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Archive for Business

What Do Bosses Want? Begin Work on Time

Wednesday, June 11th, 2014

Yesterday, I conducted a leadership seminar in Salem, Oregon, and the subject of “what do bosses want” came up. Not surprisingly, showing up on time was at the top of the list. Certainly, this depends on what type of job you perform. For example, salespeople and managers are frequently out in the field. Yet, for the person expected to report for work at a specific time, it can affect the morale of everyone if they’re late.

Let’s say that you have an upcoming meeting. Showing up on time needs to be your number one priority if you want to be considered a good employee–even if you’re in sales, work from home, and go out on sales calls. Based on my in-depth conversations with managers, supervisors, human resources personnel, and others in leadership positions over the years, attendance ranks number one when bosses consider whether an employee is a good worker. Many young workers right out of school think they should be judged by the work they do, not by what time they show up for work and leave at the end of the day. However, most managers consider attendance and punctuality to be major success factors.

Attendance also tops the list of criteria when bosses have to fire one employee or another. Included in this first ranking is a factor you might not realize. Do you actually start working on time? Believe me, your boss as well as co-workers notice if you walk in, go to the bathroom or break room, make coffee, chat up a storm, and then finally start working much later. Even if you’re productive, a lot of supervisors worry about starting your work late because of how it affects the morale of others. Some bosses believe if they make allowances for you in this area, they’ll have to make allowances for others. And they don’t want to do that.

What do bosses want? Make sure you show up on time. Like it or not, others are watching you!

About Colleen Kettenhofen, Leadership Expert, Motivational Speaker

CREDENTIALS: Colleen Kettenhofen is an international workplace and leadership expert, award-winning corporate trainer, and motivational speaker. A media veteran, she has appeared on numerous radio shows around the country and has written more than 40 popular articles on diverse workplace issues. Colleen has delivered more than 1,100 fun and entertaining programs in 48 states and six countries. She is the author of 10 published audio programs and the book SECRETS YOUR BOSS ISN’T TELLING YOU.

A Portland, Oregon-based motivational speaker, Colleen Kettenhofen is available for keynotes, breakout sessions, and seminars by calling (971)212-0479, or visiting www.BounceBackHigher.com

What do bosses want from employees? Team players! In conducting in-depth conversations with hundreds of managers, supervisors and CEOs, this is part 2 in a series.

Part 1 talked about how managers repeatedly asked for “someone who is a proactive problem solver, not reactive–an employee who thinks ahead.” In part 2, we’ll explore the importance of getting along with others in the workplace. Let’s get started!

Be a team player willing to help your co-workers and customers. Admittedly, while conducting these in-depth conversations,  it was a surprise to me that “team player” was specifically mentioned over and over and ranked as the second top trait or behavior bosses want. Obviously, productivity is an important reason for this, but the effect that being a team player has on the morale of others scored even higher than productivity.

Bosses overwhelmingly mentioned “willing to help others, anyone” in terms of sharing job knowledge, skills, and ideas as well as “willingness to help customers.”

Simply put–and this is repeated throughout many of my articles, books, and blog posts–managers don’t want to be bothered with emotional conflicts among their employees. They frequently report, “I feel like a referee and a babysitter and I don’t want that role. I want my employees getting along and resolving conflict themselves.”

Bosses consider good employees to be those who attempt to resolve issues on their own first without always running to the person in charge. When I’m speaking, I often ask managers and CEOs in my audience, “Do any of you feel like you’re running an adult day care?” They laugh and say, “Yes! You must know some of my employees!”

Many managers and supervisors get promoted to management or leadership positions based on their hard skills or technical skills. They (and maybe you) received a promotion because they did a great job. But in these areas, the skills that got them promoted aren’t always the ones they need to manage people. That’s why they don’t want to deal with issues such as conflicts between employees. Not only that, these managers and CEOs are overloaded with work themselves and don’t have time to deal with emotional problems between co-workers.

So, what do bosses want from employees? Team players, proactive problem solvers and more. Stay tuned!

About Colleen Kettenhofen, Leadership Expert, Motivational Speaker

An internationally recognized award-winning speaker, Colleen Kettenhofen is the author of the book, Secrets Your Boss Isn’t Telling You, as well as 10 unique audio programs.

