Randy Clark's Blog, page 38

How to Stop Worrying About What Others Think of You

If you want to stop worrying about what others think – good luck. I don’t think I’ve ever met someone who didn’t occasionally worry about what others thought of them. But wait, don’t click out yet. The title of this post isn’t clickbait because what you can do is reduce how often you worry about what others think. Here are eight strategies to help you stop worrying about what others think of you.

Quit Using the Word Worry 

What I’m about to share sounds simple, and it is, but it’s not easy. Replace the word worry with concern; it’s more of a proactive verb. You can put any concern in one of two categories.

Something can be done about it so, do itYou can do nothing; it’s out of your control, so quit wasting time in worry.

I’ve believed this for years. However, sometimes I slip and catch myself worrying. When I start to worry, I try to stop, rethink my perspective, change my language from worry to concern, and look for what I can and cannot do.

The idea has been around for a while. The serenity prayer, written by theologian-philosopher Reinhold Niebuhr, in 1943 said it better than I ever could.

“God grant me the serenity

To accept the things I cannot change;

Courage to change the things I can;

And wisdom to know the difference.”

You Are Not an Imposter 

I was at brunch with six friends on a recent Saturday morning. These are six highly trained, experienced, and accomplished professionals. The topic of impostor syndrome came up, and everyone at the table admitted they had experienced this syndrome. “…impostor phenomenon occurs among high achievers who are unable to internalize and accept their success. They often attribute their accomplishments to luck rather than to ability, and fear that others will eventually unmask them as a fraud.” — American Psychological Association. 

I admitted that one time in this very same group, when asked about my secondary education, I said I’d dropped out four times. That was a lie. I dropped out once. I was nineteen years old, dropped out, got married, had a beautiful daughter, and then took a job with a footwear retailer. At twenty years old, I moved from assistant manager of a retail outlet in Indiana to a marketing position at the home office in Worcester, Massachusetts. College graduates surrounded me, and I used that to justify not returning to school. I never went back. And as much as I’ve learned and accomplished, there are times that I feel like an imposter. Here are a few strategies for fighting the imposter inside us.

Recognize it for what it is

When I begin to feel as if I’m a fake, I stop and think about what I’ve accomplished.

Celebrate victories

One of the best ways I know to stave off the imposter is to celebrate victories. They remind you of your successes and why you are deserving. Why You Should Share Your Victories

See failure as an opportunity

Rather than beat myself up when I fail (something I did for far too many years), I analyze my mistakes and look for a learning opportunity. It’s almost always there.

Be Grateful

Showing and sharing gratitude pushes the imposter away. Imposters seldom show gratitude. A Daily Workplace Gratitude Checklist

Let it out

I hate to admit how long I had held in my being a drop-out, but this group of friends was the first I’d shared the story with. It was like a weight lifted off my shoulders. Don’t wait as long as I did. If you feel like an imposter, tell a few friends.

Understand this Truth

People aren’t watching you nearly as much as you believe they are. They’re not critiquing your appearance, language, or projects as much as you might think. Because here’s the truth you need to learn and remember. Do you know who people are thinking about? It’s not you. People are thinking primarily about themselves. And many are thinking, “I wonder what everyone thinks of me?” Stop being concerned about what people think because you’re probably not part of the conversation in their head.

Others Don’t Know What’s Best for You

Why would you consider what people think of you, other than close family or friends who know who you are? Most people have no idea who you are and what is right for you. For example, I’m an old hippie. I let my hair grow, and sometimes I wear it in a man-bun. I was performing with my band not long ago when an audience member told me the man bun looked ridiculous on a man of my age. I thanked her for her opinion, told her I liked it on me, and explained my wife liked it too. In the past, I might have allowed someone’s shallow view of how I should wear my hair, affect me. Not this time.

Can Anyone Totally Stop Worrying about What Others Think?

Can someone completely stop worrying about what others think? I don’t know, but I’m sure there are a few amazing souls who can. We can make it better for the rest of us if we take the time to stop and consider that we deserve to be here, celebrate victories, be grateful, reduce what we worry about, and learn from our mistakes. So, what do you think of me after this post? Just kidding. No, really, what do you think?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

 

 

The post How to Stop Worrying About What Others Think of You appeared first on Randy Clark Leadership Training.

