Archive for January, 2008

Let me ask you a simple question; do you have any ‘difficult’ people on your team

Let me ask you a simple question; do you have any ‘difficult’ people on your team?
One of the subjects managers ask me to speak about more than any other is: ‘How to Deal with Difficult Staff.’

As we all know; dealing with the good guys is no problem, it’s the difficult ones that give us the challenge.
You might disagree, but hear me out on this; in my experience as a manager, I found that there are very few really difficult staff. The people on your team don’t necessarily, think, look or act the way you do, but that doesn’t necessarily make them ‘difficult.’ It just makes them different!

The other day, I was listening to a teacher on television, talking about how he was unable to handle ‘difficult’ schoolchildren. After listening to him for awhile, it became apparent that the problem didn’t lie with the children, as he was trying to suggest; but more with the teacher. He just didn’t have good communication skills.

If you have a difficult team member, or even more than one, you may feel there’s not much you can do; however, stay with me.
Instead of concentrating on dealing with difficult staff; it is much more productive to stop them being difficult in the first place. Spend less time ‘fire fighting’ and more time on ‘fire prevention.’
If managers and supervisors can create the right working environment for their team, then they’re less likely to experience difficult staff.

Here are two ways to deal with difficult staff:

1. Spend some quality time.

I didn’t say ‘quantity time’ I said ‘quality time.’ One or two minutes of quality time on a regular basis are far more productive than a one hour review every year.
You need to get to know your individual team members better and they need to get to know you.
 
Build a relationship with each individual; you’ll gain a much better understanding of them and how they’re handling the job. It will also give the impression that you care about them and shows that you’re there to help with problems both business and personal.
 
Find out as much as you can about them, their background, where they’re from, families, pets, hobbies, sports and their views on the world.
 
Discover their philosophies and faiths; how they think and how they feel. Just think about it like any other relationship – what do you want to know about this person?

Now I’m not suggesting you sit around all day gazing into each others eyes or spend half the night talking to them on the phone. I’m suggesting you do this over time, and slowly but surely, build up your understanding of the Person.
Don’t get nervous; this isn’t prying!

You might also be thinking that your team members won’t want you to get to know them that well. Well let me reassure you – most of them will, if it’s done discretely.
Almost everyone wants to know that someone is genuinely and positively interested in them. They may not always give that impression by their demeanour but trust me – they want to know you care; they want acceptance from you.
If they know you care about them, then your relationship will be much more productive.

2. Concentrate on what they do well

Here’s another way to deal with a ‘difficult’ employee.
Try concentrating on what they do well and tell them about it. Spend less time with, and even ignore bad behaviour.
It’s not uncommon for managers to invest 90 per cent of their energy responding to negative performance and only 10 per cent strengthening positive performance. If you ‘reward’ good behaviour – you’ll get more of it. If you ‘reward’ bad behaviour – you’ll get more of it.
It’s also very easy for a manager or supervisor to fall into the trap of condemning one of their team as a no-hoper or a problem child.
It may turn out that this person shouldn’t be on your team, and you may need to help them find another position.

However as Abraham Lincoln once said about someone he had a problem with –
“I don’t think I like that man, I must get to know him better.” 

Some food for thought; get to know each member of your team much better, concentrate on what they do well and you’re less likely to have difficult staff.

You may be wondering why an internet marketing coach does what he does

You may be wondering why an Internet marketing coach does what he does. After all, the best mentors already have successful businesses themselves. Why would we want to take the time from our businesses to teach you?

Certainly online marketing is part of the business world, and that world is competitive. Right?

Yes, that’s partly true. But the fact is that the Internet makes such a huge market available that the rules of competition don’t matter as much anymore. In addition, we do the work we do because we receive so much from it, both personally and professionally.

Improving the Profession for All of Us

Internet marketing coaches know what all good mentors in any field of business have always known: the more we help others, the more our entire industry thrives.

Think about your career before you turned to an online business. Most of us have benefitted by coaches and mentors in our careers. Sometimes these relationships were formal ones. But just as often—perhaps more often—we learned from more experienced co-workers or others in our field who were generous with their time and expertise.

In any field you can name, there are seasoned professionals who are willing to help others. Some of us provide extensive training for a fee; others offer an informal word of advice now and then.

This eagerness to help others isn’t just about altruism, and it isn’t just about earning a paycheck or an extra paycheck through coaching.

We do this work because we help ourselves by helping others. Successful lawyers know that they improve all lawyers’ reputations by making sure that newbies don’t make mistakes, for example. The same is true of every profession. Every member of a profession benefits when that profession has a good public reputation.

