#Strategy : 6 Ways to Respond to your #Boss Yelling at You …Your Reaction to your Boss Yelling at you Should be Contingent on Why They are Yelling at You.

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Getting Yelled at By a Boss: We’ve All Been there, Right? It’s hard to know exactly how to react and what you should say and do when your boss yells at you, First & Foremost because they’re your Boss.

angry boss

Unless they’re harassing or bullying you (in which case you should skip the reaction and go straight to HR/a lawyer), even if they’re wrong on a point of work, they’re probably going to end up being right.

And depending on how they hold grudges and scrutinize you, your reaction could cost you a job or in the long term have them riding your ass even harder.

You’re beholden to your boss in a lot of ways, which means you can’t fly off the handle even when you want to. But that doesn’t mean you shouldn’t stand up for yourself when they’re throwing a tantrum in your direction.

Your reaction to your boss yelling at you should be contingent on why they are yelling at you. Are you at fault? Or are you the scapegoat? Is their yelling because of general frustration? Or are they specifically targeting you, possibly unfairly?

It’s true that cooler heads prevail, so if you start by assessing why there is yelling going on in the first place, you can navigate a clear reaction to it. Here are some suggestions for ways to react and what you can say when your boss is yelling at you:

1. Ask To Schedule A Private Meeting

boss meetingMasaIsrael/Flickr

If someone is yelling, it’s probably because they’re at their wit’s end. They feel cornered by whatever conundrum they’re facing, and might have become irrational about dealing with it. Whether your boss’s concerns are legitimate or frivolous, you can diffuse the situation by calmly asking for a private meeting at which to discuss the meeting at hand. Make it formal: book a conference room and schedule a time that day so you two can sit down and hash out the problem, as it’s most likely a solvable work challenge.

 

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2. Explain Yourself

Again, remain calm, but speak up. If your boss has the wrong idea about something you’ve done, say so. Don’t be vindictive or petty in your speech. Keep it matter-of-fact, and explain yourself. If your boss is demanding answers, give them. Be clear and succinct, and keep to the point without waffling on. If you can be direct in your communication chances are your shouting boss will calm down and meet you at your timbre.

3. Own Up To Your Mistakes

Don’t make excuses. If you’re getting yelled at because you messed up, own it. Denying your responsibility will only make your boss madder. Don’t be combative when you’re in the wrong, it won’t serve you in the long run. Let your boss know that you understand your mistake, are very sorry, and will work as hard as you can to fix the problem as fast as possible. Chances are the more repentant you are about your mistake and the more willing to fix it, your yelling boss will soften and even feel bad about coming down on you so hard. We’re all human, even bosses.

4. Offer A Solution

boss meeting conferenceVFS Digital Design/Flickr

Whatever’s going on, whether it’s because of your folly or something out of your control, offer a solution. Yelling comes from frustration, so chances are your boss feels cornered, and is ironically probably terrified of being yelled at by their own boss. If you can be creative and show initiative in moving forward, you might be offering your boss a solution they couldn’t see on their own.

5. Never Yell Back

Never, under any circumstances, yell back at your boss. I once had a boss yell at me over something that wasn’t my fault, and I sat calmly and took it. Sometimes, with your boss, you just can’t take it personally, and you can’t let it get under your skin. I waited until he was finished, and then explained myself, and offered him a solution (see above).

I could have become emotional and yelled back, sure (I actually went and cried in the bathroom from the adrenaline afterwards), but it would have gotten me nowhere. It would not only have made him madder, but it would have put me at fault in a situation where I wasn’t. Don’t give your angry boss a reason to be angrier. Even when they should be more professional, you need to be the bigger person. It might seem unfair in the short term but it will serve you better in the long run.

6. Always Follow Up

When you’ve had a conflict at work, always follow up to see that it’s resolved. After you’ve been yelled at by your boss, follow up the next day to make sure everything is square. Whether that’s working towards the solution, or finalizing the solution, stay on top of it, and show that you care about your job and making things work. No one wants to be in their boss’s bad books, especially when that boss is prone to flying off the hook, so be proactive (which you should be anyway at work!) to earn your good graces back.

