Category Archives: Professional

The Professional – All That Yakety Yak – How to Handle a Talkative Colleague

June 27, 2025 By in Professional Tags: , , , , , , Leave a comment
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You simply are not allowed to speak your peace or offer insight. In vain, you attempt to conjure the right words, but you are cut off or talked over. Sometimes, the other person is just talking a mile per minute. From time to time, you may encounter a belligerent colleague that just will not allow you to get a word in edgewise. You may also encounter a verbose colleague that monopolizes all of the oxygen in the room. The atmosphere may be tense, and they are determined to drive their point. You may feel frustration or exasperation. If you experience either scenario, please feel free to use the following sentences: You have to give me the opportunity to speak. If we are going to have a constructive conversation, and have a meaningful exchange of opinion or ideas, I must have the opportunity to add to the dialogue.

Now, everyone’s situation is going to vary, so I would humbly suggest you take my recommended verbiage and tailor it to fit your own specific circumstances. Your delivery should be calm, reserved, and definitely firm. Your tone should be serious. It should be worth noting that you may need to reiterate your point a few times. Some individuals will attempt to argue you into the ground. You must remain married to your talking points and not stray off course. And if you still cannot get a word in – terminate the conversation. There is no need to talk in meaningless circles. Your parting word should be your last word. And your parting word should look like the following: When you are prepared to have a substantive discussion, and I am an active participant, we can certainly reconvene the conversation. Have a nice day.

The Professional – Shut Em Down – Prevent Your Next Team Meeting from Becoming a Workplace Battle Royale

June 25, 2025 By in Professional Tags: , , , , , , , , Leave a comment
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When a team meeting begins an unexpected downward spiral into chaos and negativity, as a leader in management, one must never hesitate to utilize one’s authority to shut it down – immediately. And as a leader with direct reports, managing a medley of personalities can be quite challenging. Naturally employees will have team disagreements; that is to be expected as no two individuals are exactly alike. However, when difference of opinion devolves into disruption and disrespect, the resulting disorder can adversely affect team productivity and morale. Being a leader, one must have the foresight to identify potential conflict and strategically diffuse the situation before it escalates. The power of foresight can only be attained through hardened experience; there is no course or training that will prepare you for the variables of human behavior. I have endured through trial and error. I want to share some of my insight with you. Here are a few warning signs that your meeting may fly off the rails.

  • First of all, well, your silent alarm should be blaring when a colleague starts their sentence with “first of all”. Said colleague is about to launch into a lengthy diatribe complete with examples and key grievances – bullet point by bullet point.
  • A leader must be cognizant of inflammatory language and trigger expressions. When a colleague starts using accusatory language with a belittling tone, the recipient of the incoming fire will become defensive and will most likely reciprocate the sentiment. You never, you always, you should, or why don’t you are leading subjects generally delivered in a chastising manner. Calling attention to another colleague’s faults and errors, either aggressively or passive aggressively, is extremely toxic to the work environment. When a colleague’s work ethic or performance is being critiqued in full view of the entire team – by a non-leader – it will not be received kindly.
  • Everyone makes mistakes. Be leery of the colleague that chastises fellow employees while presenting themselves as the paragon of work perfection. And this self-appreciation is usually contrasted with a fellow employee as described in the previous bullet point.
  • When colleagues constantly interrupt one another and talk over each other, they are effectively ineffective with their listening comprehension.
  • A leader must also be aware of body language. The folded arms, the scowl, the pursed lips, the heavy sighs, the eye rolls, and I could go on and on.

So, as a combustible cauldron of chaos is being stirred with hostile intent, it is your duty to quell any disorder before it explodes into professional bedlam. What we do not want is a Lord of the Flies scenario in the workplace. So, what do you do? First, you must be calm and measured. You must be the voice of reason and pragmatism. Sensing potential conflict, you must insert yourself between quarreling colleagues to prevent them from launching verbal missiles at each other. Your voice must be the most dominant in the room. And dominant does not mean yelling. It should be firm, resolute, and steady. Table the discussion and direct the team that any unresolved issues will be taken offline. You should assert that bickering does not add value and is not constructive usage of everyone’s time. And when all else fails, remember as a leader in management, you can leverage the power of corrective action. Correction actions can be a pain to implement, but allowing discord to fester can quickly disrupt team dynamics. Shut it down as soon as the opportunity presents itself.

