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Destructive behaviors at work, and how to overcome them.

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Destructive behaviors at work, and how to overcome them.

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Author: Mark Samuel

Summary: There are three destructive behaviors that are often seen in the workplace, and these can have negative effects on both the person exhibiting said behaviors and those around them as well. This article goes into densifying these traits and how to avoid/deal with them.

Most Valuable information: The three destructive traits - a "what's in it for me" line of thinking, blame-game posturing, and micromanaging - and the methods of dealing with them.

Least Valuable information: Being a better manager - not necessarily least valuable, but most situational.

Do I recommend this article: Yes

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Organizational environments are, by nature, full of opportunities for stress, challenge and work overload. But there are three organizational "diseases" that add to this that can be easily healed or avoided, thus creating an organizational environment of trust, support, cooperation and teamwork.

In my experience as the CEO of a coaching agency, I've seen that these organizational diseases are as follows:

* A "what's in it for me?" line of thinking

* Blame-game posturing

* Micromanagement

Below are six tips on how to overcome these challenges:
The 'What's In It for Me?' Disease
This stems from the "nothing is good enough" mindset and can come from both managers and employees. From managers, it can manifest as everything taking priority and feeling like nothing is ever done fast or well enough. From employees, it can look like entitlement; they might put in minimal effort and ask for raises without care for the customer or organization.

To remedy this disease:
1. Become purpose- and service-driven at all levels.
When people have a clear sense of meaningful purpose in their job, they think less about themselves and more about the cause that they are empowered to deliver. There are many options for developing a service-oriented purpose - the customer, the community or the organizational sense of family. However, you can't just say it; you have to live it and promote it at every meeting and every opportunity.
2. Hire purpose- and service-oriented individuals.
Many organizations are still hiring based on competencies without looking at whether the prospective employee is purpose-driven and service-oriented. Even if they share many of the company's core values, they can still show up with a self-serving attitude if they don't share an orientation of purpose and service.

The Blame-Game Posturing Disease

When things go wrong in an organization, you can easily see the character of that organization. Are they focused on pointing fingers and finding fault from those involved while getting angry, upset and frustrated? Or, are they focused on calmly, quickly and confidently looking for solutions?

To stop blame-game posturing:
1. Transform functional silos into shared ownership.
Managers must take ownership for solving problems among functions and across the organization, rather than pointing fingers at one another to source the problems and hope others fix them. It can be more efficient, more fun and even energizing to get diverse people in a room to create new solutions, solve problems and find ways of preventing future breakdowns. And generally, people feel closer at the end of that experience than they did before the problem was surfaced.
2. Focus on learning instead of fault-finding and blaming.
Some people only feel strong, confident or in control by pointing out the mistakes of others. This demeaning behavior is not only demoralizing but also causes others to walk on eggshells, which can result in playing it safe and mediocre or hiding when something goes wrong. The best way to hide is to put the attention of the problem elsewhere. But the blame game creates an environment and a cycle in which everyone loses.

Leaders must bring out the humanity of the workplace by demonstrating tolerance for human error, including their mistakes, miscommunication and poor judgment. This is not done by ignoring human error, but by facing it head-on with an expectation of learning, change and continuous growth and betterment. When the focus is on learning, there is no time or energy for blaming or fault-finding. The focus is on a better future each and every day. There's no time to beat ourselves up for the past, which we can't change. Work on building confidence that you will perform better tomorrow than you did today.
The Micromanagement Disease
From my perspective, this is one of the most confusing terms in leadership. Why? Because there are times when a manager or coach needs to be directive, provide instruction on the "how to's" of a job or delegate tasks to get the job done. But in general, this is reserved for people learning the job who need a road map for success.

When someone is more experienced and knows their job well, micromanaging can be seen as disrespectful or stifling, especially when they are told how to do their job. They only want to know what to deliver and why so they can accomplish the result in the most effective, creative and efficient manner possible.

To avoid micromanaging:
1. Change your mindset from manager to facilitator.
A leader's role is to achieve the desired business and culture outcomes. Instead of managing everything people do to accomplish results, which can impair critical thinking and ingenuity, leaders must facilitate the accomplishment of results. When there is a breakdown or an obstacle, the leader facilitates the ownership of each individual and the collective team to find solutions, modify processes and create new ways of delivering results, rather than always providing answers. Great leaders facilitate growth and empowerment by guiding the focus and discussions for learning and improving without micromanaging, dictating or solving every problem.
2. Replace delegating tasks with outcome-driven delegation.
It's important to get out of the habit of "drive-by delegation" - going so fast that we dump tasks on our direct reports without context, reason or the desired outcome. Too often, people put in effort on the task and come up short due to competing priorities, misunderstanding the outcome or lacking awareness of the context of the assignment. Then, when the person falls short of the expectation, the manager solves it by getting more involved and monitoring more often next time.

When leaders delegate the outcome with a complete understanding of the purpose, the parameters and the criteria for success, the direct report is accountable for the effort to complete the activity and for the result achieved.

Following these six tips can change your culture from one that is limited by stifling, protective and negative behaviors to a culture that unleashes creativity, learning and high performance...and is rewarding and fun, too.

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Council Post: Overcoming Three Destructive Workplace Behaviors In Business Today

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Organizational environments are, by nature, full of opportunities for stress, challenge and work overload.

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Author: Ashley Stahl

Summary: A lack of motivation at work can affect both your mood and your ability to do your job well, leading to a self-fulfilling prophecy of dissatisfaction at work. Finding your reason to be motivated is important, and this article lists a few ways to do so.

Most Valuable information: Methods to increase motivation and how to use them - 'Ask for Feedback', 'Celebrate Others', and 'Learn to say No'.

Least Valuable information: none - all the information felt very useful.

Do I recommend this article: Yes

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The other day I had a client come to me with an all-too familiar dilemma: she had lost motivation at work, and in turn her happiness. Studies show employee motivation and happiness are inherently linked, so it was no surprise this client, Amanda, was so affected by her lack of motivation.

The less happy you are at work, the less productive, and your motivation can plummet even further. It's a terrible cycle that so many people find themselves stuck in.

Lack of motivation at work is a problem for the economy, as well. One study revealed that only 13% of the workforce is actively engaged in their job. That's one out of eight employees. It's not the type of data employers want to see, and not good for employee morale, either. Happy employees are good employees, and the effects of going to a job every day that you dislike are crushing.

So how can you regain your motivation, your happiness, and your overall satisfaction? Try these four tips.
1. Ask for feedback.
Sometimes, you can get so focused on your work you can lose sight of the little ways you can improve, or even where you're adding value. Not knowing how you can do better or what you're contributing can absolutely lead to a lack of motivation.

One way to remedy this is ask your coworkers or leaders for feedback. There's always room to learn and grow in any professional role, and there's no one better to help you target specific areas of growth than the people you interact with daily, and who know your work.
2. Celebrate others.
If you're feeling uninspired and stuck, a great way to get yourself out of your rut is to take the focus off yourself and start celebrating others around you. This kind of positive thinking leads to stronger friendships and even improved satisfaction and income.

In fact, studies show employees who have more positive interactions with their coworkers are more productive and engaged with their work. So it's worth it to take a bit of time to congratulate people on a promotion or completed project, or even just compliment them on a job well done.
3. Start saying 'no.'
It can be so tempting to say yes to everything, especially if you're feeling unmotivated. After all, wouldn't it make sense that the more projects you take on or the more events you attend, the more likely you are to find your motivation again?

Unfortunately, saying yes to everything can actually burn you out. Fast. Science shows that saying no can improve productivity and mental health.

