This is the single worst piece of advice still given out by people

This is the single worst piece of advice still given out by peopleThis is the single worst piece of advice still given out by peopleNice guys finish last.That saying, without a doubt, is the absolute worst advice people still give.Im sure everyone has heard that one before. If not, well, its a clich saying here in the U.S. and Ive heard it more times than I can count.The basic point of the phrase is to warn people If youre too nice, youre going to be used and constantly taken advantage of by others.Its a stupid saying that bears no real meaning whatsoever.I know plenty of super nice people that are highly successful. And do you know how they became highly successful? You guessed it - BY BEING SUPER NICE.The problem with the advice to be wary of how nice you are, is that, most people take it WAY too literally.Let me give you an example.I welches out to dinner with a relatively large group of friends. As were all college kids, deciding to pay with individual, separate checks was autom atic.Ladders is now on SmartNewsDownload the SmartNews app and add the Ladders channel to read the latest career news and advice wherever you go.Somehow at the end of the meal, there were a few items unaccounted for (items that were shared by the table). As it was obvious no one was going to offer to pay, I said without hesitation, Just put it on my bill- no problem.Immediately, the table responded with phony appreciationAww, are you sure?Want me to Venmo you $2?Ill get you back next time broAs we left the restaurant, one of my (sort of) friends turned to me and genuinely thanked me for paying for the unaccounted for appetizers, but his thank you was followed by an explanation I would have paid, honestly, but you know how it is, nice guys finish last.No, actually - I dont fking know how it is. Please, enlighten me (I thought to myself).His reason for not helping me out with that portion of the bill was because nice guys finish last. At some point in his life, some idiot must have t old him that offering to help a friend pay the bill was being too nice and he didnt want to be taken advantage of.Ridiculous, right?You know why I offered to pay? Because thats what decent person would do. I could care less about $16.64. If paying that portion of the meal meant nobody else had to worry about it, thats cool with me. Id rather pay extra for people to have a good time than argue about 16 freaking dollars.Being a nice person doesnt mean being taken advantage of. I chose to pay the extra portion of the bill. That was my decision.At the end of the day, being nice to people is how you build friendships. Its how you network and form new relationships with people.Being nice is always a good decision.And to those who disagree, let me make something clearIf you think Im a loser or that Im going to be taken advantage of for the rest of my life because I choose to be nice, youre an idiot.Its very, VERY easy to spot the people that try to take advantage of others. If this is you, trust me, you are not as sly as you think. People - especially nice people - can binnensee right through you.If all you like to do is use people, well, I feel sorry for you. Because when its all said and done, youre not going to have anyone that will vouch for you. No one will offer to help you out in your time of need. Nobody is going to invite you to parties or to dinners or to sporting events because nobody wants to hang around a moocher.It is always, always, always worth it to be nice.Thisarticleoriginally appeared on Quora.

The Productivity Hack That Could Earn You More Money

The Productivity Hack That Could Earn You More MoneyThe Productivity Hack That Could Earn You More Money Theres a reason so many CEOs are morning people Its just easier to get more done in a day when you get started before everyone else. The problem? Lots of people dont consider themselves early risers. While its true that research recently showed that whether youre a morning person or night owl may be partially genetic , its also true that the morning has certain advantages, especially for those in the business world who may be dealing with people in various time zones and are constantly searching for more hours in their day. Though plenty of successful people consider themselves night owls, waking up earlier is a tried-and-true strategy for those hoping to maximize their time and increase their productivity . 1. It Allows for Time to Look at The Big PictureWhen youre totally focused on your to-do list , it can be tough to set aside even a few minutes to think abo ut overarching career objectives and strategies. I use early morning time to consider long-term business goals and identify key things that I can do during the day that link in with them, says Chris Speed, Managing Director at Passion Digital . Regardless of ones line of work, its very easy to get caught up in day-to-day tasks and not work strategically, he adds. schauplatz aside time at the very beginning of the day, before your energy is depleted by tasks that require your immediate attention, ensures youll get time to focus on whats truly most important to you work-wise. Regardless of what time youre supposed to get to work, being there early tends to look good- even if its just on a surface level. The truth is that people who get a head start finish first or tend to make more progress in their careers than their peers, explains Roy Cohen , career coach and author of The Wall Street Professionals Survival Guide . Your early morning efforts will rarely go unnoticed. Cohen als o points out that senior management often takes note when someone is putting in extra effort, which can be the little push they need to take an interest in your career.3. It Carves Out Hours for Passion ProjectsSome people are lucky enough to be incredibly passionate about their full-time jobs, but if you have a side hustle , professional certification, or graduate degree application that youd really like to devote more time to, those early morning hours are some of the best for making that happen. I am the founder of two startups, the first of which I started when I was still in full-time employment, says Steph Taylor, founder of Wildbloom Creative . I was working late in the evenings, so my only option was to get up early to work on my new business before heading off to work. It can be challenging to focus on getting more work done in the evening after being in the office all day, so getting it done first thing in the morning means youll be able to give it your full attention. 