Hi, Managers and Supervisors. How's it going?

In today's podcast episode, we explore having good boundaries in the workplace.

Have you ever worked with someone who has no sense of boundaries?

What do I mean?

Here's an example:

Someone who asks you personal things or wants you to do something for them is entirely out of line, sarcastic, embarrassing, and takes advantage? They have no filter or common sense that it is not appropriate.

It could be your boss, a co-worker, or an employee.

How do you handle these situations without feeling rude, resentful, or used?

Here's an example of setting boundaries with a person with no filter or asking things that are none of their business

I've worked with people who would say what they were thinking without stopping and pausing before speaking. There was no holding back if the words were unkind, insensitive, rude, pushy, harsh, gossip, or nosy.

I remember working with a person that loved to gossip about everyone at work. She would come into my office and start talking about others or trying to get information out of me. I would say I am swamped right now or change the subject or stand up and tell her I have to go. Finally, she stopped coming into my office to gossip.

What if someone is harsh, unkind, rude, and pushy to you? Ask them - how you are doing or what's going on. You would be surprised how that can change the conversation from hostile to civil. Stating what's going on gives them a chance to explain how they feel about their situation or problem.

Here's an example of someone that takes advantage - the Doer and Slacker

The doer personality will sometimes take on your people's work without recognizing that the slacker is pawning it off. Especially when a project is close to a deadline in a team environment, the Doer will step in to finish the project on time.

How does a Doer get the slacker to complete their part of the project? By not rescuing them. Let the project deadline go over, and don't protect the slacker, the uncompleted task assigned to the slacker, and everyone knows it. If the slacker is accountable for their actions, they will have to start stepping up to complete their part when everyone doesn't let them get away with it. Keeping up with the boundary of not doing the slacker work is necessary to change the behavior and for the boss to become aware. Remember, it is not your responsibility for that person's lack of completion. You are responsible for yourself and you alone; this is a complex concept for the Doer, but setting the boundary of not covering and doing all the work will stop being taken advantage of and give you more time to do the things you enjoy.

As a manager or supervisor, there are times when employees push the boundaries, asking you things you can't discuss and communicating to them that you can't comment on this.

What are some boundary techniques you use at work?

Today's podcast Affirmation

I have good boundaries at work!

Did you find this helpful? If so, please share this podcast with others!

Until next we meet again!

#managers #supervisors #leadership #leadershipdevelopment #anchorpodcast #managementpodcast #leadershippodcast #management #boundaries #goodboundariesatwork #boundariesatwork 

Hi, Managers and Supervisors, How's it going?

In today's podcast episode, we will be exploring the technique of journaling in the workplace as a manager and supervisor and how it may help keep you in the proper perspective during challenging situations.

Journaling may work out specific problems, generate ideas, and brainstorm. Writing down thoughts, ideas, and emotions can help release tension and encourage creative thinking. This writing can help develop new ideas for products and services and improve customer service techniques. Focusing on the concept, process, or development through journaling may challenge you to discover creative solutions.

Journaling Questions:

Today's podcast Affirmation - To purchase Work-Life Balance Affirmation Cards

I journal to make good decisions!

Did you find this helpful? If so, please share this podcast with others!

Until next we meet again!

#managers #supervisors #leadership #leadershipdevelopment #anchorpodcast #managementpodcast #leadershippodcast #management #journaling #journalformanagers #journalingforsupervisors

In this podcast, I talk about the real things that most people are afraid to talk about as a manager and supervisor. 

Why is that? Fear. 

If not discussed, how will change happen?

As good managers and supervisors, our job is to lift employees' to their highest potential, encourage them, build their self-confidence and help them succeed in what they do at work.

What if the work culture doesn't support this type of leadership philosophy?

Do it anyway. You and your employees need and want to be encouraged to flourish.

But who inspires and uplifts the manager and supervisor?

(Yourself) and sometimes your staff will inspire you on difficult days.

The area you manage will prosper compared to the work culture that tears others down around you.

How do you build self-confidence when others tear you down in the workplace?

Remember that people unhappy with themselves will tear down others, thinking they look good. But, instead, they don't look good at all. When someone is verbally mean to you, step back and remember this. What is driving them to act unkind or controlling?

Some people think that tearing down others makes them look better than others. But unfortunately, they are too busy clawing their way to the top to care about how they make others feel.

Say your boss gives you a project, and they take it back because you aren't doing it the way they would. Again, it is their control issues that are surfacing. I understand this can hurt, primarily if you work very hard on the project. Reflect on what you can do in the future, so this doesn't happen again? Ask questions on their thought process of what they want from this project. Occasionally update them on the project and how it is going. If you are silent and not updating, they may assume you are not as far ahead as you are.

You are in a management meeting and asked for your opinion. A coworker disagrees with you wanting to show they are better than you to your boss while trying to provoke you to get upset react unprofessionally towards them. Before responding, reflect on this person who wants you to react unfavorably. Breathe. If a response is expected, calmly say why this is your opinion and why it will work without lashing out at the coworker.

