Randy Clark's Blog, page 44

Dealing with Difficult Employees

Dealing with difficult employees isn’t one size fits all, and it doesn’t always work. I remember a department manager I tried to help. She had been a hardworking, loyal employee for several years. She was good at organizing the work, meeting production schedules, and most of the time she worked well with her team as well as with other departments—most of the time. Occasionally she reacted in anger and eventually “occasionally” became one too many times. Her direct supervision, HR, and leadership development teams had worked with her, but it wasn’t enough.

Where do you begin?

The place to start is by acknowledging the problem, not ignoring it. Hoping it will “just go away” is a plan for failure. Whether the difficulty is anger management, not following procedures, or circumventing policies it starts with honest evaluation.

It’s not who’s right it’s what’s right

Before approaching the offender, determine what’s reinforcing the behavior.

Have they been allowed to act this way?What’s behind it? For example, is it more prevalent when the person is under pressure?Do outside circumstances beyond the organizations control affect the outcome?

Before beginning the conversation look at the situation and the person with understanding and consideration.

Listen first then share the truth

Begin the conversation by asking the offender their perspective. Are they aware of their destructive behavior? Do they understand what triggers the reaction? Give clear, concise feedback, but always follow company procedures.

Offer a solution

Whether it’s developing a B-Mod  (Behavioral Modification) plan, training, or accountability systems—find a way for the individual to make amends and improve their behavior. Like I said, how to deal with a difficult employee isn’t one size fits all. It may take a combination of actions to come to a solution. The important point is to offer a path, a way out.

Don’t let it get to you

That’s easier said than done. Once, I offered disparaging remarks to other managers about an employee who had disrupted a meeting. The meeting was an introduction to a company recognition initiative for employees who promoted the organization on social media. The employee was upset that only those on social media could participate. Later I chatted with the employee and reminded him of other employee initiative programs we had instituted. We had a good talk. He had always been a source of departmental ideas and insights for me and would have continued to be…but he passed away the following week. I’m thankful we talked.

It’s easy to get caught up in negative self-talk and angry accusations, but it seldom helps anyone.

Have you done everything you can?

Even though, it was time, terminating the employee upset me. I considered her a friend—still do. I asked the leadership and management team, self-included, if there was anything else we could have done? Was there something we hadn’t tried to help her? The answer was—we did our best. If there was another solution, we didn’t know it. Before you give up on any valuable employee, ask your team this. Have we done everything we could do?

The following sources may offer additional insight.

Forbes–9 Ways to Deal with Difficult Employees

SBA–How to Deal with Difficult Employees in a Small Business

How to complete Disciplinary Action

Entrepreneur–5 Steps to deal with Difficult 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. I’m also available to conduct training.

Photo by engin akyurt on Unsplash

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4 Reasons Why Business Blogs Fail

There are more than 4 reasons why business blogs fail. However these 4 are the most common. Business blogs fail because their importance is undervalued; therefore, businesses either don’t dedicate the resources or they just give up. Why does this happen? Companies often underestimate the importance of a blog. A blog can help generate leads; however, if you believe the only reason for a business blog is to generate leads – you may be disappointed. When a blog is expected to generate leads directly and doesn’t, the blog often withers and dies. An effective blog can increase SEO (Search Engine Optimization), add value to an organization’s entire web presence, and increase exposure whether prospects land on the blog or not. Business blogs fail because businesses don’t realize the blog’s potential. So, what can you do?

An Entrepreneur.com post from nearly ten years ago explains, “…Google has made no secret of its desire to reward high-value content with top SERPs (search engine results page) rankings… Getting your content quality up now offers one of the best opportunities to protect your site from future changes.” It continues to be true today.

What Makes an Effective Blog?Post Consistently

I publish new posts twice a week for two companies and once a week for another and do so I do this every week. I use editorial calendars and schedule new posts for the same day and time weekly to stay consistent. Does post quantity make a difference?

The marketing experts at HubSpot recommend one to five new posts published per week depending on what you’re trying to accomplish and the post’s size.

