Let me know your most pressing issue with insubordination- please take this short survey: https://www.surveymonkey.com/r/QNR2MX2 Please click on the following link: http://bit.ly/dealwithdifficultemployeesatwork Insubordination is the act of willfully disobeying an order given by a manager or supervisor - It comes in many forms: - Outright refusal to carry out a reasonable direct order - Challenging or criticizing an order - Ignoring instructions or not following instructions fully - Showing open disrespect towards a supervisor - Using abusive language - Attitude problem -- rolling of the eyes, sighs, body language - Making malicious statements or threats, or even physical violence Insubordinate behavior may start out small, but if left uncorrected, can snow ball.. So it must be addressed in the early stages. Insubordination will serve to: - Undermine the authority of the manager - Can cause issue among all employees if left unchecked - Cause productivity problems - Drop in moral of the team. - Eventually good employees may end up leaving. Most instances of insubordination can be nipped in the bud with a brief word or corrective coaching. However, if there is a repeat of the behavior, then you must enforce formal disciplinary procedure. Before deciding on appropriate actions to take, consider the following factors: - If the behavior is a performance problem, then ensure the employee has been trained on the skills and information required to complete their job - If the behavior is a problem of misconduct, step back to assess the situation to see if you can identify the root problem -- Many times a behavioral problem occurs as a result of another situation or conflict that may be occurring, and solving the root problem may automatically fix the behavioral issues - Was your order direct, clear and unambiguous? (hint -- Don't ask- TELL!) - Was the order reasonable? - Was the order understood? (ask for written as well as verbal feedback) - Was a published policy or work rule violated? - Did the employee understand your expectations? (give clear job description so there is no confusion about job role) - Did the employee know he was being insubordinate? - Was the employee aware of consequences? - Employees record - Consequences of the act (impact on operation including effect on workplace productivity /profits/other employees) - Mitigating factors - Attitude of the employee - Past practice - Prior incidents - Is the employee having personal problems or workload is too much? (may be a temporary situation and with some understanding and coaching and adjustment of workload, this can be corrected). - Where there any extenuating circumstances? You see where this is going.. Need to step back and assess the situation and to determine the appropriate discipline on a case by case basis. You need a zero tolerance policy, but you cannot penalize employees for even the slightest infarction. So how to handle insubordination? - Schedule a meeting with the employee behind closed doors - Stay Calm and Don't react emotionally -- your knee jerk reaction may be to lose your temper, and become personal, especially if the employee becomes abusive .. resist this ..maintain a professional demeanor and tone at all times when talking to the employee. - Focus on facts and be specific -- don't use generic words like 'attitude'.. (may put them on the defensive) simply speak about behaviors and actions observed and that you can document - Listen to the reasons the employee gives for insubordination - If you are satisfied that insubordination has taken place - Explain what they did wrong and how this impacts the job - Set out the conduct that is expected in the future.. - Give them a copy of the company policy - Make it clear the consequences of violating terms in the future- disciplinary action you have at your disposal .. - Document everything including the date the incident happened, other people present, nature of insubordination, what was said (use exact words) and the non-verbal reactions.. - Ask the employee to sign the document. Please Click on the link below for a more in depth look at insubordination: http://amzn.to/1eYutHi . . . . . . . Tags: Insubordination insubordination in the workplace insubordination definition https://www.youtube.com/watch?v=pb7mX...
Views: 30178 Paul Brendon
http://blog.hr360.com/hr-blog/managing-a-difficult-employee-video-blog Video Highlights: 0:42 Managing a difficult employee is one of the biggest challenges a supervisor can face. We’re talking about individuals who are not violating company policy or breaking the law, but whose demeanor, attitude and behavior are off-putting to others. 01:12 Left unaddressed, a difficult employee has the potential to do serious harm to overall workplace morale and productivity, and can even drive other valuable employees away from the department or company. 01:29 You must be responsive to the issues and complaints of the offending employee’s colleagues. Don’t brush them off. Document the complaints in detail, and ask for specific examples of the behavior in question. 01:49 Address the employee in question. This is understandably uncomfortable, but it must be done. Ideally, you will speak with the employee immediately following an incident, so that the event is fresh in his or her mind. 02:19 Follow an established protocol of steps based on a progressive discipline policy. Start with a conversation, or counseling session. If the behaviors persist, move to a verbal and then a written warning. 03:27 If all these efforts fail, you may be forced to consider reassignment or termination of the employee. However, absent special circumstances, this should generally be the last resort and done only after all other avenues have been exhausted.
Views: 141193 HR360Inc
RESPECT IN THE WORKPLACE (HOW TO DEAL WITH DISRESPECTFUL EMPLOYEES) ➡️ Get your brand new, impressive, Top Notch Resume here: https://www.lindaraynier.com/topnotchresume ➡️ Get private career coaching from Linda here: http://www.lindaraynier.com/standoutgethired ➡️ Get your brand new, Strategic Cover Letter here: https://www.lindaraynier.com/strategic-cover-letter-workshop/ ➡️ ‘Top Notch Interview’ is coming soon! For enrolment updates: http://www.jointni.com ________________ In today’s Corner Office Insights video, I’m sharing with you leadership advice that will help you manage your team as a manager, senior manager, director or c-suite level executive. And today, I’m teaching you 5 honest and raw reasons why your employees don’t respect you and exactly what you can do to turn it around and gain their respect. ----- FREE WORKSHOPS/DOWNLOADS: ⬇️ Sign up for my FREE Resume Mastery Workshop here: https://www.lindaraynier.com/webinar ⬇️ Download my FREE Resume Samples PDF document here: https://www.lindaraynier.com/resumesamples ⬇️ Download a copy of my 10 Ultimate Resume Hacks to Land more Interviews and Job Offers PDF here: https://www.lindaraynier.com/resumehacks ________________ Become part of a growing community with over 7000 other corporate professionals in the supportive Ambitious Professionals Mastermind Facebook group here: https://www.facebook.com/groups/288240514997485 Interested in getting personally coached by Linda to enhance your personal brand, advance your career and/or land your dream job? ➡️ Click here: http://www.lindaraynier.com/standoutgethired and fill out the application form. ________________ If you liked this video, please give it a thumbs up 👍 , subscribe, share it with your friends. CONNECT WITH ME: Website: https://www.LindaRaynier.com Instagram: https://www.instagram.com/lindaraynier/ LinkedIn: https://www.linkedin.com/in/lindaraynier Facebook: https://www.Facebook.com/lindaraynier For other similar videos, see: What To Do When Your Employees Disrespect You | Cameron Morrissey | https://www.youtube.com/watch?v=yOoOVQ_rwfw Respect in the Workplace | GROW Learning | https://www.youtube.com/watch?v=muoM-Fst2fA https://youtu.be/13lJO4ffLJc
Views: 10716 Linda Raynier
For more details on all of my leadership development tools and the details of getting me to come to your organization and conduct one of my workshops for FREE, just follow this link: https://bit.ly/2Suq5Ym ► ► Subscribe to My Channel Here https://www.youtube.com/c/CameronMorrissey Transcript: Hi there everyone, and thanks for joining me today. If you’re in leadership, or if you’re in the workplace long enough, there’s going to come that time where your boss actually usurps your authority. It isn’t about you jumping the chain of command. It’s about your boss jumping the chain of command downward and going straight to your employees. Given enough times of this occurring, it can undermine your leadership, and it can just reflect poorly on the boss themselves. So what I recommend to tackle this, it the first thing is to actually take it to your boss. Your boss might not be aware really of the negative effects of their behavior, or that they are doing it in the first place. They might be seeing something and taking action on it, and just considering that part of their job. But talk to them and get clarification on why it is that they are doing that. Is it because you weren’t available? Is it because they don’t feel that you have an expertise in a particular area? But get clarification on why. There may be a very legitimate reason as to why they’re doing that. The other thing you want to do is to offer them an alternative at that time. So tell them that they can come to you with those things and you can disseminate it out to your team. That’s why you’re there is to take that load off of their shoulders. You want to highlight the benefits to them of going through you to work with your team. If you can highlight those benefits, you’re going to have a much better chance of having them stop that sort of behavior. So offer that alternative and then highlight the benefits as well. Now the other thing is even if you aren’t successful in getting your boss to stop this behavior you can also use this bad scenario for a good purpose. And that is communicating more with your team. If you’re communicating enough with your team, then it almost doesn’t matter what your boss does to usurp your authority, because you have that relationship with your team and that’s going to be something that they can hold onto even in the face of that uncertainty. So use that as an excuse to communicate more with your team. Call out the good that’s going on. Explain the “why” of the decisions that you’re making. And those round out that communication with your team, and so they’re going to give you the benefit of the doubt if there’s any question on things. Also, you’re able to jump in after the boss gets there and clarify things. And so you and the boss then look like you’re a team. The boss brings it up first, you then go and clarify and support the boss’s decision, and then it looks like a cohesive unit. And it doesn’t look like some sort of weird jumping of the chain of command. But those are the two things; go talk to your boss about those things and then talk to your team as well. Communication kills most of the ills in the workplace. Thanks so much, have a good one.
