What Are the Advantages of a Diverse Workforce?

Diversity 1In this era of economic globalization, many companies are making efforts to achieve workforce diversity, which aims to employ workers from different backgrounds to provide tangible and intangible benefits to the organization. Understanding the advantages of workforce diversity helps you establish an organization with a competitive edge. This can include employing workers with cultural and language skills that can lead to greater reach for the business. Diversity experts believe that heterogeneous groups can contribute more creative ideas to the mix.

Increase in Productivity

Diversity quoteWorkforce diversity can bring about an increase in productivity and competitive advantages. conclude Kelli A. Green and her University of Florida colleagues in their paper, “Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools.” Employers can offer more solutions to customers because of new ideas and processes brought into the organization. Workplace diversity increases employee morale and causes employees to desire to work more effectively and efficiently. Diversity in leadership within a firm allows managers to bring in new skills and methods for achieving unity within their teams.

Increase in Creativity

Diversity and CreativityWorkforce diversity increases creativity within a company because heterogeneous groups are cross-fertilizing one another within the organization. According to EthnoConnect, a consulting company specializing in workforce diversity, employees from different backgrounds bring in a variety of solutions on how to achieve a common goal. As more diverse ideas are suggested, the chances of finding a workable answer are improved. In atmospheres when brainstorming is necessary, more ideas are formed because team members are culturally diverse. For example, employees from China working in American companies may approach a problem totally differently than do American workers. Some companies have successfully created innovative processes by taking ideas from several employees.

Language Skills

Language diversityCompanies that plan to expand into global markets benefit from language diversity in the workplace. For example, a company with employees fluent in Japanese and who understand Japanese culture experiences an easier time communicating with representatives from Japan. Many bilingual workers experience an advantage when applying for jobs because employees understand the benefits of language diversity. Another example can include a company that hires employees fluent in Mandarin to increase the company’s reputation in Chinese communities. An increased presence usually results in an increase in sales.

Positive Reputation

Employer of choice 3Job seekers are drawn to companies with diverse workforces because it is evident that the companies do not practice employment discrimination. Potential employees want to know that employers treat their staff fairly regardless of race, ethnicity or gender. Not only are such firms able to attract new talent but they can also retain existing talent because of high employee morale resulting from workforce diversity. According to Rob McInness of Diversity World, top talent is no longer represented by a homogeneous group, but one representing people from many different backgrounds and life experiences.

Source – http://smallbusiness.chron.com/advantages-diverse-workforce-18780.html


Should You Allow Employees to Record Meetings?

no-audio-video-recordingBusinesses today are filled with smartphones. Employees use those smartphones to check email, make work-related calls, and research information they need to do their jobs. They may also snap photos and record video or audio, sometimes even without anyone even realizing it.

If you run a business, personal smartphone recordings could put you in a sticky situation. You want to encourage employees to freely use their devices, but you also have a responsibility to protect the privacy of your employees and customers. Here are a few things you should consider before making a decision about video and audio recordings in the office, particularly during meetings.

Benefits of recordings.
Record 1Audio recordings actually do have a valuable use in workplaces, especially during meetings where a great deal of important information will be shared in a short space of time. Today’s tools let employees record information and save it or convert it to text for later reference.

However, if for some reason a business has a legal issue, a recording could hurt a business’s case. Even if you fully believe nothing illegal could happen in your workplace, it is possible that it could become an issue at some point. One way to provide the benefits of an audio recording without the risk is to record proceedings yourself. You can use a transcription service or voice-to-text translation tool to provide a text-based version of everything that was discussed. This type of document is more effective than minutes, since it will describe everything that was discussed, rather than simply summarizing.

