The Self-Awareness Guy

How to Develop Self-Awareness

Team Building: Expectations and Workplace Relationships

Team Building: Expectations and Workplace Relationships


The leaders and employees I train frequently talk to me about not feeling like they connect with certain people in the workplace.  It’s almost as if they expect the other person to behave a certain way or read their mind.  This is a very common experience in workplace relationships: One person expects a certain kind of interaction while the other seems oblivious.  This dynamic leads to a lot of frustrated people and poorly functioning teams.

The difficulty arises when people hold on to their expectations even when they see repeated evidence that they will never get what  they want.  They hang on to their hopes for a long time waiting for something to magically change.  Expectations can easily become an obstacle to building positive workplace relationships because they expect things to go a certain way rather than working with what’s in front of them.

No amount of hope can change the course of your work relationships and you can’t wish your way out of a negative situation.  The only way you can introduce positive energy into your relationships is by taking action and doing things that change the patterns you’ve established.

Changing the way you do things is the only way to affect your situation.  No amount of hope or expectations can take the place of applying effective behaviors such as excellent communication, team building or problem solving skills.  The great news is that you can do things to change the course of your work relationships, it just takes some courage and taking action to move in a different direction.

Cheers,

Guy

It’s OK to Say No

It’s OK to Say No

An important part of self-awareness is allowing yourself not to do everything that people ask you to do. A lot of well-meaning individuals expend a great deal of energy doing things for others rather than remaining focused on their own goals. You get to decide whether you live your own life or someone else's. Saying no doesn't mean being rude, it's just letting people know what your limits and boundaries are.

Cheers,

Guy

Empathy and Diversity

Empathy and Diversity

One of the key skills that people building diversity programs can benefit from is empathy. This often-used but seldom-understood term is the underpinning of much of the practice of inclusion. It consists of a basic question, "What am I doing today to ensure that I fully understand how another person experiences the world?"

We have a limitless capability to understand others but it requires self-awareness and the ability to put our own experience of the world on the shelf, stand back and enjoy learning about other human beings. People run into challenges when they see diversity as a necessary evil and then proceed to ram their own ideas down each others' throats. Everyone stands around pontificating about how it should be but nobody stays still long enough to really get to know someone else.

Ask yourself the following questions next time you are building any kind of diversity initiative for your business, organization or in your life.

1. Do I fully understand what this person is thinking?

2. Have I removed myself completely from the equation?

3. How can I include the other person's beliefs/behaviors in my own life starting today?

4. What percentage of my time is spent listening to others?

5. What have I done today to boost inclusion and build diversity?

Diversity doesn't have to be a scary or foreboding concept. We can actually use it to become more open to ideas and can literally build a path toward innovation and greater collaboration. Those who practice these ideas benefit from moving beyond their own experience and harness the power of other people's experiences.

Cheers,
Guy

20 Ways to Tell Your Organization Doesn’t Value People

20 Ways to Tell Your Organization Doesn’t Value People

Proactive leaders "get it" about treating their employees well but I run across many others who don't share that perspective.  Many leaders and organizations tend to focus on the bottom line at the exclusion of everything else.  This leaves their employees struggling to keep up with ever-increasing demands to do more work in less time and at a higher level.  This has the predictable result of burning people out and creating unhappy workplaces.

I've found that organizations can be highly productive and support their employees but that approach isn't even on the radar in many workplaces.
Leaders and organizations demonstrate how much they value their people by the actions they take.  Here are 20 signs you might be valuing other things instead of your employees.

  1. You have high employee turnover.
  2. You give out commands but don't ask for feedback.
  3. HR is just a way to avoid lawsuits.
  4. People get shown the door quickly if they don't like company policies or go against the status quo.
  5. There is low morale and motivation and people seem unhappy.
  6. Productivity is low even though you've tried many things to increase it.
  7. Your employees shrug or look perplexed when you say, "Employees come first in this company."
  8. Your workplace is consistently more stressful than it has to be and it's affecting people's performance.
  9. Leadership doesn't listen to employees.
  10. Leadership makes unilateral decisions without seeking input from employees at every level.
  11. Information is hoarded at the top.
  12. There's little two-way communication between leadership and employees.
  13. Employees are viewed as expendable, as in, "There's more where she came from," or, "If you don't like it, I've got a hundred other people who could fill this job."
  14. You offer very few opportunities for advancement.
  15. Limited or non-existent training and educational opportunities.
  16. You say things like, "At least he's got a job," or "I'm providing jobs for people," to justify a less than wonderful work environment.
  17. Touchy-feely is a bad word in your organization.
  18. Diversity is a scary and contentious concept in your workplace.
  19. You notice chronic ongoing conflict between employees.
  20. Lack of benefits for employees.

These types of behaviors happen all the time in innumerable workplaces.  The remarkable thing is that many leaders seem to think that it's the only way to run an organization.  Thankfully, we now know that we can create thriving and highly productive organizations while treating our employees well the moment leaders choose to do so.  What do you do to make sure your employees feel valued?

Cheers,

Guy

10 Real-World Examples of Diversity

10 Real-World Examples of Diversity

A lot of people ask me for examples of diversity, here are ten real-world ones:

  1. Different life experiences.
  2. Believing different things.
  3. Having different talents.
  4. People from different socio-economic backgrounds.
  5. People who look different from one another.
  6. Various educational levels.
  7. Different ages.
  8. Speaking different languages.
  9. Different genders.
  10. Different sexual orientations.

The key to thinking positively about diversity is to have the self-awareness to realize that, although not everyone is the same, each individual brings an exciting set of thoughts, life experiences, and talents to the table. When you add all these varied characteristics up and use them to build up your organization, you'll be stronger and have a larger pool of resources at your disposal.

The trap many people fall into is thinking that diversity is scary or will force them to change in some negative way. I like to think of diversity as all the amazing range of talents and perspectives people possess that can make an organization much more agile and dynamic. What examples of diversity would you add to the list?

Cheers,
Guy