Views: 7014 Cameron Morrissey
Thank you so much for your watching "LIFE IS AN ECHO, WHAT YOU SEND OUT COMES BACK" "Would you consider a small gift of $11.11 or more to support me creating next videos." ➤ PAYPAL Donate: http://bit.ly/2v8oP30 ➤ Please Donations To Help Others In Need: https://goo.gl/uwkt1Z ➤ Support me on Patreon: https://www.patreon.com/TheSpiritOfLife ➤ Please visit Crime Collection channel: https://goo.gl/qg56np ➤ Follow Fan page: https://www.facebook.com/real.SpiritLife/ ➤ Source Article: https://www.TheSpiritOfLife.Net ➤ Spread Love and Kindness Like, Subscribe to Get Daily Updates Namaste - Blessings! -------------------------------------------------- Each day - we work tirelessly to bring you Angel Messages. We live for this stuff. And now we'd like to fully invest ourselves in the The Spirit Of Life Channel. "How can I help?" Well...if you can chip in a couple bucks every now and again, we can try to expand the operation. Don't worry! The show will always be free. But we want to grow (and keep the lights on)! If we receive some financial support... we'll have the ability to create some merch, produce extra episodes + bonus content, and do some live shows. In our ideal world, we'd love to be able to meet each and every one of you maniacs. And with your help, we'd like to make that happen. --------------------------------------------------- NEW VIDEO EVERYDAY AT 8 a.m & 6 p.m PLS!! Subscribe our friends channel: Twin flame, old soul, Angel Messages, Archangel Michael Messages daily: https://goo.gl/kBozsA ---------------------------------------------------------------------- Please! Don't forget SUBSCRIBE: https://goo.gl/tvrkgw Messages from Archangel is received by many channels. Our channel make videos from selectively post those that we find truthful, out of those that we are aware of. ----------------------------------------------------------------------- Watch More Video: - AA Michael – Messages from Archangel Michael: https://goo.gl/m1Z51z - Arcturians channeled messages: https://goo.gl/EtAWZ4 - AA Gabriel – Messages from Archangel Gabriel: https://goo.gl/jBjCH8 - KRYON - Messages from KRYON: https://goo.gl/wYzij2 - Messages from JESUS: https://goo.gl/kvC2pf - Twin Flames: https://goo.gl/jKkVq3 - Soulmate: https://goo.gl/3ejNih - The Spirit of Life: https://goo.gl/oiej7s ------------------------------------------------------------------------ If there are any issues related to image copyright, content. Please contact us via messages. We will check and takedown the video immediately if the problem you are giving is correct. Thank you so much
Views: 2330 The Spirit of Life
Tired of Women Undermining You? Want to leave your job and start your own business? Use this FREE FINANCIAL PLANNER to create your own financial roadmap to leave your job and start your own business. Click here to download: http://realwomenrealsuccess.com/employee-to-entrepreneur-2/ Join us in my online women's group - Women Thriving at Work. Together. We meet once a month on Zoom for training and live coaching on current topics that impact women's success at work and in business. We connect and support each other between meetings in our private Facebook group. For more info: http://realwomenrealsuccess.com/women-thriving-at-work-special-discount/ Join my Professional Besties eClub and get free coaching, training, and success tools right to your inbox. Click here: http://eepurl.com/b_3hkf Visit Real Women Real Success at: realwomenrealsuccess.com Lacy Schoen is the Founder and CEO of Real Women. Real Success. Her mission is to support women in developing their leadership acumen and ability to seek what makes them happy and fulfilled. Believing that women’s skills are what is needed in today’s organizations, Lacy offers demonstrated, real-world strategies for women to leverage their unique female skills to achieve their dreams. The company supports women supporting women and is the first of its kind. Lacy Schoen (“Shane”) CEO, Team Lead, Inc. - Real Women Real Success Founder/Host, Women Thriving at Work Best Selling Author, Keys to Conscious Business Growth http://www.realwomenrealsuccess.com
Views: 5917 Lacy Schoen Real Women Real Success
Discipline can be an effective tool to improve your team's efficiency, productivity and morale. This VideoJug film will show you how to discipline an employee to its greatest effect. Subscribe! http://www.youtube.com/subscription_center?add_user=videojug Check Out Our Channel Page: http://www.youtube.com/user/videojug Like Us On Facebook! https://www.facebook.com/videojug Follow Us On Twitter! http://www.twitter.com/videojug Watch This and Other Related films here: http://www.videojug.com/film/how-to-discipline-an-employee
Views: 120617 Videojug
For more details on all of my leadership development tools and the details of getting me to come to your organization and conduct one of my workshops for FREE, just follow this link: https://bit.ly/2Suq5Ym ► ► Subscribe to My Channel Here https://www.youtube.com/c/CameronMorrissey Transcript: Hi there, everybody. Cameron Morrissey here. Today's question is, "What do you do when you get disrespected by your employees?" It's something that's going to come up over the course of your career and I'd like to highlight one major point. When you're disrespected by your employees, it is most often a reflection of the respect that they are feeling from you. It is a mirror of what they are getting from you. All right, so the question is, "How do you show them more respect?" Or, "How do you make sure that you are showing them respect?" A lot of times we feel like we are, but we aren't actually doing that. I want to tackle two main things to show respect to your team. The first thing is handling the why. Give them the reason for the decisions that you are making. Do you want to know who you explain yourself to? You explain yourself to people you respect. You explain yourself to your boss, so reflect that downward towards your employees as well. Make sure they understand why you're asking them to do whatever it is you're asking them to do. Get in touch with the why. The second thing you want to do is you want to make sure that you are listening to them. Making time to listen to the employee for even 30 seconds, 45 seconds, instead of rushing off to the next meeting that you have can have an enormous amount of impact. Again, I reflect this to your boss. Do you listen to your boss or do you tell your boss you're really late for a meeting, you need to rush off? No, you sit there and you listen, all right? Because you are showing them respect. If you want the respect of your employees, you need to show them respect as well and the two easiest ways to shore that up are in the communication outward to them, which is giving them the why, and then the communication inward, and that is giving them your time and listening to them. If you're feeling disrespected, shore up those two areas and that should help you. Thanks so much everybody, have a good one.
