Nothing hinders the ability to grow than the phrase “I can’t“.
If that phrase is part of your vocabulary, get it out NOW. With proper reflection, planning, support, and a good attitude… anything is possible.
Attitude is everything at the workplace. Employees with positive attitudes tend to be more productive than their counterparts. There are several benefits to having a positive work attitude, and just as many ways to cultivate a positive work attitude.
Here are some quick tips on how to keep your attitude in the workplace on check.
Most importantly, keep in mind the people your surround yourself with at the workplace play a significant role on your daily outlook!
We all want to wake up Monday morning and start our week in a positive state of mind, however sometimes, that seems like an impossible feat. Positivity is heavily contagious and it is a proven fact that if you are more positive, people around you will become positive as well. The reality is positivity has to come from within and it’s something that has to be nurtured and constantly added to. It is a mindset change, not just a “for the moment” attitude adjustment. This applies not only to the workplace but to your personal life as well.
Being that this is a workplace blog, how can we get more positive at work? An infographic provided by cmd provides a few pointers in “18 Ways To Be More Positive At Work”.
Use these wonderful pointers as a guide to get your work week started on the right foot!
On June 18th we discussed the characteristics of a disengaged employee. Today we are going to cover the characteristics that make a terrible boss!
We have all been there before (or are currently living it) where we work or have worked with a manager that was absolutely dreadful. It’s unfortunate but there are are quite a few awful bosses out there and though you may love what you do, they can make for a horrible workplace experience.
The below infographic designed by OfficeVibe titled 12 Annoying Characteristics of a Horrible Boss covers what makes a boss… horrible.
Below the infographic is additional information on each of the characteristics.
How does your boss stack up?
A horrible boss tends to focus on assigning busy work to employees without having to or feeling the need to explain why. They don’t motivate or encourage a better workforce and more often than not feedback is not encouraged.
This characteristic reflects a major difference between a boss and a leader. A leader motivates their employees and encourages growth, ideas, and feedback.
Horrible managers are often indecisive in what they want completed out of certain tasks. They do not analyze and do not reflect on the outcome but rather go on a whim and think that things are a “great idea” and run with it without considering the pros and cons.
Following through is often not a strong point. Since their initial focus is not on the outcome they don’t want to be blamed if the task were to fail because it will look bad on them.
A great leader on the other hand will evaluate the situation and make the call if a decision will better the company. Leaders aren’t afraid to fail, rather they see it as a learning experience to gain valuable insight from and move on to something new.
They aren’t interested in your ideas nor do they want to hear your opinion. Sometimes they even disregard your potentially better idea and then call it their own.
Stubborn managers are extremely difficult to deal with. From an employee aspect, it is difficult to work with a stubborn manager and from a company aspect, it affects the growth of the company negatively.
Leaders encourage ideas. They want their employees to think outside the box and if there is a better way to do something, leaders want their employees to talk about it. Leaders are open-minded enough to that everyone in the office are equals and should be respected as such. Have a new idea? Bring it to the table, let’s talk about it, that is what a leader would want you to do.
4. Resist Change
Poor management doesn’t adapt to change very well. They would much rather have an environment that is static and not change processes within the office.
It is true that many people don’t like change but as a manager it is essential to embrace change.
Growing as a business requires the business and management to constantly reinvent the office environment and business, not only for the employees, for the customers, as well as the health and well-being of the company.
If there is one environment that I cannot personally work in is one that the manager micromanages.
A manager that is constantly pestering you about your work whether it is regarding the quality or quantity of what has been done or what is left is quite impossible. Not only are they demotivating their employees but they are ruining the quality of the employees work.
Some of the best places to work are the companies that enforce employee autonomy. These companies give their employees the freedom to accomplish more tasks and do it to their liking.
6. Lead by Fear
In the past, leading by fear was quite common and there are still some horrible managers who use this tactic. This type of management does not work anymore.
A leader leads through inspiration, not intimidation. The modern workplace is a lot more liberal and doesn’t use fear as a form of management.