If you feel torn between wanting to make someone else happy and wanting to make yourself happy, remember: Saying no to whatever they are asking of you is just another way of saying yes to what you truly want to commit yourself to.
4. Take a break!
It can be tempting to want to work through the rut, but this might not be the best course of action. Did you know that Americans leave an average of 3.2 vacation days unused. This habit of not taking a vacation has to stop! Taking that break from work can leave you refreshed and rejuvenated.

In fact, a study by Harvard College showed that 94% of workers who took a vacation stated that they had as much-if not more-energy after coming back from a good trip. 55% confirmed that they returned to work with higher levels of energy than before the trip.

We all fall into motivation slumps in our careers at some point or another.

I've been there. I get it.

But knowing how to respond to that lack of motivation is the difference between breaking out of your rut or staying lost. Follow these tips and you might just find your motivation flooding back!

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Are you feeling unmotivated and unhappy? Here are four ways to fix it!

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Author: Maria Konnikova

Summary: Creating a positive work environment is something that's easier said than done and is often times so difficult that some places have even tried to mandate that working environments be conducted in a way that would be seen as positive overall. However, the effectiveness of this is debatable. This article goes into the intentions behind mandating a positive workplace, and why they often end up failing due to a lack of genuine interaction between coworkers that is brought on by their positive attitudes feeling forced.

Most Valuable information: What makes positivity in the workplace genuine and how trying to force those relationships can have the opposite of the desired effect, leading to a less positive workplace.

Least Valuable information: Specific laws and cases regarding this issue - not because they aren't valuable, but because they can be a bit of a slog to get through.

Do I recommend this article: No

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How can an employer create an upbeat workplace? By not telling people to be positive.

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Author: Joe Martin

Summary: Conflict is almost inevitable in a situation with multiple people working together. Understanding how to recognize and understand those conflicts, as well as how to deal with them, is an integral part of being in a management position. This article covers the best ways to manage conflict in the workplace.

Most Valuable information: Various way to handle conflict in the workplace with the addition that the most important factor is to address it as quickly as possible to avoid letting it fester and grow.

Least Valuable information: None - all the information is important and well-constructed.

Do I recommend this article: Yes

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You may think that you have the world's most exceptional colleagues, but sooner or later, you'll have a conflict at work. Unfortunately, conflict at work and misunderstandings happen all the time, so managing them in a proper way to minimize their effect on your productivity is critical to achieving career goals.

The effects of how to manage conflicts at work effect can be quite significant.

According to an Inc.com piece, for example, workplace conflicts have office employees and leadership dealing with them almost three hours every week and result in $359 billion in losses annually.

Managing conflicts at work can mean dealing with difficult conversations in the workplace.

The best way to deal with conflict or disagreement in the office is to merely talk about it, and find a solution together. Yes, communication is a powerful tool against conflicts and their adverse effects. Still, one has to know how to handle those difficult conversations and find a way out of a complicated situation while minimizing their impact on productivity and work environment.

Six Tips to Resolve Conflict at Work - Especially for Managers.

1. Know the Causes of Conflict/Tension and Avoid Them

There are several common causes of conflicts and disagreement, including stress, poor communication, unclear or conflicting expectations, and personal issues.

Let's discuss each of them.

Stress: Did you know that 36% of workers in the U.S. are stressed? The loss of productivity from stress-related issues ends up costing U.S. businesses $30 billion annually in lost workdays. Stress is one of the major factors affecting people on the job, and, unfortunately, it's also a common cause of conflict and tension.

To minimize the impact of stress on your professional life and avoid conflicts, you need to identify what's causing you to be stressed out.

According to Statista, there are four main reasons for stress at work among employees in North America, and they include the following: workload, people issues, juggling work, and personal life, and lack of job security.

Let's discuss a few ways you can overcome these challenges and reduce stress at work:

Workload: Long hours and tight deadlines overwhelm most of us. However, they do not make us more productive. We need to recognize that long hours sometimes do not equal success. People who put in 70 hours per week produce nothing more than those who put in 55. So, what is the real secret to maximizing your productivity and getting things done faster?

The answer is effective time management. While we cannot control time, we can absolutely manipulate it. Today, many productivity software apps make it possible for us to get projects completed faster with less effort.

Job Insecurity: Career anxiety is a common problem among workers around the world. No one knows what the future holds; thus, uncertainty is inevitable. The first step to overcoming career anxiety is recognizing that there are many things in this life that we have zero control over. Instead of concentrating on the bad and making up possible future scenarios, we should make the most of what we have and enjoy the learning journey.

Work-Life Balance: Maintaining a healthy work-life balance is on the wish list of many workers in the U.S. and around the world. There is no doubt that happy workers are more productive and motivated. But how can one attain this balance? It all starts with setting manageable goals each day. Being able to meet priorities gives us a sense of accomplishment, which automatically boosts our motivation.

Sometimes, we get so overloaded at work that we do not even know where to begin.

Once we structure our responsibilities, it is easier to think of strategies that will help us get our tasks completed faster. Stress may not only affect your productivity, but also cause many health problems, such as high blood pressure, heart disease, and diabetes.

Identifying the source of stress will be the first step to reducing its effect on your life because then you can start working on eliminating that source.

Poor Communication: In many cases, the reason for arguing with a colleague in the first place - is the lack of communication. The persons involved in the argument may not even be the ones to blame because a company's culture may be poorly suited to ensure sufficient communication.

Positive organizational culture plays a vital role in ensuring clear communication in the workplace, and here is why:

Employees feel more safe about expressing their thoughts, seeking feedback, and making mistakes.

Leaders are more interested in hearing their subordinates' opinions and helping them with their problems.

Poor communication can also result in unclear or conflicting expectations. For example, your boss may assign a task for you to complete but not provide you with enough details to complete the job. In this case, you won't be able to deliver that meets his or her expectations.

Personal Issues: They include such problems as personal crises and family problems and can also impact your relationship with colleagues at the office. If you're having issues with something outside of the workplace, the chances are that you could be stressed out, irritated, sad, or frustrated. Clearly, you won't be ready to perform as well as you could, and conflicts can happen.

This Forbes article recommends the following to minimize the impact of personal problems:

Talk with your boss and share what's bothering you.

Don't overshare.

Get support from family, friends, and spiritual leaders

Take time off to focus on other things

2. Don't Avoid the Conversation

Many people make a critical mistake by avoiding the conversation about the conflict or a problem because they think that the issue will go away. Well, time may be a great healer, but not in this case: you cannot escape the problem by simply choosing to ignore it.

You can't sweep issues under the rug. It is best to address what may be causing conflict and come up with a plan to move past it.

3. Choose a Private Setting

Some people love to make a scene and let everybody know that their feelings were hurt. However, this is a sure-fire way to escalate the problem rather than solve it because you involve others in the office by letting them know what the conflict is all about. Letting others know about conflict is a lower emotional intelligence move. Don't do it.

Remember: just because you've had a disagreement or a conflict with someone, this doesn't give you any right to let the entire workforce know about it.

Choose a private setting even if disagreement began in a public place and try to resolve it professionally, e.g., communicatively and healthily.

4. Preparation is Critical

Conflict resolution is something that requires a little bit of preparation. For example, do you know everything that you're going to say to the colleague you've just disagreed with? If you come unprepared, the chances are that he or she will handle the situation better than you.

However, if you prepare in advance for that awkward conversation and define the most important things that you want to say about the disagreement, you'll have a great chance to get the desired result.

Here's a checklist for you to prepare for that uncomfortable conversation. Ask yourself the following questions:

What am I trying to accomplish?

