Tag Archives: communication

15 Etiquette Tips to Get Ahead

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This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office methods on various real-world IT topics in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.

Yvette Maurice (http://blog.opencolleges.edu.au/perfect-office-manners-check-list-30-rate/) wrote an interesting article regarding Do You Have Perfect Office Manners? Check This List of 30 To See How You Rate!

I liked it very much.  There are great tips for getting comfortable in your current position.  I then took some of hersame tips (just 15) and modified them for the 15 Etiquette Tips to Get Ahead.

They are strictly based on Yvette’s tips with a twist.

Here are some of the things Yvette listed – but with a small twist to get ahead.  For her unmodified advise, read http://blog.opencolleges.edu.au/perfect-office-manners-check-list-30-rate/

1. Don’t “Blame-storm”  – Get the team to immediately focus on the solutions.

When you see the Blame-storm start, initiation the focus on the solution by saying, “Great, we know what we need to fix.  How do you want this to work from this point forward?”  Focusing on how and why something occurred only keeps you in the same ‘thinking state’ as when the problem was created.  Visualizing how you really want the “entity” to work is really where you want your ‘thinking power’ to be focused.

2. Chewing Gum and other ticks

Everyone has a nervous tick or activity.  Some it’s chewing gum, others it’s twirling their hair or tapping their fingers.  When you see yourself doing your “nervous tick”, use it as a trigger to let you know something is not exactly right.  Then ask yourself these questions:

  • Am I bored? If so, start another project on my todo list.
  • Am I nervous?  If so, do something positive and productive to reduce that nervousness
  • Am I angry or frustrated? If so, think about what you can do right now to reduce those negative feelings.

3. Dressing with Respect BUT FOR SUCCESS

Dress like the person you want to be.  Dress more like the next level up then your peers.  If the managers are dressing in more business attire and your co-workers dress very casual – I recommend dressing more like the managers (or the group that you want to be).  Surround yourself with the type of people you want to emulate.

4. Don’t take Personal Hygiene to extremes

Don’t over-do cologne or perfume.  Many people are allergic to scents in deodorants, soaps and perfumes.  Also be careful with scented candles, if you are in a shared working space.  It’s more of a health and safety issue at this point.

5. Cover Your Mouth and Say Excuse Me

In Yvette’s article, she was commenting on how to handle coughing and sneezing.  My recommendation is to stay home when you are ill.  Often people feel that they are being tough when they come into the office – but actually you are costing the company money.  And no co-worker around you appreciates it either.  Think of it this way.  You come in and work with (infect) 5 people.  Now instead of losing 1 day of work from you, the company is losing 5 people the next few days.  You are also only 40% productive while you are there; and others are also distracted with the thought that they will become sick as well.  With today’s ability to work from home – the best solution is to stay home and help out from home.  You’re get better faster and will be able to produce at 100% then you do arrive in the office.

6. Keep Interruptions to a Minimum

In Yvette’s article, she recommends keeping personal calls to a minimum as to not interrupt your co-workers.  If you work in a cube environment, reserve a conference or team room for those important personal calls.  With the advent of text and on-line instant messaging, many can carry on a quick communiqué from their desk.  And then take the longer (necessary)  conversations to a small conference room (or schedule those at lunch or during outside breaks).

7. If Someone Does Something Nice, be Appreciative AND RECIPROCATE

In Yvette’s articles, she mentions saying thank you for these nice things.  If you want to get ahead, actually reciprocate beyond what they did for you.  If they helped you with a project, send a thank you note to them and copy their managers.  If they mentioned you in their presentation, mention them in yours and ask them to stand up when you give your presentation.  Reciprocate one step beyond what most people would be expecting.  And make sure their manager (and your manager) knows they are helping you.