1. Create a List of What You Want to Get DoneFinding the motivation to change up your sleep schedule isnt always easy, but laying out some concrete incentives for yourself is a great way to get the process started. Keep a list of the things you could get done if you only had more time, suggests Nancy Halpern, Principal at KNH Associates . These could include anything from exercising to reading for pleasure. Then, start doing the things on your list when you get up earlier, she says. Once you start checking things off your list feeling the benefits, like the endorphins from your new exercise routine or the fact that youve actually finished a book for the first time in years, youll start to look forward to getting out of bed.When you wake up is undeniably linked to when you go to bed, so one of the easiest ways to start getting up earlier is to change your overall schedule. When I have my lights out by 11pm, a 6am rising time is no problem, says Danielle Kunkle, Vice President at B oomer Benefits . Ive got a clearer head when I get to work because Ive been awake longer and Im ultimately more productive, she adds. As for how to get yourself to sleep when youre used to staying up late, a major piece of the puzzle is powering down your tech at least 45 minutes before you want to be asleep. Spend those last 40 minutes doing something calming, Kunkle recommends. For me, thats reading a non-work related. For others it could be taking a bath, writing in a journal, or spending some quality time with your significant other. 3. Have Something to Look Forward ToIts all about the rewards. Instead of just putting work on your AM agenda, make sure to add in something that you actually like to do. I tell clients who want to start getting up earlier to think of a small reward that can only come early in the morning, says Sara Skillen , a Certified Professional Organizer and productivity coach. This could be heading to an exercise class that you never make it to in the evenin g, a brewing up special kind of coffee or tea, taking a sunrise walk with your dog, or practicing a few moments of mindfulness. Acknowledging and appreciating the quiet potential of the morning by stepping outside or staring out a window for a ten minutes can help to set a positive intention that lasts the whole day, Skillen notes.

These are the top 5 smart things that lazy people do

These are the top 5 smart things that lazy people doThese are the top 5 smart things that lazy people doThere are many short-cuts and habits that people develop to make life easier and better for themselves. The following list might be mora appropriately called lazy things that smart people do, but Im going to list them here anywayAutomate their own jobsEstablish routines. Routine makes space for spontaneity. This means eliminating or reducing the number of small decisions of lesser importance, so that you have more time and energy for bigger decisions, particularly in the face of uncertainty. Routines could range from wearing the same type of outfit to maintaining set working hours to eating the same thing for lunch everyday, thereby reducingdecision fatigue.Establish a set of guiding principles, almost like a personal and professional operations manual, to reduce the level of one-off decision-making and reduce the risk of repeating mistakes in the future. This is also reflected in Ray DaliosPrinciples, which has recently attracted new attention having been published in book form in September 2017. In a way,Integrated Investingwas a first cut at my own principles for simplifying the impact investing decision-making process.DelegateHave a uniform. Youve heard and seen this - ranging from Mark Zuckerburgs grey t-shirt and hoodie to Steve Jobs black turtleneck. But this can also mean, outfit formulas like suits or color palettes (always black or always neutrals or something else). For me, its translated into wearing the same earrings day in and day out (I have a vast earring collection from years past that no longer gets worn) and treggings (a consequence of being an active, working parent, not only are they comfortable yet still look professional, I discovered that zippers on trousers are a waste of time).I have always been the type of person who preferred to do enough for a successful and satisfying outcome. Being too lazy to do more than was necessary certain ly yielded useful short cuts, that then helped create more time - or rather helps me prioritize my time - for the things I love to do and enjoy the most.This article first appeared on Quora.Whats your favorite time management secret?Let us know in our Facebook community, The Climb

What to Consider When Selling a Business

What to Consider When Selling a BusinessWhat to Consider When Selling a BusinessWhat to Consider When Selling a Business McBean, author of The Facts of Business Life What Every Successful Business Owner Knows that You Dont When you are selling your geschftsleben as a product, the more you understand about geschftlicher umgang, your product, and your buyer, the easier it is to explain and justify the price.For example, if you can tell a prospective buyer about future opportunities and how your employees are trained to take advantage of these opportunities, and tie it into expected future profits, you can make a compelling argument that adds value to your geschftsleben.Similarly, if you can explain to a competitor who is considering buying your business how the economies of scale will lower the overall costs of both businesses, and the profit windfall this could create, you are much more likely to get the optimal price for your company.Leaving your Company to a Family MemberHaving a go od understanding of business is important if you choose to pass your company to a family member as well. Not only will it help you determine the best candidate to take over, if you pass along leid only the company but also your understanding of business, you will be doing all you can to ensure his or her success.Bear in mind, too, that when there is a successor, the fair value of the business can become a family issue, especially if the successor becomes the owner. Others in the family will have to be convinced that their payouts are adequate compensation for their loss of the benefits and income from the business.In addition, the more you know about business - including issues like taxation, asset protection, and prospects for the future - the smoother the transition will be for you, your family, and the business.Closing Down your BusinessIf you choose to close your business down, you must remember that your business assets have value and should accordingly be sold for as much as possible.For example, your businesss customers can have value to some of your competitors, so knowing who these competitors are and who would pay the most for this asset is obviously important.Similarly, if your business has been around for a while, your companys brand name may have value. In addition, knowing accounting and the difference between book value and market or replacement value can mean more money in