Views: 11694 Cameron Morrissey
Excerpt from Jocko Podcast 58. Dealing with frustrations of having a bad boss. Take advantage. Join the conversation on Twitter: @jockowillink @echocharles
Views: 127044 Jocko Podcast
Note: This video is not meant to be an all-encompassing address of a complex issue. This is a topic addressed in the context of speakers showcase where one has a very limited time to relay information. Speaking to a large audience of HR Professionals in New York at a speakers showcase, JoAnn Corley creatively presents practical strategies to work with behavior. As a talent management specialist, she helps HR professionals and managers at every level create and nurture high-performance teams with an innovative coaching model that reflects a holistic talent management approach. To learn more go to: www.joanncorleyspeaks.com | www.thehumansphere.com | www.joanncorleyspeaks.com
Views: 56723 JoAnn Corley-Schwarzkopf
How to Deal With a Toxic Boss (and a Toxic Work Environment). Toxic manager and toxic work environment is a reason for many to quit their job and leave their company. Toxic bosses install a toxic work culture and a toxic environment within the company. Dealing with toxic micromanagers and toxic work environment is not easy at all. A problem with your boss is a no win situation, you either leave or you will eventually get fired. Miracles do not exist, but let's go through a few strategies which might help you to survive a toxic boss on a short term. I am Marat from EMMOTION - myemmotion.com. Sharing my experience related to a toxic boss and to a toxic work environment made me realize that it is a huge issue. That I wasn’t alone at all! Thousands of employees suffer a bully boss and consequently the toxic energy they are surrounded with at work. There are not many actual help strategies or helpful advice on this subject. In today’s corporate world, we need to learn how to block the negative energies, no matter who or where they come from. To do our best to prevent the toxic management and their toxicity from affecting our health and peace of mind. But how? I have to be honest, miracles do not exist but there are a few strategies which could help you survive a toxic boss and a toxic work environment on a short term. Because the first and the most important advice is definitely putting your best effort into getting OUT of a toxic place as soon as you can. I know it doesn’t not sound as much of a help right now, when you are in a such situation. But with time it becomes crystal clear that it is the best possible solution. More than 20 people I’ve questioned about this subject confessed they shouldn’t have tried to change their situation and that they should have left as quick as possible. Because not even a top yearly income and a senior role, you always wanted, is worth the damage on your emotional and physical health. The toll on your relationships and your general well-being which your toxic boss is causing. Negative atmosphere and the toxic vibes within the company will absorb all of your energy. The longer you stay, the more exhausted you are for a successful job hunting strategy. The following tips will help you survive and possibly improve your situation but there is no “quick fix” in dealing with a toxic manager. Get ready to show the maximum of patience. Toxic bosses don’t care about your well-being at work. They don’t care about the impact their behavior is having on their team’s productivity. They also put a front of being indifferent to their team disliking or hating them, in fact some might actually be enjoying it, which is another topic. What toxic bosses do care about are the results! Especially if these make them look good in the eye of top management. Anyone who has worked for a toxic boss knows how they can impact all the aspects of your life! Your confidence, your self-esteem tend to go away. But not when you stop being afraid! Working in a constant state of fear is extremely damaging. Think of the worst which could happen to you at work? Getting fired! Which is nowhere as bad as turning into a walking zombie. Researcher who did studies on more than 3000 people, found out that employees who have managers with toxic traits are 60 percent more likely to suffer a heart attack or other life-threatening condition. Stop blaming yourself. No matter how toxic bosses make you feel, no matter what your boss says about you: “Incompetent”, “slow”, “not good enough” — you are NOT, their anger and toxicity are NOT your fault. There is nothing you can possibly do to be successful in this situation, except getting out of the toxic workplace. Think Karma! If you absorb the toxicity and transmit negativity yourself, you are likely to get even more negativity in return. Your boss will eventually get what is coming to them. Focus on yourself, on getting your work done the way you can and on getting out of there without looking back! Help and guidance for job interviews with and without job experience, for experienced professionals and project managers, recent graduates or students, adaptable generic examples. EMMOTION by Marat is designed to inspire you to be the best you in different aspects of your life, including career and professional identity. FOLLOW US ON: INSTAGRAM: https://www.instagram.com/emmotionbymarat/ LINKEDIN: https://www.linkedin.com/company/emmotion/ Facebook: https://www.facebook.com/Emmotionbymarat/
Views: 282 EMMOTION by Marat
In this episode of Your Practice Ain’t Perfect, we’re talking about How Bosses Demoralize Employees. Joe Mull, M.Ed is a practice manager leadership trainer and keynote speaker who works with healthcare organizations that want their practice leaders to engage, inspire, and succeed. As an expert in employee engagement and healthcare leadership development, Joe gives physicians and managers the skills and tools they need to engineer teams that work hard, get along, and wow patients. After more than a decade in healthcare, Joe knows that when leaders develop skills related to leadership, communication, and teambuilding, they can stop putting fires out every day and prevent them from sparking in the first place. Bring Joe in to keynote your conference, design and facilitate a retreat, or beef up your practice leader training. For more info or to book Joe now visit www.joemull.com. Every once in a while, I will encounter a leader who says they don’t really care if morale is high, as long as people do their jobs. And that is mind-blowingly ignorant. It’s like saying I don’t care if the car has gas in it, as long you don’t stop driving. When morale is high on a team, employees accomplish more and try harder. Most leaders know this, yet still unwittingly engage in bad habits and antiquated behaviors that damage performance and morale. Stay right there, because in this episode of Your Practice Ain’t Perfect, I’m reviewing How Bosses Demoralize Employees. Here we go … 75% of people who leave a job indicate their boss is part or all of the reason why. That’s 3 out of 4! Sadly, most leaders have no idea what’s driving them away. As I travel the country keynoting conferences and delivering training retreats to managers like you, I see the same bad habits over and over again among bosses. Like those leaders who tell their teams “don't think, just do.” When employees get shot down for questioning, improving, or applying critical thinking at any level, they are being treated like robots, which is both damaging and demoralizing. So here’s a tip: Don’t treat people like robots. Likewise, when a leader micromanages team members, they rob employees of their fundamental need to create, contribute, and succeed. Stop insisting that everything be done to your exact specifications, with multiple check-ins and approvals along the way. Instead, accept that people get to their final product in different ways and that we live in a world where there’s more than one right answer. Freedom breeds engagement in the workplace. But wait … there’s more: Bosses who ignore employees’ personal lives, play favorites, or restrict advancement strangle the life out of their teams. Bosses who don’t stand up for their employees or constantly understaff, underfund, and undersupport their teams create suffering across all levels of an organization. And bosses who have warm-body syndrome, where they believe that anybody can do the job and that it’s easy to swap one person for another at any time? Well, they stifle the growth and performance of teams, and rob the organization of real talent. Perhaps no other action demoralizes teams more than when toxic employees are allowed to remain. I get calls all the time: “Hey Joe, we think we want to bring you in to do some training with our team. We’re having some problems, conflict, and drama …” Now early on in that conversation, I always ask this question: Is there one person on your team or maybe two who if they left today and never came back, all these problems would go away? Guess how many times the answer is yes? Every. Single. Time. When those employees who engage in disruptive behavior are not held accountable, it’s crushing to a team. Employees see unacceptable performance with no consequences and begin asking, “If she can get away with murder, why should I try so hard? Why should I bother or even care?” Some of you watching this video right now could supercharge the morale of your team by simply removing those entrenched bad actors who poison the well day in and day out. Allowing them to stay will continue choking the life out of your team. Now it’s your turn. What other ways do bosses demoralize teams? What have you experienced as an employee? What happens too often that does harm and limits success? Share your thoughts in the comments box below and I will look forward to reading and responding. And if you heard something worthwhile in this video, please share it on Twitter, Facebook, LinkedIn, etc. For now, remember this: The research is clear. People don’t quit their jobs; they quit their bosses. See you next time. Joe Mull- Speaker, Author, Trainer www.joemull.com Twitter:@joemull77
Views: 46936 Joe Mull - Speaker, Author, Trainer
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Views: 6698 Louis Rossmann
Is a boss or organizational authority figure thwarting your career progress? This is a frustrating and anger-inducing situation, especially when the person in power—such as a deparment manager or faculty chair—prides his/herself on a flawed notion of professional ethics. Unfortunately, there's not much you can do to rectify the situation, other than transferring your skillset to another path. A negative experience can actually be a catalyst into moving your career forward, far beyond your initial pursuit.