Is it illegalLegalities of recording meetings.
When it comes to recording in-person conversations, the law may give a business leader a great reason to set a policy. In most states, it is against the law to record an in-person conversation without getting the consent of at least one person. In eleven states, the person recording must get the permission of everyone involved. In the case of a group meeting, this means that everyone in the room who might be recorded must give permission before the recording can proceed. You should check with laws as they apply to your state and make a decision specific to each situation.

phonerecordingHowever, if the employee does request permission to record a meeting, an employer could be tasked with making a decision in front of a roomful of people. If there is a reason for the employee to record, such as a pending legal case, the request could bring attention to the issue, making things awkward for the employer. At any time, any person has the right to say “no” to the request to be recorded without explanation, but that doesn’t mean an employer should do so. It’s likely best to set an anti-surveillance policy first so you’ll be able to refer back to that policy as a reason.

Anti SurveillanceSetting policies.
An anti-surveillance policy can actually be a positive to the many employees who are increasingly concerned about the level of surveillance that appears to be a part of so many workplaces. State clearly that you value the privacy of your workers and want to ensure their safety. Your employees will see this as a protection of their rights. With a policy in place, chances are employees won’t ask unless there are special circumstances that require it.

In some instances, however, the issue may be one of personal protection. An employee who has been accused of violating your workplace harassment policy may want to record a disciplinary meeting with HR. While consent to this is up to the individual organization, it could appear that you have something to hide by refusing. If you do consent to allow a recording in these instances, experts recommend making your own recording of the meeting for your own protection. Also before consenting, you should note the laws specific to your state. If you’re in one of the eleven states where consent of all parties present is required, make sure each person states consent on the recording before the meeting begins.

security-breachSmartphones make it easy to record meetings and conversations for a variety of purposes. In the workplace, however, those recordings can lead to an invasion of privacy. There are instances where employees may feel they need to record a meeting and experts advise making a decision on those as they arise. By having a policy in place and taking measures to record meetings on your own when necessary, you’ll be able to deal with most instances where employees would ask to record.

Source – https://www.entrepreneur.com/article/273975

12 Tips For Dealing With A Lazy Co-Worker

How to handle a lazy coworkerDo you work with someone who takes two-hour lunch breaks, makes dozens of personal calls and naps in their desk chair? Perhaps they frequent the restroom or surf the web all day, while you hustle to keep up with your daily workload. It’s not uncommon to come across a lazy co-worker, and they’re not always easy to deal with.

Carping and tattling won’t get you anywhere – but there are a few things you can do to alleviate the issue. Here are 12 tips for dealing with a lazy co-worker from Stever Robbins, an executive and personal coach, and top 10 business podcaster.

Dont be distracted1. Don’t let them distract you. Don’t spend your day focusing on the fact that your lazy co-worker is constantly checking Facebook, texting or snoring at the desk next to yours. Try to tune them out and focus on your work. “Human beings are funny that way,” Robbins says. “We will spend more time focusing on the fact that our colleague isn’t doing their work than it would take to just do it ourselves.”

Life is not fair2. Don’t get caught up in the issue of fairness. Life isn’t fair. “People often say ‘it’s unfair that he gets away with doing nothing,’ but at the end of the day, it really doesn’t change anything,” Robbins says. “By pointing out that it’s not fair, we just make ourselves feel bad and the situation doesn’t change.” Instead, focus on being the best that you can be.

Lazy3. Decide who you want to be. “These tips are really all about behavior, but there’s a more important question: Who do you want to show up as in your life?” he says. “Think of the people you deeply admire, and what personal qualities make them admirable? Regardless of the practical implications of your actions, ask yourself how the ‘Ideal You’ would deal with the situation. You’ll behave very differently with Chuck Norris as your role model then with Ghandi as your role model.” Sometimes, who you are as a person is more important in determining your actions than momentary concerns of a specific situation.

Tough times dont last4. Don’t let it affect your attitude. If you waste your time and energy on being angry or annoyed about your lazy colleague, your work performance may start slipping and you may be less pleasant to be around. A hostile colleague is just as bad as a lazy one.


Tattle tale

5. Don’t tattle. That might make you look like a apple polisher, so don’t do it. But that doesn’t mean you shouldn’t speak up. “This one is tricky,” he warns. “It depends on the situation and the boss. Some bosses might say, ‘Thanks for letting me know. I’ll investigate,’ while others may tell you, ‘It’s not your job to worry about your co-workers’ performance.’  It could make you look bad. But if you go to your boss and say, ‘I’m at a point where I can’t go any further with this project because I’m waiting for Bill to finish his part. What can we do about this?,’ it gets the point across without your seeming like a tattler.” If they explicitly ask you to review your co-workers’ performance, you should be honest, Robbins suggests.

