#Leadership : Why Mean People Still Get Ahead at Work…The Crueler he (my Boss) Behaved, the More they Seemed to Follow him Around with Puppy-Dog Eyes.

Years ago, I worked alongside a man who was a real tyrant.  He would bark orders at his direct reports, and they would practically jump out of their shoes to do as he asked.

business suit

Cruel leaders may only seem well-liked.

The crueler he behaved, the more they seemed to follow him around with puppy-dog eyes. It almost seemed like they loved him.

I felt sorry for them and angry at the same time. I did not understand why they would not stand up to their awful boss.

Was I missing something there?

I often wonder what inspires people to follow leaders like that boss, despite all the mistreatment. Are they incredibly charismatic? Is there a softer side that only some people can see?

Not usually. Here are the real reasons that a cruel leader seems to get all the love:

Fear

By all appearances, the department seems to be running smoothly. Everyone appears to be getting along just fine and doing their work, but it is just a cover.

His employees are afraid to challenge him, and so they keep their true feelings to themselves. This fear causes them to keep their heads down and not make any waves.

No complaints

No one is complaining, so everything appears to be okay. However, the absence of friendly gossip indicates that something is amiss. Co-workers are not confiding in each other because they know he will somehow find out, and then what? This fear of unknown consequences forces employees to keep the abusive behavior to themselves.

 

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Work happens

His department works and just gets by because they have learned that bad things happen when they miss the mark. They are afraid to fail — knowing from experience that they will be singled out and shamed for falling short of their goals.

The respect that cruel leaders seem to earn is only an illusion.

Cruel leaders do not really get all the love. It only appears that way. Under the surface, they are despised by everyone.

Cruel leaders inspire hatred, not love, precisely because they are completely focused on themselves and use others to get what they want. They take what could be a great opportunity to inspire others to be great, and they squander it by being ruthless.

Have you known a cruel leader? 

Read the original article on Aha!. Copyright 2015. Follow Aha! on Twitter.

http://blog.aha.io/index.php/why-cruel-leaders-get-all-the-love/#ixzz3eOy2yOGJ

#Leadership : These 32 Business Clichés Need to Die…If You’re the One Doing It, Know that Abusing Clichés can Seriously Undermine your Credibility. Here is a List of Overused Business Expressions & the Reasons they Should be Put to Rest Once & for All.

When you Hear a Business Contact Using yet Another Cliché, What’s the First Thing that Comes to Mind? For me, it’s like fingernails on a chalkboard. Sure, there are times when using a cliché makes sense. When a person uses one after another, or the context is clearly not right, it’s super annoying. If you’re the one doing it, know that abusing clichés can seriously undermine your credibility.

 

Image: Getty 

Here is a list of overused business expressions and the reasons they should be put to rest once and for all.

1. To be honest

Wait, you weren’t being honest until now?

2. It is what it is

Yes, that’s true. It definitely “is what it is.” But the question is, what is it?

3. Don’t drink the Kool-Aid

Why not? It’s been one of my favorite beverages for years.

 

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4. With all due respect

Anytime a person starts a sentence with this, the person is about to disrespect you.

5. Let’s see if we have the bandwidth

This typically means the person doesn’t have the bandwidth. It’s a stall tactic.

6. The fact of the matter is

This basically says, “What you’ve presented until now was not fact and I’m about to correct you.”

7. Break down silos

Are we talking about business or farming?

8. Paradigm shift

Big words don’t impress me. Just say “change.

9. To be fair

I hope you are being fair. It’s only fair.

10. Let’s get disruptive

You’re edgy and trendy; we get it.

11. Going forward

Do you ever go backward in business? I sure hope not.

12. Touch base

Touch base, reach out, get in touch. The list goes on and on. Just use the wordcontact.

13. Push the envelope

The last time I pushed the envelope, it ended up in the mailbox.

14. In the pipeline

I can’t put it in the pipeline, because I don’t even know what the pipeline is.

15. Leverage our assets

Do you mean “our” assets or “my” assets?

16. Let’s take this offline

We can take it offline, but the conversation is going to be pretty much the same.

17. Low-hanging fruit

Someone who is talking about low-hanging fruit may not have much experience “reaching for the stars” (pun intended).

