setting goals - deskdemon · 2011-12-01 · your company’s holiday event is the perfect...
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AdminAdvantageThe Exclusive Online Magazine for Administrative Professionals
November2011
Setting Goals - Tips and Tactics
FEATURES:Making the Most of Holiday EventsAre You Stressing Over the Holidays?Personality At Work
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4
CONTENTSof November ‘11
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Are You Stressing Over the Holidays?10
Setting Goals - Tips and Tactics18
How to Be More Solution Focused Rather ThanProblem Focused
14
The Good Boss: Insights for a Healthyand Productive Workplace in Challenging Economic Times
24
Making the Most of Holiday Events6
24
18
6
1014
6
The holiday season can present administrative professionals with challenging
etiquette dilemmas that require social savvy. You may encounter a myriad of
unique experiences when purchasing gifts, dining and drinking with colleagues,
and meeting coworkers’ significant others. Each situation provides its own set of
obstacles, so preparedness is important.
Making the Most of Holiday Events by Robert Hosking, Office Team
Your company’s holiday event is the perfect
opportunity to relax with your coworkers,
mingle with those you rarely see and gain some
valuable face time with members of the senior
management team. As a result, it is critical to
be on your best behavior.
Here are some tips to help you navigate these
situations like a pro and make holiday office
CAREER
celebrations not only a breeze, but beneficial to
your career, too:
Don’t be a grinch! Although attendance may
be optional, plan to go to your company’s
holiday party if you are able. People pay
attention to who comes and who doesn’t.
Stay for at least an hour or two, but don’t
be the last to leave. If the crowd starts
7 NOVEMBER 2011
CAREER
thinning, and the organizers begin cleaning
up, make your exit.
Deck the halls, but avoid getting decked out. If the
invitation specifies business attire, don’t show
up in cocktail clothes, especially if you have to
put in a day’s work before the festivities begin.
If the party calls for your holiday best, exercise
discretion and leave the flashy or revealing
outfits at home.
Go easy on the eggnog. Overindulging in alcohol
can be traced to a majority of office party
mishaps. If you plan to drink, do so moderately,
if at all. It also is wise to eat a small meal before
attending. Having a snack will help keep your
hunger at bay, enabling you to focus on the
conversation rather than the buffet table.
Check your guest list twice. If it’s appropriate
to invite your spouse or a guest to your firm’s
holiday party, make sure he or she has been
properly prepped beforehand. If you have
shared work-related frustrations or bits of
company gossip with this individual, he or she
should know what’s OK to repeat — and what
should remain unsaid. Above all, remember the
person you bring reflects on you, and his or her
actions can affect your reputation.
Mingle all the way. The office party is your
opportunity to meet colleagues from other
departments or chat with a senior manager for a
few minutes. To make a positive impression, come
with conversation starters in mind, such as asking
people about their holiday plans or if they’ve made
any New Year’s resolutions. If you’re on the shy
side, look for people who are easy to approach —
the coworker wearing a Santa hat, for example, or
the person standing alone.
Be good for goodness sake. When interacting
with company decision makers, the little things
take on greater importance. Managers trying
to determine who will best represent the firm to
clients and potential customers may very well
take your manners into consideration. That’s
why it’s key to brush up on your table etiquette.
One of the biggest issues this time of year is
whether or not to exchange gifts with others in
the department. After all, no one wants to be
the only employee who doesn’t have a present
for the boss. When in doubt, seek input from
colleagues about traditional practices within
your group.
But what do you do if you receive a present
from a colleague to whom you had not planned
to give a gift? Don’t fret: There is no need to
rush out to the nearest store or reply with a
hasty apology. A sincere thank-you note is
enough to show your gratitude.
Holiday celebrations can be a time of fun as well
as career advancement, as long as you play
your cards right and navigate what can be tricky
situations with tact, thoughtfulness and diplomacy.
