Ilene Marcus, Author at Aligned Workplace

Ilene Marcus

Author Archives: Ilene Marcus

Minutes are the Memory

Meeting Notes are good for the team and for your career. Actually, notes from all meeting are a critical business tool. The notes become the memory so if it falls on you to take the notes, it’s a more important role than you think. Business Management Daily wrote a great foundational article on taking minutes by Caroline Kaufman My advice is front and center! If you are responsible for the minutes, you have a heavy weight on your shoulders. Your words will become the institutional memory. Be clear, consistent and most of all “un-annoying” as you take notes and make sure you get the gist of the meeting conversation.

Taking minutes in general is important. It doesn’t matter if it’s for business and the whole team is counting on you or for yourself. At work, you probably get more direction and feedback and a format – find lots of good ideas about that in the article. However, when taking personal notes, let’s just say, at the Doctor’s office or with the refrigerator repair people (that’s a whole other topic for me) it’s critical that you are clear, consistent and can read what you wrote. And of course that it makes sense and you know what to do next.

After all, the main purpose of minutes is to put everyone on the same page about what happened and then what will happen next.

In this digital world I’ve found that it helps to put your notes in your phone. I text (technically it’s type but it feels like texting) put my notes, right in the notes section of the contact. I usually put something I will remember like, Walmart clerk with red hair and rugby shirt said buy this Roku. Hint, hint, that’s a topic for my next blog, disruptive technology and me and I like it….

The full article on taking notes can be read on Business Management Daily. And remember, when you can’t remember that’s why we have the written minutes. Keep track and if you are not the minute taker, make sure you read the minutes and make any corrections. Take note of anything that impacts you or your department and use it to your advantage.

The minutes are the memory. Use the memory.

Featured in Glamour.com: The Single Most Important Advice for Your Career

Good career advice and career guidance are like a good hairstyle. You want to know where to get it and how to keep it. The single most important career advice, after being competent which is a baseline “give-me” is don’t annoy your boss. If you learn the common mistakes most workers make, you can fix them and move up the corporate ladder. If you annoy your boss It all boils down to one solution. Honesty. It’s that simple, You can embellish, subtract and tone-it-down, albeit it all comes down to this. A good boss can smell the BS cubicles away. Fool them once, and there will not be a second time. Honesty about your abilities, efforts, and work status is key to building your reputation and a good relationship with your boss.

Follow the logical career advice of why honesty is truly the best policy. Or, if you must, follow the yellow brick road but, it’s the long way around. Learn this simple career advice and be honest with your boss:

Your Boss will win the race.

The Boss will figure it out, before you do. Usually the boss has smarts even if you don’t see it. This means unless you get a crash course on whatever it is you are lacking, a good boss will figure out that you don’t know before you figure out how to know it.

Ask your Boss for face-time and career guidance.

If your Boss is fair and not a jerk, he or she will value the opportunity to show you their way, teach a new skill and mentor you. A good boss intuitively understands that employees value face time with them. Therefore, they want you to learn from them. They may not know you need the help. Ask for what you need.

Learn to ask without being needy.

This is a hard one for most. Keep your voice, your mannerisms and your tone calm, cool and collected. Don’t give long explanations. Just ask for what you need. For example: “Can you show me how you would like the pivot table?” If you ask, your boss will make the time to show you what you need or find someone else to help you.

See the big picture.

The boss has to see the forest and all the trees in that forest to keep the forest growing. Know the type of tree you are and where you fit into that forest. Make sure you keep your tree strong. If you don’t get this advice, email me. You need my help…..

This article in Glamour.com covers the 8 Worst MIstakes That Annoy your Boss More than Being Late. It’s a quick read and worth it.

Follow Tip #7 from yours truly: You say you understand – when you really don’t! It all boils down to simple honesty. What do you think?

SarderTV Interview: Managing Annoying People.

Speaking about Managing Annoying People is so much more than talking. Don’t get me wrong, I like to talk. I live to talk. I enjoy managing. I relish managing annoying people. I exist to provide words of wisdom and new ways of looking at situations when you are stuck and not having fun, especially at work. And usually, it’s not what you expect, that gets you. I love to help you become a better you. More importantly I’ll help you have more fun at work while you increase your sphere of influences. That means your boss (even if you are the boss, your Board) and your direct reports, and their reports will value your thoughts, advice and direction.

