A Monday Moment - You Are Strong! You Have Control Over What Motivates You

"No one can motivate you to do anything.  You motivate yourself based on information you receive and how directly you can relate it to your own potential achievement."

If you ever suffered from depression, finding the motivation, purpose or drive to get out of bed—let alone have a productive day—can seem impossible at times.  For others, the daily ritual of starting the work day can run a gamut of emotions; from anticipation and excitement to apprehension and dread.   Add fear, unemployment, school closures, isolation, protests, riots and the daily grind of life to the mix, finding motivation to do anything can feel impossible.

Have you ever asked yourself, “What motivates me to give my very best each day?”  Is it money?  Is it appreciation?  Is it the people you work with?  Is it the customers you serve or service to others?  Is it the feeling of accomplishment?  We all are motivated by one or a combination of reasons that stimulates the reward chemical in our brain that pushes us to act.     

Many of you may have heard of the book, The 5 Love Languages written by Gary Chapman.  It’s a relationship book about learning how to communicate with your partner in a way that makes them feel loved.  Chapman lists five different love languages: words of affirmation, acts of service, receiving gifts, quality time and physical touch.  According to Chapman, the key to a successful relationship is the ability to identify and express the love language that best meets the needs and expectations of your partner.   

So, let’s go back to the question I started with, “What motivates you to give your very best each day?”  Does your answer include any of the love languages? (Let’s go ahead and leave out physical touch for obvious reasons).  The expression of love that we respond best to from a partner can be very similar to what motivates us to give our best each day in other aspect of our life, including work.

For example, my primary love language is words of affirmation; meaning that I am motivated by praise, acknowledgement, recognition and words of encouragement.  I’m not too proud to admit it.  I’m needy.  I also feel motivated through motivating others.  Nothing has made me wake up more excited about coming to work than knowing that I have the opportunity to serve and motivate YOU.  Being able to identify my love language allows me the opportunity to communicate my needs to others and also be an active participant in creating rewarding work. 

We usually don’t think of motivation as our responsibility to create.  We typically assume it comes from an external place that we have no control over.  It’s just not true.   The following are a few examples of the different love languages and how you can take control of your own motivation:

1.     Words of Affirmation- If you need words of encouragement, feedback, praise and acknowledgement— then hand them out yourself.   The more you spread positivity and take the time to praise others, the more likely that people will do the same for you when the time comes.  Ask your supervisor if you can add a “shout out” agenda item to every staff meeting.  Be the voice that changes the corporate culture.  When someone does something great, tell them.  Better yet, tell their supervisor.  

2.    Quality Time- To feel motivated, you may need additional direction, coaching and bonding time with your supervisor.  Take the initiative and ask your supervisor if you can have regular face time. They don’t know what you need until you tell them.  Or perhaps you work better in a team and get motivated by regular brainstorming sessions.  Ask your supervisor if you can lead weekly or monthly team-building, idea sharing or getting-to-know you activities with your co-workers.

3.     Acts of Service- If serving customers or others is what motivates you, make sure you apply for organizations whose Mission it is to serve and/or job positions where you get to directly serve customers.  Often times, people will promote or take a position for the pay and quickly realize it’s the wrong fit and their motivation and performance suffers.  Volunteer for company committees or organize and lead a company-wide volunteer day.   

4.     Receiving Gifts- Monetary reimbursement might be what motivates you and/or makes you feel appreciated.  To some, compensation equals appreciation, accomplishment and success.  It could also mean you feel appreciated through incentives, recognition awards, appreciation gifts or bonuses.  If this is your love language, one way to create motivation for yourself would be to communicate with your supervisor your interest in promoting.  You must take an active approach.  Don’t assume leaders know your ambitions.  Also, volunteer for committees, attend leadership training and ask for a mentor in the position you have your eye on. 

I’m going to challenge you today to find what truly motivates you and take control and ownership over getting that need met.  Ultimately, we only have control over our emotions, actions, dreams and passion.  I've been guilty my entire life of relying on others to make me happy, feel loved and feel good enough.  No one will be more motivated to do good by you than— YOU.

Let's embrace Mondays, and everyday, with excitement.  We will do it together, each Monday —for a moment. 

When Personal Problems Become Everyone's Problem

Q:  Dear Workplace Wonda, 

There is an employee who always seems to bring her personal problems to work.  If she is not talking about them, she is coming in late or calling in sick due to something happening at home.  I know it is none of my business, but it seems like she sucks the air out of our department with her personal problems.  Shouldn’t something be done about this? 