8
CAREER
Awkward Situations at Office Holiday Parties — and How to
React to Them Here are some thorny situations you might
encounter and tips for navigating them gracefully:
• You start a conversation with your boss’s husband. You’ve met
him before on several occasions, but it quickly becomes clear
that he doesn’t remember you at all.
• First and foremost, don’t be offended. Nearly everyone has
made a similar mistake in the past. Before you get too deep
in conversation, reintroduce yourself and remind the person
that you’ve met before: “I’m so sorry, I should have told
you my name again. I’m Robin, and I work for your wife in
the accounting department. We last saw each other at the
company picnic this summer.” He’ll be grateful for the helping
hand.
• You spill your drink on yourself — or on someone else.
• If the only clothes in need of dry cleaning are your own, then
laugh it off, even if you’re cringing inside over the thought
of a permanent stain on your favorite suit. If you avoid
overreacting, you will show your coworkers that you can roll
with the punches. If you spilled your drink on someone else’s
silk blouse, however, apologize immediately, do what you can
to help her clean up, and offer to have the item cleaned or
replaced. Then, make sure to follow up on your promise.
• Someone at your table tries to draw you into a debate over the
president’s latest policy initiative.
• Evenifyouenjoypassionatedebatesaboutpolitics,anoffice
gathering is not the place to engage in your favorite pastime.
Not only can the conversation get heated quickly, especially if
you’re speaking to someone you do not know very well, but an
argument over such a sensitive subject could make the people
around you uncomfortable.
• You come across a coworker who has obviously had too much
to drink and is starting to embarrass him- or herself.
• Do what you can to help the person avoid doing more damage
to his reputation. Get your colleague a chair and some water,
findafriendwhocanhelporevencallthepersonacab.
Whatever you do, don’t get caught up in the moment and start
acting wild yourself. Also, don’t gossip about the person at the
officethenextday.Heorshewillbeembarrassedenough.
• Doesitgiveyouconfidence?Whenyou’redressedwell,
you’ll be more self-assured. Look for clothing that not only is
flattering,butalsomakesyoufeelgoodaboutyourself.
You start a conversation with your boss’s
husband. You’ve met him before on several
occasions, but it quickly becomes clear that he
doesn’t remember you at all.
First and foremost, don’t be offended. Nearly
everyone has made a similar mistake in the
past. Before you get too deep in conversation,
reintroduce yourself and remind the person that
you’ve met before: “I’m so sorry, I should have
told you my name again. I’m Robin, and I work
for your wife in the accounting department. We
last saw each other at the company picnic this
summer.” He’ll be grateful for the helping hand.
You spill your drink on yourself — or on
someone else.
If the only clothes in need of dry cleaning
are your own, then laugh it off, even if you’re
cringing inside over the thought of a permanent
stain on your favorite suit. If you avoid
overreacting, you will show your coworkers
that you can roll with the punches. If you spilled
your drink on someone else’s silk blouse,
however, apologize immediately, do what you
can to help her clean up, and offer to have the
item cleaned or replaced. Then, make sure to
follow up on your promise.
Someone at your table tries to draw you into a
debate over the president’s latest policy initiative.
Even if you enjoy passionate debates about
politics, an office gathering is not the place to
9 NOVEMBER 2011
Robert Hosking is executive director of OfficeTeam,
the nation’s leading staffing service specializing in
the temporary placement of highly skilled office and
administrative support professionals. OfficeTeam has
more than 320 locations worldwide and offers online job
search services at www.officeteam.com.
For more career advice, connect with us on Facebook,
LinkedIn and Twitter.
CAREER
9
engage in your favorite pastime. Not only can
the conversation get heated quickly, especially
if you’re speaking to someone you do not
know very well, but an argument over such
a sensitive subject could make the people
around you uncomfortable.
You come across a coworker who has
obviously had too much to drink and is starting
to embarrass him- or herself.