Views: 1954 Legend of Green Man
Visit http://www.DrawInCustomers.com to Get the 5 Free Videos that can Help you Increase your Profits by 20% and Work 20 Hours Less per Week. How To Talk To Your Employees If you don’t know how to talk to your employees, they’re going to get mad and when employees get mad, they’re going to not want to go to work and when they don’t want to go to work, eventually they’re going to stop going to work. When they stop going to work, your business is going to have a hard time dealing with that, and that’s sad. So let’s keep it rolling here. What are the three things that you need to keep in mind when you’re talking to employees? One is their goals, simple enough, right? Two, you’ve got to respect them and three, your employees’ point of view. So let’s go down the list and see what we’ve got going on. We recommend that when you interview for a new position at your job, that you ask your potential employee what their goals are. Three years, five years, whatever it is, hey man, where do you want to be in that time frame? Let’s say hey, where do you want to be in five years? Is it possible, regardless of the answer, you may have to blow through a little bit of bullshit, right, I just want to be in five years wherever I would be if I got hired for this job. Get rid of that, blow through there, you’re a smart interviewer. If not, we’ve got some videos to help you with that. You figure out their goals. Let’s say it’s passing. If you already hired some people, hey, you come across Draw In Customers and you’re learning some stuff. So let’s roll with that. You want to find out from your employees, what are their goals? The beautiful thing about great negotiation is knowing what the other person’s goal is so that you can use it as leverage for or against something, right? I don’t mean to say hey, this is a battle, right, employee, boss, here we go, a little fight here. No. I don’t mean anything like that. What I mean to say is that your employee has some goals that may or may not coincide with exactly what you need done but if you’re a smart employer, that you can align those a little better so that the employee can be happy, your business work can get done and everyone can get paid. Isn’t that what the end goal is? Of course it is. Now the second thing is respect. You have to respect your employees, you have to, regardless of where they are in the position on the scale, right? You’re tip-top manager boss dude, yeah, and then down below you’ve got super lowly peon, that is not how it works. It’s not how I recommend that it worked. You want to speak with your employees as if they’re on the same level ground with you, just like you’re talking to a friend, right? Because you want to respect that person because that person is going through a lot of bullshit for you in your business, they’re going through a lot of stuff. They’ve gone through so much stuff so it’s very likely they don’t know the half of what they’ve gone through for your business and yet still, here they are, customers like them, other employees like them, they come to work every day and everything’s cool, right, so they deserve some respect. Give it to them, treat them with respect, they’ll love you for it. And then here we have point of view. Now with your employees, they have a rough day, a rough time dealing with a lot of this stuff in your business, you’re going through a lot of stuff for your business as well. You’re a business owner, you have to do it. Now from your point of view, you’ve had to take on a lot of stuff and if your employee is sick of taking some stuff and stuff is getting kind of thick here, right, customers yelling, vendors crying, whatever it is, that employee can send it up the ladder, right? Eventually it's going to come to you, which means that you have a thicker skin than most of your employees. At least if you don’t yet, you will, we’ve got more videos on that as well. So from the point of view of what your employee believes is a rather huge issue, from your point of view, maybe it’s just another flea. Boom. I’ve got tons of them, it’s a non-issue. Not saying that I have fleas but that’s how it came off here. So from the point of view of your employee, you just keep aware that if this is a big deal for them, make sure that you’re giving it the focus on the attention that they think that it deserves. And then, because you’re respecting them and you know their goals, you can help them align their problems and take care of them, right? Fix it, that’s your job. And you’ll be a better business because of it. As always you may find all of my videos on my YouTube channel at https://www.youtube.com/channel/UCU4P4bJrJYjLOYnZ6iwfdEw
Views: 16532 Draw In Customers, Inc.
✅Join me and 5,000 others at LIG so I can show you how you can transform your career. Registrations are now open again; https://goo.gl/chwjpr Watch next: One Simple Talk That May Change Your Career and Life: https://youtu.be/R-PAfs_4un8 _____________________________________________________________ One of my LIG members asked a very interesting question. And because this situation is very common at work environment, I thought you can benefit from it as well. So, here’s the message; “Deniz, I am in trouble. I joined XXXXX 2 months ago and I am miserable. The cause of my misery is my manager. He’s bullying me in every sense. Apparently, he wanted his friend to be hired for my role and he’s not taking it well that I was hired instead of his friend. At first I thought, it’d be temporary but now even after 2 months, he’s making my life miserable. He is manipulative, he never gives me credit for my own projects, he doesn’t support me at work and hides key information, and worse he even spreads rumors about me. He is double-faced. He can be seen as very charming from outside but he’s a total dictator to me. He plays so many tricks to make me look responsible for failures. One day I couldn’t control my nerves and started crying in the office. Then I saw that he was laughing at my face and calling others to see me like that. It’s a miserable environment. I am not happy and I am thinking about quitting but I don’t want to be unemployed again. I have financial responsibilities. It’s not what I expected from such a prestigious organization. I even approached HR and they didn’t seem to care much at all. Do you think I should still file a complaint with HR? What can I do?" Ok… I have seen this situation 100s of times in my consulting career. I was never in that situation at PwC. PricewaterhouseCoopers. But I’ve seen it happening in my client organizations many times. So, I do have a very practical advise for you. Just be patient so I can walk you through my thinking process. But first, let’s start with what doesn’t work when it comes to workplace bullying aka corporate bullying. workplace bullying stories types of workplace bullying examples of workplace bullying bullying in the workplace laws signs of workplace bullying workplace bullying cases how to stop workplace bullying characteristics of a workplace bully workplace bullying scenarios bullying in the workplace what is bullying and harassment in the workplace workplace bullying tactics what does bullying in the workplace look like workplace bullying stories workplace bullying how to survive workplace bullying workplace abuse abuse at work work abuse corporate bullying corporate abuse manager abuse manager bullying bully manager
Views: 32020 Deniz Sasal
Is someone wanting your position at the workplace, in the family business or elsewhere? Are you planning to overthrow someone in authority? You might want to listen to this audio. Be blessed! Spread the love of Jesus! Resources for Christians in relationships, evangelizing, teaching, arts and crafts, etc. http://astore.amazon.com/christianrelationship-20 Nicholl is the author of the following books: Know Your Enemy: The Christian's Critic https://www.createspace.com/3437273 When Mothers Cry https://www.createspace.com/3393499 Laboring to Love Myself https://www.createspace.com/3401526 Laboring to Love an Abusive Mate https://www.createspace.com/3332346 Floral Beauty on a Dead End Street http://www.blurb.com/bookstore/detail/904839 Spiritual Poems By Nicholl http://www.blurb.com/bookstore/detail/3113926 -~-~~-~~~-~~-~- Please watch: "NM Enterprise 7 - The Interview on Writing and Speaking" https://www.youtube.com/watch?v=q6lhnP1kiTw -~-~~-~~~-~~-~-
Views: 150 Nicholl McGuire - NM Enterprise 7
It’s a misconception that you can motivate your employees. They’re already motivated. The key is to unleash their motivation. The Founder of Aperio Consulting Group, Kerry Goyette takes a deeper dive into motivation, how to leverage it, and the counterproductive motivations that may be holding us back from success. Kerry is the Founder & President of Aperio Consulting Group, a corporate consulting firm that provides workplace analytics and training to build high performance cultures. Kerry consults clients across the world on scientific strategies for engineering teams that maximize performance. She is also the founding authority of the Motivational Research Institute focused on identifying the key human factor contributors to success.Kerry is certified to administer a wide variety of cutting edge workplace analytics measuring motivation, engagement, safety/risk management behaviors, attitude, mental ability, emotional intelligence and many others. In addition, she is a certified forensic interviewer with advanced training as an expert witness by the American Prosecutors Research Institute. This specialized training has given her unique insight in diagnosing the true problem. Her consulting has taken her all over the world which has exposed her to a variety of workplace cultures and industries. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 700299 TEDx Talks
Make sense? Are you with me? If you ever have to give a presentation, run a meeting, or in general try to get information across and wonder if your message is landing, this video is for you! We talk about phrases that you may be saying that undermine your authority and make your audience doubt your credibility that you might not even realize you're saying. Then, we'll get after what to say instead to make sure connection is happening. Subscribe to ErinOMalleyConnects for more videos on how to engage and motivate your leaders, customers, and teams. Email me at [email protected] with your questions about connection.