How One Toxic Employee Can Destroy a Team

Yes, one toxic employee can ruin a team. When I worked for a large remodeling company, we decided to go against the industry’s standards and hire full-time employees as installers. Most remodelers at the time used sub-contractors, which was often a dice throw; some days, you found excellent workers, and other days…not so much.

Skilled Workers Aren’t Always Great Employees

One of our most proficient company installers wasn’t a good employee. He did excellent work, had good customer service skills, and completed jobs on time. It sounds like a perfect match, doesn’t it? There was one problem. He was toxic. He constantly complained about the work, policies, and company culture. His poison brought other employees down.

Who is the Most Toxic Employee?

Toxic teammates are employees that disrupt the organization. In the extreme, this includes bullies, harassers, thieves, or anyone who exposes the organization to liabilities. But it also encompasses anyone who undermines the culture, vision, or mission of the business. Look at the list below. Of the four combinations, which has the potential of being most damaging to the organization?

SP – Skilled with Positive Attitude

UP – Unskilled with Positive Attitude

SN – Skilled with a Negative Attitude

UN – Unskilled with Negative Attitude

Did you choose unskilled negative attitude? A UN can indeed be a problem. Educating a UN as to acceptable behavior, as well as skills training, is critical. However, they’re not the biggest problem. The UN employee has little influence; co-workers don’t put much credence in their complaints. The skilled negative employee is the most dangerous because of who they influence. Teammates listen to them. When SN employees aren’t held accountable, they can destroy a team.

Don’t Ignore this Behavior 

Too often, the toxic employee is allowed to behave poorly because of their skills. Whenever leadership manages from a position of weakness, they lose. Excusing poor behavior due to the fear of losing an employee’s skills and production is a slippery slope. In the end, you may lose more output by allowing the toxic behavior. Toxic employees chase valuable teammates away, create a hostile environment, which adversely affects production, and ultimately places pressure and stress on management.

One Bad Apple

A business owner told me about a time while driving to work that he nearly turned around and went home—he didn’t want to face the turmoil currently festering in his office. When he analyzed his emotions, he realized it was all centered on one toxic employee. Although they were skilled and efficient at their tasks, they constantly stirred up trouble. He let them go and learned a valuable lesson; sometimes character is more important than skills. Is your organization allowing troublemakers to thrive because of their skill sets? How does your organization handle toxic employees?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Pablo Stanic on Unsplash

 

The post How One Toxic Employee Can Destroy a Team appeared first on Randy Clark Leadership Training.

How to Be a Better Networker

How to be a better networker starts with not making excuses and getting off your butt  I’m an organized blogger. Before I sit down to write, I have my topic, idea, and research completed. I’m prepared to write. For this post, I had my topic—networking, and one note, “Get off your butt.” I’d scratched out a more descriptive word and replaced it with butt.

With all I’ve written about networking, the presentations I’ve given, and the advice I’ve shared, I missed one major prerequisite to becoming a successful networker. And worse yet I’d fallen into the trap of ignoring this urgent part of the networking puzzle. I wasn’t networking often enough. COVID was my excuse but there where plenty of ways to network virtually that I wasn’t taking advantage of. I  needed to get off my butt.

How to Be a Better NetworkerHow Much Networking is Enough?

It depends. If someone is out of work, needs a position, and has the time, then the sky is the limit. For several years I committed to one networking opportunity per week. For most of us, the challenge is finding the time. Recently. I’ve allowed other things to interfere with my networking time. It was time for me to get up off of my butt, but (no pun intended) how and where would I find the time? Creating time to network may not be as difficult as most of us make it.

How to Find the Time

Most people waste hours of time every week that could be invested more effectively, like networking. Where does one find the time? Take a hard look, and you’ll find time spent unwisely.