18. Move the needle

Everybody wants to “move the needle,” but without actionable advice this is a waste.

19. Think outside the box

If someone tells you to think outside the box, chances are that person has never done it.

20. Get granular

You mean specific? Why don’t you just say “specific”?

21. This really has legs

It may have legs, but who knows how fast those legs can run?

22. Raise the bar

Raise the bar, reach for the top, eye on the prize. They are all the same, and none of them mean much.

23. Run it up the flagpole

What are you going to do once it gets to the top?

24. Ducks in a row

Do we really need to bring these cute animals into our business conversation?

25. Synergize

A Stephen Covey term that has been abused, time and time again.

26. Loop back/circle back

So, we’re going to talk about this later, then…

27. 360-degree thinking

This one has never really made sense to me.

28. My door is open

Your door is open, except when it’s actually closed.

29. Eat your own dog food

I don’t want to eat anybody’s dog food. Period.

30. Best of breed

Are you meeting with the Westminster Kennel Club? No? Didn’t think so.

31. Let’s take a deep dive

This was the “cool” thing to say five years ago. Now it’s played out to the max.

32. Pick your brain

Translation: I want to know what you know and am too lazy to look it up myself.

Which clichés really make you grind your teeth? Sound off in the comments!

 

Inc.com – May 4, 2015 – 

BY LARRY KIM

Founder and CTO, WordStream

#Strategy : Losing Sleep? Your Wallet Is To Blame…84% Feel That They are Not in Control of their Current Financial Situation. Nearly 75% of All Adults are Losing Sleep Over Some Sort of Money Woe.

“I Think Part of the Challenge is There Hasn’t Been Real Growth in Incomes, The Cost of Groceries, Cost of Healthcare, etc, Those Kinds of Expenses have a Normal Inflationary Increase, But I Don’t Think Wage Increases have Kept in Line.” (Indeed, while the U.S. job market has been adding jobs in recent months, wage growth has been tepid, to say the least.) – Greg Ward, a Certified Financial planner & Financial Finesse’s Think Tank Director,

62% of Americans are losing sleep over money woes.

The job market is showing signs of improvement, gas prices are down and the market is still in its bull run. Yet despite this relatively rosy environment, Americans are seriously stressed about money. 84% feel that they are not in control of their current financial situation. Nearly 75% of all adults are losing sleep over some sort of money woe. And 69% of younger adults would give up the internet for one month just to get $1,000.

These statistics come courtesy of three new studies, all released this week, that looked at the state of savings, spending, and financial stress in the U.S. All three studies found that while Americans aren’t totally floundering when it comes to managing their household finances, they’re feeling under-confident and over-stressed when it comes to what’s in (or, in some cases, not in) their wallets.

The first study, released by Capital One 360 on Tuesday, revealed that 54% of Americans Feel Happy When They Save Money, Yet 36% of Respondents told Capital One that their income is Not High Enough to Allow for Saving. It was Capital One that also discovered that a whopping 69% of young adults (ages 18 to 24, roughly) would give up their home internet connection for a month in exchange for a $1,000 deposit into their savings account.

A second study, released on Wednesday by financial education company Financial Finesse, both echoed many of Capital One’s findings and provided a deeper look at certain segments of Americans — particularly, low-to-moderate income Women who Have Kids under the age of 18. 85% of this group, Financial Finesse found, are experiencing high or overwhelming levels of financial stress.

 

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“I Think Part of the Challenge is There Hasn’t Been Real Growth in Incomes,” Greg Ward, a certified financial planner and Financial Finesse’s Think Tank director, said in a recent phone interview. “The Cost of Groceries, Cost of Healthcare, etc, Those Kinds of Expenses have a Normal Inflationary Increase, But I Don’t Think Wage Increases have Kept in Line.” (Indeed, while the U.S. job market has been adding jobs in recent months, wage growth has been tepid, to say the least.)

Interestingly, while 84% of respondents told Financial Finesse that they feel like their financial situation is out of control, one segment of adults feel perfectly cool, calm and collected when it comes to their money: men under 30. Twenty-six percent of this group told Financial Finesse that they have no financial stress whatsoever, with 84% reporting they have a handle on cash flow (compared to 66% of women under 30 who say the same), 69% saying they feel comfortable with their debt (compared to 51% of women under 30 who feel comfortable with their debt), and 46% feeling confident about their investment decisions — double the proportion of women under 30 who would say the same thing.