Views: 106 Erin O'Malley
What to Do When Your Boss Plays Favorites It can be very frustrating when your boss is constantly playing favorites, leaving you feeling left behind. It’s particularly frustrating if the favorites aren’t even top performers. The likelihood of changing your boss’ mind is slim to none, so you must avoid any gossiping or negative conversations about those favorites. Today I’ve got 4 tips that should help! 1. Ask for a favor. If you can come up with an easily deliverable request from your boss, they feel like the hero, oddly they will be inclined to take notice of you. This will make the boss feel better about themselves and kindness toward others will cause your boss to feel better about him or herself and YOU. So it’s a double win! 2. Figure out what’s important to your boss What are their goals? Do they currently have initiatives that need support? If you don’t already have this information, do your homework and ask. Offering to help based on the value you add is a way to strengthen a relationship and supersedes a “favorite” relationship that’s not based on performance. 3. Find allies, champions and mentors If possible, buddy up to some of the favorites. You need to be as genuine as possible, you don’t want to appear desperate or like a “brown noser.” Look for people who can give you valuable insight into the organization. Try to find ways to build mutually beneficial relationships by offering assistance and soliciting their insight. Seek out a mentor outside of your department that is respected and well liked. Ask for a lunch date so you can build that relationship. If you know the boss already likes these people, having positive relationships with favorites can be your best way in through the side door. 4. Self Promote The worst thing you can do is focus on your feelings of neglect or feeling left out. Go the extra mile to to be professional, thorough and reliable. Offer new ideas and use your voice to stand out. Just make sure anything you add to the conversation remains positive. Just remember folks, as I already mentioned, nobody wants to deal with a desperate cling on. So try to remind yourself of the unique value you bring to the team and consistently do good work. You may never be a favorite but eventually everyone will notice that you are reliable, consistent and deliver quality results.
Views: 570 livemorenow.net
Your head may be full of business improvement ideas, but there’s a chance your manager doesn’t want to hear them. That’s a problem for your organization, says Ethan Burris, associate professor of management at the McCombs School of Business. Successful companies seek out ideas from all employees and then put good ideas into practice, Burris noted in his lunchtime talk at the Texas Enterprise Speaker Series on March 31. “If we’re going to increase performance overall, it’s dependent on employees having candid conversations about what works and what doesn’t, and then having their managers take action,” he said. So why wouldn’t a manager want to hear from employees? Burris pointed to two related theories: role theory and self-discrepancy theory. Learn more. The Texas Enterprise Speaker Series offers lunchtime lectures on business-related topics from faculty representing a variety of disciplines at The University of Texas at Austin. http://www.texasenterprise.utexas.edu/events/past
Views: 3071 McCombs School of Business
Learn more at http://expertbeacon.com/dont-let-difficult-and-oppressive-people-undermine-your-happiness In this video, Dan Lier encourages you to not let difficult and oppressive people undermine your happiness. Are negative or difficult people affecting your business, your life, and your attitude? Unfortunately, dealing with difficult people is not such an uncommon experience, yet it can be paralyzing if not dealt with properly. Read on for some advice on how to deal with oppressive people in your life, whether in work, family, or other personal situations. Read more at http://expertbeacon.com/dont-let-difficult-and-oppressive-people-undermine-your-happiness
Views: 2913 ExpertBeacon
http://www.KristinPelletier.com There are three types of team members in any dental practice: engaged, non-engaged and, the most dangerous team member of all, disengaged. It's up to the dentist as the leader of the practice to find out why the non-engaged team member is turned off and to rid their practice of the actively disengaged (toxic) team members.
Views: 156 Kristin Pelletier
In 1944, the CIA's predecessor (the OSS) introduced 8 workplace behaviors designed to bring productivity, innovation, and efficiency to a halt. While these "Simple Sabotage" behaviors were originally designed to disrupt the enemy, they still lurk in our midst today, added to in recent years with the introduction of electronic communication. Watch the video. Do these simple sabotage techniques sound familiar in your office? Luckily there is now a book to expose these 9 behaviors and inoculate your organization against them: http://simplesabotage.com/
Views: 18301 HarperOne (an imprint of HarperCollins)
Social undermining is the expression of negative emotions directed towards a particular person or negative evaluations of the person as a way to prevent the person from achieving his or her goals. This behavior can often be attributed to certain feelings, such as dislike or anger. The negative evaluation of the person may involve criticizing his or her actions, efforts or characteristics. Social undermining is seen in relationships between family members, friends, personal relationships and co-workers. Social undermining can affect a person's mental health, including an increase in depressive symptoms. This behavior is only considered social undermining if the person's perceived action is intended to hinder their target. When social undermining is seen in the work environment the behavior is used to hinder the co-worker's ability to establish and maintain a positive interpersonal relationship, success and a good reputation. Examples of how an employee can use social undermining in the work environment are behaviors that are used to delay the work of co-workers, to make them look bad or slow them down, competition with co-workers to gain status and recognition and giving co-workers incorrect or even misleading information about a particular job. This video is targeted to blind users. Attribution: Article text available under CC-BY-SA Creative Commons image source in video
Views: 885 Audiopedia
Thanks for watching❤! SUBSCRIBE to receive more videos for free. 12 signs that your coworker is undermining you Can you trust your coworkers. WAYHOME studio/Shutterstock • Coworkers who seek to undermine you can be harder to spot than overt bullies — but they can cause just as much damage. • Keep an eye out for certain subtle behaviors that indicate someone is trying to sabotage you at work. • Insincere body language and gossip are major warning signs. No one wants to feel like someone they know is out to get them — especially not at work. Professional undermining is truly a frustrating thing to deal with. If it goes too far, it can make you want to quit a job that's otherwise a perfect fit. That's why it's important to recognize the signs and symptoms. Here are 15 signs that your coworker is undermining you: View As: One Page Slides
Views: 390 Hot News
► ► Subscribe to My Channel Here https://www.youtube.com/c/CameronMorrissey Transcript: One of the primary functions of a leader is to provide their team with the tools necessary to do their jobs. And one area that I see over and over again, I’ve seen it in my own career in leadership and as an employee, and the stupidest mistake that leaders make is not providing the simplest tools, the simplest supplies. Pens, Post-it Notes, running out of those things. What do you pay your people every day? Have you thought about that? $50 a day? $100 a day? $200 a day? And yet at the end of the week, all of a sudden, they’re scrambling around because they can’t find a pad of Post-it Notes that costs a quarter. They can’t find a pen that costs 10 cents? Those are the sort of stupid little budget cuts that people pay attention to in Accounting and what have you that have an effect on your leadership. Forget about whether they can make do with the pens that they have, using scratch paper, that sort of thing. How does that make them feel? How does it make them feel from a sense of self-worth? “You know what, I’m not even good enough that they’ll provide me with Post-it Notes and pens.” Those are the simple things. Having the $10,000 printer, but running out of toner for it. Those are the sort of, I want to say bonehead leadership mistakes that you just simply can’t make. How embarrassing is that to you as a leader that you can’t provide your team with that. What does that make them think of you? Now I’ve managed a P&L before. I’ve managed it at several different companies, and I know how those discussions go. There’s a little line item for supplies down there, and it turns red or it turns black depending on whether you’re spending too much or too little on that. But you really need to just go ahead and take the hit on it, and order that little bit extra. It usually takes just one month where, you know what, you’re going to go ahead and have to discuss it with somebody, that you spent an extra $100 on supplies. But that’s all it takes some times. And you can actually justify it if you start thinking about how much time is spent. Those people that you spend $50, $100, $200 a day for, to run your operation, how much time they spend asking people for supplies, running around to the different supply closets that are on the floor. That’s where you start getting that ROI, but really it comes back to leadership. So take the little extra hit as far as your boss is concerned. Spend the little extra money and get the little things right, because it makes it much easier when you start tackling and struggling with the tougher things. Have a good one.