As a Portland, Oregon-based motivational speaker, Colleen has delivered more than 1,100 fun and entertaining programs before thousands in 48 states and five countries. She has served as keynote speaker for conferences, corporate meetings, associations, Native-American tribes, and non-profits. Colleen is available for keynotes, breakout sessions, and seminars. For more information, please visit http://www.BounceBackHigher.com

 

What Bosses Want from Employees

Tuesday, May 27th, 2014

In the coming days and weeks, I’m going to be sharing the top traits, qualities and characteristics that bosses want from employees and vice versa. This is based on hundreds of interviews that I conducted with managers, supervisors and CEOs for my book Secrets Your Boss Isn’t Telling You.

Some of the things bosses want from employees will seem like common sense. Then again, as you know, common sense isn’t always commonly applied!

What Bosses Want from Employees

What’s big on their list? Be proactive and solutions-oriented; go above and beyond. When managers, supervisors and CEOs were asked to describe the traits and behaviors necessary for a subordinate to be considered a good employee, overwhelmingly I heard, “Someone who goes above and beyond.” That’s worth repeating: In today’s economy, for you to be considered a “good” employee, bosses expect you to go “above and beyond.” So, if necessary, work longer hours and put in extra effort. If you don’t, someone else will.

Also managers repeatedly asked for “someone proactive, not reactive–an employee who thinks ahead. If that employee experiences problems, he or she looks for solutions.” So to be an exemplary employee, condition yourself to be solution-focused rather than problem-focused.

What bosses want from employees may seem like a lot. In my leadership seminars and keynotes, I always tell managers and supervisors it starts at the top. Be an effective role model. Be the change you want to see.

About Colleen Kettenhofen, Leadership Expert, Motivational Speaker

An internationally recognized award-winning speaker, Colleen Kettenhofen is the author of the book, Secrets Your Boss Isn’t Telling You, as well as 10 unique audio programs.

As a Portland, Oregon-based motivational speaker, Colleen has delivered more than 1,100 fun and entertaining programs before thousands in 48 states and five countries. She has served as keynote speaker for conferences, corporate meetings, associations, Native-American tribes, and non-profits. Colleen is available for keynotes, breakout sessions, and seminars. For more information, please visit www.BounceBackHigher.com

 

Many organizations provide leadership development programs for those with a managerial title. Yet salespeople, IT personnel, engineers and others yield great influence and can offer tremendous support to a company or association, especially during times of change. It’s important to recognize that the talents of these individuals can meet the criteria for effective leadership. Even if they don’t choose to aspire to a managerial path, they can benefit tremendously from leadership development programs and training. Anyone can improve their performance, productivity, and morale when they walk away with new tools for establishing greater trust, communication and credibility. Leadership development programs will help your people become better team players, more effective communicators, and proactive problem solvers. More than that, as they develop their interpersonal skills, they will be better equipped to reach their full potential and help the organization to do that as well!

About Colleen Kettenhofen, Leadership Expert, Motivational Speaker

An internationally recognized award-winning speaker, Colleen is the author of the book Secrets Your Boss Isn’t Telling You, as well as 10 unique audio programs available at www.BounceBackHigher.com

As a motivational speaker, Colleen has delivered more than 1,100 fun and entertaining leadership development programs before thousands in 48 states and five countries. She has served as a keynote speaker for conferences, corporate meetings, associations, Native-American tribes, and non-profits. Colleen is available for speaking, coaching, and consulting by calling (623)340-7690 in Portland, Oregon.

“No person, no place, and no thing has any power over us, for ‘we’ are the only thinkers in our mind. When we create peace and harmony and balance our minds, we will find it in our lives.”  ~Louise Hay

One thing people tell me in my keynotes and seminars on leadership is that they are extremely overloaded with work and are desperately searching for effective ways to balance their lives. They realize it takes a great deal of energy and expertise to multitask their employees’ schedules, family plans, and still find time to take a breath for themselves. In order to achieve this ideal harmony, managers need to intentionally change their behavior, starting with incorporating these tips for a well-balanced and happier life.

