Posted in Blog, Business Inspiration, Leadership Inspiration

How To Conquer The “What If’s” Syndrome Of Hiring

It is time to hire – A valuable team member who has taken another position, and it is time to start the hiring process for their job. You think you won’t be able to find someone else who could bring as much value to the workplace or be a nightmare of “The What If’s.”

As a Manager, hiring can be challenging and stressful at the same time. Thoughts run through your head of “The What if’s.”

What if’s – I choose the wrong person for the position. They have interviewed well and know what to say, but they are not coachable or have a toxic attitude towards customers, coworkers, and me when they come in.

Yes, hiring someone may be stressful for you, your team, and the interviewee. Wanting to make the right decision can at times overtake you. Relax, pause and take time to clear your mind to reason. You don’t have to make the final decision in one day. List the pros and cons of the top two candidates. What did they communicate from the interview and resume (CV), and what strengths does the team want and need from the potential candidate to make the team unit more substantial and more efficient? What expertise does this candidate bring that can help the team succeed.

Things to consider in the hiring process:

  • Have a least one team member in the first interview. 
  • How about bringing back the two top candidates for a second interview and have them interact with your team. 
  • Have team members go over the job duties and show them an average day on the job. Candidates feel at ease when with a team member and may open up more.
  • After their interaction with the candidate, have them meet with you again informally to ask questions they may have. Putting this into action will tell you a lot the more relaxed they are and get more of a feel of their personality.
  • Later after the top two candidates have come back for the second interview and met with staff, ask the staff what their thoughts are. Remember they have to work with this person. Their opinions are priceless because they could save a lot of damage to you and the team in the end, and this is where trust and honesty come into play. Do they feel comfortable telling you how they think? Do they feel safe to express their opinions? 
  • Now you have the ultimate decision and are responsible for it. If you have communicated well with your team, and understand that and respect your decision. Your employees need to know that you appreciate their feedback and respect their perspectives. 
  • Some employees may feel more comfortable giving feedback privately, and sometimes the team may want a group meeting to share their thoughts with you. That is where you know you have a team that cares about the job and the work environment and you as their leader.

If you are blessed to have this hiring practice and employees honest feedback, it is rare in a workplace. As a manager or supervisor, you want to strive for this kind of teamwork and work environment.

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#hiring #managementcoaching #leadershipdevelopment #managementcoaching #managementdevelopment #managers #supervisordevelopment #supervisors #supervisorcoaching #supervisorlife

Posted in Blog, Business Inspiration, Career Inspiration, Leadership Inspiration, Personal Inspiration

Perfection Doesn’t Equal A Outstanding Leader!

I’m sure we have all meet someone who seems to have it all together and projects they have a perfect life. They post all this fun and fabulous stuff on Facebook about their life. They have a great career, a huge house, a brand new car, and a loving home life from appearances, then, later on, you find out it was all a show.  

What about a leader that appears to be perfect?

Is anyone genuinely perfect? Hell no, we all have quirks, habits, personalities that may rub someone the wrong way at times and make mistakes; that is what a human does.  

Do you respect someone who looks and acts like they are perfect, or do you question their authenticity? 

Who do you respect more, someone who is a hot mess but holds it all together or a fake perfect person that is always looking to make a great impression?

Now don’t get me wrong. I’m not saying you should scatter all your dirty laundry around at work. However, when someone comes across as always perfect and doesn’t make mistakes, it leaves suspicion and lack of trust. By not showing your human side, it is hard to build lasting relationships. You may be called a fair-weather person.

What makes a good leader is they admit they are imperfect and care about doing a good job, the staff, their coworkers, and customers.

What are your thoughts?
Does perfection equal an outstanding leader?
Or something completely different?

Does my work bring value to you and others?

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#Leadership #Management #LeadershipDevelopment #LeadershipCoaching #ManagementCoaching #ManagementDevelopment #GoodLeadership

Posted in Blog, Business Inspiration, Career Inspiration, Leadership Inspiration

You’ve Got A Pulse – You Got The Job! The Cause and Affect of This Philosophy.