Read the original article on Bustle. You can also check them out on Facebook and Pinterest. Copyright 2015. Follow Bustle on Twitter.

 

Businessinsider.com | August 30, 2015 | Kat George, Bustle

http://www.businessinsider.com/6-ways-to-respond-to-your-boss-yelling-at-you-2015-8#ixzz3kOLqT22p

#Strategy : A New Drug could Enhance your Performance at Work — and One Doctor Says the Side Effects Aren’t any Worse than Too much Coffee

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If you Could Take a Pill that Will Make you Better at your Job, with Few or No Negative Consequences, Would you Do it?   In a meta-analysis recently published in European Neuropsychopharmacology, researchers from the University of Oxford and Harvard Medical School concluded that a Drug called Modafinil, which is typically used to treat sleep disorders, is a cognitive enhancer. Essentially, it can help normal people think better.

Out of all cognitive processes, modafinil was found to improve decision-making and planning the most in the 24 studies the authors reviewed.  Some of the studies also showed gains in flexible thinking, combining information, or coping with novelty. The drug didn’t seem to influence creativity either way.

“What emerged was that the longer and the more complex the task, … the more consistently modafinil showed cognitive benefits,” said Anna-Katharine Brem, a neuropsychologist at Oxford and one of the paper’s authors, in an email.

Surprisingly, the authors found no safety concerns in the data, though they caution that most of the studies were done in controlled environments and only looked at the effects of a single dose.

Modafinil is one of an arsenal of drugs, which includes Adderall, Ritalin, and Concerta, that are increasingly used “off-label” by college students and adults seeking greater productivity. Just 1.5% of adults aged 26 to 34 were taking ADHD medications in 2008, but that number had almost doubled to 2.8% in 2013, as FiveThirtyEight points out.

Though these drugs treat real medical conditions — ADHD, in Adderall’s case; narcolepsy, in modafinil’s — many of the people who take them don’t have those conditions.

Adderall and modafinil are different chemically, but their effects on cognition are similar, according to some psychiatrists. Adderall, or amphetamine, works by boosting the brain’s levels of norepinephrine and dopamine, two chemicals that are responsible for concentration and alertness.

Alex Dodd/flickrAdderall.

Scientists are less sure how modafinil works. One pathway is by stimulating the release of histamine, which produces a sensation of wakefulness. (People with allergies may be familiar with histamine because many allergy drugs are antihistamines. Just as Benadryl dampens histamine and puts you to sleep, modafinil boosts it and wakes you up.) But modafinil also works on other neurotransmitter systems in the brain, and the resulting effect is one of allowing users to perform complex cognitive tasks more effectively.

These drugs can have negative health consequences, especially at large doses. The number of ER visits associated with the nonmedical use of stimulants among young adults tripled between 2005 and 2011, according to the Substance Abuse and Mental Health Services Administration. Some research has shown that the long-term use of modafinil can affect sleep patterns. In rare cases and at high doses, stimulants like Adderall have been shown to induce psychosis.

 

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Still, some psychiatrists say the health risks of cognitive enhancers are overstated. Millions of adults take these drugs. Not all of them have ADHD or sleep disorders. And yet, investment bankers and corporate lawyers aren’t dropping dead at their desks.

Very few adults “are going to have a horrible effect from using these medicines,” James McGough, a clinical psychiatrist at UCLA, told me. “They’re safe.”

The side effects, he says, are no worse than having one too many coffees — jitteriness and stomach aches. According to him, people taking Adderall or modafinil at therapeutic doses don’t get addicted, in the sense that stopping their use doesn’t cause a painful withdrawal.

Adderall and modafinil are about equal when it comes to both their performance-enhancing capacity and side effects, McGough told me. Ruairidh Battleday, one of the authors of the modafinil paper, said the side effects and abuse potential of amphetamine seem worse to him than those of modafinil.

The paper hints at a coming debate over the ethics of smart drugs. Currently, people require psychiatric diagnoses in order to be prescribed any of these pills. But if these medicines are ultimately found to be safe, and they work for almost everyone, should anyone be able to take them?

And if modafinil does become more widespread, where does it end? Will we soon be locked in a productivity arms race, pumping out late-night memos with one hand while Googling for the latest smart-drug advancement with the other?