Whether you publish one or five new posts per week, it’s essential to be consistent.

Promote on Social Media 

Google algorithms assess social media engagement, as well as the content. This infographic from Social Media Today lists social promotion as one of the most effective ways to gain exposure for your site.

Write Compelling Content

Ask yourself why anyone would want to read your post and what do they take away? Offer not only interesting topics but well-written posts.

Present a Professional Package

Typography, a cohesive style, and related content can all make a post look professional or amateurish. Which do you want to represent your company?

Why Do Business Blogs Fail?

When business blogs fail, it’s often because they’re forgotten and ignored. Time after time, I visit blogs and find nothing new posted in months. They’re not a priority – something is always more important than publishing and promoting a new post, or is it?

The Four Reasons Are:Insufficient resources dedicated to the blogThe blog is not promotedIt’s unprofessional in content and presentationAnd the number one reason is… the business doesn’t understand how important the blog is to SEO and gives up.

If this post struck a nerve, you might want to check out my book, How to Stay Ahead of Your Business Blog Forever. The book is full of action plans action plans from how to stay ahead of your blog to writing quality content.

If you liked this post, you might also enjoy How to Defeat Writer’s Block.

Photo by NeONBRAND on Unsplash

 

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6 Steps to Changing Behavior

Changing behavior isn’t easy, and it doesn’t happen overnight, but it is possible, and it can positively impact your organization. Modifying behavior is a crucial tool for initiating change in any organization. Your employees should do better because of your actions and influence — not without or despite your influence.

Leaders often become frustrated when dealing with personnel problems. Logical, common-sense solutions don’t always bring change. Since most people will continue to act as they always have, you need to help them change their behavior before they can make improvements.

Part of Leadership Training 

I’ve used the following 6-step behavior modification plan with many leadership development trainees. As part of the training, trainees were required to make a 6-step plan to modify one of their behaviors. It could be a personal or work-related behavior they wished to change.

Whether it was going to the gym twice per week and using the membership, they bought last year, cutting back on fast food, or to stop procrastinating at work. The point was to understand how behavior could be modified. BTW, almost everyone realized success and altered their behavior. I challenge you to try it.

For behavior to change it must be observable. It’s difficult to change a team member’s attitude, how they feel, or what they think. For example, changing an employee with a “bad attitude” may be difficult, if not impossible, by only focusing on the employee’s mindset. However, you can modify observable behaviors such as being impolite to other employees, curt on the phone, or rude to customers.

Six Steps to Changing Behavior Define the behavior based on specific observable behavior

a. A non-specific definition could be: “He has a bad attitude.”

b. A good definition could be:

Openly complains about other employeesSubmits incomplete, inaccurate workMakes derogatory remarks about other departmentsComplains in meetings about operations Set the objective to increase or decrease the behaviorThink small; a slight increase or decrease is a positive modification. It’s a step min the right direction.Make one change at a time. For example, begin with one of the four good definitions listed above (a – d). Don’t attempt to change all at once. Use consequences to modify the behaviorPositive reinforcement — rewards for behavioral changesNegative reinforcement — reprimand for not changing behaviorsExtinguish or ignore — no outcomeQuestions to ConsiderWhy is the behavior allowed? Many reoccurring behaviors are reinforced. What is reinforcing the behavior?How is it allowed? To understand what’s supporting the behavior, observe what happens before, during, and after the behavior. Has management ignored it, allowed it, or given it an exception?So, why doesn’t reprimand work? It may be split reinforcement, which is when a team member likes to “stir things up.” What might seem to be a punishment, like a reprimand from a manager, or ridicule from the team, may reinforce the behavior because they relish reaction and attention. Consider using extinction (ignoring the behavior) to stop split reinforcement.What consequences will not change the behavior? If your first reaction is creating fear, you might reconsider. I believe, using fear as motivation should be the last resort if used at all. Fear may cause an opposite negative effect, and the more it is used, the less effective it is. When fear is overused, it becomes a poor management non-leadership style that can adversely affect the  organizations culture.When should you reward positive behavior? Always and whenever possible as soon as it occurs. Reinforcement can be social (ex: praise), tangible (ex: extra break or time off), or monetary (ex: a bonus).Consequences must be legal, feasible, and followed through. Implement the plan

a. Be consistent — Don’t praise one day and not the next or extinguish one time, then out of frustration, lash out the next day. It’s essential to praise positive behavior consistently.

b. Combine consequences — Below is an example of combined consequences for a team member that uses negativity to gain attention.

