Take a real holiday from work

We mentioned in our last blog article that businesses still need to be productive during the holiday season, and employees shouldn’t mentally check out just because the radio is currently playing holiday songs. And it’s up to you, the leader, to set a good example for the workplace and to maintain a solid work ethic.

But you still deserve a break, especially if your company plans to close down for the holidays.

However, it appears many people will not give themselves even one day off during the holiday break. According to a survey by Expedia, many working Americans will fail to use at least two vacation days this year.

Yes, there are always demands at work, and sometimes they seem to grow by the day. But it truly is better for the company, and for you, to take a break.

When you don’t take time away from work, you indirectly give off the message that you don’t value vacation time. This can possibly cause your employees to get frustrated and disengaged with the company’s culture.

You should not only take vacation, but also encourage your employees to do the same. Taking vacation really does help to improve everyone’s morale at work. Plus, many times the break allows you to gain a fresh perspective on the vision for the company, and to think of new ways to keep the company moving forward.

On the same note, those days you have off from work shouldn’t be spent answering emails on your phone, it should be about taking the time to recharge and regroup. You should be more concerned about how many marshmallows to put in your hot chocolate, not thinking about next year’s marketing budget.

Allow yourself to take a vacation. Here are some tips to help you out:

Let everyone know.

Your direct reports and boss know about your company’s holiday break, but make sure your clients are aware as well. Be sure to change your voicemail and email to state when the office will be closed.

Set clear expectations.

Make sure people understand the goals they are accountable for achieving either before the team leaves for the holiday break, or what they need to accomplish first thing when everyone returns. Discuss your team’s goals and action plans with your team members to ensure that the plans are feasible. Listen carefully to their objections and make modifications where possible.

Truly unplug.

Avoid the temptation to check your email to see if there is anything that requires your attention. Why? Well, you’ll most likely get dragged into something that could wait. Remember, if anything urgent happens, you’ll get a call immediately. Also, try to stay away from the internet, or just simply limit your computer usage. You look at a computer screen for long periods of time during working hours; your eyes could use a break.

When you take a real holiday from work, your team will follow your lead, which means everyone will be that much more refreshed when the workforce returns to the office.

Ways to keep employees productive during the holidays

We’re in the middle of the holiday season, which in addition to being dubbed the most wonderful time of the year; it should also be called the most disrupting time of the year. Between worrying about gifts, attending holiday parties, in-laws visits, and vacation plans, it’s safe to say that the workforce is pretty distracted.

The reality is that even though your workers are still at the office, many of them might unofficially have checked out and begun their holiday hiatus. However, business doesn’t stop just because it’s the holidays, and work still needs to be done.

So, how do you keep your team focused during the holiday season without being known as the office Scrooge? Here are some tips to keep in mind:

Be a Good Example

Make sure you are meeting your own performance expectations. Remember, when people see you working hard and meeting your own expectations, they are more likely to use you as a role model. In other words, don’t spend your working hours shopping for gifts online, no matter how tempting it is!

Set Goals

Look at your goal setting and planning processes to see where you can stress the importance of achieving goals. Be sure your employees understand the goals that must be achieved before the end of the year. If there is pressing work or deadlines, make sure you communicate the appropriate sense of urgency. If everything is urgent, people can’t prioritize. If nothing is urgent, deadlines are often not achieved. Involve employees in setting the team’s goals and objectives; this can lead to a desire to exceed expectations.

Acknowledge Accomplishments

We’ve talked about it before, but a key way to engage employees with the company is to acknowledge their hard work. Recognize and reward employees for their contribution to the success of your team. Frequently offer genuine compliments to others regarding their effective job performance. Compliment coworkers on their success. Don’t forget about rewarding small achievements. Make it a priority to say positive things every day.

Be Flexible

What are the norms and expectations around work hours? If people are expected to work 50-80 hours per week, this is likely to have a negative impact on morale and retention, especially during the holiday season. This is where you need to be realistic - while there is work to be done, you can’t overburden your employees. After all, it is crucial to maintain work/life balance for yourself and your team members throughout the entire year.