8. Be Helpful and Cooperate with Your Colleagues to a point

In Yvette’s article, she correctly recommends helping others.  If someone needs help with a copy machine or directions to someplace, please be courteous.  But don’t take too much time helping others.  Don’t take on others people’s problems as your own.  You lose time and momentum on your items.  If your colleague’s problem is aligned with your goals, take the time to assist.  If their issues distract and derail you from your tasks, schedule and goals give them your consult and move on.  Call-in and delegate their problem to the appropriate person.  Remember, your colleague is currently stuck and is just asking for assistance to get to the next step (to get unstuck).  They aren’t necessarily asking you to do their work.  Advising them or calling in the right person for the job is helping.  It doesn’t have to be you doing the actual work; just advise them to their next step so that they are no longer stuck.

Also – be careful you are not training people to continually come to you with their issues.  Teach them to fish.

10. Look After New Employees to a point

The only thing I would add is that – if you are taking much time with a new employee; make your manager aware.   The new employee should already have a ‘helper’ assigned to them.  Get the “helper” involved in orientating the new employee.  If you company doesn’t have an orientation program for the new folks, then make your manager aware that you are helping a new person.  As long as your manager understands where your time is going, your manager can assist with the issue.  Don’t be afraid to talk to your manager about your project progress, your interruptions, and your challenges.  It’s your manager’s job to manage the normal ebb and flows of a project.  Keep them in the loop at all times.

12. Instead of Wait Your Turn to Speak in a Meeting – Create Your Turn

My only recommendation is to get your topics on the meeting agenda.  Meet with the meeting facilitator to add your issues to the agenda.  Tell the facilitator that you will need to leave the meeting at a certain time and ask him/her to put your agenda toward the front end of the meeting.  This way, you can relax and really listen to what’s going on in the meeting, without being worried that you won’t get a turn to speak.  If you want to get ahead, you will want to participate in meetings.  But, as Yvette mentioned, you don’t want to unnecessarily interrupt.  Showing initiative to place your topic on the agenda will allow you to calmly have your turn.

13. Respect not only Your Elders

The only thing I would add is to RESPECT EVERYONE.  You never know who these people will be next year or even next month.  Your co-worker may become the next manager of a sibling department or your department.  You may find that – in order to be on your dream project – you will have to work alongside someone that you don’t normally associate.  You may find out that in order to complete your task; you will need to ask a favor of a sister-department.

14. Manners at All Times but with balance

Although I agree with the general thought of “mind your manners”; don’t be a doormat either.  Take respectful initiative in everything you do.  Be considerate but selective where you put your time.  Keep your own business commitment in mind at all times.  Don’t risk not completing your tasks to assist others with their jobs.  If someone is having a lot of computer problems, call IT for them.   If someone needs a lot of help, advise them to seek their manager.  It’s their manager’s job to make sure his/her employees are running smoothly (not yours).  Make sure your manager is aware of what’s going on with your project – so that he/she may help manager some external distractions that you are encountering.  Keep external interruptions to a minimum, to allow yourself to stay on track.

Keep the airplane rule in mind:  “Put on your oxygen mask before helping others.”

30. And Don’t Nit – Pick!

I’m just skipping to tip 30.  My general rule is to give everyone the benefit of the doubt.  Everyone is actually doing the best that they can with the information and expertise that they currently have.  Everyone wants to do a good job.  Everyone wants to do the right thing.  If you have that attitude, things will look differently to you.

 

Try it and let me know what you think.

If you liked this tips, more can be found at www.lauraleerose.com/blog or subscribe to my weekly professional tips newsletter at http://eepurl.com/cZ9_-/

The weekly newsletter contains tips on:
1)      Time management
2)      Career maintenance
3)      Business networking
4)      Work life balance strategies

If you haven’t taken advantage of your introductory time management coaching session, please contact LauraRose@RoseCoaching.info

Leveraging Links

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This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.

If you are interested in more training in these areas, please sign-up for the continuing online coaching series.
Most professionals have a LinkedIn.com account and profile.    They accept requests from friends, coworkers and family members that they already know. Then they stop there.

  • Is your social media connections assisting you in your professional and career goals?
  • Are you using your social media contacts smartly?
  • Are you connecting only with people you already know instead of the people that can help
  • you in your development?