Give a written reprimand to extremely negative, inappropriate behavior.Reinforce all positive behavior immediately.Reward progress and think small, such as a tracked daily decrease in negative comments for a week earns a lunch. Track the planCan you track it? We control what we track.Can you see it? For you to track it, it must be observable behavior or objective criteria.How will it be tracked?Who will track it?How long will it be tracked? Evaluate the plan before beginning, double-check itIs it a specific observable behavior?Does the plan keep adjustments small, concentrating on one change at a time?Do you know what is reinforcing and controlling the behavior?Are the consequences feasible to implement?Will this plan be consistent?

So, changing behavior begins with you. Are you ready for a change? Are up to the challenge of trying it yourself? Because if you do, we’d love to hear the outcome.

You can find this behavioral modification method and more in my book, The New Manager’s Workbook, a crash course in effective management. Many organizations, large and small, use my book as the basis for their leadership development program. Does your business have a management training plan?

If you enjoyed this post you might also like, You Can’t Make Everybody Happy—Can You?

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Why the Hell Aren’t You Wearing a Mask?

So, why the hell aren’t you wearing a mask? If you’re not wearing a mask in public, here’s what you need to know.

Countries that have mandated and enforced wearing masks have lower rates of infection and mortality from COVID-19. For example, take Taiwan, a country of nearly 24 million, has had 724 cases of COVID and only 7 deaths. Covid-19: Virus ‘success’ Taiwan to keep restrictions despite vaccine

There’s more to their success than masks, such as contact tracing, quarantine, and massive testing, but masks are a big part of Taiwan’s low infection rate. By comparison, as of 1/20/21, the USA, with a 328.2 million population, has 24.3 million cases of COVID and more than 400,000 deaths. Do the math.

 Here’s Why You Need to Wear a MaskProtect others. Study after study shows that properly worn masks slow the spread of the virus.Protect yourself, again when properly worn, a mask can help prevent the virus from being inhaled. It also inhibits the touching of your face and acts as a reminder to social distance.You may be pre-symptomatic or asymptomatic. You might feel fine and have no symptoms but can still spread the virus.Help the economy. That’s right, save jobs, open businesses, get back to whatever the new normal will be. Yes, masks slow the virus, which will speed reopening.Why the Hell Aren’t You Wearing a Mask?

Seriously, why aren’t you wearing a mask when you’re in public? I mean, what are you thinking? Here are a few of the justifications I’ve heard.

It’s My Right not to Wear a Mask!

No, it’s not. There is no first amendment part “M” for mask. If your local government says you must wear a mask, then you must wear a mask. And there’s precedent. Many jurisdictions required masks in the 1918 pandemic. There are even laws still on the books that outlaw spitting in public areas due to fear of spreading the disease.

It’s a Left-Wing Conspiracy

OMG, are you serious!? As Indiana governor Eric Holcomb said, “The Earth isn’t flat, we landed on the moon, and COVID-19 is real.”

It Doesn’t Feel Good

It’s uncomfortable, fogs my glasses, causes pimples, etc. etc. etc. Are you really that inconsiderate and selfish? Get over yourself.

How to Properly Wear a MaskNo masks with valves or openings – they don’t stop the virus.Cover your mouth and nose. Someone said wearing a mask with your nose uncovered is like a man wearing underpants with his you know what hanging out.Fit it snug but not so snug you can’t breathe.Keep your mask clean or replace it, and please don’t share it.Unless you’re cleaning it, don’t touch the inside of the mask.More Plusses for Wearing a Mask!