Some sports organizations, for what it’s worth, already ban the use of these drugs without an ADHD diagnosis for the same reasons they ban steroids and other performance enhancers. Will employer drug tests soon screen for off-label modafinil use? Or, on the contrary, will CEOs welcome the rise of extra-sharp workers who never need sleep?

These are not hypothetical questions. Between technological enhancers like holographic computers and pharmacological ones like modafinil, more and more products are coming to market that will give well heeled, busy consumers the means to become even more so. As Battleday says, “more agents for neuro-enhancement are undoubtedly on their way.”

Little is known about the long-term risks of pharmaceutical nootropics. What’s more, cognitive enhancement falls beyond the scope of medicine. The FDA doesn’t prioritize approving drugs for healthy people who want to become superheroes. Similarly, doctors aren’t allowed to prescribe medication to people who aren’t sick.

“It’s cheating, by our current standards,” McGough says.

But if white-collar workers are pounding spreadsheets for 16 hours a day — as they reportedly are at companies like Amazon — those standards are bound to be questioned sooner rather than later.

Read the original article on The Atlantic. Check out The Atlantic’s Facebook, newsletters and feeds. Copyright 2015. Follow The Atlantic on Twitter.

  • Businessinsider.com | August 2015 | Olga Khazan, The Atlantic

http://www.businessinsider.com/modafinil-could-enhance-your-performance-at-work-2015-8#ixzz3kIPcYGWl

#Leadership : 31% Of Execs Say A Colleague Has Tried To Make Them Look Bad…So What’s the Best Way to Respond when a CoWorker Sabotages You?

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“Some Professionals are So Competitive that They’ll Do Just about Anything to Get Ahead,” says Diane Domeyer, executive director of The Creative Group, in a press release. “Being able to handle challenging or difficult coworkers—and maintaining healthy working relationships—is  crucial for career success, particularly in environments that require a great deal of collaboration.”

businesswoman-thinking-2

If you Think you’re Having a Bad Day at Work, Consider This: Almost 1 in 3 (31%) of Executives say a Colleague has Tried to make them Look Bad on the Job, according to a survey by The Creative Group.  The good news is that this is an improvement from the 50% of execs who answered in the affirmative in 2008. The bad news, of course, is that this still happens with some frequency.

“Some professionals are so competitive that they’ll do just about anything to get ahead,” says Diane Domeyer, executive director of The Creative Group, in a press release. “Being able to handle challenging or difficult coworkers—and maintaining healthy working relationships—is  crucial for career success, particularly in environments that require a great deal of collaboration.”

So what’s the best way to respond when a coworker sabotages you? According to the survey, 41% feel it’s best to confront the person directly, and another 40% believe notifying the offender’s manager or human resources is the best route.

Here’s what the experts have to say:

Take a moment. Your first inclination might be to act right away, but your best bet is to give yourself some time to cool down. “Avoid reacting or responding in the heat of the moment,” Domeyer says. “Only when you are calm and collected should you ask to have a private conversation with your coworker. Emailing or instant messaging about a sensitive subject can easily lead to misinterpretation.”

Reflect on what happened. “What were your colleague’s intentions?” Domeyer asks. “Did you play a role in the problem? Before broaching the subject with anyone, try to identify the person’s motives and any steps you could have taken to avoid the situation.”

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Keep it clean. “Keep the discussion focused on how your colleague’s actions have made you feel rather than hurling accusations, and give him or her a chance to respond,” Domeyer says.

Listen closely. “Pay close attention to what your colleague has to say,” Domeyer says. “Even if you cannot see eye to eye, you’ll get a better sense of how your coworker thinks, which can help you predict future behavior.”

Stay positive. Keep your emotions in check. “Toxic people like to be around people who fuel the negativity,” says Stacia Pierce, a career expert and the CEO of Ultimate Lifestyle Enterprises based in Orlando. “When you keep a happy disposition, they will usually overlook you as someone to spew venom with.”

Document it. “It is so critical to document everything this person is doing,” says Jeanine Swatton, director of developer evangelism at Yodlee Interactive. “This detailed record keeping is extremely helpful if the behavior continues. You have more credibility.”