If you work for a company that encourages or allows this form of management, the company culture is damaged and you may want to consider other options.
A horrible boss is a boss that doesn’t see the long term vision, rather, they focus only on short term fixes (band-aids).
A lack of vision gives no direction to the employees and can bring down the moral of colleagues.
Great bosses tend to have a roadmap of what to do for the coming weeks, months, and even years.
There is no room in the workplace for nepotism (defined: the practice among those with power or influence of favoring relatives or friends, especially by giving them jobs.) and bosses shouldn’t be choosing favorites in the office.
I am a firm believer (as I have learned through experience) that a manager can make friends with employees, however they have to know when to separate personal friendships from business (and this fact goes both ways).
Leaders often see any personal relationship they make with a person as an add-on to being a colleague. Leaders can differentiate work and personal stuff, and they often try to do their best to establish a great relationship with everyone at their office.
An arrogant boss can ruin the workplace with their personality because it is these bosses that walk around the office acting like they are the most powerful person in the world.
There is no room for this type of behavior in the workplace. Great leaders tend to check their ego at the door.
Working as a team is essential and working with your team is essential to have engaged workers. It’s not always about personal accomplishments, it’s about accomplishments as a whole.
Angry bosses… well that’s a great way to ruin everybody’s day. They think because they’ve obtained a position of power, they can berate, belittle, and treat others wrong.
Real leaders don’t let emotions get the best of them. They also know the importance of a good workplace environment.
They are also known as finger-pointers. Similar to someone who makes excuses all the time, this type of manager will place blame on others instead of taking it on themselves.
A great leader is able to hone up to any mistakes that they make, and even more impressive, they’ll often time take blame for any mistakes that employees have made. Just because they were not there to correct any mistakes.
12. Driven by Emotion
A horrible boss is driven by emotion. Decisions that are made by emotion without thinking through the process more often than not are the wrong decision.
A great leader keeps their emotions in check. They use rational thoughts when making decisions.
One of my favorite shows on TV is Million Dollar Listing NY. Some may see this show simply as reality hogwash. Just a bunch of realtors, with the egos the size of a mammoth competing against each other for listings, however, from a personal development and professional development standpoint, one can learn invaluable lessons from this show.
For those readers that do not know what the Million Dollar Listing franchise is, it is a series that chronicles the professional and personal lives of real estate agents in NY and LA. It also gives viewers an inside look at the world of high-priced real estate in NY and LA.
In Million Dollar Listing NY, they follow three real estate agents, (left to right) Fredrik Eklund, Luis D. Ortiz and Ryan Serhant.
Fredrik Eklund (37) has closed over two billion dollars in residential real estate over the last 11 years. He works for Douglas Elliman, the largest real estate brokerage on the East Coast, alongside his business Partner John Gomes, together they run The Eklund Gomes Team at Douglas Elliman. Eklund is also the Founder of the most high-end residential real estate brokerage in Scandinavia, Eklund Stockholm New York with three offices and 50 employees.
Ryan Serhant (30) in less than 5 years has sold nearly one billion dollars in real estate. He works for NestSeekers International. Serhant’s motto “Expansion. Always, in all ways.” is fitting in that his real estate team has grown to include eight seasoned agents, allowing him to service clients all over the world. Ryan leads a team in NY and is currently expanding with a team in Los Angeles.
Luis D. Ortiz (27), the youngest of the bunch, has seven years experience in real estate. Luis has sold more than $100 million in residential real estate over the past three years. In August of 2013, Ortiz joined forces with Douglas Elliman and founded his own real estate Team – Ortiz & Co.
Now to why I find this show so fascinating…
With every sell, with every showing, even when these gentleman are simply walking down the street (or riding their bike) they walk with an air of confidence. They are an example of a walking brand. They are not just real estate agents in New York City, they are Fredrik Eklund, Ryan Serhant, Luis Ortiz. They don’t need your business, but you want their business! You want to create a brand that sells itself. These gentleman have created a pristine brand reflective of their passion, charisma, drive, integrity and hard work.
