The 9 Most Despised Work Personalities [Infographic]

We encounter many different types of people at the workplace, and with every person comes a different personality. Working with different personalities isn’t easy but it is NECESSARY. It’s unfortunate but the reality is not all personalities are pleasant. Some personalities negatively affect productivity and are extremely difficult to work with.

The personalities identified on the infographic provided by AtTask lists the 9 most despised work personalities.

Are you or do you know any one of them?

Click on the infographic to see the full size version.

the-9-most-despised-work-personalities

 

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18 Ways To Be More Positive At Work [Infographic]

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!

18-More-Positive-Ways-Infographic

How does your boss stack up?

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? 

horrible-boss-infographic

1. Control
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.

2. Indecisive
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.

3. Stubborn
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.

5. Micromanage  
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.

7. Visionless
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.

8. Favoritism
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. 

9. Arrogance
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.

10. Angry
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.

11. Blame-Shifter
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.

Leadership vs. Management

Often people think that management is the same as leadership. This is not the case. While both roles are essential in every organization, there are significant differences between the two.

Management is doing things right; leadership is doing the right things.
– Peter Drucker

LeadershipvsManagement-cartoon_zps3c26815f

(Source: ToonDoo)

If your actions inspire others to dream more, learn more, do more, and become more, you are a leader.
– John Quincy Adams

Warren Bennis an American scholar, organizational consultant and author who is widely regarded as the pioneer of the contemporary field of leadership, composed a list of the differences between a leader and a manager in his 1989 book titled “On Becoming a Leader“.

The below table reflects some differences:

manager-leader

In today’s workforce, people look to their managers, not just to assign and delegate tasks, but to define for them a purpose. Employees should be energized! Make them feel they are contributing to something bigger. Managers benefit from having the ability to NURTURE skills, DEVELOP talent and INSPIRE results. Therefore in today’s workforce, management and leadership are not easily separated.

Every manager should aspire to lead!

What is Emotional Intelligence and why is it important?

Did you know that for most people, emotional intelligence is more important than one’s intelligence in attaining success in not only their lives but careers as well? As individuals a lot of our success depends on our ability to read other people’s signals and react appropriately to them.

Your EQ is the level of your ability to understand other people, what motivates them and how to work cooperatively with them.
– Howard Gardner, Harvard theorist

What is Emotional Intelligence (EI)? Emotional intelligence (EI) refers to the ability to perceive, control and evaluate emotions. Peter Salovey and John D. Mayer, leading researchers on EI, defined emotional intelligence as the “ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional meanings, and to reflectively regulate emotions so as to promote both better emotion and thought.”

If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.
– Dr. Daniel Goleman, Ph.D, Psychologist

Breaking down Emotional Intelligence. Peter Salovey and John D. Mayer have been the leading researchers on emotional intelligence and proposed a model that identified four different factors of emotional intelligence.

  1. Perceiving Emotions:  The first step in understanding emotions is to accurately perceive them.
  2. Reasoning with Emotions: The next step involves using emotions to promote thinking and cognitive activity.
  3. Understanding Emotions: The emotions that we perceive can carry a wide variety of meanings. If someone is expressing angry emotions, the observer must interpret the cause of their anger and what it might mean.
  4. Managing Emotions: The ability to manage emotions effectively is a key part of emotional intelligence.

Travis Bradberry, in his Forbes article titled “Emotional Intelligence – EQ” uses the below graphic by TalentSmart to explain that emotional intelligence is made up of four core skills that pair up under two primary competencies: personal competence and social competence.

aboutei-4box

As described by Travis Bradberry, personal competence is made up of your self-awareness and self-management skills, which focus more on you individually than on your interactions with other people. Personal competence is your ability to stay aware of your emotions and manage your behavior. Social competence is made up of your social awareness and relationship management skills; social competence is your ability to understand other people’s moods, behavior, and motives in order to improve the quality of your relationships.

For a more thorough and interesting overview of Emotional Intelligence, check out Travis Bradberry published Forbes article by clicking here.

Want to see more-or-less how emotionally intelligent you are? Take a short quiz provided by psychology.about.com to find out! Emotional Intelligence Quiz

Lastly, the “Emotional ID and You” infographic provided by eleraninginfographics.com created by the University of Maryland dives deeper into what emotional intelligence entails as well as why it’s important in the workplace.

The-importance-of-Emotional-Intelligence-infographic

Reference: Meyer, J.D., & Salovey, P. (1997). What is Emotional Intelligence? In P. Salovey & D.J. Slyter (Eds.) Emotional Development and Emotional Intellgence. New York: Basic Books.

Ready to move on to a new company? Are you prepared?

Ready to move on to a new company? Not sure what you need to do to prepare? Here are a few “Exit Tasks” to consider that will prepare you to move on to your next adventure.

Interim-Jobs

Termination Date
In your resignation letter, make sure you put the exact date of your last day of work. Often times people simply list “two (2) weeks” or “a (1) month” of notice, it is to your benefit to be specific. This avoids any issues arising with regards to paid out benefits as well as health care policies.

Health Insurance
If you are enrolled in your employer’s health care plan, confirm with your Human Resources Department when your benefits will terminate. Some group policies terminate the last day the employee worked and some group policies may cover you through the last day of the resigned month.

You may also want to inquire on your eligibility and the cost of COBRA. COBRA keeps you from being uninsured until you’re eligible for your new company’s health insurance. The Consolidated Omnibus Budget Reconciliation Act (or COBRA) mandates an insurance program giving some employees the ability to continue health insurance coverage after leaving employment.

Click on the following link for more information on COBRA: FAQ’s about COBRA

Paid Time Off
Some employers may have policies that pay out any accrued time off. Most employers that have this policy have strict guidelines that must be followed in order to be eligible. Be sure to check your Employee Handbook to 1) determine if your employer pays out any time off; 2) if there are any specific parameters (e.g. you have to give a specific amount of notice and/or have to be an employee for a certain amount of time.)

Final Pay Stub
Be sure to save and keep your final paycheck handy. Since you will be leaving this employer mid-year, the employer will have to mail you your end-of-year W-2. The deadline for the employers to mail out the W-2 is January 31. Your final pay stub can be used as reference to the W-2 by comparing your Year-to-Date listed on your pay stub. It can also be used by your Accountant to verify your gross and tax amounts from that employer for the tax year.

Current Address
Confirm that your Human Resources or Payroll Department has your correct current address. This is essential to ensure that you receive your W-2 and any other pertinent information they may have to send you. If after you leave the company you move, be sure to have the contact information of the employer to call them so they can update your address information.

To make your last days the best for you and everyone, commit yourself to be fully involved until the day you leave. Make that lasting impression as impressive as the work you do!

6 Types of Management Styles

Managers have to perform many roles in an organization and how they handle various situations will depend on their style of management. Managers often fail to realize that their management style greatly affects their employees’ motivation and capacity to learn.

The below infographic provided by FindMyShift reflects the 6 Types of Management Styles.

Which management style does your Manager represent and how does it affect your productivity and the productivity of your colleagues?

Management Styles