your pocket.The point is that just because youre closing down your business doesnt mean the business assets dont have value, and the more you know about business the easier it is to determine which of those assets have value, what that value is, and who would pay the most.Sustaining your Companys DNAOne of the basic facts of business is that successful businesses are invariably built on the relationship between a company and its customers. Most successful owners realize this, and when they can show prospective buyers their employees have good relationships with their custom ers it increases the good will or blue sky value of their companies.If, for example, when selling your business you can give the buyer confidence that it will continue to run as it has in the past, even without you, the higher your payout is likely to be. However, if you dont show a buyer that you understand the importance of people and processes in operating the business, it will likely be viewed as a flaw and probably result in a lower price being offered.Similarly, if your employees are poorly trained and exhibit unprofessional attitudes, a prospective buyer is likely to pick it up quickly, and to take it into consideration in making an offer, to your detriment.The point, of course, is that the more you know about business, and the more you make sure your people act the way they should to foster success, the more likely you are to realize the greatest amount possible from the sale of the company.Your employees also play a critical role when succession is involved. No successor wa nts to lose good employees, their knowledge of how the business operates, or the relationships they have with customers.The best way you can avoid this is to do all you can to make sure the employees do not feel threatened by the change and to make your successor understand the importance of upholding the companies DNA.How to Exit GracefullyIt is also essential that you give your successor the room to develop his or her own relationship with the key employees as well as with the rest of the staff, and not cast too large a shadow to generate business success.Finally, if you choose to close down your company, even though your employees will no longer have any business value to you, they will have value to the companies you used to compete against.Helping them find new places to work, and explaining their value to one of your former competitors will not help your business, but its the right thing to do, and its a gesture your employees will always appreciate, however things work out in the future.Excerpted with permission of the publisher, Wiley, from The Facts of Business Life What Every Successful Business Owner Knows that You Dont by Bill McBean. Copyright 2012 by Bill McBean. All rights reserved. This book is available at all book sellers.Author BioBill McBean, author of The Facts of Business Life, spent many of his nearly forty years as a successful business owner in the automobile industry where, among many other achievements, he purchased several underperforming dealerships and turned them into a successful business enterprise with yearly sales of more than $160 million. Since selling the company to the worlds largest automotive retailer, AutoNation, McBean has been involved in several new businesses, including McBean Partners, an investment and business mentoring company, and Net Claims Now, which provides administrative services and support to the restoration industry.For more information please visit theFacts of Business Lifewebsiteand follow the autho r on Facebook.

5 Strategies to Promote Work-Life Balance for Internal Audit Teams

5 Strategies to Promote Work-Life Balance for Internal Audit Teams5 Strategies to Promote Work-Life Balance for Internal Audit TeamsInternal auditors have so much on their plates. Keeping pace with regulatory compliance issues identifying emerging risks understanding the impact of new technology on the business and demonstrating value to the organization are only some ongoing challenges.So, is it any surprise that these busy professionals often struggle to find time to relax with their family and friends or to just mow the lawn?While the pressures internal audit gruppes face are undeniable, internal audit leaders can actually do quite a lot to help their employees find better work-life balance. This was the topic of a recent webinar for The Institute of Internal Auditors titled Guide to Managing the Work-Life Balance of an Audit Team. Robert Half senior executive director, Paul McDonald, and Jodi Swauger, president of Swauger Consulting Services and a former chief audit executive we re the presenters.McDonald and Swauger defined work-life balance as the ability to effectively manage the juggling act between paid work and the other activities that are important to people.They also emphasized that this is by no means a soft topic for internal audit management Employees ability to maintain work-life balance has a direct impact on whether the function can recruit and retain top talent- particularly from the Millennial demographic.Pressing pause on the hamster wheelMcDonald acknowledged that while there will be times throughout the year when internal audit teams will need to commit to a 70-75-hour workweek due to special projects and other demands, savvy and skillful managers will give their teams time to refresh their batteries once work is completed.Citing recent research that found employee output falls sharply after a 50-hour workweek, Swauger told the audience, If you are regularly pushing your workers to work mora than that, you might want to consider whether you are really helping the business.But management often fails to make developing or implementing work-life balance initiatives a priority, according to McDonald. They go on assuming their workers are handling pressures inside and outside of the office just fine - until they burnout or leave. Then, its too late to make a difference, he said.Providing downtime, setting the standardMcDonald and Swauger suggested that internal audit leaders implement the following strategies to improve work-life balance for their teams- and themselves1. Provide a cushionWhen an internal auditor returns to New York City after three weeks working on an audit in Singapore, does that person really need to come into the office the very next day after flying back? Probably not.Swauger recommended that internal audit leaders give employees a day or two to recuperate after extensive travel or heavy-duty projects. And if they really must check in, let them do so remotely.2. Offer sabbaticalsMcDonald said inter nal audit leaders might want to take a cue from leading employers, especially in the tech sector, that offer their workers sabbaticals of several weeks or even months (usually for tenured staff) and mini sabbaticals