But just because men under 30 say everything with their money is hunky-dory doesn’t mean that that they’re financial whiz kids.

“Remember, stress is self reported, and these individuals could have the same financial challenges [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”][as others], but it doesn’t necessarily translate into the same levels of self reported stress,” Ward noted. In other words, it’s a matter of perspective. One person with a $7,500 student loan at a 4.66% interest rate might feel terrible with that debt on their personal balance sheet, while another person with that exact same loan might easily think, “Yay! That’s my only debt and it’s at a relatively low interest rate; I’m doing great!”

(It also might be the innocence of youth speaking: a recent study from financial planning firm LearnVest revealed that our financial confidence is high when we’re in our 20s but starts to sink when we hit our 30s and bottoms out by our 40s.)

A third study, out Thursday morning from CreditCards.com, confirms that Millennial men are in the minority when it comes to feelings of financial contentment. And in fact, not only do most Americans feel uneasy about their finances, money is keeping lots of people up at night: CreditCards.com reports that 62% of adults are losing sleep over at least one financial problem. This is seven points lower than in June 2009, the last time the poll was conducted, but it’s still higher than the 56% who reported money-induced insomnia in 2007.

Retirement is, currently, the biggest culprit of lost sleep, with 40% of all adults saying that insecurity over the size of their nestegg keeps them up at night occasionally; among adults ages 50 to 64, that number is 50%. But gaining on retirement’s lead is stress of education expenses: 31% of all adults report losing sleep over the idea of paying for educational expenses, either their own or someone else’s; among adults ages 18 to 29, that number jumps to 50%.

“The biggest change over the past eight years has been the steady increase in the number of people losing sleep over educational expenses,” Matt Schulz, CreditCards.com’s senior industry analyst, said in a statement accompanying the study. “That’s the only one of the five categories that has gotten worse since the Great Recession. Unless something slows the rapid rise in college costs, this could soon be Americans’ biggest financial fear.”

While stress in general is neither healthy nor fun (and tips on reducing financially-induced stress can be found here), Financial Finesse’s Ward says that, at the end of the day, a little bit of uneasiness might actually be a good thing.

“Having no stress is not necessarily an ideal situation. My house might not be on fire, but there might be a fire in the bathroom — something little that could become bigger later on,” he says. “If you say, ‘I don’t have a care in the world,’ there might be a reality check that needs to occur.”

 

Forbes.com | 6-25-15 | Maggie McGrath 

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#Leadership : Overcoming Burnout: 5 Ways To Get Back On Track At Work…What Is Burnout? Career Burnout is a Chronic Psychological Condition Characterized by Exhaustion, Cynicism & a Lack of Professional Efficacy

Why People Experience Burnout ?  Excessive workloads, unrealistic time pressures and resulting exhaustion certainly contribute to burnout, but they alone are not responsible. Day-to-day social interactions and a lack of civility in the workplace are a primary cause.

Burnout_Woman

“I haven’t seen you smile in a week,” Anne vividly recalls her husband saying. She was in the depths of burnout. She worked as a medical professional in a relentlessly pressure-packed environment, with an unreasonably heavy workload, yet she didn’t think her job was the source of her unhappiness. She had come to blame herself, believing she was simply incompetent.

With the support of her husband and a counselor, Anne began to see that work and misery didn’t have to be synonymous. She realized there was a difference between being busy and burdened, and she regained control, partly by making an effort to pause throughout the day to relax or exercise. Eventually, she even recognized that she could truly be good at her job.

Anne is just one of an increasing number of people who have experienced workplace burnout. “It’s more common than the average worker recognizes,” says Chris Ebberwein, Ph.D., a behavioral faculty member at Wesley Family Medicine, University of Kansas School of Medicine in Wichita and member of the American Psychology Association “It can creep into your life and make you start to think unhappiness at work is normal.”

 

What Is Burnout?

Career burnout is a chronic psychological condition characterized by exhaustion, cynicism and a lack of professional efficacy, says Christina Maslach, Ph.D., professor of psychology at the University of California, Berkeley, and author of the Maslach Burnout Inventory. “It’s not simply that people are tired…It’s not just that people have a bad attitude,” she says. “It’s that they’re working in a socially toxic workplace,” one that lacks support and transparency from supervisors and colleagues.