Signed, Personally Annoyed

A: Dear Personally Annoyed,

There is no denying that the struggles and challenges of employees' personal lives can trickle - or gush into the workplace.  Work is a place where we will spend one-third of our lives.  The place where we are expected to be happy, cooperative and professional at all times. 

It seems reasonable that personal problems occurring in the remaining two-thirds of our lives could spill into the workplace.  The key to preventing a tidal wave of drama from engulfing your office or department is consistency and compassion. 

I was recently told by “he who must not be named,” that I was responsible for putting the extra “o” in “too, ” as in I'm "too" much.  Why, thank you?   I like to think of myself as “spirited” or “passionate,” but, o.k.

This can also be said about those who share “too” much about their personal lives.  Or let his or her personal problems cause “too” much drama at work. 

You know the type.  They are always sprinting into the office 5 to 10 minutes late, hair wet, shirt untucked with an animated response as to why he or she is late.  “OMG, you won’t believe what happened!”    In fact, you usually can’t believe what happened and how it could possibly happen over and over again to one person. 

Some people have a difficult time compartmentalizing their lives; therefore, are unable to prevent personal problems from affecting their work performance.    

I’m going to make a confession.   When I was a teen, I wanted to get out of work so I could make-up with my boyfriend whom I broke up with for the hundredth time.   I told my supervisor my grandma died and I was “too” upset to go to work.  My supervisor, who apparently wasn’t born yesterday, asked me what my Grandma’s name was because she wanted to read her obituary. Thankfully, it wasn’t a complete fabrication.  In fact, my step-mother’s mom had passed away.  Sure, I never met her, nor did I have any biological connection to her whatsoever, but she was a Grandma… just not mine. 

I just realized I said “thankfully” when discussing the level of treachery I used to get out of work after the passing of my step-grandma?  OMG, perhaps I am responsible for the extra “o” in “too!” 

Like, I’m making this “too” much about me?

Back to your question. Yes, something should be done about an employee who is causing a tsunami of drama that threatens to drown the morale and performance of the entire office.  Is it your job to be therapist or warden?   No. 

It is the role of the supervisor to address personal issues that threaten to wash away the employee and everything else in its wake.  It should be handled consistently and with compassion. 

Life is hard and stress is real.  But the reality is, life is hard for most and there has to be a standard and consistent approach to handling personal problems that affect work performance and office morale.  Meaning, supervisors should treat each employee with the same expectations. 

Expectations of the office or department should be clearly defined, including expected behavior.  This way, everyone has the same message and understands in advance what the expectations are and what could happen if expectations are not met. 

When addressing an individual employee, supervisors should do it in private, giving specific examples of how his or her personal problems are affecting work performance and impacting other employees or the product or services offered. 

Divorce, death of a family member, health issues and more can hit anyone.  Showing sincere compassion and understanding shouldn’t undermine a supervisor’s expectations. 

Supervisors can offer a sympathetic ear, but should never offer advice.  The goal is to get a better understanding of the situation so the supervisor knows how to address it.  If needed, the supervisor can refer the employee to human resources or the employer’s Employee Assistance Program (EAP) to get support.  Another option would be to offer time off or an unpaid personal leave so that the employee can address his or her issues and come back to work focused and productive. 

Hopefully, the supervisor will only have to address this once, but if it continues, other disciplinary options might have to be considered.   Regardless of the outcome, the supervisor should document, document, document. 

Now what can YOU do?

Don’t let his or her problems become yours.  You do have control over how you react to someone else’s behavior.  Choose to concentrate on your work performance and set your own boundaries with your coworker when it comes to him or her sharing personal information.  You could say something like, “I’m so sorry Anne that you are going through that, but I have to get this project done.  You should consider talking to your supervisor or human resources.  They are better equipped to assist you.”   

If his or her personal problems are affecting a team effort, certainly inform your supervisor.  Sometimes, the supervisor is the last to know, particularly when it comes to specific personal issues.  If the supervisor doesn’t seem “in touch” with what is going on, share with them how the employee isn’t carrying his or her weight on the project.  Give the supervisor specific examples and ask if they could address it with the employee. 

Signed,

Workplace Wonda

FYI, it was Mr. Workplace Wonda who said that I put the extra “o” in the word “too.”   He should get credit for his clever zinger that I will take as a compliment.  Thank you very much. 

Temperature Wars are on the Rise

Q:  Dear Workplace Wonda,

There is a war going on in my office and it’s over the temperature of the thermostat.  How do I get staff to call a cease fire on the thermostat so that we can return to a period of peace?

