Recently a client was describing what she regarded as a very unsuccessful job interview “because the interviewer was at least 25 years younger than me and she had a poker face throughout the interview”. She concluded that ageism was present. We need to think about our approach when the interviewer is younger than you.
Humour as a competency
In today’s workplace humour is seen as a necessary competency for leaders. Michael M. Lombardo & Robert W. Eichinger in For Your Improvement – A Development and Coaching Guide (Lominger Ltd.- The LEADERSHIP ARCHITECT) suggest how humour shows up as unskilled, skilled and overused in the workplace and give some remedies for the leader who wants to improve. A person skilled in the humour competency:
- Has a positive and constructive sense of humour
- Can laugh at him/herself and with others
- Is appropriately funny and can use humour to ease tension.
The way we think about Feedback
In organizational life, we tend to think of feedback in a rather limited way. Usually, we think of it in relation to those Performance Evaluations that we keep putting off until later. But if we widen our view of feedback, we’ll see that it could help us all move forward. It can let us know if we are on course or not, as it is a mechanism to help us adjust and move ahead a whole lot faster. Feedback is a learning tool.
What is feedback? It is simply information. Information that is essential for learning at the individual, group or organizational level.
When we as individuals who tend to view the world through a positive lens, encounter those who seem to see everything from a negative stance, we need to understand where they are coming from. Welcome to this exploration of cynicism.
Not long ago, a coaching client and I were exploring the concept of procrastination and came upon the notion that we all suffer from fear of failure to one degree or another. The need for perfection and our attempt to avoid making costly mistakes can sometimes prevent us from moving forward. This got me thinking about the nature of business mistakes and how to handle them.
Most of us have encountered workplace style assessments at one time or another in our careers. The point of most of them is to recognize that all styles bring something valuable and that the more styles present in the organization, the greater the chances for success having considered everything from a variety of perspectives.
Here is quick and humorous assessment that focuses on the unique and possibly irritating styles that people bring to the workplace. I received it from an old friend who is now retired from the Human Resources world. Thanks to Ed Pearce for the chuckles we will all get from How to Properly Place New Employees