The Professional – Just for the Record – Why Documentation is Required Practice When Managing People

December 29, 2023 By in Professional Tags: , , , , , , , , , , Leave a comment

wp-1703802505364293885935194685955If I may offer some gentle advice to any new manager or supervisor: document, document, and document. And if you are a veteran leader in people management, but have mistakenly failed to perform this required practice, well, it would behoove you to document, document, and document some more immediately. Trust, an otherwise quaint work environment can become as brutal as Game of Thrones at the drop of a dime. The emergence of deceit, politics, jealously, power struggle, manipulation, and outright hate would make Cersei Lannister a proud, blushing queen. Managing a wide array of unique personalities, you can trust that at some point a colleague is going to come at you sideways. And in the event when that occurs, it is paramount that you are appropriately armed with receipts. I am speaking about recorded documentation of events and conversations that can confidently address any allegation, accusation, denial, work violation, so on and so forth.

A comprehension record of critical incidents at work is vital, especially if human resources need to be involved in a delicate situation. Let me be perfectly clear, documenting either issues with productivity or behavior should not be utilized with the intent to terminate any employee. Rather, the purpose documentation is to articulate a clear timeline of events, set clear expectations of job performance, and ensure that everyone has the same knowledge of company policies, procedures, changes, upcoming events, etc. It is all about communication with the colleague. Unfortunately, it is also to protect yourself in case a colleague decides to go full Petyr Baelish (Littlefinger) on you – manipulating both facts and people to bring about your downfall. Nope, you have to go full Sansa Stark and start running those receipts until they have no room to wiggle out of their deceit and treachery. Alright, enough Game of Thrones callbacks, here are a few reasons why it is important to keep detailed notes when in the role of management.

  • E-mail timestamps are a beautiful thing to behold. It captures the date, time, and any recipients that have received the electronic transmission of important information. This electronic signature can be invaluable when someone attempts to muddy a timeline of events or outright deny something occurred. And to take it up a notch, configure the e-mail to request a Read Receipt, which notifies you when your e-mail has been delivered and opened by the receiver. Save that Read Receipt if ever a dispute arises with anyone revising history.
  • If you are communicating directly with a subordinate, and the conversation begs for a second set of eyes, blind copy your immediate leadership so they are aware of any worthy communication that should be captured. You never want your boss to be blindsided by a situation if a colleague decides to go rouge and torch the entire department. Your boss does not necessarily need to act on the matter. This exercise is merely a courtesy heads-up for awareness.
  • The work environment can be hectic with an ever-changing landscape of policy and protocol. Therefore, if you find yourself leading a team huddle or meeting, it would be wise to assign the task of taking minutes to a colleague so it can be distributed via e-mail (there’s that timestamp again). This is a step to make sure everyone is on the same page. However, you will STILL have that one employee that will deny they were told anything. Luckily for you, those minutes are a timestamped record that they were duly informed. And if not taking minutes, jot down a brief summary of the team discussion and e-mail accordingly.
  • You would be performing a great service to yourself, because even if you don’t have it committed to memory, understanding the company’s mission and vision should help guide your management style as a leader. Copy and paste that company doctrine and slap it on a desktop sticky note. What does that have to do with document, document, and document? Because, if the situation ever calls for corrective action (either verbal or written), you should be armed with HR policy and procedures at the ready to deliver to an employee. Used in tandem with the knowledge of the mission and vision, you should be able to confidently deliver any appropriate corrective action with the company’s own language in black and white. And by the way, even “verbal” corrective actions should be documented.
  • On the topic of corrective action, omit any personal feelings or opinion on the employee matter. Rather, speak specifically to either employee behavior or productivity in regard to how they are not aligned with the company policy or protocol. Focus on areas of opportunity for improvement. In regard to either behavior or productivity, there should not be any surprises, as a manager should keep the employee informed of both. A detailed capture of any check-ins/reviews should be provided to the employee.
  • Does your company utilize a messaging software platform such as Microsoft 365 Teams? If so, well yes, those communications should be captured and filed away in another application such as Microsoft 365 OneNote. If that is not available, you can go the old-school route and file it away in a desktop folder. And you can be extra cautious by printing out any communications and filing it away in a physical folder – in a secure location of course. Whatever internal messaging platform your company is using; this can be an excellent way to document any important information that should be noted.
  • Every situation will not need an immediate corrective action. However, it is important to take notes that detail an ongoing situation. Email those notes to yourself so that the date of the occurrence is recorded and timestamped. If you find yourself in a tense situation with a colleague, state that the present behavior does not align with company or department policy, indicate you will be discussing the situation with upper management, and if further action is required you will be in contact. And then kindly excuse yourself from the interaction. Immediately record the event while still fresh in your memory but give yourself time to cool off if you are rattled or out of sorts emotionally. It is tough, but remember, you simply need to record the occurrence and utilize company/department policy to support your recommendation (if any) for corrective measures.