The idea of workplace burnout first gained traction in the 1970s, but awareness of the problem has peaked lately. “The workplace is just squeezing people harder and harder in a lot of ways, and burnout is that reaction to chronic, everyday stressors,” says Maslach. “People experiencing burnout talk about erosion—I love my job, I’m good at my job, but working in this environment is socially toxic.”

Job burnout affects professionals working across all occupations, but appears to be most prevalent among those in service jobs, particularly physicians, 46% of whom have reported experiencing it, according to the Medscape Physician Lifestyle Report 2015.

 

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Why People Experience Burnout

Excessive workloads, unrealistic time pressures and resulting exhaustion certainly contribute to burnout, but they alone are not responsible. Day-to-day social interactions and a lack of civility in the workplace are a primary cause.

“Something as little as someone rolling their eyes can wear away at you,” says Maslach. “It’s also sarcastic tone of voice, being nasty and rude. It’s what you say, how you say it and how you act.”

According to Maslach, There are 6 Areas Where Trouble can Lead to Burnout. These are:

1. Workload: Do you have too many tasks and not enough time to complete them, or too few resources? Is the flow of your assignments unsustainable?

2. Control: Does your job allow you a level of autonomy? Do you have control over what you’re doing and when?

3. Reward and positive feedback: When you do something valuable for your employer, are you recognized for your work? Do you feel appreciated?

4. Workplace community: Do you work in a supportive, transparent environment, or are you surrounded by destructive competition and gossip?

5. Fairness: Is everyone within your organization treated with respect, fair opportunity and equal access, or do you perceive favoritism and cheating?

6. Values: Do you find your work meaningful, or does it require you to compromise your personal values?

 

Overcoming Burnout

If you feel like you’re on the path to burnout, here are five ways to get back on track.

1. Seek input from within your organization.
In many cases, professional burnout is not exclusive to one individual within an organization. Identify other employees who may be experiencing the problem and collaborate with them to start to fix it. “People have to work together to figure out what’s creating a less than ideal working environment,” says Maslach. “Ask yourselves, ‘How do we turn this around?’ See if there are ways for the organization to work with everybody to find a solution.”

A successful example of this is CREW (Civility, Respect and Engagement in the Workplace), a burnout intervention program first implemented in Veterans Health Administration hospitals. Over a six-month period, participants met weekly to discuss respectful workplace relationships and participate in communication exercises. Outside of meetings, they were encouraged to practice positive social exchanges. The program yielded improved civility and decreased burnout more than one year later.

2. Establish new relationships.
If everyone in your office social circle has given up on escaping the burnout rut, it’s time to make a change. Surround yourself with coworkers who want to make positive strides in their work lives and draw support from one another. In “Conquering Burnout,” in Scientific American, Maslach and a coauthor write, “Receiving good vibes from others is an uplifting experience, but so, too, is expressing them to others.”

3. Find meaning in your work.
Identify the most fulfilling elements of your work and dedicate more time to them. If you can, talk to your supervisor about better aligning your responsibilities with your strengths and interests. “If you feel like the projects you’re taking on match what you like to do, burnout will diminish, because you’re enjoying yourself at work,” says Ebberwein.

4. Make a conscious effort to take breaks.
Whether for a few minutes or a few days, take time away to recharge. Set an alarm every 30 minutes as a reminder to get up and move around the office, suggests Maslach in “Conquering Burnout,” and make use of your vacation days. “Some companies love people who never take breaks,” says Ebberwein. “But that praise is moving them down a path to burnout.” If appropriate, talk to your employer about switching to a more flexible work schedule. Customizing your schedule to your needs can offset burnout by giving you a greater sense of control.

5. Change organizations or career paths.
Despite your best efforts, sometimes you can’t possibly overcome burnout where you work. In that case, beating burnout may require you to consider a new job or an entirely new field. “Some jobs are, by nature, difficult, tiring and stressful,” says Ebberwein. “If you can’t say you do it for a specific reason, explore other options.”