Dont let6. Don’t let their ways rub off on you. Don’t get sucked into their routine of two-hour lunch breaks and dozens of trips to the restroom or water cooler. If they start chatting with you, let them know you’re busy. “It’s tempting to follow their lead if they are getting away with it, but don’t fall into that trap,” he says.

Lazy people suffer less stress7. Don’t let their work become your responsibility. If you’re on the same team or share the same responsibilities, don’t pick up the work they aren’t doing. Remind them of tasks and deadlines, but don’t let babysitting your lazy colleagues consume too much of your valuable time.

Lazy colleague8. Don’t let them affect your success. A lazy colleague can hinder your progress. If your boss notices work isn’t getting done, don’t let the blame fall on you. This is your opportunity to speak up, if you haven’t done so already.

Take the lead9. Use the opportunity to become a leader. This may be your chance to really step up and prove you can deal with difficult situations. “When you go to your boss, tell him or her that you’ve noticed your colleague isn’t getting their work done, so you would like the opportunity to be a leader. Then, approach your colleague and say you want to help him meet goals and deadlines. This frames you as a leader.”

Gossip10. Don’t gossip or complain to other colleagues. It’s unprofessional. “You could cause misunderstandings and hurt feelings,” Robbins says.




Communication11. Communicate with your co-worker. He or she might not be lazy. Instead, they might be unclear of their tasks and deadlines. “Be clear about goals, deadlines and commitments,” Robbins suggests. “Sometimes it’s not that they’re lazy, it’s that they don’t have a good way of organizing their work or managing their time.” There’s always a chance that they’re preoccupied with a personal matter, too. “We need to remember that life happens,” he says. They could be distracted by a health issue or family problem.

Realistic timelines12. Don’t say yes to projects that require your co-worker to work at full capacity. If your co-worker is chronically lazy and nothing or no one—not you, not your boss—has been able to make a difference, proactively work this into how you plan, Robbins says. “When you’re given a project where you’ll have to depend on your lazy co-worker, factor their anticipated laziness into your schedule. Don’t agree to a time frame that assumes they’ll deliver,” he adds. You can also  use this as an opportunity to ask for more resources. “For example, you can say, ‘Hey, boss, I’m afraid I won’t be able to finish the project by June with the current resources.’ You’re boss might respond, ‘But you have Bob.’ Tell him, ‘Yes, but given the pace of Bob’s work, I don’t think he can deliver what we’ll need in the time frame we’ll need it.’ Best case, you’ll get the resources you need. Worst case, you’ve implicitly raised the issue of Bob’s performance with your boss in a non-aggressive way.”


Source – http://www.forbes.com/sites/jacquelynsmith/2013/08/01/12-tips-for-dealing-with-a-lazy-co-worker/#50868c833dc9


How to Manage Your Smartest, Strangest Employee

Prized employee There is a brilliant and highly accomplished engineer in my company who has managed to break the coffee machine, the toaster and so many other appliances in the company kitchen that we’re considering giving his trail of broken appliances their own line item in the budget. Apparently making toast is more challenging than the complex algorithms he works with every day. Such is often the case with the uber-talented… with genius comes quirkiness. The same personality traits that make them brilliant can also make them quirky and sometimes disruptive.


To be successful, a company needs creativity, but it also needs cohesion. Successful companies depend as much upon teams of people collaborating as they do on the vision of a CEO. A lone ranger that alienates the rest of the team can be destructive to a company’s culture. On the other hand, too much cohesion that is rigidly enforced can stifle the creativity of your star players, especially the entrepreneurial types.

