by Jason Treu | Jul 10, 2018
Here is what to do when you hate your boss at work (and how to turn it around).
Step one, I’m putting you on a no complaining diet. Here is why.
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 | Jun 14, 2018
“The workshop and game were excellent: the team was very appreciative of the event, and it kept coming up as one of the best experiences they’ve ever had. As a manager, that was great to hear. Throughout the following two days, we hosted some guests from other groups, and we asked them to answer random cards in front of the audience: some of their answers were surprisingly deep and instantly helped to establish trust between them and our teams.”
Alberto Grazi
Google’s Head of Americas Video Solutions Consulting
by Jason Treu | Jun 14, 2018
Testimonial for my Team Building Workshop at the Hispanic Chamber of Commerce in Fort Worth.
“Our group of ambassadors enjoyed your team building presentation and excited to try the game with their team/organization.
After having a conversation with Jason, I immediately felt like a friend of his. Jason is passionate about helping others not only reach organizational goals, but personal goals as well. As a recent college graduate, I am always seeking ways to grow as a young professional and Jason gives great advice on how to do so. I am excited to get my hands on Jason’s best-selling novel, Social Wealth.”
Jazmin Gutierrez, Business Coordinator, Fort Worth Hispanic Chamber of Commerce
https://www.linkedin.com/in/jazmingutierrez/
“Do you want to get to the next level? Jason’s Team Building Workshop will help you open doors in your life, that you never knew they were there! Thank you again for coming out this Wednesday. We are so excited to have you come out again.”
Sandra Garcia, Membership Coordinator, Fort Worth Hispanic Chamber of Commerce
https://www.linkedin.com/in/sandra-garcia-b896b9137/
by Jason Treu | Jun 7, 2018
Great day yesterday doing a session on self-awareness and emotional intelligence to increase performance, collaboration and innovation with the Houston-Galveston Area Council. We discussed how to remove blind spots and patterns that sabotage success, along with two questions that allow you to much more effectively and efficiently manage others, and manage your relationships.
Fantastic group of motivated and engaged individuals.
Also met with one of the top oil/gas companies and narrowing down a date for a workshop with Houston PRSA for October.
by Jason Treu | Jun 2, 2018
Team Building Exercise: Mad-Libs
According to all the recent data, including Gallup poll, employee disengagement is at an all-time high. Internal and employee surveys are not telling the whole story of what’s going on.
The organizations that spend time creating close connections through sharing activities are seeing significant productivity and performance returns. Creating psychological safety is the foundation on which all great teams are built. Without it, a team will be underperforming according to the research and my observations of more than 70+ teams.
For example, people who have their best friend at work perform 7x higher than the average employee in that organization. Also, people on teams who share more information about themselves perform higher.
Why? People who share more like the people around them more just by being able to open up.
Exercise:
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by Jason Treu | May 21, 2018
Maximize team performance (and all metrics) by getting people to care about each other. It trumps everything else. You can hire “b” players and be much farther ahead then if you have “A” players and people don’t care about each other.
The fastest way to increase revenue, profit, and satisfaction isn’t through training it’s through better relationships.
“The researchers found out what distinguished the ‘good’ teams from the dysfunctional one was how teammates treated one another. This was much more important than even if all the members were exceptionally bright.”
It starts with team building.
Get my free breakthrough game that 3,000 people and 50+ organizations (Google, Amazon, Microsoft, Oracle, PRSA Dallas, Interview Connections, etc.) are using, Cards Against Mundanity. It’s simple to play and comes with all the instructions. It takes five minutes to set up and delivers a huge ROI immediately afterward.
Here’s a testimonial from Google senior leaders on my workshop two weeks ago in NYC: “The workshop and game were excellent: the team was very appreciative of the event, and it kept coming up as one of the best experiences they’ve ever had. As a manager, that was great to hear. Throughout the following two days, we hosted some guests from other groups, and we asked them to answer random cards in front of the audience: some of their answers were surprisingly deep and instantly helped to establish trust between them and our teams.”
