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How to Create Change Without Adverse Results (3 Easy Steps)

Recall a time in your business or life where you chose to implement a change, and some people did not take it well. Maybe they left the company or became disengaged. Worse, maybe they tried to sabotage you. What causes this adverse result and how do we fix it?

People handle change differently: they can run the gamut from those who tend to be comfortable with the status quo, and those who like to disrupt old processes and create change. And in the middle of these two are pragmatists who look at the situation from a more objective standpoint.

The secret is that anyone can just as easily be open to change if you do it right. Think about it: Anyone will be on board with change if it’s a change they choose to do rather than change done to them.

So how do we manage the situation of implementing change that others don’t choose? Well, we turn it into a change that they choose to do. Here are 3 simple steps to do so:

 

1) Add Massive Value First

Before you can convince...

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A Surprising Cure For Stress & Overwhelm

By: Contributing Writer

Have you left your keys in the fridge lately? I don't know about you, but 2020 started out with a bang. It may only be February but it feels like I've done half a year of work already.

Lately, I've been acutely aware of how stress impacts our lives and our work. A different part of us shows up when under stress, and this part is seriously stunted in making the right decisions and being effective. Not only that, but it harms the people around us, by the dense "moods" we inhabit.

Find The Traumatic Event

What I've found is that if we are extremely aware of ourselves, there is often a triggering emotionally traumatic event that causes the shift between the part of us who operates in normal stressful environments and the part of us who operate in a state of overwhelm. That straw that breaks the camel's back.

A triggering event can be a sudden pile on of work, facing intense pressure from many sides, or not being able to complete an important task due to many...

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Mistakes: What's Perfect About This?

The Waiter

I was in a restaurant one day and the waiter came by to show us the specials. Of course, for an empath, we can see when a waiter is just going through a spiel. This waiter sincerely loved everything he was recommending. When we told him what we wanted, no matter how strange, he would bring it out with all the trimmings. 

We engaged in very nice conversation and actually got to know each other in a very authentic way. Nothing was forced and everything he said added value to our conversation, our dining experience, and our lives. 

However, once we got our entrees, one of us realized he didn't bring out the appetizer, and mentioned it to him. He immediately felt terrible and asked if we still wanted it (we didn't). Then he asked if he could get us extra of anything at all (we didn't need it). However, at the end, he ended up giving us our dessert to rectify the mishap. 

We were very happy with the service, and once we were done, we gave him a very good tip and...

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10 Ways To Know You Have Surpassed A Healthy Stress Limit

Like the frog in a pot of water that does not realize it is being boiled as the temperature rises slowly, often we do not realize our stress levels sneakily rising during the holidays. 

It's important for managers to keep a good culture from going toxic during the holidays by being aware of their stress and how it affects their team. Here are 10 sneaky ways stress sneaks up with you at work... and how to bring yourself back to caring and empathy. 

10 Ways To Know You Have Surpassed A Healthy Stress Limit:

10.  You get an out of office message with a backup contact, and you email the first person asking for their backup contact (yes, this happens). 

9. You get an out of office message from a colleague with a date they are expected to return to the office, and you forget what the date is (or even that they are out of the office) and continue to email them asking for the date they will return (yes, this happens).

8. You complain to the person who sent you...

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Intention: An Empath's Secret Superpower In The Workplace

Whoever understands intention wields great personal power in any workplace. When you understand the importance and influence of intention, you gain two magical powers:

  1. It gives you the power to understand anyone
  2. It allows you to create your own reality. 

Human beings, when you narrow it all down, do anything and everything to feel better, or to avoid pain. This is a positive intention. 

The Power to Understand Anyone

If we assume everything everyone does has a positive intent, we simplify so much of life. That coworker who keeps following up with you if you don't answer an email right away is not trying to make you feel bad but trying to make her life easier by getting the answer now to avoid a situation she may be trying to fix. 

That boss who yells at you after you spent so much time and effort on a tough project for him isn't really angry at you, but he may be scared because he needed to get something done for his boss, or else he would get fired. 