 Skip the payback. When you’ve been burned by a coworkers, it’s tempting to plot your revenge. “But the ability to handle difficult coworkers is vital for career success,” Domeyer says. “Try to behave in a professional, tactful manner while also keeping your guard up. If you get involved in a tit-for-tat game, you’ll likely damage your reputation and credibility.”

Recruit help if necessary. “Share the situation with a trusted colleague such as a direct manager or HR,” says Todd Horton, founder and CEO of employee recognition company KangoGift and long-time human resources veteran. “While it may feel odd to bring in other parties, the goal is to ensure that everyone has a productive environment.”

Don’t gossip. “Only address the issue with a manager or supervisor,” says Felicia Kinlock, a social worker and confidence coach for Millennial women. “Avoid talking about this person and his or her sabotaging ways with other colleagues. It spreads workplace gossip and makes you appear immature.”

— Follow Kate Ashford on Twitter.

Forbes.com | August 26, 2015 | Kate Ashford 

#Strategy : How To Deal With A Workplace Bully: Advice For Victims, Bosses, & Co-Workers…Bullies are Often Reluctant to Change their Behavior Because it Works for Them.

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While Most People Think of Bullies as Kids, Bullying Doesn’t End with High School. Childhood bullies often grow up to become office bullies. In fact, the Workplace Bullying Institute, estimates that up to one-third of employees may be victims of workplace bullying.

 

What Workplace Bullies Do

Workplace bullies behave similarly to teen bullies. In addition to intimidating their victims, they may spread rumors to tarnish a co-worker’s reputation, or fail to invite an employee to a key team meeting. They may also make fun of their co-workers or tell inappropriate jokes at a victim’s expense.

Bullying isn’t just detrimental to victims, it damages the entire work environment. Workplace bullies impact every level of business, from productivity and profitability to creativity and office morale.

 

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How to Deal with Workplace Bullies

To gain more insight into how to best deal with workplace bullies, I spoke with Sherri Gordon, About.com’s Bullying Expert and the author of 10 books,  including Are You Being Abused? Gordon offered her expertise for dealing with an office bully.

 Amy Morin: What should someone who has been bullied at work do?

Sherri Gordon: Being bullied has serious consequences, especially if it is long-term. So do what you can to protect your mental and physical health. One way to do that is recognize what you can control and what you cannot control. In other words, you cannot control what a bully says or does, but you can control your response.

It is also a good idea to set boundaries with a bully. Be direct about what you do not like about his behavior and let him know that if he continues you will report him. Try not to get emotional when you are talking to a bully because he will likely use this against you.

If the bullying continues and is not a one-time incident of mean behavior, report it to your supervisor. And if the bully is your supervisor, go to his supervisor.

Be sure that you have documentation of the incident, including dates, times and witnesses. Be sure your presentation is as professional as possible. Stick to the facts and ask for a resolution to the issue.

Morin: What should someone do if a co-worker is being bullied?

Gordon: If another employee is bullied, offer to be a friend. Invite your co-worker to have lunch or coffee and just listen. Encourage the employee to report the bullying as well. While you could report the bullying, it is better when victims advocate for themselves.

Avoid listening to gossip or rumors and stand up for the victim when you can. For instance, simply saying something like, “She has always been nice to me,” or “I have always thought she was very professional,” are simple ways to show support for the victim and to stop the bully from spreading rumors. You can also walk away and refuse to engage in trashing another employee’s reputation.

Morin: How should a leader or supervisor respond to bullying?

Gordon: Workplace bullies tend to target the co-workers who are the best and brightest employees because they want to drive out anyone they see as a threat to their own personal career advancement. Bullies attack the very people you want working for your company.

Foster a team atmosphere and encourage people to work together and support one another. Also, be sure to squash any attempts employees make to gossip, spread rumors or to talk poorly about other co-workers.

For instance, if an employee says “I probably shouldn’t tell you this, but…” stop him or her right there and say, “Yep, you probably shouldn’t tell me.”