Make a difference in your workplace by being compassionate, empathic, a good mentor, honest, straightforward, and kind. The workplace needs more of this kind of leadership than destroying each other's self-confidence and reputation; creating a cohesive workplace and lifting people will help change the workplace from chaos to calm.

Today's podcast Affirmation

I am confident!

Did you find this helpful? If so, please share this podcast with others!

Until next we meet again!

#selfconfidence #managers #supervisors #leaders #managementpodcast #anchorpodcast #leadershippodcast 

In this podcast episode, we will explore the feeling of being unheard and underappreciated at work?

This topic is for anyone who feels that they are not recognized or appreciated. As a manager and supervisor, this is a daily occurrence stuck in the middle between top management and employees and getting crap from both sides. So every day, you push down resentment, disappointment, words, anger, and chaos within yourself and others.

One of these days, it will bubble over, and the dragon will explode with harsh words and actions.

You are to pretend everything is great when you don't believe it yourself in the decisions made from above, but you have to enforce and ensure it is completed and done that way. You have to convince employees to change how they do things when they disagree and don't want to.

When you speak up with your concerns, you are ignored and labeled as trouble-makers or uncooperative. The yes people promote and get recognition for your work. You are the doer and get things done but not acknowledged for all your accomplishments.

Your boss has promised you a promotion numerous times, but it doesn't happen, and eventually, a yes person gets the position and over you.

How heartbreaking is that?

You're so good at your job your boss doesn't want you to move up they keep you stuck in a dead-end job or career.

Being ethical may get you passed over for a promotion.

Why is that?

Do employers want honorable people or not?

Isn't it better to be an honest person than not?

I'm lost for words because this is really happening, people.

Keeping your mouth shut is expected, and nodding your head in agreement is the norm instead of working together to make things better and sharing ideas and processes to streamline.

Keeping mouths shut and agreeing is causing chaos, resentment, overload, anxiety, and burnout in the workplace because things aren't getting done correctly and efficiently.

How can this change?

How many of you out there has a boss you can sit down with and say; this isn't working; the staff is frustrated and on overload? If you do. Show some appreciation to them every once in a while. They need encouragement to keep pushing on with a thankless job. These people want to make a difference and want to do what is right, and they do open their mouths and disagree at times, even when rejected and not appreciated.

When people feel appreciated, heard, and can express their ideas, they might go the extra mile to speak up and change the environment from chaos to calm.

Today's podcast Affirmation

I am heard and appreciated!

Did you find this helpful? If so, please share this podcast with others!

Until next we meet again!

#managers #supervisors #leadership #leadershipdevelopment #anchorpodcast #managementpodcast #leadershippodcast #management

Hi, Managers and Supervisors. How's it going?

In this podcast episode, I will be discussing the Technique of pausing before reacting or responding as a Manager or Supervisor.

Have you ever responded from a knee-jerk reaction and wished you hadn't?

Have you considered stopping, pausing, and reflecting before reacting as a manager and supervisor when in the middle of chaos?

I know this can be difficult at times, especially when in the middle of a crisis. However, in leadership, we're geared to resolve the problem as quickly as possible.

When taking a pause and time to reflect, we won't jump immediately to the wrong conclusion or react unfavorably or lash out.

Many times in my career, I didn't pause and reflect before responding, and I regretted it because it went from calm to chaos by my knee-jerk reaction. Have you done that as well?

Think about all the times you reacted harshly or over the top.

How did that work for you?

Probably not good for you looking like an ass or for the person or people around you.

Do you wish you could go back in time and change your response?

Using the pause, reflecting before responding can help you not regret your reaction if used at that moment.

When at work and someone is rude to you and disagrees. Pause for three to five seconds before responding. Pausing will allow you time to reframe your response or decide not to react and change the situation from the emotions of chaos to calm.

Have you ever received an email at work that put you into a rage?

Pause, Reflect and Don't send the email response right away. You may regret it and could damage your career or reputation!

I think everyone has sent an email they regretted sending or replying some time or another.

What if you do receive a nasty passive/aggressive email?

Before responding to the email:

Don't get me wrong, as a manager or supervisor. You have to be direct with employees to inspire them to improve their work performance. We can't ignore the situation and let it continue. Have a plan on how to address it. Write it out and practice what and how to say it. There are also times when you need to respond immediately and make a quick decision. When possible, take the opportunity to pause and reflect.

What is happening around you?

It may change your approach and captivate a great solution.

How can you practice pausing and reflecting into your leadership routine and have it become a habit?

What are your thoughts about pausing and reflecting?

How will you incorporate it into your leadership style?

Today's podcast Affirmation

I pause and reflect before responding!

Did you find this helpful? If so, please share this podcast with others!

Until next we meet again!

#managers #supervisors #leadership #leadershipdevelopment #anchorpodcast #managementpodcast #leadershippodcast

Hi, Managers and Supervisors. How's it going?

Sometimes in our careers, we have all worked with someone unprofessional. They may come across like they don't care, don't even know how to behave in a professional setting, or even realize their behavior is unprofessional. 

How do most people usually respond? Avoidance!  They would rather avoid the situation instead of addressing the unprofessionalism. 

