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| dealing with a disruptive employee: Managing Difficult People Marilyn Pincus, 2004-10-08 Managing Difficult People helps readers identify and deal with personality types such as the bully, the complainer, the know-it-all, the silent type, the social butterfly, the rookie, the manipulator, and more. |
| dealing with a disruptive employee: Managing the Unmanageable Anne Loehr, Jezra Kaye, 2011 In an increasingly globally diverse workforce, it's vitally important that leaders understand their team inside and out. This takes a new toolbox of skills for the 21st century. Managing the Unmanageable will give readers practical tips and proven techniques to show them how to develop new strategies for attracting and retaining the most talented employee before they become unmanageable, learn key words that will allow them to clearly communicate with every generation on their team, and much more. |
| dealing with a disruptive employee: How to Handle Difficult Employees Without Conflict Ahmed Musa, 2024-12-18 Master the art of managing challenging workplace dynamics with How to Handle Difficult Employees Without Conflict. This practical guide equips managers and team leaders with proven strategies to address problematic behavior, foster cooperation, and maintain a positive work environment—without unnecessary tension or confrontation. Learn how to identify the root causes of difficult behaviors, communicate effectively with empathy and clarity, and set clear expectations for performance and conduct. With actionable techniques for conflict resolution, constructive feedback, and building mutual trust, this book helps you turn challenging situations into opportunities for growth and collaboration. Perfect for leaders, HR professionals, and business owners, How to Handle Difficult Employees Without Conflict empowers you to manage with confidence, transform workplace challenges, and create a culture of accountability, respect, and success. |
| dealing with a disruptive employee: HOW TO MANAGE PROBLEM EMPLOYEES Glenn Shepard, 2006 Market_Desc: · Managers· Executives· HR Special Features: Uses the latest approach to a serious problem: Unlike other books about service, this book helps readers understand the leadership imperative of caring for employees so that they can better care for clients. About The Book: There was a time when people were committed to working hard and being productive in the work force; however, our work ethic has taken a nosedive. The entitlement mentality of today s work force has created a labor pool of spoiled brats who don t want a job - they just want a paycheck. In response to this trend, Glenn Shepard has written How to Manage Problem Employees. A comprehensive how to for employers, this book covers everything from how to set new hires up for success, instead of failure and how to properly structure compensation packages that maximize employee involvement and work ethic to how to walk employees though self evaluations while dealing with problem areas before they actually become problem behavior and motivating slow, lazy, and generally unmotivated employees.Readers will learn the different personality types, and how to handle specific manifestations of each personality, including gossiping, back stabbing, direct confrontation, hypochondriacs, crying, breaking the chain of command, and sarcasm, and how to terminate employees and stay on solid legal ground. |
| dealing with a disruptive employee: Supervising Difficult Employees Hal Wood, 2000 |
| dealing with a disruptive employee: Managing Government Employees Stewart Liff, 2007-02-26 This invaluable resource offers dozens of techniques for meeting the challenges and stressful situations supervisors face daily. Managing government employees presents unique challenges. Government managers may feel that stringent and convoluted regulations mean they can’t do that. Some others may use that perception as a crutch. But the truth for all of them is, yes, they can do that -- and they’d better. That means managing employees as proactively and decisively as their corporate counterparts, and holding their staffs, teams, and departments accountable for productivity and results. In Managing Government Employees, you will discover how to: get maximum dedication and productivity from employees improve results of poor performers and discipline or fire them when necessary deal with union and EEO issues cut through the red tape of government employment systems For managers frustrated by government bureaucracy, Managing Government Employees lets them know they have more power than they may think. |
| dealing with a disruptive employee: Dealing with Problem Employees Amy DelPo, Lisa Guerin, 2005 Offers proven techniques for creating a trouble-free workplace and offers immediate fixes for handling your problem employee of the moment. - Small Business Opportunities |
| dealing with a disruptive employee: Managing Employee Turnover David G. Allen, 2012-09-04 Employee turnover can be expensive, disruptive, and damaging to organizational success. Despite the importance of successfully managing turnover, many retention management efforts are based on misleading or incomplete data, generic best practices that don’t translate, or managerial gut instinct at odds with research evidence. This book culminates volumes of academic research on employee turnover into a practical guide to managing retention. Turnover fictions are dispelled and replaced by research-based facts. Keys to diagnosing and managing employee turnover are presented such that you can effectively manage employee retention today. These ideas will be invaluable to you and anyone who cares about the impact of turnover on the organization, including the CEO who is looking at the impact on the bottom line, managers who suffer when their best talent leaves, and human resource professionals whose career success may depend on effectively managing turnover. |
| dealing with a disruptive employee: Managing Difficult Employees Joseph Koob, 2008 This book is about what YOU as a manager and leader bring to the table. It addresses two key questions: Is your leadership conducive to a positive work environment with few personnel concerns; and, when concerns do arise, are you prepared to handle them effectively and efficiently? The first part of this book focuses on avoiding difficulties through knowledgeable and inspired leadership. Part II of this work will demonstrate how to apply your personal strengths and your management and leadership skills to working successfully with difficult personnel concerns and in difficult situations. |