I asked a few friends for more reasons to wear a mask.

 “I haven’t had to put on lipstick for like forever.”

“It keeps your face warm outside.”

“I can mouth derogatory utterances at people, and nobody knows.”

“No one has told me to smile, “You look so pretty when you smile, Really, well, you sound so stupid when you say that!”

My 90-year-old mom while waiting for her new dentures. “No one knows I don’t have teeth.”

Please Wear a Mask! 

Wear a mask. Don’t be stupid. Stop being selfish. Show some consideration. Act like an adult. Because if enough of us do, maybe we can get back to something that looks normal before 2022.

Photo by Kelly Sikkema on Unsplash

 

 

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You Can’t Make Everybody Happy—Can You?

You can’t make everybody happy—can you? As a leader, you may be faced with unhappy team members. Some may dislike policies and procedures; some might not like their work, while others are just not be happy about anything. It might be challenging to win over unhappy people—but it’s not impossible.

How to Help an Unhappy Team MemberListen to them

What do they want, what aren’t they getting? Why don’t they like whatever it is they don’t like? Once you learn this—do your best to accommodate them.

One of my managers had an employee that begun every day in a foul mode. She’d bark at people and be unapproachable for the first hour of the day. The manager invited her to lunch and asked her what we could do to make her job more enjoyable. She said if she could start her day one-half hour later, it would mean all the world. Getting her three children off to school was a daily challenge. Her husband worked nights, so it was all up to her. The manager told her to start coming in later the next day.

The manager called a team meeting, explained their teammate’s new hours, and then asked if anyone else needed a later start. One more teammate did. The employee came to work happy on most days. You can’t make everybody happy—can you? No, but at least you can try.

Involve them

Include unhappy campers and even malcontents in the decision-making process. Keep an open mind—they may have a better idea or unique perspective. Seek their opinion and advice, and you may find, whether their recommendations are used or not, it brings them closer to the team, personal satisfaction, and happiness.

Several years ago, I gave a weekly training/motivation meeting to offsite salespeople. One of the salespeople nearly always disagreed with me during the session. She’d say things like, “That might work in the big city but not in small-town, Indiana” or “We tried that, and it didn’t work.”

I conducted a meeting every Wednesday. So, I began contacting her on Tuesday and asking her for advice. I’d share what topic my meeting was about and then ask for her thoughts. She almost always shared at least one point that fit my meeting. I’d agree with her, ask if I could call on her in the meeting, and thank you. It changed the meetings for all involved. You can’t make everybody happy—can you? No, you can’t, but you don’t always know who you might be able help.

Support them

Learn what initiatives they’re passionate about and lend your power and authority to the cause. It’s harder to be unhappy when your passions are supported.

Thirty years ago, as VP of operations for one of the largest home remodeling companies in America, the owner called me to his office. He knew me well. We worked together at another company for nearly ten years before this. He knew I loved giving back. We sat down, and he asked what charitable organizations we should support. I gave him a few ideas and then added that holding a blood drive and supporting the Salvation Army holiday toy drive would not only do much good but help develop team culture. He looked at me and said, “Okay, do it.” We did both for the next ten years. My job became part of my mission.

Recognize them

When they accomplish tasks, hit quotas, or initiate new procedures, share their activities and positive results. If you want to put a smile on someone’s face, recognize their value and worth. Often a simple thank you goes a long way. And don’t only recognize results. Recognize effort, specific actions, and character.

At a company event, I was chosen to introduce our newest VP. He had worked his way up in the department. When I introduced him, I talked about how his combination of innovation and diligence made him someone that could be counted on to get the job done. The next week his wife sent me a card thanking me. In the note, she said, “I know how hard he works and how much effort he puts forth to get it done, but it was wonderful to hear someone else say it. Thank you.”

Befriend them

Be the boss they can talk to, share their challenges, and support their efforts. Take them under your wing, mentor them, be someone who cares about them. I can’t tell you the number of times that simply by showing interest in a teammate I’ve helped them be a happier person at work. Take someone to lunch, stop by their work area and ask about their day, bring them a cup of coffee. Be a friend. Before someone tells you, a boss can’t be a friend, read this, Can a Boss Be a Friend?