Walk the Walk of a Balanced Life

In giving work-life balance tips for managers, I often tell leaders they need to be role models. If you say you want a good work-life balance but don’t put those words into action you will always disappoint your employees, your family and yourself. You will also lose all credibility. Employees will listen to what you say but are usually more impacted by what you actually do. If you are constantly at the office, never taking a vacation (or checking email when you do), then your message is clear, work is your only concern and they should follow suit. Instead, do your best to leave your work at the office and your personal life at home. Then you’ll be able to take time for your work, relationships, and own self-preservation and be perceived as a more rounded and well-adjusted leader.

Invest Time in Taking Care of Yourself

The best way to achieve a work-life balance is to invest in consistent self-care. This means making it a priority to eat healthier, exercise regularly and get enough sleep each night. While you may feel that you can get more done if you don’t take the time to invest in self-care, that choice will eventually catch up with you down the road. You can’t expect yourself or anyone else to perform at their peak if they don’t have the chance to energize each day. Start slow by eating a healthier lunch, schedule time to do a physical activity for 30 minutes a day and finish your day with a regular sleep schedule. Make a solid commitment and accept the fact that you won’t be nearly as productive if you always put yourself last.

Encourage a Flexible Workplace

It seems employee morale goes way up when flexible work schedules and telecommuting is a viable option. Whether it’s every Friday or a few days a week this flexibility will make both your lives easier! Of course you will know right away who is able to exercise this option responsibly and who is not. Most of your employees who are given this opportunity will be autonomous, self-motivated and productive.  This will create a happier workforce who will demonstrate their commitment to getting their work completed. Also, if you allow for paid time off in lieu of traditional sick days, vacation time, and personal days that will boost morale as well by giving your employees the chance to decide where and when they want to use it. Paid time off is a huge motivator and aids in the work-life balance for both managers and employees.

Unplug and Have Some Fun

No one gets to the end of their life wishing they had searched the Internet more. In fact, a few decades ago the Internet didn’t exist and people had to interact without the benefit of using a machine. Consider unplugging for a few hours, a day or even a weekend and enjoy the bliss of not being tied to a device such as a cell phone, tablet or email inbox. While this might be hard to do at first, you will find other activities that are just as satisfying. Consider seeing a comedy with an old friend, spending time eating dinner with loved ones and actually talking to each other. If you can arrange a day at the park to play some Frisbee or Softball and top it off with a picnic lunch you’ll create happy and lasting memories.

When you walk the walk of a balanced life, invest time in taking care of yourself, encourage a flexible workplace, and unplug to have fun, you will create a life that has greater harmony and purpose. Encompassing these work-life balance tips for managers and employees will result in a more satisfying career and family life that you both can enjoy and embrace!

About Colleen Kettenhofen, Leadership Expert, Motivational Speaker

CREDENTIALS: Colleen Kettenhofen is a workplace and employee management expert, award-winning corporate trainer, and motivational speaker. A media veteran, she has appeared on numerous radio shows around the country and has written more than 40 popular articles on diverse workplace issues. Colleen has delivered more than 1,100 fun and entertaining programs in 48 states and five countries. She is the author of 10 audio programs and two books including SECRETS YOUR BOSS ISN’T TELLING YOU.

Colleen Kettenhofen is available for keynotes, breakout sessions, and seminars by calling (623)340-7690 in Portland, Oregon. Find more information at http://BounceBackHigher.com

10 Tips on Becoming a Good Manager

Friday, April 25th, 2014

Leaders must be close enough to relate to others, but far enough ahead to motivate them. ~John C. Maxwell

Good managers are not made overnight. It takes time and energy to develop all the skills that are needed to be successful. While some talents will come naturally, others need to be enhanced in order to become the leader that inspires success. Below are ten tips on becoming a good manager that will make this process an easier undertaking.

Managers are Driven by Integrity

Integrity is the key trait that reassures your employees of your character. An employee that regularly witnesses your trustworthy business practices will know they can trust you as well. Managers who are honest and authentic will be the most respected.

Inspiration and Communication is Their Recipe for Success

Leaders inspire their employees by communicating messages that encourage greatness. The tone and enthusiasm that you exude will become their inspiration for following the mission of the organization. Also, the more employees believe in your message the more they will share that vision with others.

Skillful Managers are Steadily Dependable

A great manager shows up on time. When needed, you are there, ready to roll up your sleeves to pitch in and help. No task is beneath your pay grade and employees will appreciate the fact that you will work with them instead of  just managing over them.