Check my interview on @SarderTV. We talked about my book #ManagingAnnoyingPeople #AlignedWorkplace and much more bout how to stop annoying people from stealing our zen or how to find your zen…..watch it here Managing Annoying People on SarderTV.

Intro

Learning is Imperative

What is this book different from others?

And there’s more segments. See the rest of the series on SarderTV Managing Annoying People. Don’t fret, I’ll email them to you next week! Stay on the lookout.

And if you don’t know about SarderTV, you are missing out:

Headquartered in New York publishing exclusive high quality video content from Fortune 1000 Corporate Leaders, Best Selling Authors & Ivy League Professors. With a purpose to “Promote Learning”, the platform is based on the core values of Continuous Learning, Innovation & Performance.

Started by Russell Sarder (Author, Entrepreneur & CEO of Learning) in the fall of 2012, the platform has grown tremendously since then, with interviews from more than 170 thought leaders and a dedicated team of experienced & well-known journalists.

Thanks to the SarderTV team for featuring me. Special shoutout to Vanessa Tyler, Correspondent for her research and thoughtful questions.

Listening isn’t enough! Read the book or read my blog or call me. If it’s the middle of the night, wait till the am and call me and buy the book now at #Managing Annoying People on Amazon! Email me at ilene@alignedworkplace.com.

Learning is Imperative!

Ilene Marcus Aligned Workplace Mind Tools pod cast

Mind Tools: Hammer out Annoying Team Interactions

Mind Tools reaches 25,000,000 people via their site (mindtools,com) each year to learn management, leadership and personal excellence skills they need for a happy, successful career. Join them and listen to my interview!

Mind Tools happily shared the link to the entire 30-minute interview.

Thanks to Rachel Salaman at Mindtools for the thoughtful questions that tap into how you can manage those irritating day-to-day interactions. You can contact Rachel by clicking on Rachel Salaman.

How to Manage Annoying People

SLA Session 6/19/2017: Managing Annoying People

A true honor to present “Managing Annoying People” at SLA in Phoniex Arizona. A group of dedicated passionate Information Professionals who manage up and down, sideways and have to manage their customers as well. Thanks to all who attended the session, shared your real workplace conundrums and found more Amazing, than Annoying!

Many have asked for the presentation – so here it is.

SLA presentation; Managing Annoying People

Keep in touch and share your stories and thoughts!

4 Tips About Finding Hidden Gems

Hidden Gems are rare. If you know how to spot them, your team, your productivity and the cohesion productivity of your team will vastly improve. This article in Expeerter Magazine – tells you exactly how to spot them. A great tool for situations where legacy employees have dominated and its time to make a change. Promoting from within, let me restate that, the right promotion from within, will improve team morale, boost team engagement and well, make your life as a manager much smoother. On-boarding will take less time, you know the “hidden gem” fits the culture and all you have to worry about is helping your gem adjust to their new status and leadership role. Call me for help!

Thanks to Kate Rodriquez for a great interview and an easy read purposeful, and VERY relevant article.

Turns Out, You May Be Sitting On Hidden Talent

What’s Next:

I Crossed the Picket Line and Other Tales for Getting Over the Hump.

Thanks to the FastLeader Legion and Host Jim Rembach for a fast paced insightful interview. Jim’s engaging style moments puts leadership into action. Leadership is a hard won skill, once your get management right and impacts your workforce every day.

Click here and listen to this upbeat discussion on the Fast Leader Podcast

Link: http://www.fastleader.net/iTunes

ToTweet: I helped the Fast Leader Legion get over the hump on the @FastLeaderShow with @BeyondMorale – check it out at www.FastLeader.net

Tweetable Quotes and Mentions

Listen to @talkism and get over the hump on the @FastLeaderShow Click to Tweet

“As the leader, you have to separate yourself from the pack.” -Ilene Marcus Click to Tweet

“Say what you mean, mean what you say, but don’t say it meanly.” -Ilene Marcus Click to Tweet

“Avoiding, in an annoying situation is perilous to you and your organization.” -Ilene Marcus Click to Tweet

“Someone at work is going to annoy you, how can you be ready and not react?” -Ilene Marcus Click to Tweet