You need to face the facts that the holidays will somewhat impact workplace productivity, but as long as you are flexible and communicate to your team the priorities of the company, you will still have a productive December without acting like a Scrooge.

Why being a perfectionist leader is a perfect mess

As you are aware, leaders are not only responsible for their job, but the work of their direct reports. So it should come as no surprise that most leaders expect top performance from their workers and don’t tolerate mediocrity in their workforce.

But what if your high expectations result in you acting as a perfectionist?

In theory, it would seem that exhibiting perfectionist qualities isn’t necessary a terrible thing. On one hand, it means you are dedicated to performing at the top of your game, and will work harder than anyone else to achieve results. But on the other hand, perfectionism has a negative side that can lead to destructive behaviors.

The definition of perfectionism is the idea that a state of completeness and flawlessness can and should be attained. Perfectionists believe that work or output that is anything less than perfect is unacceptable.

This is why many consider perfectionist bosses the hardest to work with because nothing is ever good enough for them. These kinds of bosses have unrealistic expectations and typically present micromanaging characteristics, which can impact the overall morale of the company. In addition, perfectionists can actually get sidetracked by trying to make everything perfect that they end up halting the progress of a project, and can cause the company to miss deadlines.

Perfectionism not only causes the individual plenty of stress and anxiety, but can make other lives miserable as well.

Here are top five signs of perfectionism according to an article in BBC News:

1.) You can't stop thinking about a mistake you made

2) You are intensely competitive and can't stand doing worse than others

3) You demand perfection from other people

4) You won't ask for help if asking can be perceived as a flaw or weakness

5) You are a fault-finder who must correct other people when they are wrong

One way to overcome these perfectionist tendencies is learning to let go and trusting your employees to get the job done.

However, if you’re unsure of how you are perceived (and if you act as a perfectionist), you could be working with blind spots. The more successful you are, the greater your risk of developing blind spots. One of the best ways to get a clear understanding of your strengths and weakness is gather 360 Feedback from those around you. Feedback can give you the opportunity to adjust your behavior and have a bit more balance in your life.

Let’s reflect for a moment, is perfection even possible? What do you think?

Is your company a scary place to work?

With Halloween just around the corner, many workplaces are in the Halloween “spirit” such as having bowls full of candy, and even holding costume contests. But what about after Halloween has come and gone, is your workplace letting off a scary vibe year-round?

For instance, do employees get howled at if they’ve done something wrong? Is your office dark and dingy, more or less like a dungeon of some sort? Are some employees checked out where they almost act dead, or numb toward their role and the company? Okay, catch my drift (and the Halloween references)?

It’s no secret that a happy workforce equals productive and engaged employees, and many times it all comes down to the company culture. Every company has a culture, and it is up to the leadership to set the tone. One important way to establish a positive workplace culture is to make sure your employees are motivated.
As a leader, you have many rewards available to you, and one way to motivate people is to give them incentives and rewards. Whether or not you can offer salary increases or promotions, you can offer appreciation and acknowledgment for the good work of others.

Sure, it is important to honor birthdays, employee anniversaries and to make sure there is accurate light in the office (to not give off a dungeon vibe). But another vital way to set an encouraging workplace culture is to empower your employees.

When you empower your employees, it means you are open to input and support initiative in others. Listening to and involving your direct reports in a discussion is a key skill in building commitment for organizational success. By encouraging others to participate, you elicit ideas for solving problems and find the best solutions. When your employees contribute they feel more ownership of the project or plan at hand.

Think about your leadership style in recent months, were you open to suggestions from your employees? If not, you may be perceived as not valuing suggestions, so you may not receive many. Or you may not listen respectfully to what others have to say.

When you don’t listen to suggestions, this cuts you off from good ideas for solving problems or charting a new direction for your team or organization. It also diminishes initiative from others. People possibly feel that their good work is not praised or rewarded, so morale may be lower than it could be.

We won’t leave this one a cliffhanger; here are some tips to remember:

Make it a goal to recognize the positive contributions of each person you work with at least once each week.

Two keys to motivating team members are to first understand what they find rewarding, and then to administer the desired rewards for behaviors that are aligned with team success.

Catch team members doing something right. Then make sure you give them positive feedback.