Talented but obnoxiousI have often said that entrepreneurs have different DNA than others. They view problems differently and thus are able to craft solutions the rest of us could never have imagined. So I wasn’t surprised to read a recent article in the Economist which revealed that there are a disproportionate number of innovators who have mental attributes that could be classified as Asperger’s Syndrome, Dyslexia or Attention Deficit Disorder. Negative attributes of these disorders include the inability to focus on some things, hyper-focus on other things, difficulties with social interaction, disorganization, and procrastination.

quote-innovationThose attributes are clearly very negative, but the flip side – the positive characteristics – can be nothing short of brilliance. In fact, the media has often characterized the quirks of mega-entrepreneurs like Zuckerberg, Jobs and Gates as fashionably mysterious and even a bit charming. Of course, neither glamorizing your “oddball star” nor finding only the negative in a brilliant but quirky employee is helpful to your ability to manage them.

Creativity 2The drive, persistence, originality of perspective, and pure talent that characterizes your “internal entrepreneurs” is both a major asset to your company, and a management challenge for you. So how do you manage these internal entrepreneurs while balancing the competing interests of creativity and collaboration? As a CEO I am often faced with the challenge of how to foster innovation while keeping these side effects of innovation from being detrimental to the workplace. There is no complete answer but I know some of the necessary pieces.

Innovator BrainFirst, identify your internal entrepreneurs. One major hallmark of the “internal entrepreneur” is an unwillingness to accept conventional wisdom. To find the internal entrepreneurs in your company, look for the people who often ask, “Why are we doing it this way?”

Second, recognize that an internal entrepreneur’s limitations may be the same source of his or her talents, and be mindful not to stifle these qualities. I once had a member of my team who was had a penchant for control. This can often be an indicator of a major problem. It turned out that he was an entrepreneur who felt he needed to “own” a project completely, as if it were his own mini-company. Once I identified his work style as a variant of entrepreneurship as opposed to a difficult employee, his productivity soared and the company benefited.

toxic employeeOf course, the determination about how much leeway and special accommodations you should give to your internal entrepreneurs needs be based on many factors, not the least of which is your judgment. The most significant factor is disruption to the team. I have a fairly high tolerance for quirky work styles, but little tolerance for someone who is overly disruptive or lowers the morale of a team.

Team innovationThird, be sure to organize your teams in such a way that you foster innovation across teams with multiple skillsets. Afford the most creative individuals enough independence for innovation but then move the project forward with individuals who are prone to concerted action. A company needs dialogue but once a decision is made, a team must move forward together.

And finally, if you have some really exceptional people, make sure to keep a few extra toasters in the company kitchen.


Source – https://hbr.org/2012/07/how-to-manage-your-smartest-st

Author: Jeff Stibel

HR should be next in line for Uberfication

Uber_BusinessIn just seven years, taxi app Uber has turned a century-old industry upside down. I recently took my first journey in an Uber car and – as well as being impressed by its service – I quickly realised that HR has a lot to learn from this ‘disruptive’ organisation.

New modelThe essence of Uber’s success can be distilled to just one thing: pace. Since 2000, change has become synonymous with pace. Change is happening across all industries and at uncontrollable speeds, hitting HR hard. We need to take a leaf out of Uber’s handbook and embrace change.

Because change is something that HR traditionally struggles with. We have become experts at relaunching ourselves and rebranding our services – without substantially revising what we’re doing. We let anyone write a book about HR and instantly cry ‘eureka’ and alter our name, our direction and our mantra. But how many HR departments have actually successfully repositioned themselves as a credible value-added service?

Reduce cost and timeSo what can we learn from Uber? Having a highly polished, clean car used to be a competitive advantage in the taxi industry, but that has changed. Uber drivers use ordinary cars and the firm allows users to rate drivers for their friendliness, cooperation and effectiveness – and provides a service that is priced well below typical cab fares.

Just as polishing the wheels on your traditional taxi is now a waste of energy, so is tweaking an outdated bureaucratic HR model by regularly changing its name. If your personnel department never actually evolved beyond changing its name to HR, it will forever remain a hindrance to managers and staff. And, in the absence of good service, our customers will look elsewhere. Third-party online HR services are continuing to evolve into credible alternatives that will be the in-house HR team’s ‘Uber’ nemesis.