Views: 162 Cameron Morrissey
Join the conversation on Twitter/Instagram: @jockowillink @echocharles Excerpt from JOCKO PODCAST 102.
Views: 33513 Jocko Podcast
The New York Times wrote an expose on what happens to white collar workers at Amazon. They found through interviews that they are overworked and pitted against one another. Cenk Uygur and Ana Kasparian (The Point) hosts of The Young Turks discuss. What do you think of Amazon’s corporate culture? Does this make a more successful company? Let us know in the comments below. Read more here: http://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in-a-bruising-workplace.html?_r=3 “On Monday mornings, fresh recruits line up for an orientation intended to catapult them into Amazon’s singular way of working. They are told to forget the “poor habits” they learned at previous jobs, one employee recalled. When they “hit the wall” from the unrelenting pace, there is only one solution: “Climb the wall,” others reported. To be the best Amazonians they can be, they should be guided by the leadership principles, 14 rules inscribed on handy laminated cards. When quizzed days later, those with perfect scores earn a virtual award proclaiming, “I’m Peculiar” — the company’s proud phrase for overturning workplace conventions. At Amazon, workers are encouraged to tear apart one another’s ideas in meetings, toil long and late (emails arrive past midnight, followed by text messages asking why they were not answered), and held to standards that the company boasts are “unreasonably high.” The internal phone directory instructs colleagues on how to send secret feedback to one another’s bosses. Employees say it is frequently used to sabotage others. (The tool offers sample texts, including this: “I felt concerned about his inflexibility and openly complaining about minor tasks.”)” ********** The Young Turks August 17, 2015 Hour 2 https://www.youtube.com/playlist?list=PLTpcK80irdQgFnDs3L7w72AwkC2uaVsFN How Amazon Makes Grown Men Cry https://www.youtube.com/watch?v=ya59wUgfRtA&list=PLTpcK80irdQgFnDs3L7w72AwkC2uaVsFN&index=1 Cheating Tea Party Politician Refuses To Resign https://www.youtube.com/watch?v=culxxpvhkP0&list=PLTpcK80irdQgFnDs3L7w72AwkC2uaVsFN&index=4 NFL Player Forced His Kids To Return Their Trophies https://www.youtube.com/watch?v=4Uopf0EWje8&list=PLTpcK80irdQgFnDs3L7w72AwkC2uaVsFN&index=3 Police Department Denies Woman Religious Rights https://www.youtube.com/watch?v=_lKajEDImgw&list=PLTpcK80irdQgFnDs3L7w72AwkC2uaVsFN&index=2 ********** The Largest Online News Show in the World. Hosted by Cenk Uygur and Ana Kasparian. LIVE STREAMING weekdays 6-8pm ET. Young Turk (n), 1. Young progressive or insurgent member of an institution, movement, or political party. 2. Young person who rebels against authority or societal expectations. (American Heritage Dictionary) ********** Get The Young Turks Mobile App Today! Download the iOS version here: https://itunes.apple.com/us/app/the-young-turks/id412793195?ls=1&mt=8 Download the Android version here: https://play.google.com/store/apps/details?id=com.tyt
Views: 293193 The Young Turks
The FAA is doing everything they can to make sure employees do not speak out during the shutdown. Ana Kasparian and John Iadarola, hosts of The Young Turks, break it down. Read more here: https://tyt.com/stories/4vZLCHuQrYE4uKagy0oyMA/22Bbi27G7kYpo83nn93O0I "The Federal Aviation Administration (FAA) has warned its employees regarding 'restrictions on partisan political activity,' an internal FAA email obtained by TYT reveals. 'Employees are responsible for acquainting themselves with restrictions on partisan political activity and for not engaging in prohibited actions,' the email states. 'It is important to ensure that remarks made in any forum regardless if made in connection with work or by a person identified as an FAA employee, comport with governing rules and regulations.' The email was sent on January 9 by an FAA administrator, according to an FAA contractor who requested anonymity in order to avoid retribution. The subject line reads, 'Internal Management Guidance Re: Expression of Views Reminder.'" Hosts: Ana Kasparian, John Iadarola Cast: Ana Kasparian, John Iadarola *** The Largest Online News Show in the World. Hosted by Cenk Uygur and Ana Kasparian. LIVE STREAMING weekdays 6-8pm ET. http://tyt.com/live Subscribe to The Young Turks on YouTube: http://youtube.com/subscription_center?add_user=theyoungturks TYT on Facebook: http://facebook.com/theyoungturks TYT on Twitter: http://twitter.com/theyoungturks TYT on Instagram: http://instagram.com/theyoungturks Merch: http://www.shoptyt.com Donate to TYT https://patreon.com/tytnetwork http://tyt.com/donate Download audio and video of the full two-hour show on-demand + the members-only postgame show by becoming a member at http://tyt.com/join/.Your membership supports the day to day operations and is vital for our continued success and growth. Gift membership: http://tyt.com/gift Producer, Senior Producer and Executive Producer membership: http://go.tyt.com/producer Young Turk (n), 1. Young progressive or insurgent member of an institution, movement, or political party. 2. A young person who rebels against authority or societal expectations. (American Heritage Dictionary) #TYT #TheYoungTurks #TYTnetwork
Views: 56325 The Young Turks
As a leader, you'll face resistance to your decisions--particularly when those decisions involve change. Some people feel threatened by change and some even enjoy the process of undermining your leadership. In this video, I share a few ideas on how to deal with resistance and entrenched employees. So one of the questions I get asked often times is how to deal with entrenched employees. So let me tell you a little story. I was essentially the city manager for an air force base of 23,000 military and civilians in the western part of the United States, and there was a civil servant a very, very competent, solid, and great leader. We were sitting there talking, and she says to me one day, “You know what, I'm on the B team.” And I'm like, “What is she talking about?” Because for me, as a leader you're on the A-Team leading out front. She says, “Yeah, we're going to BE here after you leave!” Then I understood. For military people coming through on an assignment, we're on a rotation of two to three years max. On the other hand, civil servants are generally in one place for an entire career. But we military are coming in and with all these great ideas, and people used to joke that we come in with the with the good idea fairy that's flying around your head, waiting to land. So there's a natural resistance to change that most people have. However, as a leader you have a responsibility to lead change. Change is part of the environment that you're dealing with. If you stay static eventually you're going to go into a death spiral. So how do you deal with employees that are there an entire career that have their own networks and ideas about things and may in fact mount active resistance to the change you want to implement? Let me give you a few ideas. The first thing is to build relationships with the people that can influence the outcome that you're trying to achieve, like the civilian leader I mentioned in my story. We eventually developed an understanding between one another. This doesn't mean that she supported the direction I wanted to go all the time, but we established a channel that we could have forthright, honest conversations. By the time I left—yes she was on the B-team but she had helped me accomplish some very important hard projects to move the organization forward. Number two is to communicate your vision in a way that everybody can understand, and communicate the vision all the way down to the people that are actually getting the work done. Talk to them. Ask them what they think should be done to “change things around here.” If you those kind of people on board, and help you construct division you are much more likely be successful in your endeavors. The third idea—and this is a quality that i think all leaders need in spades—is to persevere in your efforts. You will face resistance. You will face people that think every decision you make is wrong or boneheaded or ridiculous (you might want to listen to that advice from time to time!) Nonetheless, there are going to be time when you just have to blow through the resistance, and take the criticism because you're not going to please everybody. So to sum up, if you constructed relationships, if you constructed a shared vision, and you persevere in the implementation of that vision, you’ll be able to work through the resistance and deal productively with entrenched employees. And, oh by the way, maybe get something awesome done while you’re in charge!