Signed,

Reluctant Soldier

A:  Dear Reluctant Soldier, 

Thermostat battles are not only causing a cold war at work, but according to a recent study, one third of couples fight for thermal control at home.  What is it about temperature that gets us so heated?   It comes down to comfort.  And control.

Mr. Workplace Wonda came up with a plan to control the temperature of our home that was so dastardly that even a fictional supervillain would be impressed.  After receiving a $700+ electric bill last summer (while the kids were home on summer break), he placed a thermostat control on both air conditioning units that could only be activated through a special code that Mr. Freeze, I mean, Mr. Workplace Wonda operates.   

Sounds like a great plan, right?  Well, not if the thermostat is set to the specific satisfaction level of one individual whose body temperature differs greatly from that of his co-homeowner based on his age, activity level, sex, and frankly, reproductive status!   Not to mention, said co-homeowner has not been given access to the special code!  

If fighting over the thermostat at home gets your temperature rising, why would the workplace be any different?  According to a survey of employees by CareerBuilder, it isn’t.  Nearly half of worker who responded to the survey say their office is either too hot or too cold and that temperature affects their productivity.   

It was supposed to be a covert operation.  A team of soldiers from the north were forming in the back of the office.  “Look soldier, we are burning up back here,” stated the military commander of Operation Hot Flash.  “Your mission is to get to the thermostat controls undetected and carefully turn it to 68 degrees.”  “You only have a meno-pause, so be quick!”

The air conditioner powered on with such force that the soldiers from the south took cover… underneath their sweatered shaw wraps. 

“Run soldier, run!” yelled the commander.   As the soldier was running to the back of the office, she looked over her shoulder.   She caught the eye of one of the enemy soldiers who mouthed with quivering lips, “Please... we will freeze to death.” 

Victory lasted long enough for the soldier’s body temperatures to return to a comfortable 98.6°F before the hum of the air conditioning unit went silent.  “Soldiers, the enemy turned up the temperature on the thermostat again,” yelled the commander. “Take cover… under your office table fans!  This war is NOT over!"

Ok, maybe this scenario is a little bit dramatic.  Workplace Wonda dramatic?  What?   Nevertheless, study after study shows that once peace-loving coworkers can go from hot to cold based on the direction of the thermostat arrow.

The following are a few tips that might encourage your office to cease fire and return to that period of peace you seek:

Call a Truce- Give up the covert operations and discuss a mutually agreeable temperature that everyone can live with.  Research shows that the highest productivity levels are when the office temperature is at 71.6.

Take a Breather- If you are feeling a chill in the office from the air conditioner, take a quick break outside and enjoy some sun and vitamin D. 

Have a Drink- And, I don’t mean a Hot Toddy…  Sipping on a hot or cold beverage can help warm or cool you down. 

Take Cover- Keep a light jacket or blanket in your office if you like a warmer temperature and a small desk fan if you like it on the cooler side. 

Comprise is key to secure a long peace treaty and prevent future temperature wars. 

Signed,

Workplace Wonda

P.S.

Mr. Freeze’s reign of temperature terror at home was thwarted when Workplace Wondawoman broke the code and took control of both home air conditioning units!   Just Sayin...

Social Voyeur, When Social Media Goes Wrong

Q:  Dear Workplace Wonda, can an employee get disciplined for posting something on their personal social media sites that might be deemed inappropriate by their employer?

Signed, 

Social Voyeur


A:  Dear Social Voyeur, 

My answer to your question is it depends. 

Wow, that is exactly how a lawyer would answer this question.  Could Workplace Wonda be the Elle Woods of Human Resources?   I do enjoy small dogs, fashion, and can do a mean “bend and snap.”   In that case, let me continue with my argument that it depends. 

Facebook, YouTube, Twitter, Snap Chat, Instagram, LinkedIn and many more social media platforms have grown out of the need to connect, both personally and professionally.    My first “social” experience was with Facebook.  I joined to “spy,” I mean, to “follow” my teen daughter after I found out she created a “profile” online.   Strangely, as soon as I got on, she got off.  Apparently, nothing makes something suddenly uncool quicker than a parent sending a “friend” request to their teen on Facebook! 

There is something about social media that makes people think it is their own free space to say and do whatever they want without judgement, backlash, or consequences.  When I first got onto Facebook, I thought it would be funny to post photos of Mr. Workplace Wonda sleeping.  It sounds boring, but this man falls asleep in the middle of an argument so I got some amazing shots of him- sleeping on the couch with his mouth open, sleeping on the beach with his mouth open, sleeping with our dogs with his mouth open, sleeping sitting up with his mouth open, and much more.  All was going well, at his expense, without his knowledge (he doesn’t do Facebook) until family and friends started teasing him about the latest sleeping photo. 

