Monday, October 07, 2013

 

Do Not Use Government as a Model for Business, or a Role Model for Children


When government stops working, money still flows in--taxpayers have no choice, so they must tolerate getting nothing in return for their money. Non-working, high-level representatives still get paid, while other government employees--those who provide services to citizens--are furloughed. Secure in the notion that it can't be closed permanently, the government eventually goes back to work again, leaving devastation of the lives of some citizens in their wake.

DO NOT TRY THIS AT WORK

When businesses stop working, money stops flowing in--customers won't tolerate the lack of services, so they stop paying for nothing. And then employees stop getting paid. And, eventually, the business closes permanently, and customers move on to other business to get their needs met.

WHAT TO DO AT HOME

Think of what children are witnessing on the news, under the guise of "leadership." Find a way to help them understand that cooperation and compromise are necessary for progress. That they won't always get their way and, in those cases, it's more helpful to move on to other important matters. That living in the past and holding people hostage after a decision has been will destroy their credibility in the future. Tell them that when things don't go their way about one matter, next time they must work harder and do a better job of stating their position to earn cooperation for their ideas. 

Good role models are hard to find. When you do find them, make sure children hear those stories.

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Wednesday, October 02, 2013

 

PLAN NOW TO AVOID BOSS'S DAY ANXIETY WITH A BAD BOSS - OCTOBER 16, 2013


If you report to a bad boss, Boss's Day will surely be awkward. The best thing you can do to avoid anxiety is to take the day off. Plan ahead to schedule your absence. Use comp time, rotate your shift, or take a vacation day. If these options won't work for you, schedule a meeting or off-site work that requires you to be in a different location from your boss. 

What about the collection for a gift? Someone is likely to overlook the boss's bad behavior and become sentimental about celebrating the day. When you're approached for a contribution, just say no. You don't have to explain. You don't have to answer any questions. Just say no, and walk away. 

What about the luncheon? Instead of a gift, a co-worker may schedule a group luncheon. If it's scheduled during your personal time, excuse yourself to take care of personal business that requires your presence elsewhere. 

Imagine the powerful message that would be sent if everyone who suffers the abuse of a bad boss were to stay home from work on Boss's Day.

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Monday, September 30, 2013

 

THE NUMBER ONE CAUSE OF BAD BOSSES: TAKING THE JOB JUST FOR THE MONEY


Most bad bosses are people who never wanted to manage employees in the first place. They only wanted to produce a tangible result from their own effort. They don't value working as a supervisor because they can't see their contribution clearly and can't easily measure their accomplishments. To make matters worse, neither can their managers, so the work of overseeing others is made to seem unimportant. 

How did they get into this mess? They wanted to earn more money. And the only way their organizations would increase their salaries was by making them coaches of others--whether or not they performed the job.

If there's bad management in your organization, it's because nobody is managing the managers. Nobody is making sure that the people who are getting paid higher salaries to develop the abilities of employees are actually doing so. The idea is that the better developed employees are, the better an organization will perform. But somebody has to follow through.

So, if you don't like bad bosses, don't become one. Nobody else likes them, either. Learn to be satisfied with producing tangible, easily-measured results, and living within your means. 


Thursday, July 04, 2013

 

THE PROBLEM WITH GAY MARRIAGE IS THE LACK OF SEPARATION BETWEEN CHURCH AND STATE



The meaning of "marriage" differs between religious organizations (church, synagogue, temple, mosque, or other) and the federal government's meaning. "Marriage" in religious organizations refers to a unit created, in most cases, for the purpose of creating a family unit. Unfortunately, the US federal government uses the same title, "marriage," to identify a financial unit for tax-reporting purposes. 

So, couple-unions have two different purposes: one is to form a family unit in their religion--let's call then "married;"  and the other is to form a financial tax-reporting unit for governmental purposes, let's call them "partnered." In this context, couples who are "married" in the religious sense, are also "partnered" in the governmental sense. If the government would separate itself from the religious term ("married") and create a secular term, such as "partnered," then there would be less confusion about what is meant. 

This leads to employers. Employers follow the governmental definition--not the religious. So, if the government would identify its tax-reporting units as "partnered" rather than "married" (even though those who are "married" would also be "partnered") then employers would be required to recognize "partnered" units in providing benefits, and could no longer resist the issue of "married." This would cost them money because they could no longer hide behind the religious concept to avoid paying for benefits--and therein lies a big point of resistance. In the "partnered" scenario--a legally recognized unit--there would be no grounds on which to stand to resist these taxable units; all "partnered" people would be required to be treated in the same way, regardless of whether these couples are married in the religious context.

Of course, the extension of legal definitions for those who are "married" must be declared to be equivalent for those who are "partnered" -- especially for the purposes of medical decisions and inheritance. 

It's always about money--just follow the trail. And sometimes language provides a loop hole. 




Saturday, October 06, 2012

 

BOSS’S DAY: TUESDAY, OCTOBER 16, 2012 -- PLAN NOW TO TAKE THE DAY OFF


Want to send a message about bad bosses run amuck? If you report to a bad boss, plan now to take the day off. Schedule a vacation day for Tuesday, October 16, or use comp time that's owed to you. Maybe make a long weekend of it by including Monday, and enjoying a 5-day mini-vacation. 

Just think, you can be relaxing in peace, escaping from the awkwardness of a day that acknowledges someone so undeserving. And think of the message you'd help to send about a day that celebrates someone who does more harm than good--you could be joining hundreds of thousands of others in boycotting this day. 

Whatever you do, stay true to yourself and don't pay into the gift fund if someone get the crazy idea to pretend that all is well.

BOSS'S DAY: TUESDAY, OCTOBER 16, 2012 -- PLAN NOW TO TAKE THE DAY OFF!

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Thursday, August 02, 2012

 

Five Things Your Management Consultant Won't Tell You


Five things your management consultant won't tell you:

1. I know that you are the cause of your organization's problems.
2. I know that you are benefitting personally from your organization's problems. 
3. I know that you want me to help you conceal your abuse of power.
4. I know that you are paying me for advice you will never use.
5. I know that your employees know what you're doing.

Friday, March 09, 2012

 

Who is the most trusted leader?

Whose leadership would you willingly follow? "Willingly" is the key word. We may follow the direction of others because we're obligated by position, rank or title. But when we "willingly" follow someone's leadership, we're saying: This is someone I trust to do the right thing for the right reason; someone in whom I have confidence, and whose direction I would not question.


Let's make this question a little more specific. The people you choose must meet these three criteria:


1. They must be alive.


2. They must know you well enough that they would return your phone calls personally.


3. They may come from any aspect of your life.


Go ahead. Make your list.


When management-consultant Marilyn Haight asked this question of 918 managers, ranging in age from 25 to 60, seventy percent of them wrote the same name as their only, or their first of only two trusted leaders. Then they identified that person's leadership traits, creating their own definition of a leader — a definition by which they judge everyone who holds a title of authority.


It might surprise you to know that none of them named their boss, or anyone else in their workplace. Did you?


Haight wrote an engaging story, using characters who are composites of the 918 managers with whom she worked, to explain how employees evaluate leaders. Find out what it takes for others to willingly follow your leadership in the book, "Most Trusted Leader: How Employees Judge Leadership;" Worded Write Publishing; ISBN 978-0-9800390-7-8; $12.00; available now from local and online book sellers.


Find it at Amazon.com HERE

Find it at Barnes and Noble HERE


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