Consistency is Their Calling Card in Business

Are your employees on eggshells? Great managers are defined by a consistently strong work ethic and a stable atmosphere. You have a reputation for constantly improving your productivity by being consistent with policies, procedures, and moods. In my seminars on leadership, participants are always telling me they like a boss who is consistent with rules and emotions. Employees know you are committed to delivering the best results and you model how to achieve success every time.

Being Fair is One of Their Top Qualities

Favoritism is not acted upon by a smart manager. In fact, employees should not have the impression that you lean toward any one person more than someone else. Leaders understand that even a hint of bias will quickly breed resentment for those who are not the chosen ones.

Leaders Can See the Big Picture as They Look Forward

Knowing how both the small and large decisions of today influence the future is big picture thinking. Using your experience as a leader to see the potential pitfalls before they happen will also show your employees how you plan effective strategies successfully.

Great Managers Care About Everyone on Their Team

Leaders are not hesitant to show their employees that they care. When milestone events such as a birthday or work anniversary occur, they congratulate their employees enthusiastically. If the employee’s child breaks their arm you’d equally show concern. This will make the employee feel they are not just an anonymous worker and the big events in their life do matter.

Effective Leaders Have Your Back

When I ask managers and supervisors their biggest tips on becoming a good manager, they frequently say, “I like knowing my boss has my back.” Leaders are there to support their employees even when projects don’t always succeed. They don’t leave the employee hanging out on a limb to endure the entire brunt of disappointing results. As a great manager, you realize that being responsible for an employee means that their performance is also a reflection of your leadership.

Managers are Knowledgeable About Their Industry and Organization

Knowledge is the way a great manager succeeds both in their industry and at their organization. Knowing the latest trends and innovations that saves your organization time and money makes you a valuable asset. Being proactive will also make strategic planning easier and prevent fewer surprises down the road.

Leaders are Good Listeners Who Actively Hear You

Actively listening to employees is a key skill that managers need in order to be effective leaders. Restating the employee’s words will take time, patience and energy. However, when employees feel that you are truly listening to their concerns and viewpoints, they will be more willing to reciprocate when you are speaking to them. This will ultimately strengthen your business relationship.

Being a successful leader takes integrity, inspiring communication, dependability, consistency, fairness, forward thinking, caring, support, knowledge and active listening skills. Once you master these ten tips for becoming a good manager, you will find both happier employees and potential promotional opportunities in your future!

 

About Colleen Kettenhofen, Leadership Expert, Motivational Speaker

CREDENTIALS:Colleen Kettenhofen is an international workplace and employee management expert, award-winning corporate trainer, and motivational keynote speaker. A media veteran. she has appeared on numerous radio shows around the country and has written more than 40 popular articles on diverse workplace issues. Colleen has delivered more than 1,100 entertaining programs in 48 states and five countries. She is the author of 10 audio programs and two books including SECRETS YOUR BOSS ISN’T TELLING YOU.

Colleen Kettenhofen is available for keynotes, breakout sessions, and seminars by calling (623)340-7690 in Portland, Oregon.

How to Supervise Employees in the Workplace

Thursday, April 17th, 2014

Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.  ~Jack Welch

Many managers and supervisors are promoted to leadership positions based on their “hard skills” or technical expertise. Yet, they haven’t had management training. The skills that got them promoted aren’t the ones they’ll need in managing people, especially the difficult ones. In order to be a successful leader (and not feel like a babysitter or referee), solid soft skills are essential in effectively supervising employees in the workplace. Incorporating the following skills will ensure that managers have all the abilities they need to meet any challenge.

Being Fair-Minded When Resolving Conflicts

If all the employees feel like they are treated fairly when a conflict arises then they will be less likely to complain. Being fair-minded means hearing everyone’s concerns, reviewing the information and then making a choice based on the facts. The final decision will be the best course of action for the company without favoritism towards anyone. This neutral approach will demonstrate how conflicts are reasonably resolved using a thoughtful manner.

Actively Listening to the Employee’s Concerns

If there’s one topic I frequently discuss in my seminars on how to supervise employees in the workplace, it’s active listening. One of the best ways to supervise employees is to actively listen to them. This means not just “hearing” the words that are spoken but also noticing their behavior when they are expressing their viewpoint. When someone feels like they are truly being heard they also feel they are valued as a person and what they are saying is important. Restating what has been said back to the employees you are supervising will create an atmosphere of understanding that will be appreciated.