We typically associate with folks of the same socioeconomic circles.  Studies show that your salary and income are typically within 20% of the group of people you regularly hang around with.  So, if you want to jump to a different salary or professional level, we may need to change who we hang around with.  If you want to leap to the next professional rung, we may want to find ways to network with people that are of that next desired level.  In other words, surround ourselves with the success we want to achieve.

We can use our social networking profiles to do this.

For a quick review of the steps, watch the video  and  purchase the Leveraging Links Zipinar Ebook.

To create your individual networking strategy, sign up for our free workbook at: http://eepurl.com/njCWz

Make a quarterly goal of increasing your networking circle by 10% in the right direction.

Other things to consider:

1) Invite the authors of your favorite technical journal articles to your LinkedIn.com network
2) Socialize at the cafeteria and create intellectual discussion groups.  Add them to your LinkedIn.com network
3) Conduct Brown Bag Lunch series on important topics to your industry.  Offer to send the presentation and whitepaper to those that connect with your on LinkedIn.com
4) Work on white-papers with your manager on items that can be shared and published.  Invite your readers to link with you on LinkedIn.com
5) Select a side-hobby and invite those folks to your linkedin.com network.

Try it and let me know what you think.

Even when everyone does everything right….

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Victor Hugo’s Les Miserables story shows that even when everyone is doing what they are supposed to be doing, there will be conflicts and oppositions.  Set in the backdrop of the French Revolution, the characters both implodes and explodes because of these diverse principles.

The story is more rich than this quick summary depicts; but these are just quick examples of how even when people are doing what they feel they must do – there are conflicts and opposition.

 

  • Jean Valjean steals bread to feed his sister’s family, and is sentenced to jail.  He was trying to do what he was supposed to do, in providing for his family.  Jean Valjean completes his sentence, but is on parole forever.  Because he has a criminal record and is on parole, society ostracizes him.  He cannot find  ‘honest’ work.   He soon realizes that he cannot provide for anyone under the title of convict/parole.  So he breaks parole to start a new life.

 

  • M. Myriel, the kindly bishop of Digne, provides Jean Valjean with the means to start a new life.  Even though the bishop was ‘breaking the law’ by harboring a criminal – he was doing what he was supposed to do by saving a soul.  At that point Jean Valjean committed to use the riches to enrich other people.  With his new life, Jean Valjean becomes a benevolent business owner and major.  He supports and watches over his entire town.

 

  • Fantine (single mother) tries everything to provide for her daughter, Cosette.  Because she is a single mother, society ostracizes her and it’s difficult for her to get ‘honest’ work.   As a last resort, she sells her hair, teeth and finally herself to send money to her daughter.  She was trying to do what she was supposed to do – in providing for her daughter.
  •  Javert, Montreuil’s police chief, is duty-bound to hunt criminals and people that break parole.  His job is to capture Jean Valjean if/when their paths cross.

 

The character list continues as the above.  Most characters have very good reasons for doing what they do.  As you look at each character separately, they are doing exactly what they are supposed to be doing.  Set during the pre-ample of the French Revolution (an even larger conflict), each of these characters are met with situations that challenges their core principles.  The colliding of these diverse (yet reasonable) principles both implodes (by Javert’s suicide) and explodes (revolution).

 

This concept is great for any personal or professional interaction.  Give others the benefit of the doubt in the office boardroom, meetings, and project schedule conflicts.  Most people are actually trying to do the right thing.  If you can pause and view the situation from their perspective, you may be able to recognize other alternatives in which everyone can win.

 

This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.

Turning competition into collaboration.

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A friend of a friend was visiting from Berlin, Germany.  Although I regularly teach a private group lessons at my friend’s home, she wanted to postpone (cancel) our January group classes — so that her group can take lessons from their visiting friend.  Although I could have seen this as a negative, I didn’t.  It would not make much sense to do so.