of about a week (for newer employees).The value of encouraging employees to take a sabbatical - and helping them to do it - is that they are likely to use the time to do something fulfilling and enriching, said McDonald. That means they will return to work a renewed person.3. Plan for backupWork still needs to get done while core employees are out of the office for extended periods, of course. Engaging interim help when needed is one approach to make sure internal audit projects stay on track, according to McDonald.He added that a flexible staffing approach can also be an ongoing strategy to helping the entire internal audit team maintain productivity and keep stress at bay when workloads rise.4. Be realisticTo help their employees maintain work-life balance, internal audit leaders need to monitor workloads - and how they are being distributed - closely. Even the most supportive workplace cannot prevent the negative effects of too much work, said McDonald.Managers also should help staff to prioritize tasks, so they can schedule their time effectively, he said.5. Lead by exampleMcDonald and Swauger emphasized the importance of internal audit leaders maintaining work-life balance, too, because they set the standard for the rest of their team.To the extent that they can, given their very demanding schedule, managers should try to work reasonable hours and use their vacation time. In addition, they should refrain from contacting employees after hours and on weekends unless its absolutely necessary.Work-life balance can be elusive for internal auditors, but its not impossible to find. And for internal audit leaders, the potential downsides of not helping their teams strike a balance can be significant greater hiring and retention challenges the inab ility to attract Millennial talent a substantial decline in staff productivity and work quality burnout of key staff and failure to keep pace with demands.Related postsSummer Vacations The Strategic Value of Really Getting Away4 Ways to Solve Disengagement Among Your Internal Auditors

Whispered Post Resume on Linkedin Secrets

Whispered deutsche bundespost Resume on Linkedin Secrets What You Need to Know About Post Resume on Linkedin Make koranvers you circulate, too. Youve got to give as a way to get. You can alter the setting on your resume at any moment. If you dont paste your resume, you will need to upload it. The target of your resume is to highlight your best accomplishments and techniques, instead of hurling every bit of information about you at an employer. Its important to get a professional resume that is simple to read and successfully highlights your abilities and experience, but when saving a resume file for uploading, additionally, it is vital to make certain it is readily accessible for potential employers. All they need to do is search certain abilities or keywords together with a location. A report compiled by Compendium proves that punctuation can help to ascertain the potency of marketing messages on social networking. Resumes are normally a little restrictive because you sti ck to an overall format. Make sure you use a standard resume format so the ATS may easily read the resume. Look for a job which you would want to submit an application for that has the LinkedIn easy apply option. If youre a LinkedIn member (and especially if youre a paid member) you can look and see professionals throughout the LinkedIn network. One of the numerous, many fantastic applications of LinkedIn is that you are able to use it in order to land informational interviews. One of the absolute most important tools for a work seeker is their LinkedIn profile. If You Read Nothing Else Today, Read This Report on Post Resume on Linkedin Furthermore, your LinkedIn profile can improve your visibility online and help you construct your professional brand. LinkedIn isnt a work board, it is an expert networking website. LinkedIn is a networking tool which demands the cultivation of relationships in order to work. LinkedIn is the perfect tool on a few levels for identifying hi ring managers. Being on LinkedIn means that you are ready to be part of a community so act accordingly. Today, LinkedIn is perhaps the main expert networking platform. LinkedIn offers users quite a few methods to create an impressive profile. LinkedIn is the finest social media marketing tool for virtually any company. Introducing Post Resume on Linkedin In some instances you could have a gap of a month or two or more between leaving a job and receiving a new job. Since you can observe thats a whole bunch of work. Make certain you know the abilities and experience men and women in your industry are interested in in job candidates. Youre able to search by job title to acquire an awareness of what other men and women in your field include in their resumes. Employers would like to know that youre reachable at any moment, not just when youre at home. Whenever you make your resume private, employers cannot locate your resume, so they cant contact you if they think you may be ap propriate for employment. You ought to be immediately reachable by a possible employer wherever you might be. Also, without a message connected to the email, the employer isnt going to know why youre sending the resume to them. Want to Know More About Post Resume on Linkedin? For broadcast media, you wish to understand about the demographics for the specific show you will be advertising on, and the hour of the day. If you may receive several recommendations from former or current colleagues, you do yourself a tremendous favor. Doing this will lower a number of the trial and error connected with finding the correct advertising media. Youve got to ensure your prospects are in reality seeing the video. Even though it does have a structured profile area, there are plenty of additional features you can enhance your page. You do control whats on the webpage in front of them. Inform the viewer which you were excited to discover he viewed your profile recently. Your profile should incorporate a number of crowd-pleaser things which will attract a broader audience. The great thing is that you may also add resume on LinkedIn. Utilize LinkedIn to look for the people that you want to be talking to about the job which you desire. There isnt any doubt about it-social networking, or societal media if you would like, is all of the buzz. Some folks are utilizing the option on LinkedIn to create a resume directly from the information included in their profile. The resume is usually a dynamic advertising piece. Skills are an essential portion of that procedure. Based on your industry and the sort of job youre interested, an online resume can be a terrific way to highlight your abilities and experience in a fashion that is more visually appealing and engaging than a traditional resume.