Outsourced HRUber innovated in three ways: it reduced costs, allowed untrained operators into the market and empowered users. These are ways in which online HR services – or an ‘UberHR’ – pose a real threat to the traditional HR function. We cannot wait for the next book or keynote speech to be published; we have to change now because the customer is demanding something different from us and outsourced services are already gaining ground.

HR must see the need for change and adapt to it, while never compromising on the real purpose of modern HR provision. Innovation exists within our profession – now it’s time to set it free.

Crucially, Uber understands the real rationale behind the taxi industry: moving people from A to B, rather than designing sumptuous methods of transport. Similarly, HR needs greater clarity about it’s purpose, and not get distracted by its processes. Having the best-looking taxi fleet – or best-looking HR processes – just isn’t the point anymore.HR diagramFundamentally, Uber is winning market share because it’s on the user’s side. So perhaps we shouldn’t fear UberHR, but look forward to the emergence of a confident HR profession that embraces its users and puts their experiences at its core.

Source – http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2016/03/17/hr-should-be-next-in-line-for-uberfication.aspx

9 Habits That Destroy Workplace Relationships

Cut bad habits 2According to Globoforce, 78 percent of people who work between 30 to 50 hours per week actually spend more time with their coworkers than with their families. Because of the amount of time that we spend with colleagues, I find it pretty important to encourage friendships in the workplace.

The importance of friends at work 3Not only does it boost morale, it also increases trust and productivity throughout the departments in the company and helps the company gel as a whole.

I’ve noticed over the years that I have fostered some of the best relationships and best friendships I’ve ever had at work. I’ve also had to work at repairing some damaged relationships due to stupid things that I really didn’t realize were damaging the people closest to me.
Here are a few things that I personally have had to work on over the past years to not destroy my workplace relationships.

Gossip1. Gossiping
Workplace gossip doesn’t just destroy relationships. It can be so damning that it’s considered to be a ‘virus’ that is “worse than any flu or bug and will decrease your quality of work, and destroy profits and morale fast if you don’t do some fast treatments.” The reason? Workplace gossip can convert a place of business into a battlefield, where team members are forced to pick sides. Not only does this create a hostile environment, it also eliminates any trust that has been built among colleagues.

Preventing gossip in the workplace isn’t easy, but whenever you hear a story getting passed along the office, ask yourself if the story is actually true – and don’t continue to spread the virus. Sometimes you may have to even let the main culprit of gossip go to prevent this from continuing. Gossiping doesn’t always have to be negative either, but it can still hurt.

Unreliable2. Unreliability
This is one I’ve really struggled with. We’ve all worked with the individual who either is frequently late, can’t attend a meeting because of an emergency, or fails to follow-through on a promise. When you have an unreliable person on the team, it proves to everyone else that they don’t follow through.

To fix this problem I stopped overextending myself and committing to things I could never complete on time. Always follow through, and if you can’t make a deadline let the person know before it’s due. It didn’t happen overnight, I had to work at it but it’s helped me regain the trust of those around me and grow my business more than ever.

Procrastinate3. Procrastination
I know a lot of people who do their best work at the last minute. While this may be effective for the individual when working on a solo project, this is not always a good practice, nor fair to the rest of the team who has already completed their part of the project. In a company, we are a team. When there’s procrastination, it forces other team members to scramble on to finalize a project at the last minute. This not only puts unnecessary stress on colleagues and can be a huge let down.

I’ve started to prioritize the things I hate the most and hardest to complete at the beginning of the day. This helps me to not procrastinate. I’ve also gotten into the habit of completing projects a day early. This also helps when I screw something up (we all do it) so I have time to fix.

Bullying4. Bullying
Think back to your childhood. Did you trust the bully? Did you want to be around those kids who treated you poorly and made you feel abused? Of course not. Unfortunately, there are adults who can also be considered bullies. These people can make the workplace uncomfortable for employees – since they don’t feel safe. Even if someone is not the object of the office bully, the negative impact is immeasurable.