| dealing with a disruptive employee: Ask a Manager Alison Green, 2018-05-01 'I'm a HUGE fan of Alison Green's Ask a Manager column. This book is even better' Robert Sutton, author of The No Asshole Rule and The Asshole Survival Guide 'Ask A Manager is the book I wish I'd had in my desk drawer when I was starting out (or even, let's be honest, fifteen years in)' - Sarah Knight, New York Times bestselling author of The Life-Changing Magic of Not Giving a F*ck A witty, practical guide to navigating 200 difficult professional conversations Ten years as a workplace advice columnist has taught Alison Green that people avoid awkward conversations in the office because they don't know what to say. Thankfully, Alison does. In this incredibly helpful book, she takes on the tough discussions you may need to have during your career. You'll learn what to say when: · colleagues push their work on you - then take credit for it · you accidentally trash-talk someone in an email and hit 'reply all' · you're being micromanaged - or not being managed at all · your boss seems unhappy with your work · you got too drunk at the Christmas party With sharp, sage advice and candid letters from real-life readers, Ask a Manager will help you successfully navigate the stormy seas of office life. |
| dealing with a disruptive employee: The Complete Idiot's Guide to Boosting Employee Performance Marc Dorio, Susan Shelly, 2011-01-04 Keep workers working—and happy. The Complete Idiot's Guide® to Boosting Employee Performance is the most current and comprehensive guide for managers seeking to get the most out of their employees and build lasting relationships that will help them grow their business. Includes the newest and most powerful tools to keep employees doing their best, including ideas on keeping morale high when business is tough, avoiding stagnant work habits and routines, energizing employees about their job, how to retain the best employees, and much more. • Practical tips on maintaining clear communication between managers and staff, offering the right incentives, and inspiring teamwork • Includes insightful anecdotes from real life |
| dealing with a disruptive employee: Dig Your Well before You're Thirsty Harvey Mackay, 1999-02-16 Bestselling author Harvey Mackay reveals his techniques for the most essential tool in business--networking, the indispensable art of building contacts. Now in paperback, Dig Your Well Before You're Thirsty is Harvey Mackay's last word on how to get what you want from the world through networking. For everyone from the sales rep facing a career-making deal to the entrepreneur in search of capital, Dig Your Well explains how meeting these needs should be no more than a few calls away. This shrewdly practical book distills Mackay's wisdom gleaned from years of swimming with sharks, including: What kinds of networks exist How to start a network, and how to wring the most from it The smart way to downsize your list--who to keep, who to dump How to keep track of favors done and favors owed--Is it my lunch or yours? What you can do if you are not good at small talk Dig Your Well Before You're Thirsty is a must for anyone who wants to get ahead by reaching out. |
| dealing with a disruptive employee: HR Disrupted Lucy Adams, 2021-02-15 THE NEW AND UPDATED EDITION OF THE CLASSIC WORK ON DISRUPTIVE HR. THE WAY WE WORK IS CHANGING FAST, AND TRADITIONAL HR IS NO LONGER FIT FOR PURPOSE. Equipping our organizations to meet today’s demands requires something very different. This book provides HR professionals with: a compelling case for changing HR practical people solutions for a disrupted world strategies to make the changes they need ways to equip HR with the right capabilities and mindset Lucy Adams is a ‘recovering HR Director’. Having held Board-level HR roles in major organizations, she is now on a mission to change outdated HR practices for good. |
| dealing with a disruptive employee: The Hard and Soft Sides of Change Management Kathryn Zukof, 2021-03-23 Change isn’t going anywhere. Learn how to manage it. We live in a wild world of volatility, unpredictability, chaos, and ambiguity, with change seemingly as the only constant. Change can be difficult. It often induces resistance, panic, and fatigue. And, as you may expect or have experienced first-hand, many organizations aren’t handling change all that well, with many efforts resulting in failure. What you may not realize, however, is that some workplace change initiatives are stunning successes, rolling out smoothly and more easily embraced. Why do some change initiatives fail while others succeed? How can organizations and employees handle change better? In The Hard and Soft Sides of Change Management, Kathryn Zukof offers practices and approaches to help you and your organization roll out, receive, and manage change effectively. Namely, Zukoff shows that you need to manage the process (or the “hard”) side and the people (or the “soft”) side of change and find the sweet spot between the two. She demonstrates that when you integrate both sides, you and your organization can make change less of a hit-or-miss affair. Successful change management means deploying sound project management techniques that increase the odds of achieving the outcomes of your change initiative. It also means helping employees understand the need and vision for change, so they feel less threatened by it and become excited and energized by what’s ahead. To deliver best results, you need to: Define the change and how to get there—with project charters and plans. Involve the right people in the right ways—from dedicated change teams to affected stakeholders. Build support, understanding, and awareness—with communication, training, and resistance management plans. Assess progress and adjust along the way—through action reviews and steps to tackle thorny issues. Capturing the inherently messy nature of workplace change—from technology implementations, mergers and acquisitions, and business transformations to office relocations and more—this book offers tangible insights to help you and your organization tackle change challenges. Follow the book’s tools and practices to lessen the messy and objectionable parts of change and actively give your change initiatives the best chance for positive outcomes. |
| dealing with a disruptive employee: Black Enterprise , 1992-03 BLACK ENTERPRISE is the ultimate source for wealth creation for African American professionals, entrepreneurs and corporate executives. Every month, BLACK ENTERPRISE delivers timely, useful information on careers, small business and personal finance. |
