Suck it up!

This a good time of year to fix what’s broken and quickly move on to better days. Don’t dwell on the pain it has brought, just suck it up and move quickly to the next opportunity. Complaining only magnifies weakness. Take personal responsibility and resolve whatever conflicts you have either internally or externally.

Wishing you the merriest of Christmases and that Santa brings you everything you want. I will glow in the memories of past holidays and reflect on the real meaning of Christmas.

Cheers,

Marsha

I hate my job . . . but hate you more

People stay in jobs they hate because of the unstable employment environment.

If you make this decision, it’s important to have tools at hand that will help with internal (your own thinking) and external (the jerks at work) conflict resolution. Poor employee relationships do not increase workplace productivity or help team conflict resolution. So what can be done when the goofball in the next cubicle is driving you nuts?

1. How can employees deal with a coworker who is a slacker and doesn’t pull their weight at work?

If it affects their work outcome or output, they should approach their supervisor, manager or director. This is the type of conversation they should have. “I need your help and need some clarification. Is this a good time for you?” If it is not a good time, schedule a time when it is. If it is a good time, continue by saying, “I understand that my job responsibilities are _____________. Is that correct? Great. Here’s where I need your help. Do you want to review the responsibilities with (name of the slacker) or is there someone else you want to do this?” You are now putting the ball back in the leader’s court. This may have to be done several times because the leader may be in denial and not hear the message the first or second time.

How does the employee response change if the supervisor is a slacker? Same approach, except you substitute, “With whom on the leadership team do you want me to verify responsibilities?”

2. What should employees do when a coworker (or supervisor) yells at them?

Calmly say, “You may be right.  Help me understand where you’re coming from.” Dig deeper, and don’t take it personally. It’s not about you. It’s about the work!

3. How can employees handle unwanted flirting or sexual advances?

Again, calmly approach, saying, “I need to discuss a sensitive issue with you. Is this a good time? Okay, good. I’m not comfortable with some of the comments you’ve made to me and consider it inappropriate for the business environment. I would appreciate conversation to be kept to work topics, and for the personal references (or whatever) to stop. Is that something that we can agree on as two professionals (colleagues, business partners or whatever)?”

This information is actually from a conversation I had during a media interview for The Reactor Factor: How to Handle Difficult Work Situations Without Going Nuclear. Would love to hear your comments and suggestions!

—Marsha

Stabilizing an unstable work environment

Real world: Unemployment is 10.2%. With so many people looking for employment, you must ensure that your talents stand out. Whether you’ve been laid off, are unsure of your future with your current position or are looking for a promotion, here are seven secrets that will help you be the star.

1. Communication development: No matter what happens, you have polished communication skills and are ready to respond assertively in any circumstance.

2. Conflict resolution skills: People are angry and unsettled. When tempers flare, you can resolve disagreements and reach amicable solutions.

3. Decision making skills: You are not mired in “analysis paralysis” and can gather information to make a decision that brings needed results to the situation.

4. Effective presentation skills: Your platform skills are polished, and on a moment’s notice—without anxiety or fear—you can address any group concisely.

5. Employee retention strategies: Whether a leader or not, you understand the importance of self-leadership and support key people to stick it out, even in difficult times.

6. Personal development expertise: You understand the importance of lifelong learning and continue to polish your skills.

7. Workplace team building: Whether the team leader or not, you help every project move forward in a positive, efficient manner.

It’s your turn to choose what you can improve and polish. These are skills and habits, and you can change them if you want!

Would love to hear your comments about this post.

Marsha

PS: Please click here to download the eBook The CEO of YOU: leading yourself to success—my treat! A huge thank-you for all of you who have purchased my latest release . . . and it is now on the Bookscan Bestseller List!

Also, please check www.ReactorFactorBook.com, where you can download the worksheets from The Reactor Factor: How to Handle Difficult work Situations without Going Nuclear.

Don’t get mad: Ask questions and be accountable

I love it when my flight is delayed at Phoenix’s Sky Harbor Airport, because I get to shop at Brighton Collectibles in the terminal. One consideration, though: The salesperson can’t be suffering from MBDTM syndrome (My boss didn’t tell me).

I found a fabulous silver bracelet and earrings and took them to the register with cash, not plastic, in hand. One of my purchases wouldn’t pass the bar scan routine. After several minutes–10 to be exact–of phone calls, calling people stupid, frustration and indignation, the clerk blamed everyone but herself for the incorrect code. Here was a true absence of conflict resolution skills!

I watched with interest, from a Decontaminator of Toxic People point of view, waiting for an alternative solution that never appeared. So I selected a new jewelry combo that did pass the electronic scrutiny. Here are some possibilities my angry helper might have considered:

1. Add up the sale by hand.
2. Take my name, information and credit card number, and send me the jewelry after resolution.
3. Ask in training, “What happens if . . .”
4. Pay attention in training.
5. Have the boss’s cell number in case of “real” emergencies.

What else could she have done? Look forward to hearing from you!

Marsha

Unexpected surprises: why paying attention pays off

Enterprise Network is a networking group I’d heard of in Phoenix. I was invited to their last meeting by their incoming president, Linda Lang, whom I had met while keynoting the annual meeting of the California Association of Community Managers.

They had a panel of real estate experts: Holly Eslinger of Exclusive Homes and Land, John Foltz of Realty Executives, Martha Appel of Coldwell Banker and Sam Wercinski, former Arizona Real Estate Commissioner. Their topic was business survival strategies. You would think this was about real estate–but it was more about leadership.

Here are the unexpected surprises I noted down that, I believe, should be relearned and reemphasized by every employee and leader in today’s business world, especially with all the unrest facing us each day.

• Eliminate status quo and complacency.

• Think about the competitors coming together to solve industry downturn. What are you willing to share?

• Act sooner and take responsibility first.

• Get back to the basics. Think employee retention.

• Listen and be 100% present–otherwise people lose their own value.

• Do not buy into the panic. This will increase employee productivity.

• Control your anxiety level. Be part of team conflict resolution.

• Till the soil now for planting the future harvest. The guru? Chris Brogan.

• Cross train and mentor. Think communication development.

• Print out positive e-mails, add a personal note and post for all to see.

• Say thank you. Do it often and mean it.

• You create the attitude of your group. This is personal responsibility.

• Start conversations about expenses and revenue with everyone.

• Think about coaching for salespeople vs. running a print ad.

• Invest in people and value current customers.

• Always think of self-regulation.

What skill, thought or action is helping you cope in your job?

Marsha Petrie Sue