  • My friends have been taking from me forever; and they will continue when their friend returns home.
  • Their friend will only be here through January.  I’ll be here long after their friend leaves.
  • My friends enjoy all different types of dances; and it’s fun for them to learn from different instructors.
  • Although I have connections into the Argentine Tango community, I don’t  teach Tango (which is my friend’s friend’s expertise).
  • When their friend leaves, I can still help them stay in practice with Tango during our regular dance lessons.

So I immediately went into collaborative mode.  When my friend mentioned why she was canceling our January classes,  I forwarded my friend all the Argentine Tango community information that I could find.  I also introduced some local Argentine Tango instructors to my friend’s friend.   Local instructors could then offer guest workshops and private lessons with an international Argentine Tango instructor without much overhead or hassle.  I also connected her with a local Argentine Tango instructor that has her finger on the pulse of everything Tango.  This allowed all sides to benefit from the connection.

Even though making these connections between the guest instructor and others may not directly or immediately benefit me — both sides realize that I was thinking of their best interest.  And like any good dance partner, we look out for each other (both on and off the dance floor).

On the dance floor or work environment, we don’t want to show-off, out-do, or struggle with our partners.  We don’t want to make our partner feel uncomfortable or ungraceful.  If the moves aren’t coming out exactly as we had initially envisioned, just relax and co-create a new movement from the blending of your styles.  If your follower isn’t exactly paying attention to you OR if your leader isn’t giving you any play time — just ease into the space and make the best out of this current situation.  You may be surprised  what will develop.  This specific song/task will only last a very limited time.  But the steps and care that you in invest in this time will give you lasting results.

If you are interested in knowing how to take these  concepts into the professional environment, please sign up for my professional and career management (free) newsletter at : http://eepurl.com/cZ9_-/

Lincoln: The consumate project manager

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Over the holidays, I  saw the  Lincoln movie (released in Dec 2012) and was struck by what master project manager.   I have always had a great admiration for Abraham Lincoln, but frankly did not understand the depth of his character and convictions.

The movie opens at the beginning of Lincoln’s second term (after his re-elect and prior to his 2nd term).  And I wondered if the timing of the movie release was significant because in Dec 2012 (the movie’s first release),  President Obama was in the exact time-period prior to his 2nd term of office.

The movie focused on two of the most important events in the history of the United States — the passage of the 13th Amendment and the end of the Civil War. The movie does not focus on the life of Abraham Lincoln, but rather on his tremendous leadership in the final four months of his presidency.

Lincoln was a master project manager.

He was a caring father and friend, as well as leader of the United States.

He held certain principles as unalienable rights that all men are created equal under the law.

He also firmly believed that the United States could only sustain in history as a ‘united’ government versus separate states.

It was truly an inspiring sight to see the Congress, perhaps more divided than ours today, pass the 13th Amendment.  Only a few of the men realized that they were actually making history on that day.  It was inspiring to watch Lincoln manage his opposition.  His invaluable leadership and wisdom shines in this movie.

I could not help but leave the theater with a great appreciation for Lincoln’s amazing depth of thought and wisdom.
The movie was based on the book Team and Rivals
A lighter book on the topic is : The Wit and Wisdom of Abraham Lincoln

Who are your heroes in history?

How do they inspire you into principled based action?

How do they help you keep your non-negotiables?  To create a list of your non-negotiables, download the Non-Negotiable and Imperative Worksheet at http://eepurl.com/n3EpX

Are you a free bird or a butterfly?

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I know the title is a little strange, but indulge me for a moment.  Most of us really appreciate the freedom and lightness of flight.  We are attracted to a stress-free environment that allows us to flow in our areas of genius and passion.  We all realize that we are more productive, effective and empowered when we are work and passions are closely aligned.  And when we are so aligned, we feel we are a bird in flight, floating on air, flowing where our genius takes us.

Even if 100% of our day isn’t in-flight like that; most of us have pockets.  We often find ourselves in the ZONE or flowing.

Now — when we’re in those pockets or zone … are you a free bird or are you a butterfly or a combination?