If, despite your best efforts, you still have an employee that bullies another employee, address it right away. If you have a human resources department, be sure to bring it to their attention. Be sure to follow your company’s guidelines for addressing workplace bullying and harassment.

If your company is small and does not have an HR department, talk with the employee about his or her actions. Document the incident in the employee’s file. Include details about the incident, information about your meeting, as well as dates, times and witnesses so that you have this information should the employee bully the same person again or a different person. At the close of the meeting, be sure that the offending employee knows what could happen if he or she continues to bully others.

Do not pull the victim of the bullying into the meeting with you. Remember, a victim of bullying often feels intimidated by the aggressor, so your attempts to get the full story or to mediate the situation will not be productive. You need to speak with them both separately.

Once you have addressed the issue, follow up on the situation to see if any additional bullying has occurred. You may need to monitor this situation for several months or a year. Bullies are often reluctant to change their behavior because it works for them.

Amy Morin is a psychotherapist, keynote speaker, and the author of 13 Things Mentally Strong People Don’t Do, a bestselling book that is being translated into more than 20 languages. 

 

Forbes.com | August 21, 2015 | Amy Morin

 

 

Your #Career : How To Have A Successful Office Romance…Pause before you plunge. “Stop & Think about Yourself in Relation to the Other Person,”

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39% of Workers say They’ve Dated a Colleague at Some Point in their Careers. Nearly a Third say they Married the Person they Dated at Work. Studies show that  found that 64% of workers who have office relationships are public with them, compared with 46% nine years ago.

 

Chances are you’ve gotten it on with a colleague. According to a 2015 survey by the job search website CareerBuilder.com, 39% of workers say they’ve dated a colleague at some point in their careers. Nearly a third say they married the person they dated at work. Another career website, Vault.com, found that more than half, 51%, of respondents had dated a colleague at least once during their career.

The office seems to be a hotbed of romance–and a more effective one than dating websites or the corner bar. Helaine Olen, coauthor with Stephanie Losee of Office Mate: The Employee Handbook for Finding–and Managing–Romance on the Job, says the workplace is where most people find love these days. “The office has turned into the village of the 21st century,” she says. “Where else do you spend 12 hours a day?”

And fewer workers are keeping their romances secret. CareerBuilder found that 64% of workers who have office relationships are public with them, compared with 46% nine years ago. The survey of 3,100 workers was conducted for CareerBuilder by Harris Interactive last November.

 

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While people are more relaxed about office dating than they were in the post-Anita Hill/Clarence Thomas 1990s, workplace romance is still fraught with peril. Worst-case scenario, says employment attorney Kathleen McKenna of New York’s Proskauer law firm: A boss-underling affair that goes south and results in a sexual harassment suit. Such suits are based on either a claim of a hostile work environment or a charge that there was f-me-or-you’re-fired quid pro quo harassment.

Which brings us to our first rule of office dating: Avoid a supervisor-supervisee relationship. Especially for the person in the supervisor’s seat, such a relationship is “criminally stupid,” says McKenna. “You might as well put a sign on your forehead that says, ‘Kick me here.’” McKenna acts mainly as a defense lawyer.

Edward Hernstadt, a plaintiff-side employment lawyer in New York, agrees. An employee can make a claim that she (it’s usually a she) wouldn’t have dated the boss if she hadn’t felt compelled. “The supervisor will say, ‘I just asked you to go on a date,’” says Hernstadt. “But the subordinate will say, ‘I felt I couldn’t say no.’”

If a supervisor and a subordinate just can’t resist each other, McKenna recommends that they sign what she calls a “cupid contract.” They should spell out in writing the fact that both are engaging in a consensual relationship. If the company has a sexual harassment policy, they should make it clear they understand the rules.

Helaine Olen agrees. “Set some ground rules you can use if the relationship flames out,” she advises. “It’s like a prenup for an office romance.”

“If you’re in heavy lust, you’ve got to slow down.” Kathleen McKenna agrees. “Think about the fact that 50% of marriages don’t make it,” she says. “The batting average for other relationships is much worse.”

One more piece of advice: Consider how you would feel if you lost your job. Everyone who has experienced heartbreak knows that proximity to an ex can be unbearable. All too often, say experts, failed office romances result in one person leaving the job.