Print5. Lying
We’ve all told a white lie here and there. Whether it’s calling in sick because you would rather go to the beach or claiming that you don’t know how to use a piece of hardware / software, these little white lies seemingly are harmless. And, in some cases, that’s the case. As David Shulman, associate professor at Lafayette College and author of From Hire to Liar: The Role of Deception in the Workplace, says in Bloomberg Businessweek, “They’re really in the interest of getting the job done.”

Frequently, pathological liars, however, can become a serious problem in the workplace. It diminishes their integrity and makes it difficult for others to trust them – especially if these individuals are in top management.

hypocrisy6. Saying one thing and doing another
One of the most infuriating occurrences among colleagues is when they promise you something and fail to deliver. For example, if you were building a website and it’s ready to go live, but you’re you’ve been waiting for the copy from a colleague for the last week, wouldn’t you be agitated?  If you want to keep peace in the workplace and maintain the trust of team members, follow through on your promises.

Take the credit7. Stealing credit
Let’s keep this one short and sweet. Taking credit for someone else’s work illustrates that you only care about yourself. This selfish act decreases trust and will quickly cause colleagues to turn against you. So, always give the appropriate credit to the person who earned it.

Addicted to Social media8. Addicted to social media but failing to respond to emails
How much time do you spend on social media each day? I bet you it’s four times what you think it is. Prioritize responding to emails and finishing up work before you allow yourself to go on social media… unless you found this article through social media, to which I would say, touche!

Bad teamplayer9. Not being a team player
There are definitely times when working independently can be beneficial — such as completing a report before a deadline. However, you can’t expect to be successful in the workplace by being the “lone wolf.” In fact, being a team player can make you stronger both personally and professionally, as well as realizing that the team goal is more important than any individual goals that you’ve set.

Not only does being a team play build trust, it helps motivate the team to support and work together to support each other and finalize a project.


Source – https://www.entrepreneur.com/article/270728

Emotional Intelligence is Vital to Workplace Success

Emotional IntelligenceWhat portion of the decisions you make at work are emotional versus rational?

Most people say 20% or less. In fact, we decide 100% of everything emotionally and then spend hours, weeks or months underpinning these decisions with logical justifications. This is because we are all emotional beings and cannot leave these emotions at home or confine them to our personal lives. Accepting this and dealing with the ramifications of it can be extremely beneficial to you and your workplace.

Importance of EIIn Daniel Goleman’s Working with Emotional Intelligence, he makes a strong case for a link between well-developed emotional intelligence and workplace performance. Goleman found that 67% of all competencies deemed essential for high performance were related to emotional intelligence. Furthermore, one’s emotional intelligence mattered twice as much as one’s technical knowledge or IQ for this high performance.

QuoteWhat is Emotional Intelligence (EQ)?

  1. The ability to be aware of, name, and manage one’s emotions;
  2. The ability be aware of, name and understand other’s emotions, and;
  3. The ability to relate to others in effective ways both personally and professionally in a wide range of contexts and roles.


Why is EQ important at work?

EI over IQEQ helps us manage stress, it is vital for enhanced cooperation and teamwork, and it helps us to learn in relationships. Our ability to work together is profoundly impacted by our emotions, and this requires an ability to self-soothe, connect, and integrate in workplace relationships. While skills and experience may get you the job, your EQ will ultimately determine how well you succeed and how far you rise in the organization.

How does low EQ show up at work? ƒ

  • Low Vs High EIBlaming others ƒ
  • Victim statements such as “If only he/she would . . .” ƒ
  • An inability to hear critical feedback ƒ
  • Diverse opinions that are not welcomed or valued ƒ
  • Passive, aggressive or passive-aggressive communication ƒ
  • Leaders who do not listen and become out of touch with those they lead

EI for SuccessThree emotional capacities – self-reflection, self-regulation and empathy – form the foundation for all competencies and skills. They provide the ability for us to adjust to change, maintain our commitments to people, help us find satisfaction in relationships, and create balance in our emotional lives.


Increasing emotional intelligence can be done by anyone throughout life, but it takes effort and continual practice. The reward is evident in lower stress, higher career achievement and greater satisfaction in all relationships.