Some definitions:
Free Bird:  Has lots of experience and freely shares it.  A bird is light, free and flowing.  Consumes just enough to stay light; confident that more opportunities will become available exactly when you need it. The abundance mentality allows the bird to stay unencumbered and light.  They soars, shares (drops) their experience on others and flies away.  When their knowledge drops on the right flower or field, it fertilizes, feeds and energizes.  When their knowledge lands on unexpected people, cars, benches; it annoys.

Butterfly: Has lots of experience and freely shares it.  A butterfly is light, free and flowing.   During the process of collecting nectar, some pollen sticks to their belly and legs.   This allows them to continue to fly unencumbered (like a bird) but have more beneficial affect on those it touches and lands on.  While they are going about their normal activity of gathering nectar, they deliberately  focus on where they land; therefore, their knowledge and experience land on those that are asking.

Using this in the office:
How can we be the best of both?  Maybe we want to be a hummingbird of such.  Something that is a combination.  What is the one thing we can do TODAY, that  allows us to be an opportunity agent to others and ourselves? An Opportunity Agent collects appropriate contacts (pollen) as they go about their regular business (their nectar).  Because they are building a network and contact database, they can cross-pollinate among their contacts at the appropriate time.  Instead of only providing their singular experiences, they can connect their important contacts with other high-caliber contacts, resources, and networks.  This provides an exponential benefit to those they land or connect with.

By deliberately and mindfully staying in contact with the significant people you cross paths with,  you have the option to extend your wonderful network to others in the future.

Available free tools like Linkedin.com  helps you do this almost automatically (like the butterfly or humming bird).  I have a short free videos on how you can easily do this with the social media tools of your choice.

Check out http://lauraleerose.com/snapebook/   for the It’s a SNAP video
Check out http://lauraleerose.com/leveraginglinks/  for additional tips on leveraging the links you already have.

Send me your tips to staying in touch with your significant contacts.
And if you don’t already have a Business Networking Plan for 2013 — check out my Individual Networking Strategy Workbook.  It is intended to help you create a networking strategy to supports and propels you toward your career goals.

In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into these things in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.

A free ride normally isn’t….

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Last night I saw two teenagers pushing a car up a street.  It wasn’t late (6:00pm) but I was on my way to another client appointment.

I stopped my car and asked, “Need some help?”

One girl said, “Well – do you have a gas container?” Ahh – they have run out of gas.

“No – but there is a gas station not ½ a block in the opposite direction. Do you need a ride?”

The same girl said, “Yeah, we know about that gas station.” She sounded deflated.

The other young lady was more upbeat and said, “She asked if we needed a ride to the gas station.”

The first girl said to her friend, “Oh – that would be good.”

The other young lady said, “Maybe I should stay with the car to make sure no one hits it, and you go to the gas station.”

So – now one girl is standing somewhat in the middle of an intersection protecting the car, while the other one is looking for her phone and bag so that she can go to the gas station with a stranger.  In the meantime, I’m wondering why the car is pointing away from the gas station instead of toward the gas station. They knew where the gas station was, but the car was traveling in the opposite direction.

The moment the first girl hopped into the car, I get hit with cigarette fumes and I open my window.

I said, “I’m sure that the folks at the gas station will fix you up. You just need enough gas to drive the car back to the station for a better refill.  I’m sure they  have a gas container for you.”

The girl said, “Yeah, but the last time this happened, they wanted me to pay for the gas container!”  She paused, “Oh – maybe my other friend has a gas container.  I’ll call her.” And she starts texting her friend.

I’m thinking … ‘Well, if you are going to continue to ignore the fuel indicator…maybe investing in a gas container isn’t such a bad thing.’ Then I realized that was ‘old adult thinking’. This is a ‘young adult’. Young adult thinking is much different. We are all  familiar with this type of thinking.  We’re all been through this stage of development.   At this stage, we’re not developed enough to think beyond the immediate.

