Month: February 2018

What Should You Do?

• Consider where you currently document. You already document with emails, voice mails, memos, texts and the like. Make sure that you would be happy having a judge, your boss or the Russians read these. They are all discoverable, owned by your employer (assuming you sent them through their server) and not private to you. Remember that the e in email stands for evidence.
• Take five minutes at the end of every day to do a mini “brain dump” and document anything that comes up with regard to an employee issue.
• Have employees email back to you what you said after one-on-ones. This will make you a better communicator and encourage them to listen. At first, however, you will be depressed, convinced human communication is hopeless, but it will illustrate why your employees are not doing what you tell them to do. If you have to do some kind of an evaluation or respond to a complaint, you will have a beautiful documentation trail and the employee will have done all the work.
• Make documentation honest and verifiable. Avoid conclusions, biases and sarcasm.

You can learn more tips on documentation in our all of our leadership and management classes.

Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com

Learn more about our training offerings and check out our team members at:

www.workplacesthatwork.com

 

Read Lynne’s book “We Need to Talk” – Tough Conversations With Your Employee and learn how to tackle any topic with sensitivity and smarts.

Difficult Conversations: How NOT to Get Them on Your Side

Many of my clients like to think of themselves as direct. “I’m just an honest person”, they’ll assert. Or, “I like to cut to the chase.”

Unfortunately, starting off a challenging conversation with this in mind will frequently back people into their respective corners and put them into fight-or-flight mode.

As the neuropsychologists will tell us, fight-or-flight mode is that part of our brain that is reptilian. We’re on automatic pilot when that kicks in and not thinking of the best outcome for all concerned.

 

Instead…diffuse the tension of the situation and try to create collaboration.

One of your main jobs when you are starting off a difficult conversation is to get the other person on your side. In order to do that you need to diffuse the tension of the situation and try to create collaboration, not an adversarial environment.

What Should You Do?

All of our classes on leadership and conflict deal with how to handle challenging conversations.

Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com

Learn more about our training offerings and check out our team members at:

www.workplacesthatwork.com

 

If you are dealing with a challenging boss be sure to read Lynne’s books about how to handle difficult people and difficult conversations to learn helpful strategies.

Managing UP! What To Do Now

 When I am teaching management or leadership classes, I am frequently asked about managing up. Even though the participants are learning about how to manage their own staff, the real challenge might be how to manage their boss.

 The reality is: you need to talk! How is it that we human beings struggle so much with talking about what is important to us? On the one hand, it is hard to believe that there are so many competent, articulate, well-educated, intelligent, creative, talented people working in the world who fear conversations more than almost any other situation. On the other hand, it is not difficult to imagine at all. Even veteran leaders struggle with discussing complaints, performance problems and other workplace woes. If THEY have problems, it is normal that YOU might feel intimidated also.

“The reality is: you need to talk!”

 

The reality is, however, that you might be stuck with a bad boss: someone who is impossible to please or talk to. Think of Meryl Streep in the movie “The Devil Wears Prada”. Your boss is your boss for one very important reason: someone above them thinks that they should be the boss. It is not because they are brilliant or even competent. If you are stuck with someone truly evil or clueless, you have limited options. Your best bet is to simply bide your time and learn what you can, while plotting your escape. Unless he or she is doing something immoral, illegal or fattening, you are stuck.

What Should You Do?

• Do not wait for your boss to tell you what is important. Find out by asking in a skillful way such as, “I’m curious about what your own priorities are these days” or “I know that the ABC merger is coming up, I’m wondering what else might be on the horizon that I might not know about where I could help.”
• Let your boss know what you are doing. Just like everyone these days, your boss has too much to do. He or she may forget what they have given you to work on. Make it easy by giving them weekly reports: “This is what I am working on (or accomplished) this week. These are my priorities. Please let me know if you agree that this is what I should be focusing on.”
• Do not bother your boss with petty skirmishes with co-workers or your problems with your benefits form. Solve your problems directly or go to the experts in HR.
• Keep trying to build a good relationship. While a tough boss might seem impossible, everyone has families, passions outside of work, a brutal commute and the like. Try to ask him or her to lunch or a quick cup of coffee and explore (without prying) into their world. The best way to do so is to share a bit of yourself. Try: “I went to the Bronco game (or skiing) this weekend. Are you a fan?” When you have a better relationship, it is easier to manage the tough times.

 All of our management and leadership classes can include a section on managing up.

Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com

Learn more about our training offerings and check out our team members at:

www.workplacesthatwork.com

 

If you are dealing with a challenging boss be sure to read Lynne’s books about how to handle difficult people and difficult conversations to learn helpful strategies.