The Power of Fun
July 23, 2008
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By Grace Judson
Last week, I went to Disneyland for the first time ever. Being fortunate enough to have native guides (two people who play there often, one of whom used to work there), I didn't do any planning or research - I just showed up and allowed the day to be whatever it wanted to be.
It was an absolute blast - and since I live just an hour away, I'm looking forward to going again soon!
Along with rediscovering my delight in roller coasters, I found myself considering fun. What are my reactions, and my clients' and friends' reactions, to fun, and where does it belong in life? What expectations do we have about fun, and how could we shift those expectations to have more fun?
My conclusion is that for most people, fun is what happens after everything else is done - after all those weighty responsibilities are taken care of. Fun is something we earn. Fun belongs at home; it might happen at work, but it's not usually what we think of when we look at our career goals.
On the other hand, we know from fields of study such as Positive Psychology and Mihalyi Csikszentmihalyi's work on the experience of flow that when you're having fun, you're much more engaged and much more productive.
Your own experience backs that up. Just think of the last time you enjoyed what you were doing, and how quickly the time passed and how much you got done. Then compare that to the last time you had to force yourself to do something you didn't want to do.
So in celebration of roller coasters, summer (or winter for those of you in the southern hemisphere), and just plain life, here's my invitation to you to have more fun at work - and some practical suggestions to help that happen.
Start with intention
Next Monday morning when you're dreading getting up and facing another week, set an intention to find something fun in your day - every day. Be curious about how it will show up each day, each hour, each moment.
Curiosity and an intention to have fun will open your eyes to opportunities you wouldn't otherwise see. New ways to approach old challenges, creative ideas for problem-solving, and inspirations for real leadership - all of these spring from an intention to be curious and have fun.
Break rules
Whose rule is it, anyway, and why is it a rule?
I'm not talking about ignoring standard operating procedures and workflows. They're there for a reason; understanding how work moves from one person or area to the next, understanding who needs to know about something, understanding who's responsible for deadlines and approvals - all of that is crucial to the smooth, functional operation of any organization.
On the other hand, who says you have to have a meeting sitting down - or indoors? Why not go to breakfast with someone instead of going to lunch? What about not using PowerPoint for your next presentation?
Your organization's rules - and your personal rules - are unique. Think about which ones you can have fun breaking, while remaining careful of stepping on unspoken organizational taboos.
Do what you want
No, no, I don't mean going to Disneyland instead of going to the office! But within the context of your work, what has real juice for you? What's exciting? What tasks do you use as a reward for getting other, less-interesting stuff done?
What if you were to focus on those tasks, instead of on all the others that you think you "should" do?
When you focus on the interesting work, other supposedly less-interesting tasks tend to come along for the ride - they get done as a side benefit. But when you focus on the less-interesting work, then you get bogged down in the tedium and funlessness, and progress slows to a crawl.
Engage with others
Some corporate cultures are more social than others, but no matter what the norm is in your organization, it's fun to find ways to connect.
Within teams, a little social knowledge of your co-workers deepens trust, and with trust, more gets done. It's that simple. And you'll have more fun doing it.
You don't need elaborate team-building events or potluck parties or Happy Hours to create social engagement. Those sorts of things can be great, but it's the day-to-day opportunity to (for instance) tell a brief personal story at the beginning of a meeting that really builds the frameworks of trust.
And that's as simple as starting out by saying, "I went to Disneyland for the first time this past week - it was great! Who else has been there? What's your favorite ride?"
"To love what you do and feel that it matters - how could anything be more fun?" Katharine Graham, 1917-2001, American publisher, CEO, and board chair of the Washington Post.
Resources
You can find more information about Positive Psychology at the University of Pennsylvania's Positive Psychology Center site: www.ppc.sas.upenn.edu/
Mihalyi Csikszentmihalyi's work includes Flow: The Psychology of Optimal Experience, Finding Flow: The Psychology of Engagement with Everyday Life, and Good Business: Leadership, Flow, and the Making of Meaning, among others. You can find all his books on Amazon.
(His last name is pronounced "chick-SENT-me-hi-ee.")
And my favorite ride at Disneyland is Space Mountain. No two ways about it. Wanna go? I'll meet you in line!