Employee Conflict Resolution Get Your Employees to Stop Bickering

Employee Conflict entschlieung Get Yur Employees to Stop BickeringSearch How to Get Your Employees to Stop Bickering Share this articleTwitterLinkedinFacebookemailConflicting Personality Styles Could be the Cause of Workplace Strife Research shows that 60-80% of trouble in the workplace is due to strained relationships among employees, elend from issues with their skills or motivation. Not surprisingly, as a result,typical managers spend 25-40% of their time abspracheing with conflicts. No one wants to work in such a contentious environment. But is it possible to change this situation? Yes, when you recognize that many conflicts are due to partality style differences and can be minimized with just a bit of awareness and effort. See which of unterstellung camps you and your employees fall into, and then use this knowledge to help mitigate conflict in the workplace. Resolving Conflict in the Workplace Direct Style Employees Direct style employees like to address conflict head-on. They value honesty, but elendlage tact. In fact, of all the styles, they are fruchtwein likely to become argumentative and impatient, interrupting and raising the intensity of their voices if they feel they arent being heard. Conflict beschlussTo verstndigung im strafverfahren effectively with someone with a Direct style, refrain from fighting fire with fireyou will just escalate the situation. Match the intensity, but not the anger. Be candid and make it clear why youre upset, but stick to the facts (rather than name-calling) and focus on actions and results. Spirited Style EmployeesSpirited style employees also are not afraid to engage in conflict, and they dont hesitate to share their feelings. They may even monopolize the conversation and become overly dramatic. Conflict ResolutionWhen dealing with a Spirited style person, you may feel overwhelmed or manipulated by their emotions (if you arent a Spirited style yourself). To deal effectively with a Spirited style, avoid lettin g their persuasive skills dominate your thinking. Review the pros and cons of their proposed solution before deciding or agreeing to it. In particular, look at the potential unintended consequences of the solution youre considering because the Spirited style tends to jump to conclusions without thinking through options.Considerate Style EmployeesConsiderate style personalities usually try to avoid conflict at all costs. They are likely to give in rather than face what they consider an unpleasant confrontation. While they are concerned with other peoples feelings or opinions, they are unwilling to reveal their own opinionsleading others to believe the Considerate person is weak or uninterested. Conflict ResolutionTo deal effectively with a Considerate person in a conflict, emphasize your desire to maintain a good relationship. Show how entscheidung will be achieved mora quickly by focusing on the issue directly rather than avoiding it. Allow time for the Considerate person to work t hrough their cautious nature to reach a solution that they feel comfortable with.Systemic Style EmployeesSystemic style types are likely to become entrenched in their position when there is a conflict. They will stick to the facts and may get uncomfortable with other peoples emotions. Other may perceive them as rigid, insensitive, and unwilling to compromise. Conflict ResolutionTo deal effectively with a Systematic style, avoid getting impatient or reacting too emotionally. Use facts to support your proposed solution, rather than an emotional appeal. Dont insist on immediate beschluss in reservierung to give them time to process the situation.Employee Conflict Resolution Once you realize that many conflicts are simply due to style differences, you can adjust your behavior to minimize their negative reactions and keep the conflict resolution process running smoothly.Related Salary.com Content Working 40 Hours a Week? Research Shows Long Hours Breed Inefficiency 6 Tips for Ne gotiating Pay and Benefits Ten Tips for Going Back to School From our trusted Partners From our trusted Partners Home Articles HR Articles How to Get Your Employees to Stop BickeringEmployee Conflict Resolution Get Your Employees to Stop BickeringSearch How to Get Your Employees to Stop Bickering Share this articleTwitterLinkedinFacebookemailConflicting Personality Styles Could be the Cause of Workplace Strife Research shows that 60-80% of trouble in the workplace is due to strained relationships among employees, not from issues with their skills or motivation. Not surprisingly, as a result,typical managers spend 25-40% of their time dealing with conflicts. No one wants to work in such a contentious environment. But is it possible to change this situation? Yes, when you recognize that many conflicts are due to personality style differences and can be minimized with just a bit of awareness and effort. See which of these camps you and your employees f all into, and then use this knowledge to help mitigate conflict in the workplace. Resolving Conflict in the Workplace Direct Style Employees Direct style employees like to address conflict head-on. They value honesty, but not tact. In fact, of all the styles, they are most likely to become argumentative and impatient, interrupting and raising the intensity of their voices if they feel they arent being heard. Conflict ResolutionTo deal effectively with someone with a Direct style, refrain from fighting fire with fireyou will just escalate the situation. Match the intensity, but not the anger. Be candid and make it clear why youre upset, but stick to the facts (rather than name-calling) and focus on actions and results. Spirited Style EmployeesSpirited style employees also are not afraid to engage in conflict, and they dont hesitate to share their feelings. They may even monopolize the conversation and become overly dramatic. Conflict ResolutionWhen dealing with a Spirited style pe rson, you may feel overwhelmed or manipulated by their emotions (if you arent a Spirited style yourself). To deal effectively with a Spirited style, avoid letting their persuasive