The other day I was at an appointment, and the doctor told me that they were desperate to hire someone quickly. She said if they got a pulse, they got the job. We both laughed. She said we need another body in here as soon as possible. Sometimes, I said, you know, that doesn’t always work out because they may not be a good fit or worker with that philosophy. The funny thing is my husband was talking to me a while back and suggested that I should write a blog post for “You’ve Got A Pulse, You Got the Job!” I guess God and the universe are telling me it is time to write it.

Filling a chair or position to have a body in it is not a very good idea. When hiring supervisors don’t spend the time to make sure the candidate is someone qualified and will connect well with staff and customers in the long run, it will cause more anguish for everyone involved.  Why is that?  

One person’s bad attitude, incompetency, or lack of motivation can destroy a cohesive work environment.

Yes, I understand that some companies are understaffed and need people immediately because of high turnover, high caseload, or staffing ratio to the patients or security and safety reasons. However, look at time and expense training someone you will eventually have to let go, or worse, keep someone that is incompetent or a kick-starter to the other employees and customers and causes turmoil in the workplace.

Lowering the hiring standards is not the answer!

Take some time in the hiring process to get to know the candidate. Review the resume and job application. Does this person change jobs every few months? If so, why? Are they promotions or some other reason listed? If not listed, ask the candidate. What kind of positions have they done in the past? Is it equal to the job qualifications? Have specific questions about the job in the interview for the candidate to answer. Were the answers clear and concise, and right? After the interview, call the candidate’s references. Have specific questions about attendance, team player, customer service, and work performance.

If references check out with useful recommendations to the questions answered, ask the candidate to come back and meet your staff if this allowable in your company. Have the candidate engage with the team maybe see what the job duties entail. Remember, the employees have a vested interest because they have to work with this person too. If you have an open, honest relationship with your employees, they will give you their opinion. Ultimately you have the final answer on who to hire and who not to hire.

Spending a little time checking out the candidate may save you, your staff, and customers frustration and protect the company bottom-line on training the wrong person.

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#hiring #leadershipcoaching #managementcoaching #teamwork

Posted in Blog, Business Inspiration, Career Inspiration, Leadership Inspiration, Personal Inspiration, Work-Life balance

How To Be Proactive, So You Don’t Reach The Point Of No Return and Burnout!

Lately, I have been hearing that the “new” working from home has been very hard for some. They are saying they are working more hours then if they were in the office and it is leading to burnout and frustration.

Burnout is not fun. When you reach that point, you are exhausted physically, emotionally and mentally. Sometimes, you don’t even realize what happened. You have changed within. You feel confused, angry, and so tired of everything and everyone and no patience.

How did you get to this point?

High-achievers should continually be on the lookout for the warning signs of burnout because they don’t always see it coming. The doers are passionate about their work progress and tend to work long hours. They take on heavier workloads and put high expectations on themselves, which may lead to burnout if not monitored by pausing with some self-care techniques. Trying to be everything and anything to everyone, putting work 24/7 above rest, relaxation, a little fun, family, and friends. That’s how.

Is there a way to reverse it. Of course, but you have to take some time away from work mentally, emotionally, and physically. Not stepping away for a while could cost you your career, health, and relationships.

“Sometimes it takes an overwhelming breakdown to have an undeniable breakthrough”. ~ unknown

What is burnout?

It is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress.

What are some warn signs?

Cynical, critical, pessimism, anger or irritable at work

Disliking the job, forcing yourself to get up and go to work or having a hard time getting started

Irritable or impatient with others, coworker, boss, customers or clients

Lack of energy or low productivity or chronic fatigue or loss of appetite

No focus, mind wanders, forgetfulness, or hard to concentrate

No satisfaction from achievements, feeling unappreciated for all the extra work effort

Feelings of disillusionment about career, isolation, depression, and anxiety

Using alcohol, drugs, or food to feel better or not to feel at all

Change in sleeping patterns, maybe insomnia or oversleeping

If not addressed, burnout can leave people feeling empty, exhausted, depressed, and unable to deal with daily life’s demands.