Cut out binge watching. Not all of it, I mean, I have my shows, but there are times I search for something to binge, don’t you?Work more efficiently. Plan your work and work your plan. Get your work done and find a Zoom  networking event (or an in person networking event if you’re comfortable). I’ve come in early and worked through lunch to get ahead so, I had time to network.Get up early. There are early morning events, and if you can’t find one invite someone to meet up. I’ve had two Google Meeting one-on-ones this week. One with a friend who lives out of state and the other lives in South America. Get a good night’s sleep, set the alarm early, and network before you start your workday.Meet up at lunch. You may have to create this, but why not invite a few business acquaintances to lunch once a month or a virtual coffee?Cut out chores you hate. For example, if you can afford a house cleaning service, or have your groceries delivered, it can save you hours to use more effectively such as time to network.

The bottom line is, if you commit to networking, whether it’s one per week or once a month, you can make the time.

Redefine Networking Opportunity

Networking isn’t limited to organized networking events. Last week I sat in on four networking opportunities the least successful was an actual networking event. I met more people, and made more connections participating in a blogging Twitter chat than I did at the networking event. A networking opportunity can be a one-on-one meet for coffee as well as an event. Don’t limit your networking opportunities with definitions.

Practice Makes Perfect

It’s not only that you never know who you’ll meet or how you may help each other unless you participate, but the more you network, the more chance you have to tune up and improve your networking skills. The bottom line is that if you want to be a better networker you have to network. How often do you network? What’s worked for you?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Gabriel Benois on Unsplash

The post How to Be a Better Networker appeared first on Randy Clark Leadership Training.

Is Your Business Prepared for Sudden Business Growth?

Are you prepared for sudden business growth? After the year many businesses have experienced it might sound like a silly question. However, I believe things will get better and for many organizations business will explode. Do you think I’m overoptimistic? Ask yourself the same question after the upcoming holiday season.

I was fortunate to be mentored by a wise businessperson who, among many other things, taught me that business is always a problem—there’s not enough, or there’s too much. He preferred the latter. But sudden business growth can be a headache.

Sudden Business Growth Isn’t Always Sudden 

Several years ago, a company I worked with was doing business at a record-setting pace. It was nothing new for the business. They’d been growing by leaps and bounds for several years. Suddenly, almost without warning, they landed three of the most significant contracts in their thirty-year history.

Meeting the Challenges of Sudden Business Growth Ramp up the hiring process

If you know it’s coming, prepare by hiring additional staff before you need them. The oragnization held a job fair 30 days before a large contact was to begin. We interviewed more than 70 applicants and hired 20.

Don’t stop training

When business is going crazy, training may be more critical than at any other time. Years ago, as operations manager at another organization, I had a service crew blow the engine on their company truck due to lack of maintenance. When I asked how they could let that happen, they said they were too busy to stop. My point is whether it’s vehicle maintenance or training, shortcutting can lead to bigger issues.

Don’t stop doing what got you the work

Trading quality for quantity isn’t a good plan. Don’t curb internal or external communications, and don’t shortcut or sidestep systems.

Plan for growth

Along with staffing and training considerations, take time to consider what tools, equipment, and supplies you’ll need.

Take care of all your customers

Here’s what the President of the business said in a company newsletter. “We want to serve our loyal customers as they deserve to be treated. Because long-standing partners need to know we’re here to help them as well.”

Share your goals

Let your entire team from top to bottom know your goals for the project. Break goals into achievable segments. Track progress and celebrate milestones. Let everyone know what to do, how to do it, and why.

Give credit where it’s due

Your team may be working harder, smarter, and longer. Show them your appreciation by recognizing their contributions. Sometimes just telling someone, “Great job on the ABC contract,” can make their day.

Scaling isn’t about how much you weigh

Scaling means altering systems to fit the needs of the current state of the business. For example, Former General Motors CEO Ed Whitacre slashed redundant paperwork at GM to increase production. Adobe VP of HR Donna Morris eliminated duplicate performance reports, and Twitter banned cell phones from all meetings. Where can your business scale?

Know that good enough may not be good enough

If you have tools, systems, or personnel to just get by—getting by may not be enough to tackle sudden business growth. Empower your team to suggest procedural improvements. Ask them what interferes with their production and what tools they need to improve. Train personnel who aren’t meeting standards and hold them accountable to performance.

Will You be Ready for the Challenge?