Hold special recognition or celebration lunches to acknowledge team member accomplishments or successful completion of projects.

Recognize that the higher up on the organizational ladder you are, the more important it is for you to ask others for their opinions and to just listen when they talk. Some people are reluctant to talk with those higher in the organization. With these people, it is important that you actively seek their ideas and contributions.

While it is fun to be scared during Halloween, it’s another thing to be scared of where you work. Remember that when your company culture is encouraging ideas and input, employees will be motivated and even thankful to come to work.

Hmm, maybe you should aim to have a Thanksgiving vibe, or better yet just make sure you empower your employees.

Stressed out leaders

All leaders have at least one thing in common: stress.



Brutal schedules, increasing demands, and unrelenting competition all contribute to a stressed out crop of leaders.



In fact, leadership author Henry L. Thompson argues that stress is often the real culprit behind leadership failure. In his book, The Stress Effect, he stated when leaders’ stress levels become elevated – whether in the boardroom or on the front line of the manufacturing process – their ability to make smart decisions is severely impaired.



So, apparently stress is a very real feeling that could become toxic to your career.


When someone is stressed they don’t treat themselves or others very well, they have a quick temper at work or home and become impatient at the smallest details.
And if a leader is stressed out, guess what? It can infect the entire company. No matter how hard a leader tries to hide his or her own emotions, employees will pick up on their boss’ behavior. Leaders do set an example for the workplace, so your attitude and stress levels are actually contagious to your employees. Yep, that’s just another thing to stress out about.

Maybe leaders are so used to being stressed out that they believe it’s a normal condition. To be fair, there are those that say some level of stress is actually a good thing, and it does serve a purpose. But an overabundance of stress is a different story.

Overstressed leaders will get overwhelmed in crisis situations and fail to identify the core issues of the problem. Emotional or unmeasured reactions may actually provoke additional problems, along with sending the message to direct reports that conflicts should be avoided or denied.

An inability to cope with stress will not only cause personal unhappiness, it can also make you ineffective as a leader. While it’s pretty difficult to completely eliminate stress from your life, you can take action to minimize stress. Many times, stress is not only self-induced but is unnecessary.


Here are some tips to keep in mind:

• Instead of getting frustrated when things don’t go as planned, expect change, ambiguity, and frustration at least part of the time. This is normal. Develop your sense of humor; learn not to take yourself too seriously.




• Acknowledge that you are not really in control, as much as you would like to be, and you do not need to be in control of all situations. Consider a past change that you effectively managed and identify steps you took in that situation that you can try here. Realize that maintaining control in an environment of rapid change is different from maintaining control in a static situation.




• Try these stress reducing techniques: learn and apply deep breathing when you are stressed; take a break to listen to relaxing music on your iPod or on Spotify; go for a walk outside; exercise regularly; eat regular meals.




• You need to be able to persevere during the hard times if you are convinced you are on the right course. Before you make a big change: consult with other managers about the decision and analyze what impact the change will have on the organization (both positive and negative).




• Think positively. Instead of telling yourself a task is impossible, tell yourself that you have reached a momentary impasse and that a solution does exist and will eventually come to you.

What tips do you have to help reduce stress?

Keep your team focused during the summer

We’re in the middle of summertime, the temperatures are reaching 100 degrees, and many people are daydreaming about their pools and upcoming vacations.

It is not a secret that summertime months can lead to sluggish productivity, and even you, the manager, may be counting down the days until your vacation. That is understandable, everyone should be encouraged to take time off – it helps prevent burnout.

But when people are not on vacations, summertime also provides an opportunity to help people become better workers. Here’s a handy check list to keep in mind for the rest of summer.

Maintain your energy

Sure, summertime provides a more laid-back attitude, but you still need to set the standard of remaining enthusiastic and displaying a high energy and drive to your direct reports.

For example, if you start coming in late and leaving early every day of the week, your coworkers may also start slacking off. Why? Well, because you’re sending mixed signals about the importance of your organization’s mission and direction. Just because summer provides opportunities for vacation, doesn’t mean you or the team needs to take the entire season off.