Do what you can to help the person avoid
doing more damage to his reputation. Get
your colleague a chair and some water, find
a friend who can help or even call the person
a cab. Whatever you do, don’t get caught
up in the moment and start acting wild
yourself. Also, don’t gossip about the person
at the office the next day. He or she will be
embarrassed enough.
10
Are You Stressing Over the Holidays?by Dr. Nathalie Beauchamp
10
Wow, can you believe
the holidays are almost
here? We all face this
time of year. From
time constraints and
shopping headaches to holiday feasts and
financial worries, everyone is dealing with a
huge array of stressors this time of year.
LIFESTYLE
11 NOVEMBER 2011
Are you worrying too much right now? Are you
so busy taking care of everyone and everything
else that you are forgetting to take care of you?
If so, don’t feel bad. We all do this. But, there are
some things you can do to lessen your stress
and make the days between now and the new
year “merry and bright”.
As many of you already know, there are three
dimensions of health - Psychological, Physical,
and Biochemical (Nutrition). Their names are
pretty self- explanatory and each of these have a
major effect on your overall health. The following
are some tips on how to handle holiday stressors
in each of these three dimensions:
Psychological Dimension:
1. Don’t go shopping during peak hours.
Though the sales may be tempting, the added
stress of the crowds and rushing to get the
items you want can hurt you both emotionally
and financially.
2. Make sure you write a list before you go
shopping. Plan ahead and know what you need
and where you need to go. The less prepared
you are, the more frantic and frustrating those
shopping trips will be.
3. Doing some of your shopping online will also
help. You can skip the long lines and crowded
stores and there is often a larger selection
available online. Most online stores even allow
for shipping directly to the gift recipient as well
as gift wrapping!
4. When shopping, be sure you have a budget.
Planning out your holiday shopping budget and
sticking to it will leave you with less regret in the
new year. And don’t forget the holiday meals. Be
sure that you include the food and decorations in
your budget so you don’t find yourself in a bind
after buying all the gifts.
5. When doing wrapping, decorating, cooking,
or other holiday preparations light some candles,
play some music, and engage the entire family in
the activity. Keep things light and festive and you
will enjoy the holiday tasks much more.
6. Take more time for yourself and your family.
This is the perfect time of year to nurture your
most important relationships and, with less work
and school, it will be easy to plan family time.
7. Remind yourself often that it is the holidays
and it is supposed to be a joyous time. Give
yourself permission to relax and enjoy everything.
Actively thinking about this will help you to
reduce your stress level so you can focus on the
truly important things.
Physical Dimension:
1. Don’t forget to workout! I know you have a
busy schedule and a ton of things to get done
but, this is a must. Working out can relieve stress
LIFESTYLE
12
and put you in the right frame of mind to deal
with everything that comes up during the day.
2. Be sure you schedule your workout into your
day. You are less likely to skip it (especially if you
schedule it for first thing in the morning) and the
simple idea of having at least one scheduled
thing that you have complete control over will be
a welcome structure to what may otherwise be a
hectic day.
3. If you are visiting family and are unable to get to
a gym, schedule a daily walk. Take a different route
each day if possible just to change it up a bit. It is
a great way to take in some new sights if you’ve
never been there before or, to reacquaint yourself
with the surroundings if you are going “home”.
Relive old memories or make some new ones while
taking care of your body and your mind!
Biochemical (Nutritional) Dimension:
1. Always eat something before you leave home.
A healthy meal or light snack will keep you from
being hungry while you are running your errands
and you won’t be so tempted to stop for that
burger and fries.
2. Pick certain meals during which you will treat
yourself and give yourself permission to enjoy it
without guilt. Portions are the real enemy during
the holidays, not the foods themselves. You
can eat a little of everything you want and still
maintain your health.
3. When choosing your foods - eat more
vegetables and lean meats such as turkey
and chicken. Putting more of these on your
plate will help to fill you up and the smaller
portions of higher calorie and more dense
foods such as pastas and breads will satisfy
your desires for them.