What might my opponent be thinking about the whole situation?

What might be his or her goal?

How have my opponent and I contributed to the problem?

What counterarguments can I have right now?

Have your best alternative to an agreement ready. Simply explained, this alternative is the minimum that you're willing to get out of the conversation. If your opponent doesn't agree to your options, then feel free to walk away with it.

5. Avoid Being Accusatory

The temptation to jump to conclusions regarding who is the one to blame will be quite strong but resist it. Being accusatory would be a huge mistake because it shows that you're motivated by bad intentions rather than a desire to find a good, or adequate solution.

Just like with a friend or spouse, you want to listen and validate the other person's concerns to find the best resolution.

6. Be Willing to Listen and Allow Others to Vent

Hearing someone vent and complain can be the hardest because your opponent may say things that you think are unfair or wrong. However, you should be willing to listen because you need to hear their perspective. Listen carefully and you'll find you can learn some amazing things. You'll often find something valuable on which you and the other person can agree. If you are merely listening to create a good opening for your own reply, you're likely not hearing what is being said.

Here's how to go about hearing another person:

Step 1: Listen to what your opponent has to say.

Step 2: Summarize what they said to make sure that you are understanding everything correctly.

Step 3: Emphasize that you heard what was being said by being able to repeat back to them what they said to you and repeat their point of view to them. Understand some of the reasons for their point of view. By repeating their point of view, it will create a willingness for your opponent to hear your view

Step 4: Say what you have to say.

Conclusion

Conflict in the workplace is inevitable, so you might as well learn how to deal with it properly. I hope this article answered your questions such as "How to handle a difficult conversation in the workplace?"

Remember: the best way to resolve a conflict or lack of an agreement - is to address it as soon as possible, but if you can't do so, feel free to use the above tips.

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Conflict at work can cause all kinds of disconnects and disrupt an office. These 6 steps can help you to resolve conflict at work.

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Author: Fortune.com

Summary: This is less of an article and more of a list of good places to work for based on certain criteria, like diversity, paid days off, etc.

Most important information: All of the above - what is most important is what the person viewing the list considers important and what they value.

Least important information: None, although the list being behind a subscription wall is a bit frustrating.

Do I recommend this article: Yes

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#1 Cisco Systems · #2 Hilton · #3 American Express · #4 Wegmans Food Markets · #5 Accenture · #6 Nvidia · #7 Atlassian · #8 Salesforce · #9 Comcast · #10 Marriott International

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Author: SJ. Scott

Summary: Self-Awareness is an important factor in all aspects of life, even in the workplace. While this article doesn't focus on work entirely (though it does mention some careers), these tips can be used anywhere to improve your understanding of yourself and the roles and actions that are best for you. The article begins with a description of self-awareness and then launches into how to improve your grasp on it.

Most important information: The basic definition of self-awareness and how to access and improve it in regard to yourself and your strengths/weaknesses.

Least important information: Careers where self-awareness is important - this information is important but is fairly limiting as these tips can benefit any career path.

Do I recommend this article: Yes

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" Habit Development Concepts " How to Be More Self Aware: 8 Tips to Boost Self-Awareness
There might be affiliate links on this page, which means we get a small commission of anything you buy. As an Amazon Associate we earn from qualifying purchases. Please do your own research before making any online purchase.
Having self-awareness means that you have a sharp realization of your personality, including your strengths and weaknesses, your thoughts and beliefs, your emotions, and your motivations.
If you are self-aware, it is easier for you to ​​​​​understand other people and detect how they perceive you in return.
Many people assume that they have a healthy sense of self-awareness, but it is best to look at a relative scale to see where you fall on it compared to others. Being aware creates an opportunity to make changes in one's behavior and beliefs.

While you develop self-awareness, your own personal thoughts and interpretations will begin to change. This change in mental state will also alter your emotions and increase your emotional intelligence, which is an important factor in achieving overall success.

Learning how to become more self-aware is an early step in the creation of the life that you want. It helps you pinpoint what your passions and emotions are, and how your personality can help you in life.

You can recognize where your thoughts and emotions are leading you, and make any necessary changes. Once you are aware of your thoughts, words, emotions, and behavior, you will be able to make changes in the direction of your future. (For example, learning the differences between realist and visionary personalities will help you understand yourself better.)

In this article, we will define self-awareness and then cover eight specific actions you can take to become more self aware on a daily basis. If you're interested in building a better life, then I recommend reading on to learn how this powerful concept can have a positive impact on you view each obstacle, mistake, and challenge that you face.

( Side note: Another positive ​way to improve your life is to read and learn something new every day. A great tool to do this is to join over 1 million others and start your day with the latest FREE, informative news from this website.)

What is Self-Awareness?

Self-awareness was first theorized in 1972 by Duval and Wicklund in their book A Theory of Objective Self-Awareness. This book argues that if we focus our attention inwardly on ourselves, we tend to compare our behavior in the current moment to our general standards and values. This triggers a state of impartial self-awareness.

Put more plainly: Self-awareness can be best viewed from the standpoint of personal development. It typically means having a deep understanding of your values, strengths, weakness, habits, and " your why." While you accept your faults, you are also constantly focus on different strategies for self-improvement.

How Does Self-Awareness Relate to Building Positive Habits?

Self-awareness is a vital first step in taking control of your life, creating what you want, and mastering your future. Where you choose to focus your energy, emotions, personality, and reactions determines where you will end up in life.

When you are self-aware, you can see where your thoughts and emotions are guiding you. It also allows you to take control of your actions so you can make the necessary changes to get the outcomes you desire.

This may include changes to your emotions, your behavior, or your personality. Until you achieve this, you will have a hard time making changes in the direction your life is taking you.

How to Apply Self-Awareness to Different Careers

Learning how to become more self-aware is an important skill for many different careers. But here are a few areas where developing this trait can have a positive long-term impact.

Leadership

You can't be an effective leader without being able to answer the "what is self-awareness?" question.

It provides the necessary base for having strong character, creating the ability to lead with purpose, trust, authenticity, and openness. Self-awareness explains our successes and our failures while giving us a clear understanding of who we are and what we need most from other people to have a successful team.

It also gives leaders the opportunity to identify any gaps that they might have in their management skills, and reveals the areas in which they are effective and where they might need additional work.

Knowing these things can help leaders make discerning decisions and increase their effectiveness in positively motivating their employees. Learning to be self-aware is not a simple process, but doing so can improve one's leadership skills and lead to a more supportive business culture.

Social Work

As a social worker, having self-awareness is an important part of preparing to encounter clients in their specific situations. Much of the process of becoming an effective social worker is made up of becoming self-aware. This can happen with encounters with professors, classmates, and clients that work to continuously challenge us to be aware of our feelings. While this is not an easy thing to do, it is a worthwhile achievement.

Social workers have to be aware of their own biases when they are dealing with clients so they can make sure they are treating every client equally.

If you're a social worker looking to improve yourself, check out this post about SMART goals examples for social workers.

Counseling

Self-awareness interplays with the therapeutic process of counseling. When one is able to gain a greater understanding of themselves through the input of a therapist, it leads to self-discovery.

Counseling is a journey of self-discovery, as one observes their own thought patterns and how they affect their mood and behavior. Observing one's own thoughts and feelings builds self-knowledge, and doing this with a counselor provides an objective opinion during the observation.

Self-awareness plays a large role in education because it helps students become focused on what they need to learn. The ability of students to think about their thinking increases with age. When teachers work with students to teach them to reflect, monitor, and evaluate themselves, students are able to become more self-reliant, productive, and flexible.