Don’t miss out on the chance to inspire, energize, and motivate your team – especially during the summer.

Provide new challenges

The slower summer pace can give employees a chance to grow. You should challenge your team members to find ways of improving business and the work processes. Use various forms (e.g. team meetings, private conversations, performance plans) to stimulate and reinforce the need to make continuous improvements. Think about giving team members an opportunity to lead a project that is outside of their normal responsibilities.

Be sure to set aside a specific time during the week with team members when you are available to discuss new ideas, along with problems and concerns with group members.

Team-building activities

Okay, I know the word ‘team-building’ causes many to roll their eyes in annoyance. That is because many team-building exercises are the opposite of fun. But there are plenty of relatively inexpensive exercises that your team could partake in that can get everyone out of the office and get people engaged.

You could set up a company picnic at a local park or take the whole team out to play laser tag. Whatever you decide, use the day to get to know one another better and celebrate team’s success.

Extra time off

One way to motivate your staff is to allow them to leave early on Fridays. For businesses that can’t really afford for all employees to leave early on Fridays, offer it on a rotating basis. This can increase motivation for employees, and also shows that you as a manager are supportive and appreciative of all their hard work.

Now it’s your turn. How do you maintain your team’s focus during the summertime?　

Engage employees with healthy habits

You might not want to sit down for this. A new study warns that sitting for prolong periods – even with exercise – is extremely hazardous to our health.

 

Sure, new health studies are released almost daily, but this one hits close to home. Most jobs in America require us to sit and work on computers day after day, and that will not change.

 

Some even believe that excessive sitting will be the basis for future Occupational and Safety and Health Administration complaints and possibly even workplace litigation, according to an article in Inc. Magazine. That is something companies can’t afford to ignore.

 

And healthy employees are productive employees. An Australian study found that “the healthiest employees are nearly three times more productive while at work than the least healthy – 140 working hours per month versus 45 effective hours worked per month.”

 

Healthy employees can save your company money, so why not start incorporating healthy habits in the workplace?

 

Even if you are not in a position to launch a comprehensive wellness program at work, there are small steps you can take to help promote wellness. Keep in mind that as a manager, you serve as an example to your employees. For instance, if you stay at your desk for eight hours a day with minimal breaks, your direct reports will most likely do the same.

 

The key is to lessen the long, uninterrupted times spent sitting. Here are some ideas to get you and your employees up and moving:

 

Encourage breaks. Sometimes it is difficult to take a break during the workday, especially when battling deadlines and client demands. Still, when possible you should interrupt your sitting habits. Try to get up and move every 30 minutes.

 

Walk, don’t sit during meetings. Instead of calling a meeting in the conference room, try to go for a walk outside if the weather is nice. Not only does this get you out of a chair, walking meetings is great way to energize your workday.

 

Use a treadmill or standing desk. It sounds odd, but you can exercise at your desk. A treadmill desk allows one to walk on the treadmill while performing work duties, although it can be a pricey investment (anywhere from $500 to $4,500).  Another option is the standing desk where if your desk is adjustable you can set the desk to standard height and stand while you work. You might get some weird looks at first, but soon enough your employees might hike their desks up as well.

 

These are small initiatives, but it could go a long way in helping employees stay healthy and engaged.

 

What advice do you have for breaking the sitting habit? After you leave us a comment, get up and move around!

Managers, sharpen up your coaching game

Who is your favorite sports coach?

Well, if you’re a manager, you might want to pay closer attention to their leadership skills. The role of the manager is evolving, and coaching skills are becoming necessary for managing and leading in a changing business environment.

Yes, not only do you need to be a manager and a leader to your direct reports, you also need to be a coach. Many people have untapped potential that needs to be engaged, and one way to unleash that is to develop a coaching managerial style.

But if you don’t understand why you need to develop coaching skills, first check out these definitions from Wikipedia:

“Management is the act of getting people together to accomplish desired goals and objectives using available resources efficiently and effectively.” 

“Coaching is the practice of supporting an individual through the process of achieving a specific personal or professional result.”

Not so different, is it?