| dealing with a disruptive employee: HBR Guide to Dealing with Conflict (HBR Guide Series) Amy Gallo, 2017-03-14 Learn to assess the situation, manage your emotions, and move on. While some of us enjoy a lively debate with colleagues and others prefer to suppress our feelings over disagreements, we all struggle with conflict at work. Every day we navigate an office full of competing interests, clashing personalities, limited time and resources, and fragile egos. Sure, we share the same overarching goals as our colleagues, but we don't always agree on how to achieve them. We work differently. We rub each other the wrong way. We jockey for position. How can you deal with conflict at work in a way that is both professional and productive--where it improves both your work and your relationships? You start by understanding whether you generally seek or avoid conflict, identifying the most frequent reasons for disagreement, and knowing what approaches work for what scenarios. Then, if you decide to address a particular conflict, you use that information to plan and conduct a productive conversation. The HBR Guide to Dealing with Conflict will give you the advice you need to: Understand the most common sources of conflict Explore your options for addressing a disagreement Recognize whether you--and your counterpart--typically seek or avoid conflict Prepare for and engage in a difficult conversation Manage your and your counterpart's emotions Develop a resolution together Know when to walk away Arm yourself with the advice you need to succeed on the job, with the most trusted brand in business. Packed with how-to essentials from leading experts, the HBR Guides provide smart answers to your most pressing work challenges. |
| dealing with a disruptive employee: Managing the Unmanageable Mickey W. Mantle, Ron Lichty, 2019-11-12 The Essential Guide to Effectively Managing Developers So You Can Deliver Better Software–Now Extensively Updated “Lichty and Mantle have assembled a guide that will help you hire, motivate, and mentor a software development team that functions at the highest level. Their rules of thumb and coaching advice form a great blueprint for new and experienced software engineering managers alike.” –Tom Conrad, CTO, Pandora “Reading this book’s nuggets felt like the sort of guidance that I would get from a trusted mentor. A mentor who I not only trusted, but one who trusted me to take the wisdom, understand its limits, and apply it correctly.” –Mike Fauzy, CTO, FauzyLogic Today, many software projects continue to run catastrophically over schedule and budget, and still don’t deliver what customers want. Some organizations conclude that software development can’t be managed well. But it can–and it starts with people. In their extensively updated Managing the Unmanageable, Second Edition, Mickey W. Mantle and Ron Lichty show how to hire and develop programmers, onboard new hires quickly and successfully, and build and nurture highly effective and productive teams. Drawing on over 80 years of combined industry experience, the authors share Rules of Thumb, Nuggets of Wisdom, checklists, and other Tools for successfully leading programmers and teams, whether they’re co-located or dispersed worldwide. This edition adds extensive new Agile coverage, new approaches to recruitment and onboarding, expanded coverage of handling problem employees, and much more. Whether you’re new to software management or you’ve done it for years, you’ll find indispensable advice for handling your challenges and delivering outstanding software. Find, recruit, and hire the right programmers, when you need them Manage programmers as the individuals they are Motivate software people and teams to accomplish truly great feats Create a successful development subculture that can thrive even in a toxic company culture Master the arts of managing down and managing up Embrace your role as a manager who empowers self-directed agile teams to thrive and succeed Register your book for convenient access to downloads, updates, and/or corrections as they become available. See inside book for details. |
| dealing with a disruptive employee: The Boss's Greatest Secret Revealed Pasquale De Marco, 2025-04-07 In the midst of today's competitive business landscape, organizations are facing an unprecedented challenge: retaining valued employees. The traditional approach to management, focused solely on maximizing productivity, is no longer enough to attract and retain top talent. Employees today seek more than just a paycheck; they crave a positive and fulfilling work experience that values their contributions and fosters their growth. The Boss's Greatest Secret Revealed unveils the key to employee retention: creating a workplace culture that prioritizes employee satisfaction and well-being. Through a wealth of practical advice and real-world examples, this book guides leaders and managers in cultivating a work environment where employees feel engaged, motivated, and empowered to excel. The secret lies in understanding the profound impact effective leadership has on employee retention. Leaders who possess the ability to inspire, motivate, and connect with their teams create a ripple effect that permeates the entire organization. They foster a sense of purpose and belonging, making employees feel valued and appreciated. Creating a positive work environment is also essential for retaining top talent. This involves fostering a culture of respect, trust, and open communication, where employees feel comfortable expressing their ideas and concerns. It also entails providing opportunities for professional development and growth, empowering employees to take ownership of their careers and reach their full potential. By prioritizing employee well-being, leaders can cultivate a workplace that promotes work-life balance, reduces stress, and supports employees' physical and mental health. This, in turn, leads to increased employee engagement, productivity, and loyalty to the organization. In today's competitive job market, retaining valued employees is not just a matter of choice; it's a matter of survival. Organizations that fail to adapt to the changing needs and expectations of their workforce will struggle to attract and retain the best and brightest talent. The Boss's Greatest Secret Revealed provides a roadmap for leaders and managers to create a workplace culture that values and nurtures employees, ultimately leading to a thriving and successful organization. If you like this book, write a review! |
| dealing with a disruptive employee: Why I Don't Work Here Anymore Mitchell Kusy, 2017-11-02 You have likely heard stories from friends, family members, and colleagues who quit a job because of a toxic person—an individual who belittles, shames, humiliates, shames, or bullies. You may not have realized that these individuals not only take their tolls on our emotional psyches, but the financial outcomes of their organizations as well. Through this book’s many case examples, as well as evidence-based practices and templates, each chapter singles out one main issue and how to resolve it with respect and clarity. Dr. Kusy presents concrete practices that will restore civility and respect into your organization as well as with increased financial performance. Some of these practices include: Calculating the real financial cost of toxic people in your organization. Providing direct and respectful feedback to a toxic peer, direct report, and even your boss. Replacing traditional exit interviews -- that often don’t work very well -- with a method for dealing with toxic chameleons who knock down and kiss up. Hiring, engaging talent, and even firing people based on a new approach to values-based performance management. You will emerge with a newfound understanding that restores personal well-being and increased financial performance. |