Thankfully, Mr. Workplace Wonda has a good sense of humor and posting his photo without consent didn’t have any long-term consequences.  Remember, he falls asleep in the middle of an argument so I knew any yelling would be short-lived!  This isn’t always the case.  Last year, a model thought it would be funny to post a naked photo of a 70-year-old woman in the gym lockers room and post it to her Snap Chat account with the caption, “If I can’t unsee this then you can’t either.”  The immediate backlash of her body shaming resulted in invasion of privacy charges and loss of a radio gig and I’m sure many other future opportunities. 

With 3.5 billion social media users world-wide, there is little doubt that what you post on social media could get back to your employer.  Never before have employers been privy to employee’s personal views, affiliations, and activities outside of the workplace.    Just ask Rosanne Barr.   When she tweeted a racist remark about Valerie Jarrett, a former senior adviser to Barack Obama, she was fired and then killed off her own show!   So, unless you are the leader of the free world, your tweets or other social media posts can be used against you, particularly; if they expose confidential trade secrets, discriminate, harass, or tarnish a companies’ reputation.

What is protected?  According to the National Labor Relations Board, employees have the right to engage in “concerted activities.”  That’s where the depends comes into play.  Employees do have the right to talk about their jobs, even if they are complaining about their pay, supervisor, or working conditions as long as it is defined as “concerted” and not “personal gripes.”   For example, employees could be protected even if they are using profanities when discussing working conditions they consider unfair and other employees are commenting in agreement.  If an employee states their supervisor is a know-it-all, dumb dumb with a face only a mother could love, now we are getting personal and that could get an employee in deep poo. 

California went a step further to protect employee rights and passed a law prohibiting employers from requiring applicants or employees access to their personal social media sites.  Do I believe this successfully prevents employers from learning what employees are posting?  Nope.  That would be like saying gossip doesn’t exist.  So, if you don’t want your boss to know you pray to the porcelain gods each weekend and occasionally lose at strip poker, don’t document your partying on social media.   Stick to those Throwback Thursday photos from the 1980's or those adorable videos of dogs playing with kittens.  Regardless of what you post, keep in mind that whatever you share or post could have long-term effect on your reputation.

Signed,

Workplace Wonda

Throwback Thursday ala 1992 Photo-No Workplace Wonda wasn't in a Twisted Sister video and no, that is not the real Dudley Moore.

Getting to the Meat of Conflict

 

Q:  Dear Workplace Wonda,

I am having a conflict with an employee at work.  Being stuck in close quarters and having to listen to this person’s constant complaining and negativity is getting to me.  I don’t want to make this bigger than it needs to be, but I’m afraid if I tell my supervisor things will just get worse.  Can you help?

Signed, Dying in Negativity 

A:  Dear Dying in Negativity,

It’s no secret that we spend more time with coworkers than with partners or other family members.  If more than 50% of all marriages end in divorce due to irreconcilable differences, how can we expect our work relationships to bode a better result?   

 “Go to hell!” I said as I threw a package of raw meat at him.  As I watched the remnants of what was to be dinner slowly crawl down his white t-shirt in bloody snail tracks, he yells back, “I AM in hell!” 

After the shock of what I just did wore off, I broke into laughter.  He quickly followed.  He received a well-deserved high-five for the zinger and the conflict ended as quickly as it began.  Was this a mature way to handle a conflict?  NO!  Was the conflict that caused the meat slinging in the first place ever addressed?  NO!  But, I still give Mr. Ex-Workplace Wonda props for his epic comeback.  

Dealing with conflict effectively takes practice.

If you think about it, we’ve been practicing conflict resolution our entire lives.  Our parents teach us to share even when we don’t want Tommy playing with our Stretch Armstrong action figure.  We practice it in preschool when we are encouraged to hug it out with our frenemy Katie after a squabble over color crayons.  We practice it in Junior High and High School when dealing with our peers who don’t always understand that words hurt and bullying can kill.  And, we practice it in the workplace when dealing with individuals that may not share the same ethics, values, or personality traits that we have.

So, you are stuffed in a small work area with a coworker who has the disposition of Eeyore and you are supposed to be professional and cooperative?  Eeeee ooorrrrrr.  I mean, yes, you are.  In fact, you are supposed to be productive as well.  What’s the alternative, quit?  Sure, that is an option, but jackasses are everywhere!  And most of them fart rainclouds, not rainbows!