  • She probably borrowed the car from her family and tried to get the car back home without putting any gas in the car (that’s why the car was facing away from the gas station).
  • They probably deliberately passed the gas station hoping they could drive up their driveway on fumes (that’s why she sounded dejected when she admitted to knowing where the gas station was).
  • She has money for her own personal use (i.e. cigarettes) but not to refill the gas in someone else’s car that she is borrowing.
  • Why should she buy gas for the next person  (versus the thought that she is merely paying for the gas that she has already used).
  • Its fine for her friend to help push the car and then stand in traffic to protect the car; a stranger to drive her to the gas station; and another friend to meet her at the gas station with a free gas container – just as long as it’s not costing her anything.

It’s common. It’s just that age.  We’ve been there.  And to expect young people to think otherwise (on their own)  is going to be frustrating for you.  They are not wrong…. they just ‘are’.  So — even though we explicitly state our expectations when they borrow the car,  have the house to themselves,  go to unchaperoned events, etc; don’t be surprised if it doesn’t ‘stick’  all the time.

We get to the gas station and I said, “Well – I’m glad it was just gas.  That’s easy to fix. And there’s even an auto parts store right there if you need more help.  I think you’re all set.”

She said, “Yeah, it’s good that it was only the gas. Thanks for the ride.”

“No problem.  Good luck.”

A free ride to the gas station. But what she doesn’t realize is that it is costing someone something.  It may not be costing her friends anything.  It’s another adventure to them and they ‘young think’.  It’s totally logical to them.  But think of the parent on their way to work the next day – with a car that has only fumes in the gas tank.  And- in retrospect – the ‘free ride with a stranger to the gas station’ probably wasn’t such a good idea either.

Youth.

Top 3 Office Game Changers

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Top 3 Office Game Changers

Professional development series

This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.

As a Business Process Consultant and Efficiency Coach, I am a subject matter expert in the field of Process Improvement.  I work closely with the client to analyze both operational processes and financial metrics to assess project opportunities that positively impact the financial performance of the client business.  In that role, I see a few misconceptions in how to make office changes (or any change for that matter).  The most prevalent false premise is to “start where you are and take small steps”.  That may be the resulting action – but I don’t recommend we start there.

3 Top Office Changers are:

  1. Clearly articulate where you want to be, do and have.
  2. Educate or review the explicit and specific foundation pieces required to get there (i.e., business plan, resources, staff, funds,etc)
  3. Evaluate where you currently are against those specific foundation pieces.

 

Practice forgetting:

My recommendation is to practice forgetting how you got where you are today.  Many of those processes and procedures definitely assisted you to this point.  But now you are going to a different place.  Therefore, you need a different map.  You may find that many of your current procedures are still valid.  But that is not the goal.  So, forget those old procedures for the time being.  Focus on putting in place the ‘right procedures’ for your new goals and destination.

Conclusion: Consider your GPS.  When you have a new destination or goal, your GPS doesn’t try to force you to travel the same path as you did last week or last month.  Your past paths have no relevancy to your current GPS navigations.  Your GPS starts from scratch every time.  Depending upon the gap between where you currently are and your new destination, there may be some roads and routes in common.  But that’s not the GPS’s focus.  It’s just a consequence of time and space – not the goal.  Your Business Practices should be treated like that.

If you liked this tips, more can be found at www.lauraleerose.com/blog or subscribe to my weekly professional tips newsletter at http://eepurl.com/cZ9_-/

The weekly newsletter contains tips on:
1)      Time management
2)      Career maintenance
3)      Business networking
4)      Work life balance strategies

If you haven’t taken advantage of your introductory time management coaching session, please contact LauraRose@RoseCoaching.info

 

 

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Top 3 Office Game Changers

Professional development series

This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies.  In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.

As a Business Process Consultant and Efficiency Coach, I am a subject matter expert in the field of Process Improvement.  I work closely with the client to analyze both operational processes and financial metrics to assess project opportunities that positively impact the financial performance of the client business.  In that role, I see a few misconceptions in how to make office changes (or any change for that matter).  The most prevalent false premise is to “start where you are and take small steps”.  That may be the resulting action – but I don’t recommend we start there.

3 Top Office Changers are:

1)     Clearly articulate where you want to be, do and have.