“Setting expectations and setting boundaries is extremely important.” -Ilene Marcus Click to Tweet

“People actually enjoy hearing no sometimes.” -Ilene Marcus Click to Tweet

“Pride of ownership is very important to success.” -Ilene Marcus Click to Tweet

“How do you help your employees make that idea their idea, not your idea?” -Ilene Marcus Click to Tweet

“If employees feel they’re part of the solution, they’re going to be a lot more bought in.” -Ilene Marcus Click to Tweet

“Leadership is a righteous perk, once you get management right.” -Ilene Marcus Click to Tweet

“Good managers are leaders and good leaders are managers.” -Ilene Marcus Click to Tweet

“What makes you a leader is working with a team, having a vision, and having them own that vision.” -Ilene Marcus Click to Tweet

“Everything is about the integration between my vision and how to put the pedal to the metal.” -Ilene Marcus Click to Tweet

“I have an economic contract with my employees, and that’s the basis of our relationship.” -Ilene Marcus Click to Tweet

“I need the job done, it’s not just about being friends.” -Ilene Marcus Click to Tweet

“Make sure you come with your joy and who you are to everything you do.” -Ilene Marcus Click to Tweet

“Most of us have careers that have blended our work and our lives.” -Ilene Marcus Click to Tweet

“If you don’t bring the joy, what are you doing?” -Ilene Marcus Click to Tweet

“If you’re not loving who you are and how you do it, do something else.” -Ilene Marcus Click to Tweet

“Set the goals, watch the steps and bring your team along.” -Ilene Marcus Click to Tweet

“If you don’t believe in your ideas, no one is going to.” -Ilene Marcus Click to Tweet

“There’s always options, it’s our job to find them and make them work.” -Ilene Marcus Click to Tweet

What Does Oman’s #1 Business Magazine Say About Building Team Trust and Why Should You Care?

Building Team Trust is relevant in all cultures. Business Today is the premiere business magazine in Oman. But, you ask, where in the work is Oman?

It’s a teeny tiny country in the Middle East, that for the most part, nobody has heard of. And you need to go there ASAP. Seriously, read this article on Buzzfeed – reasons-oman-should-be-the-next-country-you-visit.

It’s an honor to have an article featured in this monthly magazine – promoting the importance of team engagement, cohesiveness, and trust.

We Mean Business – is Business Today’s tagline and its working. Business Today, is a highly circulated English language business magazine. Since it’s inception in 2001 it is growing tremendously. A monthly magazine that covers business news and features, personalities, debates of a wide array of topics, and business banter. Recognized all over Malaysia as the definitive business magazine that brings the business community closer and exposes them to the global competitive edge. Business Today caters to the increasingly important segment of the nation’s economy – the small- and medium-sized businesses around the country as the magazine that helps their business grow.

Geographically Oman holds a strategically important position at the mouth of the Persian Gulf, the country shares land borders with the United Arab Emirates to the northwest, Saudi Arabia to the west, and Yemen to the southwest, and shares marine borders with Iran and Pakistan.

Why all this interest? I wrote a guest blog on building team trust. Important in all cultures, this quick read boils down the top managerial focus of building a cohesive, engaged team.

Know the diferrence between individual and team skills
Make time to nurture team attributes
Actively manage team meetings.

Read Ilene’s Article in Oman’s Business Today-Build-team-trust.

Tell us what you think of OMAN and when you will visit?

7 Proven Tactics in Managing Team Members – Huffington Post

7 Proven Tactics in Managing Team Members is a good quick read with actionable advice.

There is lots of “noise” out there about what makes a good team. Experts agree that the advice given in Managing Annoying People: 7 Proven Tactics to Maximize Team Performance hits the high points. Its a quick read, with very common sense advice that you can follow. The ideas will make you think about your situation and spur new ways of acting in the workplace. You can impact team and individual relationship dynamics with a little focus and a toolbox full of tricks.

You can Read the Full Article in Huffington Post.

Every day is a new change to manage your team instead of them managing you!

Workplace Culture: Kununu – Who Knew?

Workplace culture is the air we breathe. kununu is the honest company review platform. On Kununu you can get + share workplace insights that matter. kununu also helps growing companies attract top talent by providing a customizable, easy yet powerful way to showcase their brand as an employer, giving them a truly competitive edge for HR & talent acquisition. Learn more about Kununu by clicking here.