You may not be at the Eklund, Serhant, Ortiz level but as a professional you should always be considering YOUR professional brand. There really isn’t much of a difference between your personal and professional brand but for the sake of keeping this professional let’s focus on what matters to a potential employer, networking contact, or anyone who can help you find a job or grow your career. In today’s world we have two brand representations, our walking brand being how we carry ourselves and handle our business daily as well as our online presence. (Yep… that online presence thing again…) When a colleague, potential employer, or a networking friend researches you online, your professional brand is the culmination of information easily attained.
Next is passion… passion… PASSION! These three love what they do and it shows in their interaction with their clients and colleagues. Passion SELLS! You want to get the person you are interacting with as excited and as passionate with your vision as you are. Passion is one of the core sales competencies. Have you ever tried selling a product you don’t like, or maybe a product you don’t have complete faith in? Do you realize in interviews, in relationships, in networking, you are selling yourself? Now is a good time to ask yourself, do you know what it is you are trying to sell? What does your walking brand and online presence represent? Does it match your vision? Confidence comes into play here as well. Passion and confidence go hand-in-hand when selling your product. Not only do you have to be exciting but you have to be believable. You have to believe in yourself and the product to effectively convey your message to the receiver.
In Season 3, Luis has to take under his wing a client’s son, Todd, to help sell the family home. Todd had very little, if NO, real estate experience. To get the sale, and for the sake of reality show entertainment, Luis agreed to work with Todd on the listing. Rather than seeing it as an inconvenience, Luis approached it as an opportunity. He wanted to help Todd work towards his goal of becoming a good real estate agent.
In the episode, Luis takes Todd for a run around Central Park. This run was not for the sake of fitness, rather it was a run to teach a lesson. The lesson: do not take rejection personally. Luis had Todd run around and stop random people to give them his, what I call the 30 Second Elevator Pitch. Some people looked at him like he was insane, others ran faster and away from him and there was even a few that actually stopped and listened graciously. Luis’ goal was to get Todd out of his comfort zone. He wanted Todd to understand that it is okay to be rejected, it is not personal. One situation drops, you pick up and move on to the next. In life you have to keep it moving. In the real estate game, rejection is not personal, and it’s quite the norm.
Like every reality show, the formula is to throw in the drama and this show has no shortage of drama. If you look past that and observe the work ethic each of these gentleman have you can see a formula for success. It’s all about perspective. When I watch this show I focus on the formula, the drama just adds some extra fun to the tale. One cannot deny the success of these 3 men, take a look at their online presence if there is any doubt. You can learn a lot about them just from that!
Complaining, gossiping and making excuses are just a few of the worst traits of a disengaged employee. These employees can suck the energy out of the room, can be extremely difficult to work with, and are harmful to an organization.
This infographic, which describes 13 personality traits of a disengaged employee, was crafted with love by Officevibe, the employee engagement platform that helps managers see the Return on Investment (ROI) of company culture while making employees happier and more motivated at work.
Something to note is this infographic also describes the personality traits of a bad employee. You can repair a disengaged employee, bad employees often are not repairable. In any event, any employee who carries the below listed traits should be counselled and if their performance does not improve, it may be best to let them go.
Take a look at the below personality traits of a disengaged employee and determine if you know of or work with any disengaged employees and think about how they affect your department and/or workplace.
-13 Personality Traits of a Disengaged Employee [Infographic]. (n.d.). Officevibe. Retrieved June 18, 2014, from http://www.officevibe.com/blog/infographic-disengaged-employees
Free yourself from negativity and take the word “can’t” out of your vocabulary. Just thinking you “can’t” do something immediately affects you negatively and hinders your growth.
You are capable of doing anything you put your mind to, you just have to be willing to plan and work for it.
So today, right now, we are going to remove this word for good. From now on, there is nothing you can’t do!