The Polished Professional – The Man in the Mirror – Three Toxic Behaviors That Can Stop Your Career Advancement

November 15, 2023 By in Professional Tags: , , , , , , Leave a comment

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Hit dogs are probably going holler when they read this post. The purpose is not to offend; rather it is to enlighten. Because unfortunately, someone is currenting sabotaging their career right now with negative behavior. I just want to point out possible blind spots. Self-awareness is defined as having an understanding of your own thoughts, feelings, values, beliefs, and actions. For the purpose of this entry, the concentration will be on one’s actions, specifically in the work environment.

As an employee navigates the challenging terrain of the workplace, it is crucial to acknowledge and accept that one’s behavior has a direct influence over one’s career path. Therefore, a lack of self-awareness potentially deprives one of opportunities to identify areas in need of improvement and recognize how people around you react to your work ethic. Sometimes you really need to read the room. Have an honest conversation with yourself, do any of the points below describe how you act in the office? It just may be the reason why your career is stifled. Continue to read.

  • As an employee, you expend more time and energy attempting to exploit loopholes in company policies or undermine the organization as a whole by questioning every leadership directive out of spite. Being a staunch admirer of your own intelligence and skill; the sole goal is to outsmart the company or voice vigorous dissenting opinions – striving for maximum professional bedlam. Well, congratulations because you have officially branded yourself as either untrustworthy or cantankerous – maybe even both. And while your actions may not rise to the level of immediate termination; don’t expect career advancement any time soon. You are proving you do not align with the organization’s mission and vision. You do not add any value. And worst yet, you are most likely an exhaustive drain on leadership and your peers. And eventually, you just may be shown the door.
  • Your business is minding the business of your peers. And you never saw a bus too small to throw someone under. Yes, you are that type of employee that everyone despises. You are the type of employee that discloses private business offered to you in confidence. Your favorite hobby is snitching on fellow coworkers because you believe it elevates your status or perhaps you extract jollies from getting others in trouble. Sure, leadership may love gleaning valuable intelligence from their favorite informant, but trust, they will never elevate you above your current station. Your backhanded duplicitous nature does not exactly scream team player or leadership material. You lack respect from leadership and coworkers alike. You’re only useful at being used, and that is not position you should desire.
  • There is a clear distinction between being a righteous advocate for oneself and being a victim. Now, before everyone jumps all over me, yes, there are valid injustices in the workplace. And those occurrences should be identified and addressed accordingly. However, if you are repeatedly crying wolf absent supporting evidence & documentation to validate your assertions, your claims will lose credibility with each passing allegation. And honestly, the sad part is the aggrieved party knows full well that their grievances are without merit. Attention, good or bad, is still attention. Nevertheless, spoiler alert, no one likes drama. Work is already stressful. No one wants to welcome even more. Perhaps something more nefarious is afoot. Regrettably, perhaps it is just another ploy to work an angle for personal gain and subvert the system. This ties to the first bullet point above; lack of integrity and honesty is a surefire way to stall career advancement.

I understand there may be exceptions to the examples I listed above. However, odds are not in your favor if you embody any of the traits discussed here. Every now and again, one has to look in the mirror and determine if they are the source of their work problems and stagnant career. It may be difficult to confront yourself, but your growth and development will benefit in the long run.

The Polished Professional – 5 Utterly Fantastic Ways to Flub a Job Interview

April 19, 2023 By in Professional Tags: , , , , , , Leave a comment

Do you despise the mere thought of working? Do you enjoy unemployment, but outside forces beckon you to peruse Indeed? Do you want it to seem as if you are searching, but secretly you want to botch the next interview? Well friend you are in the right place. I kid, I kid. Today, I am here to assist you in your job hunt. And today, I want to make sure you are not committing any terrible offenses in your job interview. To be sure, interviewing for a job can be an extremely stressful experience. It is an audition of sorts for meaningful employment. The stakes are indeed high, and there lies a myriad of ways a candidate can effectively blow an interview. In this post, I won’t painstakingly state the blatantly obvious. The obvious? Well, for starters, showing up with Jack Daniel’s seeping out of your pores, slurring your speech, and stumbling about the premises.

A word to the wise: Calm your nerves with an adult beverage of choice AFTER your interview. Trust me, you will thank me later. No, today I offer advice regarding unforced errors you may be committing as seek your dream job. Well, perhaps, not exactly your dream job. Regardless, you don’t want foolish mistakes standing between you and a coveted paycheck. Now, this is just the opinion of a man that has interviewed hundreds of job seekers. Nevertheless, it is my sincere hope that you are able glean some wisdom from the advice below.

