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Once & For All: Stopping Sexual Harassment at Work

Archive for the ‘Management & Supervision’ Category

Delegation: Develop, Don’t Dump

Saturday, August 30th, 2014

Delegation for SuccessIntellectually, we know delegation is good. It’s a way of developing staff — helping them learn and grow and preparing them for bigger roles within the organization. We also know it’s good for us to let go of having to do everything ourselves.

But when we ask others to do a task…how can we be sure the other person will do it right?

Well, we can’t be sure, of course. But we can be consciously intentional about picking someone whose skills and attributes are a fit for the job at hand.

Instead of just “dumping” your request on the nearest person’s desk, take a moment to assess three factors:

  1. What skills are needed?

For example, accurately compiling a cost comparison report requires skill with numbers and familiarity with spreadsheets. Crafting a blog post for your department requires skills in research and writing.

  1. What attributes are needed?

Someone with good logistical skills can easily handle the basics of scheduling an important meeting – but if they’re not friendly and empathetic, they might not be the best person to manage the tricky diplomacy required to get senior management to juggle their calendars.

  1. What risk is involved?


Overcoming Resistance to Coaching

Thursday, July 17th, 2014

coaching-in-the-workplace-trainingThe interesting thing about coaching is that it offers everyone involved a chance to learn and grow. It’s not like teaching, where one person dispenses knowledge and the other(s) receive it.  Coaching is a give-and-take, a mutual experience. If, that is, each person is open to it.

So what do you do when you’re working with someone who doesn’t think they have anything to learn – or perhaps doesn’t feel as if you’re the right person to coach them through the situation?

Or, what do you do when you’ve been asked to coach someone and you don’t feel you have the time or patience to do it? (more…)

Stress is A Gift

Monday, May 26th, 2014

Stress is a GiftMuch of what we believe about stress may not be true.

In June of last year, Stanford University psychologist Kelly McGonigal spoke at the TED Global conference. Her topic was “How to make stress your friend,” and in it she cited numerous studies showing that how our bodies respond to stress – and quite literally whether stress will kill us or not – has more to do with how we think and act in stressful situations than with the amount of stress we encounter.

When we view stress as harmful to our health, it is: over an eight-year period, 43% of people who viewed stress as bad for them and reported having high stress in their lives died. On the other hand, those people who had high stress in their lives but did not view it as harmful had the lowest death rates of any group in the study, including those who had relatively low levels of stress.

It turns out that what’s actually bad for us is how we view stress, not how much stress we have.

Here are three ways to shift your perspective on stress. (more…)

The Pygmalion Effect

Wednesday, February 19th, 2014

The Pygmalion EffectMuch has been written about the Pygmalion Effect, but what is it? More importantly, how can it affect you and your organization?

The Pygmalion Effect, sometimes referred to as a “self-fulfilling prophecy”, occurs when the expectations we have for another (be they positive or negative) influence that person’s performance. The phenomenon has been studied and documented numerous times both in business and education.

The illuminating video The Pygmalion Effect  uses a variety of vignettes and real-world case studies to show how teachers and managers unwittingly transmit expectations to employees and students. Time and time again, viewers see that high expectations lead to improved performance while low expectations lead to diminished performance. (more…)

Reinforcing Great Work

Friday, January 3rd, 2014

Coaching & Management Training  VideosWe’ve all experienced the painful frustration of working hard and giving our utmost to a task … only to end up feeling unacknowledged and unappreciated. So, why are we so inconsistent in acknowledging the good work of others?

Because it seems there just isn’t enough time in our overcrowded day to stop and thank someone who’s doing good work. And, more often than not, we tend to take a “that’s their job, isn’t it?” type attitude.

And while it is true that people are being paid to do the work they’re doing…. if we want to keep good workers on our team and in our organization – and if we want their skills and capacity to grow – we need to acknowledge what they’re doing in clear, specific terms that will help them stay focused on doing the right things well.

It’s simple, really: when you see it, say it! Here’s how.

  1. Notice what’s right
    It’s a lot of fun to notice things done well – much more fun than our default mode of noticing when something’s gone wrong. So pay attention!
  2. Speak up
    Take 30 seconds to let them know you noticed. That’s all it takes: just 30 seconds. Of course, by all means take longer if you want!
  3. Be specific
    Generic “attaboy” or “attagirl” statements won’t help someone know precisely what they did well. Since you want them to develop those behaviors into repeatable skills and practices, tell them exactly what you saw.  Instead of “Hey, great job!” go for, “Hey, you were responsive and caring with that customer. She was upset at the beginning, but she went away happy – you did a great job listening and understanding her needs.”

You’ll discover that the good feelings go both ways: the people you appreciate will feel great about themselves and their work, and you’ll feel great about the positive impact you’re having on the organization.

Recommended Training Resource
Preview Practical Coach in its entirety for more on rewarding good performance as well as for information on correcting poor work and using a “2 minute challenge” to help turn around dead-end performance.

Pygmalion Effect: Managing the Power of Expectations

Monday, November 25th, 2013

Pygmalion Effect Managing the Power of ExpectationsIt is a  fact that people rise to the expectations others have for them. The “Pygmalion Effect” is a proven behavioral theory showing how the expectations one person has for another can impact that person’s performance. High expectations yield high quality of work, and vice versa.

A long time bestseller, our video Pygmalion Effect: Managing the Power of Expectations shows leaders how to bring about high work quality and improve morale and engagement in the process.  The video uses a variety of real-world examples, dramatic vignettes and scenes from the movie Pygmalion to illustrate the ways managers transmit expectations to employees. (more…)

After All You’re the Supervisor

Thursday, November 14th, 2013

8.jpgAs anyone who’s done the job knows, supervising people is hard work.  When you take on this role, a whole new set of challenges arise, especially when you are promoted to lead former colleagues and friends. Remember all the times you went to lunch with your former team to vent about your boss? Now you are the boss and dynamics have radically changed. It’s no wonder why being promoted to supervisor makes many people uncomfortable.

Help ensure that new supervisors in your organization are prepared for the challenges that await them. Through the scenario of a newly appointed supervisor, the video After All, You’re the Supervisor  demonstrates the nine secrets to supervisory success. (more…)

Behavior-Based Interviewing: Six Tips for Better Hiring

Tuesday, November 5th, 2013

alt=""As interviewers, what can we do to probe and get the information we need without inviting candidates to “fake” their answers? With the wrong wording of a probe, a clever candidate can fool us with us with deceptive answers.

And, how do we manage our impressions – our gut feelings about candidates? The fact is that no matter how much we might like to believe in our innate ability to size up people, our first impressions and snap judgments about job candidates can lead to costly hiring mistakes. (more…)

Yes, It’s Personal

Monday, September 16th, 2013

Have you ever gotten an “attaboy” or “attagirl” that just left you feeling flat?Encouragement

The most common reason why appreciation misses the mark is simple: the person expressing acknowledgment failed to understand what’s meaningful to the person they’re acknowledging.

Unfortunately, when appreciation feels inauthentic, it creates disengagement instead of motivation.  We’ve all received acknowledgment like that, and so we know from personal experience how it leaves us feeling unseen, misunderstood, and weirdly unappreciated. (more…)


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