Workplace culture is critical to everyone. As leaders, we have a responsibility to set the foundation. How our employees and stakeholders feel our values, speaks volumes about our style and our leadership ability. Culture is a quick litmus test about how we how who we are. Read this article to gain insights hear What Is Company Culture? 25 Business Leaders Share Their Own Definition.

What do you think about company culture?

Do You Know How to Get Things Done?

Insightful article on how to GET THINGS DONE. Not just saying that because I am quoted – I’m quoted because I agree that managing process for your team is a cornerstone skill for leaders and managers. Setting the tone and process for your team is always a timely topic, whether tweaking an old project or starting on a new endeavor – timing and process is key to success.

Communicating with your team about the priorities is critical to organizational success and moving the work process forward. Aligned Workplace helps C-Suite Executives, Business Founders and Managers hone their messaging and align resources and tools to get things done. Being able to define the process to your team, breaking down the process and the hand-offs between departments/units/divisions is a key competency of good leaders. Make sure you know how to get things done.

Check out this article on the Wrike Management Blog that includes stories, & new approaches to work management,collaboration, & productivity.

Learn anything new? Let me know.

Empowering the Quiet Team Leader from the Back of the Room

Quiet Team Leader. Definitely a high point to be featured by Dan McCarthy on his Great Leadership Bog. This post was inspired by a woman who was on my team for five years. Rose is the quintessential quiet leader, who sets the tone, raises the bar and urges others to be better and do better. She models, caring authentic behavior in every situation. Those were five high growth years!

Read my guest blog on Great Leadership by clicking here. Do you have a Rose on your team? Tell me about the qualities you admire in this person.

Attract the Life You Want. Pull Don’t Push: My First Blog on Sixty&Me!

Attract the life you want. Many business lessons are applicable to our non-work lives. It’s all a matter of how we understand the lesson and apply it to our circumstances. My hope is to make the link from the lessons we’ve learned in our professional lives to action for readers based on these sound business principles.

My first monthly blog discusses how to attract what you want. This is based on the marketing principles of pulling, attracting, instead of pushing or selling, a strategic marketing tactic.

Honored to contribute to this awesome community. Check out Sixty&Me Website!

Read my Blog on Sixty and Me: Want to get more from life stop pushing and start pulling.

Tell me did I hit the mark?

Interview with Mike Schikman on Managing Annoying People

What a great interview with Mike Schikman! Managing Annoying People includes Mike’s crazy neighbor, who likes to shoot a cannon off after his favorite football team wins. And that drives all of the neighbors crazy because they root for the other team. That certainly is annoying. Best advice, take it down a notch. Have a real conversation about how it impacts the neighborhood. Be the voice of reason, even though you are irritated.

Although I usually write about business settings, my common sense advice is applies to most annoying situations. Mike Schikman has been a broadcaster for the Harrisonburg Radio Group since 1988. Before then, he was a radio voice of James Madison University football and basketball for 29 years.

Listen to it here – its entertaining……..http://wsvaonline.com/podcasts/ilene-marcus-managing-annoying-people/

Write to me if you would like to banter…… ilene@alignedworkplace.com

28:44: The mark to listen to me on School for Startups!

Thanks to Jim Beach for a great interview on School for Startups.

The show features interviews with entrepreneurs and authors who share advice with listeners looking to grow their business or start one. Jim Beach is a recognized leader in entrepreneurship, a featured speaker, author of the book School for Startups, and host of the radio show School for Startups. And a lot of fun to banter with!

Short Answer: Probability is it is you who is Annoying:

Managing Annoying People on School for Startups

Click at the 28:44 Minute Mark

Write and let me know if you know who is annoying?

Signs You Can’t Trust Your Boss – as Quoted in Reader’s Digest & MSN!

Trust is a cornerstone of business relationships between customers and suppliers and between bosses and subordinates. It’s even more complicated in day-to-day working relationships. Between roles, responsibilities, work product, team dynamics, it can get confusing. I like the age old rule of:

Fool me once, shame on you.

Fool me twice, shame on me.

Here are two clear signs that the boss-subordinate relationship is broken:

Sniping Publicly.