Views: 230 Joe Scherrer
When employees are undermined at work they begin to undermine their colleagues—causing a vicious cycle, according to new research from the University at Buffalo School of Management. Learn more at http://mgt.buffalo.edu/about/news.host.html/content/shared/mgt/news/how-to-prevent-your-workplace-from-turning-toxic.detail.html
Views: 275 University at Buffalo School of Management
A homesick Sheri struggles to assert her status as an officer as her familiarity with old cellmates threatens to undermine her new authority. #60DaysIn Subscribe for more from 60 Days In and other great A&E shows: http://aetv.us/subscribe_ae Find out more about the show and watch full episodes on our site: http://aetv.us/60DaysIn Explore the A&E Real Crime blog: http://www.aetv.com/blog/tags/60-days-in Check out exclusive A&E content: Website - http://po.st/AETV Facebook - http://po.st/AE_Facebook Twitter - http://po.st/AE_Twitter 60 Days In Season 3 All Too Familiar "60 Days In" offers an unprecedented look at life behind bars at Indiana's Clark County Jail as seven innocent volunteers are sent to live among its general population for 60 days without officers, fellow inmates, or staff knowing their secret. A&E leads the cultural conversation through high-quality, thought provoking original programming with a unique point of view. Whether it’s the network’s distinctive brand of award-winning disruptive reality, groundbreaking documentary, or premium scripted drama, A&E always makes entertainment an art. Visit us at aetv.com for more info.
Views: 873613 A&E
Having an overachiever on your team may feel like a blessing -- they work twice as hard as others, are very goal oriented, and highly organized. But overachievers can often be near impossible to manage - ultimately eroding organizational performance and undermining team morale. Executive Coach and Consultant, Caty Everett, explains how to spot an overachiever and how to better manage them.
Views: 11287 BNETvideo
The Leadership of the Nuclear Regulatory Commission (Part 1 of 2) - House Oversight Committee - 2011-12-14 - This hearing will focus on the Nuclear Regulatory Commission (NRC) in the wake of reports that the NRC's Chairman has abused his office and mismanaged his responsibilities to the detriment of the commission's critical work. The concerns about the Chairman are shared amongst the four commissioners - two Democrats and two Republicans. Three of the four were appointed by President Obama. Their joint complaints are not about differences in policy or safety with the Chairman. Rather, their concern involves how the Chairman exercises his responsibilities, intimidates staff, and undermines the law put in place by Congress designating the commission - not the chairman - as the agency's ultimate authority. An investigation undertaken by the committee has exposed a hostile work environment that is detrimental to the mission of the NRC. It is a detriment to the staff, the Commissioners, and the reputation of the agency. While Chairman Jaczko professes that safety is his number one priority, his leadership style is simultaneously eroding the NRC's ability to execute its mission. It is important that we understand the root cause of this problem and restore the public's confidence in the integrity of this agency. Video provided by U.S. House of Representatives.
Views: 1228 HouseResourceOrg
Discover The 4 Emotions You Need To Make a Killer First Impression: http://bit.ly/2mHvxck Subscribe to Charisma On Command’s YouTube Account: http://bit.ly/COC-Subscribe How To Get Respect Without Being A Bully - Jordan Peterson https://goo.gl/DLouoh Jordan Peterson recently expertly handled a debate during an interview with BBC's Channel 4 news (The video was called: Jordan Peterson debate on the gender pay gap, campus protests and postmodernism). And JBP did it without being a bull or being aggressive. So how do we get respect without being a bully? Well, we often think that getting respect and being aggressive go hand in hand. Because unfortunately, it’s often the bully that gets the most respect in the schoolyard and even in the workplace. But Jordan Peterson is an exemplar of a different way to generate massive amount of respect. So in this video we’re going to explore 3 main things he does that force people to respect you WITHOUT being a bully. Now, we focused a lot on respect in this video but that's actually just one out of four emotions that are going to create an amazing first impression on anyone cross-culturally. Now, if you're curious with the other three emotions that you want to create in that person are to make an amazing first impression, I made a video on that that breaks down what those four emotions are so that you can start using them today to consistently make killer first impressions. 0:30 Jordan Peterson calls it "pacing your reality" 4:50 Jordan Peterson tells stories effectively 6:54 Jordan Peterson uses archetypal stories Connect With Us Further: Website: http://www.charismaoncommand.com Facebook: http://facebook.com/charismaoncommand Instagram: @CharismaOnCommand Or if you want to see our personal stuff (regular life + playing music): Instagram: @CharlieHoupert Instagram: @IamBenAltman
Views: 2615584 Charisma on Command
Rockman Al and Questionable Authority flexing our natural rights at the Mann-Grandstaff VAMC in Spokane. We have seen that the VA police seem to be very tyrannical. We thought we would see how they handle a couple of free people flexing our natural rights to document what we see in public. These thugs only wanted to have our ID. We were detained for not presenting ID. Since that is not a crime we were given courtesy citations for disturbing the peace. We were also coerced with threats of being caged to get us to give up our rights. These thugs are ashamed of the way they behaved and don't want the public to see it. Please share, mirror, whatever you want to get the word out! Contact info for redress of government employees: Mann-Grandstaff VAMC General Contact info; (509) 434-7000 (800) 325-7940 https://www.facebook.com/VASpokane/ VA Police - Spokane Acting Chief Mathew Mulholland (509) 434-7034 [email protected] General VA Spokane police number (509) 434-7912 Bret Bowers - This guys is a first-class ASSHOLE!!!! He is the public affairs officer I couldn't find his contact info but if you don't get your story the way he dictates. You're not a journalist. Rockman AL's links: Link to his video of this encounter; https://youtu.be/6b2ubJW25K8 Link to Rockman AL YouTube channel; https://www.youtube.com/channel/UCPNlcHxybH2410wau_mgILg Check out the QA Merchandise shop here! Support us and show your love for freedom at the same time: https://shop.spreadshirt.com/questionable-authority Support Questionable Authority with PayPal: https://paypal.me/questionableauthorit Support my defense fund against my arrest and assault: https://www.gofundme.com/questionable-authority-defense-fund Keep QA editing and on the road: https://www.gofundme.com/seattle-auditing-trip Thanks again for checking out Questionable Authority. Don't forget to subscribe and click the notification bell. Like and share this video! Find QA everywhere online! Merchandise Shop - https://shop.spreadshirt.com/questionable-authority GoFundMe - https://www.gofundme.com/seattle-auditing-trip PayPal - https://paypal.me/questionableauthorit BitChute - https://www.bitchute.com/channel/5KYwIlPtFDfR/ Steemit - https://steemit.com/@newsnownorthwest Dtube - https://d.tube/#!/c/newsnownorthwest Facebook - https://www.facebook.com/nocorporatemedia/ Twitter - @QuestionableAu2 https://twitter.com/QuestionableAu2 Email - [email protected] Sources used for this video: Training session for VA police officers recording; https://youtu.be/IcTuo33yClc Mann-Grandstaff VA Medical Center visitor info section of the website; https://www.spokane.va.gov/visitors/index.asp Tri-Cities Herald article from 2005 on sexual misconduct of deputy Jeffrey Haytor; http://www.freerepublic.com/focus/f-chat/1459990/posts Mann-Grandstaff VA Medical Center newsletter with Hayter reference; https://www.spokane.va.gov/docs/1807230810VAVoice.pdf Former Spokane VA detective ordered to stop investigating deaths; http://www.spokesman.com/stories/2017/may/16/former-spokane-va-officer-says-he-was-ordered-to-s/ Veteran attacked, and injured by VA Police for having a service dog; http://www.spokesman.com/stories/2017/apr/11/service-dog-dispute-with-va-police-leaves-veteran-/ QA Special Report on Phoenix Copwatch in Boise; https://youtu.be/Cf6qAT_bAd4 Any materials used are done so under the provisions of the Fair Use Act. FAIR USE ACT Fair Use Copyright Disclaimer Under Section 107 of the Copyright Act 1976, allowance is made for "fair use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research. Fair use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational or personal use tips the balance in favor of fair use.