skills dominate your thinking. Review the pros and cons of their proposed solution before deciding or agreeing to it. In particular, look at the potential unintended consequences of the solution youre considering because the Spirited style tends to jump to conclusions without thinking through options.Considerate Style EmployeesConsiderate style personalities usually try to avoid conflict at all costs. They are likely to give in rather than face what they consider an unpleasant confrontation. While they are concerned with other peoples feelings or opinions, they are unwilling to reveal their own opinionsleading others to believe the Considerate person is weak or uninterested. Conflict ResolutionTo deal effectively with a Considerate person in a conflict, emphasize your desire to maintain a good relationshi p. Show how resolution will be achieved more quickly by focusing on the issue directly rather than avoiding it. Allow time for the Considerate person to work through their cautious nature to reach a solution that they feel comfortable with.Systemic Style EmployeesSystemic style types are likely to become entrenched in their position when there is a conflict. They will stick to the facts and may get uncomfortable with other peoples emotions. Other may perceive them as rigid, insensitive, and unwilling to compromise. Conflict ResolutionTo deal effectively with a Systematic style, avoid getting impatient or reacting too emotionally. Use facts to support your proposed solution, rather than an emotional appeal. Dont insist on immediate resolution in order to give them time to process the situation.Employee Conflict Resolution Once you realize that many conflicts are simply due to style differences, you can adjust your behavior to minimize their negative reactions and keep the conflic t resolution process running smoothly.Related Salary.com Content Working 40 Hours a Week? Research Shows Long Hours Breed Inefficiency 6 Tips for Negotiating Pay and Benefits Ten Tips for Going Back to School From our trusted Partners From our trusted Partners Home Articles HR Articles How to Get Your Employees to Stop BickeringEmployee Conflict Resolution Get Your Employees to Stop BickeringSearch How to Get Your Employees to Stop Bickering Share this articleTwitterLinkedinFacebookemailConflicting Personality Styles Could be the Cause of Workplace Strife Research shows that 60-80% of trouble in the workplace is due to strained relationships among employees, not from issues with their skills or motivation. Not surprisingly, as a result,typical managers spend 25-40% of their time dealing with conflicts. No one wants to work in such a contentious environment. But is it possible to change this situation? Yes, when you recognize that many conflicts are due to personality style differences and can be minimized with just a bit of awareness and effort. See which of these camps you and your employees fall into, and then use this knowledge to help mitigate conflict in the workplace. Resolving Conflict in the Workplace Direct Style Employees Direct style employees like to address conflict head-on. They value honesty, but not tact. In fact, of all the styles, they are most likely to become argumentative and impatient, interrupting and raising the intensity of their voices if they feel they arent being heard. Conflict ResolutionTo deal effectively with someone with a Direct style, refrain from fighting fire with fireyou will just escalate the situation. Match the intensity, but not the anger. Be candid and make it clear why youre upset, but stick to the facts (rather than name-calling) and focus on actions and results. Spirited Style EmployeesSpirited style employees also are not afraid to engage in conflict, and they dont hesitate to share their feelings. They may even monopolize the conversation and become overly dramatic. Conflict ResolutionWhen dealing with a Spirited style person, you may feel overwhelmed or manipulated by their emotions (if you arent a Spirited style yourself). To deal effectively with a Spirited style, avoid letting their persuasive skills dominate your thinking. Review the pros and cons of their proposed solution before deciding or agreeing to it. In particular, look at the potential unintended consequences of the solution youre considering because the Spirited style tends to jump to conclusions without thinking through options.Considerate Style EmployeesConsiderate style personalities usually try to avoid conflict at all costs. They are likely to give in rather than face what they consider an unpleasant confrontation. While they are concerned with other peoples feelings or opinions, they are unwilling to reveal their own opinionsleading others to believe the Considerate person is we ak or uninterested. Conflict ResolutionTo deal effectively with a Considerate person in a conflict, emphasize your desire to maintain a good relationship. Show how resolution will be achieved more quickly by focusing on the issue directly rather than avoiding it. Allow time for the Considerate person to work through their cautious nature to reach a solution that they feel comfortable with.Systemic Style EmployeesSystemic style types are likely to become entrenched in their position when there is a conflict. They will stick to the facts and may get uncomfortable with other peoples emotions. Other may perceive them as rigid, insensitive, and unwilling to compromise. Conflict ResolutionTo deal effectively with a Systematic style, avoid getting impatient or reacting too emotionally. Use facts to support your proposed solution, rather than an emotional appeal. Dont insist on immediate resolution in order to give them time to process the situation.Employee Conflict Resolution Once yo u realize that many conflicts are simply due to style differences, you can adjust your behavior to minimize their negative reactions and keep the conflict resolution process running smoothly.Related Salary.com Content Working 40 Hours a Week? Research Shows Long Hours Breed Inefficiency 6 Tips for Negotiating Pay and Benefits Ten Tips for Going Back to School From our trusted Partners From our trusted Partners Home