2)     Educate or review the explicit and specific foundation pieces required to get there (i.e., business plan, resources, staff, funds,etc)

3)     Evaluate where you currently are against those specific foundation pieces.

Practice forgetting:

My recommendation is to practice forgetting how you got where you are today.  Many of those processes and procedures definitely assisted you to this point.  But now you are going to a different place.  Therefore, you need a different map.  You may find that many of your current procedures are still valid.  But that is not the goal.  So, forget those old procedures for the time being.  Focus on putting in place the ‘right procedures’ for your new goals and destination.

Conclusion: Consider your GPS.  When you have a new destination or goal, your GPS doesn’t try to force you to travel the same path as you did last week or last month.  Your past paths have no relevancy to your current GPS navigations.  Your GPS starts from scratch every time.  Depending upon the gap between where you currently are and your new destination, there may be some roads and routes in common.  But that’s not the GPS’s focus.  It’s just a consequence of time and space – not the goal.  Your Business Practices should be treated like that.

If you liked this tips, more can be found at www.lauraleerose.com/blog or subscribe to my weekly professional tips newsletter at http://eepurl.com/cZ9_-/

The weekly newsletter contains tips on:
1)      Time management
2)      Career maintenance
3)      Business networking
4)      Work life balance strategies

If you haven’t taken advantage of your introductory time management coaching session, please contact LauraRose@RoseCoaching.info

 

What’s the difference between strong management and harassing behavior?

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One reader asked me: I’d like to get some insight about the fine line between behavior by a manager that is legitimately harsh and within normal management practices and behavior that could be considered harassment. For example, how do you determine whether reprimanding an employee in front of his or her peers is harassment? Questions: Are there certain criteria that apply to conduct that is considered to be harassment? Can yelling at an employee in front of his or her peers be harassment? What determines whether or not it is? How likely is it that an employee who is disciplined under legitimate circumstances will complain of harassment? How does an employer deal with this situation?
I think this issue can be greatly simplified by simply focusing on ‘appropriate behavior’.
Instead of trying to define the line between managing and harassing behavior — corporations should focus simply on appropriate behavior. Something can be deemed ‘inappropriate’ more easily than the legal definition of ‘harassing’.
If the company’s only goal is to avoid legal ramifications, then that is one thing. But if the company’s goal is to provide an appropriate atmosphere for employees to be productive and inspired — then focusing on ‘appropriate’ behavior will be more beneficial to both management and employee.
Appropriate behavior supports calm, confident, and flexible leadership.
If management is confident that he/she can handle any situation – then there is no need to yell, scream or curse at any time.
  • Inappropriate actions would include:
  • reprimanding an employee in front of his or her peers
  • blaming individuals or external environment for project status
  • defending one’s position on a particular solution against all other solutions
  • demanding that there is only one way to accomplish a shared goal.
If you focus on high-level appropriate reactions, then the legal line of harassment rarely comes into play.
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How do you handle a dishonest boss?

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A reader writes: As an employee, how do you handle a situation if you know your manager is being dishonest? A few employees have already approached HR, but they didn’t take the issue seriously. What do we do next?

There is normally a hierarchy for these things in most companies. And it would depend upon the severity of the accusations. Since the question said “A few employees have already approached HR”, I am assuming that it isn’t a single incident and it’s large enough issue that affects multiple people.

My first recommendation is to take a step back and recognize that you don’t exactly know what is going on.  What may seem to you as dishonest — may be something entirely different.  The face that your HR manager doesn’t see it the same way, illustrates that something else may be going on.  Focus on getting clarity (versus proving someone is being dishonest).   If you go in with the mindset that your boss is being dishonest, everything he does will look dishonest. And everyone that doesn’t see him as being “dishonest” will seem like the enemy.  Instead, focus on getting a better understanding of what exactly is going on.  Once you focus on getting clarity and more information, you will see several available options in front of you.
A few things to consider doing:
1)Revisit HR and ask them the status of this situation.  You may have misinterpreted HR’s interest in the matter at your first meeting. That you interpreted as “disinterest” could be HR ‘thinking’ about the appropriate next step.  HR probably could not promise you anything at that time because he/she wasn’t sure how to approach the topic.  Allow HR a few days to investigate on their own.   Then revisit HR after a few days to get status.   If you approach HR as a group (the group of employees that previously reported together), HR will recognize that this isn’t going away.
**Document this step with email to HR(and cc the employees that have already reported this to HR as well).  Keeping a log of your steps through email and email notification will give your situation more leverage and credibility.