The good news is you have more control over the negative space-dweller than you think.  You can’t control them, but you can control how you respond and how it affects you.  You also have the amazing opportunity to turn something negative into something potentially positive just by engaging in constructive conflict resolution.  The following are a few tips:

1.        Be a straight shooter- Maybe your co-worker doesn’t even know they are in the running for American’s Most Habitual Pessimist.  Let them know privately that you are concerned about them because of the recent complaints they have been sharing.  Show genuine concern. Perhaps they have been frustrated at work and/or home and didn’t even realize it was registering so loudly. 

2.        Resist getting pulled into the negative cesspool- If the co-worker is just innately negative, it can be more problematic.   Giving too much attention or sympathy can backfire and just encourage more of the same.  In this case, it’s best to protect your soul from the negative body snatcher by not partaking in the negative cesspool.  Excuse yourself, do not engage, and invest your energy in basking in positivity.

3.       If all else fails, let your supervisor know- It can’t get any bigger because it is already big enough that you wrote to me.  Express to your supervisor the proactive approaches you have taken to address the situation.  Persistent negativity in the workplace will eventually affect the bottom line and this is the language supervisor’s understand.  Allow your supervisor the opportunity to address the issue.  Great leaders will quickly realize that the negativity does not support a productive and engaged work environment and will address the issue swiftly.  

But what if nothing changes?  If nothing changes, you have to decide if this is the type of work environment that you want to invest in.  Again, you can’t control the behavior of the company or its employees, so it might be time to go…

Somewhere over the rainbow
Way up high,
There's a land that I heard of
Once in a lullaby.
Somewhere over the rainbow
Skies are blue,
And the dreams that you dare to dream
Really do come true.

Someday I'll wish upon a star
And wake up where the clouds are far
Behind me.
Where troubles melt like lemon drops
Away above the chimney tops
That's where you'll find me.

Signed, Workplace Wonda, (a recovering meat-slinger)

For more information on how to deal with negative co-workers, visit my previous post titled What to do about Debbie Downers in the Workplace, dated September 11, 2014.  

Silent No More: Sexual Harassment in the Workplace

Q:  Dear Workplace Wonda, what is the difference between a compliment from a co-worker and something that can be construed as sexual harassment?  It seems like you can’t do or say anything anymore without fear of being accused of sexual harassment.  How can I protect myself?

Signed,  

Fear of being accused

A:  Dear Fear of being accused,

Thanks to brave men and women, the lid has been blown off what many have known for years...sexual harassment is still prevalent in the workplace.  Just turn on the news to see the latest outed offender from directors, to politicians, to newscasters.  Say it isn’t so, Matt Lauer!!!   Who’s next, the President of the United States?!  Wink.

Not to make light of recent events, but what makes an outwardly respected  and successful 70 year old man present himself to unsuspecting visitors with his twig and berries in full frontal bloom?  Seriously!  This is your pick up line?  Geesh, and I thought the time a guy told me I was hot for being two days past the expiration date was bad!  Ya, nothing endears a woman to you like being compared to curdled milk vomit.  

Is sexual harassment in the workplace new?  Of course not! It’s thousands of years old.  The passage of Title VII in 1964 prohibiting discrimination based on sex did little to address sexual harassment in the workplace.  Instead, women were encouraged to “deal” with it or quit if exposed to sexual harassment.  The lack of prevention and accountability created a culture of secrecy and fear that continues today. 

It wasn’t until the 1980s that the Equal Employment Opportunity Commission (EEOC) defined sexual harassment as a form of sex discrimination prohibited by Title VII.   Specifically, sexual harassment was defined as, “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.” Since then, additional laws, increased public awareness, high profile cases (Anita Hill vs. Clarence Thomas-1991) and heightened employer and personal liability seems to have had an impact on sexual harassment cases. 

So why is sexual harassment “the hot topic” featured on The View and on every other news outlet?  Because it never went away!   Articles by the New York Times and New Yorker about Harry Weinstein’s (Hollywood producer) abuse of power for sexual gain opened the flood gates for others who have been sexually harassed to take a stand.  The #MeToo campaign catapulted the conversation as victims from all over the world began sharing their stories of sexual harassment. 