| dealing with a disruptive employee: Managing a Global Workforce: Challenges and Opportunities in International Human Resource Management Charles M Vance, Yongsun Paik, 2014-12-18 Revised and updated to incorporate new research insights and findings, Managing a Global Workforce provides balanced and contemporary coverage of human resource management in the international marketplace. Directed at future general managers and international executives rather than HR specialists, it is designed to help readers recognize the critical human resource issues underlying the cultural and economic challenges they face. The book's approach is truly global in nature, not just focused on expatriates from the home office. The authors also recognize contemporary trends in the global business arena, including the growing use of contingent workers, strategic alliances, and the need to have an active influence on the workers in these new organizational relationships. Reader-friendly tools, including an opening case scenario in each chapter to attract interest and emphasize topic importance, enhance the book's practical, real-world emphasis. For this edition new end-of-chapter short cases as well as new topics, ideas, and illustrations featuring current issues and challenges such as the global economic challenge have been added; and updated Internet resource references are provided for each chapter. |
| dealing with a disruptive employee: Being the Boss Linda A. Hill, Kent Lineback, 2011-01-11 You never dreamed being the boss would be so hard. You're caught in a web of conflicting expectations from subordinates, your supervisor, peers, and customers. You're not alone. As Linda Hill and Kent Lineback reveal in Being the Boss, becoming an effective manager is a painful, difficult journey. It's trial and error, endless effort, and slowly acquired personal insight. Many managers never complete the journey. At best, they just learn to get by. At worst, they become terrible bosses. This new book explains how to avoid that fate, by mastering three imperatives: · Manage yourself: Learn that management isn't about getting things done yourself. It's about accomplishing things through others. · Manage a network: Understand how power and influence work in your organization and build a network of mutually beneficial relationships to navigate your company's complex political environment. · Manage a team: Forge a high-performing we out of all the Is who report to you. Packed with compelling stories and practical guidance, Being the Boss is an indispensable guide for not only first-time managers but all managers seeking to master the most daunting challenges of leadership. |
| dealing with a disruptive employee: Perfect Phrases for Dealing with Difficult People: Hundreds of Ready-to-Use Phrases for Handling Conflict, Confrontations and Challenging Personalities Susan Benjamin, 2007-09-06 Perfect Phrases for the Right Situation, Every Time Whether it's hiring employees or creating teams, the Perfect Phrases series has the tools for precise, effective communication in any situation. With Perfect Phrases books, you have all the phrases you need to get things done, right at your fingertips! |
| dealing with a disruptive employee: Solving Employee Performance Problems: How to Spot Problems Early, Take Appropriate Action, and Bring Out the Best in Everyone Anne Bruce, Brenda Hampel, Erika Lamont, 2011-07-08 Put every employee on the path to excellence! Solving Employee Performance Problems provides the tools you need to handle the most difficult employees—from the chronically late or distractingly dramatic to the disruptive, dishonest, or downright insubordinate. Taking a heavy-handed approach to such behaviors might make you feel good for a little while—but using the measured, proactive techniques outlined in this book will be better for you, your staff, and your business. With Solving Employee Performance Problems, you’ll learn how to take ownership of your employees’ behaviors, master conversations about poor performance, conduct productive follow-ups, and ultimately generate: Greater engagement and ownership of work Higher levels of collaboration and productivity Increased loyalty and retention rates Gainful ROI from everyone who works for you There’s a direct link between growth of individual employees and organizational growth. Use Solving Employee Performance Problems to be someone who manages proactively. It’s the only way to make a positive difference in the life of your employee—and make a positive impact on the future of your company. |
| dealing with a disruptive employee: Managing the Older Worker Peter Cappelli, William D. Novelli, 2010 Older workers are a tremendous resource for employers, but they are having great difficulty being accepted back into organizations. The main constant is conflicts and misunderstandings with young managers. To oversimplify, younger managers don't know how to manage older workers - and older workers don't know how to get what they need from younger managers ... We describe the opportunities that the rapidly expanding older workforce offers employers; the challenges that at present stand in the way of engaging these workers, particularly with their younger managers; and specific strategies and practices for younger managers to manage more effectively their older workers. - preface. |
| dealing with a disruptive employee: Leading So People Will Follow Erika Andersen, 2012-09-21 A unique take on leadership from a popular Forbes blogger and nationally-known leadership coach Leading So People Will Follow explores the six leadership characteristics that inspire followers to fully support their leaders. Using Erika Andersen’s proven framework, new leaders and veterans alike have increased their capacity for leading in a way that creates loyalty, commitment and results. Step by step, Andersen lays out six key attributes (far-sightedness, passion, courage, wisdom, generosity, and trustworthiness) and gives leaders the tools for developing them. This innovative book offers a practical guide for building the skills to become a truly 'followable' leader. Filled with examples from forward-thinking organizations such as Apple, NBC Universal, Union Square Hospitality Group, and MTV Networks Maps out the six attributes of leadership Includes a free online Followable Leader assessment Author Erika Andersen is one of Forbes' most popular bloggers and coaches some of the most successful leaders in America Using self-assessments, real-world examples, and concrete tools, Leading So People Will Follow helps build timeless core skills that work for leaders in any field. |