You Can’t Make Everybody Happy—Can You?

The truth is you can’t make everyone happy. There are unhappy people (I try my best not to hire them, but that’s another post) for which there is no answer. They’re just not going to be happy regardless of what you say or do. But this is a small group—most people only need a little understanding and concern for their needs, wants, and desires. It’s possible to listen, involve, support, recognize, and befriend your way to their happiness. Life’s too short to be unhappy—help someone smile today. You can’t make everybody happy—can you? Nope, but you don’t know who you can help until you try.

How Can I Help You?

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.

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. 

Photo by Tim Gouw on Unsplash

 

The post You Can’t Make Everybody Happy—Can You? appeared first on Randy Clark Leadership Training.

6 Ways to Never Run Out of Blog Post Ideas

I have a group of friends who meet to brainstorm (now virtually) monthly. Several make their living writing, and nearly everyone in the group writes. One of the writers has written scores of posts about… beans. I’ve written 40 blogs about sunglasses, and another has written about the insurance industry for several years. How do we keep from running out of ideas? Here are 6 ways to never run out of blog post ideas.

6 Ways to Never Run Out of Blog Post Ideas1. Use an Editorial Calendar

I post six new blogs per week on three sites. Between guest posts and freelance, I write eight or more blogs on an average week. Some of my friends write or edit this many in a day. How does anyone keep track of this? By using an editorial calendar. When you have a plan, it’s much easier to concentrate on specific topics. I schedule my calendar one month to one quarter in advance. I use Google calendar, Microsoft Teams, and Outlook for different blogs, but it doesn’t matter what you use if it works for you.

2. Create a Blog Idea Log

I keep idea logs by topic in folders on my desktop. Others use pen and paper. It doesn’t matter how you create an idea log. It’s that you create it. I have subheads, which include topics covered by the various blogs, I also have specific subheads, such as customer questions, industry news, and more. You can store ideas under every subhead as they come to you. You can also create your subheads by reviewing previous blog topics. What do you write about, and what could you write about?

3. Keep Your Comments

I comment almost daily on other blogs. When I comment, I copy and paste the comment and the URL of the blog. When I’m stuck for ideas, I’ll review the comments, which help generate new material for more posts. Simply reviewing comments can get the creative juices flowing.

4. Understand Your Creative Cycles

When I’m stuck, I take a drive; this seldom fails. I think of a blog topic, and I’ll have several ideas after 10 or 15 minutes of driving. One of my friends gets her best ideas on the edges of sleep and keeps a notepad by her bed, while another gets ideas in the shower. According to a Lifehacker article, How to Find Your Creative Sweet Spot, “It’s thought problem-solving comes most naturally when you’re unfocused, and you allow your brain to wander.” What are your creative cycles?

5. Get Ahead of the Game

This is a no brainier. Seriously, write posts in advance. It takes the pressure off and allows you to be more creative. I’ve been on both sides of this fence, and, believe me, being ahead makes a huge impact. I advise people to get six to eight weeks ahead of your log. So, if you’re starting a blog and plan to post one new blog a week, write eight before you publish your first one.

6. Everything You Write Could Be a Blog Post

OK, almost everything. Keep in mind that emails, press releases, answers to inquiries, presentations, meetings, and web content may all be possible blog posts with a little adjusting. Always consider what may be sensitive material and what may require permission to make public.

There you have it — five easy blog topic generating ideas. If you’re reading this post, you probably run out of ideas now and then, so take it a step further; don’t just read this — DO it. If a writer can write scores of posts about beans? What can you do?

How Can I Help You? 

Let me know if I can offer any help or advice. If this post struck a nerve, you might want to check out my book, How to Stay Ahead of Your Business Blog Forever. The book is full of action plans to create a blogging/writing system that works for you.

If you enjoyed this post, you might also like, How to Defeat Writer’s Block.