(Just for the record, I have no affiliation with Disney - I just had a really great time!)
(c)Grace L. Judson
It's not magic. It's just positive workplace politics.
About the Author
I'm Grace Judson, the founder of and driving force behind Svaha Concepts
Feeling trapped between your career goals and your loathing for "playing politics"? You can remain true to your values and integrity and still be politically savvy. For more information or to access my free resources (including my free workbook "The Five Deadly Shoulds of Office Politics that Maul, Mangle, and Murder Careers (and what to do about them)," please visit Svaha Concepts' website
The 5 C's of Team-Building
July 14, 2008
Running a company, even if it is a small business, needs a team of committed and capable employees who can get the job done. But a team is not something that happens by itself. The process of team-building takes time and effort. The end result is to create a work environment in which every person feels like his or her contribution is a vital and valued part of the organization's success.
We have put together a list of 5 C's of effective team-building to help you on your way:
1. Clear expectations: One of the key characteristics of a successful team is clear role delineation of every team member - every person has to know the role he or she is expected to play in the company as well as the roles of the other team members. As the business owner, you have to ensure that every employee in your organization clearly understands how and where he/she fits in the organizational structure. Use organizational charts and staff meetings to facilitate this understanding.
2. Channels of communication: Create and maintain open channels of communication with your employees. This must not only be between you and your employees, but also among the staff. Create a working atmosphere such that your employees know that you are always available to listen to their concerns. Also encourage them to discuss genuine issues amongst themselves. Without free and unfettered communication, team-building is only a distant dream.
3. Conflict resolution: Getting a group of people to work together is not a bed of roses. There will invariably be times when the going gets rough and differences come out in the open. Develop conflict-resolution skills among your employees and create a mechanism for grievance redressal, if they can't resolve their problems on their own. If necessary, arrange for professionals to conduct workshops on this subject.
4. Consequences: Make members feel responsible and accountable for team achievements. Enable them to understand that each individual contribution is a vital piece in the whole picture. At the same time, encourage individual creativity to blossom by instituting a system of rewards and recognition.
5. Celebrating achievements as a team: Give your team-building efforts a fillip by celebrating successes as a group. Since every employee plays an important part in the success or failure of your business, it only makes sense to celebrate your achievements as a team. Depending on the size of the achievement, your celebration can be as simple as a pizza party or as spectacular as a company trip to Hawaii.
Use these tips to ensure that the people who make up your small business work together as a team towards the same goal. By empowering and instilling a sense of belonging in your employees, you will have created a successful team that works hard to achieve the best results for you.
Hi, I'm Akhil Shahani, a serial entrepreneur who wants to help you succeed. If you like to work smart, check out http://www.SmartEntrepreneur.net - It's full of articles and resources to help you start and grow your business successfully. Please visit us & download our special "Freebie of The Month" at http://www.smartentrepreneur.net/freebie-of-the-month.html
Corporate Team Building Events: Throw Distancing to a Distance
July 2, 2008
If someone just studies a few recent corporate recruitment advertisements, there will be at least one thing he or she will find common in almost all of them. The recruiters are putting much emphasis on hiring a one-team man rather than a one-man team, in the management category at least.
In accordance to this shift, the office atmosphere is changing too. CEOs of the companies at present are accessible to general employees more than ever before. The visual distance is cut short. Office decorations are changing with more and more interlinked and free sitting arrangements. At this age, one can never ignore the psychological affect on human beings created by the respective surroundings.
The corporate houses these days are spending huge amounts to unite the workforce into an active team. Active and spontaneous participation of employees in both internal and external affairs of the company and even in the decision making process are regarded as the path of progress.
The main problem in the corporate team building process namely distancing is predominantly inherent in employees as well as in the employers psyche. It is one of the basic instincts of human beings.
The primary team building process is constantly fighting to throw away distancing to a great distance. The ideal corporate team building events concentrate on bringing together employees who do not always get the chance to come in close, if not in personal contact with each other.
The prime ideological stand is that, if an employee does not know his or her co-workers then he or she cannot actively participate to boost up the company profile and morale as a whole. It is all about fixing the SELF, not into the category called OTHER, but under the umbrella named WE.
