience

Your grand opening shouldn’t coincide with the first day you’re open for business. Ideally, it should be three-to-four weeks, or even a few months afterwards, in order to work out any inevitable kinks. This will also allow you to determine high-traffic times and figure out the ideal hours to hold the event and attract the maximum publicity.

You should also identify your target customers to determine who you will invite. Well-known community members can help you increase the media coverage your event receives, so consider local politicians, prominent business officials, Chamber of Commerce staff, members of business associations and local press. Of course, you should also invite anyone who may have helped you to get your business started, in addition to friends and family members.

Spread the Word

Next, get the word out about the event to as many people as possible. A great way to get word-of-mouth advertising going is to join a community organization, which can help create a buzz through networking. Talk to your local Chamber of Commerce for recommendations. They may also be able to offer grand opening assistance benefits at a discount.

Advertising is also a key factor, and it doesn’t even have to cost a lot. Social media is free, so take advantage of every method possible, such as sharing via Facebook and Twitter. A press release is also a must. It can make or break the amount of media coverage your business will receive.

A good press release should:

  • Have a headline that stands out, encourage the viewer to read more.
  • Include a summarizing statement that will convey your main message quickly.
  • Include a good story. A business grand opening may not be enough. Think about what makes yours unique. Are you bringing new jobs to the area? Representing a new industry? Supporting environmental efforts? What would your audience find most interesting?
  • Always include the who, what, when, where and why of the event.

Offline Marketing

Direct mail marketing can also be essential for reaching the maximum number of people at a fairly low cost. A service such as Overnight Prints postcards allows your business to reach potential customers as quickly and as cost-effectively as possible. They can be mailed, handed out to anyone you meet and placed on car windshields, or any other place where people will see them, so they’re drawn to your grand opening event if that’s the audience you’re looking for. Offer an incentive on the postcard, such as a discount for bringing it to the opening, and use a bold, colorful design that encourages people to take a second look.

When it comes time to quit your job, do it without burning bridges.

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The IT Professional Development Toolkit DVD goes into further details on the who, what, where, when, and why of these topics.

When it comes time to quit your job, how can you do it without burning bridges.

Of course this depends upon how you have conducted yourself throughout your career; but if you have been professional and a valued contributor all along – here are a few tips:

1)  Highlight all the positive things that this company has allowed you to accomplish.  Show appreciation for your manager and all the opportunities provided on your behalf.

2) Share your individual career goals and plans.  You should have been sharing this all along with your manager in your regular one-on-one managers meetings (detailed in the Professional Development Toolkit).  Therefore, this will not be the first time your organization hears about your career goals.

3) If you have been sharing your career goals with your manager and mentors; and your current company can not provide your ‘next step’ – there will be no bridges burned.  You are simply continuing your career growth and following your IDP (Individual Development Plan detailed in the Professional Development Toolkit).

4) Stay in touch with your managers/mentors/co-workers.  After you leave, stay in contact with past managers, mentors and co-workers.  Everything changes.  It’s a 75% chance that those people will also move on (change their positions) within the next 5 years.  Continue to network with them to understand how their power of influence is growing.  Continue to share with them about your career plans (as well as understanding their goals).  Continue to help each other achieve those next steps.   Stay on their radar – such that when a great opportunity presents itself to them, you are on their minds.

5) You never know who other people know or what the future will bring.  Make sure you stay LinkedIn.com (or similar) connected so that you easily see who they are connected with.  This way you can more easily leverage your links or network.  Joe may not be in a direct position to help or mentor you; but you see that he knows Dr. Barklette that would be a great mentor for you.  If you had asked Joe if he had any recommendations for a mentor, he may not think of Dr. Barklette.  But because you can see Dr. Barklette in Joe’s circle, you can ask for the specific introduction.  You also know that Dr. Barklette might need a research assistant or project manager on his next program, etc.

Bottom line is that right way to quit your job doesn’t stop when you walk out of the door.  It’s really just the beginning.  Make it a point to continue the business network and build a working relationship with those past relationships.  The biggest mistake that people make is to close the door on those years of collaboration and professional network.

If you would like to know more details, please email LauraRose@RoseCoaching.info