| dealing with a disruptive employee: A Survival Guide to Managing Employees from Hell Gini Graham Scott, 2007 All managers get saddled with problem employees from time to time; what sets great managers apart is how they deal with them. Drawing from real-life stories, this helpful and humorous guide provides readers with practical advice for handling a wide range of difficult types, including: * The Impossible Is: Incompetents, Idiots, and Imbeciles -- clueless employees who simply don't know what they're doing * The Bull in the Office China Shop -- the frequently angry worker ready to confront anyone and everyone * The Party-Time Performer -- the employee who, although great with people, constantly turns work-time into fun-time * I've Got a Problem -- employees whose work is compromised by any of a range of personal demons, from drug and alcohol problems to emotional issues From whiners and wastrels to the needy and nefarious, this book gives readers the tools they need to handle any type of difficult employee. |
| dealing with a disruptive employee: Elevating the Human Experience Amelia Dunlop, 2021-10-20 Wall Street Journal bestseller Have you ever struggled to feel worthy at work? Do you know or lead people who do? When Amelia Dunlop first heard the phrase elevating the human experience in a leadership team meeting with her boss, she thought, He is crazy if he thinks we will ever say those words out loud to each other much less to a potential client. We've been conditioned to separate our personal and professional selves, but work is fundamental to our human experience. Love and worth have a place in work because our humanity and authentic identities make our work better. The acknowledgement of our intrinsic worth as human beings and the nurturing of our own or another's growth through love ultimately contribute to higher performance and organizational growth. Now as the Chief Experience Officer at Deloitte Digital, a leading Experience Consultancy, Amelia Dunlop knows we must embrace elevating the human experience for the advancement and success of ourselves and our organizations. This book integrates the findings of a quantitative study to better understand feelings of love and worth in the workplace and introduces three paths that allow individuals to create the professional experience they desire for themselves, their teams, and their clients. The first path explores the path of the self, an inward path where we learn to love ourselves when we show up for work, and examines the obstacles that hinder us. The second path centers around learning to love and recognize the worth of another in our lives, adding to the worth we feel and providing a source of meaning to our lives. The third path considers the community of work and learning to love and recognize the worth of those we meet every day at work, especially for those who may be systematically marginalized, unseen, or unrepresented. Drawing on her own personal journey to find love and worth at work in her twenty-year career as a management consultant, Amelia also weaves together insights from philosophers, theologians, and sociologists with the stories of people from diverse backgrounds gathered during her research. Elevating the Human Experience: Three Paths to Love and Worth at Work is for anyone who has felt the struggle to feel worthy at work, as well as for those who have no idea what it may feel like to struggle every day just to feel loved and worthy, but love people and lead people who do. It’s a practical approach to elevating the human experience that will lead to important conversations about values and purpose, and ultimately, meaningful change. |
| dealing with a disruptive employee: Own the Room Amy Jen Su, Muriel Maignan Wilkins, 2013-03-26 Find your signature voice People are drawn to and influenced by leaders who communicate authentically, connect easily with people, and have immediate impact. So how do you become one of them? How can you learn to “own the room”? This book will help you develop your leadership presence. According to Amy Jen Su and Muriel Maignan Wilkins, leadership presence is the ability to consistently and clearly articulate your value proposition while influencing and connecting with others. They offer a simple and compelling framework, as well as practical advice about how you can develop your own personal presence. No matter where you sit in an organization, you can “own the room” if you are able to do two things well: first, demonstrate your authentic value and distinction, and second, connect to others in a positive way. Leaders who are able to be authentic while connecting with and impacting others have what the authors call a “signature voice”—a means of self-expression that is uniquely and distinctly their own. Once you discover and express your own signature voice, you’ll be ready to take your leadership presence to the next level. Filled with real-life stories and examples, Own the Room demystifies the concept of presence and gives you the tools you need to identify and embrace your unique leadership voice—and have a greater impact on the world around you. |
| dealing with a disruptive employee: Change from the Inside Out Erika Andersen, 2021-10-26 Change initiatives fail because humans are hardwired to return to what's worked for us in the past. This book offers a straightforward process for rewiring ourselves and those we lead to be more change-capable. Erika Andersen says avoiding change has been a historical imperative. In this book, she shows how we can overcome that reluctance and get good at making necessary change. Using a fictional story about a jewelry business changing generational hands, Andersen lays out a five-step model for addressing both this human side of change and its practical aspects: Step 1: Clarify the change and why it's needed—Get clear on what the change is and the benefits it will bring. Step 2: Envision the future state—Build a shared picture of the post-change future. Step 3: Build the change—Bring together a change team, engage key stakeholders, and plan the change. Step 4: Lead the transition—Build a transition plan that supports the human side of the change, then engage the whole organization in making the change. Step 5: Keep the change going—Work to make your organization permanently more change-capable. With opportunities to self-reflect and try out the ideas and approaches throughout, this book is a practical guide to thriving in this era of nonstop change. |
