Friday, September 12, 2014

Free Webinar - How To Deal With Difficult Employees


FREE - 3 Part Webcast Series - How To Deal With Difficult Employees

Register here: 
https://www1.gotomeeting.com/register/393074016  | Coming This Wed  - Sept. 17th

Nothing matters more than having a productive, talented workforce. It’s the source from which the vision of every leader is realized.  As a leader, it’s so satisfying! Yet there are times, when a small number of employees can sour that satisfaction, fellow team members and ultimately profits!

Difficult employees are an ongoing challenge in our companies today. There is sea change of social and economic influencers that are adversely impacting the 21st century worker. (For example, a study recently released indicated that emotional intelligence is on the decline).  As a manager and leader, you experience daily the results of these influencers. You also witness the negative ripple effect to every aspect of a business and it’s stakeholders.

If this resonates with you, then you must also feel an imperative to equip yourself and your organization with the appropriate strategies and tools to successfully address these challenges. If so, join us for a 3 part webcast series on How To Handle Difficult Employees. 

The knowledge and how to this series offers can substantially affect the capability and competency of your leaders and managers. Don't miss this extraordinary opportunity to gain valuable knowledge for the best price ever - free!

What you will gain: 
-increased confidence and competence
-reduced stress
-increased protection from potential liability
-increased retention
-additional building blocks to strengthen your talent management infrastructure
-practical strategies that your human resource department will love
heightened respect from those you lead
-tools to assess the behavior dynamic
-knowledge and know-how to protect your bottom line

You will learn:
Part 1 - 
-What is difficult
-The difference between difficult and different
-Why “difficult” employees exist
Part 2 - 
-Key principles of human behavior that every manager needs to know
why emotional intelligence is a key factor
-A 5 step process to assess any challenging situation
-Simple ways to minimize difficult behavior
Part 3  -
-The role of coaching in impacting behavior
-Leadership insights that can make or break the ability to influence
-The role team culture plays in allowing or minimizing difficult behavior
-How to measure and calculate the financial impact
Register here: https://www1.gotomeeting.com/register/393074016

This blog is based on this book. In it are actionable ideas on being a better manager: The 1% Edge - The Workbook - Power Strategies to Increase Your Management Effectiveness

Tuesday, September 2, 2014

Invest Your Time or Spend Your Time - You Decide

An Important Time Management Strategy - Invest Your Time vs. Spend It

We are constantly in our culture hearing about investing money with the hopes of getting a return on investment. And certainly many who have taken that road have been rewarded handsomely experiencing some remarkable returns.

Well the same can be true about time.  Time, like money is a commodity and can be spent or invested - you decide.



I love this time management tip and perspective because since time is your life, what we're really talking about is investing in yourself - investing in your life! You see, your attitude about time makes all the difference in how you use it. Your attitude about your life makes all the difference in how you see and use your time.

Here are 4 areas that most consider meaningful and important....and in which you'll want to consider investing in.  These are areas that most want to increase the quality and longevity of and one of the fundamental ways of doing that is "taking the time" to do so.  It's like paying if forward for yourself with a ripple affect to others.


  1. Skills – Investing in you is always a good use of your time. What new skills do you need to learn? Being a life-long learner is key to future success. Always be investing time in new skills and capabilities.
  2. Health – Too often, exercise and healthy habits get put on the back burner when you are busy. Make sure that you are maintaining your body and health. After all, your health impacts your abilities in all areas of life.
  3. Relationships – Despite the old cliché about “quality time,” relationships are all about “quantity time.” (Hat tip to Brian Tracy.) It’s the amount of time that you invest that determines the relationship.
  4. Career – Too many people wait for their job to hand them a promotion or next opportunity. Instead, go out and make it happen. No one is going to simply give you that new job, you have to go out and get it.
Coaching Tip: Look at how your time is used and see what of these 4 are being given attention and how. I recommend using the practice of time mapping - taking a week at a glance and chart how your time is really being spent!  This exercise will give you a realistic view of how your time is or is not being invested!

These and other suggestions you'll find in this recommendation below: Organizational Strategies for the Overwhelmed: how to manage your time, space, & priorities, to work smart, get results & be happy - available in these formats: Kindle - The Book - Nook Audio Book -  The Seminar    |      Here's an independent review of the book



This blog is based on this book. In it are actionable ideas on being a better manager: The 1% Edge - The Workbook - Power Strategies to Increase Your Management Effectiveness

Thursday, August 28, 2014

Eh Hem - Employee Engagement Begins With The Employee

There are times when industry buzz words swarm around so much that every time you hear them, they begin to sting. For me, one of those is "employee engagement."

Most of what I see and hear relates to the employer's role in nurturing and maintaining it.  I see little if any commentary about the employee's role and effort.

As someone who works on both sides of talent management -- with companies and individuals the issue of employee engagement in my mind and experience, in general, is equally weighted.

However, ultimately I believe it is the responsibility of the employee to manage their own engagement! And...if your company is not communicating that message, you are enabling the very behavior and dependency you don't want!

Newsflash -- employees are grownups!  Now I know some of you think that's debatable, but really they are and need to be treated as such.  Grownups are and do take full responsibility for their own behavior, which includes the quality and contribution of their work -- engagement.

Did you know...
1. Managing personal motivation (e.i. engagement) is an element of emotional intelligence.
2. Engagement is a component of skill development.
3. Those committed to and invested in their own career development will be engaged.
4. Emotionally mature adults produce good work product in spite of not necessarily because of their boss, company environment, etc.
5. If someone genuinely enjoys their work, engagement is usually not an issue. (If enjoyment is weak, they may not be the best fit).

Please know the theme of this post does not in anyway release employers of their part in engagement by providing healthy cultures, competent managers, and more creative job design (3 significant contributors).  So how do you communicate this theme without appearing as if you're shunning your piece?

Well, one way is to provide employee training that empowers and encourages employee ownership. A theme by which to do that is personal branding. That theme is one of the seminars included our Individual Employee Core Competency series.  The very nature of the Brand Me! - The Power of Personal Branding in Career Success workshop is to convey the message that each employee is responsible for his/her work -- not only in what they do, but how they do it.

Additionally, personal branding takes a holistic view of one's career journey. It's not just about employment at any one single company, but rather, the collective choices made, the work done, accomplishments-achievements, skills acquired and skills yet to be developed.  It also incorporates branding themes of intentional perception and experiential impact.

When employees are encouraged to consider the way in which they do their work and how it will be perceived and received, it nurtures a deeper connection and more purposeful ownership to the work experience.

If you are an individual contributor, consider personal branding as you go through-out your workday and in your career management strategy.  If you are a decision-maker whose responsibility it is to influence company culture, then you'll want to include this philosophy and determine ways to effectively communicate it.

To learn more about the origins of personal branding being introduced into the career marketplace - read Tom Peter's article that first appeared in INC magazine - click here  |  Click here for his book

To learn more about the Individual Core Competencies Series which includes personal branding  - click here.

This blog is based on this book. In it are actionable ideas on being a better manager: The 1% Edge - The Workbook - Power Strategies to Increase Your Management Effectiveness