  • As a potential employee interviewing for a job, it is simply idiotic to express or voice prejudice toward individuals based on characteristics such as race, gender, age, or sexual orientation. Trust me – it occurs. Strong opinions regarding your previous employer outsourcing your job offshore to individuals with limited English – keep it to yourself. If working with the opposite sex elicits acrimonious feelings deep within your soul – keep that under wraps. Proudly waving the flag, representing your generation of workers – don’t deride others as you bathe in your own greatness. In a job interview, you must not assume the interviewer(s) belong to your tribe. And to be honest, if you belong to any of the aforementioned tribes, you might want to practice some self-examination and refine your core values.
  • As a supervisor that has interviewed hundreds of job candidates, I prefer my time not totally wasted. So, showing up to an interview totally unprepared is not acceptable. To be perfectly clear, I am not referring to any form of anxiety that may intrude and potentially derail your interview. A case of the nerves is understandable, and nervousness may present as being unprepared. However, a seasoned interviewer should be able to discern the difference. What does an unprepared candidate look like? An unprepared candidate cannot recite their work history clearly, they do not understand the basic requirements & responsibilities of the desired position, and they display a lack of genuine curiosity regarding the company or job itself – outside of salary and paid time off. Do the homework. Granted, you don’t need to recite the full history of the company itself. However, ensure that you adequately educate yourself regarding the company’s mission and vision, as well as the core responsibilities of the position itself.
  • No company wants to hire a malcontent. Sure, a candidate may be able to pull a fast one and mask their discontentment from the hiring manager(s). Nevertheless, there are individuals that are terrible poker players and show their hand straightaway in the interview. They launch headfirst into the interview on fire. Unabashed and unfiltered; they proceed to complain, name, shame, and blame. Oh yes. They name-drop previous or current management figures they despise. They blame and shame colleagues they hate. And they complain about company culture & policy whilst eschewing accountability and growth. Fantastic. Seriously, with those factors working in your favor, who wouldn’t want to hire you? The company you are aspiring to work for – that’s who.
  • So, we have established that a bad attitude toward previous or current employment will hinder a job opportunity. Now, let us talk about how a bad attitude directed at the hiring manager(s) is also a foolish, if not bold approach to a job interview. Yes indeed, a sure way to tank an interview is to stroll into a room with a cantankerous, condescending, or arrogant demeanor. Being the subject matter expert that you proclaim; you talk over the interviewer, force answers before a question is even finished, and even project an unpleasant attitude if the series of questions or details about the job annoy you. You might as well fold your arms, kick your feet up on the table, and beckon the hiring manager(s) to bow before your greatness. No worries superstar – you won’t receive the opportunity again.
  • If you are interviewing for a job, it is best to remember that honesty is the best policy. Misrepresenting one’s qualifications and work history will turn a first impression into a last impression. Now, you may be wondering how an interviewer would be able to know a candidate is being dishonest. Well, an experienced interviewer will be able to see through the facade of fanciful lip-service and grandiose declarations. An experienced interviewer should be able to discern a verbal hustle by deploying probing and follow-up questions to a candidate’s previous answers. It is no different than spotting any liar that will dance around an issue and never answer a question directly. You may believe you are being sly, but do not be surprised if that job offer eludes you. Sure, there are individuals that may be able to hustle their way to a level of success. However, you are only performing a disservice to your professional growth and development. And sooner than probably later, you will have to account for your deeds.

The Professional – It’s a Sabotage – 5 Simple Ways You’re Undermining Your Career

November 3, 2022 By in Career, Life, Professional Tags: , , , , , , , , Leave a comment
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I have been exceedingly blessed with just over twenty-one years of work experience; nineteen years employed by the same company. I am truly thankful and gracious to experience such longevity. I have held a number of roles at various levels within the organization, and I have observed the varying degrees of success and failure of other colleagues. At this point, I am never surprised to see a colleague blame their lack of success on other individuals or the company itself. Now, I am not carelessly blind to the existence of professional barriers based on racial, gender, age, and sexual orientation discrimination. That is a topic for another conversation.

