(570) 636-3858 info@ceoptions.com
How to Handle Difficult Personalities at Work

How to Handle Difficult Personalities at Work

You know the type, the guy or gal who is always pointing their finger at someone else when a mistake is made, or when the project is stalled. How annoyed do you get when there is no accountability, no responsibility for what is happening? I tend to almost hyperventilate! I want to yell “What is the matter with you? Why can’t you at least say maybe, just maybe, you play a part in the problem?” Yet, as a boss I know (and of course you know) that yelling and showing your utter frustration won’t work. So, what to do? ASK ACCOUNTABILITY QUESTIONS It goes like this: Boss: “I see that the project is running behind and I am concerned about when it will be completed.” Direct Report: “Well, John was out for several vacation days and Barbara said she was in overdrive with another project and they did not live up to their part in the project. It’s not my fault.” Boss: “I know ‘stuff happens’ however the project is already late. What can YOU do to get it back on track?” Direct Report: “I just have to wait for them I can’t do anything till they do their jobs.” ***** Now this is where you can help your employee learn and grow rather than just stay with the blame game. Boss: “What ideas can we come up with together right now to get the project back on track? Let’s brain storm. Come on, give me some of your good and creative thoughts and I will help where I can. You start.” ****** This is exactly what is needed...

What it Takes to be a Giant

Watching the 7th game of the World Series was a study in tenacity and team work. The 6th game was a demoralizing 10-0 loss for the San Francisco Giants (my home team!!). Game 6 was painful to watch and when it was over I wondered what type of talk went on between the team and manager Bruce Bochy. Put yourself in that room as the manager. Think about what you would have, could have, should have said to your team that didn’t even bring in one measly run. Think about your own work situation. What is said when things go belly up? Is there a lot of JUBLA? JUBLA stands for judging, blaming and attacking. In my experience as a leadership development expert and team collaboration trainer I have seen most organizations locked in the JUBLA model. That is… until they can come together in a new and more positive manner. This takes work and determination and high level leadership. On to game 7. The slate is clean, no more games after this one. It is winner take all. Talk about pressure. And when pressure and stress hit the hot button most of us fall down, fall apart. That is when we point fingers and make others wrong. JUBLA and the GOTCHA GAME take over. The Giants remained true to their name. They stayed steady and got the job done. I just wish they would give us the short version of what was said pre-game to keep them strong. And if Bruce Bochy ever writes a book about how to lead a team, how to manage under pressure it...

How Could Spontaneity Affect Entrepreneurs and Their Employees?

Most entrepreneurs I’ve met are lots of fun. They usually have an idea a minute and the hardest thing for them to do is to keep focused. I know – I am, and was since I was a kid, an entrepreneur. My business days started with plays in our family garage with the neighborhood kids. I was the director, lead actor and producer. So, when we divided up the quarters that we charged the parents (no two-for-one deal…ever!) I got the most coins. Now I have a different way of being an entrepreneur. I like to lead my employees from a more collaborative way, share the load and the profits. I guess growing up does give some better perspectives than “it’s all about me!” I had to give up some of the “let’s just do it” thinking, and find a way to narrow down my interests to the ones that could bring in the dough without lessening my interest in new, innovative projects. Now how do you stay spontaneous and remain focused? That’s a fine line, and one I think needs some defining. I believe you don’t have to lose your creative edge to make a profit. You also don’t have to close your heart to make a profit. Let’s start with spontaneity. Herb Kelleher, retired pundit from Southwest Airlines, was known for his “walking around the floor” style of management. He was also known as lots of fun at organizational parties. He had an air of just being himself that employees found very appealing. Are you comfortable in your own skin? Are you able to talk with customers and your work force in a free and easy manner? Are you truly interested in what they...

When does a Boss Transform into a Leader?

Question: “How many managers does it take to become a leader?” Answer: “Only one, so long as the manager can give up subordinates to gain followers.” Here in lies the trap of management versus leadership. It really is easier to have people who work for you where you can set the game plan and the schedule. When your main task is to check off the boxes, you can expect those who report to you do exactly as they are told. There is a minimum of ripples and the ocean of work is relatively easy to navigate. Life can be mostly risk free and overtconflict avoided. Management is essentially transactional in style. There is limited dialogue and business training is of the “tell and do” school. It was the preferred way for decades and so long as staff had a high degree of pleasers and martyrs, work would run relatively smoothly. In many places management is still preferred, yet more and more management courses are adding a leadership section. It is what the world of work is demanding as younger generations are questioning “why do we do what we have always done?” Leaders live in an amorphous land of both inspiration and perspiration. Leaders really do “sweat the small stuff.” Leadership development requires both an internal and external focus and a willingness to give up formal control. Rather than transactional, the best leaders are transformational. They show by example what truth and integrity look like. There are fewer words and more actions. While most leadership training programs still focus on the external, more are moving into the realm of self-exploration. This is where the proverbial rubber meets the road. No...
First day of summer and stress

First day of summer and stress

Today officially marks the first day of summer. I don’t care that the ads have made it the end of May. This is official: longest day/shortest night…solstice. And man, is it hot on the east coast. Now that school is out and the new schedules are in place and the heat is up and the desire to just have fun is the summer requirement, what does that do to stress? Is summer a less stressful time? Is it easier since we can be outside more often and longer? Can we get away from our inner demons by throwing a Frisbee or playing golf or lounging in a tepid pool? Actually, stress is lessened in the warmer months… for many. And yet!!! if your internal patterns, you know those behaviors that have carried over from childhood are not observed, understood and transformed…..they will haunt you on the golf course, at the beach, even sipping a cool beer on your front porch. Did you know that 90% of visits to primary care physicians are due to stress? That stress causes physical ailments like indigestion, headaches, and backaches. Do yourself a favor. Take the Pattern Aware Quiz on my website and then call us. We can offer you the way OUT of the old and into the new. Call at 570-636-3858 and we will offer some tools and techniques so you can learn to practice safe stress and have the fun this summer you...
Leadership Development, Ego Stroking, “Atta Boy’s”, and Truth Telling

Leadership Development, Ego Stroking, “Atta Boy’s”, and Truth Telling

I stood at the back of a fast food restaurant waiting for my colleague to get his coffee so we could sit in the summer weather when it isn’t even spring. My mind was in that “Thank God It’s Friday” mode when suddenly I found my ears circling around to eavesdrop on two employees. “I see you have your stupid smiling face on the wall as the employee of the month”. “Yeah, it’s such a bunch of bull”. “What did the manager say to you”? “He gave me a certificate and we had our picture taken for the national news bulletin. Not much else. We shook hands and he told me to keep up the good work. I wanted to ask what the good work was but he was gone before I could get a sentence together.” “Is that it?” “Yes, that’s it. My girlfriend came in and gave me a hug and some of my neighbors swatted me on the rump. I actually found the whole thing a bit over the top. It really means nothing; just looks good for the establishment. Did I learn anything? Nah”. I couldn’t resist. I went over and asked permission to ask a few questions. They shrugged and waited. What I wanted to know was what would have made a difference in receiving the employee of the month award. They both agreed that the ego stroking gets nauseating and it has no lasting effect. What they wanted was some truth telling about what they were good at and what they could do to grow since they obviously did not think their careers...