Photo by Andrew Neel on Unsplash

 

 

The post 6 Ways to Never Run Out of Blog Post Ideas appeared first on Randy Clark Leadership Training.

6 Team Building Tips

In a previous post I shared 13 Steps to Building a Great Team. It focused on leadership strategies for team building. The post didn’t share ideas for improving existing teams. So, how can an existing team improve? If you are part of a team, what can you do to help it become a better? Here are 6 team building tips.

6 Team Building Tips       1.  Work hard, both individually, and together

Nothing beats hard work. Don’t get me wrong hard work alone is not the only key to building a successful team. You need action plans, a shared vison, and commitment, but none of that works if you don’t work it. So, how do you instill work ethic? You don’t, but what you can do is reward effort, foster recognition, and share a feeling of accomplishment. Help people want to apply themselves.

      2. Define team goals as a group

I’ve said this before but if you create team goals whose goals are they? Exactly. However, if you bring the team together, solicit ideas, and ask for advice when creating team goals, then the goals become team goals. Also, number one is difficult without clear goals combined with a plan of action. Goals without a plan to reach them are little more than wishes.

      3. Help each other avoid dissension

My favorite tool for conflict resolution is the Pinch Theory. “The bases of the pinch theory of conflict management is that conflict can be predicted and reduced. Unresolved conflict affects production, lowers performance, and fosters resentment. When expectations between people are not met, this creates a pinch or a breakdown in the existing relationship. Pinches are inevitable, but can be reduced, managed, and avoided. Unresolved pinches, which fester, often leading to a CRUNCH – defined as an intolerable pinch(es).” — How to Use the Pinch Theory Of Conflict Management.

      4. Be the best teammate you can be

Here’s the thing. You don’t have to be best friends to be the best teammate. A good teammate doesn’t gossip, isn’t passive aggressive, and isn’t all about me 24/7. A great teammate listens, shares, and helps. I know it sounds too simple. It is simple, but how many co-workers could you define as great by these three criteria? If you want to help your team teach them to listen, share, and help. Make it part of the work culture.

     5. Practice active listening, without bias, and be attentive

Speaking of listening. Listening has never been easy or simple, but today, it may be more difficult than ever. Developing active listening skills takes hard work, practice, and patience. Here are 6 points to improve listening that you can share with your team, How to Actively Listen in a Loud World

    6. Be time-sensitive, punctual, and remember the value of others’ time

Teach your team the value of punctuality. Being late, without a valid excuse is disrespectful. I once had an employee who was chronically late to meetings. He’d say, “It’s okay just start without me.” I took him aside and asked if thought the meetings were unproductive, we’ve all been in those. He said no, he just got busy and sometimes had something more urgent to do.

I did the math for him it wasn’t only him. If he was 10 minutes late and we waited to begin or caught him up when he showed up, we didn’t lose 10 minutes we lost 10 minutes times the number of people in the meeting. He hadn’t considered this. I asked, if on my way to meetings, if could stop by his desk and ask him to join me. I added that if he was too busy to let me know and I’d catch him up later. He thought it was a good idea.

There’s more I could share such as teaching your team:To be open and supportive not jealous or defensiveShow sensitivity, understanding, and empathyShare excitement and give praiseTo be responsible and take responsibilityWhat Lessons Have You Learned? 

Most people have been involved in successful as well as dysfunctional teams. It may have been in the workplace or on the sporting field, regardless, a great team is a great team, and something we all can learn from. A great team is more than a group of people getting the job done, it’s folks banding together in support of each other. It’s strangers bonding and becoming friends. Likewise, a dysfunctional team has many cautionary tales to tell. Great, and not so great teams can teach us all how to build better teams, and that’s the best tip I have to share.

How Can I Help You?

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.

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. 

Photo by Hans-Peter Gauster on Unsplash

 

 

 

The post 6 Team Building Tips  appeared first on Randy Clark Leadership Training.

Are We Having Fun Yet?