| dealing with a disruptive employee: Jerks at Work Tessa West, 2022-01-25 A practical and hilarious guide to getting difficult people off your back, for anyone pulling their hair out over an irritating colleague who's not technically breaking any rules From open floor plans and Zoom calls to Slack channels, the workplace has changed a lot over the years. But there’s one thing that never changes: you’ll always encounter jerks. Jerks at Work is the definitive guide to dealing with—and ultimately breaking free from—the overbearing bosses, irritating coworkers, and all-around difficult people who make work and life miserable. Social psychologist Tessa West has spent years leveraging science to help people solve interpersonal conflicts in the workplace. What she discovered is that most of our go-to tactics don’t work because they fail to address the specific motivations that drive bad behavior. In this book, she takes you on a rollicking deep dive of the seven jerks you’re most likely to encounter at the office, drawing on decades of original research to expose their inner workings and weak points—and ultimately deliver an effective game plan for stopping each type before they take you down with them. Jerks at Work is packed with everyday examples and clever strategies, such as how to: • Stop a Bulldozer from gaining influence by making sure they're not the first to speak up in meetings • Report a Kiss Up/Kick Downer to a manager who idolizes them without looking like the bad guy • Protect your high-achieving team from Free Riders without stifling collaboration • Use a Gaslighter’s tactics to beat them at their own game For anyone who’s said “I can’t stand that jerk!” more times than they’d like to admit, Jerks at Work is the ultimate playbook you wish you didn’t need but will always turn to. |
| dealing with a disruptive employee: Secrets to Winning at Office Politics Marie G. McIntyre, Ph.D., 2005-07-01 Get Ahead, Gain Influence, Get What You Want Office politics are an unavoidable fact of life in every workplace. To accomplish your personal and business goals, you must learn to successfully play the political game in your organization. Whether you are a new player or a seasoned veteran, Secrets to Winning at Office Politics can help you increase your personal power without compromising your integrity or taking advantage of others. This smart, practical guide shows you how to stop wasting energy on things you can't change and start taking steps to get what you want. Written by an organizational psychologist and corporate consultant, Marie G. McIntyre's Secrets to Winning at Office Politics uses real-life examples of political winners and losers to illustrate the behaviors that contribute to success or failure at work. You will be shown techniques for managing your boss more effectively, improving your influence skills, changing the way you are perceived, and dealing with difficult people. Using these proven strategies for political success, you will then be able to create a Political Game Plan that outlines the steps necessary to accomplish your own individual goals. |
| dealing with a disruptive employee: The Female Manager's Guide to Navigating Modern Workplace Challenges Pasquale De Marco, 2025-04-05 In a rapidly changing world, female managers face unique challenges and opportunities in navigating the modern workplace. This comprehensive guide provides practical strategies and actionable advice to help women excel in leadership positions. Drawing from real-world experiences and expert insights, this book covers a wide range of essential topics, including: * Navigating the evolving workplace and cultivating effective leadership skills * Mastering communication and collaboration to build strong relationships and achieve team success * Performance management and evaluation techniques to set clear goals, provide constructive feedback, and recognize employee achievements * Overcoming common workplace challenges such as handling difficult employees, managing stress and burnout, and addressing discrimination and harassment * Fostering motivation and engagement among team members to create a positive and productive work environment * Effective decision-making strategies to gather information, analyze risks and benefits, and make ethical choices * Career development and advancement guidance to help women set goals, create development plans, and identify opportunities for growth * Managing remote and virtual teams to maintain team cohesion, set clear expectations, and balance autonomy with accountability * Preparing for the future of work by embracing emerging trends, adapting to changing job roles, and creating sustainable work environments This book is an invaluable resource for female managers seeking to thrive in the modern workplace. With its practical insights and actionable advice, it empowers women to overcome challenges, seize opportunities, and achieve lasting success. If you like this book, write a review! |
| dealing with a disruptive employee: Improve Mutual Respect at Work Pasquale De Marco, 2025-04-14 Mutual respect is the foundation of any successful workplace. When employees feel respected by their supervisors and colleagues, they are more likely to be engaged, productive, and satisfied with their jobs. They are also more likely to go the extra mile and help each other out. Unfortunately, mutual respect is often lacking in today's workplaces. This can be due to a number of factors, such as: * A lack of understanding of the importance of mutual respect * Poor communication skills * Unresolved conflict * A lack of trust * A lack of leadership **Improve Mutual Respect at Work** is a comprehensive guide to creating a culture of mutual respect in the workplace. It covers a wide range of topics, including: * The importance of mutual respect * The benefits of mutual respect * The challenges to mutual respect * How to overcome the challenges to mutual respect * How to create a culture of mutual respect This book is essential reading for any supervisor or employee who wants to create a more positive and productive workplace. **In this book, you'll learn how to:** * Set a positive example as a supervisor * Communicate expectations clearly * Provide feedback and recognition * Resolve conflict fairly * Promote teamwork and collaboration You'll also learn how to: * Treat each other with courtesy and consideration * Listen to each other's opinions * Cooperate with each other * Help each other out * Be positive and supportive When mutual respect is present in the workplace, everyone benefits. Employees are more likely to be happy, productive, and successful. The organization is more likely to be profitable and successful. **Improve Mutual Respect at Work** is the essential guide to creating a more positive and productive workplace. Order your copy today! If you like this book, write a review on google books! |
