“Knowing where the trap is- that’s the first step in evading it.” Frank Herbert
In Outsmarting the Seven Hidden Obstacles to Success, David Covey and Stephan Mardyks identify the seven modern workplace traps, our typical response to each, and a better response. All numbers and percentages are the result of their research. The first three traps are individual-focused, the next three traps are team-focused, and the last trap is organization-focused.
Let’s first look at the team-focused traps.
- The Trigger Trap, allowing emotion to taint your perspective because we: (a) want to control the unpredictable nature of life; (b) ruminate on interactions and people we can’t control; or (c) generalize our past experiences to today’s circumstances.
The conventional response … Read the rest
“A trap is only a trap if you don’t know about it. If you know about it, it’s a challenge.” China Mieville
In Outsmarting the Seven Hidden Obstacles to Success, David Covey and Stephan Mardyks identify the seven modern workplace traps, our typical response to each, and a better response. All numbers and percentages are the result of their research.
The first three traps are individual-focused:
- The Busyness Trap, or drowning in the thick of thin things. In 1970, there were approximately 1000 interactions at work per year. Today, we have over 25 thousand interactions.
The conventional response is to become a better juggler. But multitasking leads to as much as a 40% drop in productivity, increased stress … Read the rest
“Human beings perform best and are most productive when they alternate between periods of intense focus and intermittent renewal.” Tony Schwartz
Jamie Millard and Gus Murby gave a great presentation at Training 2019 titled: Disrupt the Talent Development Mindset of Your Managers.
They talked about what managers need to do to develop their employees, by using delegation in a thoughtful manner. They identified three areas of focus: Head, Heart and Hands.
Head has to do with making a can-do mind shift that involves embracing employee development as a high priority and critical to short- and long-term success.
Heart has to do with unleashing the can-do spirit in their employees so they are doing work that is important to them.… Read the rest
“Coaching is unlocking people’s potential to maximize their own performance. It is about raising awareness and responsibility- helping them to learn rather than teaching them.” John Whitmore
Coaching for performance is when a manager, through a dialogue with an employee, helps him or her learn their way in achieving a specific personal or professional goal that leads to increased performance on the job. In the coaching relationship, a manager suspends for a moment her supervisory function, and acts as a sounding board and a lighthouse for the employee to discover, through their own introspection, the solution to their challenge or problem they face. A manager does not give advice or share their experience or opinions, and strictly focuses on … Read the rest
“Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, and meaning in their job.” –Ken Blanchard
Rusty Lindquist is the founder and CEO of Life Engineering. A few years ago, he created a model of employee engagement that enumerated 16 essentials. The following list and explanations are drawn from “16 building blocks that bolster employee engagement,” by Lauren Stead. The first eight essentials were identified in Tip #759. Here are the remaining eight essentials:
- Growth– feeling like you’re gaining mastery, progressing personally or professionally.
Everyone likes the idea that they’re getting better at what they do.
“Create caring and robust connections between every employee and their work, customers, leaders, managers, and the organization to achieve results that matter to everyone in this sentence.” –David Zinger
Rusty Lindquist is the founder and CEO of Life Engineering. A few years ago, he created a model of employee engagement that enumerated 16 essentials. The following list and explanations are drawn from “16 building blocks that bolster employee engagement,” by Lauren Stead. Here are the first eight essentials. The remaining eight essentials will be covered in Tip #760.
- Objective– knowing where you’re going and why you should care about it.
People need to know where they’re going. Otherwise, they’ll be aimless and lack motivation to keep going forward,