4. If you are attending a potluck dinner, offer
to prepare and bring a healthy dish. Even if all
of the other foods there are bad, you know
you will have at least one item that is good
for you. Plus you’ll have the added benefit
of knowing that you are contributing to the
health of everyone else who eats it!
5. Get the junk out of the house as quickly as
possible. Allowing these foods to sit around
will put you under a lot of pressure. The
temptation will often be too much. Send the
leftovers home with guests or store it in a
separate storage freezer/refrigerator.
6. Go easy on the sweets. You don’t have
to abstain from them completely, just watch
your portions. If Aunt Sue makes the best
sugar pie in the world, there’s no reason for
you to miss out while everyone else enjoys it.
Take a smaller than normal slice and enjoy!
7. Another big health enemy during the
holidays is alcohol. Most alcoholic drinks are
filled with empty calories and can quickly
undo all of your hard work (eggnog anyone?).
12
LIFESTYLE
13 NOVEMBER 2011
Dr. Nathalie Beauchamp, B.Sc., D.C. is co-author
of the book Wellness On The Go: Take the plunge
- it’s Your Life! and the founder of http://www.
roadmaptowellness.com an on-line wellness education
program. Dr. Beauchamp is a chiropractor, a certified
personal fitness trainer, a professional natural
bodybuilder, a TV personality, a corporate wellness
consultant and an inspirational speaker.
As the co-author of the book Wellness On The Go,
I would like to invite you to claim instant access
to 3 chapters of my book by visiting
http://www.wellnessonthegofreechapters.com
Plan to have a single drink or glass of wine
at any event and you won’t feel like you are
missing out on anything.
8. Keep a diary of what you are eating. This
creates accountability and will often cause
you to eat less. Don’t beat yourself up if
you do get off track. During the holidays
we all tend to overeat and partake of the
wrong things. If you fall off the wagon, just
dust yourself off and climb back on the next
day. Get right back into your normal healthy
habits and forget the day before. There’s
no need to dwell on it and stress out. It
happens to all of us!
My last tip can be applied to any of the three
dimensions of health. Set aside some time
for setting your 2011 goals. Whether they are
geared toward your psychological, physical,
biochemical or any combination of the three,
it is important to begin this process before
the new year. This way you will be ready to
hit the road running and you won’t have to
spend the first week of the new year focused
on your Wellness Plan.
I personally use Tony Robbins’ goal setting
CD to prep for the new year. I listen to it at the
end of every year and he walks me through
the goal setting process. The hour and a half
program helps me get a perspective on the
next twelve months and allows me to start
it off prepared. Do you have a goal setting
strategy that you use every year? Are you
trying out a new one this year? If the answer
to either of those is yes, please share it with
me in the comments. I would love to hear what
tools work best for you!
LIFESTYLE
14
How to Be More Solution Focused Rather Than Problem Focusedby Kenneth TW Kwan
Whenever people face obstacles what do you think are
their first thoughts that come to their minds?
CAREER
14
1. There are just too many
problems down here, can
someone do something about it?
2. Not this again, its the 4th time
that I had to deal with it
3. I don’t like this at all, how I
wish that it will all go away.
When faced with multitudes of
problems, do we just shrug and
give up? Or are we going to do
something about it?
15 NOVEMBER 2011
How to Be More Solution Focused Rather Than Problem Focused
CAREER
How many of us actually have colleagues
who keep talking about problems more than
solutions? Even if we help them come up with
solutions, how do we actually help them to be
more independent in solving their own problems.
I mean, if they were the ones who come up with
their own solutions, they are more likely to act on
it and solve it. The question is “how do we make
them more solution focused?” Better yet, is there
a fast way to do it?
It is not as tough as it seems but allow me to
share with you more about how to do it.
Let me introduce you to a technique that I have
found useful in my work with people. It is called
Solution Focused Brief Coaching (SFBC).