Communicating Clear and Comprehensive Messages

When managers have to deliver bad news to their employees it must be a clear and comprehensive message. The last thing that a manager wants is confusion which will promote inaccurate information that spreads throughout an organization! Even if their employees don’t like changes coming from the corporate office, at least they’ll respect the manager who is willing to explain the situation. They also appreciate when their manager “goes to bat” for them by making it clear to everyone how they fully support their proposed initiatives.

Knowing How to Show Appreciation and Give Credit

When managers effectively supervise their employees they understand what will motivate them to produce the best results. If you only wanted one quick tip on how to supervise employees in the workplace, I’d say acknowledge their contributions by publicly or privately thanking them. If it is also possible to give the supervised employees a monetary incentive or other recognition–such as paid time off–this will encourage others to follow their example. Most of the time just giving employees the earned and deserved credit for their efforts will make them feel appreciated and valued.

By incorporating these people skills, supervising employees will become a pleasure rather than a burden. Most of  the time these supervised employees just want to know they are working on a level playing field, being understood, receiving information they need and are greatly appreciated for their hard work. When these techniques are implemented, supervised employees become more productive and will model these behaviors to others encouraging teamwork that gets results.

 

About Colleen Kettenhofen, Leadership Expert, Motivational Speaker

CREDENTIALS: Colleen Kettenhofen is an international workplace and employee management expert, award-winning corporate trainer, and motivational keynote speaker. A media veteran, she has appeared on numerous radio shows around the country and has written more than 40 popular articles on diverse workplace issues. Colleen has delivered more than 1,100 entertaining programs in 48 states and five countries. She is the author of 10 published audio programs and two books including SECRETS YOUR BOSS ISN’T TELLING YOU.

If you would like more information on Colleen’s keynotes, breakout sessions and seminars on how to supervise employees in the workplace, please call (623)340-7690 in Portland, Oregon.

 

You don’t lead by hitting people over the head–that’s assault, not leadership. ~Dwight Eisenhower

The first day a new employee arrives at your office is often mixed with excitement and uncertainty. And you both want the same result — success. But this will only happen if you use your effective leadership skills to initiate the groundwork for developing their unique talents. Starting out on the right foot will give your employee the blueprint they need to be a top contributor and you the reassurance they are following the right path.

Here are five of the most effective ways to start achieving success beginning with their first day:

Make Your Expectations Clear and Detailed

Nothing will make your employee happier than knowing where you stand. Remember, they are working at your company to help you! But in order to achieve your goals they need to know what success looks like in your eyes. During that first meeting be clear about their role in the company, what you are trying to achieve and when it all needs to be accomplished. Don’t be vague. Set clear standards from the beginning and give your employee specific examples they can follow. It will take time to put in this extra effort but you’ll be laying a solid foundation to get the results you really want. In my leadership seminars, one of the most common takeaways is managers realizing they need to set more quantifiable standards for their employees.

Provide a Way to Give and Receive Feedback

Feedback is crucial to ensure the quality of the work you receive. As you are working with your new hire tell them what works well and how they can improve. As the boss, you have the advantage of knowing when something hasn’t worked before and how to quickly resolve those issues. Also, when your employee has questions or concerns tell them how to approach you. Do you have an open door policy? Or do you prefer getting all of their questions in a single email. Determine what process works best for you and clearly communicate your preferences so they can be implemented. It’s one of the secrets to practicing effective leadership.

Managing Conflict in the Workplace

Conflicts come with every project and how you handle it will determine how smoothly things are resolved. Encourage your employees to solve smaller conflicts on their own and be supportive when they need additional leadership from you. When managing conflict in the workplace, actively listen to their concerns and urge their input for a resolution to the situation. If other people are providing the conflict, arrange for a group meeting to discuss the various issues and find common ground. Most importantly, show your employee they have your full support for resolving difficult situations and also troubleshooting any future issues. It’s one of the keys to successfully managing conflict in the workplace.