How to change?

Focus on your recent and past accomplishments
Stop self-criticizing yourself and others
Create a happy space to spend time in for self-reflection, meditation, and prayer
Make and write in a daily gratitude journal

Change your workflow!
Stop multitasking and focus on one task at a time towards completion
Take regular breaks
Limit working overtime
Journal about things that are bothering you and come up with solutions to resolve them.

If you are experiencing some of these symptoms, it’s time to take some action to reverse it. Self-reflect and make some changes to reduce stress and anxiety. Take control of your workload and have reasonable expectations about what is achievable.

Do you have a happy place?

If yes, where is it? I would love to hear about your happy place. If no, why not?

Does my work bring value to you and others? If you enjoyed this blog post, how about sharing a cup of coffee with me.

How may I help you?  Are you interested in coaching with me?  To schedule “one on one coaching” with Patti – click on the “Schedule Now” button below:

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Work-Life Balance Hacks for Busy Leaders who LOVE their Career but Want MORE in Life! 

This mini course is for leaders who are crazy busy, working 24/7 and want something more in life beyond their career.  7 easy hacks to create some personal life balance in this so-called busy life!

Enroll today for $25.00

Posted in Blog, Business Inspiration, Career Inspiration, Leadership Inspiration, Personal Inspiration

How to Respond to Unprofessional People!

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 supervisors shy away from confrontation, thinking that the behavior will go away. However, in most cases, the behavior gets worse when it’s not dealt with and continues.

Is there a way to help or mentor them?

Yes, of course, there is, by addressing the behavior. 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 an example of what is respectful and courteous.

Here are some examples:

  • “When you roll your eyes at me while I am speaking to you, this makes me feel disrespected. ”
  • “When you don’t respond to me with an answer, I feel frustrated and ignored. Please respond promptly.” (In this example, it could be in person, email, text, etc.)

Beneath every behavior there is a feeling. And beneath each feeling is a need. And when we meet that need rather than focus on the behavior, we begin to deal with the cause, not the symptom. ~ Ashleigh Warner

If we are all honest, there are times in our careers when we have been unprofessional. A coworker pushed us over the edge with a passive-aggressive comment. The harsh boss that embarrassed you in front of your peers or a group meeting and yelled at everyone because of one coworker’s lousy behavior and ruins everyone’s day. An argument in a staff meeting went over the top.

I think this is one of the most challenging aspects of any job when working with the public or collaborating with coworkers. “How do I respond to unprofessional people?”

Why?

There are numerous reasons. Coworkers can be defensive, rude, sarcastic, have their own agenda, and be plain difficult. Some even enjoy causing workplace drama and spreading rumors. They get high while watching the sh*t fly as the tension builds and the hostility grows around them.

We spend more time with our coworkers than with family. Coworkers sometimes know us better than we know ourselves. Some even like to push our buttons so that we will react unfavorably.

Some people don’t have speaking filters. They talk at the same time as the thoughts enter their head. They don’t even know what they said was unkind, disrespectful, or demeaning. Some people, you can’t approach them about their unprofessional behavior as a coworker. You may need to discuss the situation with your supervisor.

How can you make the most of it?

Before you approach the unprofessional person:

  1. Think about how they will respond.
  2. Have a plan of action on how to communicate with recommended solutions.
  3. Be prepared.

Will they accept the feedback or react unfavorably towards you.

No matter how awful someone treats you. Stop, reflect, and walk away. I know it is hard to walk away when emotions overtake you. However, just because you don’t react, it doesn’t mean you didn’t notice the behavior or accept it. The only way to stop a toxic person is not to engage with them. Address the situation later when you both have time to think it over and calm down, not in the heat of the moment. Choose your battles carefully. Sometimes responding in anger makes you look like a fool in front of others.

Questions:

Reflect on your career.

What were some of your experiences dealing with unprofessional?

What did you learn from these experiences?

Did you find this helpful?  If so, please share this blog post with others!  Comments are always welcome.  

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How to Respond to Unprofessional People!