The corporate event management companies divide the employees into various groups. Apparently, it seems that the process is breaking the basic notion of team building activities, but in fact, it just adds to the notion.
The participants here never feel rivalry among themselves. They are conscious that it is merely a game though they need to win. Thus, they fail to concentrate on the issue that it is a part of the team building exercise tailored by the company. This lack of concentration on the subtle issue ultimately does the trick. The idea of the team is built in the consciousness of the participant that excludes the visual divisions.
The job is done.
However, a Corporate Hospitality Company must be cautious of the standard and socio-cultural background of the participants. Otherwise, the whole process may go in vain.
Peter Mason is an investigative freelance writer and writes on behalf of the owner of Team Tactics - http://www.teamtactics.co.uk/ a corporate hospitality and team building company in the UK, provide bespoke corporate team building events, corporate entertainment and event management focusing on team building days and team building ideas. Team Tactics is specialised in providing team building company events, for instance, corporate fun team building activities and fun events.
Disconnected and Disengaged? Reconnect Your Employees to Exceptional Performance
July 1, 2008
By Jay Forte
In a world of powerful social networks and immediate communication methods, today's workers know what it means to be connected. When connected, they share, create, challenge and perform. So if today's worker is so good at connecting, why is today's worker so disconnected from the workplace?
Review these "disconnected" statistics: More than half of all employees do just enough at work not to be fired. Employees change roles every 18 - 36 months. At any point in time 48% of workers are actively job hunting. In the next 5 years, 20% of the country's largest companies will lose 40% of their top level talent to retirement. Many of these companies have no succession plan to prepare younger workers to be ready to step up and stop the outflow of significant company information (brain drain). Employees are truly disconnected from their workplace. So what is the real issue?
Today's disconnected workplace is more about management than employees; employees want to be connected and to do a great job; they are just uninspired. Today's employees find little connection to their roles, their management or their workplace. It happens because management continues to use outdated and ineffective methods to activate employees and drive performance. These misguided methods unintentionally disconnect our employees from the workplace.
We are now in an intellectual workplace; we have moved from manufacturing to service, from industrial to intellectual, from brawn to brain. As author Seth Godin states, "we used to make food (agrarian society), then we made things (industrial age), now we make ideas" (service economy). Our days are no longer involved doing the same repetitive process that was a significant part of manufacturing or the industrial age. Much of manufacturing moved offshore and left us with a service economy. Service is an intellectual and thinking environment.
The workplace in the industrial age focused on producing each day. Being connected to the workplace was not as important because employees just needed to show up to keep production and machinery running. Whether an employee felt connected or disconnected, the results did not vary much.
Now, look at today's intellectual or service age. Every service event now creates an impression in the mind of a customer - some advance customer loyalty, others destroy it. The employee is now center stage and is creating the service brand on a daily basis by what she does, says, feels, invents and thinks. This employee must now be (emotionally) connected to her work, her manager, her organization and to the world to perform at levels that drive customer loyalty and organizational success. If any of these areas are disconnected, performance suffers, customers are affected and the organization feels the impact. In spite of knowing this, most organizations have workforces who remain disconnected, doing as little as possible, hoping not to get fired. So what is the process to move the disconnected employee to a "connected"? We start with management.
Managing employees in an intellectual age requires an understanding that the most important asset of the organization is the "humanity" of the employee - her brain and heart, her thinking and passion. When employees connect to a workplace, they activate their thinking and their passions. That means that the best way to connect employees is to understand the value each one brings and work to maximize it to connect the employee emotionally to the work.
In the recent book "HumanSigma," authors and Gallup Organization researchers Dr. John Fleming and Jim Asplund present that satisfied and dissatisfied customers buy similar volumes; loyal customers, however, buy significantly more and actively support the business. The primary difference that inspired loyalty (and therefore increased purchases) was the presence of an emotional connection by the customer to the product, brand or organization. The same concept exists with employees. The greatest performance happens from loyal employees who have an emotional connection (relationship) with their manager, their workplace and their role.
We are in the age of "soft skills" - those dreaded human emotions and feelings that industrial age managers banished from the workplace. Today, relationships are critical to engagement and connection. Strong relationships attract and keep the best employees. Strong relationships attract and keep the best customers. The starting point for all employee connection to performance is a strong relationship the employee has with her manager.