Solution Focused Brief Coaching is essentially
a technique of coaching that is brief (taking only
about 40mins or less and can be as short as 15
mins for Speed Coaching depending on client’s
motivation compared to 1hr of coaching) and
focuses on helping the client be more solution
focused. I use the word “client” because the
official counseling term for it means a person is
under our protection. Therefore a client could be
your colleague in the workplace, your teenager at
home, your spouse and so on. SFBC does not
focus the problems in detail but helps the client
to be more solution focused by asking a set of
questions that help them look for solutions.
Here are some core focuses of SFBC:
1. Focus on the strengths, not weaknesses.
2. Focus on solutions, rather than problems.
3. Focus on competencies, rather than
inadequacies.
4. Focus on “What can” rather than “What can’t”
be done.
Why not focus on the problem in detail?
If we were to dwell too long in the problem stage,
the client might get more and more depressed
about a situation. This creates an unresourceful
state that does not help in solving problems. There
are many times when I have listened to people
talk about their problems, and the problems all the
sudden get bigger and bigger. It then becomes
so big that some people just resign to their ‘fate’
and accept the problems to be part of their lives.
Some people even moved on to complain about
other problems related to the first incident and it
snowballs in a downward spiral. In addition, talking
about the problem too long will not help a person
to ‘snap’ out of their depression, it just encourages
them to stay focused as victims of society.
By helping a client be solution focused, we move
them in a more resourceful state of thinking. They are
able to explore opportunities or strategies that they
might had used before to get results for themselves.
The coaching process is also shorter because
the ranting of problems is significantly reduced. In
addition, the client’s confidence in solving a situation
improves because they realise that they have more
choices available to them. Lastly, they feel better
themselves to be able to think of solutions to their
problems, rather than allow others to suggest it for
them. They will feel that they own the problem.
16
CAREER
Here are some examples of questions that we
can use to help a person to be more solution
focused (this list below is not exhaustive):
1. What needs to happen today to make you feel
that this coaching session is worthwhile?
2. What are the benefits of it?
3. What motivates you to do it?
4. What will people say when you do it?
5. How is that important to you?
6. Who encourages you the most during this process?
7. How do you think you can surround yourself
with these people?
8. On a scale of 1 to 10, 1 being _____ and 10
being _______, where are you?
9. How can you move to the next level?
10. What can you do right now after this session?
When such questions are asked, the usual
response is that the client usually finds the solutions
for themselves and have a more actionable plan
after the coaching. In most cases I have observed
in one to one sharing, there is no clear follow up on
what can be done and it renders the sharing time
to be unproductive. I know that sometimes sharing
something without a specific end in mind might be
therapeutic to some, but if we really want to solve
problems, we need to solution focused, or else we
will revisit this problem again in the near future. By
using the solution focused questions above, many
clients of mine (some of them are also personal
friends) have commented that they are able to come
to solutions quickly and are excited to try them out.
Here are some problem talk questions that you
should avoid:
1. What’s wrong with what you are doing?
2. What makes it hard?
3. How come you can’t seem to improve?
4. What do you dislike about it?
5. Who are the people who are not supportive of
your goals?
6. What is your main cause of difficulty?
7. What makes you stuck?
The next time you speak to a person, are you
asking the right questions to move a person from
being focused on problems to more solution
focused? I hope you will be more aware that the
quality of your questions will determine the quality
of response from your client. Do help them to be
more solution focused in solving their own issues.
We do offer solution focused brief coaching
workshops for participants and have run programs
for school teachers, corporate executives,
managers and leaders. If you wish to find out more
about such workshops, do contact us.
Kenneth Kwan is an International Speaker and
has traveled to six different countries speaking to
thousands of clients on Mindset and Attitudes shift as
well as Building Teams. You can get your free report of
“7 Transformational Secrets to Creating a Dynamic and
Cohesive Team in your workplace” from http://www.