This is doubly the case with Internet marketing. Marketing itself currently has a less-than-stellar reputation with people outside of our field. People who haven’t known any better have caused further damage to the reputation of Internet marketers by having their articles “Google slapped” for being SEO-stuffed pieces with no value in and of themselves.

Those of us who work with online marketers do so to avoid these kinds of mistakes and to improve the output of our entire profession.

The Learning Feedback Loop

Benefitting our entire profession is only one reason we help others. We also receive a lot in return.

For example, as a coach myself, I’ve learned that mentoring is a two-way street.

I learn from the people I work with even as they learn from me. The more professional minds I can gather together, the more all of us benefit from fresh perspectives and ideas.

The people I coach use my tips. I use the ones they think of. All of us benefit.

The Joy of Coaching

In addition, we coaches do the work we do because we love helping others be successful. We’ve known the joy of earning the first $1,000, $10,000, or even $100,000 in a month. We won’t experience these “firsts” again, but we can experience that “first-time” excitement every time we help someone else get there.

An Internet marketing coach receives much, much more than a paycheck for his or her time. In my case, I know that I’m helping my entire profession do better. I learn from others even as I teach them.

And I get to know the joy of helping my coaching clients succeed through our work together. Being a mentor or internet marketing coach doesn’t just help the client—it’s a great boon to us as well.

Leaders should be enthusiastic

1 Leaders should be enthusiastic

Colossians 3:23 (New International Version)

Whatever you do, work at it with all your heart, as working for the Lord, not for men,
People are more willing to be enthusiastic with a leader that is the same. So go about your work with passion and your workers will follow your lead.

2. Leaders should be stable, firm and dependable

Their people see them as decision makers and as people who are not blown around by every new idea they hear or by every conflict that comes their way. Leaders that are constantly changing or compromising are difficult to trust and follow.

3. Leaders need to be good listeners

Leaders should listen to God and to others in the same way they expect God to listen to them. One of the most important aspects of effective ministry is listening. Listening is vital to communication and takes up a large percentage of it.

4. Leaders should have thankful hearts

Leaders should have thankful hearts and a contant attitude of praise, because they know that God always meets their needs and never lets them down.

Colossians 4:2 (New International Version)

2Devote yourselves to prayer, being watchful and thankful.

1 Thessalonians 5:16-18 (New International Version)

16Be joyful always; 17pray continually; 18give thanks in all circumstances, for this is God’s will for you in Christ Jesus.

5. Leaders should appreciate God for who He is.
God has done so much for all of us, as Christians and He does not want to be taken for granted, especially by His leaders who, after all, should know better. All the glory for any success in ministry belongs t God and maintaining an appreciative heart toward God enables this.

1 Corinthians 10:31 (New International Version)

31So whether you eat or drink or whatever you do, do it all for the glory of God.
6. Leaders must be secure in God

Leaders must be secure enough in themselves and in their ministry to cope with rejection. God uses rejection, at times to teach us about ourselves and to encourage us to be more dependant on Him.

7. Leaders need to be skillful in what they do.

If they are lacking in any area they need to get help or ask God to provide for them. God wants our service to Him to be an act of worship and. Therefore everything we do should be done excellently.

8. Leaders need to be forgiving people

They must not harbour grudges or hurts. It does not matter how wrong anybody is in their attitude towards us, and how right we are- we still need to forgive them.

Matthew 6:14-15 (New International Version)

14For if you forgive men when they sin against you, your heavenly Father will also forgive you. 15But if you do not forgive men their sins, your Father will not forgive your sins.

Mark 11:25-26 (New International Version)

25And when you stand praying, if you hold anything against anyone, forgive him, so that your Father in heaven may forgive you your sins.

Luke 6:37-38 (New International Version)

37″Do not judge, and you will not be judged. Do not condemn, and you will not be condemned. Forgive, and you will be forgiven. 38Give, and it will be given to you. A good measure, pressed down, shaken together and running over, will be poured into your lap. For with the measure you use, it will be measured to you.”

Ephesians 4:31-32 (New International Version)

31Get rid of all bitterness, rage and anger, brawling and slander, along with every form of malice. 32Be kind and compassionate to one another, forgiving each other, just as in Christ God forgave you.

Leaders need to forgive themselves also. A leader wallowing in self pity is no good to anyone.

9. Leaders need to be peace makers.

James 3:17-18 (New International Version)

17But the wisdom that comes from heaven is first of all pure; then peace-loving, considerate, submissive, full of mercy and good fruit, impartial and sincere. 18Peacemakers who sow in peace raise a harvest of righteousness.

