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Excerpt of Jill Geisler Podcast What NOT to Say at Work

Jill Geisler is an expert in leadership and management who in June 2012


wrote a book titled, "Work Happy: What Great Bosses Know". She developed
and led The Poynter Institute program on leadership and management
programs and continues to teach and coach leaders worldwide.

Together with Poynter Institute, in 2010, they launched "What Great Bosses
Know" an audio podcast channel on iTunes U to share practical leadership
lessons. iTunes users can easily download past individual episodes and even
subscribe to the the podcast channel to receive new recordings regularly.

Later in July 2012, Geisler wrote a column in Forbes WomensMedia titled,


"Talking Yourself Into Trouble, Boss: Things Not To Say At Work", the 4
minutes podcast episode have a shorter title, "What NOT to Say at Work"
was released at the same date.

As a leader, here are some phrases that draw cringes from colleagues (and
leaders should try to avoid):

1. "Do it because Im the boss and I said so."


It's such a bad management mantra that abusing power of one's title instead
of earning respect of leadership. Colleagues will become reluctant to share
their ideas and become too adherence to what the boss wants.

2. "I dont care if people like each other around here, as long as we get work
done."
Undermining the human aspect of management and putting to much focus
on results would eventualy affect team work, degrade team performance and
taint your reputation

3. "Its not personal; its just business."


Delivering bad news to a human being will always personal, wordings can
become too harsh or even cold, try to deliver bad news or critics in humane
manner.

4. "Were all a big family here. People love working here."


There's a different between what the boss claim and what the employee
says. What the boss claim would be considered as self-serving marketing and
will lack of authenticity, in contrast, bossses should quote the judges -their
employee, to promote it positively.

5. "I wouldnt give a choice assignment to someone who doesnt come to me


and fight for it."
Such attitude fails to embrace various personalities in a team. Brilliant
introverts might be undermined by this kind of situtation. Bosses should
instead start conversations to bring new and better ideas.

6. "Its just the way I am; people should deal with it."
Emotional Intelligence experts acknowledge that the person is self-aware of
their weaknesses/shortcomings but fails to do self-management. Demanding
staff to endure and responsible for the boss shortcomings.

7. "What do you mean, you have to check with your spouse before saying
yes?"
Consider that your staff is simply trying to maintain a work-life harmony and
believe that consulting to their spouse before deciding work change is an
important matter to them.

8. "Social media? No thanks. Why the heck does anyone care about what
somebody had for breakfast?"
Staff who understand contemporary marketing, networking and customer
management will consider you as impeding progress and even stubborn.

What is expected? Say the right thing, the right way. Avoid weasel wording
that understate impact or responsibility. Own it up.

After all, theres one statement people really DO want to hear from the boss,
provided its specific, sincere, and signifies real change. Its this:

I was wrong and Im sorry.

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