Posted in Blog, Business Inspiration, Career Inspiration, Leadership Inspiration, Personal Inspiration, Polls

Don’t Be That (Guy) Person!

Lately, I have been hearing this phrase when people are talking about their coworkers.

Dont be that guy! 

Employers and staff may use this term when someone has committed bad behavior or done something procedurally wrong.  In some organizations, they use this term Dont be that (Guy) Person for humiliation or an example of what not to do. The poster child of what not to be in the workplace.

Is shaming an effective management strategy? 

Some say yes because it represents what not to do in the workplace and halts people from doing it.

How does “Don’t be that Person” cope with being the scapegoat?

Some quit some stay and deal with the whispering behind their backs and the harsh judgment while others checkout (isolate themselves).

Maybe some organizations want this type of shaming to keep things under control.  If so, something is wrong.  Someone once told me you live in a fantasy world if you think this type of management strategy will change. 

What do you think?


Comments are welcome. What are your thoughts on this topic?

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Posted in Blog, Business Inspiration, Career Inspiration, Leadership Inspiration, Personal Inspiration, Video, Work-Life balance

Patti Answering Leadership and Work-Life Balance Questions [Video]

The Coaches Lounge Group

Do you have any Leadership or Work-Life Balance questions? If yes, please reply below and I will answer them. Recorded live unedited.

Did you find this helpful?  If so, please share this blog post with others!  Comments are always welcome.    Thank you for following and supporting me.

For more information about Becoming a Better Leader [e-Book] Click here to download your copy.

Work-Life Balance Hacks for Busy Leaders who LOVE their Career but Want MORE in Life! This mini course is for leaders who are crazy busy, working 24/7 and want something more in life beyond their career. 7 easy hacks to create some personal life balance in this so-called busy life! Enroll today for $25.00

To schedule “one on one coaching” with Patti – click on the “Schedule Now” button below:

Online scheduling

Does my work bring value to you and others? If you enjoyed this blog post, how about sharing a cup of coffee with me.

Posted in Blog, Business Inspiration, Career Inspiration, Leadership Inspiration, Personal Inspiration

How Can We Show Up As Better Leaders?

A couple of weeks ago, a friend told me about her work situation and why she decided to give her notice. She brightens up people’s days with her friendly demeanor. She worked in the front lobby. Having a friendly employee as the first contact with your customers is crucial. Customers will continue to come if they feel welcome, the same for employees.

Why do good employees leave?

A shortage of appreciation, praise, acknowledgment, or recognition from management

The Manager only pointing out what went wrong

Lack of trust in employees

Bad communication – Not sharing important information or changes in company policies

Unsatisfied relationships with coworkers and/or management

Employee feeling unchallenged or bored with their work

The organization culture or the companies vision

Little growth and no promotional opportunities

Blatant employee favoritism

Lack of work-life balance, being over-worked, feeling over-stressed, and having no work boundaries (on duty 24/7)

How can we show up as a better leader and save good employees?

Build a trusting environment. Give opportunities for employees to learn new tasks and give them clear verbal instructions with written procedures. When a situation arises, be truthful. Come up with the right solution together. Acknowledge good work performance. Share policy changes in person and written form. Be open to answering employees’ questions. Care about the job and value staff.

Did you find this helpful?  If so, please share this blog post with others!  Comments are always welcome.  You may use your initials or anonymous for your name if this makes you feel more comfortable to comment.     Thank you for following and supporting me.

For more information about Becoming a Better Leader [e-Book] Click here to download your copy.

Work-Life Balance Hacks for Busy Leaders who LOVE their Career but Want MORE in Life!  This mini course is for leaders who are crazy busy, working 24/7 and want something more in life beyond their career.  7 easy hacks to create some personal life balance in this so-called busy life! Enroll today for $25.00

To schedule “one on one coaching” with Patti – click on the “Schedule Now” button below:

Online scheduling

Does my work bring value to you and others? If you enjoyed this blog post, how about sharing a cup of coffee with me

#leadership #leadershipcoaching #management #managementdevelopment #leadershipdevelopment #managementcoaching #careercoaching