A coaching management style focuses on developing employees and providing opportunities for them to improve their skills and produce better results through mentoring and training. Adding coaching skills can help managers create a motivating environment that can increase the probability of an employee’s success by providing feedback, recognition, and support.

Keep in mind, incorporating coaching skills into your management style does not mean that your responsibilities as a supervisor no longer exist. But instead of checking and monitoring the work on a consistent basis, coaching enables managers to develop a relationship with their employees that create a shared understanding about what needs to be achieved.

If you don’t take the time to develop coaching skills, you may give the impression to your direct reports that you are not available to support them when they are having problems. You may be perceived as a leader who lets group members “sink or swim” based on their own ingenuity.

If you want to be viewed as an advocate or mentor in your direct reports’ career pursuits, here are some development tips to keep in mind:

· Sharpen your skills in coaching by working with someone who will give you feedback on your coaching skills.

· Attend meetings of coaching groups to gain expertise in coaching skills.

· Hire your own coach for a period of time. Notice what this person does to help you succeed in achieving your goals, and practice using similar methods with your team members when appropriate.

· Find out about the training and development opportunities available in your organization, and pass this information along to your team members. Encourage team members to participate in these activities, and allow work time for this whenever possible.

· Identify the weakest performer on your team. Together develop a plan to improve his/her performance, jointly setting the goals. Include regular assessments and rewards for success.

Leaders, a public meltdown is not “winning”

As a society, it appears we are fascinated by public meltdowns of celebrities. This is probably why Charlie Sheen’s twitter account set a new Guinness World record for the fastest person to reach 1 million followers. I’m sure many of these followers hoped to read or see a meltdown firsthand.


So, Tiger Blood and the rest of Charlie Sheen’s philosophies entertained a majority of the public. However, it would not be so entertaining if someone you actually know has a meltdown. Or, even worse what if you have a meltdown?

As a business leader or manager you probably think that would never happen. But all business is people’s business, and no one is perfect. And meltdowns are not a laughing matter (sorry, Charlie).

A meltdown may take the form of being irritable, snapping at others, crying, and engaging in all kinds of unhealthy and self-destructive behaviors.

One major cause of a meltdown is stress. According to a recent survey by the American Psychological Association, 75% percent of people say they are stressed out. That’s a lot of potential meltdowns.

Leaders certainly encounter obstacles and are faced with very difficult situations. An inability to cope with stress will not only cause personal unhappiness, it can also make you ineffective as a leader. Emotional or unmeasured reactions may actually complicate difficult situations and could result in a meltdown.

You may not be able to change the amount of stress in your life, but there are ways to calm down and reduce the stress.

·        Acknowledge that you are not really in control of much that happens, as much as you would like to be, and you do not need to be in control of all situations. Consider a past change that you effectively managed and identify steps you took in that situation that you can try here. Realize that maintaining control in an environment of rapid change is different from maintaining control in a static situation.

·        Try these stress reducing techniques: learn and apply deep breathing when you are stressed; take a break to listen to a relaxation CD; go for a walk outside; exercise regularly; eat regular meals.

·        Anticipate a positive outcome to stressful situations. Your mindset can make a tremendous difference in the outcome.

·        Determine whether your work habits contribute to your stress. Do you procrastinate? Do you neglect to communicate your intentions? Do you micromanage others?

·        Maintain and cultivate your sense of humor. A well-developed sense of humor will help you and those around you deal more effectively.

How do you reduce stress?

From Friend to Boss

So a great new position came your way – you are officially a manager! Since you’ve mastered the skill set required for your current position becoming a manager should be a natural move.

However, the title and responsibilities of manager isn’t always sunshine and roses. New managers have to supervise direct reports who were formerly peers. Instead of focusing primarily on maintaining their own specific technical skills, goals, and deadlines they have to manage those aspects for others.

In other words, one day you are playing golf with your buddy, and the next day you are now his boss at work.


In a perfect world, it would be great to be both a boss and a friend. But the reality is that you and your former peers may no longer be friends in the same way. Instead of being on the same level, the promoted individual is now in a position of power and authority.

Change at any level can create uncertainty and confusion, but if you develop a game plan, the shift from friend to boss will be easier. Consider these following suggestions.

