(Communication) Don’t Lose Your Cool with a Passive-Aggressive Colleague

Communication 
Don’t Lose Your Cool with a Passive-Aggressive Colleague

Your colleague says one thing in a meeting but then does another.
 He passes you in the hallway without saying hello and talks over you in meetings.
 But when you ask to speak with him about it, he insists that everything’s fine and the problem is all in your head ! 

 What should you do?

 First, don’t lose your cool, and don’t accuse the person of acting passive-aggressively — that will only make him madder.
 Take a step back and ask yourself if you’re contributing to the issue in some way.

 Then talk to the person to address the underlying business issue in a calm, matter-of-fact way. Recount how some of your previous interactions have played out, explaining the impact it’s having on you and possibly others.
 If feasible, show that the behavior is working against something your counterpart cares about, like achieving the team’s goals.

" Change the Tone of a Difficult Conversation ! "

Office Communication 

" Change the Tone of a Difficult Conversation ! "

If you work with anyone long enough you’re bound to encounter a difference of opinion. 
But when a tough conversation starts spiraling out of control, how do you get it back on track?

 First, understand that when people disagree it’s often because one party misinterprets the feedback they’ve received as a personal attack, as in,

 “If you like my idea, you like me,” or, “If you don’t like my idea, you don’t like me.” 

To decrease tension, it’s important to deliberately reaffirm your commitment to the relationship at hand — this way there’s no confusion around what the argument is actually about.
 Disentangle personal issues from business issues by momentarily focusing on the relationship, using statements like “I really want to work on this with you” and “I bet we can figure this out together.” 

Reaffirming your commitment to the other person can significantly alter the tenor of the conversation.

Keep Your Team from Burning Out

Stress Management 

Keep Your Team from Burning Out

It’s tough enough to manage your own stress.

 But how can you help the members of your team handletheir feelings of stress, burnout, or disengagement?

 One approach is to focus on your employees’ personal growth and development. 

Offer tools like mindfulness and resilience training. 

Encourage people to take time for exercise or other renewal activities, such as walking meetings. Build buffer time into deliverables schedules so that people can work flexibly and at a manageable pace. 

Encourage mono-tasking by defining milestones that don’t overlap, and avoid the trap of mistaking the urgent for the important.

 Allow time and space for people to disconnect outside of work, and be deliberate about helping people pause and recharge during down cycles. 

Finally, it doesn’t cost anything to be kind. Doing well at work and encouraging people to feel well isn’t just possible — it’s the foundation of a high-performance team.

" Take Small Steps Toward a Big Career Change !

Career Management 

" Take Small Steps Toward a Big Career Change ! 

If you’d like to make a career transition but you’re worried about leaving a stable job, how do you take the leap? 
And how do you decide on your next move? Start by following your energy and interests. 
Pay attention to what engages and excites you.
 What stimulates your intellect? 
Once you know what you want to pursue, learn more about the work involved through research and networking. 
Instead of making a huge change all at once, try out the work in a low-risk way by taking on side projects or consulting. 

Remember,  that creating a fulfilling career is an ever-evolving process ! 

What to Do Before Telling Someone They’re Fired

What to Do Before Telling Someone They’re Fired

Telling someone they’re fired is never an easy conversation, but you can take steps to make it less painful. Before starting the conversation, make sure you’ve prepared responsibly. Does the person know there’s been an issue? Has he been given an opportunity to act upon your feedback? Next, identify the right environment for the meeting. It should be a private place where you won’t be interrupted. Finally, think about what you want to say. Instead of preparing a scripted speech, focus on setting your intentions. Give yourself some space to really think about this person: who he is, why you hired him in the first place, what this will be like for him. Try to see the best in the other person. Imagine him contributing more powerfully in another organization or role. And approach the conversation with the assumption that he has value — it may just be in a different job.

Don’t Discount a Serial Job Hopper

Don’t Discount a Serial Job Hopper

No manager wants to hire someone who is going to quit after a year on the job. 

But how can you tell whether a candidate is going to stick around, especially if they have a history of job hopping? Start by taking a closer look at their resume and noticing when the short stints occurred. There were massive layoffs in nearly every part of the economy from 2007 to 2010. So when you look at the resumes of people whose short stints fall in those years, focus on what they did to rebuild their careers. Then, when the candidate comes in for an interview, dig deeper. For each job, ask two questions: Why did they leave the position, and why did they take the next one? Listen for patterns. Is she consistently negative about the places she worked? Or her bosses? Or colleagues? If the person always leaves for more responsibility and your organization has room for growth, you may have found the perfect hire ! 

3 Ways to Really Motivate Your Employees

3 Ways to Really Motivate Your Employees

Companies often turn to material perks (bonuses, game rooms, free food) in the hopes of making employees happier. But research suggests that these efforts, while appreciated, aren’t effective drivers of long-term well-being. Instead, leaders should be mindful about giving their employees three things:

1. Inspiration. Remind employees how their work is improving people’s lives. Distributing client or customer testimonials and announcing when corporate profits are donated to charities are just a couple of examples of how to do so.

2. Kindness. Show you care about your staff as people, not just employees. Simply asking how someone is doing personally and really listening to their answer is a good first step.

3. Self-Care. Create a culture in which it is acceptable and encouraged to exercise, take breaks from work, and have more strict boundaries between work and home. Finding ways to reduce job stress ultimately increases well-being and engagement.

"Network More Effectively, Use Pull factor !

Business Networking Basics

"Network More Effectively, by Drawing People to You !

As you advance in your career, it’s harder to find time to network — especially when the people you want to know, also have jam-packed schedules !

To meet prominent people, you have to make yourself stand out so that they come to you.

Start by figuring out what sets you apart.

Ask your friends to identify the most fascinating elements of your biography, your interests, or your experiences.

Share this information the next time you’re with a group of people you’re trying to connect with.

Building your expertise in a niche will also attract people to you. If you know a lot about wine, or nutrition, or salsa dancing, or email marketing, or any other topic, people who care about that topic are bound to seek you out."

Courtesy : HBR

" Keep a Journal to Become a Better Leader ! "

Career Management / Leadership 

" Keep a Journal to Become a Better Leader ! " 

' The best leaders take time to REFLECT.
 One of the easiest ways to do this is to keep a journal ( or diary or blog) . 
 Set aside some time each day, preferably the SAME time each day, and find a quiet space where you won’t be interrupted.
 Keep that time carefully guarded on your calendar as an appointment with yourself. 
Then write whatever comes to mind — a journal’s blank pages invite you to hold an honest conversation with yourself.
 Give yourself permission to follow your stream of consciousness without judging, censoring, or trying to direct where your thoughts might take you.

 And don’t share your journal with anyone else; your reflections are yours.
 They bring you what all the world’s experts, advisers, and executive coaches combined can’t offer you: your OWN UNIQUE perspective ! 

Boost Your Productivity by Protecting Your Time

Time Management 
Boost Your Productivity by Protecting Your Time

If you want to get more done, take ownership of your time.
 Our most satisfying work comes about when we’re playing offense, working on projects that we ourselves initiate.
(1) Look for ways to automate or delegate activities that are not a good use of your time.
 (2)Say no to projects that aren’t a priority and maintain a relentless focus on self-directed goals that only you can achieve.
(3) Program your phone to only ring for select people, and resist emails first thing in the morning until you’ve achieved at least one important task. 
(4)Recognize and honor your physical limitations by getting plenty of exercise and sleep, cycling between 90-minute bursts of focused work and short restorative breaks. 
(5)And use your vacation time. 

Top performers view time off not as stalled productivity but as an investment in their future performance.