If your boss is sniping at you publicly or making an example of you in team meetings, this is a sure sign, something is up and you can’t trust in him or her right now. If it’s because your boss is annoyed with you, doesn’t really matter what you did or didn’t do, he won’t be your best ally right now, so don’t trust him (or her). Although some of the remarks and comments may be issues you have discussed in your evaluations or one-on-one meetings, if it’s happening publicly, even under the breath, first priority is to stop trusting and figure out a plan of action to address the situation.

Explanations are not Forthcoming.

Of course, your boss does not report to you and as such doesn’t need to check in and tell you what they are doing. However, as your superior in the organization, the boss is responsible for keeping you informed about policy, programs, changes in plans overall company strategy. If your boss stops telling you the why, behind assignments, plans, meetings and other office issues, it’s a clear signal, that may have nothing to do with you, although now has everything to do with you. Your manager’s key job is to provide staff the tools, resources and direction to staff so that they can perform their job. If your` boss stops providing these things. Stop trusting.

Read the full article with my quotes (slides 6 and 7) in Readers Digest- 9 Clear Signs You Can’t Trust Your Boss.

Have you ever been in a situation where you aren’t sure who to trust in the workplace?

Build Powerful Engaged Teams: Guest Blog on ShiftWorkplace.com

It has been a real pleasure to work with Shift Management on presenting the Managing Annoying People Webinar and writing a guest blog on Powerful Engaged teams. You know I like to say, tend to your PETS (Powerful Engaged Teams) to drive success.

Maire Gervais, Ph.D, CEO of Shift Management says:

You need employees who can make good decisions, take initiative and show leadership. They have to be able to apply new ideas and technology while keeping up efficient and productive work. When people learn at work, they keep their thinking skills sharp. Shift Management provides the tools you need to succeed in workplace learning.

The 3 main points in the blog are:

As a leader and manager in your company, it’s your prime responsibility to provide the framework for staff to perform. Master these three management skills to cultivate high performing teams.

Nurture Attributes that Contribute to Team Success: Even if you know what drives each individual, as the team manager you must also know how to drive the team as a cohesive unit.
Use Techniques that Drive a Collaborative, Joyful Team Culture: Laughter in a meeting can be a great business driver. Make sure you know how to motivate your team to work together.
Hold Effective Team Meetings: We all know the basics, its applying them that gets messy. Use all the “text book” rules to hold productive meetings.

Read the entire quest blog by clicking here.

Tell me what you do to foster team performance. What would you like to stop doing and start doing?

Make Leading a Better Job – My Guest Blog in CEO Magazine!

Every now and then we are asked to do something that scares us. As entrepreneurs, leaders and fearless business mentors, we know we need to do it. That’s how I felt when CEO Magazine asked me to be a guest blogger. And we all know the story — what pushes me, makes me stronger. How exciting another growth opportunity!

Working with CEOs, Founders and Business Owners, I serve as a confident to those who have the weight on their shoulders of being in charge. It’s lonely at the top. Mentors are a valuable resource. I feel your pain. I know your pain. I survived your pain. I can help you do it with joy. Anytime you can get rid of distractions and focus on what motivates you, you will be happier. Your team will be happier. At work, happier equals productive, and successful.

Read my full guest blog, Make Leading a Better Job

Tell me, what gets in the way of your priorities and leading with joy at work?

3 Playing Favorites at Work Secrets You Never Knew – With quotes from RBJ!

Is playing favorites ever a good idea?

There are always two sides (or more) to a story and in each situation we may not have the whole picture. Short answer – playing favorites is never a good idea. True answer – someone will play favorites and it will impact the team dynamic. The question “How to handle this?’

Give Up Figuring Out Why. You will probably never know why certain people are treated as a favorite. It’s a waste of time and energy to dwell on it. Once designated a favorite, it’s an uphill battle to dethrone them. It doesn’t really matter how they are connected, prior work, school, church, family, community or serendipitously (route to work, lunch place, etc.). It may be a moment in time connection, the boss was impressed by them or they may have had an opportunity to be useful on a professional or personal level and it’s being rewarded. They may also just know the right way to manage up and be noticed. It doesn’t matter. Acceptance is the answer.