Views: 16145 Questionable Authority
► ► Subscribe to My Channel Here https://www.youtube.com/c/CameronMorrissey Transcript: Hi there everybody, and thanks for joining today. As you look to hold your team accountable to the expectations that you’ve set, there’s going to be those times where you hold somebody accountable and they start getting defensive on you. And part of this is just a natural tactic of disappointing somebody and wanting to find the easy way out for an employee. So a lot of it is just psychological, but when they start really doubling-down on that defensiveness, that’s where you start having an issue that you want to deal with. You don’t want them to get the feeling, or leave with the impression, that you’re out to get them. That’s the last thing that you want. So when we talk about somebody who’s getting overly defensive when you’re bringing up some constructive criticism, what you want to remember is talk is cheap. You need to demonstrate, and have demonstrated action that you can reference. Alright, that’s the real key. So when you bring up an issue with somebody, and they get defensive, you want to work with them. That’s the action. You don’t want to tell them what to do, you want to work with them. You want to come up with a plan. You want to schedule updates with them on their performance. You want to double-back to them later in the day and see how it went. You want to work with them. That demonstrates the action that you aren’t out to get them, that you’re in this with them. That’s what you want them to believe in the end. And the other thing that you want to do, is this is part of holding you accountable for how you treat all employees. You want to do the exact same thing with other employees as well. You want to be able to show and demonstrate that when there is an issue, you work with the people that are sitting next to this person in the cube. You want to show them that they are not alone. They are going to call out that, “Well you know, have you written up Sammie for this particular infraction, cause she does this all the time?” “No, this is talking about you, but yes I hold everybody accountable to this standard.” So you want to make sure that you can demonstrate that you’ve called that out. You don’t want to name names. You don’t want to bring out somebody else’s dirty laundry. But you definitely want to be able to say with commitment that you hold everybody accountable to those things. Then those people can’t get defensive about things, because you are working with them, you’re not out to get them. And you’re holding everybody to the same standard, and they see you holding everybody to the same standard over the course of weeks, months, years, etc. Thanks so much everyone, have a good one.
Views: 176 Cameron Morrissey
Axis Capital Group, a human resource company based in Ghana knows that many of the employees’ issue and/or happiness depend on the boss. It really matters what and how the boss behave. Looking at the term itself, “Boss” is someone who is higher than you in rank in the office. How can you, a mere employee, be able to manage your boss and start a relationship with him? Well, there are different types of bosses that you might encounter in our lifetime. Managing your boss does not instantly mean that you have to undermine him; that you literally have to manage him although you have to do a lot of adjustments to please him. Sometimes, admit it or not, we may bend some of our own principles just to get along with the boss.
Views: 374 Ray Bonenfant
http://www.RandyBett.com - Don't Hide From Your Office Pachyderm. - Solo-preneur or corporate executive, you can be successful only if you look at your business truthfully. So, as tempting as it is to ignore those nasty little problems that crop up in the office, here's why you need to face them honestly and never ignore the elephant in your workplace. Baby Elephants Grow up. If nature is anything to go by, a small elephant is sure to become a bigger elephant in time. Your problem isn't going away. There will come a time when you'll have to deal with it, and you're better off doing it now. It will cost you less in time and hassle if you treat the problem with effective precision from the get-go. Stampede. While you've been trying to ignore the elephant in your office, you can be sure it hasn't been sitting still. It's probably been gathering momentum. Soon it may be out of control, and a situation out of control is like a stampede, destroying property and reputations as it hurtles along. Ultimately it will be stopped, leaving a disaster in its wake. Cleanup is going to cost you heavily. The Herd's Morale. Depending on the nature of your own elephant, you can be pretty certain that company morale, has been plummeting while you've been ignoring the issue. Although your staff or coworkers may not talk to you about the problem, they're definitely talking among themselves. If you're in a position of leadership in a corporation, this can undermine your authority; if you're a small-business owner, you simply can't afford dissenting employees. Elephant With Legs. This elephant has legs. Not taking care of it immediately can damage a whole host of things: staff relations, customer communications and ultimately your bottom line. It may get bigger; it may start to affect other parts of your business; it may even get you into legal hot water. Let's face it: A business that can't face its problems and deal with them quickly and efficiently doesn't inspire a lot of confidence. The cost will be to your profits and reputation. Addressing the Pachyderm. Whatever shape or form your elephant may come in, show leadership. If you're dealing with one or two individuals, you can address the issue privately. If it's a wider problem or a client-related issue, try collaborating as a team. Set the bar by showing your employees that you are addressing the problem head-on. Acknowledge that you have expectations of them and tell them what they are. This is a good time to solicit team concerns and ask team members to propose solutions. You'll likely be impressed with the level of creativity and input.The good news is this will teach you a lot about your own team and also will help you spot rising stars. Lastly, if it's a companywide-issue, communicate, communicate, communicate. Particularly to your employees. Try conducting a workshop to help people understand the specific problem, how you expect to deal with it and how to try to prevent it happening again. Presented by Randy Bett and Chad Bett - Calgary Realtors. http://www.BetterGroupRealEstate.com
Views: 22 Randy Bett