Set clear expectations. By setting expectations early on, you will avoid a misunderstanding later. A major function of managers is to ensure team members understand how their jobs relate to the organization’s goals and objectives, and to set team-level goals that are challenging, measurable, and meaningful. Ask for input from the team and ask them to identify key changes that would improve the department’s functioning.

Don’t play favorites. Just because you are now the boss does not mean you have to completely distance yourself from your coworkers. However, if you’re reluctant to discipline someone for fear of what it would do to your friendship, then the ties you have with that person will prevent you from doing your job. Focus on developing strong relationships with each member of your department.

Gather feedback. If you worry you could exhibit any type of favoritism, gather feedback from those around you. Candid feedback on one's management competencies gives the new manager clarification on their role, as well as what behaviors need to continue, be stopped, or be changed.

What’s your advice about the transition from friend to boss?

Great leaders do not tolerate mediocrity

You go to work. You go home. Repeat.

Sound familiar?

This repetition can cause people to settle and stay in a comfort zone, which makes them feel safe and secured. They don’t take risks but they also won’t experience failure. The world passes them by as they stay stagnant.

In most cases, when people stay within their comfort zone they become mediocre employees – they are okay but never really that great. Their work eventually starts to slip and they produce lackluster performances. When mediocrity is tolerated in the workplace, it can erode the company’s culture of productivity and accountability.

These lackluster performances fall on the shoulders of the manager. If the manager is not getting the best out of the employees, it may not inspire the employees to perform at higher levels. Think about it - leaders that tolerate mediocrity, what does that say about their leadership style?

As a leader, you must be clear and consistent about performance expectations. You need to fight mediocrity before it becomes an epidemic in the workplace. Here are some development tips to remember.

· Make sure you are meeting your own performance expectations. When people see you working hard and meeting your expectations, they are more likely to use you as a role model.

· Use your organization's appraisal system more effectively to enforce the clear and specific goals you have established, but not just annually. You may need to review progress on a monthly basis.

· Identify the critical path to your desired results and then remove the obstacles that get in the way.

· Involve employees in setting the team’s goals and objectives. Track results. Recognize and reward employees for their contribution to the success of your team.

· Make sure you communicate the appropriate sense of urgency. If everything is urgent, people can’t prioritize. If nothing is urgent, deadlines are often not achieved.

Tell us, how do you set performance expectations in the workplace?

Floating coffee grinds and … feedback

Feedback is a popular topic; however, sometimes an interesting way to illustrate a point is to provide a personal example. Let me explain how my recent experience with coffee grinds resulted in feedback.

I’m an avid coffee drinker. For a long time, I made coffee the standard way – measuring out coffee grinds and water. Last year, I became spoiled when I received a Keurig one-cup coffee maker for my birthday. I no longer have to worry about measuring coffee grinds; I put the K-cup in the dispenser and within seconds receive a fresh cup of coffee. No work or mess to clean up.

When I started at TBC, I noticed the company had a standard coffee maker – the type where you measure out the coffee grinds and water. I didn’t think it was a big deal to make coffee in the typical way again; after all that is how I used to make coffee. Still, when it was my turn to make the coffee, I could not remember the correct ratio of coffee grinds to water. The result? Extremely bitter coffee. But I learned from my mistake and became better at making coffee.

However, all was not what it seemed.

I made coffee the other day and I didn’t think twice about it, until the next day when a coworker asked who made the coffee the day before. While I was surprised someone would inquire about coffee from the past, I still anticipated a compliment of some sorts. So I smiled and said I made the coffee.

The coworker did not smile back, but instead asked, “Did you notice the coffee grinds floating around in your coffee cup?”

Hmm I did notice it, but I didn’t think it was a big deal. Some cups of coffee have a few floating coffee grinds, others don’t. I never really thought about it before.

He then playfully joked the coffee was more like eating coffee grinds than actually drinking coffee. To back up his point, he informed me when he cleaned out the coffee maker there were clumps of coffee grounds on the bottom.

My ratio of coffee grinds to water was a complete fail.