 

Forbes.com | June 23, 2015 | Vicky Valet 

#Leadership : How To Answer Nasty, Scathing Emails…This Type of Email is Known in Cyberspace as “Flaming,” & All such Messages have a Single Thing in Common—A Complete & Utter Lack of Emotional Intelligence (EQ).

We’ve All Been on the Receiving End of a Scathing Email, as well as its mysterious, vaguely insulting cousins. You know the messages I’m referring to. They don’t need exclamation points or all caps to teem with anger and drip with sarcasm.

red-button

Dressing someone down via email is tempting because it’s easy—you have plenty of time to dream up daggers that strike straight to the heart, and you lack the inhibition that’s present when the recipient is staring you in the face.

This type of email is known in cyberspace as “flaming,” and all such messages have a single thing in common—a complete and utter lack of emotional intelligence (EQ).

A recent survey (sponsored by communications device manufacturerPlantronics ) found that 83% of today’s workforce considers email to be more critical to their success than any other form of communication.

Email has been around long enough that you’d think that we’d all be pros at using it to communicate effectively. But we’re human and—if you think about it—we haven’t mastered face-to-face communication either.

The bottom line is that we could all use a little help. The five strategies that follow are proven methods for keeping your emotions within reason, so that you don’t hit “send” while your emails, tweets, comments, and virtual chime-ins are still flaming.

1. Follow Honest Abe’s First Rule Of Netiquette

I know what you’re thinking: How could someone who died more than a century before the internet existed teach us about email etiquette?

Well, in Lincoln’s younger years, he had a bad habit of applying his legendary wit when writing insulting letters to, and about, his political rivals. But after one particularly scathing letter led a rival to challenge Lincoln to a duel, Lincoln learned a valuable lesson—words impact the receiver in ways that the sender can’t completely fathom.

By the time he died, Lincoln had amassed stacks of flaming letters that verbally shredded his rivals and subordinates for their bone-headed mistakes. However, Lincoln never sent them. He vented his frustration on paper, and then stuffed that sheet away in a drawer. The following day, the full intensity of his emotions having subsided, Lincoln wrote and sent a much more congenial and conciliatory letter.

We can all benefit from learning to do the same with email. Your emotions are a valid representation of how you feel—no matter how intense— but that doesn’t mean that acting on them in the moment serves you well. Go ahead and vent—tap out your anger and frustration on the keyboard. Save the draft and come back to it later when you’ve cooled down. By then you’ll be rational enough to edit the message and pare down the parts that burn, or—even better—rewrite the kind of message that you want to be remembered by.

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2. Know The Limits Of Virtual Humor

Some people show their displeasure with words typed in ALL CAPS and a barrage of exclamation points. Others, however, express dissatisfaction more subtly with sarcasm and satire. The latter is no less of a breakdown in the core EQ skill of self-management, and it can be even more dangerous because it’s harder to detect when you’re doing it. The sender can always convince him or herself that the spite was just a little joke.

While a little good-natured ribbing can sometimes help lighten face-to-face interaction—interaction with an arsenal of facial expressions and voice inflections to help you to convey the right tone—it’s almost never a good idea to have a laugh at someone else’s expense online.

Online your message can too easily be misinterpreted without your body language to help to explain it, and you won’t be there to soften the blow when your joke doesn’t go over as intended. In the virtual world, it’s best to err on the side of friendliness and professionalism. For those times when you absolutely cannot resist using humor, just make sure that you are the butt of the joke.

 

3. Remember That People Online Are Still People

While entranced by the warm glow of a computer monitor, it’s sometimes difficult to remember that a living, breathing human being will end up reading your message. Psychologist John Suler of Rider University has found that people who are communicating online experience a “disinhibition effect.” Without the real-time feedback between sender and receiver that takes place in face-to-face and telecommunication, we simply don’t worry as much about offending people online.

We don’t have to experience the discomfort of watching someone else grow confused, despondent, or angry because of something that we said. When these natural consequences are delayed, we tend to spill onto the screen whatever happens to be on our mind.

Averting such messages requires you to be intentional in applying your social awareness skills. Without being able to physically see the other person’s body language or hear the tone of his/her voice, you must picture the recipient in your mind and imagine what (s)he might feel when reading your message as it’s been written.

In fact, the next time you receive a curt or outright rude email, put the brakes on before firing back a retort. Taking the time to imagine the sender and considering where he/she is coming from is often enough to extinguish the flames before they get out of control.