It has been repeatedly said that "people quit people before they quit companies." This means that employees disconnect from managers (the person) before they disconnect from companies. The reverse is also true. Employees who connect (have strong relationships) with managers perform and remain loyal. This is the key to millennial management - a strong and successful relationship with each employee to each them well enough to know what will connect each to her work, the company and to her objectives. When in place, this drives all other levels of employee connection.
The way to start reconnecting employees to performance is to understand the immense value of the manager/employee relationship. Gone are the command-and-control days of the industrial age; today, managers must inspire and engage. Today's managers drive performance by knowing employees, dealing with them as people, maximizing their strengths and offering opportunities that match their personal and professional plans. Today's manager must be available, open, good at communication and caring. This evokes the same back from the employee. And in a service economy, it matters how employees feel at work because the present these feelings and emotions to customers. How an employee felt when her only company was a machine was not as important as the face to face contact employees have with customers. The focal point of connection and therefore performance is the manager/employee relationship.
When the lines of communication are open (and a connection exists) between the manager and the employee, the following things can happen:
• The manager can assess the employee's talents (natural thinking) and use the information to place the employee in a role that matches the way she thinks. The closer these are matched, the more capable and confident and employee feels. This connects the employee to the manager and to her role.
• The manager can work with each employee to set performance expectations for each role that tells an employee what is expected but lets the employee develop the methods to achieve the expectations. This connects the employee to the manager by the supportive approach and trust, and connects the employee to performance because the employee owns the process to implement and achieve the expectations.
• The manager can provide regular performance feedback to help employees develop skills, master projects and perform in a more significant way. This connects the employee to the manager for the support, coaching, education and trust. This connects the employee to performance because she is continually improving and can see the difference she makes with customers and in results.
• The manager can provide a fair career development discussion about the future roles of the employee. This connects the employee to the manager for the time, effort, personal attention and care to discuss the employee's future and to allow the employee to have a voice in the process. This connects the employee to the workplace as she develops and works a plan that advances her in areas that make sense for her talents, her objectives and the needs of the business.
Millennial managers are successful when they care about their people - as thinking, feeling, and emotional people. They are genuinely interested in their values, interests and goals. They know them personally and professionally. They ask great questions and listen for answers that will help customize the perfect job, match them to the right tasks, inspire them to reach and grow, know the best ways to help them learn, and celebrate their achievements. This manager/employee relationship is the key to success and performance. Done well, it connects the employee to the manager - the single greatest way of inspiring employee loyalty.
So, managers, it is time to Fire Up! your employees by connecting to them to know them well. Build this connection; ask great questions and really listen. Care about your employees. Spend time with them by placing them in the right jobs; develop plans to achieve their performance expectations. Be prepared to coach, counsel and mentor to improve their performance and discuss their future with them. If you want employees to make a difference with customers, then you must make a difference with employees. If you want employees to get to know customers to know how to maximize the service event, then you must get to know your employees to maximize the employee event.
Humanity and connections now rule performance. Successful millennial managers are aware of how the world has changed and how they must now adapt. The good news is that what works at home to create powerful relationships with family, spouses, children and friends also works in the workplace. Employees need managers to watch and remember the details, to get to know what each employee is good at, to care enough to do the right thing for each one and above all, to communicate. Dictating and demanding alienates employees and inhibits performance. Today we must inspire, engage, ask and define. Help employees connect with you and to their work; they will then connect to the rest of the world with the great stories about you and your workplace. News of good things travels fast in our connected world. Your reputation as a capable millennial manager will invite other great employees, drive great performance and attain great results.
Jay Forte is a powerful performance speaker, consultant, author and founder of Humanetrics, LLC. He works with managers who want to be more successful in activating and inspiring exceptional employee performance, to significantly drive customer loyalty and improve company profitability. Jay, a CPA/financial executive turned educator, turned consultant, is renowned for producing significant results. He is a highly engaging speaker and is working on an upcoming book "Sparks! Fire Up Your Employees and Smoke Your Competition; How to Invite, Incite and Ignite Performance" For information on keynotes, seminars and consulting, or to see the daily "BLOGucation," visit: http://www.humanetricsllc.com or call: 401-338-3505.