I hope your company is prepared to land a huge contract. Planning ahead might save your sanity and keep your business from imploding because the elephant in the room is that many businesses that were unprepared for significant growth didn’t survive the surge. Are you prepared?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Frank Busch on Unsplash

 

 

 

 

The post Is Your Business Prepared for Sudden Business Growth? appeared first on Randy Clark Leadership Training.

5 Networking No-No’s

Before I get to the 5 networking no-no’s, there’s a story behind this post. My best friend, my wife, was asked a judgmental question about a third-party at a event. My wife is more patient than I. Much more. She let the speaker finish then politely asked, “May I curse?” When the speaker consented she asked him what business of his was it (she used more colorful language). He said it wasn’t, but other people were saying it. My wife answered that he should do what she had just done to stop the gossip. Otherwise, he was part of it. I love that girl. That’s the first no-no; don’t spread rumors.

5 Networking No-No’s1. Don’t Gossip

Don’t spread rumors and don’t be part of the gossip by allowing others to spread their venom to you. Remember what my wife said, “May I curse?”

2. Don’t Beat Around the Bush

Be open, honest, and straightforward. For example, if you’re looking for a career change, don’t approach someone at a networking event and say, “I hear your company is hiring?” Take the direct approach and share, “I’m considering a career change, what I’m looking for is ____ are there any openings at your company?” Instead of “You know what your company needs—widgets!” Say this, “I’d love to chat with you about our widgets and how they may help your organization.” Put it in your own words but be explicit, speak your mind.

“When a lot of people network, they’re afraid to step up and accomplish what they want to do or say. As somebody who’s sometimes on the other side of that, it’s annoying. When people are clear with me and tell me exactly what they want, I always want to help. When somebody’s trying to be subtle, it hurts my ability to provide whatever benefit they’re looking to achieve in the networking.”–Dan Price

3. Be Wary of the Open Bar

Over indulging is a rookie mistake many of us, self-included, have made. Limit your intake. It’s not the place to party.

4. This isn’t a Pick up Spot

Leave the pickup lines at home. Hitting on someone at a networking event, unless it’s a dating event, isn’t cool. It’s embarrassing. Remember where you are and why you’re there.

5. Don’t Always be Selling

I’m no sales prude. I’ve been in sales most of my life. I’ve followed the good ole ABS philosophy. I was very annoying. Don’t be annoying. If an opportunity arises to connect with a prospect, and you can help them—go for it. But don’t indiscriminately hand out cards and flyers while pitching your product to everyone at the event.

C’mon Man Use Some Common Sense

Networking isn’t the place to gossip, hard sell, or party hardy. At least not if your intentions are to make connections. Before your next networking event take a moment to consider what you want out of it, why you’re there, and what behaviors will diminish your purpose.

Did you find this interesting? Here are ten more networking no-no’s. Top 10 Networking Event Mistakes

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Redd on Unsplash

The post 5 Networking No-No’s appeared first on Randy Clark Leadership Training.

Quit Being Passive about Passive-Aggressive Behavior

My daughter isn’t passive about passive-aggressive behavior. A few years ago, I spent part of the holidays in Florida with my youngest daughter and her family. Her 12-year-old daughter had just received her first two C’s ever on her report card. It was her first time dealing with seven periods, multiple teachers, and the chaos of middle school. She also had missed some school and misunderstood the makeup system. Regardless, she got her first C’s. It wasn’t something her mother would be passive-aggressive about.

Quit Being Passive about Passive-Aggressive Behavior

My granddaughter was reminded of her grades at the Tampa Aquarium we visited when her younger brother’s grades qualified him for free admission. She didn’t qualify. Her mom paid for her ticket. There were several reminders, including one as we waited on a delayed train. My granddaughter told her mom to stop being passive-aggressive about her grades. Her mother explained she was aggressive about the grades. However, there was nothing passive about it. She was straightforward and to the point. If the grades didn’t come up, then outside activities would go down.

My daughter is an award-winning AP macroeconomic high school teacher. She will help her daughter, and if her daughter doesn’t take the help, mom will hold her to the consequences.

My daughter didn’t mention the grades to my wife or me out of context. She didn’t come to us passively-aggressively complaining about her daughter’s grades. We become aware of the two C’s through conversation between mother and daughter.