Should this heightened awareness of sexual harassment in the workplace discourage you from giving a compliment to a co-worker?  It depends on your definition of a compliment.  For example, “your pants look nice,” is an appropriate compliment for a coworker.   “Hey! Did you get your license suspended for driving all these guys crazy (wearing those pants)?” is NOT.  It comes down to common sense and intent.  A compliment makes someone feel good and respected.  Harassment makes a person feel scared, embarrassed, and uncomfortable.  Compliments get a positive response like, “thank you,” or “I appreciate you saying that.”  Harassment gets a negative response like an awkward laugh or other non-verbal (or verbal) response that screams, “You’re a creep!”  If you’re worried of being accused of harassment as your question suggests, refrain from giving personal compliments; instead, compliment one’s work performance. 

Will this recent surge in empowerment and accountability finally put an end to sexual harassment in the workplace?  We will have to wait and see, but I'm doubtful.  While women (and men) have the law behind them, what they don’t have is social change.   As long as victim’s complaints are discredited, as long as victims are labeled “overly sensitive,” as long as women are paid less than men and sexualized in the media and as long as we are silent, sexual harassment will continue to be society’s dirty little secret.   

If you think you are being sexually harassed, don’t stay silent.  Report it.  It will take all of us to STOP sexual harassment. 

Signed,

Workplace Wonda

P.S.  Do you ever wonder about the statistical success of a street “cat caller?”  Are they using whistling and screams of, “hey baby…” as a wide reaching net to catch the “Big One?”  Are shouts and sexual comments from cat callers so successful that they have to have a rose ceremony to whittle down the romantic prospects?  Things to ponder in 2018.

 

 

Why Can't Supervisor's Walk the Talk?

Dear Workplace Wonda,

I have an issue with the hypocrisy that sometimes occurs in my office.  It particularly annoys me when supervisors have completely different rules for themselves than they do for their staff.  Why is this allowed and how can it be changed?

Signed,

 

"Why Can’t Supervisors Walk the Talk?"

 

Dear "Why Can’t supervisor’s Walk the Talk?,"

Why?  One of the most asked questions in the world!  Young children love to ask why.  Why is the sky blue?  Why did the chicken cross the road?  Initially, parents think the constant why questions are so cute, “Little Johnnie is so inquisitive, isn’t he adorable?” But very quickly the constant whys force parents to do something they said they would never do!   Repeat an answer formerly used by their parents, “Because I said so!” 

Unfortunately, there is not always a satisfying answer to a why question.  My young nephew learned this first hand when he asked my mom the following, “Grandma, why are you so old?”  And they say there is no such thing as a dumb question.  My mom looks at my young nephew and deadpans, “Matthew, why are you so ugly?”  My nephew instantly bursts into tears.  This was his first lesson on what “why” question you should never ask a woman. 

I realize I am stalling on answering your why question.  The truth is, some supervisors don’t get it, or don’t care if their actions are perceived negatively by their employees.  This is a huge error on the part of the supervisor.  Not caring about how you are perceived will impact your ability to serve and lead effectively.

“Leadership is an opportunity to serve.  It is not a trumpet call to self-importance.” – J. Donald Walters

Being a leader does not exempt you from the same expectations of hard work placed on employees.  In fact, being a leader elevates your responsibility as you must lead by example.  The leader sets the pace.  The leader(s) of an organization determine the corporate culture. 

Do you want employees that gossip and spread negativity?  Then you better not gossip and spread negativity.  Do you want your employees to come in on time?  Then you better be in on time.   Do you want your employees to work hard, show integrity, and serve others?  Then you better show them what it looks like to work hard and be a servant leader. 

“It doesn’t take a hero to order men into battle.  It takes a hero to be one of those men who goes into battle.”-Norman Schwarzkopf

Why is hypocrisy allowed?  Because a culture has been created that says it is acceptable.  How can it be changed?   Remember, the leaders set the pace.  Until a standard is set and accountability is enforced, the hypocrisy will continue.  What can you do?  You can set your own pace.  Don’t follow the lead of those supervisors who don’t get it or don’t care.  Be the best employee that you can be.  Show up on time.  Work hard.  Don’t gossip and spread negativity.  Be the example.  Perhaps, by being the example, you will encourage others to follow your lead.  If you can do that, I believe you will have what it takes to be a great leader, and just maybe, change the culture of your organization.

Signed,

Workplace Wonda

P.S.  Stupid questions and comments run in my family.  My sons recently told me that I’m starting to look like Grandma.  I asked, “How so?” (my stupid question).  He replied by pointing to the “parenthesis” wrinkles on the sides of my mouth.  For his safety, I have not mentioned this to my mom!