Source – https://www.washington.edu/admin/hr/pod/leaders/orgdev/alliance/articles/EQ_Craemer.pdf (with slight edits)

The 10 Most Common Workplace Lies

LiesWriting “The Truth About Lies in the Workplace” allowed me to document the variety of lies encountered at work. In the workplace people fib, flatter, fabricate, prevaricate, equivocate, embellish, “take liberties with,” “bend,” or “stretch” the truth. They boast, conceal, falsify, omit, spread gossip, misinform, or cover-up embarrassing (perhaps even unethical) acts. They lie in order to avoid accepting responsibility, to build status and power, to “protect” others from hearing a negative truth, to preserve a sense of autonomy, to keep their jobs, to get out of unwanted work, to get on the good side of the boss, to be perceived as “team players” when their main interest is self-interest. Or they lie because they’re under pressure to perform and because (as one co-worker observed about his teammates) “they lack the guts to tell the boss that what is being asked isn’t doable.”

Liar 2Some people are better than others at lying. If you are creative, you are one of them. Not because creativity makes you more likely to be dishonest but because you’re probably good at convincing yourself of your own lies. If you have a charismatic or dominant personality (as many C-Suite executives do), you probably also have a special capacity to deceive – which doesn’t mean you lie more than others, it just suggests that when you do, you’re more skilled at it. If you’re an extrovert you lie at a higher rate than introverts. If you are intelligent, you can think strategically and plan ahead like a good chess player – and you can better handle the “cognitive load” imposed by lying. If you are manipulative or overly concerned about the impression you are making on others you tell more lies. If you are adept at reading body language, you are also adept at sensing when other people are getting suspicious. And if you have a good memory, you are less likely to be tripped up by your falsehoods.   Omission

Workplace lies run the gamut, from small, everyday lies to whoppers, from benign (even helpful) to destructive. Here are the 10 major categories of lies with examples of each:

1. Social lies are the lubricant of workplace relationships. We couldn’t survive in business – or in society – without them. With social or “white” lies, there is an implicit deal struck between the liar and the lie-ee: You won’t tell me the unvarnished truth, and I won’t scrutinize everything you say.

If I ask you how things are going, I don’t want to hear the story of your life. Just say “fine,” and I’ll do the same.

2. Lies of exaggeration are the embellishments used when people try to appear more capable than they really are.

My husband’s an actor. If they need men on horseback for a scene, he’ll swear he’s an expert rider. He’s not.

3. Lies of omission are meant to mislead by leaving out a critical piece of information and letting the recipient draw the wrong conclusion.

The job candidate said he felt “stifled” in his previous job, so he left the organization. He neglected to mention that he’d been fired.

4. Protective lies are often seen as an altruistic alternative to hurting someone’s feelings.

I complimented her on the presentation because I didn’t want her to be discouraged.

5. Defensive lies are an attempt to protect oneself or to avoid punishment.

It’s not my fault. No one told me that I was in charge of sending the agenda.

6. Blatant falsehoods are readily exposed by other sources or eventual outcomes. Because of that, the liar is viewed as unaware and out of touch.

Recently a senior leader was fired and it was announced as a “retirement.” That was a blatant and stupid lie, as we heard the truth from the person who was let go.

7. Destructive lies poison workplace relationships by destroying trust.

We were told it was a matter of cutting costs, and that if we just gave up a little – the company would get back on track. So we did. Only to find out that the top executives had given themselves salary increases and bonuses.

8. Malicious gossip is meant to undermine, harm, or destroy another person’s career.

When my colleague didn’t get the assignment, he spread the rumor that I was chosen because I took credit for other people’s ideas.

9. Small lies are readily forgiven or overlooked.

My manager gave out an earlier due date (for the completion of a project) than was necessary. She knew some people would procrastinate and she wanted to make sure the work was done on schedule.

10. Big lies are almost never forgotten nor forgiven.

My boss assured me that my position was secure – then he accidentally copied me on an email about interviewing my replacement.

Stop the lies

Source – http://www.forbes.com/sites/carolkinseygoman/2013/10/17/10-of-the-biggest-workplace-lies/#110712013a21

Does It Look Bad to Call in Sick by Texting?