Quit Complaining and Do Something About it

Here’s my point. How often have we all, self-included, complained to others, griped about a situation without taking action, or become angry with no plan other than being mad? Was my daughter concerned, disappointed, maybe even upset? Of course, she was, but she didn’t hide behind her anger. She did something about it. As she told her daughter, there was nothing passive about her reaction to the grades.

Take ActionWhen you’re concerned, upset, or disappointed, do something about it. And I don’t mean wallow in your anger. Take action.If you perceive someone has harmed you or your reputation, tell them. Don’t do it with anger. Try this method, The Pinch Method of Conflict Management.Don’t involve others that have nothing to do with the circumstance. When you do that, it becomes gossip, and you become a viscous gossiper.Take action – if there’s a solution, make it happen, and if there isn’t a ready solution, work on creating one.Stop Being Passive 

Quit being passive about passive-aggressive behavior; It doesn’t help, doesn’t fix anything, and might make things worse. Rather than hold it in and develop ulcers, let it out but let it out to the right people in a calm manner with a plan of action.

Postscript: I spent time with my daughter and her family this summer. My granddaughter, her of the two C’s, is a high school sophomore. She made straight A’s as a freshman and earned several college credits for the AP courses she took. And yes, she’s at the same school where her mom teaches but won’t take her mom’s course until she’s a senior.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a  management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by MChe Lee on Unsplash

The post Quit Being Passive about Passive-Aggressive Behavior appeared first on Randy Clark Leadership Training.

6 People to Meet at a Networking Event

Have you ever considerer what people to meet at a networking event? Have you ever attended a networking event with little or no thought as to your purpose? I have. Treating a networking event as a social gathering to chat with friends and acquaintances may be fun, but it’s a waste of opportunities. The potential of any networking event whether it’s in person or virtual is in the people you meet and how you can help each other. Before the next networking event, stop and consider who you want to meet and why?

6 People to Meet at a Networking EventLet these folks help you

The Connector – This individual seems to know everyone, and not only in their field but cross disciplines. They revel in connecting people and will ask such questions as what brought you here, and who did you hope to meet? Follow their lead and see where new connections take you.

The Mentor – This person enjoys sharing their experience and knowledge. They thrive on watching others grow and improve. They’ll ask about your career, the problems you face, and where you need guidance. Take advantage of this opportunity by following up with one-on-one time. It may not be a fit, but it’s worth exploring.

The Influencer – This networker has reached a high level of success in their field that is recognized by their peers. Their words and actions hold weight. Take the time to listen to them and ask their advice. It could turn into a mentoring or connecting scenario.

The Champion – The Champion could be a customer, a fan, or an interested party. They’re an advocate of what you do. They’re an evangelist for your organization, skills, or knowledge. Thank them, ask for their opinion, and solicit testimonials when appropriate.

The Friend – It’s easy to spend all your time with friends at networking events and miss out on opportunities. At the same time, you don’t want to ignore your friends. Be a mentor, connector, and advocate for your friends.

The Prospect – The prospect has a problem you can solve. It may be a product, service, or hiring you. It may be your skills—copywriting, design, photography, marketing, etc. Either way seek them out and offer them your help.

Who do you want to meet?

Before your next networking event take a minute and consider who you want to meet and why. Are you looking for a career change? Could a connector help you find opportunities? Do you want to learn more about your industry? Maybe a mentor will take an interest. What influencers will be in attendance and how could they help? At least, be prepared to recognize these six networkers and take advantage of the help they offer. Are you one of the six? Which one are you?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks fun. If you have any questions, Contact Me. 

Does your business have a management training plan? I ask because many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Sigmund on Unsplash

The post 6 People to Meet at a Networking Event appeared first on Randy Clark Leadership Training.

Do You Really Know What Motivates Your Employees?

So, do you think you know what motivates your employees? This might sound silly but the key to motivating anyone is to first understand what motivates them. Too often, well-intentioned leaders attempt to motivate their team with what works for the leader. What motivates the leader seldom motivates every individual on a team. And to complicate matters, people combine motivational factors.