How to Appreciate and Encourage Employees

Effective leadership means not only pointing out the problems but also the successes. A thoughtful thank you goes a long way to show that you appreciate your employee’s efforts. Being specific about what you liked about their work will inspire the same results later. Additionally, acknowledge when they overcome difficult situations so they can see that you empathize with their struggles. Any opportunity you have to publicly acknowledge their success or give them a special award will also encourage others on your team to achieve similar results. Over time give employees the opportunity to lead and encourage others by becoming a group leader on future projects.

Motivating and Inspiring Employees Toward Top Results

Every employee has a special skill or ability they enjoy doing. It is usually some task they would like to do even if they weren’t  getting paid! It takes effective leadership skills to determine what these abilities are and to assign them to the right person. If you have the choice to give an accounting task to someone who likes doing math problems in their spare time, why not encourage them to crunch some numbers for you? Maybe they would like to get their degree and pursue this type of work in the future. Finding the balance between what is beneficial for your company and the future aspirations of your employee will help both of you achieve success.

Engaging these strategies will help assure the first day with your new employee will be one of many that encourage a solid working relationship that can build and develop in the future!

 

About Colleen Kettenhofen, Leadership Expert, Motivational Speaker

CREDENTIALS: Colleen Kettenhofen is an international workplace and employee management expert, award-winning corporate trainer, and motivational keynote speaker. A media veteran, she has appeared on numerous radio shows across the country and has written more than 40+ articles on diverse workplace issues. She has delivered more than 1,100 entertaining programs in 48 states and five countries.

She is the author of 10 published audio programs and two books including SECRETS YOUR BOSS ISN’T TELLING YOU.

Colleen can assist your organization with successful leadership development through her keynotes, seminars, and workshops. Be sure to visit www.BounceBackHigher.com for details or call (623)340-7690 in Portland, Oregon.

 

 

 

From the overly confident to the overly negative, dealing with difficult personalities is a skill every team member should master.

“Strange is our situation here upon earth. Each of us comes for a short visit, not knowing why, yet sometimes seeming to divine a purpose. From the standpoint of daily life, however, there is one thing we do know: that man is here for the sake of other men.” ~ Albert Einstein

So, you’re on a team. Your team has a mission. The only problem is: your team has people in it. Not just ANY people, people with difficult personalities. You can throw your hands up and scream every time these difficult people rub you the wrong way, or you can learn productive ways of working with them without going insane.

Dealing with Difficult Personalities within a Team? Change Your Own Behavior

Let’s face it; people will not change just because you want them to. As any psychologist will tell you, the only way to change how you feel about a situation (or another person, for that matter) is to change your own behavior in coping. Here are a few examples of difficult personalities and simple ways of dealing with them when working within a team.

The Bully

The Bully is argumentative, aggressive and intimidating. To deal with The Bully, you will need to avoid arguing with him/her while maintaining control of each discussion. Sometimes, in order to maintain control without fueling The Bully’s flame, you will have to state your opinion clearly, succinctly, and directly and ignore their attempts at trapping you into an argument. In dealing with difficult personalities within a team, face the fact that you will not win in a debate with this person. No one will. It is easier not to incite workplace bullies. And workplace bullying is at an all-time high. How do I know? It’s the topic I’m most frequently asked to speak on when I’m a guest on a radio show.

Negative Nelly

Negative Nelly sees the unfavorable in every situation. To them, every idea is bad and every attempt at a solution to a problem will result in a negative outcome. Negative Nelly thrives on when he/she can say the following words: I TOLD YOU SO, or, THAT WON’T WORK. No one likes to hear those words. The best way to deal with this difficult person is to avoid discussing solutions with them. When these situations cannot be avoided, try to remain positive and realistic. Assume Negative Nelly will bring the “I told you so’s” along to every discussion and be prepared not to let them get to you. When I conduct leadership seminars and keynotes for corporations and associations, bosses tell me that one of their biggest frustrations is negativity. It’s easy to see why. If it’s not dealt with, it can become like a cancer that spreads!

The Over Achiever or Know-It-All

The Over Achiever seems to know everything. This “Know-It-All” person can spew out “facts” on any given subject. They are similar to the workplace bullies. The Over Achiever likes to stand in the spotlight and wants everyone to “know” how smart he/she is. Many times, it’s just easier not to get wrapped up in conversation with this person to avoid all the know-it-all-ness about them! But, it can be more productive to admit to yourself  (and to them) that they may actually be a great source of knowledge. Ask a few questions and throw in some praise now and then–sincere praise, of course! you may see that their need to “show off” might dissipate a bit once they realize that others appreciate their knowledge base.