Students improve their ability to weigh their choices and think about their options, especially when the correct answer is not obvious. When students have a hard time understanding a concept or idea, they use reflective strategies to acknowledge their difficulties and try to fix them. This also gives students tools to self-reflect and grow in their emotional intelligence and social lives.

Self-awareness is used as a therapeutic tool for nurse-client relationships. A nurse who is self-aware can provide a therapeutic environment to care for their patient. Because of this, it is recommended that nursing schools should teach students about development and self-understanding.

It would also be beneficial for professional nurses to be able to get help and guidance to continue the growth process throughout their careers.

How to Become More Self-Aware Throughout Your Life

1. Look at yourself objectively.

Trying to see yourself as you really are can be a very difficult process, but if you make the right efforts, getting to know your real self can be extremely rewarding. When you are able to see yourself objectively, you can learn how to accept yourself and find ways to improve yourself in the future.
So, what is an easy way to get started with this?
In the end, you will come out with a fresh new perspective on yourself and your life.

You can write about anything in your journal, even if it is not related to your goals. Recording your thoughts on paper helps to relieve your mind of those ideas, and clears it up to make space for new information and ideas. (And if you get stuck, I recommend checking out these 33 journaling ideas.)

Take some time each night to write in your journal about your thoughts and feelings, and your successes and failures for the day. ( Ask yourself these questions and journal your answers.) This will help you grow and move forward in your achievements.

As you self-reflect, take some time to think about how you are a leader, and how people working under you likely view you. Think about what you do to help other people, and if you could possibly do more. What are your values, and what is most important to you right now?

All of these self-reflection questions will help you get a better idea of who you are and what you want out of life right now.

Side note: If you don't have a journal, then be sure to check out our recommendations for the best journals for jotting down your thoughts and ideas.

3. Write down your goals, plans, and priorities.

Plan out your goals so they turn from ideas into a step-by-step process. Break down your larger goal into mini-goals so it seems less overwhelming, and tackle it head on.

Setting and achieving goals is a lengthy process, so if you'd like to learn more about this subject, then read these articles:

4. Perform daily self-reflection.

In order to have self-awareness, you must do self-reflection. This requires setting aside some time, hopefully every day, to honestly look at yourself as a person and a leader. Committing to this practice can help you improve.

In our demanding business world, daily self-reflection is easier said than done. There is always pressure to do more with less, and an endless flow of information through our portable technology.

Because it takes time to self-reflect, start by setting aside just 15 minutes each day. Self-reflection is most effective when you use a journal and write down your thoughts. It's also best to find a quiet place to think.

If you get stuck on "what" to do during this time of self-reflection, then here are 33 self-awareness activities that are great for both kids and adults.

5. Practice meditation and other mindfulness habits.

Meditation is the practice of improving your mindful awareness. Most types of meditation focus on the breath, but not all meditation and mindfulness doesn't have to be formal. You can also find greater clarity from regular moments of reflection.

During your meditations, you may stop to think about some specific questions.

One of the most frequent forms of meditation you may practice comes from carrying out everyday tasks that give you a sense of therapeutic serenity and allows you to focus on the present moment, such as washing dishes, going for a run, and going to church.

Learning how to be more mindful can be a challenge for many people - especially in this fast-paced, hectic world. So if you'd like learn more about this concept, then pick a few of the activities from the 71 mindful exercises that we describe in this article.

Or if you'd like a simple tool to help you with meditation and mindfulness, then I recommend the Grokker channel (or read this review to learn more about it.)

6. Take personality and psychometric tests.

Take these personality and psychometric tests to help understand what traits you have. Some popular tests that are aimed at increasing self-awareness include the Myers-Briggs test and the Predictive Index.

There are no right or wrong answers to these tests. Instead, they compel respondents to think about a set of traits or characteristics that closely describe them relative to other people.

You can also check out our recommended self-awareness tests.

7. Ask trusted friends to describe you.

How are we supposed to know what other people think of us? We have to listen to the feedback of our peers and mentors, and let them play the role of an honest mirror. Tell your friends when you are looking for open, honest, critical, and objective perspectives. Allow your friends to feel safe while they are giving you an informal yet honest view. ( Here are some quotes about honesty for inspiration.)
[Side note: Asking deep questions (and answering them) is a great way to deepen a relationship. So if you'd to learn more about how to do this, then check out the 371 deep questions that we detail here.]
Make sure your friends know that they are doing this to help you, not to hurt you. Also, feel free to ask questions of your friends about topics they bring up if you feel like you need some more clarity to completely understand.

You can also ask friends to bring it to your attention when you are doing something that you know you want to change. For example, if you know you tend to "one-up" people when they are telling stories, have your friends discreetly let you know that is happening so you can learn to stop.

8. Ask for feedback at work.

In addition to consulting friends and family, use a more formal process at work to get some feedback. If your company does not provide a structured way to do this, try to implement one. Provided it is constructive and well done, having an option for formalized feedback allows us to self-reflect on our own strengths and weaknesses.

To have an effective formal feedback system at work, you need a proper process and an effective manager. Once the feedback process is finished, it is important to reflect on it by writing down your main takeaways. Write down any surprising strengths and weaknesses that you did not realize you had before.

It will take quite some time to increase your self-awareness and get to know yourself better. It can even take years and input from many people around you. Building the necessary work habits to help you become more self-aware can positively impact other aspects of your life, especially your interpersonal and intrapersonal relationships.

Final Thoughts on Becoming More Self-Aware

Hopefully this post has given you an answer to your question, "What is self-awareness?"

It's not easy to develop this level of introspection. Most people are afraid to be truly honest with themselves about their strengths, weaknesses, and current challenges. But if you implement the eight ideas that we outlined in this article, then you'll develop a level of self-awareness that will help you grow as a person.

For further reading, here's our article highlighting different examples of self-awareness.

Finally, if you want another positive ​way to improve your life, then read and learn something new every day. A great tool to do this is to join over 1 million others and start your day with the latest FREE, informative news from this website.

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How to Be More Self Aware: 8 Tips to Boost Self-Awareness

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Having self-awareness means that you have a sharp realization of your personality, including your strengths and weaknesses, your thoughts and beliefs, your emotions, and your motivations. If you are self-aware, it is easier for you to ​​​​​understand other people and detect how they perceive you in return.

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Author: Dana Manciagli

Summary: Telecommuting and work from home is on the rise as workplaces become more technologically oriented in a post covid setting. However, not everyone is currently able to thrive in a work-from-home setting. This article will help you understand if you would do well in such a setting or not, and the skills needed to thrive in this environment if you want to move over to telecommuting rather than in in-office workplace.

Most important information: The basic skills needed to do well in a work-from-home setting and why they're important.

Least important information: There is no information on how to improve these skills - not a major issue, but it would have been nice to add some additional tips for those looking to improve their skillset.

Do I recommend this article: Yes

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The American workforce is changing, and one of the most visible changes is the fact that many American workers converge less and less often in a traditional office.

Recent research from Gallup shows that telecommuting is on the rise and that nearly four times as many Americans report that they work remotely than did 20 years ago.

If you're looking for ways to make working remotely work for you, you'll need to recognize how it differs from working in a traditional office setting - it's much more than avoiding the commute and the cubicle.