Could the sender have misinterpreted a previous message that you sent to him/her? Could (s)he just be having a bad day? Is (s)he under a lot of pressure? Even when the other party is in the wrong, spending a moment on the other side of the monitor will give you the perspective that you need to avoid further escalating the situation.

 

4. Know How The Internet Feels 😉 🙁 😮

Emoticons have a mixed reputation in the business world. Some people and even organizations believe that smiley faces, winks and other symbols of digital emotion are unprofessional, undignified, and have no place outside of a high school hallway.

When used properly, however, a Dutch research team has shown that emoticons can effectively enhance the desired tone of a message. The team led by Daantje Derks at the Open University of the Netherlands concluded that “to a large extent, emoticons serve the same functions as actual nonverbal behavior.” Considering that nonverbal behavior accounts for between 70 and 90% of a message when communicating face to face, it’s time to ditch the stigma attached to emoticons in the business setting.

For those leery of dropping a smiley face into your next email, I’m not suggesting that you smile, wink, and frown your way through every email you write. Just don’t be afraid to peck out a quick 🙂 the next time you want to be certain that the recipient is aware of your tongue planted firmly in cheek.

 

5. Know When Online Chats Need To Become Offline Discussions

Managing online relationships will always be a somewhat difficult task for people built to communicate in person. However, managing critical email conversations is even more difficult for those programmed to communicate via email. Significant, lengthy, and heated email exchanges are almost always better taken offline and finished in person.

With so much communication via email these days, it can be hard to pull the trigger and initiate a face-to-face conversation when you sense that an online interaction is becoming too heated or simply too difficult to do well online. Online technologies have become enormously useful for increasing the speed and efficiency of communication, but they have a long way to go before they become the primary source for creating and maintaining quality human relationships.

Bringing It All Together
Email is a challenging way to communicate strong emotions, and we could all use a little help.

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

 

Forbes.com | June 23, 2015 | Travis Bradberry

Got Kids ? : Outcomes: Choosing a Major…Of Course there’s More to a Career than just a Paycheck, but it is One Big Thing to Consider When Choosing a Major, as it Will Influence your Future Salary.

Check out a Color-Coded Graph representing 85 majors over the course of 45 years & the Income Generated. There are also colored graphs representing the Highest Paid Jobs in 10 Different Fields at Entry Level, Mid-Career, & Late-Career to see how they change or progress. Other Graphs Illustrate the Top & Bottom 10 Majors based on Peak Career Earnings. Lastly a graph chart Earnings Over Career Years based on the level of education received.

20 yr old hired

 

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FSC Career Blog | June 23, 2015 | Ashleigh Bell

#Strategy : What to Do When You’re Stuck in a Painfully Boring Meeting …How Can I Get Out of a Meeting Faster, Especially When I Feel ‘Stuck?

“I Think a Lot of People Face this Problem at Work,” says Taylor. “Poorly Run Meetings in Corporate America have become a Pandemic, & Technology has Only Changed the Venue, not their pervasiveness. As a result, you’re often invited to meetings that are inconsequential to your work or contributions. You’re stuck.”

Meeting Boring

We recently solicited readers to submit their most pressing career-related questions.

With the help of Lynn Taylor, a national workplace expert and the author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job,” we’ve answered the following: “How can I get out of a meeting faster, especially when I feel ‘stuck?'”

“I think a lot of people face this problem at work,” says Taylor. “Poorly run meetings in corporate America have become a pandemic, and technology has only changed the venue, not their pervasiveness. As a result, you’re often invited to meetings that are inconsequential to your work or contributions. You’re stuck.”

So the onus is on you to find a life raft and escape unscathed in order to be productive, she adds. But how do you exit a meeting without offending anyone or risking your job?

Here are some tips:

Take preemptive action.

“If this tiresome practice is recurring, one of the best ways to handle it is to take preventive steps before you’re dragged into the next  meeting,” suggests Taylor. “Otherwise you’re signing up for a continued morale and productivity-zapping frenzy.”

Have this discussion in private, before the meeting, and diplomatically ask for clarification. Ask politely for a rough definition of your role and expectations on your contributions.

