by Jason Treu | Aug 15, 2018
You’ve probably heard or thought this before: “I’m so frustrated and annoyed. My boss (or someone else in your organization) doesn’t get it. I’ve tried everything to perform well and make them happy, but nothing is working. I’m exhausted, upset, and they just suck. Maybe I’ll have to quit or transfer to another team.”
75% of people quit organizations because of their managers, not the organization itself. Poor management is a very real issue. Only 10% to 15% of managers are self-aware, but 95% believe that they are. There are tons of other statistics that go along with this.
But how is that going to help you deal with someone challenging or problematic?
It’s not.
You are the problem. That’s right. It’s YOU not THEM.
Acceptance is the first step in the process. For people who have severe behavioral issues, they can’t change until they accept the current situation and what’s going on. The same goes for you.
You aren’t going to change your manager, colleague, skip-level boss or CEO the organization. You will also always have to deal with difficult people in any place you work.
How you manage yourself is the key.
You have to change. You only can control two things: your behavior/actions/feelings and how you react.
You can quit, but in many instances, that’s not the answer. Changing how you engage is.
Here is what you do (this example will focus on your boss, but it could be anyone)?
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by Jason Treu | Aug 14, 2018
What often looks like resistance by others is often a lack of clarity, understanding, and insight into a particular challenge or problem.
It’s a self-awareness problem that requires digging much deeper.
And the surface level or quick answer is usually the incorrect one.
For example, is the person not putting in enough effort because they don’t care or is it because they believe no one cares about them? Or both?
Are they not buying into being a team player because they are lazy/self-centered or is it because they don’t think anyone likes/cares about them? Or both?
by Jason Treu | Aug 13, 2018
What would happen if your biggest challenges were solved TODAY?
Ask yourself the miracle question.
Imagine a miracle occurs tonight to solves your biggest issue at work, what might this miracle be?
How is life going to be different now? Describe it in specific details.
What’s the 1st thing you are aware as you wake up in AM?
Sometimes we need to look at a challenge from a different angle/perspective.
Try it out!
PS: I ran across this concept in the book, Switch by Chip & Dan Heath.
by Jason Treu | Aug 10, 2018
Do you want to increase your bottom line, retain more employees, and increase your market penetration? Here’s why your company hemorrhaging cash by severely underperforming and how you can gain at least six-figures to your bottom line in six months if you can solve these three problems.
I’ve sat in all Forbes/Fortune Top Workplaces and they all can significantly improve. If that’s the case, imagine the upside for you.
Here’s the research to prove it to you:
- 65% of Americans would choose a better boss over a raise (i.e. more money isn’t the answer!).
- 75% of people quit because of a poor manager.
- 70% of employees are disengaged and don’t care.
- Replacement costs (and lost productivity) are 100%-300% of an employees salary.
How? Create a culture where people care. It’s that simple. You do that by getting people to share by asking vulnerable information and listening to what that person says. Then, you share back. That’s what the top 1% teams and organizations do. Psychology safety is the #1 determining factor for company performance. If you don’t have it, you aren’t high performing, period. Professor Arthur Aron found that in 45 minutes he could create the closest relationships in people’s lives with “complete” strangers.
Here is a free game (5,000+ people have played) I created that dramatically increases trust, engagement, productivity, and retention. This week, in only 90 minutes, three companies increased trust and employee closeness/caring by at least 20% (survey below). That’s a six-figure gain to the bottom line (at least). Plus, you create the environment where employees will grow, develop and stay significantly longer.
http://www.cardsagainstmundanity.com
by Jason Treu | Aug 6, 2018
We live in a culture that doesn’t want to deal with pain (hurt, failure, short comings, etc.) so it matastisides into blame and hate. It’s so much easier to cause pain than deal with pain.
It takes real courage and accountability to deal with your own pain.