To help you figure out if you're going to thrive in a remote work setting, I spoke with Tricia Sciortino, a business leader who manages an entirely remote workforce. Sciortino is the president of eaHELP, a provider of virtual assistant services.

eaHELP's entire corporate team works from their homes, as do the hundreds of contractors who partner with eaHELP. Tricia shared the top five qualities she and her team look for when it comes to hiring remote workers who really get things done:

1. Technology savvy

Remote workers absolutely have to stay connected, and technology tools are their lifelines. "We conduct nearly every meeting via video, as well as every step of our interviewing process that we don't do in-person," Sciortino said. "It gives us a deeper level of connection and insight than we'd get over the phone, and I don't ever feel like I'm working 'alone' because I'm seeing my teams' faces on a daily basis, except it's on a screen rather than in an office."

Sciortino also highlighted how the ability to find and implement new technology solutions is key for workers who will have to serve as their own ad-hoc IT support departments. "There's nobody for us to call when our laptops act up, so our teams have to be willing to figure some things out for themselves," she said.

2. Communication

You can't let out of sight equal out of mind when working remotely. Communication and clarity take on a new level of importance when working remotely.

"We look for people who have the ability to ask good, clarifying questions and get the answers we need," Sciortino said. "We're also very intentional about communicating a message in multiple ways - I'd much rather over-communicate with my teams than leave them wondering."

3. Motivation

Remote workers don't have anybody watching the clock to see when they start and stop working. That means intrinsic motivation- performing an action or behavior because you enjoy the activity itself-is essential for working from home. "No one is there to cheer you on or push you, so you've got to know how to stay on task and know the practices that help you get the most done in the time you have," Sciortino said.

4. Boundary setting

Working from home can be a bit like a Dickens novel: The best of times and the worst of times.

"Working remotely means I have more freedom to work when and how I want, which is terrific for me as a mother of two school-age daughters," Sciortino said, "but it also means that I can never physically leave it 'at the office.' That can be challenging for many people working remotely for the first time."

Sciortino and her team counsel new remote workers to set up a physical office that's separate from the rest of their home if possible, so they can literally leave the office. They also frequently share tips for time management and setting boundaries between work and home life.

5. Trust

When you don't see your co-workers daily, and they don't see you, it can get a bit tricky when conflicts arise and expectations go unmet.

"When we find ourselves running into gaps in communication and perspectives, we've learned that we have to fill that gap with trust - we have to assume the best of each other. Otherwise, our virtual working culture goes straight down the drain," Sciortino said. "And we each know that the burden to be trustworthy is on us - we trust everyone is doing what they need to be doing, and that we each need to live up to that trust."

Working remotely can be an incredible benefit for employers, as they can recognize huge savings in overhead and often huge gains in productivity. It can be an incredible benefit for employees who go into a remote working situation with their eyes open. "We love being an all-virtual company, but we know it takes hard work to make it work," Sciortino said. And by recognizing that the work will be worth it, you can make it work for your career as well.

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Dreaming of working from home? 5 traits you'll need - The Business Journals

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Working remotely can be an incredible benefit for employers, and for employees who go into a remote working situation with their eyes open.

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Spotting and preventing Workplace Bullying

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Spotting and preventing Workplace Bullying

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Author: Uncredited

Summary: This article covers the basic sings of bullying in the workplace, what they may entail, and how to effectively deal with issues such as this in the best way.

Most Valuable information: The most basic forms of Workplace Bullying and how to deal with them.

Least Valuable information: It's a bit short and doesn't fully cover the subtleties and nuance that can be used to bully others in the workplace.

Do I recommend this article: Yes, but could be improved.

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This is an archived article and the information in the article may be outdated. Please look at the time stamp on the story to see when it was last updated.

According to the Workplace Bullying Institute, more than a quarter of Americans have been the target of workplace bullying.
SIGNS How do you spot a workplace bully ?

Threatening, humiliating or intimidating behaviors (i.e. getting up in somebody's personal space, blocking them from moving through an entry, or a practical joke designed to embarrass, etc. )

Verbal abuse (cruel comments and teasing-language to undermine somebody's dignity in a sudden or repeated manner-like a boss that called his team, "morons who couldn't get a job anywhere else".)

Interference with one's ability to work (for example, withholding resources-like the password to login to a database, or the keys to the work truck)

Cyberbullying, malicious gossip and spreading rumor are also bullying behaviors

Bullying may be covert or subtle

Unlike harassment, bullying is not illegal. Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.

PREVENTION

Communicate assertively

Don't be passive (doormat), aggressive (like the bully) or passive-aggressive (getting back at the person through indirect behaviors)

Use I statements and make clear and direct requests

Set healthy limits and boundaries (i.e. by saying, "no", or "this isn't okay")

Get support

From friends, family, therapist, colleagues, boss, or HR

Develop a plan

Ask your employer to take action (hand the problem up to the person who can resolve it, focus on the bottom line-too expensive to keep the bully -be ready to leave your job if necessary)

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Signs of workplace bullying & ways to prevent it

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According to the Workplace Bullying Institute, more than a quarter of Americans have been the target of workplace bullying. SIGNS How do you spot a workplace bully ? Threatening, humiliating or intimidating behaviors (i.e. getting up in somebody's personal space, blocking them from moving through an entry, or a practical joke designed to embarrass, etc.

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Working for the happiest supermarket for a week

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Working for the happiest supermarket for a week

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Author: Christopher Tkaczyk

Summary: The writer spent a week working in what is called the "Americas Happiest Supermarket", working as an employee and studying what exactly it is about the workplace and its people that lead to the company's satisfaction and low turnover rate.

Most Valuable information: How the company became so successful among employees and how employees are able to improve their own satisfaction at the company through various opportunities offered to them.

Least Valuable information: The article is very centered on one company, which is fine, but can be off putting and limiting to those looking for broader information.

Do I recommend this article: Yes

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I spent a week inside America’s happiest supermarket. Here’s what I learned.

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Author: Indeed Editorial Team

Summary: This article covers the basic problem-solving skills and steps that can apply to almost any problem, and then looks at how to implement them in a workplace setting.

Most Valuable information: The basic steps to problem solving, what they actually mean, and how to apply them in a work scenario.

Least Valuable information: None - these are all valuable skills needed to succeed in the workplace.

Do I recommend this article: Yes

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www.indeed.com needs to review the security of your connection before proceeding.

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Author: F. John Reh

Summary: Mentors are an important factor in the workplace, offering guidance and advice to newer employees that can be invaluable. This article goes into detail on the relationship between mentor and mentee, and the roles and responsibilities for both.

Most Valuable information: What Mentors do, why their important, what they don't do, and what the mentees responsibilities are in regard to the relationship.

Least Valuable information: None for those in this kind of situation, however this is specific to the mentor/mentee relationship so if you are not involved in such a relationship this information isn't very useful.

Do I recommend this article: Yes

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Serving as a mentor brings many challenges and rewards, with the best mentors working to shape their mentees into future leaders, rather than just good followers. If done well, the long-term impact of mentoring can offer life- and career-changing benefits to both parties.

Key Takeaways

Mentoring and Coaching: Similar But Not the Same

The terms mentoring and coaching often get used interchangeably, which can be confusing. While similar in their support of someone's development, the roles involve different disciplines in practice.

Mentoring consists of a long-term relationship focused on supporting the growth and development of the mentee. The mentor becomes a source of wisdom, teaching, and support, but not someone who observes and advises on specific actions or behavioral changes in daily work.

Coaching typically involves a relationship of finite duration, with a focus on strengthening or eliminating specific behaviors in the here and now. Coaches help professionals correct behaviors that detract from their performance or strengthen those that support stronger performance around a given set of activities.

Both mentoring and coaching offer valuable developmental support. However, one offers high-level guidance for long-term development, while the other helps provide a more immediate improvement in targeted areas.

