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  • feedwordpress 10:08:00 on 2017/01/17 Permalink
    Tags: , , , , New Leaders, ,   

    21 Things New Leaders Should Do 

    Screen Shot 2017-01-16 at 11.18.35 PM

    It’s easy to find lists of all the things that leaders shouldn’t do. Here are the positive steps you can take to build successful leadership.

    Especially at the beginning of a leadership journey, it’s easy to focus on all the things you’re not supposed to do—don’t be inaccessible, don’t play favorites, don’t build your authority on fear. And those things are important, but if you focus exclusively on the don’ts you may have a hard time moving forward.

    Here are 21 positive steps that will help you become the kind of the leader you can take great pride in, the kind people will honor with their followership.

    1. Keep tabs on expectations. As a new leader you shouldn’t take for granted your new title or your role for granted. Just because you are the leader doesn’t mean you have to have it all figured out.

    2. Grow your competencies and develop your skills. As a new leader studying every day is important, if you are doing just enough to get by, the day will come that it’s no longer good enough.

    3. Listen to learn. Odds are that many—if not all—of the people on your team know more about various aspects of the business than you do. As a new leader respect the expertise of others.

    4. Humility goes a long way. As a new leader humility is a skill that must acquired and practiced over and over again.

    5. Be the missing link. As a new leader recognize that although your team may be very capable, you were placed in that job for a reason. You bring a perspective that the team may lack. Know what it is, and make sure they know what it is too.

    6. Speak well of everyone. As a new leader, don’t badmouth upper management to your team or your team to upper management. It won’t score points with either side.

    7. Protect and shield. As a new leader guard your people from unnecessary hassles from upstairs or outside, and from any unnecessary drama.

    8. Ground yourself in trust. As a new leader make sure your people know that trust—giving it, earning it and building it together—is a top priority for the team.

    9. Gain a sixth sense. As a new leader tune into your perceptions enough to be able to walk into a room and sense the morale of the occupants.

    10. Know what is and isn’t important. As a new leader ignore trivial infractions and let them go unless they are linked to something bigger. Never ignore major violations.

    11. Be the meditator, the coach, the mentor: As a new leader act promptly to squelch dissension, disputes, discord and disagreements.

    12. Speak with candor. As a new leader avoid sarcasm, dishonesty, or gossip. Don’t let anything you say in the moment interfere with your reputation as someone who’s unfailingly candid, honest, and kind.

    13. Strive to build a workplace in which respect is the centerpiece. As a new leader it requires that you and everyone on your team focus on both giving respect and earning it.

    14. Make character matter. As a new leader make integrity and character the foundation of your leadership. Remember that you’re always leading by example.

    15. Measure your actions. As a new leader evaluate everything you do to determine whether you’re having the effect you want to. If you don’t already know, learn how to use data to better understand your wins and misses.

    16. Know what is urgent and what is not. As a new leader give a sense of urgency to tasks that are truly important. If you don’t convey it, how will they know?

    17. Be willing to admit you don’t know. As a new leader just because you are the leader doesn’t mean you have all the answers. When you don’t know, say so—then make it a point to inquire, study and learn.

    18. Treat everyone with courtesy. As a new leader treat people as you want to be treated.

    19. Stay focused on mission. As a new leader keep your mission at the front of everything you do, no matter what distractions and outside influences enter the picture.

    20. Have a low tolerance level for intolerance. As a new leader don’t EVER put up with bigots, bullies, bastards, weasels, snakes, swine, slimeballs or sleaze balls.

    21. Lead by example. As a new leader this is where your leadership will ultimately be measured. So lead by example always.

    Lead From Within: Before you are a leader success is all about growing yourself, when you become a leader success is all about growing others.

    The post 21 Things New Leaders Should Do appeared first on Lolly Daskal.

  • feedwordpress 09:42:56 on 2017/01/17 Permalink
    Tags: , , Amanda Wilks, , , , changes in the workplace, difficult circumstances, , , , , workplace changes, workplace effectiveness   

    Five Ways to Deal with Workplace Changes Positively 

    workplaces changes


    Article contribution by Amanda Wilks

    Change in the workplace is often very difficult to embrace. It may not be readily apparent to employees why the alterations and adjustments are being made. When they have to deal with workplace changes, it can become the perfect source of employee complaints and disgruntled comments.

    These can be anything from a switch in employee health insurance to a total company shakedown. Whatever the case, there are methods to make this as positive and as painless as possible to handle.

    1.      Support Management

    It can be extremely challenging to deal with workplace changes and support an issue that you don’t know very much about or don’t believe in. Approach your supervisor and let them know that you are on board, and ask if there is anything you can do to help. Ask questions about the process so that you can get more of a feel for the objectives of the changes.

    Speak only positive thoughts and feelings when around other employees and management, so you don’t get pulled into a very negative rumor and gossip mill. Some domains, in particular, will feature many changes. If you have a job in the food industry, for example, know that change is very often the norm in this ever-evolving field.

