September 9 -2008 Contents - Updates, small business book complete,
freebies, nasty people at work
In this Issue:
1)News
2)Things Not To Miss
3)Feature - People Who Don't Play Fair in the Sandbox - How to Keep
Them From Throwing Sand at You
I was hoping to be able to have some new material I'd been planning on
writing for inclusion in this issue, but I have a throat ailment,
which makes it impossible to talk, but is creating sufficient
discomfort at this moment that I have to take it easy. In any event,
we'll cover some excellent free materials available on the web that we
recommend you take a look at and an article written be someone else on
a subject dear to my heart- dealing with pain in the butt coworkers.
We (Robert Bacal and Nancy Moore) are happy, and relieved to have
completed the manuscript for Perfect Phrases For Managing Your Small
Business (title may be revised), to be published by McGraw-Hill.
Original publication date was in October, so we'll have to see. We're
going to be publishing brief excerpts from the book on our small
business resource center at http://smallbusiness411.org/ which we are
still building. We'll let you know when there's something significant
there to read, so you can get a feel for the book.
We've been quietly cleaning up our data bases of articles on work,
customer service, performance appraisals, planning, etc to ensure that
we remove as many bad links as possible, and that your user experience
is enhanced. And, we've resumed adding the best material available
free on the web to these databases, and will be continuing that at a
greater speed. Here's the major topic areas followed by the website
address. There's more but the one's below are where we are focusing
our attention right now.
Work and Personal Development http://articles911.com
Leadership http://www.work911.com/leadership-development/index.html
Strategic, Business, Financial Planning http://work911.com/planningmaster/index.html
Customer Service http://customerservicezone.com/
Performance Management, Appraisal, Improving Performance
http://performance-appraisals.org
Training and Development http://www.thetrainingworld.com/index.shtml
FREE Things Not To Miss or We Recommend...
IMPORTANT. The publications listed below are only available for short
periods of time. If something interests you, grab it NOW.
ENGAGING WITH THE NEW ELEARNING is a paper from Adobe of interest to
anyone involved in developing or working with elearning on the
delivery side. It focuses on techniques to make elearning interesting
and engaging, and to increase the number of people who actually finish
elearning based courses. http://workhelp.tradepub.com/c/pubRD.mpl?sr=oc&_t=oc:&pc=w_ado12
Are you in HR or recruiting. Or in management. Talent Management in a
Down Economy is available and is described as follows:
Talent management in a low growth economy offers new opportunities—
especially internal mobility, performance management, and quality of
hire—to deliver significant business performance benefits in the midst
of financial constraints. Citing historical data and demographic
trends, this paper dispels misconceptions that HR's focus is narrowed
when markets decline. http://workhelp.tradepub.com/c/pubRD.mpl?sr=oc&_t=oc:&pc=w_tale06
The Alignment-Focused Organization: Bridging the Gap Between Strategy
and Execution addresses the issues that impede the execution and
application of strategy and planning. http://workhelp.tradepub.com/c/pubRD.mpl?sr=oc&_t=oc:&pc=w_sapx86
Here are a few more of interest to small business or others involved
in marketing.
The Importance of Blogs in Your Marketing Efforts: This White Paper is
written for marketers and explains why Blogs should be a part of every
marketing campaign in 2008. http://workhelp.tradepub.com/c/pubRD.mpl?sr=oc&_t=oc:&pc=w_more05
10 Critical Elements for a Successful Google AdWords Campaign: We use
adwords, or attempt to without a great deal of success, and I`ve just
applied to receive this white paper, since I think most of us can use
any help we can get understanding online marketing. Here`s the
description, and I hope to review it next time if it`s still
available.
http://work911.tradepub.com/c/pubRD.mpl?sr=oc&_t=oc:&pc=w_more04
Feature Article:
People Who Don't Play Fair in the Sandbox - How to Keep Them From
Throwing Sand at You
By [http://ezinearticles.com/?expert=Teresa_Miller]Teresa Miller
You recognize them... Folks at work who spend their time manipulating
circumstances and people to promote their own interest usually at the
expense of someone else. I call them folks who don't play fair in the
Sandbox. Sandbox saboteurs are easily recognized because they thrive
to appear more important, knowledgeable, and necessary then anyone
else. They float from office to office spreading half truths about
others, discrediting their coworkers, and even attacking you in an
effort to promote opportunity and recognition for themselves. Sandbox
bullies don't have any authentic credibility. They are typically not
well liked but their behavior is tolerated and even at times subtly
supported either through silence or participation by the best of us.