2) If HR isn’t taking it seriously, it may be a sign that you and your co-workers may not know the entire situation. There may be extenuating circumstances or a gag-order in place or legal ramifications for the manager to tell his team what is actually going on. It could be that the HR manager understands this, but is under the same legal obligations to say and do nothing. That could be the reason HR seems to not be taking it seriously.  Call a meeting with the offending manager, the “few employees that have already approached HR”, and the HR manager.
Do not publish the meeting to people that are not already involved. Don’t make this a bigger deal than it should be. Limit this closed meeting to only those already talking about this.   The purpose of the meeting is to clarify any misunderstanding around this particular situation to stop the rumors and innuendos. Since the HR manager is already informed of the situation, having the HR manager present gives additional professionalism and balance to the meeting.  Allow the HR manager to invite and include anyone else he/she feels appropriate for this purpose.  Allow HR lead the meeting, and submit your own agenda and Q&A to be covered in the meeting (ahead of time).  If this is an honest misunderstanding, the manager, employees and HR (as a group) can quickly and openly clear up the issue.
**Document this step with email to HR(and cc the employees that have already reported this to HR as well).  Keeping a log of your steps (including phone and hallway conversations) through email and email notification will give your situation more leverage and credibility.Keep all your correspondence regarding this matter.

 

3) YOU calling the meeting and openly inviting the HR manager and manager — avoids HR inactivity. YOU providing the purpose, agenda and Q&A for the meeting (ahead of time), allows HR to meet the manager before the meeting to discuss the issue privately.  This illustrates that your only intention is to get clarification and not accuse or judge anyone.   Setting an meeting appointment is a reasonable forcing function  (for more information on Reasonable Forcing Functions, contact LauraRose@RoseCoaching.info

The item will be discussed — even if it’s to merely to say “We understand your confusing right now. There are some exciting things happening that we are not at liberty to discuss.” At this point, HR and your manager understands that by not attending the meeting and attending to this issue — only creates more confusion and a bigger problem.
**Document the fact that HR and manager refuses to meet with email to HR and manager (and cc the employees that have already reported this to HR as well).  Keeping a log of your steps through email and email notification will give your situation more leverage and credibility.

4) There is also a hierarchy in most organizations. If the HR and manager does not accept your invitation (document that), then tell them that you plan to take it to their managers or executive level — because it is affecting morale and productivity.  Being up-front with your next step plans allows HR to decide what to do next.  Having all your steps documented with the actual email dates and HR responses will be useful when approaching executive level.

5) Take it to the next line. If the HR manager is not providing the required service, then you request a meeting with the HR second-line manager and your manager’s second-line. Mention that there is an issue that is affecting morale on the office/production line that you would like to make the executive branch aware of. Mention that you require their consult on this issue.

Conclusion:   If your attitude is one of  “inquiry” versus an accusation, you will not need to take it past HR.  The only thing you are sure about is that ‘you don’t fully know what is going on’. The only thing you know for sure is that you are confused. Approach your talks to solve your confusion only. Don’t approach the situation as ‘trying to prove to people that your boss is dishonest’. When you approach it as your need to get clarity — people are more willing to meet with you. When you approach it with a chip on your shoulder, people are more likely to avoid you.

Giving everyone the benefit of the doubt is a diplomatic and honest way to approach many difficult issues.  Believing that everyone involved wants this issue resolved quickly and quietly will benefit you greatly.

For more information on Reasonable Forcing Functions and Handling Difficult Office Situations, sign up for my on-line laser coaching series: GoTo Academy: Soft Skills for the GoTo Professional.

In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into these things in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.