    2.      Think Outside the Box

    The reasoning for the change may not be readily apparent, so take a step back and look at the situation from all angles. What benefit is this providing? What are the long-term objectives? Who is behind all of the new policies? How long will this transformation take? Looking at the changes from management’s viewpoint may make all the difference in your attitude and your actions.

    3.      Set an Example

    While other employees may be resisting the implementation of these changes, be the change your superiors want you to be by enthusiastically plunging into the new regimen. This may make you very unpopular with your co-workers, but others may see the logic in what you are doing and follow suit.

    Further down the road, it may make the difference between being asked to stay on as an employee or being fired or laid off.

    4.      Make Suggestions

    Change is difficult for everyone, even those at the top. If you can see an area where a simple tweak can make it even more effective, tactfully point it out to your superiors. It is all probably very new to them as well, and they may welcome any input that causes the new order to be more productive, efficient, and positively received.

    Often, change comes about so quickly that every last detail is not yet completely thought out, so any input or suggestions are usually very well received.

    5.      Ask Questions

    Asking questions about the changes may quell many fears. Sometimes management automatically assumes that the rest of the personnel is well aware of the reasoning behind the moves. Be very tactful and sincere with any inquiries that you make. Relay any helpful information back to other concerned employees, or if you feel comfortable enough with your superiors, ask for an informational meeting where everyone can ask pertinent questions and voice their opinions.

    Often it is a fear of the unknown that paralyzes company personnel. Encouraging all to be forthright and honest about the situation can assist in improving morale and the general atmosphere. Communication is always key, no matter the circumstances.

    The outcome of the new regimen may take months or even years to come to fruition. Stay focused on your career, go the extra mile, and pay close attention to the outcomes of the changes. Realize that sometimes management may make a wrong call or mistakes in their judgments, and if the new rules do not work out, the business may revert to the old procedures and dynamics.

    Change from a business perspective is usually to increase production, service quality, produce a new or altered product, generate more income, or lessen costs. An employee with the foresight to understand that the business does have everyone’s best interests in mind will go far in becoming an exemplary, dependable, and long-term staff member.

    Following the above suggestions will portray you and your fellow staff as team players who are willing to deal with workplace changes and stick with the company through thick and thin. The ultimate success of the adjustments or revisions will depend on the cooperation of all employees.

    Image source: 1

    The post Five Ways to Deal with Workplace Changes Positively appeared first on Office Dynamics.

  • feedwordpress 15:30:41 on 2017/01/16 Permalink
    Tags: , baby boomers, communication gap, , gen-xers, generational communication, , millenials, , , nexters, , veterans,   

    Bridge the Generational Communication Gap 


    We can bridge the generational communication gap between Gen-Xers, Nexters, Baby Boomers and Veterans. We just have to understand and appreciate the uniqueness of each.

    If you read the January 9 Monday Motivators, you are aware that I am writing a 3 part series on communication to kick off the New Year! Communication is the umbrella of our relationships and interactions. It is at the core of what can help us be successful in the workplace. If we care about having impact and connecting with others, we have to consider the manner in which we communicate—the tools we use, the words, presentation of information, timing and so much more.

    This week I am focusing on generational differences. This is something we cover in great depth at our World Class Assistant™ Certification course in Las Vegas. I’m sure everyone reading this can relate because the various generations are all around us.

    Here are some tidbits for consideration when communicating with these 4 generations.


    Yes, they are still in the workplace and are great contributors. Some of their core values are: dedication, conformity, law and order, patience, respect for authority and believe in logic not magic. If you understand this, do you see how you would change your approach and words you use?

    • Don’t dictate
    • Recognize their hard work
    • Treat them with respect
    • Be precise and organized
    • Emphasis on work process
    • Be practical
    • Communicate in a logical fashion


    Some of the core values of boomers are optimism, teamwork, and personal gratification. They are driven and have a love/hate relationship with authority.

    • Prefer communicating in person
    • Converse with them about their work
    • Be respectful of their needs
    • Show encouragement (remember, they tend to be optimists)
    • Value their years of hard work and experience
    • They want to be kept abreast of trends


    Core values include techno literacy, fun, informality, self-reliance and thinking globally

    • Be informal
    • They love feedback, especially when they have done a good job
    • Make it fun
    • Autonomy
    • They don’t want to be dictated to; want to be a partner.
    • Quality vs. quantity
    • Share the big picture


    (Also referred to as the New Kids, Millennials, Gen Y, Echo Boomers, The Internet Generation) They tend to be optimistic, prefer collective action, social, and value diversity and morality.

    • Create participative conversation
    • Communicate electronically
    • Be supportive of their ideas and feelings
    • Avoid dictating to a Nexter
    • Build their confidence
    • Encourage them
    • Talk to them as a friend/mentor

    It is well worth taking the time to understand the various generations and communicate in a way that the individual needs. This will open more doors; create opportunities; reduce conflict; build rapport and create win-win situations.

    When did you bridge the generational communication back at work? Share with us in the comments below.

    Best of luck!

    Joan Burge

    The post Bridge the Generational Communication Gap appeared first on Office Dynamics.