Determine if its Righteous Indignation. Being treated with fairness and equity is a basic human driver. Everyone wants to be noticed and appreciated. The team leader should be brutally honest and ask, does it just bother me or are other people truly aware and annoyed or aggravated by it. Do I notice it more as the manager or is it that obvious to everyone?

Use Tangible Evidence at Your Own Peril. – if this situation is truly impacting team productivity and effectiveness, the work product and the bottom line, document tangible evidence. Show the quality of their work, such as a poorly written report to the senior manager and let him/her know that the way this individual is treated by them, particularly in front of their peers makes them unmanageable. Explain how this compromises the work quality and your ability to lead the team. And make the direct link, if possible quantified, that it’s hurting the company. You do this at your own peril, even with the best intention and documented proof, it may not change the situation.

Actions to take as a Manager:

Ask Sr. Management if you as team leader can have input into special assignments since it’s your job to know the strengths of your team members. Be prepared to provide insight into good project fits as well as address any cascading impact of workflow and schedules.

Find out what went into a decision that seemed like a favorites situation. Have a conversation with your manager to better understand Sr. Management’s needs and skill set being pulled out for special projects.

On a day-to-day basis, as the manager, continue to support your whole group, not hold grudges against the “favorites” (especially if they are doing a good job) and find ways (projects, reports, briefings, face time) to support those you feel are overlooked by Sr. Management.

Do you read Kathleen Driscoll’s column in the Rochester Business Journal? You should. I have a huge affinity for Rochester NY. Home of the lilac festival; the Center for Governmental Research (GCR), whose Board of Directors I sat on for years; two of my nephews attended RIT; friends, Patty, Marianne and Rich who did or do call Rochester home; and creator of the “garbage plate” (if you are a foodie and don’t know just ask!). Rochester truly is a microcasim of any city USA – so pay attention. The business cycle has a tendency to repeat itself.

You can read Kathleen’s article that I am quoted in (yes it’s all about me) by clicking here.

Do you have a story about a time that Sr. Management played favorites? Please share — now it’s all about you!

The Hidden Mystery Behind the Workplace Martyr (full article on Monster.com)

Are you one of those people who come to work early, leave late, answer work emails constantly from home at all hours and rarely vacation?

Individual work styles evolve for a variety of reasons. Regardless of the driving force, be it cultural, emotional or economic, what matters is how you as an employee acclimate to your current company culture.

In this fast pace — remote — always connected business cycle, depending on your position and the workload, it may actually be a necessity to never let your emails go unanswered. The key is to know how to unplug when circumstances warrant it and not to bully others into your work cycle. A good step is be honest with yourself about the expectations your behavior sets for yourself and your team. If your intent is to be noticed and appreciated, and you remind people of that constantly, chances are you are the workplace martyr. Alternatively, you could just be obsessional or a people pleaser.

I’m quoted in this article in Monster.com Are You the Workplace Martyr?

Let me know if you are the Workplace Martyr or you have one on your team. I’m here to help!

Startup Professionals: 7 Proven Tactics In Managing Annoying Team Members. Go Slow to Go Fast.

Honored to be featured by Marty Zwilling on Startup Professionals, for Entrepreneurs Who are in a Hurry to Succeed. Go slow to go fast is sound advice. I am kindred spirit when it comes to start-ups. Having been a DoubleClicker and spent most of my career as a rain maker, I was always in startup mode. My DNA is hardwired to build a strong foundation for a scalable enterprise in a very short time with strict budget parameters. My personal mantra is taken from Cosimo di Giovanni de’ Medici (take the secret passage tour in Florence) known for unifying Italy. Cosimo’s words: “Go slow to go fast”. That means getting it right the first time.

Marty’s credentials: CEO & Founder of Startup Professionals, Inc.; Advisory Board Member for multiple startups; ATI Angels Selection Committee; Venture Mentor at ASU. Published on Inc., Forbes, Entrepreneur and Huffington Post. Feel free to follow Marty on Twitter StartupPro or Circle me on Google+.

In Marty’s own words:

We have all had to work with annoying team members in business. If you are not their manager, it’s tempting to just walk away, tune them out, or react sharply, but these reactions are not appropriate for managers, and are equally ineffective for peers and team mates. Remember that annoying doesn’t mean non-productive – these may be top performers, with critical business skills.

