Category Archives: Leadership

Distracting Co-Workers: 4 Tips to Stop their Interruptions

Posted on by
Reply

Have you ever worked with someone that found great pleasure in interrupting your work? Thanks so much to my loyal readers Tony and Jenna for bringing this week’s newsletter topic to my attention. Read below for 4 tips to stop those annoying interruptions at work.

 Great reading!

Diane P.S. Please share your thoughts about this email or send future topic ideas to diane@dianeamundson.com

 ”The average American worker has fifty interruptions a day, of which seventy percent have nothing to do with work.” W.Edwards Deming

 You have heard the phrase…you spend more time with your co-workers than your families. So what happens if the time you spend with those co-workers is less than favorable? What if your co-workers are bored out of their minds and find ways to continually interrupt your work throughout the day? How do you maintain the relationship, if possible, and let them know that they need to “get a work life?” The key is to keep everything focused on your productivity. Although you may want to, resist the temptation to attack them personally regarding their behavior, if you need to maintain some form of a relationship with them. Try these four tips to help you overcome these distracting co-workers:

•Approach the offending co-worker in a private setting and let them know how their interruptions are affecting your work. Give as many recent examples as possible to jog their memory.

 •Let them know when would be a good time to interrupt their work, i.e., during your breaks or 4:30 pm when you have down time with your customers or never!

•If your co-worker does not “get it” and continues to interrupt you with his or her favorite YouTube videos, etc., then you should tell your boss. Remember to mention how it affects your productivity and not that you are attacking them personally.

•If your boss does not help, your last option may include finding a different work area or department to base your work. I know this is not always possible but sometimes an empty desk appears that would provide the distance needed to focus your work.

Question for You: Do you have distracting co-worker(s) that are friendly but clueless about how their interruptions affect your work? Or maybe, worse yet, you are one of those distracting co-workers?

Action for You: You may be able to maintain the relationship if you find a way to let them know how their interruptions are impacting your workload. By following the proper protocol above, you will find yourself better able to focus and get the work done that best serves your customers. If you are the one that likes to interrupt with YouTube videos, this is your fair warning that you are annoying others who really want to give their boss and customers the most from their workday.

So, What Exactly Is A SMART Goal?

Posted on by
Reply

Whenever you study the science of goal setting you will hear about the acronym SMART.  It is so common to see this acronym in the business world and yet most of us don’t  understand what the letters represent.

Specific- this simply means that the more clear your expectations that define the goal, the better chance of reaching the goal.  An example of a specific goal would be increasing VW Jetta sales by 20% in the next six months.  A nonspecific goal that I often see is to improve customer service next year.  While it gives a time frame, it does not tell you by how much or what department needs measuring.

Measurable- How will you know if you reached your target?  If you have a way for the employee to keep track of data that pertains to the goal, the goal will have more meaning.  Some goals may not always be quantifiable and therefore are more subject to a feeling of attainment, i.e., retutrn on investment for training, etc.

Attainable- This simply means  that the goal is within reach .  It does not mean the goal is “easy” but rather “doable” with extra  effort and resources.

Relevant- If this goal is reached, will it fit into a larger mission or framework?  Is it relevant to the company’s overarching goals?  You may see the word reasonable to represent the R in SMART.   Reasonable in this sense means attainable or reachable.

Time-based or on a timeline.  Putting a deadline to a goal is extremely important in creating the sense of urgency needed to reach the goal.  Many of us need deadlines to get us moving and taking action.

According to Project SMART, a UK project management company, the SMART acronym can take on many descriptors:

S – specific, significant, stretching

M – measurable, meaningful, motivational

A - agreed upon, attainable, achievable, acceptable, action-oriented

R – realistic, relevant, reasonable, rewarding, results-oriented

T - time-based, timely, tangible, trackable

Whichever words you choose is not as important as taking the time to make the goal specific so that the person executing the goal is focused and accountable.

 

Question for You:

Are many of your goals and those you set for others vague and unfulfilled? Are they subject to your feelings about how they turn out?

Action for You:

By setting goals with the person who must execute them and making them as SMART as possible, you will be closer to getting the results that will make you look smart!

 

How To Quit A Job Without Burning A Bridge

Posted on by
1

You have a pit in your stomach anticipating the conversation you need to have with your boss about your new job. How will she react? Will she be upset and ask you to pack your things today or will she show understanding and want you to gradually transition out of the company? Many of us have experienced this situation in our jobs when we need to tell our boss something they may not want to hear. If you have been extremely unhappy with your position for quite some time, then this conversation may be easy for you, but for the rest of us, we lose sleep for days anticipating our boss’s reaction.

Many of us do not care if we burn a bridge with our employer because we would never expect to work with them again. While in most cases this is probably true, I have found that time can produce some strange circumstances. You may need to work with your boss on a community project once you leave, or even stranger yet, your boss may become your client someday. You just never know what turn of events may have you needing to work with your boss or others from your current organization.

So, how do you approach this conversation with the best odds of maintaining the relationship with your boss and the organization and not burn a bridge? While there are no guarantees, I would try these seven tips to improve your chance for success:

• Timing is important. If your boss is busy putting out fires, find a way to delay your message another day or two.

 • Show your appreciation for the experience. Once you find a quiet moment, let your boss know how much you have learned and gained from your time working with her.

 • Tell the truth attractively. In other words, let your boss know that you found an opportunity to challenge your abilities in a new way that opens up new doors for you. This is not the place to tell a boss that you are leaving because of their poor leadership. Wait for the exit interview with human resources or with the boss at a later time. During the exit interview give one or two critiques that are short and factual with a voice that shows more compassion than disdain.

• Give as much notice as possible. Whenever you accept a new position, it is best to let the new employer know that you want to give your current employer as much lead time as possible to fill your position. I realize this is not always possible but your new employer should understand this is as they would want the same offer when an employee leaves. Two weeks is standard for most positions but three or four weeks will be appreciated and may help you maintain the relationship. The higher level positions need the most time to replace.

 • Offer to train the new person. If your boss believes you are staying focused and positive in your position while in transition, she will allow you to train the new person and it will take a load off her plate.

• Don’t bad mouth your current boss to others. This is the time to take the high road and not criticize your current boss to others. Bad news always travels quickly and your current boss will find out! Be consistent in your message and let others know that you found a more challenging position.

 • Be ready if they ask you to pack your things. Even if you do all the steps above, there is no guarantee that they will allow you to stay on. The variables that allow you to stay include your current relationship with your boss, your boss’s maturity level and whether you are going to a competitor’s business when you leave. Initially, you may experience a draft of cold air coming from your boss and others when you let them know of your decision to leave. The draft may warm a bit after the initial shock wears off but you may need to wear a warm coat for the full transition time.

 Change is always difficult even when you are the one initiating the change. In the world of business, it is usually wiser to maintain relationships whenever possible versus burning bridges. By following the seven steps above you will be closer to keeping important relationships alive which may come in handy down the road.