What Is a "Mentor"

A character in Homer's epic poem "The Odyssey" might rightly be said to be the original mentor. When Odysseus, King of Ithaca went to fight in the Trojan War, he entrusted the care of his kingdom to a man named Mentor. Mentor also served as the teacher and advisor of Odysseus' son, Telemachus.

In a more modern context, a mentor is someone with experience, knowledge, and connections who can help advance the career of another, usually more junior person. The American Psychological Association identifies two key developmental goals of the relationship between the mentor to the mentee: career improvement and psychological development.

Why Seek Out a Mentor?

Suppose a talented individual lands a sales job, and gains a senior sales executive as their mentor. The senior executive might guide the new salesperson in their development as a leader, a strategist, and a business professional.

Note

The mentor might not instruct the sales associate in processes or provide on-the-spot coaching or training. Instead, they will challenge their mentee and encourage the mentee to think through issues and approaches by asking difficult-to-answer questions and serve as a source of wisdom when needed. The relationship as mentor and mentee generally ends after the mentee changes companies, but the senior executive's impact carries through in the mentee's work throughout the rest of their career.

Many people attribute part of their professional growth to the guidance of a patient mentor who challenged them to think differently and open their eyes and mind to different perspectives. While each of us develops at our own pace, this type of influence can have many positive and lasting effects.

What a Mentor Does for Mentee

Takes a long-range view of your growth and development

Helps you see the destination but does not give you a detailed map to get there

Offers encouragement and cheerleading, but not "how-to" advice

What a Mentor Does Not Do

Serve as a coach or instructor

Function as an advocate of yours in the organizational environment such as your boss would; the relationship is more informal

Tell you how to do things

Support you on transactional, short-term problems

Serve as a counselor or therapist

The Mentee's Responsibilities

When you first identify a mentor and establish a relationship, discuss and compare expectations for both the mentor and mentee roles. Clarify each person's responsibilities, and the process the two of you will use going forward to communicate, understand career goals, follow-through, and problem-solve if needed.

Make it your aim to maximize this experience so that you reap the full benefit while showing gratitude and respect to your mentor:

Focus on being coachable and open to hearing feedback from your mentor whether or not it's positive.

Don't be afraid to ask for unvarnished advice or critiques. Practice your skills as a good listener, take what you can use, and leave the rest.

To provide structure for the relationship, specify upfront some initial career goals you have, such as learning specific procedures or processes, or preparing for a promotion, for example.

Discuss with your mentor how you can best measure the success and effectiveness of your working relationship together.

Make it a point to schedule conversations with your mentor, and keep those appointments faithfully.

As you commit to certain steps in your developmental progress or discuss taking educated risks to support the development of your career and move toward your goals, keep track of your discussions with your mentor and follow up specifically on those steps when you meet.

Brainstorm for ways that you can help to drive and maintain your relationship with your mentor. While your mentor invests his or her time to help you, you must also participate and actively pursue learning.

The Bottom Line

A mentor can make a real difference in your career and life. Come to the relationship with realistic expectations about the role and a willingness to work hard. The impact of a mentor's guidance and wisdom now may not be felt for some years to come, but you will realize its positive impact over time and go on to become a mentor to others.

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Serving as a mentor brings many challenges and rewards, with the best mentors working to shape their mentees into future leaders, rather than just good followers. If done well, the long-term impact of mentoring can offer life- and career-changing benefits to both parties. The terms mentoring and coaching often get used interchangeably, which can be confusing.

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Becoming more self-aware in the workplace

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Becoming more self-aware in the workplace

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Author: Uncredited

Summary: This article details how certain self-awareness skills are vital to the workplace and how to improve your own understanding of them. It offers multiple easy to do tips and tricks that almost any reader can accomplish to at least some degree of success.

Most Valuable information: The various reasons Self-Awareness is important specifically in regard to work, and how you can go about improving these skills.

Least Valuable information: Specifics on the foundation behind the article - good for crediting sources, not relevant to the article's subject material.

Do I recommend this article: Yes

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According to Tasha Eurich, an organizational psychologist, only a few people, around 15 percent, are genuinely self-aware, which sharply contrasts with the 95% who mistakenly believe they possess it.¹

Self-awareness is one of the most essential qualities you can nurture within yourself. Not only does it affect different aspects of your life, but it also significantly impacts your job performance, chances for promotions, and, most importantly, how well you lead others.

But what exactly is self-awareness, why does it matter so much at work, and how can you become more self-aware?

What Is Self-Awareness?

Self-awareness is the ability to recognize and understand your thoughts, emotions, strengths, weaknesses, and behaviors. It's about knowing who you are, what you stand for, and how you impact those around you.

It helps us understand ourselves deeper, how we feel, and why we do certain things. It makes us ask questions like, "Why am I feeling happy right now?" or "Why did I react that way when someone said something to me?" It's like having a little voice inside our head that helps us better understand ourselves and our emotions.

Why Is Self-Awareness Important in the Workplace

Self-awareness equips us to make better choices and enriches our relationships with colleagues, pivotal in shaping our personal and professional journey.

1. Enhances Interpersonal Relationships

With self-awareness, we gain a deeper understanding of our communication style, emotional triggers, and how our actions influence others. This awareness empowers us to tailor our communication to suit our audience's preferences, resulting in more productive interactions with fewer misunderstandings.

Imagine a situation where you and a coworker disagree. When you're highly self-aware, you can approach it with empathy, actively listen, and seek common ground.

2. Boosts Emotional Intelligence

At the core of emotional intelligence (EI) is self-awareness. High EI enables us to manage our emotions effectively and navigate challenging situations gracefully. It allows us to stay calm under pressure, defuse conflicts, and build robust relationships with colleagues and clients. This emotional resilience is particularly valuable in fast-paced work environments, where stress and tension can be common.

3. Cultivates Leadership Excellence

Self-awareness can make us more empathetic, understanding, and inspirational when leading a team. Acknowledging our strengths and weaknesses enables us to build well-rounded teams that complement our abilities.

As a leader with self-awareness, we can better understand our team members' needs, offering constructive feedback and support when necessary. This fosters a positive work environment and enhances overall productivity.

4. Enhances Decision-Making

There will be daily decisions in the workplace, ranging from small choices to significant strategic moves. By being more self-aware, we can align our intentions with our values, goals, and priorities. This way, outside pressures or personal biases won't sway us, and our decisions will be clearer and more thoughtful.

5. Promotes Constructive Conflict Resolution

Conflict is a part of any workplace, and self-awareness equips us to address conflicts constructively. It enables us to step back, reflect on the conflict, and approach the situation with empathy and a willingness to compromise. This quickly resolves issues and strengthens working relationships.

6. Facilitates Personal and Professional Development

Self-awareness catalyzes personal and professional growth. When we recognize our strengths and weaknesses, we can set realistic goals and actively seek opportunities for improvement. This proactive attitude leads us to engage in self-development activities, such as training, mentoring, or soliciting feedback, benefiting both employees and the organization.

7. Allows to Manage Stress Effectively

Workplace stress is a common challenge that can affect anyone's mental and physical health. Self-awareness equips us to identify our stress triggers and employ coping strategies. It also lets us set boundaries, manage our workload well, and balance work and life, protecting our well-being from stress.

Related Article: Job Interview Gold: Self-Awareness is Key

How to Become More Self-Aware

Nobody is born already knowing how to be self-aware. It's a skill that you have to learn and get better at over time. Here are some practical steps to help you improve self-awareness:

1. Try Practicing Mindfulness

Mindfulness is a mental practice and awareness that involves paying deliberate attention to the present moment. It's about fully engaging in whatever you're doing, whether it's a simple task like breathing, walking, eating, or more complex activities like having a conversation or working on a project. You can set aside time each day to practice mindfulness, even if it's just for a few minutes.