When you...

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Why Racism Still Happens In The Workplace: A Spiral Dynamics Perspective

In 1865, the Union won the US Civil War, and slavery became illegal in all states (as in, the states' rights to have it was abolished). 

In 1955, Rosa Parks, tired from a hard day's work, refused to move to the back of the bus. 

It's now 2019, but we are seeing that racism still exists in the corporate workplace. It's subtle, it's hidden. But it's still there in the minds and non-inclusive behaviors of employees. 

It's not just whites discriminating against people of color. It's the majority mindset. A famous Latin manufacturing company will never have a white guy on its leadership team. A large European financial firm will not ever promote any person without an important name of many last name strings into any influential position, or any person over 50 years old. A company in Southeast Asia with a mostly white management team coldly ignores the Asian workers in company parties and instead huddle together in groups, talking to no one else.

As much as many...

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The Secret CURE For Micro-Managing Bosses!

 
Do you remember being hounded by your mother or father to pick up your toys or do some menial task? Do you remember how it made you feel? That if you didn't do it right away, they would act like the world would end? Fast forward to today. Are you feeling triggered by a micromanaging boss? Someone who pings you every day asking for some unimportant administrative detail?
 
Let's look at why this happens, from both perspectives. Managers become micromanaging the same way parents do: because they want certainty in their lives. Micromanaging parents are insecure that their children won't know how to get out of trouble on their own. They cower over them thinking that they will protect them when what they are really doing is robbing them of their ability to make their own mistakes, and their own decisions.  
 
Micromanaging managers are insecure that they will be judged if they do not reach a target. They are insecure because deep inside, they do not feel capable of...
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Why KPIs Should Be Obsolete

Managers Take Their Stress Out on Employees

A manager came to us struggling with a peculiar situation: he found out his employees were trashing him behind his back. It turned out that morale started getting very low and toxic after he had yelled at them for not achieving their deadlines on time. He had been under a lot of stress to meet KPIs -- so he would explode in rage to his employees.

This is not an uncommon scenario. People can be scarred by managers' anger, stress and rage taken out on them. Most of the time, the employee's intentions were very good, they gave it their all, yet they were punished. And work was never the same. That's when the environment started to get toxic, not just for the person who bore the brunt of managerial anger, but for everyone.

Maya Angelou said:

"I've learned that people will forget what you said, people will forget what you did, but people will never forget how...
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7 Reasons Why Motivating Unproductive Employees Does Not Work

Why You Shouldn't Motivate An Unproductive Employee

How many of you have run a business, or managed a team which included at least one unproductive employee? Maybe this person has been the bane of your work life, and not being able to depend on them causes you stress? Perhaps after hiring him, you may believe that they have lied about their experience on their CV or resume? 

One of the toughest situations many managers regularly face, especially if they've inherited their team, is dealing with an unproductive employee. Consequently, many managers erroneously believe that the problem is caused by the employee's lack of motivation: If they are not performing, perhaps they need to be motivated. But this is rarely the case, as motivation is simply like placing a bandaid on a gaping wound. It doesn't address the underlying culture issues. 

When they find out inevitably that motivation and listening to them does not work, that's when managers often contact HR to help...

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What To Do When You Inherit A New Boss Who Is Toxic

Studies show that 80% of people are not happy with their current job -- and the #1 reason is due to their boss being toxic for them. What I've found working in the industry of Human Resources is that most of the time, this is not the boss that hires them, but the boss who inherited them. 

Although there are other influences, the reason is simple: People like those who are similar to them. People will promote, give the best opportunities to, and cut the most slack for people who remind them of themselves. It's not something they are aware of, and often an entirely automatic response of human beings. The boss that hired you thought you were right for the job AND felt a connection to you because you were similar to him/her. The boss that inherits you often will not be like you, so he/she has the mindset of using you as a resource to complete what needs to be done because it's harder to relate to someone unlike themselves. 

It all depends on the boss and the person, whether...

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