Different Ways To Motivate Your Team
June 15, 2008
By: Bertil Hjert
An enthusiastic team is the backbone of success to any organization. The biggest challenge is to motivate a team. Unless the team is motivated, you cannot expect success or profits. The team should be constantly forced by the leaders rather then being given autonomy or power to perform its own actions.
Remember that success in business is associated with motivation. Technical skills and knowledge may play a great role but without motivation, everything will fail to work. If you want to get the maximum from your team, you need to ignite or fuel it with the right kind of motivation. This will also provide them the zest to unleash their creativity and bring out their best.
There is a lot that takes to motivate your team. First, you need to want the best for your people. You need to find their need and ambitions in order to know about what motivates them. Once you start motivating them with the right force, you will see them performing their best.
Here are some of the best tips to keep motivating your team:
Motivate yourself
Let the team know that you are full of energy and enthusiasm to fulfill the task. Show your zest and faith in a project you want your team to accomplish. This will motivate your team to work better and feel good about the whole thing.
Goal
Your motivation should be purely based on the goal you have decided to attain. Let your team gets clear about the specific goals you want it to achieve. Be specific crystal clear and realistic about the goal you want your team to achieve.
Talk to your people
Remember, that people have different goals and the motivational factors vary from one person to other. You need to know who all are there in your team. Talk to them differently about their aspirations, dreams, expectations, fears etc. This will make it easy for you to know what they need from you to get motivated.
Make your team believe that their involvement in the project matters. Let them know how valuable their services are.
Appreciate the efforts made by your team. This will make wonders for your team’s motivation spirit. You can show your aspiration in the form of money, bonus, assigning designation etc.
Let your team have a sense of belonging. Once sense of belonging is formed, the team will get stronger in sense of loyalty effort and motivation.
Challenges
Some people are motivated by the challenges they face. Let your team know that accomplishing a project is not a cake walk but together, they can make it.
Don’t belittle your team’s performance. Let them know that they tried really hard. Once they get appreciated for their efforts, they will surely make more efforts to achieve success next time.
Let your team know the fruits of success. This will prove to be a great motivation force. Let them know about the celebration and rewards the team will get once the task is accomplished successfully.
For more Articles, News, Information, Advice, and Resources about Motivation and Self Help please visit GET AND STAY MOTIVATED and MOTIVATION TIPS and MEDITATION ADVICE
Your Attitude, Your Choice
June 10, 2008
Jerry Ackerman
Your attitude is your choice. Each one of us wakes up with the same 24 hours. Each of us begins every week with the same 7 days. Each of us was born by someone, somewhere. Your attitude each and every day is determined by you regardless of whatever else may be happening, has happened, or will happen.
We all have the same time every day and we all have the same choice – what is my attitude going to be? From your work life to your home life, your attitude is reflected to the masses. Based upon how you treat others, how you talk to peers, how you respond to authority, others decide what they think of you. The question that begs an answer from each one of us is, “Will I be a person that has an ‘I can’ attitude regardless of my current situation or will I have an attitude that is dictated by that circumstances that surround me?” For many of us, our attitudes are driven by situations rather than having an attitude that rises above the situation.
In your workplace, what do other people think about you? What would others say about your attitude? One experiment that I have always thought would be interesting is to have your closest co-workers gather into a room and share a one word definition for each person. Do you think those you work with could give a one word definition for you? What would it be? Would you be appreciative or offended by the choice of words? Whatever the case, here is the truth; most times what people say is correct and what they say is mostly a result of the attitude they see in you.
Attitude is judged quickly. When you meet someone new, you often determined what you think of that person before they even begin speaking. You might think, “I am not that shallow; I measure someone up before I make a determination.” Really? Have you ever watched people at the mall as they walk by? Have you ever made a judgment about them from what they were wearing, who they were with, or what they did? The answer for most of us is a definite “yes.” If that is indeed the case, how much more do the people you work with have a pulse on your attitude as they work with you day in and day out, week in and week out, month after month?
What is your attitude today? Is your attitude showing those around you that you are confident, poised, and in control? Are you allowing your attitude in that situation to control you and, ultimately, bring you further down the path of disappointment and discouragement?
