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How often do you see an employee or co-worker playing Solitaire on their work computer? Boredom at work often stems from people feeling that they have already mastered the skills and knowledge necessary to adequately perform their job. This assumption is based on the idea that there is an end-point to learning. Learning does not have to end, however, and you can transform your employee’s attitudes, job satisfaction, and overall engagement by fostering a learning culture in your organization.
A learning culture keeps employees excited, happy, and interested in the work day. As we all know, people who are actively engaged in their work and having fun at are more motivated and productive. Help your colleagues and employees to enjoy their work and accomplishments more by adopting an attitude of learning for individuals, teams, and the organization as a whole.
The deal is done. The new client has been signed. The pitch got two thumbs up.
It’s easy for days and weeks to get away from you when a big project is in the works. But once the team has scored a win, it’s important for managers to make sure they celebrate. Research shows that reward and recognition programs increase employee happiness and productivity while reducing employee turnover. In turn, company morale stays high.
Those who believe in Myers-Briggs say that there are two types of people in this world: introverts and extroverts. The tropes are upheld by psychology majors and anyone who utilizes the art of sociological observation. The stereotype that introverts are incapable of making decent business interactions compared to the extroverts continues to mislead people. It’s not that introverts and extroverts establish a hierarchy over the other, it’s how they have different outlooks that pace unique methods of success. There are exciting elements to explore when looking into the difference between introvert/ extrovert leadership styles!
As viewers, we cheered when the Wicked Witch of the West was reduced to a puddle after a bit of a splash. We cringed when the Man of Steel was rendered powerless when exposed to kryptonite. And while those fictional characters’ nemeses were meant more as a metaphor than as realism, it’s good to remember what the messages portend: that every leader—not just the bad but also the good—has a weakness. Do you recognize (and coexist with) yours?
If you haven’t yet identified your biggest “areas of opportunity,” now’s your chance. Take an honest appraisal of your skills, habits, and mindset. Examine yourself. Or better yet, get a 360 Degree Feedback Assessment. Ask for feedback from supervisors, peers, and direct reports. Find out how they view you. It will be more beneficial and honest if a third party can be involved because they can impartially give the assessment, get truthful input, and help you interpret the results.
Everyone has bad days from time to time — Those days when you’re drowning in important projects and can’t bring yourself to start a single one of them. The Summer months seem to have even more of these days, when people day dream about the beach or hanging out by the pool rather than working on that project that is due next Friday. Fortunately however, according to a recent article in The Atlantic called “the procrastination doom loop”, procrastination is all in your head, which means there are ways of thinking your way out of it.
Bad bosses come in all varieties, from the inept, to the overly friendly, to the micromanager. The most stressful of bad boss, though, is one who is just mean.
Most people who have worked in an office setting have at least witnessed the mean boss, even if they have been lucky enough not to work for one . They are generous in their criticism and stingy in their praise. Sometimes they can be loud about their criticism and even abusive. Sometimes they can just be icily sarcastic. They can be demanding to the point that they treat you more like a slave than an employee. The character played by Meryl Streep in “The Devil Wears Prada” is a prime example of this kind of boss.