The Non-Team Player

The person within the team who is obviously NOT a team player will be the most difficult personality to deal with. The Non-Team Player is the most destructive person on the team. Again, these people are similar to workplace bullies but in a different, “silent” antagonistic fashion. This person does not share knowledge and does not participate well in open discussions. They always seem to be “doing things” behind everyone’s backs”. Everyone questions the motives of this person. The most effective way of dealing with The Non-Team Player is by kindly questioning them in group discussions. Don’t take “I don’t know” for an answer. Force them to participate by including them as much as possible in all team activities.

Dealing with difficult personalities seems to increase exponentially in difficulty when working within a team. It is important to keep in mind that you are all on the same team working towards the same goal. And most importantly, you all NEED each other. Each individual team member’s skill sets and strengths were sought out for a reason: to complete a team. Learn to appreciate what each person has to offer and to work effectively with those who tend to make things a little difficult at times. It may not be easy at first, but in dealing with difficult personalities within a team, it will certainly help in securing your sanity!

It’s like the old cliche’ goes: It takes all kinds of personalities to make the world go ’round!

It is in how YOU deal with them that defines who YOU are (and how you feel)!

About Colleen Kettenhofen, Leadership Expert, and Motivational Speaker

Colleen Kettenhofen is an international workplace and employee management expert, award-winning corporate trainer, and conference keynote speaker. A media veteran, she has appeared on numerous radio shows around the country and has written more than 40 popular articles on diverse workplace issues. Colleen has delivered more than 1,100 dynamic and entertaining programs in 48 states and five countries. She is the author of 10 audio programs and two books including SECRETS YOUR BOSS ISN’T TELLING YOU.

A Portland, Oregon-based motivational speaker, Colleen is available for keynotes, breakout sessions, and seminars by calling (623)340-7690.

 

 

The harder the conflict, the more glorious the triumph.
~Thomas Paine

Employee conflict is inevitable. Put a group of people together and it’s not uncommon for the myriad of personalities to clash from time-to-time. Your main priority when this happens is to manage the employee disagreement without escalating the situation.

Monitoring Employee Disagreements:

Your first duty to managing employee disagreements is to monitor the situation. Even if the dispute seems petty, be aware of what is going on. Keep your eyes and ears on the situation. The employees involved may be able to come to a resolution on their own. In fact, it’s often better if they can come to an understanding on their own; however, if it begins to negatively impact their performance or if there’s a danger the situation may escalate, you’ll want to quickly step in.

Mediation in Employee Disagreements:

If the employee disagreement lingers or escalates, it’s time for you to step in. However, at this point, it’s not your job to make a decision for them. As a mediator, set up a neutral location for the parties involved to discuss the dispute. Set ground rules (such as taking turns speaking) and help everyone involved express their side of the disagreement to one another. Give each party equal time to speak. Let them brainstorm ideas for resolution – something that creates a compromise amongst the parties.

Resolution of Employee Disagreements:

Sometimes an employee disagreement simply can’t come to a resolution by the employees on their own, even with the help of a mediator. This is where you, as the manager, must step in. It is your duty to protect the best interests of your organization, and to come up with a solution to the conflict that is the best strategically for your company. If possible, try to come up with a win-win situation for everyone. This may not be possible though, and it may mean one party is more satisfied with the resolution than the other, or it may mean both parties are unhappy. However, present the solution based on facts and why it’s in the best interest of the organization, and therefore in the best interest of all employees.

About Colleen Kettenhofen, Leadership Expert

CREDENTIALS: Colleen Kettenhofen is an international workplace and employee management expert, award-winning corporate trainer, and conference keynote speaker. A media veteran, she has appeared on numerous radio shows around the country and has written more than 40 popular articles on diverse workplace issues. Colleen has delivered more than 1,100 entertaining programs in 48 states and five countries. She is the author of 10 published audio programs and two books including SECRETS YOUR BOSS ISN’T TELLING YOU.

Colleen Kettenhofen is available for keynotes, breakout sessions, and seminars by calling (623)340-7690.