What Motivates Your Employees?

In an About.com HR article, Susan M. Heathfield states:

“Employee motivation is the combination of fulfilling the employee’s needs and expectations from work and the workplace factors that enable employee motivation — or not.”

Ignoring The “Me” Motivator

Not everyone thinks like you. Learn what motivates the team, not what inspires you or what you “think” motivates them. Understanding individual motivations can be as simple as asking. Once this is determined, do everything possible to provide the motivation. In a previous position, I once told the company’s president that I was more motivated by recognition and a feeling of accomplishment than by money. Rather than use this information to his advantage in motivating me, he took away my bonuses. Because he was primarily money motivated and expected others to be the same. I wasn’t. I left the position.

The Money Motivator

Don’t assume everyone is motivated by money. Managers are frequently surprised when added financial incentives don’t encourage employees to accomplish more. Money may limit de-motivation, but it’s often not the best incentive. In a Forbes post, Money Is Not The Best Motivator, Jon R. Katzenbach and Zia Khan explain how “Less costly kinds of encouragement can be far more effective.”

Nothing To Motivate but Fear Itself

Motivating through fear isn’t as effective as many believe it to be. Unfortunately, motivation through fear can bring results, but if used repeatedly, it can also destroy the environment that allows teammates to become self-driven and will certainly lose effectiveness.

To quote Carter McNamara, MBA, PhD.:

“Fear is a great motivator — for a very short time. That’s why a lot of yelling from the boss won’t seem to ‘light a spark under employees’ for a very long time.”

Give Your Team Direction

Written policies and procedures, company goals, visions, missions, and ethics policies define the organization and give employees a framework. Don’t confuse giving direction with micro-managing. Many people need room to be creative and the opportunity to be entrepreneurial. Effectively executed individual and team goals inspire and motivate — especially if they align with personal life goals.

Evolving Motivators

Staying informed of what motivates your team is fluid. Goals change over time. For example, an unmarried employee’s motivation may change if they wed and will likely change again if they have children. Keep in mind, an employee’s motivation may change at any time. Because it’s an ongoing process.

Is it Time to Learn What Motivates Your Employees?

So, is it time for you to learn what motivates your employees? Because, if so, you can start by promoting conversations with your team about motivation and then continue the conversation, listen, and make it available within your organization’s culture.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks fun. If you have any questions, Contact Me. 

Does your business have a management training plan? I ask because many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Leon on Unsplash

 

 

The post Do You Really Know What Motivates Your Employees? appeared first on Randy Clark Leadership Training.

Let Your Smile be Your Calling Card

Let your smile be your calling card. Could it be that simple? I’ve written a lot about networking. I’ve posted more than a dozen blogs. In the blogs I’ve outlined what to do, what not to do, who to connect with and how to connect. I’ve advised where to network and why it matters. But…I may have missed the simplest and most important networking strategy of all—smile.

Let Your Smile be Your Calling CardIs That All it takes?

There’s a little more to it, but smiling might be the most important key to successful networking. People like to chat with people who smile. People avoid frowners. At a networking event, it’s best not to be avoided. (Ya think?) In this Psychology Today post, they share, “…each time you smile at a person, their brain coaxes them to return the favor. You are creating a symbiotic relationship that allows both of you to release feel good chemicals in your brain, activate reward centers, and make you both more attractive…” What better ingredient for a successful networking introduction could there be? Creating symbiosis, a feeling of well-being, and attraction is a good start. Compelling connections are based on mutual needs and interests, but they don’t always start there, do they? Sometimes it starts with a smile.

It Works Both Ways

Your smile isn’t only attractive and comforting to others; it’s good for you. Livestrong.com states, “Smiling can lift your spirits. A study conducted by the British Dental Health Foundation showed the act of smiling to dramatically improve one’s mood. Dr. Nigel Carter, foundation CEO, stated “We have long been drawing attention to the fact that smiling increases happiness both in yourself and those around you, so it is good to receive the backing of this scientific research.” Smiling releases endorphins, it reduces stress; it may add to an individual’s longevity, and it puts you in the right frame of mind to network.

