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  • feedwordpress 15:00:55 on 2019/03/21 Permalink
    Tags: , , Difficult People,   

    Administrative Assistants Working in a Team – Ask an Admin 


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    training_for_administrative_assistants

    Ask an Admin is a concept that brings administrative professionals together for the best peer to peer advice from administrative assistants and executive assistants from around the world!

    This week Elizabeth comes to us with a tough question:

    Dear Admins:

    I find myself in a conundrum.  In our division, we have myself (Executive Administrator) and three Team Assistants (two in our building, and one in another state).

    After a long period of uneven support of specific local teams which resulted in the termination of a previous Team Assistant, we hired a new Team Assistant to take over the area.  Thinking to avoid a repeat performance, the candidate was interviewed several managers in the impacted area, as well as the Executive responsible and myself. The start was auspicious – lots of energy, interest and willingness to learn. We are now 15 months in and I observe there is significant departure from the first 90 days – late arrivals, early departures, unwillingness to take on work, lack of communication, dropped tasks, etc.

    I am frustrated as the remaining local Team Assistant and I invested significant time to schedule weekly lunches to ensure we meshed personally, initiated a weekly Admin Team Meeting to discuss activities and needs for backup support, and arranged a weekly all-day work-together session on Fridays to close the week and answer any questions that came up in real-time. Despite individual conversations and an intervention which included the Executive for the impacted area, the behavior does not change.

    I have come to realize that this is a management issue – lack of oversight, unwillingness to oversee the employee.  I am at a loss as to the next step. My boss, our division lead & the manager’s boss,  is informed.  The admin’s manager is not willing to manage the employee to the detriment of his teams and allows the incomplete work to spill over into the task lists of myself and the local Team Assistant. Staff members complain, but the feedback falls on deaf ears.

    What is an admin to do besides pick up the additional workload to ensure the service across teams is consistent?

    Okay, now that is a tough question! What is one to do when “all pistons aren’t firing” properly? The team is suffering because one isn’t pulling their weight and it sounds like the others are having to put extra effort into covering for this individual. Wow, very tough question!


    About Ask an Admin:

    Ask an Admin will be a weekly post on our blog that presents a question that you or a fellow administrative professional submitted to us. We will choose one question per week and post it on our blog.

    If you have a question that you would like to submit, please send it to officedynamics.aaa@gmail.com and include the name you would like us to use.

    If you want to subscribe to our blog so you don’t miss any posts, please visit https://officedynamics.com/blog/ and subscribe in the right-hand column.

    ATTENTION: If you’ve submitted your response on our Ask an Admin blog post, please be patient to see your response and other responses. We have to manually approve them to prevent spammers and profanity. If you do not see your response right away, please give it time and revisit. We apologize for this but this is the best way we can keep YOUR blog clean! Thank you, everyone!

    The post Administrative Assistants Working in a Team – Ask an Admin appeared first on Executive And Administrative Assistant Training - Office Dynamics.

     
  • feedwordpress 18:53:16 on 2019/02/12 Permalink
    Tags: , , Difficult People, ,   

    How Do Administrative Assistants Handle a Micromanager? – Ask an Admin 


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    training_for_administrative_assistants

    Welcome to the part of our blog known as Ask an Admin, where any administrative assistant or executive assistant can submit any question they have and their peers (your peers) can weigh in on the conversation. We know that there is always multiple ways you can approach a situation and we would love to hear your input on how you would handle the problem or situation that is presented.

    This week Sheri presents the question:

    How would you handle a boss that micromanages? How would you handle a boss that is nasty when critiquing a typed document that needs to be reviewed?

    Wow, this is a tough question but a very good one! Micromanaging always seems to have a negative impact on the office so what do you do about it? What happens when your boss is the one micromanaging you? Very tough question to answer. So, administrative and executive assistants around the world… let us hear your answer!

    ATTENTION: If you’ve submitted your response on our Ask an Admin blog post, please be patient to see your response and other responses. We have to manually approve them to prevent spammers and profanity. If you do not see your response right away, please give it time and revisit. We apologize for this but this is the best way we can keep YOUR blog clean! Thank you, everyone!


    About Ask an Admin:

    Ask an Admin will be a weekly post on our blog that presents a question that you or a fellow administrative professional submitted to us. We will choose one question per week and post it on our blog.

    If you have a question that you would like to submit, please send it to officedynamics.aaa@gmail.com and include the name you would like us to use.

    If you want to subscribe to our blog so you don’t miss any posts, please visit https://officedynamics.com/blog/ and subscribe in the right-hand column.

    Monday_Motivators_Home

    Monday Motivators™ is a weekly email sent from Joan Burge that gives you a little kick start to the week. These emails will include work advice, life advice, and sometimes how to find that good balance. To subscribe to Monday Motivators™ please click the button below.

    Help other administrative professionals and share this page using the buttons below!

    The post How Do Administrative Assistants Handle a Micromanager? – Ask an Admin appeared first on Office Dynamics.

     
  • feedwordpress 16:15:22 on 2018/10/16 Permalink
    Tags: , , , Difficult People   

    Should You Let Your Boss Shift the Blame to You? 