Henry Ford once said, “Whether you think you can or think you can’t, you’re right.” How profound. Your mindset going into a situation, a relationship, a project, or your workplace is often determined by mindset you have going into that situation. The choice is yours; the result is from your choice.
Live with an attitude of expectancy. Of hope. Of joy. After all, your attitude is your choice.
Speaking to teenagers, adults, and children - Jerry's gifts allow him to relate and connect with any audience regardless of age. His down-to-earth style is engaging, humorous, practical, and passionate. Visit http://www.jerryackerman.net for booking information, client reviews, and video samples.
How Showing a Little Appreciation Motivates Employees
May 18, 2008
Martin Haworth
There are a whole load of resources you can find on 'motivation'. Books, tapes, internet etc. Yet it need not be so complicated…
Recently, I had the opportunity to show appreciation to someone. I was really surprised to hear back from her the following, "Are you being sarcastic?" It turned out that she had never been appreciated. No one had ever said a simple "Thank you" to her.
That's it this week, notice good work and say thank you.
When?
When can you apply this? Well, it's easy to apply it to everything you see good in people and their performance. But, if it's been something you haven't made a habit of in the past, you need to be a bit smarter than that, to avoid your people wondering what's going on - even worse, they might end up being rather suspicious of what's going on.
So in this case, try and pick out special efforts of each of your people at least once a week to start with. Be fair and consistent with everyone. When that embeds, try it twice a week. Be real though, saying thank-you and giving greater appreciation when it doesn't really mean anything, will end up with a response like I heard above.
Where?
Where can you use this simple encouragement? It's easy. Find the moment when you experience something good from your team members and share your appreciation in the moment if you can. It is so powerful to say it as it happens. And again, even if you forget at the time, don't give up on it, being able to say, "I meant to tell you earlier, but I missed the opportunity, thank you for the way you…", still works.
In fact this can be even more powerful - that you meant to say something, forgot, yet still found the time not to miss the opportunity show how much you really care. Strong relationship building stuff!
Back to the point - where? Anywhere that you notice.
Keep praise informal and frequent so that your people come to appreciate it when it's due (them appreciating you eh?). So not just in an office, but out in the workplace - in the moment.
Why?
Why bother? Well now, let's see. When was the last time someone thanked you for a great piece of work? When was the last time someone thanked you for your help today?
If you haven't been on the receiving end, then I'm sorry. But when you have been, it's a great warm feeling when you are recognised for the efforts you've made. Going home at the end of the day feeling that your contribution is valuable and valued is a very strong motivator.
Your people will feel much more inclined to come back the next day, to a job they do well and feel appreciated for.
So if you have had that experience - share it with your people and if you haven't, try it out on others and see the benefit it creates.
Being appreciated is one of the strongest motivators I know for people - give it a go - and there's no time like the present!
Enjoy!
Copyright 2006 Martin Haworth is a Business and Management Coach. He works worldwide, mainly by phone, with small business owners, managers and corporate leaders. He has hundreds of hints, tips and ideas at his website, www.coaching-businesses-to-success.com.)
"Used by permission of www.coaching-businesses-to-success.com"
Don't Rain on my Parade-
May 14, 2008
How to Deal with Negative People
Have you noticed negative or difficult people around you are affecting your otherwise cheerful disposition (and how unfair is that)? Someone who knows nothing is making your life miserable. Why do Negative Nellie’s feel they need to unload their pent up vex at an unsuspecting person? What is up with the negativity?
Studies by the
The unfortunate part is we tend to become like the people we are around the most. For instance, when you visit somewhere and people have accents you tend to take on the accent, people in groups tend to dress alike and take on similar characteristics.
This may mean because you are around negative people you may become negative too! Yikes.
Listen to people complaining endlessly about work, and you'll find yourself starting to do the same. Add to it that negative emotions exert a more powerful effect in social situations than positive ones.
Unfortunately you can’t eliminate the negative person, but you can find ways to deal with them. If you were around someone with an infectious disease you would probably take steps to reduce the risk. Negativity is infectious so it makes sense that we should ward it off.