“The possible consequences here are not just the loss of the person you’re gaga over,” says Schwartz. “It could mean the loss of your livelihood.”

Olen also suggests that the senior partner in the relationship step up and report the romance to the human resources department. In so doing the supervisor should volunteer to take the hit if the company decides the pair should no longer work together.

It’s far preferable to date someone outside your department. Connie Thanasoulis-Cerrachio, a career coach who has worked with companies including Merrill Lynch, Pfizer and Citigroup C -6.18%, recommends looking for love at office philanthropic activities and social events like softball games rather than in the neighboring cubicle.

Another piece of perhaps obvious but valuable advice: Pause before you plunge. “Stop and think about yourself in relation to the other person,” advises Pepper Schwartz, a professor of sociology at the University of Washington and the author of 16 books on dating and romance.

 

 Forbes.com | August 24, 2015 | Susan Adams 

 

Your #Career : 5 Crazy Reasons You Could Get Fired…Whether you’re the Best Employee in the Office or the Worst, There has Likely been a Time — Even if Only for a Moment — That you’ve Thought About your Losing your Job.

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This List of Crazy Reasons People have Lost their Jobs contains ATypical Reasons: These Terminated Employees Broke Rules that you Wouldn’t Necessarily Find in a Traditional Employee Handbook or Code of Conduct.

Show up to your job on time, always turn in your best work, and be a team player — these are all characteristics of a good employee. Every office has great employees and employees who are, well, not so great. You know, those employees who do just enough to get by and just enough to keep their jobs. Maybe you are one of those employees, and maybe you know one.

Whether you’re the best employee in the office or the worst, there has likely been a time — even if only for a moment — that you’ve thought about your losing your job. Maybe this fear was the result of an emergency that warranted an unplanned absence, or perhaps you had life stressors that just rendered you off your game for a few weeks. Job security has become a major concern during and after the recession and the mass layoffs that came along with it. In February 2009 alone, the Bureau of Labor Statistics reports that employers took more than 3,000 mass layoff actions involving over 325,000 workers.

 Even considering these mass layoff situations, most people like to think they know what to expect when it comes to job security. “If I do what I’m supposed to, I will keep my job,” people think to themselves reassuringly. But sometimes, the task of doing what you’re supposed to is more ambiguous than you could ever imagine.

This list of crazy reasons people have lost their jobs contains atypical reasons: These terminated employees broke rules that you wouldn’t necessarily find in a traditional employee handbook or code of conduct.

1. EMAILING IN ALL CAPS

 

Source: Thinkstock

WHEN YOU TYPE IN ALL CAPS, IT KIND OF SEEMS AS THOUGH YOU’RE YELLING, DOESN’T IT?

 

In the office, this is a big no-no. As we all know, a large degree of our communication back and forth to one another is via email, and writing emails to co-workers in ALL CAPS may be viewed as the equivalent of shouting at your co-workers, a behavior that is cause for termination.

 This was the case for one New Zealand worker. According to CBS News, the worker had a pattern of writing emails in all caps and — to add insult to loud, obnoxious injury — she also drafted her emails in red font. Upon her canning, she sued her employer for wrongful termination and actually won a judgement for $17,000.

If this worker lived in the U.S., she may have had a harder time suing an “at-will” employer for wrongful termination. Some employee handbooks even spell out email etiquette to help avoid these types of occurrence.

 

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2. Too Much Customer Interaction

 

Source: Thinkstock

Customer service is a big problem these days. Oftentimes, it’s difficult to get a knowledgeable and caring associate to help you with your concerns. Accenture reports that in 2013, more than 60 percent of global consumers changed service providers due to poor customer service.

Walmart may not have the best reputation when it comes to customer service, but the corporation does have one strict philosophy: Employees should never touch customers. Well, according to ABC News, one Black Friday a few years back, a 73-year-old Walmart worker said she had to break this rule, supposedly in efforts to protect herself and to contain a situation. The megastore fired the employee, citing to ABC that “based on the information we have, the situation led to a bad experience for our customer and it could have been avoided. We had to make a tough decision — one that we don’t take lightly.”