The good news is that you can learn to deal with well-meaning peers and people you manage, by employing a set of proven tactics, as outlined in a new book, “Managing Annoying People,” from veteran business leader and workplace consultant Ilene Marcus. As a long-time business adviser, I fully support her key pragmatic relationship strategies, which I paraphrase here as follows:

Click here to read Marty’s entire article: 7 Proven Tactics In Managing Annoying Team Members.

Based on Marty’s comments, can you share your start-up challenges that you can’t afford to get wrong?

Webinar Replay of How to Manage Annoying People

In this fast paced webinar – hosted by Shift Management – I provide go to tools for changing the relationship dynamic with annoying members of your team. You will also find some tips on how to deal with others who are annoying you – such as your next door neighbor (just saying).

Do you have annoying situations at work that you need help with? Email me with your workplace conundrums – Aligned Workplace can guide you!

5 Signs Your Team is Annoying You

My guest post in Excellence Essentials, presented by HR.Com, gives you the road map to the 5 key signs that your team is zapping your energy. Day in and day out in my work with executives, teams and random managers, these telltale signs signal that the boss-team relationship is broken:

1- Your Ideas are not Evolving

Doesn’t matter how you present it, you team does not take the ball and run with it.

2- Team Meetings are Productive but Excruciating

Really another team meeting already, the pain, the pain.

3-You’re Babysitting Your Direct Reports

You’re the adult and everyone else acts like children always asking you for permission, direction and resources. Decisions are not made if you don’t take on the responsibility.

4- 1-on-1 Meetings Are Eating Up Your Calendar

Everyday it seems like the only meetings on my calendar are with my staff. over and over again. .

5- Your Team Agenda is Eclipsing Your Priorities

Its all about their workload and scheduling, why are my priorities as the boss, not getting done?

To read the HR.COM entire post Click Here!

Tell me if your team is annoying you. If so, give details!

Why People Pleasers Don’t Make Good Managers

If you constantly say “yes” to your team, you may be a “doormat boss.” This is about your behavior as a boss and not the annoying staff that keep asking you questions. Break through this workplace dynamic and increase your sphere of influence with these three strategies (read the full Fast Company article with my quotes):

Step 1 – Look Through Subordinates Eyes

The key to overcoming this habit is for the pleaser to become aware of the impact this behavior has on others – do a 180 degree turn and look at it through the subordinate’s eyes. At first they may like it and it makes them feel good – eventually, the manager becomes a rubber stamp and is not respected; as the employee learns that this person says “yes” to everyone and that their need or request is not truly evaluated, therefore “yes” is not meaningful. If a boss says “yes” to everyone, the value of “yes” diminishes and so does that bosses sphere of influence. Think about Jim Carrey in Bruce Almighty – if everyone wins the lottery ticket and gets what they want, it’s pretty worthless.

Step 2 – Being Liked Does Not Always Produce Results

In my first job as manager I wanted everyone to like me and want to work for me (mind you I was managing about 10,000 people). I quickly found that my employees liking me did not produce results. Producing results and making sure employees meet their work contract is a key management function. I’m not saying you can’t be kind. What I am saying is that you must look honestly at your own behavior, if the results are lagging and you as manager are stepped on by your employees because you are people pleasing, it will impact productivity. A lot of people count on you at your workplace; if you are too busy people pleasing and by definition that means, taking on more of the work, letting things slide, and letting your team manage you, everyone’s results are compromised.

Step 3 – “No” Is A Complete Sentence

Let’s be clear about the power dynamic in the boss-subordinate playing field. One player is the boss, and one is not. Whoever said in the sandbox, “you’re not the boss of me,” was dead wrong when it comes to workplace structure. Practice saying “no” and say it as often as necessary.

What’s Next:

If you have doormat tendencies, be honest with yourself about why you are trying to please others. Make a conscious choice to think about the request before responding. Practice saying “no.”

To read the Fast Company article on this topic click here,

Have you ever had a doormat boss? Tell us in comments what they did that annoyed you.

And if you need to learn how to say NO – you’ll enjoy my book!

The Double Standard

Originally posted on Linked in – this personal experience really helped me see the bigger picture. You can read the full article on linked in.

Tell me about a time in your life you didn’t get the double standard.