| dealing with a disruptive employee: Courageous Cultures Karin Hurt, David Dye, 2020 From executives complaining that their teams don't contribute ideas to employees throwing up their hands because their input isn't sought--company culture is the culprit. Courageous Cultures provides a road map to build a high-performance, high-engagement culture around sharing ideas, solving problems, and rewarding contributions from all levels. Many leaders are convinced they have an open environment that encourages employees to speak up and are shocked when they learn that employees are holding back. Employees have ideas and want to be heard. Leadership wants to hear them. Too often, however, employees and leaders both feel that no one cares about making things better. The disconnect typically only widens over time, with both sides becoming more firmly entrenched in their viewpoints. Becoming a courageous culture means building teams of microinnovators, problem solvers, and customer advocates working together. A microinnovator is the employee who consistently seeks out small, but powerful, ways to improve the business. A problem solver is the employee who cares about what's not working and wants to make it better. They uncover and speak openly about what's not working and think critically about how to fix it. A customer advocate is the employee who sees through your customers' eyes and speaks up on their behalf. They actively look for ways to improve customers' experience and minimize customer frustrations. In our world of rapid change, a courageous culture is your competitive advantage. It ensures that your company is sticky for both customers and employees. In this book you'll learn practical tools to uncover, leverage, and scale the best ideas from every level of your organization. See how the latest research conducted by the authors confirms why organizations struggle when it comes to creating strong cultures where employees are encouraged to contribute their best thinking. Learn proven models and tools that leaders can apply throughout all levels of the organization, to reengage and motivate employees. Understand best practices from companies around the world and learn how to apply these strategies and techniques in your own organization. |
| dealing with a disruptive employee: Managing in the Middle Robert Farrell, Kenneth Schlesinger, 2013 Fully a third of all library supervisors are “managing in the middle:” reporting to top-level managers while managing teams of peers or paraprofessional staff in some capacity. This practical handbook is here to assist middle managers navigate their way through the challenges of multitasking and continual gear-shifting. The broad range of contributors from academic and public libraries in this volume help librarians face personal and professional challenges by Linking theoretical ideas about mid-level management to real-world situations Presenting ways to sharpen crucial skills such as communication, productivity, delegation, and performance management Offering specific advice on everything from supervision to surviving layoffsBeing a middle manager can be a difficult job, but the range of perspectives in this book offer strategies and tips to make it easier. |
| dealing with a disruptive employee: Winning Well Karin Hurt, David Dye, 2016 800CEORead Business Book Award in Management and Workplace Culture You CAN love your job again. It can feel like a rigged game. Executives set aggressive goals, so managers drive their teams to burnout trying to deliver. Or, employees seek connection and support, so managers focus on relationships . . . and fail to make the numbers. The fallout is stress, frustration, and disengagement, and not just among team members-two-thirds of managers report being disengaged. To succeed, managers cannot choose between results and relationships. They need both: They must get people to achieve while creating an environment that makes them truly want to. Winning Well offers managers a quick, practical action plan-complete with examples, stories, and online assessments. They will learn how to: Stamp out the corrosive win-at-all-costs mentality * Focus on the game, not just the score * Reinforce behaviors that produce results * Sustain energy and momentum * Correct poor performance without drama * Build productive relationships * Be the leader people want to work for Today's hypercompetitive economy has created tense, overextended workplaces. Keep it productive, rewarding, and even fun with this one-stop success kit. |
| dealing with a disruptive employee: Managing Disruptive Change in Healthcare Arnold D. Kaluzny, Donna M. O'Brien, 2015-07-15 Healthcare faces unprecedented global challenges. Rapid advances in genomics, computational sciences, and technology -- as well as the new focus on value-based care and an increased trend toward healthcare commercialization -- represent disruptive changes to an already-fragmented delivery system. The healthcare establishment has been slow to adapt, and now faces rising cancer-care costs and lags in outcome improvement and genomically informed interventions. Managing Disruptive Change in Healthcare codifies the US National Cancer Institute's lessons from utilizing a public-private partnership with community hospitals to navigate the change needed to increase patient access to high-quality cancer care, and enhance hospitals' capacity to conduct and support research initiatives. The treatment of complex diseases requires a delivery system capable of translating scientific advances into care that is coordinated across the full continuum; this book offers a blueprint to just such an infrastructure. |
| dealing with a disruptive employee: The Enemy of Engagement Mark Royal, Tom Agnew, 2011-10-28 Lack of employee engagement is a major issue facing businesses today--one that, while not always the result of mismanagement, is within a leader’s control. According to a study by the prestigious Hay Group, depending on the industry, between one-third and one-half of employees report work conditions that keep them from being as productive as they could be. The Enemy of Engagement gives managers powerful new insights and research-based tools for ensuring their teams are both willing and able to make maximum efforts. Packed with the Hay Group’s latest research findings, this invaluable resource helps leaders enable their employees to radically improve their productivity and, ultimately, experience unapparelled success. You’ll learn how to uncover the hidden impediments to performance--including excessive procedures, lack of resources, and overly narrow roles--and the proven solutions for eliminating them.Don’t allow organizational obstacles to prevent dedicated workers from achieving their peak potential. By discovering what you can do to equip and elevate your employees, you’ll unleash the full potential of your team. |
| dealing with a disruptive employee: Entrepreneurship and Digital Transformation: Managing Disruptive Innovation in a Changing Environment Víctor Jesús García Morales, Aurora Garrido-Moreno, Nigel Lockett, Rodrigo Martín-Rojas, 2022-02-02 |
| dealing with a disruptive employee: No Ego Cy Wakeman, 2017-09-19 New York Times bestselling author and leadership trainer says: Getting your employees to do their work shouldn't have to be so much, well, work! |
DEALING Definition & Meaning - Merriam-Webster
The meaning of DEALING is method of business : manner of conduct. How to use dealing in a sentence.