Find a quiet and comfortable place to sit or lie down.

Close your eyes and take a few deep breaths to center yourself.

Focus your attention on your breath. Notice the sensation of the breath as it enters and leaves your nostrils or the rise and fall of your chest or abdomen.

Your mind may wander, and that's perfectly normal. When you notice your thoughts drifting, gently redirect your attention to your breathing. Over time, mindfulness meditation can help you observe the patterns and fluctuations of your mind, revealing your thought processes and emotional reactions.

2. Self-Examine and Self-Question

Regularly examine your thoughts, emotions, and behaviors. Ask probing questions to yourself and dig deep into your motivations and desires, such as:

Why do I react this way in certain situations?

What are my triggers for stress or anger?

What patterns do I notice in my relationships or decision-making?

What goals do I want to achieve, and why are they important?

You can uncover hidden aspects of your personality and thought processes by deeply engaging with your thoughts.

3. Assess Your Strengths and Weaknesses

Take the time to assess your strengths and weaknesses objectively. Recognize where you excel and where you may need improvement. This assessment can be instrumental in both personal and professional contexts. Once you're aware of your strengths, you can leverage them to your advantage, and when you acknowledge your weaknesses, you can work on developing them.

Various psychological assessments and tools can help you gain insights into your personality, values, and behaviors. These assessments, such as the Myers-Briggs Type Indicator (MBTI) or the Enneagram, can be starting points for self-discovery.

However, remember that assessments can be informative but are not definitive. Consider using them as tools for self-exploration rather than strict labels.

4. Practice Self-Compassion

Self-awareness doesn't mean being overly critical or judgmental of yourself. Instead, it involves treating yourself with kindness and understanding, just as you would a friend. You can practice self-compassion by:

Recognizing that everyone makes mistakes and faces challenges.

Avoiding negative self-talk and self-criticism.

Cultivating a sense of self-acceptance and self-love.

When you are compassionate toward yourself, you can explore your inner world more openly and honestly.

5. Set Personal Development Goals

Identify areas where you'd like to improve and set specific, measurable, and achievable goals. These goals can be related to your relationships, career, or personal growth. Regularly assess your progress and adjust your goals as needed. Goal-setting can provide direction and motivation on your journey to greater self-awareness.

6. Learn From Life Experiences

Every experience in life, whether positive or negative, offers an opportunity for self-awareness and growth. When faced with challenges or setbacks, reflect on what you can learn from the experience. Celebrate your successes and use them as a source of motivation and validation.

7. Keep a Journal

Journaling is another effective way to practice mindfulness. Set aside time to write down your thoughts, emotions, and experiences each day. When journaling mindfully:

Describe your thoughts and feelings without judgment.

Use descriptive language to explore your sensations and emotions.

Reflect on any patterns or recurring themes in your journal entries.

Journaling provides a tangible record of your inner world, allowing you to review and analyze your thoughts and emotions over time.

LET GALT FOUNDATION HELP YOU DISCOVER MEANINGFUL EMPLOYMENT

If you're looking for job opportunities that offer growth, success, and financial freedom, Galt Foundation can help. We're a non-profit employment company dedicated to connecting exceptional organizations with motivated individuals.

For over 20 years, we've been offering staffing solutions to individuals with disabilities, committed to ensuring that candidates, regardless of their abilities, have access to equal-opportunity employers. Contact us today to initiate a conversation and discover how we can assist you.
References
1. Kauflin, Jeff. "Only 15% Of People Are Self-Aware - Here's How To Change." Forbes, 10 May 2017, www.forbes.com/only-15-of-people-are-self-aware-heres-how-to-change.

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The Path of Self-Awareness in the Workplace: Embracing Your Authentic Self - Galt Foundation

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Learn why self-awareness matters, how it impacts relationships and leadership, and explore practical steps to enhance personal and professional growth.

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Author: Ayelet Fishbach

Summary: Remaining motivated can be a difficult task. Unfortunately, a lack of motivation doesn't prevent your work responsibilities from continuing to need your attention. This article gives advice and tips on working through a motivational block and finding your footing again.

Most Valuable information: The reasons motivation and the ability to self-motivate is essential, and how to regain motivation that has been lost.

Least Valuable information: None

Do I recommend this article: Yes

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Motivating yourself is one of the main things that sets high achievers apart, and it's hard. How do you keep pushing onward when your heart isn't in it? In her research, Fishbach has identified some simple tactics: Set goals that are intrinsically rewarding, and make them very specific. If a task isn't satisfying, focus on aspects of it that are or combine it with pleasant activities. Reward yourself in the right way for getting things done. To avoid slumps, break objectives into subgoals; look at how much you've accomplished until you're halfway there; and then count down what you have left to do. And use social influence: Let high performers inspire you, boost your get-up-and-go by giving advice, and keep the people you want to succeed for front of mind.

Motivating yourself is hard. In fact, I often compare it to one of the exploits of the fictional German hero Baron Munchausen: Trying to sustain your drive through a task, a project, or even a career can sometimes feel like pulling yourself out of a swamp by your own hair. We seem to have a natural aversion to persistent effort that no amount of caffeine or inspirational posters can fix.

A version of this article appeared in the November-December 2018 issue of Harvard Business Review.

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How to Keep Working When You're Just Not Feeling It

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Motivating yourself is one of the main things that sets high achievers apart, and it's hard. How do you keep pushing onward when your heart isn't in it? In her research, Fishbach has identified some simple tactics: Set goals that are intrinsically rewarding, and make them very specific.

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Author: Amanda Deiratani

Summary: Destructive behavior isn't just negative to the employee exhibiting it - it can also affect other employees and the business as a whole in a variety of negative ways that can lead to further problems down the road.

Most Valuable information: How destructive behavior can affect the entirety of a workplace and how to try and mitigate it before it becomes a major problem.

Least Valuable information: This information seems catered to leadership and management - not a bad thing, just a bit limiting to it's audience.

Do I recommend this article: Yes

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It's a team meeting day, and some of your employees have shown up with disruptive behaviors in tow. Ed won't let anyone get a word in edgewise. And a few employees at the end of the conference table are holding an obvious gossip session - as they point and laugh at Ed. Not to mention about half the room keeps rolling their eyes and checking their watches. A common case of disruptive behavior in the workplace.

Of course, anyone can have an day. But persistent, disruptive behavior in the workplace can wreak havoc on your company culture, employees' morale, motivation, engagement, productivity, and more. Depending on the severity of the issue, it could even mean you're left with a higher employee turnover rate and costly legal issues. Many people don't realize the true impact that behavior in the workplace has on company culture, engagement, retention, and more.

To avoid the ripple effect of disruptive behavior, you'll want to take both preventative proactive measures to nip these issues in the bud.

Let's cover five of the most common disruptive behaviors in the workplace. We'll also take you through the consequences that disruptive behavior can bring to your company and ways to manage and prevent these behaviors now in the future.

5 Common Disruptive Behaviors in the Workplace

Disruptive behavior at work can come in many forms and levels of intensity. From sarcasm to rude comments to bullying or even violence, you may have witnessed all of the above. We've compiled the five most common examples of disruptive behavior in the workplace you'll need to look out for.

1. The Negative Nancys and Neds

Nobody can be positive 100% of the time. But, some employees tend to focus on everything and anything that is or could go wrong-from complaints to rude comments and everything in between.

If you have a Negative Nancy or Ned in your ranks, you know what we mean. You can count on them to make snarky comments and ultimately leave a negative vibe with their negative workplace behavior in the air.