Articles HR Articles How to Get Your Employees to Stop BickeringEmployee Conflict Resolution Get Your Employees to Stop BickeringSearch How to Get Your Employees to Stop Bickering Share this articleTwitterLinkedinFacebookemailConflicting Personality Styles Could be the Cause of Workplace Strife Research shows that 60-80% of trouble in the workplace is due to strained relationships among employees, not from issues with their skills or motivation. Not surprisingly, as a result,typical managers spend 25-40% of their time dealing with co nflicts. No one wants to work in such a contentious environment. But is it possible to change this situation? Yes, when you recognize that many conflicts are due to personality style differences and can be minimized with just a bit of awareness and effort. See which of these camps you and your employees fall into, and then use this knowledge to help mitigate conflict in the workplace. Resolving Conflict in the Workplace Direct Style Employees Direct style employees like to address conflict head-on. They value honesty, but not tact. In fact, of all the styles, they are most likely to become argumentative and impatient, interrupting and raising the intensity of their voices if they feel they arent being heard. Conflict ResolutionTo deal effectively with someone with a Direct style, refrain from fighting fire with fireyou will just escalate the situation. Match the intensity, but not the anger. Be candid and make it clear why youre upset, but stick to the facts (rather than name-calli ng) and focus on actions and results. Spirited Style EmployeesSpirited style employees also are not afraid to engage in conflict, and they dont hesitate to share their feelings. They may even monopolize the conversation and become overly dramatic. Conflict ResolutionWhen dealing with a Spirited style person, you may feel overwhelmed or manipulated by their emotions (if you arent a Spirited style yourself). To deal effectively with a Spirited style, avoid letting their persuasive skills dominate your thinking. Review the pros and cons of their proposed solution before deciding or agreeing to it. In particular, look at the potential unintended consequences of the solution youre considering because the Spirited style tends to jump to conclusions without thinking through options.Considerate Style EmployeesConsiderate style personalities usually try to avoid conflict at all costs. They are likely to give in rather than face what they consider an unpleasant confrontation. While they are concerned with other peoples feelings or opinions, they are unwilling to reveal their own opinionsleading others to believe the Considerate person is weak or uninterested. Conflict ResolutionTo deal effectively with a Considerate person in a conflict, emphasize your desire to maintain a good relationship. Show how resolution will be achieved more quickly by focusing on the issue directly rather than avoiding it. Allow time for the Considerate person to work through their cautious nature to reach a solution that they feel comfortable with.Systemic Style EmployeesSystemic style types are likely to become entrenched in their position when there is a conflict. They will stick to the facts and may get uncomfortable with other peoples emotions. Other may perceive them as rigid, insensitive, and unwilling to compromise. Conflict ResolutionTo deal effectively with a Systematic style, avoid getting impatient or reacting too emotionally. Use facts to support your proposed solution, rathe r than an emotional appeal. Dont insist on immediate resolution in order to give them time to process the situation.Employee Conflict Resolution Once you realize that many conflicts are simply due to style differences, you can adjust your behavior to minimize their negative reactions and keep the conflict resolution process running smoothly.Related Salary.com Content Working 40 Hours a Week? Research Shows Long Hours Breed Inefficiency 6 Tips for Negotiating Pay and Benefits Ten Tips for Going Back to School From our trusted Partners From our trusted Partners Home Articles HR Articles How to Get Your Employees to Stop BickeringEmployee Conflict Resolution Get Your Employees to Stop BickeringSearch How to Get Your Employees to Stop Bickering Share this articleTwitterLinkedinFacebookemailConflicting Personality Styles Could be the Cause of Workplace Strife Research shows that 60-80% of trouble in the workplace is due to strained relationships am ong employees, not from issues with their skills or motivation. Not surprisingly, as a result,typical managers spend 25-40% of their time dealing with conflicts. No one wants to work in such a contentious environment. But is it possible to change this situation? Yes, when you recognize that many conflicts are due to personality style differences and can be minimized with just a bit of awareness and effort. See which of these camps you and your employees fall into, and then use this knowledge to help mitigate conflict in the workplace. Resolving Conflict in the Workplace Direct Style Employees Direct style employees like to address conflict head-on. They value honesty, but not tact. In fact, of all the styles, they are most likely to become argumentative and impatient, interrupting and raising the intensity of their voices if they feel they arent being heard. Conflict ResolutionTo deal effectively with someone with a Direct style, refrain from fighting fire with fireyou will just es calate the situation. Match the intensity, but not the anger. Be candid and make it clear why youre upset, but stick to the facts (rather than name-calling) and focus on actions and results. Spirited Style EmployeesSpirited style employees also are not afraid to engage in conflict, and they dont hesitate to share their feelings. They may even monopolize the conversation and become overly dramatic. Conflict ResolutionWhen dealing with a Spirited style person, you may feel overwhelmed or manipulated by their emotions (if you arent a Spirited style yourself). To deal effectively with a Spirited style, avoid letting their persuasive skills dominate your thinking. Review the pros and cons of