DeepImpactOnline.com/blog
17 NOVEMBER 2011
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18
Setting Goals - Tips and Tactics
by James Sorick
PIt is almost impossible to read
any self-improvement book
or attend any training today
without the author or speaker
talking about the power of goal
setting. Why is it then that most people will
spend much more time planning their annual
vacation than they will spend on planning
their life? Is it possible that this most basic of
all success principles is not taught? It is my
experience that no matter how much you
talk about the virtues of a skill most people
still won’t know how to perform that skill. I
know that goal setting was never taught in
any school that I ever attended, not even the
primary leadership training that I received in
the Army. This is your opportunity to learn the
basics of goal setting. .
WORKSMART
18
Before you sit down their and learn about goal-
setting, I want you to write down a list of the most
important values in your life. You need to figure
out what is most important to you, your family,
your religion, your leisure time, your hobbies,
and your business. Once you have done this
make sure that the goals you set are designed to
include and enhance these values.
Now you are ready.
What is the purpose for goal-setting? One of
the first things that comes to mind is “What’s
in it for me?” If you can’t figure out a “Why” for
doing something then your creative genius isn’t
going to figure out a way “How” to do it. Without
goal setting your dreams and visions become
“Wishful Thinking”.
Here are the Elements of a Goal.
• An Accomplishment to be Achieved: What you
want to do is have an expectancy for the
by James Sorick
19 OCTOBER 2011
WORKSMART
20
WORKSMART
outcome of specific actions. In almost all
cases this will be best expressed with an
action verb.
• The Outcome is Measurable: This means that
you are able to read the signposts along the
road to your destination. You have to be able
to know when you have reached your goal by
measuring your successful steps along the way.
• Time Factors: Your goal should have a specific
date attached to it.
• Time/Resource Consideration: You need to
decide what is the maximum amount of time
and resources that you will allow yourself to
reach your goal.
Write your goals down. Writing down your goal
is actually the first of several commitments that
you will make in order to reach your goal. If your
goal is not written down then it is no more than a
“Wish”. Writing it down also helps you determine
that you have all of the “Elements” of the goal.
The Process of Analysis. There is a three-step
process involved in the development of goals.
They include:
• Discovery: Review your dreams and desires in
order to determine your possible goals.
• Determination: Determine the goals that you
want to work on and whether or not they are
attainable. If they are not attainable in their
entirety then determine which parts are. If
the goal is big then it is sometimes better to
cut it into smaller, more manageable goals.
This is the step where the data and details
of the goal are examined closely so that you
understand the purpose of your goal as well
as what will be involved in making it happen.
• Decision: This is the step where you decide on
the costs and benefits of the goal as well as
the methods that will be used to achieve it.
Goal- Setting is a Four Task Process. Three are
covered in this article. The fourth, The Action
Plan, will take another article to discuss.
Task 1: Identify Goals. In this phase you want
to determine where you want you and/or your
business to be in 1-5 years. The purpose here is
to give substance to your dreams and desires.
By identifying your goals here you are setting
the direction for the future. To help identify your
goals simply write down your personal and
business desires.
When you are identifying your goals it is very
helpful if you categorize your different goals into
one of three different types.
• Essential Goals: These are the goals that must
be accomplished on a regular basis. They are
the ongoing, repetitious, and vital activities of
your personal and business life. Without them
you won’t succeed.
• Problem Solving Goals: These goals identify
problems and determine a more desired
condition. They outline the activities that are
necessary to increased performance.
21 NOVEMBER 2011
WORKSMART
• Innovative Goals: These are the goals that
identify more with your dreams than your
needs. These goals seek to improve the
status quo. They are the goals that want
something to be done cheaper, faster, better,
easier, and safer.