So, good question. Are we having fun yet. Once every month or so I post a blog about having fun, it’s usually nothing too deep – just fun. Today, I want to delve deeper than I have in the past. I’m not a philosopher, but I have my philosophies, and one is that humans often do things of their own choice that create an outcome that isn’t fun. Let me explain. When you were a teenager, did you ever shrug your school studies and responsibilities? I know I did more than I want to admit. Did you ever skip studying for an exam because you wanted to play ball, fail to complete an assignment because you wanted to ride your bike, or pass on reading a book because there were too many fun things to do over the weekend? Did you ever ask yourself are we having fun yet?

What’s the Point?

Here’s my point, on the surface playing ball, riding my bike, and running wild on the weekend seemed fun, but the outcome of my actions wasn’t. It wasn’t fun to sit in the classroom unprepared for a test, without my completed assignment, or trying to fake that I’d read “The Old Man and the Sea” (What could be so hard, it’s an old man, the ocean, and something about a fish, right?).

The problem is many of us (I’m not throwing any stones) even as adults haven’t learned the valuable lesson that instant gratification doesn’t always lead to happiness – too often it’s just the opposite. We might not be in school skipping an assignment, but we continue to take actions that in the long run make us unhappy. So, are we having fun yet?

Procrastinating

Most of procrastinate and at least for me when I do procrastinate it’s not the little stuff. It’s the big scary things that when I put them off are a weight bearing down on my back and shoulders. It’s no fun.  How to limit procrastination.

Half-Hearted Effort

I’ve had tasks at jobs that I didn’t apply myself to for whatever reason. When I’ve done this, I wasn’t smart enough to know it wasn’t about the task – it was about me. I feel a heck of a lot better about myself when I do my best, regardless of the task at hand, and that’s a lot more fun than slacking. People need a feeling of accomplishment. I know I do, how about you?

The Blame Game

Pointing fingers seldom helps anyone including the pointer. I know when I’ve played the blame game I did so because, damn it, I was right. Trouble is being right isn’t always fun, is it? Figuring out how to improve activities and get the job done is a lot more fun.

Passive Aggressive Behavior

Complaining to others is a form of release, right? I mean, it’s good to let it out, isn’t it? The next time you’re griping to others about a third party ask yourself, is this really helpful or fun?

Vicious Gossip

What is gossip? It’s sharing derogatory information about others with no intent other than to belittle that person. Well sure, that’s fun – not.

Displays of Anger

So, this is where the idea for this post originated. I’ve written about mindful driving, How to Be a Mindful Driver, but last week I didn’t take my own advice. I allowed road rage to overcome me, by the time I got to work I was in the middle of an amygdala hijack. It wasn’t fun. If you share my anger management problem, this might help,  How to Control an Amygdala Hijack

Negative Norman

And here I am again; recently a valued and trusted co-worker and friend asked me, “Do you remember when you were positive all the time?” I took pause and reflected. My answer was yes, I do. Recently I’d allowed myself to become less than positive about little hitches such as the internet moving slowly. I needed to be asked that question because complaining about things out of my control stopped me from taking constructive action, such as going to another task while the internet did its thing. And it certainly wasn’t fun to sit and stew in my own juices at my desk.

Are We Having Fun Yet?

I’m sure there’s more I could list here, but you get the idea. I’m making an agreement with myself. I don’t know if I can eliminate all my destructive behaviors, but I can try. So, the next time I find myself being drawn into road rage, gossip, or finger pointing I’m gonna stop, drop, and roll, and then ask myself, “Are we having fun yet?”

How Can I help You?

I’d love to meet you and your team virtually. 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. I’m also available to conduct training.

Photo by Lubomirkin on Unsplash

 

 

 

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5 Simple Ways to Help Others Improve

Here are 5 simple ways to help others be better. They’re not complicated. However, I didn’t say that they don’t take effort – they do. They all take hard work and commitment, but I think it’s worth it.