And while the aforementioned offenses could surely send a career down in flames; let us recognize other brazen violations that will not only severely hinder one’s career; it could get you terminated, sued, or perhaps even worse – sent to jail. Offenses such as sexual harassment, physical assault, theft, or NSFW material in the office will surely tank anyone aspiring an ascent up the corporate ladder. Today, however, I want to highlight 5 behaviors that aren’t so blatant. Well, maybe they are blatant. Still, you would be surprised that some individuals don’t connect these toxic traits to a sputtering or unfulfilling career.

5 Office Habits That Are Sabotaging Your Career

  • Gossiping – The professional environment should remain as such – professional. Yet many individuals behave as if they are still in grade school. To be sure, word does indeed travel fast – as does the identity of the individual spreading said word. Disseminating misinformation and/or disinformation is a good indicator that the person is not particularly trustworthy. Advancing your career could prove to be difficult if you develop a reputation for spreading inaccurate information, blatantly false information, or information that should otherwise be kept confidential. Leadership will be hard pressed to have an individual amongst the ranks that consistently leaks and spreads information to the detriment of the company.
  • Complaining – Straight up and to the point: No one wants to work with a malcontent. True indeed, misery loves company. However, misery needs to understand that the rest of us can do without your negativity and toxic attitude. Understand that your incessant complaining is draining and exhausting. Offering opposition absent any meaningful propositions is never constructive and adds zero value to the work environment. The malcontent only exceeds at dampening spirits, derailing productivity, and worse yet – spreading their toxicity to other employees. If presented with the opportunity, a company would be most inclined to remove this workplace cancer from the team.
  • Average at Best – A professional should never be too comfortable with being comfortable. True, one can feel fully satisfied with their current work situation with absolutely no desire for further advancement. And that is fair. However, performing the bare minimum just to skate by could very well jeopardize performance reviews and tag you as exceedingly expendable. I am not advocating that one work themselves into an early grave for an ungrateful employer. However, willful acceptance of mediocrity is not doing your development any favors – professionally or even personally.
  • The Office Villain – Closely related to the complainer; but instead of consistently sharing their disdain solely towards the company, venom is also unleased upon fellow colleagues. Communication consists of belittling and disparaging others. Work ethic is strictly self-serving without any regard for making the team better. The office villain is obnoxious, rude, inconsiderate, and quick to throw anyone under the bus to get ahead or avoid responsibility. This person never crossed a bridge they didn’t like to torch. In the workplace, your reputation is your brand. So, don’t expect anyone to invest in you if the product is unprincipled, cantankerous, and trash.
  • Bad Work Performance – This example is self-explanatory. Woefully devoid of self-awareness, you are unabashedly terrible in your role. Trust, at any moment, your belongings could be in a cardboard box. Yet, you think your dreadful work performance and poor work ethic should be handsomely rewarded during performance review time. The profound lack of ownership regarding your shortcomings and errors is breathtaking. You display little curiosity in learning and growing within your professional craft. If you are adding little to no value (maybe even adding negative value) to a company; understand that your career stagnation is wholly your own doing.

Note: There are exceptions to every rule, and some individuals you may see succeeding embody the traits above. Nevertheless, that is not an excuse for you to exhibit the same behaviors. Ultimately, the goal is to be the best version of yourself and live your best life.

The Professional – 5 Reasons Why Emulating Ben Simmons Won’t Fly in the Workplace

October 26, 2021 By in Professional Tags: , , , , , , 1 Comment
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Well, the NBA season is underway, and it is one of the more anticipated seasons in recent memory. There are a myriad of competitive head-to-head matchups that have fans salivating. This season is also filled with some interesting controversies and headlines that exploded throughout the world of sports before the season even began. One of those controversies involve Ben Simmons and his tumultuous relationship with the Philadelphia 76ers. Following a dreadful playoff performance that witnessed him literally avoid touching the basketball, passing up open shots, and passing immediately to teammates if he did get his fingertips on the ball.

Simmons lost confidence in his shot and was petrified of going to the free throw line. Already a bad free throw shooter at 61%, that average plummeted to a woeful 34% during the playoffs. The Philadelphia fanbase and media were merciless. To be honest, Simmons was shook mentally, and I seriously felt remorse for the guy. I am old enough to remember a similar mental block occur with former NBA star Nick Anderson. However, as bad as the press have been, Simmons has exhibited a glaring lack of accountability and self-awareness. Simmons is fortunate. He is still a superstar with a ton of talent, so he can still be an asset to any team seeking a championship. Nevertheless, the average employee works in the real world absent multimillion dollar contracts, agents, and basketball talent to leverage demands. Exhibiting behavior like Ben Simmons just may get you terminated. Here are some behaviors one should definitely avoid when working in the office.