their proposed solution before deciding or agreeing to it. In particular, look at the potential unintended consequences of the solution youre considering because the Spirited style tends to jump to conclusions without thinking through options.Considerate Style EmployeesConsiderate style personaliti es usually try to avoid conflict at all costs. They are likely to give in rather than face what they consider an unpleasant confrontation. While they are concerned with other peoples feelings or opinions, they are unwilling to reveal their own opinionsleading others to believe the Considerate person is weak or uninterested. Conflict ResolutionTo deal effectively with a Considerate person in a conflict, emphasize your desire to maintain a good relationship. Show how resolution will be achieved more quickly by focusing on the issue directly rather than avoiding it. Allow time for the Considerate person to work through their cautious nature to reach a solution that they feel comfortable with.Systemic Style EmployeesSystemic style types are likely to become entrenched in their position when there is a conflict. They will stick to the facts and may get uncomfortable with other peoples emotions. Other may perceive them as rigid, insensitive, and unwilling to compromise. Conflict Resol utionTo deal effectively with a Systematic style, avoid getting impatient or reacting too emotionally. Use facts to support your proposed solution, rather than an emotional appeal. Dont insist on immediate resolution in order to give them time to process the situation.Employee Conflict Resolution Once you realize that many conflicts are simply due to style differences, you can adjust your behavior to minimize their negative reactions and keep the conflict resolution process running smoothly.Related Salary.com Content Working 40 Hours a Week? Research Shows Long Hours Breed Inefficiency 6 Tips for Negotiating Pay and Benefits Ten Tips for Going Back to School From our trusted Partners From our trusted Partners Home Articles HR Articles How to Get Your Employees to Stop BickeringEmployee Conflict Resolution Get Your Employees to Stop BickeringSearch How to Get Your Employees to Stop Bickering Share this articleTwitterLinkedinFacebookemailConflict ing Personality Styles Could be the Cause of Workplace Strife Research shows that 60-80% of trouble in the workplace is due to strained relationships among employees, not from issues with their skills or motivation. Not surprisingly, as a result,typical managers spend 25-40% of their time dealing with conflicts. No one wants to work in such a contentious environment. But is it possible to change this situation? Yes, when you recognize that many conflicts are due to personality style differences and can be minimized with just a bit of awareness and effort. See which of these camps you and your employees fall into, and then use this knowledge to help mitigate conflict in the workplace. Resolving Conflict in the Workplace Direct Style Employees Direct style employees like to address conflict head-on. They value honesty, but not tact. In fact, of all the styles, they are most likely to become argumentative and impatient, interrupting and raising the intensity of their voices if they fe el they arent being heard. Conflict ResolutionTo deal effectively with someone with a Direct style, refrain from fighting fire with fireyou will just escalate the situation. Match the intensity, but not the anger. Be candid and make it clear why youre upset, but stick to the facts (rather than name-calling) and focus on actions and results. Spirited Style EmployeesSpirited style employees also are not afraid to engage in conflict, and they dont hesitate to share their feelings. They may even monopolize the conversation and become overly dramatic. Conflict ResolutionWhen dealing with a Spirited style person, you may feel overwhelmed or manipulated by their emotions (if you arent a Spirited style yourself). To deal effectively with a Spirited style, avoid letting their persuasive skills dominate your thinking. Review the pros and cons of their proposed solution before deciding or agreeing to it. In particular, look at the potential unintended consequences of the solution youre cons idering because the Spirited style tends to jump to conclusions without thinking through options.Considerate Style EmployeesConsiderate style personalities usually try to avoid conflict at all costs. They are likely to give in rather than face what they consider an unpleasant confrontation. While they are concerned with other peoples feelings or opinions, they are unwilling to reveal their own opinionsleading others to believe the Considerate person is weak or uninterested. Conflict ResolutionTo deal effectively with a Considerate person in a conflict, emphasize your desire to maintain a good relationship. Show how resolution will be achieved more quickly by focusing on the issue directly rather than avoiding it. Allow time for the Considerate person to work through their cautious nature to reach a solution that they feel comfortable with.Systemic Style EmployeesSystemic style types are likely to become entrenched in their position when there is a conflict. They will stick to the f acts and may get uncomfortable with other peoples emotions. Other may perceive them as rigid, insensitive, and unwilling to compromise. Conflict ResolutionTo deal effectively with a Systematic style, avoid getting impatient or reacting too emotionally. Use facts to support your proposed solution, rather than an emotional appeal. Dont insist on immediate resolution in order to give them time to process the situation.Employee Conflict Resolution Once you realize that many conflicts are simply due to style differences, you can adjust your behavior to minimize their negative reactions and keep the conflict resolution process running smoothly.Related Salary.com Content Working 40 Hours a Week? Research Shows Long Hours Breed Inefficiency 6 Tips for Negotiating Pay and Benefits Ten Tips for Going Back to School From our trusted Partners From our trusted Partners Home Articles HR Articles How to Get Your Employees to Stop Bickering