I recently received a few compliments I’m very proud of. One was, “There are people who make those around them better — you’re one of those people.” The other, “Good things happen to people around Randy.” I’m honored and humbled. It’s easy to be humble when you know you’re flawed. I’m inattentive, I move from thought to thought, I often jump to conclusions, and sometimes I have a 13-year-old boy’s sense of humor. So, if I can help people…

Someone asked me if I enjoy helping others for my ego or simply for the joy of helping. I’m not sure, and I’m not certain it matters.

5 Simple Ways to Help OthersSee more in people than they see in themselves 

Early in my career, I was fortunate to have a mentor share strengths and potentials he identified in me that I wasn’t aware of. His observations changed my life.

Teach what you know 

Don’t be shy. Share your knowledge. Train, teach, share, and offer to meet one-on-one.

Share what you’ve learned

Let others know your successes, but more importantly, share your mistakes. Give others a chance to learn from your miscues. Inform them of pitfalls, roadblocks, and challenges they may face.

Seek their advice

You may not have the best or only idea. Not only support the ideas and initiatives of others but also ask for their opinions and advice. Be a positive influence.

Be a mentor 

Take people under your wing. Help others get what they want by giving them what they need.

You can make a difference

You may not be Michael Jordan, but you can elevate those around you. Share your talents, give your heart, be courageous, and make a difference. Who have you helped recently?

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 Toa Heftiba on Unsplash

 

 

 

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How to Create Content When You Don’t Have Time

You own or manage a small business that depends on internet lead generation. You know content is king, and quality content increases your rank authority in search – therefore, more lead potential. So, you began a company blog last year and wrote three posts. Then you just didn’t have time to continue writing. You don’t know how to create content when you don’t have time. Is there a way out of this catch 22?

How to Create Content When You Don’t Have TimeRe-purpose, Rethink, and Repeat

A friend of mine who markets to a younger demographic for a B2C recently shared some frustration. She was hired to lead the way with social media marketing. However, the staff resisted her call for a blog. What was she supposed to share to bring visitors to their site? The answer was right in front of her. The site has more than 50 articles sharing advice, tips, community service campaigns, product information, and green initiatives. Although it would be beneficial to host a company blog, she can start by sharing what she has. There’s enough information available to share for quite some time. Take a hard look at what you already have. What can you share?

Where Do You Find Existing Material to Reuse?

I’m going to offer a few suggestions, but the first step is your thought process. Every piece of marketing material you create about your business should be shared online, preferably hosted on your website. Don’t waste your offline marketing efforts by not sharing them online.

Meetings and Presentations

Meetings and presentations lend themselves to being re-purposed. Reformat your meeting outline for a post – or easier – do a video of the presentation, post some of it on YouTube, and share it on your blog.

Emails

Many emails can be used as the backbone of a blog post. For example, if a customer asks a product question, frame your answer as an FAQ with the customer’s question and your answer, concluding with a call to action to contact you. Emails answering how-to, customer service initiatives, customers thanking you (with their permission to use it), company policy, and company culture activities all have the potential to be blog posts.

Images

Post images on your blog and write about the photo. Images can be products, services, equipment, or employees. With permission, it can also be customers and the work you’ve completed for them.

Video

It doesn’t have to be super slick, professionally done, or expensive. Start a YouTube channel and shoot a short video from your phone. Re-purpose the video in a blog or vlog by writing a little about the video or transcribing it.

Guest Posts

Open the doors to others writing for you. Set up a guest post guideline. Beware of Blackhat bloggers who’d use your blog strictly to promote their products or worse. There are trustworthy people who would appreciate the opportunity to write for you.

Here’s the most important take away from this post. You have time to create content because you’re already creating it. Whether it’s a meeting, email, or photo – take a few minutes to reformat it and reuse it on your website. Nearly every piece of information you generate about your organization can be re-purposed, and it doesn’t have to take a lot of time.

How Can I Help You? 

Let me know if I can offer any help or advice. If this post struck a nerve, you might want to check out my book, How to Stay Ahead of Your Business Blog Forever. The book is full of action plans for you to create a blogging/writing system that works for you.

If you enjoyed this post, you may also like, How to Defeat Writer’s Block.

 

 

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