Matthew 5:9 (New International Version)

9Blessed are the peacemakers,

for they will be called sons of God.

10. Leaders need to be content with what they have
1 Timothy 6:6-10 (New International Version)

6But godliness with contentment is great gain. 7For we brought nothing into the world, and we can take nothing out of it. 8But if we have food and clothing, we will be content with that. 9People who want to get rich fall into temptation and a trap and into many foolish and harmful desires that plunge men into ruin and destruction. 10For the love of money is a root of all kinds of evil. Some people, eager for money, have wandered from the faith and pierced themselves with many griefs.

10. Leaders need to be gracious

Luke 6:35-36 (New International Version)

35But love your enemies, do good to them, and lend to them without expecting to get anything back. Then your reward will be great, and you will be sons of the Most High, because he is kind to the ungrateful and wicked. 36Be merciful, just as your Father is merciful.

11. Leaders need to be bold, strong and courageous

Joshua 1:6-9 (New International Version)

6 “Be strong and courageous, because you will lead these people to inherit the land I swore to their forefathers to give them. 7 Be strong and very courageous. Be careful to obey all the law my servant Moses gave you; do not turn from it to the right or to the left, that you may be successful wherever you go. 8 Do not let this Book of the Law depart from your mouth; meditate on it day and night, so that you may be careful to do everything written in it. Then you will be prosperous and successful. 9 Have I not commanded you? Be strong and courageous. Do not be terrified; do not be discouraged, for the LORD your God will be with you wherever you go.”

Without strong leaders to go ahead, especially in today’s high pressure, ungoldly world, the people of God will be scattered, made infective and even be destroyed. Leaders will reap a harvest, fi they do not give up

Galatians 6:9 (New International Version)
9Let us not become weary in doing good, for at the proper time we will reap a harvest if we do not give up.

35So do not throw away your confidence; it will be richly rewarded. 36You need to persevere so that when you have done the will of God, you will receive what he has promised. 37For in just a very little while,

“He who is coming will come and will not delay.

38But my righteous onewill live by faith.

And if he shrinks back,

I will not be pleased with him.” 39But we are not of those who shrink back and are destroyed, but of those who believe and are saved.

Leaders must also realize that God is the source of their strength.

Psalm 138:3 (New International Version)

3 When I called, you answered me;

you made me bold and stouthearted.

Psalm 71:16 (New International Version)

16 I will come and proclaim your mighty acts, O Sovereign LORD;

I will proclaim your righteousness, yours alone.

Leaders therefore need to depend on God rather then their own strengths.
2 Corinthians 4:16-18 (New International Version)

16Therefore we do not lose heart. Though outwardly we are wasting away, yet inwardly we are being renewed day by day. 17For our light and momentary troubles are achieving for us an eternal glory that far outweighs them all. 18So we fix our eyes not on what is seen, but on what is unseen. For what is seen is temporary, but what is unseen is eternal.

2 Corinthians 12:9-10 (New International Version)
9But he said to me, “My grace is sufficient for you, for my power is made perfect in weakness.” Therefore I will boast all the more gladly about my weaknesses, so that Christ’s power may rest on me. 10That is why, for Christ’s sake, I delight in weaknesses, in insults, in hardships, in persecutions, in difficulties. For when I am weak, then I am strong.

2 Corinthians 13:4 (New International Version)
4For to be sure, he was crucified in weakness, yet he lives by God’s power. Likewise, we are weak in him, yet by God’s power we will live with him to serve you.

One-to-one leadership coaching for executives

One-to-One Leadership Coaching for Executives

Transactional leaders use conventional reward and punishment to bring on board the people they lead.

Transformational leaders offer a purpose – a vision – that those they lead can identify with.

Leadership Coaching for Executives are about Transformational Leadership. Leaders who go beyond the short-term and focus on something bigger.

It’s no holiday. First one must home-in on the strengths and weaknesses of your leaders to discover what’s needed to take them to the next level of their business and personal development. What they need to help them become transformational leaders – the people who make things happen.

A senior leadership coach is required. One that has experience in coaching, mentoring and leadership development. Using unique methods and approaches to get a message across

“Put at its simplest, transformational leaders are:

Charismatic – behave admirably; have a clear set of values; lead by example.

Inspiring – challenge those they lead with high standards; optimism; purpose. Give meaning to the job in hand; provide energy.

Stimulating – challenge the assumptions of those they lead; encourage creativity.

Thoughtful – attend to the needs of those they lead; mentor; respect the team.”

Do your Executives measure up?

Learn more about how a senior leadership coach can help at www.workingvoices.com

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