Bad Work Performance – If you are gainfully employed by a company, there is a logical expectation that you perform your job suitably enough to receive compensation. Now, whether or not those wages are fair & competitive is subject matter for another blog post. Nevertheless, if you are an employee with suspect work ethic and inadequate work performance, a company can reserve the authority to separate you from the business. Unlike Ben Simmons, it is highly doubtful you will be afforded the same opportunity to dial in bad performance after bad performance without meaning repercussions. People also have a self-inflated sense of their worth. Sure, one should always have confidence in oneself. However, you can’t have Craig Ehlo skills with a Michael Jordan attitude.

Lack of Growth & Development – Now, if bad work performance is one issue, lack of self-awareness is certainly another problem. If you are performing poorly at work, management should be providing feedback regarding expectations and suggestions for personal improvement. An ambivalent or otherwise adversarial attitude is not in your best interests. Failing to improve and better yourself will only lead to career stagnation. You don’t want to be viewed as expendable. You must be able to step back and identify your weaknesses if you wan to become a better version of yourself.

No Showing At Work – Unless your company has a union that has strategically planned a walkout or strike, it is in your best interest to show up to work. Failing to show up to work for a certain number of days can be viewed as job abandonment. Unlike Simmons, the average worker cannot skip training camp and the preseason. It is either you show up to work or find other means to make a living.

Alienating Coworkers – It is not unusual for an employee to have some sort of beef with management. However, if you have bad relationships with your coworkers, you could possibly be contributing to a toxic environment. No one wants to work with a malcontent. If you are a disruption to the mission, vision, and team; management will sooner sever all ties with you for the good of the team. This is known as addition by subtraction – removing a cancer from the team in order to move in a positive, constructive direction. 

Insubordination and Disrespectful Behavior – To be sure, there is a chain of command in the workplace. And unless you are at the top of that chain, an employee has a leader to whom they report. Noncompliance with a directive from leadership is a surefire way to earn a pink slip. Disrespecting your leadership is a surefire way to earn a pink slip.

I understand that some of these points may not be popular, but this needs to be read by someone. Because, as social media and celebrity figures continue to influence and empower, the every day employee may believe they can operate like said celebrity. That is simply not the case in the real world. And as Dave Chappelle alluded to in his latest Netflix special, but in a different context, Twitter is not a real place. And thinking you can move like the famous or people who are social media famous might get you fired. My suggestion: Go to work and be fully present. Practice some self-reflection and humility as you become the best version of yourself. Ensure that you build meaningful relationships and respect leadership. And if the fit is not right for you; seek other opportunities in a professional manner. 

The Professional – Business Never Personal – Quintessential Advice For Managing Workplace Conflict & Challenges

October 11, 2021 By in Professional Tags: , , , , , Leave a comment

I am absolutely confidant, if you are an individual with a management position, you should be all too familiar with resolving conflicts involving direct reports. Sometimes, management receives a bad reputation. We are perceived as aloof, power-hungry individuals that are woefully disengaged from their staff. We wield our perceived power to make ourselves feel better and we have no clue about the work being performed around us. Honestly, some of us are just regular folk, straddling a fine line between company policy and managing a motley crew of employee personalities and behaviors. I have advanced my career throughout the years, starting as a laboratory assistant and achieving a position in lower tier management as a supervisor. I know a thing or two because I have seen a thing or two.

And while management may not be viewed positively by many, here is a newsflash, sometimes the staff can be pretty problematic and toxic too. As a leader, managing the core work is sometimes the easiest aspect of the job. Things become complicated when a challenging employee personality, bad behavior, and company rules collide. It is enough to drive a manager or supervisor insane. And if you are new to management, sometimes you have to learn to navigate this world through live-fire. Here, I wanted to share what I have learned throughout the years as a supervisor. It is not an exhaustive list, and if you are a manager reading this, please share some of your views that I may have missed. It is my hope that the following insight is helpful to someone.