“Come from a position of wanting a better understanding so that you can be of value,” she says. “You don’t want to put the host on the defensive as if you’re RSVPing ‘No’ to their party. Mention your impending deadlines and express that you want to use your time most efficiently.”

If it’s your boss, tread particularly carefully, and offer choices about your time and how they want you to spend it.

Finally, she says, offer to alternatively provide any needed input for the group prior to the meeting — and to also review meeting notes afterwards from a colleague. 

meeting, boss, coworkerUniversity of Exeter/FlickrTread carefully.

Accelerate the discussion. 

Do what you can to move the meeting along. “Using the prepared agenda or at least the verbal agenda set out at the beginning, ask a question about the next item. That can often serve as a hint that it’s time to move on,” says Taylor.

 

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Divert the conversation. 

Openly interject your specialty area and ask several questions, “Would this affect Human Resources in terms of X?” “Would HR be able to help, providing Y?”

“If you’re truly stuck in a useless meeting, you’ll get a ‘deer in the headlights’ response,” she says. “You’ll quickly establish that there’s no redeeming value in your being there. That sets the stage for you to politely make an exit at some point. You can explain later than you had xyz come up, which you had to handle.”

Also, by asking questions, it’s clear that you’re showing interest and making an attempt to at least engage.

meetinggunarsg/flickrSit near the door.

Situate yourself strategically.

If you’re routinely invited to very large meetings that have no bearing on your job and you really must leave to handle other matters, first make sure you have your boss’s approval to split. Once you do, look for seats near the exit, Taylor suggests. “Don’t make the mistake of compensating for your impending departure by getting the best seat, making great eye contact, and then making a scene when you leave.”

Avoid passive aggressive techniques. 

When you go from being bored to angry about feeling like a caged animal in meeting purgatory, don’t look at your watch, smart phone, start texting, or typing incessantly on your tablet,” she says. “You’ll only distract people, and they won’t get the message.”

Pass a note.

“Assuming you’ve already spoken with the meeting host culprit in the past, but you’re in yet another misfit of a meeting and need to disappear, you can always rely on the tried and true high school note passing method,” Taylor says. “Leave a folded note with one of your colleagues and ask that it be passed along to the meeting holder. Write something like, ‘Hi Joan. So sorry I had to leave early. I have an important client call at 4pm. I will try to get notes from Sam. Thanks for your understanding.'”

boss, meeting, successUniversity of Exeter/flickrAsk questions.

Offer to help host the meeting. 

If any of these meetings do relate to your area, but they last for an eternity and only involve a small group, offer to help. “You may be able to host it in your office, bring snacks, arrange for technology support, etc.,” she says. “If you’re involved, even in some small way, then you may have more of a role to play in bringing the meeting to its long-awaited conclusion.”

Provide positive reinforcement when meetings are concise.

When managing up with any boss or manager, they often need to be reminded when they do things right. (The same goes for any colleague who may hold a meeting.)

“Make sure that you make the extra effort to encourage your boss and others when their meetings are succinct and productive,” Taylor advises. “Everyone will be thankful.”

 

Forbes.com | June 22, 2015 | Jacquelyn Smith

http://www.businessinsider.com/how-to-get-out-of-a-meeting-faster-2015-6#ixzz3dspfguA6

#Leadership : What To Do When People Break Their Promises?… It’s an Old Rule of Life that we Teach People How to Treat Us. It’s Easier to Just Let it Go & Hope They’ll Be More Reliable Next Time. The Problem Is, They Rarely Are.

But Here’s the Deal: When you Decide Not to Call Someone on their Broken Promise & Ill-Managed Commitment, You’re, Albeit Inadvertently, Being Part of the Problem. The one thing you can count on is to expect more of it. More broken promises. More turning up late. More cut corners. More well worn excuses. More missed deadlines. And more of the stress, frustration and resentment you’d much rather avoid.

red-button

It’s an old rule of life that we teach people how to treat us. Yet often we women, highly attuned to building relationships but reticent to say anything to ruffle them, can struggle when it comes to managing accountability and calling people on broken promises – our friends most of all. It just feels like less stress to say nothing; even to just do it ourselves.
At least in the short term.