 Without being there or seeing any video footage, no one will ever know what truly happened, except for Walmart, the former-employee, and that customer.

3. Too Sexy for Your Job?

 

Trust is the foundation upon which every relationship is built — or is it? The New York Times reported on an Iowa-based dentist who fired his dental assistant because she was just too darn beautiful.
Why? He found her irresistibly attractive and, as a married man, he was concerned about the possibility of temptation. Apparently, this was the optimal choice over simply exercising self control and reviewing all of the potential ethical ramifications associated with such a move.

Consequently, the dental assistant took the case to court, where it was shockingly dismissed. The court found that the assistant was fired “not because of her gender but because she was a threat to the marriage of Dr. Knight.” The former employee appealed but to no avail, and the lower court’s decision was upheld; the state supreme court found that she “may be lawfully terminated simply because the boss views the [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][her] as an irresistible attraction,” reports the Times. 
The lesson? You can be fired for something you have absolutely no control over — namely, your looks and the way someone else views your physical appearance.

 

4. Angry Waitress

 

immy Fallon’s show is pretty much always good for a late-night laugh. A while back, the show had viewers tweet reasons why they got canned on Twitter using the hashtag #howigotfired. There were some real doozies, but one that stood out involved a waitress who took the old “you need this 50 cent tip more than I do” to the next level.

This particular waitress served a party of 10 people who left her only a 48 cent tip. She then proceeded to go out to the parking lot and throw the change at their cars. Perhaps this is a move deserving of a good canning.

5. Social Media Mishaps

 

With only 140 characters to say what you want to say, it can be tough to get your thoughts across and be completely PC, all while ensuring your message is a clear and readable one. Generally, as a rule of thumb, if you have any question as to whether or not your post is appropriate, don’t post it. It’s better to be safe than sorry.

Social media mishaps occur regularly, and CNN reported on a few. A Denver math teacher published revealing photos on her social media account and tweeted about pot smoking and other behaviors that we would not think of as characteristic of a teacher. These posts got her fired in spite of their popularity among her students.

A California Pizza Kitchen worker was also fired for his tweeting. His profanity on the company’s Twitter page, along with his strong negative opinions about the company’s new uniforms, led to his dismissal. Then, there was good old Gilbert Gottfried, who “gottfired” from Aflac after insensitive remarks about the Japan tsunami.
These are just a few of the many, many examples of social media-related cannings. Think before you post. And, of course, don’t drink and post.

 

Cheatsheet.com | August 23, 2015 | Erika Rawes

http://www.cheatsheet.com/personal-finance/5-crazy-reasons-you-could-get-fired.html/?a=viewall#ixzz3jfyp4ahC[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

#Leadership : How To Manage People Who Are Older Or Have More Expertise Than You…Here’s What you Need to Know When it Comes to Managing People Who are Older or Have More Expertise than You.

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You were just Promoted into a Management Position or Asked to Lead a Project Team – and You’re the Youngest Person in the Group. Here’s what you need to know when it comes to managing people who are older or have more expertise than you.

 

When I began my career in the sales operations department at a large medical equipment company, I was like most college graduates – excited and willing to work hard to learn everything possible. Within a year, my employer acquired another company and I was chosen by management to work on integrating the sales operations departments of both companies. I was 23 years old.

To make matters worse, I was also petite in size (former gymnast) and had blonde hair. In baseball terms, you could say that I had three strikes against me: young, petite and blonde.

I still remember my first trip to the acquired company as if it were yesterday. After taking a taxi from the airport, I checked in with the receptionist and waited in the empty reception area. A few minutes later a man, who appeared to be in his early 50s, came down the stairs, looked around the reception room (ignoring me) and then went over to the receptionist. I watched the receptionist point to me, the man shook his head, and then the receptionist pointed to me again.

As the man walked toward me, his expression changed from surprise to shock. “You’re the person they sent here for the integration work?” he asked, with disbelief (bordering on disdain) dripping from his voice. “How old are you anyway? Sixteen?”

That integration project was my first experience managing a group of people who were older than me. It was challenging, frustrating and yet exhilarating. Over time and as the team got to know me, the negative comments about my age took on a different tone and evolved from “I thought this was take your daughter to work day” and “I can’t believe they sent someone so young” to “I can’t believe you know so much about the computer system and processing orders.”