DEALING | English meaning - Cambridge Dictionary
DEALING definition: 1. the activity of selling illegal drugs: 2. the activity of buying and selling shares, or a sale…. Learn more.
165 Synonyms & Antonyms for DEALING - Thesaurus.com
Find 165 different ways to say DEALING, along with antonyms, related words, and example sentences at Thesaurus.com.
Dealing - definition of dealing by The Free Dictionary
Define dealing. dealing synonyms, dealing pronunciation, dealing translation, English dictionary definition of dealing. n. 1. dealings Transactions or relations with others, usually in business. 2. …
dealing noun - Definition, pictures, pronunciation and usage notes ...
Definition of dealing noun in Oxford Advanced American Dictionary. Meaning, pronunciation, picture, example sentences, grammar, usage notes, synonyms and more.
Dealing Definition & Meaning | Britannica Dictionary
DEALING meaning: 1 : the actions that are a main part of the relationship between people, groups, organizations, etc. social or business interactions often + with; 2 : a way of behaving …
What does dealing mean? - Definitions.net
Dealing generally refers to the act of conducting or managing a certain type of business, trade, or transaction. It can also mean the manner in which one behaves or interacts in various …
Dealing - Definition, Meaning & Synonyms - Vocabulary.com
Whether you’re a teacher or a learner, Vocabulary.com can put you or your class on the path to systematic vocabulary improvement.
DEALING - Definition & Translations | Collins English Dictionary
Discover everything about the word "DEALING" in English: meanings, translations, synonyms, pronunciations, examples, and grammar insights - all in one comprehensive guide.
dealing - Wiktionary, the free dictionary
Mar 3, 2025 · dealing (plural dealings) (chiefly in the plural) A business transaction. One's manner of acting toward others; behaviour; interactions or relations with others.
DEALING Definition & Meaning - Merriam-Webster
The meaning of DEALING is method of business : manner of conduct. How to use dealing in a sentence.
DEALING | English meaning - Cambridge Dictionary
DEALING definition: 1. the activity of selling illegal drugs: 2. the activity of buying and selling shares, or a sale…. Learn more.
165 Synonyms & Antonyms for DEALING - Thesaurus.com
Find 165 different ways to say DEALING, along with antonyms, related words, and example sentences at Thesaurus.com.
Dealing - definition of dealing by The Free Dictionary
Define dealing. dealing synonyms, dealing pronunciation, dealing translation, English dictionary definition of dealing. n. 1. dealings Transactions or relations with others, usually in business. 2. …
dealing noun - Definition, pictures, pronunciation and usage …
Definition of dealing noun in Oxford Advanced American Dictionary. Meaning, pronunciation, picture, example sentences, grammar, usage notes, synonyms and more.
Dealing Definition & Meaning | Britannica Dictionary
DEALING meaning: 1 : the actions that are a main part of the relationship between people, groups, organizations, etc. social or business interactions often + with; 2 : a way of behaving …
What does dealing mean? - Definitions.net
Dealing generally refers to the act of conducting or managing a certain type of business, trade, or transaction. It can also mean the manner in which one behaves or interacts in various …
Dealing - Definition, Meaning & Synonyms - Vocabulary.com
Whether you’re a teacher or a learner, Vocabulary.com can put you or your class on the path to systematic vocabulary improvement.
DEALING - Definition & Translations | Collins English Dictionary
Discover everything about the word "DEALING" in English: meanings, translations, synonyms, pronunciations, examples, and grammar insights - all in one comprehensive guide.
dealing - Wiktionary, the free dictionary
Mar 3, 2025 · dealing (plural dealings) (chiefly in the plural) A business transaction. One's manner of acting toward others; behaviour; interactions or relations with others.