  • This first piece of advice cannot be overstated; it is absolutely paramount that a manager remain calm and refrain from fervent displays of agitation or direct anger towards a colleague. No doubt, depending on the specific circumstances, adhering to this task can be quite daunting. Nevertheless, given your position of authority, your standard of professional behavior is definitely and expectedly higher. In my particular case, speaking bluntly, I cannot afford outward displays of indignant belligerence as a black man – it’s not a good look. And that may sound cynical, but historical stereotypes of black men still exist today, therefore I am very cognizant of managing my temperament. A manager must remain measured and calm in the presence of direct reports.
  • If you are delivering one-on-one coaching or disciplinary action, another colleague in leadership accompanying you in the room is highly recommended. Your immediate peer in leadership should be impartial and removed from the specific situation; acting only as a witness and perhaps as a buffer between the acting manager and colleague should the atmosphere becomes inflamed. If you feel your impending engagement has the potential of becoming hostile, recruiting assistance from your director/manager or even human resources may also be necessary.
  • If the engagement becomes heated and not conducive to an actionable, constructive outcome; never be afraid to table the conversation and revisit the matter at another time.
  • Maintaining a clear and fair thought process, it is important for you manage the situation and behavior – not the colleague. Hold on, wait, that does not make sense if you are “managing” colleagues. What I am saying is this: You must be separate the colleague from the issue that requires resolution; only acts or behavior should be addressed. It is wise to omit any personal opinions or views about said colleague. You should stick to the facts and only what can be proven. Clear any negative thoughts you may feel about the colleague and stick to the issue. Do not shift or allow the colleague to shift the conversation away from the issue at hand. Once you allow the conversation to stray from the subject being discussed, you will lose sight of the resolution that needs to be determined. 
  • A manager should never rush into conflict unprepared and off the cuff. You should take a moment to gather all pertinent facts before you begin the process of conflict resolution. If a colleague engages you for an immediate sit-down, your primary function is to listen and observe. This should be a part of your fact-gathering process. Thank the colleague for bringing the matter to your attention and convey that you will further investigate the incident. 
  • Document, document, document. It is important to keep detailed records of events and incidents. If you are meeting one-on-one, a summary of the meeting should be communicated to all involved parties. All details of the event in question should be recorded and kept on file.
  • It would be wise to lean heavily into your company’s mission and core values to help guide you through managing a given situation. This harkens back to my previous advice of managing the situation and not the colleague. Your role as a manager or supervisor is to ensure that company policy is being recognized and followed. Your personal views are not your own. You are a representative of the company whose responsibility is to remind, enforce, and ensure company culture is being observed and practiced. You must provide clear and concise feedback that align with the company mission and vision. Also remember, you are in a position of authority, so consequences should be clearly conveyed.
  • To be sure, managers or supervisors are not robots. We have emotions too. We have personal opinions. It is vital that we express those feelings regarding any particular circumstance. However, this expression is best suited for an audience outside of your employment. It’s best to save your raw, unfiltered observations for a spouse or significant other within the confines of your own home. Never vent or bad-mouth a subordinate to another subordinate. Never disclose personal, confidential information about a subordinate or anyone else. Do not broadcast grievances on social media. Do not utilize company technology such as e-mail or messaging to disparage colleagues. 

The Professional – The Coronavirus Chronicles: 5 Ways to Keep a Team Motivated & Engaged While Working From Home

May 1, 2020 By in Professional Tags: , , , , , , , , , Leave a comment

To be absolutely certain, SARS-CoV-2 has altered and disrupted contemporary life as we know it. Our daily routines have been cast into disarray; so we steel ourselves daily with the resolve and steadfastness to answer different challenges we all face. As I stated in my previous post, working remotely from home is not as glamorous as it may appear to the public. Trust, those of us that can work remotely are blessed. However, there are some challenges that cannot be ignored. Locked down utilizing whatever space is available to conduct work efficiently and effectively can be challenging. For example, my role and responsibilities require a consistent carousel of interaction with suppliers, hospital personnel, sales representatives, executive leadership, and fellow colleagues. These tasks are not an issue within the comforting confines of a cubicle or meeting room. Now, at home – not so much. Without a doubt, the concept of work-life balance has been disrupted. Coupled with the elimination of in-person team collaboration and the specter of furlough or termination; the combined stress can deplete what little remains of a worker’s drive and enthusiasm. As leaders, how can we keep a team motivated and engaged when the energy just isn’t there given the current environment? I am not an expert, but I offer 5 tips below that might be helpful.

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No More Mr. Nice Guy Misconceptions- 5 Effective Leadership Approaches For a Nice Guy

December 9, 2019 By in Professional Tags: , , , , , 2 Comments

Broadly speaking, every gentleman has perhaps struggled with some form of insecurity at a particular juncture in life. And I am certainly not a beneficiary of any special exclusions. To be sure, I am not immune to episodes of uneasiness and internal distress with what I perceive as personal character flaws. I put forth the best effort to manage and suppress feelings of uncertainty and dissatisfaction; sometimes with success and other times falling short. In many ways, writing is very therapeutic, and it is always my hope that my musings serve as encouragement and empowerment to readers. A circumstance this week prompted some self-reflection regarding certain insecurities that are a source of a long-standing internal battle. This is going to sound odd, but I struggle with being a nice guy. I understand that may seem strange, but allow me to explain further in detail.