Negative behaviors are defense mechanisms; they protect people from developing relationships, from taking risks, from getting in trouble or making mistakes. If you can permeate the wall there defenses hold up you have a hope of diffusing toxic emotions.
Make ‘em Smile!
Anger and negativity usually stem from the anxiety, fear response in the brain, -one of the oldest, most primitive parts of our brain. Also responsible for the fight or flight response, It reacts without thinking. From a Society for Neuroscience article on Bliss and the Brain: A scrutiny of brain activity indicates that individuals with natural positive dispositions have trumped up activity in the left prefrontal cortex compared with their more negative counterparts. "Happy people think more logically. If you can make someone smile or laugh you literally force them to use a different part of their brain that is more logical and reasonable. A person cannot be negative and smile or laugh at the same time.
Let it roll off your back
Some people are just ANGRY. Negativity, hatred and disgust are boring and not worth your time. Sometimes these people are out there to help you develop your resolve to stay positive no matter what.
Distance yourself from negative people by taking a detached, impersonal view. The more you can see them as separate from yourself, the less likely you'll be to interpret their behavior as being a personal attack against you. It's just the way they are; you had nothing to do with it!
Adjust your tolerance. People who are easily annoyed have a low level of tolerance for inconveniences or frustrations. Think of yourself as “buoyant” and resilient in the face of stress and respond that way. Find out what triggers your anger, and then to develop strategies to keep those triggers from tipping you over the edge.
If you are confident and feel good about yourself you are more likely to be buoyant to negativity and be a force for change.
Negative people try to validate their victim hood by pulling others into their warped view.
Don’t be their prey! Think of it this way, If someone were to say “Nice job of handling that”- what would you have done to deserve that comment?
Interrupt Negativity- When someone is heralding negative assumptions simply do something to distract from it or stop it. I love to do the unexpected because it literally halts a persons point of view and gets them thinking about something different. It is the whole premise of humor. It has to be unexpected to be funny (which is why you don’t laugh at a joke if you’ve heard the punch line before).
Pass some perspective please.
Who says criticism requires anger? Who says doing overtime is a bad thing? It all depends on your perspective.
Negative accusatory people are likely inferring things that aren’t true. Their flawed assumptions are creating a negatively warped picture. Clear up the facts so you both see a clear picture.
Do you Fight? Or Flight?
My experience is under stress people either fight back or retreat. It is the classic fight or flight response at play. Your mind tends to respond to stressful situations as dangerous and immediately fights back to protect, or your retreat( run away, disengage) Physically within your body adrenaline pumps into your blood stream and stored fats turn into sugar for energy, your digestive and immune systems suppress and your focus become fight or flight.
This response was very useful for cavemen but much less adaptive for today’s society and acute sources of stress. For example, one of the key sources of dissatisfaction in the workplace today is lack of appreciation, our stress response to feeling unacknowledged would have us fight or retreat, making the situation worse. As long as all stress is seen as dangerous, which for a lot of people it is, than this fight or flight reaction can wreak havoc on your life. Prolonged continuous flight or flight reaction takes a strong physical toll on your health. The degenerative wear and tear leads to heart attack, stroke, cancer, diabetes and more.
The best thing to do is short circuit the fight/ flight response by refusing to react.
- Respond to stress by recognizing your pattern. Under stress do you typically fight (get angry, lose your temper) or flight (disengage, give in, or become passive)
- Reframe your attitude to perceive the stress as a challenge not a threat. If you feel a lack of appreciation challenge the situation and yourself to recognize why you are upset and how can you get the recognition you deserve.
Have a good laugh- we often laugh hardest when we have been feeling most tense. Just because you laugh doesn’t mean you don’t take it seriously.
Remember positive people ground your outlook so find positive people and be around them.
The next time someone tries to rain on your parade and affect your sunny outlook you will know what to do about it.
Jody Urquhart is a professional speaker who for the last ten years has motivated and inspired professionals to use humor to change there lives. Please contact us to see how we can recognize and inspire professionals at your next event. "http://www.idoinspire.com/"
5 Ways To Improve Workplace Morale
May 10, 2008
Increased turnovers, costly decreases in productivity and overall employee dissatisfaction are all ramifications of low morale in the workplace. Moral is a vital component of any organization or business for it to thrive and achieve success.