Task 2: Writing Goal Statements. Writing good
goal statements is the foundation for achieving
your goals. Your goals are only as good as your
goal statement. Goal statements tell:
• What is to be accomplished
• Who is going to be involved
• When the goal will be completed
• How much time and what resources
will be involved
To be sure that all of the important elements are
used in a goal statement make them S.M.A.R.T.
goals. S.M.A.R.T. goals are:
• Specific:They are detailed and focused
22
Proper goal setting has helped James Sorick create
a website that is dedicated to teaching people about
disaster preparedness and Survival Gear. He believes
that being prepared to survive an emergency should
be included in everyone’s goal setting process. You
can follow his survival tips and advice at http://
survivalgearguru.com/
WORKSMART
• Measurable: They provide a standard
for comparison
• Action-Oriented: They tell what is going
to be done
• Realistic: They are practical and achievable
• Time and resource-constrained: The resources
are regulated and there is a deadline
Task 3: Develop Goals. If you have identified
goals (Task 1) and created your S.M.A.R.T.
goal statements (Task 2) then you are ready for
Task 3, goal development. Goal development
identifies the importance, effort, benefits, and
results of the goal statements that you have
created. Completion of Task 1 and 2 may have
generated dozens of goal statements. You
need to completely develop the goal for each
of the goal statements that you created. There
are five steps to developing effective goals.
They are:
Classify goals by type. This means classifying
them as either essential, problem solving, or
innovative. It helps to create a list of the goals
of each type.
Prioritize within each type. The essential
goals have the highest level of need and the
innovative have the lowest level of need.
This understanding becomes useful when a
goal appears to have two classifications. For
instance, if a goal appears to be a combination
of an essential goal and a problem solving
goal, you would classify it as an essential goal
because that is its highest level of need.
Establish standards for performance. A standard
for performance indicates the level of results
that you expect for each goal. Standards for
performance indicate the progress to be made
toward the goal and they tell you when the goal
has been achieved. There are three different
standards of performance that need to be
established. They are:
• Minimal: Some progress has been made
towards the achievement towards the goal.
• Acceptable: Progress is consistent with the
goal achievement in the allotted time.
• Outstanding: More progress than expected
was achieved by the specified date.
Identify Obstacles to goal achievement.
Identify potential obstacles and plan a way to
overcome them.
Determine W.I.F.M. (What’s In It For Me?) Here
you need to identify all of the advantages and
benefits for reaching the goal. If the goal is
going to require hard work, determination, and
commitment, it is going to be achieved a lot
easier if you have a selfish perspective.
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The Good Boss:Insights for a Healthy and Productive Workplace in Challenging Economic Timesby Jim & Matt Finkelstein
The question often looms: Why do
we work? Perhaps it doesn’t really
matter why – we all have to work
to some degree or another. Some
people work to live and others live
to work. Some find a balance between the
two where one flows naturally and seamlessly
into another. We spend every day doing stuff
and it turns out, oddly and intuitively enough,
that the people we encounter and work with
influence our experience at work as well. Our
colleagues, clients, peers and bosses, all
of those we cross paths with at work bear
some weight on our satisfaction, productivity,
creativity and diligence for the little niches we
may find or cultivate.
Let’s look at how one of these groups affects
each and every one of us. Most of us have all
had a boss at some point and many of us may
be a boss or have been a boss in the past.
In this case, we’ll consider a “boss” as any
position managerial, supervisory, or executive
– really any time someone leads other people.
Bosses are important for this reason, that they
lead others through experience, vision, and
honored time.
Not all bosses are created equal, however,
and there are certain trends that make for
better bosses. Forty years of combined
experience – one of us with 35 as a
professional management consultant and the
other with 5 as a fresh and reflective worker
– have uncovered prime examples of good
bosses. To enlighten the modern workplace
CAREER
24
25 NOVEMBER 2011
CAREER
OCTOBER 2011 25
26
CAREER
and workforce, here are five examples of good
bosses (and they are not mutually exclusive):
1) The Listener – a boss who will listen
to and appreciates different points of view.