Why? 

Because it is uncomfortable. Whether new or experienced, many managers and supervisors shy away from confrontation, thinking that the behavior will go away or disappear. However, in most cases, the behavior gets worse when it's not dealt with and continues.

Yes, of course, there is, by addressing the behavior. However, people can't change if they don't know their behavior is displeasing.

Calmly explain to the unprofessional person how to be treated with respect. Give some examples of what is respectful and courteous.

2. What did you learn from these experiences?

Today's podcast Affirmation

I recognize the beauty around me, even when I am in the presence of unprofessionalism.

Did you find this helpful?  If so, please share this podcast with others!

Until we meet again!

www.CoachingforInspirationwithPatti.com

Hi, Managers and Supervisors. How's it going?

In this podcast episode, I will talk about the pressures of perfection on managers and supervisors.

As Managers and Supervisors, we put a lot of expectations on ourselves as well as others.

So why do we feel we have to be perfect?

Are we putting those expectations on ourselves, or do people expect us to be perfect with our attitude, appearance, decisions, and performance?

It appears that perfection is expected and pressured onto Managers and Supervisors, which trickles down to the employees — the appearance of being perfect and pointing out other people's mistakes and faults accompanied by harsh judgment has become the norm in workplaces. In this type of environment, there is a lack of focus, creativity, and willingness to try new things. As a result, people don't grow, nor do the products, services, and revenue.

It's okay to make mistakes as long as we learn from them and not continually repeat them. How feedback is delivered can make or break a person, whether at work, home, volunteering, or among friends. Too much nitpicking and micromanaging is why good employees leave.

A good leader will let employees try new and different processes, especially if the current approach isn't working, outdated, or becoming mundane. Listening is essential to know what is working and what is not. Being approachable and welcoming is the first step to building trust, hearing what people feel and new ideas, and realizing that mistakes happen. Finally, good leaders are flexible — having a crucial conversation on what happened and working together on how to fix the situation—talking about what worked and what didn't and coming up with a plan to make it better with an agreeable resolution.

What if you are a manager or supervisor who doesn't like conflict?

Overcoming the fear of conflict will reduce anxiety, strengthen courage, and promotes better communication skills. Start by responding to emails, voicemails, and texts, even short and the point. Something is better than nothing. Meet with employees, listen, and be engaged. As you address complex situations, it does get easier as time goes on. Communication skills are an essential part of becoming a better leader.

Managers and Supervisors are the hardest on themselves. When projects fail, they take it to heart and feel awful and embarrassed.

Here are some Self-Reflect Questions to ponder when a mistake or failure happens.

What did I learn?

What will I do differently next time?

What areas do I need to improve?

What did I learn about myself, customers, clients, superiors, and employees from this experience?

An Affirmation to recite to get you through during or after a mistake or failure:

I will not let mistakes from the past carry on into today.

Pretty much everyone wants to do a good job and wants to please their superiors, customers, employees, and clients. So when mistakes happen, knowledging them by taking action steps to rectify them. By doing this, it will reflect, you are an honest person with integrity. This imperfect world sure does need more managers and supervisors like this. Letting go of perfection and being authentic changes the workplace from chaos to calm.

Until next we meet again!

#managers #supervisors #perfection #leadership #leaderscoaching #affirmation #leadershipexpectations #worklife #leadership #management 

Today, we will explore self-talk and emotions as a manager or supervisor when everything seems not to be going right in the workday, from employees to yourself, and how to change the chaos to calm.

Have you ever felt so underappreciated at work? You try so hard, and it just doesn't seem to go as you planned. Others don't seem to get the big picture no matter how many times you think you communicated it. You feel like everyone doesn't seem to care. So why don't they get it?

It can be chaotic to a Manager or Supervisor; heightened emotions and frustration levels escalate towards others.

I felt this way many times.  Thinking I was communicating clearly and later realizing that was not the case.  How does the communication style change from chaotic to calm?

Here are some possible questions that may be going through your mind during these times of frustration:

Stop, take a deep breath, and pause.

What positive affirmations can you recite to shift your perspective towards yourself and others to communicate better?

How about reciting these affirmations to get you started and through the day?

I am a good communicator!

I am a confident leader!

When you believe you can make a shift, you usually do!

Being a manager or supervisor, you may have encounter situations throughout your day and get very frustrated. However, I believe most people are not doing what they want to be doing. They may have outgrown the job and may not be pursuing their true calling or career path in life. So they dread getting up every day to a job that brings no satisfaction or purpose in life.  If so, they would love to get up every morning and be excited to go to work every day instead of hitting that snooze button numerous times and dragging themselves out of bed with no purpose or passion.

Getting to know the person you are talking to, their learning style, and personality traits is a good start in connecting and communicating better.

How can you help bring some spark back in the workplace and assist your employees in igniting some passion for their job?

Self-Reflect - What keeps me motivated and encouraged to get through my workday?

In this episode, I will discuss - How to Stop Ignoring the Hard Stuff and Go from Chaos to Calm.

#managers #supervisors #leadershippodcast #leadership #leadershipdevelopment #leadershippodcast