Through my own experiences and as a career coach helping others, here are seven insights when it comes to managing people who are older or more experienced.

Be confident in your skills, and don’t let other people’s comments negatively affect your performance. If you’ve been given a leadership position, there’s obviously at least someone who believes you can do the job. So stop worrying about your age, dig deep for inner self-confidence and try to let any negative comments about your age roll off your back.

 

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Value the expertise of others, but don’t shy away from being the leader. Generally speaking, the older the employee, the more knowledgeable they are. Get to know the people on your team, so you can take advantage of each individual’s areas of expertise. Treat all employees with the same level of respect and give credit to others where credit is due. But, never forget that you’re the group’s leader – and that you must act accordingly.

Be a leader, but don’t over-exert your authority. While we’re on the topic of leadership, remember that it’s about inspiring others. As John Quincy Adams once said, “If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” A good leader is part of the team and willingly participates; a bad boss expects the team to work for them. Avoid using the power of your management position or coercive power (threats of punishment) to get things done – as this is a key sign of an insecure manager.

 Be “real” with your team, and don’t claim expertise you don’t have. No one is an expert in every topic, so don’t try to pretend that you are. Most people appreciate honesty about strengths and weaknesses, so be willing to share yours with the team and encourage others to do the same. Being truthful with your team will also help to build trust.

Share your vision, but ask for the input and feedback from others. You might be young, but that doesn’t mean you don’t know what you’re doing. So share your vision for the team/department/group. Just don’t forget to solicit their advice and feedback. This will also help ensure buy-in to the final solution or strategic plan.

Manage with compassion, but don’t be afraid to address issues. Being a compassionate manager means showing kindness, treating others with respect and demonstrating a willingness to help everyone on your team. But it doesn’t mean employees can take advantage of you, simply because of your young age. Compassion is also about holding others accountable for their life lessons when there are performance, behavior or ethical issues – so don’t shy away from conflicts; address them immediately when they occur.

Learn everything you can about how to be a people manager, and use your HR department as your career development partner. Becoming a people manager (especially of employees who are older or have more expertise) sometimes feels like jumping into the deep end of a really cold swimming pool for the first time – both terrifying and exciting. Don’t feel like you have to go it alone. Most HR specialists are excellent at helping new managers create career development plans, connecting them with experienced mentors and helping them obtain training to learn all the necessary skills for managing others.

Lisa Quast, author of the book, Secrets of a Hiring Manager Turned Career Coach: A Foolproof Guide to Getting the Job You Want. Every Time. Join me on Twitter @careerwomaninc

 

Forbes.com | August 17, 2015 | Lisa Quast 

#Strategy : How to Find Someone’s Work Email Using Just their Name … Automated the Process of Hunting for Someone’s corporate Email with a Nifty New Chrome Extension Built on Top of Gmail.

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If you’ve ever tried to figure out what someone’s work email address might be — knowing only their name — you know how frustrating it can be. “First initial plus last name” is a safe bet, but it’s not always right.

 

But now developer Oleg Campbell has automated the process of hunting for someone’s corporate email with a nifty new Chrome extension built on top of Gmail. It’s called, descriptively, Name2Email.

 

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Here’s how it works.

After you install the Name2Email extension, you simple open Gmail and enter the person’s first name, last name, and work domain email — starting with @ — into the “compose” box. Name2Email will then automatically generate the most common corporate email patterns for you.

Next, simply hover your mouse over the generated addresses, and when you see a popup with the person’s name appear, bingo — that’s the right address.

Commenters on Product Hunt have already suggested that a little machine learning could eventually reduce the number of possible emails the extension pulls up.

This extension is similar to Rapportive, which lets you see if your guesses for someone’s corporate email are correct. But Name2Email does the guessing work for you.

Get the Name2Email extension here or visit its page on Product Hunt.

 

 
  • Aug. 21, 2015, 3:08 PM

http://www.businessinsider.com/how-to-find-someones-work-email-with-name2email-chrome-extension-2015-8#ixzz3jU4mlQYD