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    Question: “My boss recently shifted blame in my direction for some mistakes in a print campaign, when the problem was actually some simple miscommunication between us. She didn’t blame me directly or maliciously; she just conveniently left out some facts when describing the problem to her superiors, and that made her look a little better at my expense. What should my reaction be? How much ‘bad press’ should I be willing to absorb for the sake of helping her out, since helping her out is my job?” 

    – Daphne, Public Relations Assistant

     

    See comments below, and send your own question to editor@adminprotoday.com.

     

    This post was shared by our friends at Business Management Daily.

     

    The post Should You Let Your Boss Shift the Blame to You? appeared first on Office Dynamics.

     
  • feedwordpress 22:14:32 on 2018/10/05 Permalink
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    How to Change Someone’s Bad Attitude 


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    As you know, I am big on attitude! I believe in what Charles Swindoll once wrote, “I am convinced that life is 10% what happens to me, and 90% how I react to it.” Being positive or negative about any situation will have its inevitable conclusion because you’ve already framed the end result.

    If you’re like most people reading this weekly column, you choose to surround yourself with positive thinkers. Your continuing success reflects that. Still, we can’t always avoid working with (or sometimes, living with) negative thinkers. Therein lies a problem: What can we do to change a person’s inherently bad attitude, in part so it doesn’t affect us? And should we try?

    Here are a few observations that can help:

    • People are who they are. Like spouses or children, they don’t “change” because you will it. So exerting your influence and expecting the response you want is foolhardy at best and potentially disastrous for your relationship at worst.
    • Try to empathize, even a little. Remember: Life is not fair, and it can be harder on some than others. People who feel defeated or alone in the world still have to wake up each morning and eke out a living like the rest of us. We don’t have to know the exact reasons behind their troubles to see the cloud that surrounds them at work, and to pause a moment and wish that weren’t so- for their sakes more than ours.
    • Reach out as you’re able. Make an effort to connect and be friendly- more than once, if need be. People with poor attitudes tend to be protective and distrusting- and may not initially welcome your friendship, perhaps because they fear there are “strings” attached. Be gentle in your persistence: It’ll reinforce your sincerity, likely earning their trust and a better attitude in the process.

    One final note: When a person’s bad attitude cannot be tempered by the above methods, yet still needs to be addressed for the benefit of the workplace, you may want to consider constructively confronting the situation or suggesting that a manager do so. Many times, informing people of their bad attitude in a positive way (i.e., “I thought you’d want to know the impact X, Y or Z is having on the staff, because I’m confident that’s not how you meant to be perceived…”) can help influence change, simply by making them aware.

    Have a great week- and remember your attitude impacts others, too! So share your positivity, and help everyone you encounter make the most of every day!

    joan_burge_signature

    The post How to Change Someone’s Bad Attitude appeared first on Office Dynamics.

     
  • feedwordpress 16:28:55 on 2018/08/02 Permalink
    Tags: Difficult People, , ,   

    Creating A Friendly Work Atmosphere 


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    Create a Friendly and Approachable Atmosphere

    In our fast-paced world, people are becoming detached and desensitized. We are more transaction-based, unfocused on how our interaction is affecting other people. When you have that style of interaction with others, the world becomes decidedly colder. You must be aware of when that happens and take the steps necessary to turn it around:

    • Your body language and facial expressions provide visual clues, whether you intend them to or not. You need to be aware of messages you might be sending that you don’t want to send. You should not assume you are communicating what you think you are! You must be open to inventorying your communication style and be aware of cultural diversities that could work for, or against, you.
    • It is important to be genuinely interested when a person is communicating with you. Stopping, listening, and asking questions demonstrates your interest.
    • Assess what kind of environment you work in. Do you post a warning sign that states, “Stop. I am in a bad mood,” when you are having a rough day? Some assistants will say that is exactly the message they want to send. However, even when you are in a bad mood, which is very possible, you want to be very cautious of the message you send to peers or your manager. Sending this message is not conducive to controlling your attitude or choosing what attitude to wear each day.
    • What kinds of things do you surround yourself with that make you look unapproachable? (Your job is to support people whether you want to be bothered or not.)

    Come In with Zeal, Leave with Zen

    You go to work with zeal, having a mindset that you will conquer the day. Then you get into the office and find it is like a zoo.

    You want to leave with Zen, so you approach work by being excited about what you are doing. You approach your work with a good attitude, no matter what happens!

    You find that your work improves, and as that happens, you feel good about what you are accomplishing and how the work is moving forward.

    You are now adding value every day, and it isn’t dependent upon everything at work being perfect. You are managing your attitude (in spite of the zoo!) and so, when it’s time to go, you leave with a Zen-like peacefulness, knowing you cannot be moved by what’s happening around you.

    You form your own emotional “environment,” and in so doing, you work better and have more peacefulness. That’s how you come in with zeal and leave with Zen.

     

    This excerpt is from the book, Who Took My Pen…Again? by Joan Burge. This is available for purchase at the Office Dynamics Success Store.

    The post Creating A Friendly Work Atmosphere appeared first on Office Dynamics.

     
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