Text message 1In an age where text messaging is many peoples’ preferred communication method, it might seem acceptable to text in sick – but think again. When you’re feeling under the weather and need a day off work, a good old-fashioned phone call is still the best way to let your boss know you won’t be showing up. Follow your company’s rules regarding calling in sick to avoid incurring your boss’s wrath – and to ensure you don’t face disciplinary action when you’re back on your feet and ready to return to work.

How It Looks

Too sickWhen you text a message instead of calling your employer to tell her you’re sick, it could give the impression that you have something to hide. According to CNN Health, nearly one third of workers admit they’ve called in sick to work when they weren’t really sick, and your boss could think you’re simply trying to get out of a day at the office. When you call, your boss has the ability to hear your voice and is less likely to think you’re lying about your condition to play hooky for the day.

Why It’s Bad

Sorry bossNot only does texting in sick usually reflect poorly on you as a professional, it’s easy for a text message to fail to make it to its recipient. If your text doesn’t arrive on your supervisor’s phone, she won’t know that you attempted to call in sick. Even if the text message arrives, there are too many variables to consider when dealing with cell phone technology. If your supervisor has her phone on silent, has a dead battery or forgot her phone at home, your message could go unread until it’s too late. When you speak to your boss on the phone, you have confirmation that your supervisor received your message and knows not to expect you to show up.

When It Might Be Acceptable

Sample email 2In some instances, it’s perfectly fine to send a quick text message to tell your boss you’re taking a sick day. For example, if you work an early or late shift, your boss will probably appreciate a text message over a phone call that wakes her up. Most companies specifically state how to inform a supervisor that you won’t be coming in to work, and if your company considers text messaging an acceptable method, it’s fine to send a message. Regardless, always try to follow up with a phone call or email after texting to make sure your message went through.

Get a Sick Note

Potential Consequences

Keep callm because youre firedThe consequences you face for texting in sick will depend on your standing with your boss, as well as any rules your company has in place regarding the practice. If you’re a hard working employee with a stellar reputation, your boss might let it slide as long as you don’t make a habit of it. If you’re regularly sending text messages at the last minute to call in sick, your boss might take disciplinary action. In extreme cases, people have been terminated for texting in sick, so there is a chance that your boss could tell you to pack up your desk and hit the road.


Source – http://woman.thenest.com/look-bad-call-sick-texting-17985.html

Personal Vision Statement – The Beginning of Your Future

Personal VisionWhen coaching executives and business leaders, I often discover that although their company has a vision statement, they don’t have their own personal vision statement. So what’s the big problem of not having your own? Well, what I found time and again, especially with older leaders, was that those who didn’t have their own personal vision, got to a point in their career dissatisfied with their life. Those who were clear about their vision felt a lot more complete as a person and were a lot more successful.

FutureSo if you want to be happier and more successful, take some quiet time to create your own vision statement. It will help you to define where you want to take your life, making it a more purposeful life. And, it will help you to design your future.


How to Create a Personal Vision Statement

You will need to find a quiet place so that you can reflect about yourself and what is important to you. Ask yourself these questions about the future:

  1. Where are you living and/or working?
  2. Who are you with?  Family, friends, associates?
  3. What are you doing?  Working, playing, traveling, etc?
  4. What have you accomplished?
  5. Personally and professionally – What is important to you?
  6. Values, feelings etc?

A clear visionFinally, start crafting your vision and put it down on paper. Make it concise, written in the present tense and put on something you can take with you to reference on a daily basis. Once you have answered these questions think about if your future picture, vision, is achieved, how would you feel? Feelings are important in this process. Feelings, if strong enough, will drive us to take action. They will motivate and energize us to take the necessary steps needed to get to our vision.
And remember that your vision can change. It isn’t set in concrete. It is a compass to help you have a life that is complete and joyous. When you get to the end of your life, having and following your vision, there will be no regrets.

Source – http://www.executive-velocity.com/personal-vision-statement-the-beginning-of-your-future/