Here are five ways to improve workplace morale easily and inexpensively that will boost your team's performance and lower levels of tension and stress.
Install a Humor Board
Most every office has several memo boards for important work-related information, some pleasant, some not so pleasant. Install a memo board in a neutral location that is specifically for people to post jokes, cartoons, funny pictures or amusing anecdotes. This way everyone can get a little laugh after arriving for work on a dreary Monday morning.
Adopt Flextime Schedules
If possible, work out a way for employees to have more flexibility in their schedules. You may be surprised at the amount of stress that can be alleviated by this one thing. With daycares and households with two working parents, and possibly only one vehicle, this small move can be monumental to some people. Work out a schedule or system for employees to leave an hour early or come in an hour late on certain days. Alternate days and times so that everyone gets an opportunity to benefit if needed.
Get Away From It All
Hold meetings and conferences at a location away from the office if at all possible. A restaurant or local park would be a welcome alternative to a stuffy boardroom on a clear, spring day. People may be more alert and more receptive to the specifics of the meeting in another less stifling environment.
Share the Wealth
Offer employees incentives to "coach" their co-workers on their lunch or break times. Incentives could come in the form of paid time off, gift certificates to stores or restaurants, movie tickets or even small, simple mementos to show appreciation. This is a morale booster in a few ways; firstly, new or confused employees can glean valuable information from their more experienced colleagues and secondly, it may make the "coach" feel better about their job, themselves and their performance.
Offer Contests and Awards
Special days such as "Ugliest Outfit Day" or "Best Disguise Day" or "Funniest Story Day" can be a way to lighten the mood for a bit and encourage communication between employees. Offer "awards" which can be simple prizes and certificates given to the winners to display.
Boosting employee morale doesn't have to be expensive or involved. Even contagious cheerfulness on a regular basis can mean the difference between a dour workplace and a welcoming, productive one. Ask the employees for their ideas and listen to their thoughts. Work out a viable plan that will motivate them and make them more productive and happier at the same time.
Written for National Web Design Website information services on behalf of Kaleidoscope Corporate Activity Days.
Article Source: http://EzineArticles.com/?expert=Gabriel_J._Adams
What's New This Week on Call Center Cafe` May 9th, 2008
May 9, 2008
With so many new articles and features, it might be hard to keep up with all the great articles on Call Center Cafe. We thought we would make it a little easier on you.
Enjoy!
The Call Center Cafe` Staff
Hands Off Management - Frying Pan, Fire or Neither?
In this posting we are reminded that being a manager doesn't mean we have to be the one to fix everything. We can and should take the 4S Method of managing- Show, Supervise, Stand Back and Succeed
How tempting is it to fix things? You know, you are passing by one of your teams cubicles and they are doing something you know all about. So you give a hand…
Push that Agent from the Nest!
In today's posting by Gail Yahner, you will find 7 ways to tell if you have left a newbie in the nesting area just a bit to long. We hope you enjoy this slightly humorous look at
Fed Up? Lighten Up! – This is a light hearted reminder that the average person spends eight hours each day at work and we should lighten up and do what we can to enjoy our time while on the job. If that means a little less grumbling and a little more fun, then so be it! Enjoy!
How to Help a Boss Who Holds Bad Meetings – do you have a boss that holds meetings that don't seem to have a purpose, have no real direction, or are a complete waste of time? If so, then this article by Steve Kaye might just be your ticket to helping your boss …and you! Steve gives 10 suggestions that might just get your bosses meetings on track.
Ten Top Ways for Managers to Motivate Their People We hope you'll find this post by Martin Haworth to be both entertaining and enlightening. Martin gives us 10 down to earth suggestions for motivating your teams. His advice to "Get Out of Their Way" when delegating brought back a few memories. Let us know what you think of Martin's suggestions via the comment section below the post or through our "Contact Us" form
Delighting Customers – In this posting from the team at Coaching Businesses to Success, you'll find ways to delight your customer. They are your lifeblood. And through Delighting Customers frequently and often, you will drive success to your business or organization.
The key to understand here is that Delighting Customers is just that - it is more than satisfying, it is delighting them. Making their journey to you memorable. So, sorry, OK is not enough from now on - ever.