This boss hears and honors their employees’
thoughts and considerations respectfully but
with a caveat being they may or may not put
these ideas into action. The Listener listens
to their employees because they were hired for
a reason. As such, they trust their employees
and value their input. Sometimes, they are even
dependent upon it. The Listener is a good boss
because they have insight beyond their own
experience and vision, insight that is influenced
by many angles, and because if their employees
are allowed to voice their own opinions and
ideas, they are inspired and engaged.
2) The Empowerer – a boss that lets
employees run their own show and lets them
learn by making some mistakes. To a degree
of trust and support, this boss cultivates
leadership in their team. Working together,
they identify tasks and create a plan, but let
the employees decide the nuts & bolts of
how it actually gets done. The Empowerer
doesn’t delegate aimlessly, creating a sense
of subordination in their team, but rather
engages their employees from the ground up
in a focused manner. Employees are inspired
to take on leadership roles and collaborate
both with their boss and with others. The
Empowerer is a good boss because they can
simultaneously ignite productivity, personal
development, and satisfaction among their
employees.
3) The Mentor – a boss that teaches,
coaches and guides. This boss doesn’t
necessarily need to be older, but a tad wiser
or simply just willing to share. They seek to
understand their employees’ experiences and
identify which ones need or want mentoring.
The relationship with their employees is
constructive, meaning both criticism and
praise are offered with the intentions of
growing the employees set of skills. An
offer to mentor is either explicitly offered
or subtly developed over time. The goal is
both in current interest and looking towards
the future, always geared to enhance the
employees’ skills. The Mentor is a good boss
because they ensure a future for the employee
and the company while inspiring immediate
productivity and engagement.
4) The Cool Dude (or Dudette) – a boss that
has fun and lets their employees have fun.
This boss maintains a certain aura of authority
while creating a likeable and lively atmosphere.
They let their employees enjoy their time at
work and find time for small diversions, within
the confines that the job still gets done…
and done well. At those instances, this boss
rewards their employees with time off or
special workplace events within the realm of
a respectable workplace culture. The Cool
27 NOVEMBER 2011
CAREER
Dude or Dudette is a good boss because they
understand that all employees are people, that
all people need some kind of fun, and that happy
employees are healthy, productive, and engaged.
5) The Creator – a boss who inspires invention
and creativity. This boss pushes the limits of their
employees to ignite innovation. They challenge
intellect and question the status quo, so that new
products and ideas are developed from within.
The Creator embodies the spirit of imagination
and is never overly demanding. Creativity and
invention come from a unique mindset, so this
boss correctly identifies those in their team
that are keen to this way of thinking. As such,
The Creator is a good boss because they are
motivational and collaborative.
These five bosses, or rather their respective
characteristics, exemplify what makes for
healthy leadership within organizations. Many
bosses may embody many or all of these
characteristics. The best bosses are able
to reflect upon their own natural inclinations
and experiences, leveraging their assets and
developing areas of weakness. Common
trends amongst these five good bosses
make for a great boss as well – collaborative,
communicative, engaging, and inspirational.
Our new cogenerational world is crying out for
leaders – of all ages and generations -- and
hopefully many of us will realize that great
leaders can exist in the smallest, biggest,
nearest and furthest of places.
Jim Finkelstein is a student and leader of people in
business. With 34+ years of consulting and corporate
experience, he has specialized in business and people
strategy, motivation and reward, and organizational
assessment, development, communications and
transformation. Finkelstein has worked for diverse
industries, from health care to high tech. He has built
programs and provided services to Boards of Directors,
senior executives, management and employees.
Finkelstein received his MBA in Organization Behavior
and Development from the Wharton School of the
University of Pennsylvania (1976) and a BA in Psychology
and Economics from Trinity College in Hartford,
Connecticut (1974).
His experience includes being a partner in a Big Five
firm, a CEO of a professional services firm,
a corporate executive for Fortune 500 companies, and an
entrepreneur with his current company, FutureSense®,
Inc. He has experienced business from every possible
angle and through every possible change.
http://www.fusethebook.com
http://www.futuresense.com
27
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