They work very hard to destroy the reputation of others to enhance
their own status. Sound like anyone you know?
Unfortunately in the twenty plus years that I was in management, I
have witnessed this behavior more times than I care to think about. In
talking to my professional colleagues over the years apparently my
company was not special. The workplace saboteurs have found their
place in companies across the country.
Sandbox saboteurs are typically folks who seek the limelight they want
attention, recognition, and favorable reviews. Isn't that what we all
want to some extent? However the difference is most of us would not
seek this recognition at the expense of others. Psychologists
attribute their choice of behavior to low self esteem. "I feel better
if you feel worse." In order to be successful at their games saboteurs
need willing participation from others. The key to diffusing this form
of workplace terrorism is not to participate.
So how does an individual keep their career on track and not get
derailed or distracted by the antics of these workplace saboteurs who
haven't found good therapists. Here are some methods that will
artfully diffuse the manipulators and to keep them from throwing
anymore sand at you.
The next time the manipulation begins in the form of a discrediting
remark or gossip refuse to fuel the fire. No matter how tempting it is
to fan the flames. Remember their interests are self centered and mean
spirited they tear others down and then go to others and tear you
down. They are equal opportunity terrorists. One way to discourage
this behavior that works is to turn every comment they make about
someone else into something positive. For example the saboteur may
say: "Well as usual Geri could not complete the project so I had to do
it." A good response for this is "That's great I'm sure she
appreciates it and will do the same for you in the future." Putting a
positive spin on the saboteur's negative comments works to send a
message that you don't choose to engage in negative talk about someone
who is not there to provide a defense.
Another way to diffuse the power of workplace manipulators is "to get
the devil with his own pitchfork." I am not recommending resorting to
their tactics but putting the pressure back on them to stop the
behavior is appropriate. For example the work place saboteur
approaches you and says "I heard that Sabrina is on the company's hit
list, they are getting rid of her it's just a matter of time." Once
they drop the bomb respond with a question. "By telling me how is that
helping her situation?" I assure you they will refocus their energy by
trying to explain, apologize, or quickly excuse themselves because of
embarrassment.
What about statements they make that are derogatory aimed at you or
someone else? I am glad you asked that question. A statement like "I
know you meant that to be helpful," or asking them what value they get
out of making derogatory comments about others would discourage future
comments. A way to pose this would be "I am curious why you feel it's
necessary to share that with me?" "Or what would you like me to do
with that information?" All or these comments will give the saboteur a
polite yet sharp reminder that their game is not appreciated by you
and you don't want to play.
Your unwilling participation in their efforts to promote their own
agenda makes sure the undesirable behavior is short-lived. It does not
stop them from moving on to someone else who is not as savvy and
aware; but it does allow you to keep your distance from negative
influences in a professional manner. The workplace is filled with
professional pitfalls this one easily and wisely avoided
Depending on your style one of these statements may be more acceptable
for you than the other. These tactics have discouraged workplace
manipulators and sand box saboteurs from creating sandstorms in my
life. Although it may take a few times and some subsequent
reinforcement they eventually get the message and leave you out of the
mix because they see you as not playing fair in their sandbox.
Teresa Miller is a Certified Life Coach Speaker and Trainer and spent
over twenty years in management motivating and empowering others. She
continues using her talents through her business T~Empowerment
Coaching where she specializes in coaching and empowering women visit
her at http://www.t-empowerment-coaching.com
Our Sites:
Just a quick summary of our sites that have information on the
following topics:
Leadership Resource Center: http://work911.com/leadership-development/index.html
Communication Resource Center: http://www.work911.com/communication/index.htm
Conflict (both workplace and family) http://conflict911.com
Business, Strategic and Personal Planning: http://www.work911.com/planningmaster/index.html
Performance Management & Appraisal: http://performance-appraisals.org
Customer Service: http://customerservicezone.com
Our Main Site: http://www.work911.com
Multi-Purpose Articles Database: http://www.articles911.com
To new subscribers: The work911 newsletter is published no more than
once a week (but usually no more than once a month) and contains
articles on all things work related, and contains other work related
resources, and updates about our sites, and their contents. Past
history indicates we publish about every ten days. Subscribe at
http://work911.com/newsletter.htm
Don't forget that you can access free, useable previews of over twenty
of our books and helpcards at:
http://www.work911.com/products
and that we continue to offer special freebie offers and discounts to
our newsletter subscribers!
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