But here’s the deal: When you decide not to call someone on their broken promise and ill-managed commitment, you’re, albeit inadvertently, being part of the problem. The one thing you can count on is to expect more of it. More broken promises. More turning up late. More cut corners. More well worn excuses. More missed deadlines. And more of the stress, frustration and resentment you’d much rather avoid.

If you’ve ever found yourself frustrated at someone who’s perpetually slack, or late, or unreliable then you’ll relate to some of the comments above. Many people value their promises cheaply or simply manage their commitments poorly. Others have a hard time holding people to account. It’s easier to just let it go and hope they’ll be more reliable next time.

The Problem is, they Rarely Are.

Turning the tide begins with renewing your commitment to manage every area of your life with integrity. When it comes to your commitments, it’s about honoring your word and then refusing to tolerate any less from others. Having coached many people working in cultures with poor accountability, failing to hold people to account can set off a ripple effect that is far-reaching and costly. It doesn’t just undermine your own integrity, reputation and influence, it impacts all those around you.

 

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If you happen to be working in an organization where promises are treated cheaply, accountability low and punctuality near non-existent, either choose to be the change you want to see in those around or, if that feels totally futile, choose to make an exit plan! Either way, own your choice to stay or go and don’t complain about its trade-offs.

If you are overdue a conversation about accountability, here are seven keys to help you on your way.

1. Decide what you want upfront.

I’ve lost count of times executives have expressed frustration with what was delivered to them only to find that they were never really sure what they wanted to begin with. So before you enter into a commitment, or even consider holding someone accountable, be sure you are really clear in your own mind about what it is you want and how you would define success. How can others know what you want if you don’t?

2. Be specific in clarifying expectations.

Sometimes you can clear up a simple misunderstanding at the outset just by clarifying what it was you expected in the first place. To ensure against the same thing happening again, always make sure people are clear about both what you expect to be done and whenyou expect it to be done. Ambiguity is a recipe for frustration and unmet expectation.

Simply asking, “Do you understand?” is not enough. Get them to paraphrase, summarize or reflect back their understanding so you are sure you are on the same page.

3. Ask for what you do want, rather than what you don’t.

Many peoplehave a tendency to complain about the actions and behaviors they don’t like, when in reality, they haven’t explained the actions and behaviors they want to see.

4. Seek for an explanation before making an accusation.

5. Share the impact of them not keeping their word.

People aren’t always conscious of how their behaviour impacts other people , or even themselves. So you need to be straight with them about how their failure to manage their commitments has impacted you, others and them! Maybe you had to work late to finish what they didn’t. Maybe it affected your entire team and you had to manage the fallout. Maybe you’re just disappointed with them. Maybe you’ll have to think twice before relying on them again. Maybe others will. This isn’t about making them feel bad; it’s just being upfront about the impact so you can make things better in the future.

6. Reset expectations.

Likewise, if someone has let you down, it’s important to renegotiate exactly what it is you want, when you want it and what they are able to deliver. By having the courage to have the conversation, rather than tiptoeing around, you set the stage for greater accountability and less disappointment.

If you refuse to accept anything but the best, you very often get it. So, as uncomfortable as you may feel, just know that when you do what you know is right and hold people accountable to their word, albeit uncomfortable, everyone—including them— ultimately comes out better off. (Just don’t expect a thank-you card.)

7.   Reward the positive and coach the negative.

If you operate out of the mindset that keeping one’s promises shouldn’t be rewarded because it should just be done, you are missing an opportunity to reinforce good behavior. Publicly thank and acknowledge those who consistently manage their commitments with integrity, show punctuality and meet or exceed expectations. Sure, they should just do that anyway, but you will be highlighting for those who don’t that this is what you want to see more of. And for those who aren’t so good in how they manage promises and juggle commitments, take the time to coach them to competency. Everyone wants to do a good job – they just may need some more support and skill in doing it.

Whatever you do, don’t shy away from having the tough conversations.  As I wrote in my new book Brave, like so many of the things you know are good for you to do, holding people accountable requires exiting your comfort zone and engaging in the uncomfortable work of a tough conversation. Emotions can run high and sensitivities deep. It’s why it takes an ounce or three of courage. Sometimes more.

Margie is a keynote speaker & bestselling author. Get her latest book Brave & take the Train The Brave Challenge

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Forbes.com | June 18, 2015 | Margie Warrell