We eventually found out the reason for my coffee disaster. When I made the coffee, the coffee filter was not placed properly in the container, therefore not all the coffee grinds made it through the filter, and it was not brewed efficiently. The end result was floating coffee grinds in each cup of coffee. Yum.

I was a bit embarrassed but also grateful that my coworker told me about the issue. Without that feedback I might have made coffee the same way, which may have produced plenty of coffee grind snacks, not exactly the coffee experience we all would like.

Feedback is so important. Without feedback, we all operate with blind spots, which can get in the way of performance.

Now with the awareness I received from feedback, I know how to make a better cup of coffee.

Conflict happens. Here’s how to manage it.

Like birth, death, and taxes – conflict is inevitable.

Whenever people gather together, there are bound to be different points of view that often lead to disagreements. Conflict in the workplace can be an unwelcomed distraction, and can result in damaged relationships and lower morale.

The ability to manage conflict is an important managerial skill.

A study of middle and top-level executives revealed that the average manager spends about 20 percent of his or her time dealing with conflict, according to HR Magazine.

Keep in mind that conflict can have a positive side. If handled properly, conflict at work can help employees discover better solutions and possibly spark major innovations.

Whether conflict becomes a full-blown feud or inspires creative problem solving, in large part, is up to the managers. If managers don’t handle conflict well, it may actually provoke additional problems.

So what are the ways to manage conflict? Here are our suggestions.

· When attempting to solve a dispute, first focus on common goals. Try to find an area of agreement before negotiating disagreement.

· Practice active listening skills to sort through the sources of conflict. When people feel heard, they are more likely to listen to another point of view.

· Discuss problem situations with all parties before determining the best course of action. Seek feedback from someone else on the proposed solution before instituting it. Look for win-win solutions.

· Examine your work processes or organizational structure to determine if reorganization might reduce stress and conflicts. Conflict is not always caused by interpersonal problems, but may be the result of inherent structural problems.

How do you handle conflict in the workplace?

More heads are better than one

As an avid fan of football, basketball, and baseball, I read plenty of sports articles. And no matter what game, or what team, there is typically one line that is used to describe why a team won - “they played as a team”.

While that line may not seem like a big deal, it is actually a pretty high compliment. After all, it is not easy to get a bunch of rich, talented players to forgo egos to play together as one team.

When a team wins because “they played as a team,” the credit is usually due to the leadership style of the team’s coach. Many times the success of a coach depends on how well the team works together and what the performance is on the court. It’s really not that different in the business climate, where many managers strive to make teamwork a core value in an organization’s culture.

In the modern workplace, teamwork can produce incredible results. As awarding as the team approach can be, fostering a team environment is sometimes a challenge. The size of the team to interpersonal dynamics can all affect how well the team will work together. Like many aspects of an organization’s culture, good teamwork begins with the managers.

So if you want your team to, well, “play like a team,” keep these development tips in mind.

· Allow staff meetings to be team-building sessions, with open brainstorming and problem solving.

· Match crucial assignments and team members so: (1) assignments challenge the team members, and (2) the likelihood of success is great.

· Ask your team members for their input and their different approaches to reach a goal that may have been set by someone outside the team. Use a variety of ways to reach consensus: discussion/persuasion, majority rule, or predicted outcomes and consequences of recommended actions.

· If you want to encourage teamwork, recognize the team for its successes. Make it clear that active involvement is a valued and necessary component for a functioning team. Publicly reward active team players.

Tell us, how do you build a team environment?

Photo credit: Bleacher Report

Leaders need to bring energy to the office

Another holiday vacation has come and gone. Just when everyone was getting used to sleeping in and eating an endless supply of cookies, it's time to go back to work.

While some employees are physically present in the office, their mind may still be in vacation mode. It’s no secret after a few days off of work it can be a bit difficult for employees to dive right back into workload. Some employees may have a lethargic attitude toward anything work-related – much to the dismay of managers.

Leaders, if you want life back in the office, it is your job to create the energy.

A high energy level is actually an extremely important leadership trait. As a leader, everything you do is contagious. If you act ambivalent about your roles and responsibilities and display a discouraged attitude, the organization will reflect it. However, when you are enthusiastic with high energy and drive, it can inspire, motivate, and reenergize your co-workers.

