February 28, 2014
Anachronism (n) – a thing belonging or appropriate to a period other than that in which it exists, esp. a thing that is conspicuously old-fashioned.
Wandering among the wonderful historical reproductions of Williamsburg VA this week I came across this carriage lamp. It stopped me in my tracks and brought a smile to my face. The beautiful simple colonial design contrasts abruptly with the CFL bulb. I am not being critical of the wonderful staff at Williamsburg. I applaud their use of eco-friendly lighting but the image conveyed is a bit jarring.
January 27, 2014
Last week I attended a presentation about managing different generations in the workforce. If I had one wish granted by the genie of business wishes, it would be that this generational nonsense just go away. It is based on what I consider very faulty logic that goes like this: as we grow up, significant events that occur during our early maturation years of adolescence influence our beliefs and values. I am okay with that, it makes sense. These early influences then determine our behavior in the workplace. Whoa, we need to stop there. I can certainly buy that someone growing up with the 911 tragedy playing out might have a sense of threat or uncertainty that an older person may not feel. But does that drive their behavior in the workplace? I do not see it.
Question: I have a problem employee who suffers from what I like to call “delusions of grandeur.” She is a top performer, does great work and is probably the most productive member on her team. The problem is not in her work but in how she interacts with others. She is brash and bossy and will do just about anything to get her way in meetings. Her assertive behavior oversteps into outright aggression at times to the point where no one wants her on their team or project.
Her immediate supervisor, who reports to me, has repeatedly given her corrective feedback on her behavior but nothing changes. He has basically given up and is asking me to deal with her. What is the best approach for me to take with her? Is it a good idea for me to step in and try to fix this?
Alice Waagen says: You really have two problems to solve. One, the problem employee (let’s call her Sally), the other her supervisor (let’s call him Fred) who is doing a poor job of managing her. Your instincts are right
Workforce Learning, LLC is a leadership development and management training company that provides managers and C-level executives with the skills and knowledge they need to build a more productive work environment. Since founding the firm in 1997, Alice Waagen, PhD, has developed highly effective leadership programs and coaching workshops that teach the people in charge how to motivate and inspire employees. For more information, and to book a workshop or training session, contact Alice.