  • feedwordpress 14:04:33 on 2017/01/15 Permalink

    Four Threats That Could Decay Silicon Valley 

    By Jeremiah Owyang, from Silicon Valley

    In many respects, Silicon Valley sits atop the world. Its growth and influence has made it the globe’s top location for innovation, STEM jobs, IT patents, venture capital funding, and Internet and software growth, and Unicorn startups galore.

    And yet there’s also been a shift in the Valley’s culture. Growing social and economic rifts have bred fraud, anger and protests. Where housing isn’t in high demand, neighborhoods lay abandoned. One-third of students in East Palo Alto, next to Facebook’s shining new HQ, for instance, don’t even have a home. The new administration poses many questions on the role of tech, labor, and regulation.

    One could argue that there’s an emergence of signs that strikingly resemble Detroit in the glory days of the age of transportation. While Silicon Valley will no doubt enjoy many more years as the technology capital of the world, it has its own vulnerabilities.

    In Detroit’s case, where I visited earlier this week, the Motor City reveled in its dominance in the 1950s, but growing social unrest soon culminated in a massive riot in the late 1960s. Foreign competition hit next, making the most of economic opportunities to steal market share in the 1970s. Underlying credit problems grew for decades and finally surfaced in the 1990s, and ultimately despite unprecedented bailouts, major bankruptcies hit in 2009, with the city itself declared officially bankrupt in 2013.

    Here are four threats, aside from natural disaster, or whole scale physical attack for Silicon Valley today, along with a futuristic probing of their possible conclusions in the coming decades:

    Threat One: Complacency and Competition
    The byproducts of rampant success are beginning to take their toll on the Valley, especially in the escalating costs of doing business. A concentration of talent and vision that once was a tremendous advantage is now an ever-rising obstacle for new startups or collaborative partners looking to tap into those resources. To think Silicon Valley’s trajectory will continue unabated for much longer represents an arrogance that’s creating a tremendous blind spot for the region.

    New tech oases are rising in places across the country — Austin, Texas, is a prime example — and around the world in places like China, India and Korea. In Detroit, Japanese carmakers gained their foothold when a global oil shortage spiked gas prices and opened a door to sell smaller, more efficient cars. Today, there are a lot of regions in the world where tech innovation can be accomplished for cheaper than Silicon Valley. Eventually someone may figure out how to do it faster or better too.

    Threat Two: Lack of Economic Diversity Means Fragility
    One industry in a single city is a risk. Stemming from that very same tech-obsessed culture comes the liability of being one-dimensional. The threat of a Silicon Valley bubble unplugging from the realities of the rest of America and the world could render its innovations out of touch and useless, whereas a more balanced economy where arts and humanities are also thriving is more likely to produce thinking outside the box.

    Historically, iron and steel towns have faltered when global economic shifts happen — they have no backup, and the homes, stores, and businesses that all support that single industry may result in their shuttiner. Additionally, having a variety of industries only breeds a plethora of viewpoints, which can only aid in helping guide a better technology set for humans. Where Silicon Valley is strong with tech, it’s equally deficient in the humanities.

    Threat Three: Disappearing Margins as Tech becomes Commoditized.
    The open source movement and spread of tech knowledge are diminishing Silicon Valley’s advantage over the rest of the world. There’s an abundant supply of new software developers coming into the market, and technology has a way of democratizing at such a low price point that healthy margins are nearly impossible. And if energy technology succeeds in providing inexpensive renewables in the not-too-distant future, the threshold of entry for competitors will drop even lower. While the iPhone is able to maintain a high price point, China is on their heels with a $25 smartphone. Could other regions in Asia and Europe develop open source versions of technology that smash the price of technologies?

    Threat Four: The Rise of AI, Silicon Valley build’s it’s own master
    The race to develop artificial intelligence and machine learning could backfire on Silicon Valley if AI breakthroughs displace the need or abilities of its army of tech pioneers. Or the intense pursuit of that goal could unleash uncontrollable machines that wrest power away from the elites. Technology has proven to be a capable disrupter of businesses, industries and entire ways of life. Deliver that kind of disruption on an unprecedented scale and it becomes incredibly hard to predict the consequences.

    Any one of these warning threats has the potential to morph into a serious threat to the future of Silicon Valley, and avoiding such eventualities begins with addressing their underlying issues.

    Just remember, no industry is hot forever, they all have their own lifecycles the question is, is Silicon Valley just a teething youngster, or in it’s final stages?

  • feedwordpress 09:06:36 on 2017/01/13 Permalink
    Tags: , , admin tasks, adminproforum, , conversation with assistants, question and answer, responsibilities,   

    Which administrative task or responsibility would you like to see disappear? 


    Each month we feature a question from our friends at Business Management Daily’s Admin Pro Forum. Please enjoy engaging in a conversation over this month’s question.

    Which administrative task or responsibility would you like to see disappear?

    Question: “Say your boss came to you tomorrow and said that starting in the new year, one and only one of your admin tasks is going away forever—and you get to pick which it is. What would it be, and what is it about that thing that you just can’t stand?” – the editors of Administrative Professional Today

    See comments below, and send your own question to

    The post Which administrative task or responsibility would you like to see disappear? appeared first on Office Dynamics.

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