To play at the top of your game every day, you need to create your own energy. Here are some development tips to keep in mind.

1.) Approach each day with the same sense of discovery that you had when you were a kid.

2.) Encourage a work/life balance for yourself and your team members.

3.) Decide on a clear-cut, long-range goal for yourself. Then establish what you need to do and what attitudes you will need in order to achieve it.

4.) Exercise regularly, eat well, get enough sleep, laugh often – all these impact your energy level.

Remember, your team looks to you to set the pace and provide a role model for hard work and quality. So make the choice to be energetic and bring some life back into the office. It will be contagious.

Tell us, what ways do you bring energy to the office? Is your mind still in vacation mode?

Are you a worrywart at the workplace?

"Don’t Worry, Be Happy,” is the familiar song penned by musician Bobby McFerrin. It is a positive song with such a basic message that we should all just adopt this philosophy in our day-to-day life. However, when one establishes a habit of worrying it can be hard to shake.

While stress is a factor in everyone’s life, many of the most stressful events are related to the workplace. In fact, workplace stress costs U.S. employers an estimated $200 million per year, according to Fairleigh Dickinson University.

Business leaders, in particular, carry a great deal of stress that can become toxic. A worrier executive worries not only about his or her mistakes but of others as well. Executives worry that their worrying can impact their employees and make their employees worry, which impacts their focus and productivity, and in turn can make everyone worry about their job.

Whew! Exhausting, isn’t it?

An article in Fast Company recently discussed the topic of business leaders and worrying in the workplace. Simma Lieberman, an executive coach and self-proclaimed former worrier, shared a bit of her advice to help reduce worrying.

1. Time spent worrying is time you can use to seek solutions for some of the issues you have been worrying about. (In other words, stop worrying and do something about it!).

2. Worrying over people, places, and things, you can’t control is a waste of time and doesn’t allow you to take action where you do have control.

3. Learn how to use relaxation techniques to stay calm in stressful situations. For example: make time for leisure activities, get enough sleep, exercise.

And although this may not work for everyone – if you indulge in some tasty treats every so often it may help melt worries away.

Sources: Fast Company, Fairleigh Dickinson University

Tell us, what are your techniques to reduce worrying?

“Just, How Old are You?” The Younger Boss – Older Employee Dilemma

Remember the movie, In Good Company starring Dennis Quaid, Topher Grace, and Scarlett Johansson?

Here’s a refresher: Dennis Quaid plays a middle-aged advertising sales executive faced with a new boss (Topher Grace) nearly half his age. Matters are made worse when Topher Grace begins a relationship with Dennis Quaid’s daughter. Can you say, ‘awkward’?



This fictional movie features a very real workplace situation: the younger boss - older employee dynamic.

As baby boomers delay retirement and work until older ages, it is more likely they will have a younger boss. A recent survey by the jobs website CareerBuilder found that 43% of workers 35 and older said they currently work for a younger boss.

These generational differences can create challenges for both. Competition, bruised egos, and different management styles can derail a working relationship.

Both sides need to rise above the tension and work together to move the business forward. However, that can be easier said than done.

So here are a few tips for both younger bosses and older employees. (Sources: HR Insight, U.S. News and World Report, Forbes.com).

Respect Experience: Recognize that older workers have a lot of experience. Rather than view them as relics of the past, use them and pick their brains.

Acknowledge Expertise: Older employees must be open to fresh ideas and new approaches that a younger manager may bring to the job.

Provide Plenty of Training: People can always benefit from additional training and development. Younger managers need to define what is lacking in older employees and create training opportunities for them.

Don’t Compete: For older employees, it is best not to openly compete with a younger supervisor or belittle him or her because of age. Don’t act like a parent or mentor to the younger boss.

While it does take hard work to achieve mutual respect and open communication, the eventual success is beneficial for all parties. By looking past differences and focusing on strengths, workers of any generation can create a cohesive workplace. It even happened in the movie – the characters worked out their differences and developed an open dialogue.

Can't we all just get along, or at least have a Hollywood ending?

Tell us your thoughts about the older employee – younger boss dynamic. Are you or have you been in this situation?