If I may make the assumption, I am quite confident that my family, friends, and associates would describe me as a nice guy. And in many instances, that designation would be a compliment. I consider myself respectful, pleasant, courteous, and kind. These should be considered noble traits. However, being classified as a nice guy also has a negative connotation. In addition to the aforementioned characteristics, I can also be described as a guy that is soft-spoken, quiet, and non-confrontational. All things combined, well, now the moniker of being a nice guy takes a turn for the worse. When some individuals have referred to me as a “nice guy”, I am intelligent enough to decipher the context. Weak. Passive. Soft. When I became a supervisor, there wasn’t a question of knowledge or work ethic, but some individuals questioned whether I possessed people management skills necessary to lead a team. After all, I was a nice guy, and nice guys are pushovers.

The prevailing and misguided philosophy regarding management is one has to lead with bluster, aggression, and micromanagement. Colleagues disdain those types of leaders, yet subconsciously, people tend to believe those traits get the job done – for better or for worse. This typifies toxic leadership, so it is usually worse. Now, those adjectives don’t describe my personality, as I am a laid-back and easy-going individual. Now what occurred recently (centered around a work issue) was a subtle implication that my nice personality prevented me from making hard decisions, especially when friends within the department are involved. Admittedly, this tapped into my insecurity of being perceived as the “nice guy”. In other words: passive, soft, hesitant, and weak. I am fully aware of the perceptions, and I would not be truthful if I were to say the perceptions didn’t irritate me and cause some second-guessing of my work skills.

However, you might find it interesting to know that perception does not necessarily align with reality. The reality is that amongst management, I am one of few with the most corrective actions, and unfortunately, I have had to separate a colleague from the company. This belies the perception of being a pushover, as theoretically I should not be able to address difficult colleagues or situations. Trust me as I tell you that my initial years being a supervisor were wrought with challenges that I never envisioned – it was insanity. Nevertheless, I was able to navigate the most problematic circumstances and colleagues, yet the perception of being a nice guy remained unchanged. How?

The label bothers me, regardless of the facts, and I even contemplate adopting a harder edge from time to time. I eventually regain my senses and dispel the silly idea. I cannot betray my character and integrity. And I suppose that it is a testimony to my leadership style that I have been able to deliver some unsavory actions, yet my name and reputation remain unsullied. I’ll probably continue to struggle with the nice guy moniker, going back and forth within myself in search of an imaginary solution. Nevertheless, if you find yourself in the same boat as me, here are a few tips to help you navigate rough waters and stay true to yourself.

5 Effective Leadership Approaches For a Nice Guy

  • A leader should never demean, disparage, or defame fellow colleagues. Good morale in the work environment is essential to the overall health and productivity of a business. If a leader is contributing to poor morale and a toxic work environment; that is definitely an issue. I ensure that treat every colleague with decency and dignity – even when delivering hard truths regarding work performance or behavior.
  • A leader must ensure that his or her management style is guided by company policies and regulations. I am confident in my decision-making because it is supported by company protocol. I make sure I am familiar with pertinent documentation offered up by human resources, and I seek clarity when it is necessary. Any accusations of shenanigans on my behalf will be hard to prove because I adhere strictly to company guidelines. Yes, I’m a square. But I don’t play favorites, as I am fair and just across the board.
  • A leader must be transparent. I will never ambush a colleague. If there are foreseeable issues on the horizon, I try my best to speak with a colleague to avoid any corrective actions. Confrontation makes me uneasy, so I attempt to avoid it. I am always honest with colleagues. I do not tell them what they want to hear. I tell them what they need to hear – no matter how uncomfortable the conversation.
  • Leaders must demonstrate follow through on their word. Declarations of punitive measures without the proper consequences are meaningless. No one will ever take you seriously because colleagues will conclude that you never enforce warnings. Trust, I still get butterflies in my stomach, but I cast away whatever emotional responses I have toward the situation, and address the issue (not the person) directly per company policy. Before a serious conversation, it is not unlike me to script out talking points the day before so I can stick to the subject and never stray off the designated topic. I maintain an even, measured tone and I keep the conversation streamlined to the subject at hand.
  • A leader must be willing to help their fellow colleagues. I am a strong believer in the growth and development of their careers. It is not unusual for me to undertake the task of performing a corrective action, yet later assist that same colleague with a resume or interview preparation. I believe everyone should be treated justly and fairly regardless of previous work indiscretions.