Back to Networking

Here’s the plan. At your next networking opportunity you’re going to smile. You’re going to smile at your friends, the other guests, and the speakers. You’re going to be so damn happy that people will be drawn to you like a magnet. And here’s HOW you’re going to accomplish this.

Practice smiling before you go—seriously. Take a few minutes in front of a mirror and check out your smiling demeanor. The practice is worthwhile…and it puts you in the right frame of mind.Solicit a smiling buddy. Even if they don’t want to smile have them keep an eye on you. Agree on a signal before the event. Probably not, “Hey, you’re not Smiling!”Attempt to get as many people to smile back at you as you can. Make it a game, keep score. Beat your smiling buddy.There You Have it

Of all the advice I’ve shared about networking. All the complicated, time-consuming assignments like writing an elevator pitch, vetting the attendees, and planning your time usage—this may be the best advice I’ve given about networking. Smile. Try it. Right Now. Smile. Really. Can you feel it? It’s good, isn’t it?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Leon on Unsplash

The post Let Your Smile be Your Calling Card appeared first on Randy Clark Leadership Training.

Workplace Conflict What to do When Working with Someone is Killing You

Workplace conflict can be invasive. Years ago, the owner of a company I worked with stopped his car, turned around, and headed back home on a Monday Morning. On the drive back home, he thought about why he didn’t want to go to work. It was because of one negative employee; even he, the owner, experienced workplace conflict. He had tried everything he knew to help and change this toxic employee to no avail. He asked himself if he had been fair if he’d done all he could do, and the answer was yes, he had. So, he turned back around, went to the office, and terminated the employee.

Ways to Manage Workplace Conflict But What If You’re not the Boss?

The story above is an extreme case. No one wants the conflict to end with someone losing their job. And you may not be in the position to fire a difficult co-worker. So, what do you do?

Steps to Handling Difficult Co-workers

Let me begin by saying the first step is to go to your human resources department or your direct supervisor to make them aware of the situation and ask for their advice.

Don’t Get Caught up in it

It’s easy to retaliate with a problematic teammate, especially if you feel personally attacked. The key is not to take it personally. It’s not about you. It’s about the toxic employee and their actions. If you take it personally by becoming angry, upset, or vindictive, it will escalate the situation. Stay calm. Don’t get pulled in.

Stop Avoiding Conflict 

Conflict aversion is rampant in business. Nobody wants confrontation. For many just, the thought sends a chill of fear down their spine. The key is to stop thinking of it as confrontation and begin thinking of it as help. Here are five ways to change confronting a teammate to helping them.

Ask permission. Before offering your advice, ask if it’s okay. Explain you’d like to discuss something that could help you both. The Pinch Theory of Conflict Management Use the sandwich method. Begin the conversation by stating something you appreciate about the other person. It needs to be something you genuinely like about them so take a moment to consider this before you start. How to Critique without Creating Animosity. Be straightforward. Don’t beat around the bush. Tell it like you see it, just the facts, please.Don’t be emotional. This isn’t the place for anger, defensiveness, or fear. Stay calm and leave your emotions out of the equation.Share the benefits. End the talk by discussing how change can benefit both of you.Don’t be a Gossip

Let’s face it, you put any group of three or more people together, and there’s going to be gossip. Understanding the difference between garden variety and destructive gossip is what’s important. When is gossip destructive? When it:

Adversely affects workDamages co-workersAffects moraleIt is based on lies and misinformationIt becomes a personal attackBreaks company policiesIs bullyingRecognize positive behavior

One of the best ways to influence anyone is to recognize the good things they do. Rather than attack, their pitfalls begin supporting their good choices. You can catch more flies with honey than with vinegar.

Make it a team thing

Create a team culture where it’s okay to talk about things, good and bad. Instead of hiding from unpleasant conversations, applaud each other for sharing. No one is perfect. There will always be some conflict in any group. So, why not acknowledge it and work towards improvement? The point is to not only make it acceptable to talk about it but to make it expected. Sharing how to help each other should be applauded. It should be worthy of praise.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Afif Kusuma on Unsplash

 

 

 

The post Workplace Conflict What to do When Working with Someone is Killing You appeared first on Randy Clark Leadership Training.