Plus, we all know that one apple can spoil the whole bunch. In short, negativity can spread like wildfire. If this happens, it can bring down your other employees. And low morale is the last thing you want. So, you'll need to keep an ear out for this disruptive behavior.

2. The Rumor Starters & Gossipers

Rumors can spread fast in any workplace. Some employees tend to be a bit more busy-body-oriented than others. Besides, when a rumor spreads, it tends to: A. Disconnect from the facts; and B. Damage or even exclude the person at the butt of the rumor. Not to mention-it's unprofessional!

Gossip can lead to an atmosphere of mistrust and that won't help your employees' morale, collaboration, or teamwork. Instead, you'll want to be proactive, address the rumor mill early, lead by example, and handle this disruptive behavior professionally.

3. The Toxic One-Uppers, Intimidators, & Bullies

Some forms of disruptive behavior in the workplace are more overt than others. That doesn't mean the subtle forms are any less harmful to your company culture, though. Let's take a closer look at a few examples of subtle versus overt disruptive behavior:

Speaking over/interrupting a colleague

Taking credit for another colleague's idea

Putting down a colleague

Gaslighting

Overt Toxic Behavior

Doling out unfair workloads.

Offering unwarranted, poor performance evaluations.

Making threats

A physical expression of anger-slamming doors, throwing a mug, etc.

Verbal harassment

Sexual harassment

Intimidation or violence of any kind

4. The Always-Late & Absent Employees

Some employees who always turn up late or call out at the last minute can create more work for their colleagues. Nobody wants to do the work of people. This disruptive behavior can lead to conflict and resentment between your employees.

So, if you notice chronic tardiness or absenteeism, it's best to check in with the employee to determine what's going on and if an alternative solution, such as a paid or unpaid leave of absence, might remedy the reason for their absence.

5. The Fraternizing Team Members

Did you hear that such and such got together with over the holiday season? One minute, love is in the air. And the next? A breakup. Before you know it, their presence is awkward for everyone in the office, and it appears some employees are even taking sides.

That type of division can distract employees from their professional responsibilities. It can also interfere with your employees' ability to work together. Even more, depending on who's fraternizing, it can create an unfair power dynamic. You'll want to make sure your anti-fraternization policy is clear and up-to-date.

How Disruptive Behaviors Are Impacting Your Workplace

Any one or combination of the above (or other) disruptive behaviors can negatively impact your workplace. Here's a list of the many ways disruptive behavior can harm your employees and your company, especially when left unchecked:

Erodes employee morale

Creates a company culture of negativity and mistrust

Interferes with teamwork and collaboration

Impedes motivation

Inhibits productivity

May increase absenteeism so employees can avoid the disruptive behavior

Disruptive behavior can lead to increased employee turnover

Makes your company vulnerable to legal issues/liability

Depending on the severity, may negatively impact your company's reputation

How to Manage Disruptive Workplace Behavior

Have you realized that disruptive behavior is at the root of some of your employees' issues? While there isn't a one-size-fits-all solution for every problem, there are some best practices you can commit to.

Be Proactive

The moment you notice disruptive behavior, take action. That could mean doing any one or a combination of the following:

Meet with the employee privately and discuss the issue in clear terms-focusing on facts.

Remain open-minded and seek their input about how to best change the behavior.

Depending on the severity of the issue, consider seeking advice from your HR or Legal Departments.

Commit to offering out-of-the-box team-building activities for all new and seasoned employees. These activities can help them work on empathy, communication, collaboration, and more.

Document the Disruptive Workplace Behavior

This may go without saying, but you'll need to document any disruptive behavior. Besides, for any potential liability reasons, you'll want to have a clear and objective list of facts/dates, etc. This is so that when you meet with the employee, you focus on exactly what happened, where, and when. Be sure to keep clear records.

Communicate, Provide Feedback, & Implement Reasonable Solutions

Once you've observed and documented the disruptive behavior, you'll need to meet with the employee privately. During this meeting, it's important to remain open-minded, stick to the facts/what happened, and communicate your concerns in clear terms.

Likewise, you'll want to remain empathetic and listen to your employee. Perhaps they're dealing with bereavement or struggling with a personal crisis. While this may or may not be the case, you'll want to show them you're willing to listen to what they have to say.

Once you have time to absorb their input in light of what happened, it may be best to collaborate with them about what they feel might be a reasonable solution. If their suggestions don't align with the company's policies, then seek guidance from your HR department about potential next steps.

Offer Additional Training Whenever Necessary

Conflicts can happen between anyone in your company - from managers to employees and executive officers, down the line. Identifying the root cause of the conflict may warrant further professional training and development.

For instance, if an employee struggles to communicate their concerns and, instead, lets their frustration snowball, it may be helpful to offer opportunities where they - along with their team - can hone their communication and collaboration skills.

Invest in Team Building Opportunities

Invest in initiatives that can help repair some of the damage from disruptive behavior. One of the best ways to bring your employees back together as a cohesive team is by providing team-building activities that will help them work on , communication, and more.

Think about it this way- an effective (and fun) team-building activity will not only refocus their attention on working together towards common, professional goals, but it can also encourage them to leave their differences ( pettiness) aside. That alone can have a positive ripple effect!

Positive Workplace Behaviors To Embrace

We have talked a lot about the meaning of disruptive behavior and examples of disruptive behavior at work, but what about positive workplace behaviors? Here are a few positive workplace behaviors to embrace, look out for and promote amongst your team.

1. Effective Communication

Employees that utilize clear and open communication are key assets. Actively listening to peers and providing constructive feedback is a great way to get involved and motivate colleagues.

2. Adaptability

Being flexible and open to change in a work environment is a positive workplace behavior that no one overlooks. Employees that become disgruntle when there is the littlest bit of change causes other employees to feel like they are walking on eggshells, creating a negative environment to work in.

3. Dependability

This one is pretty self explanatory. Make deadlines, fulfilling commitments and consistently delivering high-quality work is a plus in any organization.

4. Respect

Treating colleagues, superiors, and subordinates with respect is a workplace behavior that should be a given. But, as we know not everyone is respectful. Strive to be an employee who promotes this skill and makes other do it to.

5. Empathy

Arguably one of the most important workplace behaviors is empathy. Understanding and considering the feelings and perspectives of others is a necessity. Be sure to offer support and assistance to those when needed, because one day you might need it to.

Ready to Derail Disruptive Workplace Behavior?

Disruptive behavior at work can pop up out of nowhere, even from the employee you expected it. No matter the situation, it's best to take preventative proactive measures to get your employees back on track!

Identifying and addressing disruptive behavior as soon as it happens can mitigate the harm to your employees your company. And committing to offering your employees team-building activities from the beginning can help them work towards a collective goal and communicate effectively, their differences.

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The Ripple Effect of Disruptive Behavior in the Workplace

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Disruptive workplace behavior can lower morale, reduce productivity, & increase employee turnover. Here's how to stop the issue before it snowballs.

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Author: Glassdoor Team

Summary: Salary negotiation is an important factor in making sure you are being fairly compensated for the work you do. This article covers what exactly it is, how to begin the process, and tips for getting the ideal outcome for yourself and your employer.

Most Valuable information: Finding out how much you would be getting paid ideally and tips for negotiating your way to that salary.

Least Valuable information: None - this is incredibly important information for people to know in order to prevent themselves from being undervalued in their workplace.

Do I recommend this article: Yes

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Learn how to effectively negotiate your salary. The time will come when the value of work you do isn't reflected in the compensation.