By Richard Templar
Rule 1- Walk your talk
1. Get your work noticed
2. Never stand still
3. Volunteer carefully
4. Carve out a niche for yourself
5. Under promise and over deliver
6. Know something others don’t
7. Be 100% committed
8. Enjoy what you are doing
9. Develop the right attitude
10. Never let anyone know how hard you work
Rule 2 – Know that you’re being judged at all times
1. Dress well
2. Cultivate a smile
3. No limp fish – develop the perfect handshake
4. Exude confidence and energy
5. Develop a style that gets you noticed
6. Pay attention to personal grooming
7. Be attractive
8. Be cool
9. Speak well
10. Write well
Rule 3 – Have a plan
1. Know what you want long term
2. Know what you want short term
3. Study the promotion system
4. Develop a game plan
5. Set objectives
6. Know your role
7. Know yourself – strengths and weaknesses
8. Identify key times and events
9. Anticipate threats
10. Look for opportunities
Rule 4- If you can’t say anything nice, shut up
1. Don’t gossip
2. Don’t bitch
3. Stand up for others
4. Compliment people sincerely
5. Be cheerful and positive
6. Ask questions
7. Use “please” and “thank you”
8. Don’t swear
9. Be a good listener
10. Only speak sense
Rule 5- Look after yourself
1. Know the ethics of your industry
2. Know the legalities of your industry
3. Set personal standards
4. Never lie
5. Never cover up for anyone
6. Keep records
7. Know the difference between the truth & the whole truth
8. Cultivate your support/contacts/friends
9. Understand others’ motives
10. Assume everyone else is playing by different rules
Rule 6- Blend in
1. Know the corporate culture
2. Speak the language
3. Dress up or down accordingly
4. Be adaptable in your dealings with different people
5. Know where to hang out, and when
6. Understand the social protocols
7. Know the rules about authority
8. Know the rules about the office hierarchy
9. Never disapprove of others
10. Understand the herd mentality
Rule 7- Act one step ahead
1. Dress one step ahead
2. Talk one step ahead
3. Act one step ahead
4. Think one step ahead
5. Address corporate issues and problems
6. Talk of “we” rather than “I”
7. Walk the walk
8. Spend more time with senior staff
9. Get people to assume you have already made the step
10. Prepare for the step after next
Rule 8- Cultivate diplomacy
1. Ask questions in times of conflict
2. Don’t take sides
3. Known when to keep your opinions to yourself
4. Be conciliatory
5. Never lose your temper
6. Never get personal
7. Know how to handle other people’s anger
8. Stand your ground
9. Be objective about the situation
10. Put things in perspective
Rule 9- Know the system and milk it
1. Know all the unspoken rules of office life
2. Know what to call everyone
3. Know when to stay late & when to go early
4. Know the theft or perk rule
5. Identify the people who count
6. Be on the right side of the people who count
7. Be well up on new management techniques
8. Know the undercurrents & hidden agendas
9. Know the favorites & cultivate them
10. Know the mission statement and understand it
Rule 10- Handle the opposition
1. Identify the opposition
2. Study them closely
3. Don’t back-stab
4. Know the psychology of promotion
5. Don’t give too much away
6. Keep your ear to the ground
7. Make the opposition seem irreplaceable
8. Don’t damn the opposition with faint praise
9. Capitalize on the career enhancing moments
10. Cultivate the friendship & approval of your colleagues
Communications and technology are quick to evolve, and as a result, more people are finding themselves working online. Interaction between people has eventually changed to computer-to-computer communication. So a crucial part in giving and getting high quality work can start with a pleasant relationship with people one is working with.
In this world of pc-to-pc communication, maintaining a good relationship in the virtual workplace cannot be underrated. Why? What was considered good behavior several years ago, is still considered good behavior today. Values are still values, and they will remain that way. Read on…
Remember your simple courtesies such as “Thank you”. You are interacting with humans, albeit in the virtual setting. Because of this, you need to cultivate a relationship with them. Just when you think that courtesies are not useful anymore, you can be mistaken with that notion. Appreciation and gratitude can never become obsolete. As human beings, we still value kindliness and politeness in the workplace. Rude behavior, will not, in any situation, be an acceptable conduct when working together.
Be reachable. You can get and receive updates through IM, email or any form of communications that you are comfortable with. You may also want to choose the phone over these methods. As long as the team can benefit, select a preferred line of communication to facilitate easy receipt of messages from both your ends.
Your office hours should be a settled thing. It would also be good if you set fixed working hours for the sake of communication. When the other end knows what time to reach you, it will be easy for your client, boss or colleagues to contact you.
Provide status report for your work. It will become easier for others to track where you are progressing in the work that you have been assigned. People still work in teams in the online office. So give your team an idea how far you have gone with the tasks given to accomplish. A timeframe would help you work your pace, as well as, keep track with others’ achievements on a project, too.
Take these as your helpful hints!
I think in pictures.
Scanning from my every day, I have observed that most of the time I speak, a picture of words come to mind as they are sounded off. My most frequent comment is the “I see” thingee.
On a quick judgment, that means I am more of a Visual type, preferring the V among the A and K (auditory and kinesthetic) channels. But I would also consider “A” as my sub-trait since I would prefer to hear after I see.
This also explains why I am fond of drawing eye figures and is more concerned on the presentation of things.
To be more specific, my inclination is on the visual-linguistic channel, and so, has a propensity to writing down things to remember them easily.
What is the significance of this for me? Ah, well, just one of those aha moments. It simply amazes me. Human behavior has many quirks but that makes life worth examining.
This little discovery makes me understand myself better. It also makes sense for me, to explore on why I do the things I do.
Socrates said ” Know Thyself”. Yes, I am keeping my direction, closer to the goal. Everyday. I do.
Behavior flare-ups at work are not petty.
Personality clashes can undermine productivity at work. If left unmediated, it can explode to risky confrontations. This situation can bring unfortunate effects in team morale and in work routines. It can cost you your business.
A manager may not be aware that workplace conflicts should be given adequate attention. Since getting involved in conflicts can easily be dismissed as a person’s inability to get along with others, managers leave these people to take care of themselves and nurture bad feelings toward their peers. Managers may not want to meddle in the personal lives of employees. However, if the problem affects how the job is being treated, then there is appropriate reason why a leader should give attention to destructive workplace behavior.
Causes of ego collision on the job can stem from constant restructuring, and a heightened competition from among its personnel. A fast paced work can also cause more stress and result to more tension. The need for more output using lesser resources in a short time can produce anxiety and fear in workers.
Sometimes, there are also personalities in an office finding fulfillment in bullying others, exacting their dominance over people. A person’s glaring need to exercise control can be a strong motivation and if we be allowed to label this, it is an obsession. An extreme liking to hold power over individuals is a trait uncalled for, and needless to say, a dominance done at all costs. Hence, fuses can ignite and tempers can be very volatile inside highly charged work environments.
Some triggers may also include:
• prejudices based on race, age or culture
• intolerance of the nature of others
• false pride
• performance ratings/bonuses
• intimidation to status
• discrimination by management
• misplaced loyalties (to people instead of the organization)
• old grudges
Management action should be applied immediately when conflict between personalities becomes more widely apparent for everyone to see. But mediators must also know how to provide the right intervention technique so mediation will not backfire. Leaders also, may need to learn strategies on how to treat people fairly, so that clashes among personnel can be sidestepped.
Until leadership is mature enough to face this challenge and look the real problem in the eye, an organization may have to continue to experience behavioral crisis in some of its ranks.
A hint to micromanagers: When you look at people too closely, you will surely find flaws.
I would like to identify zero-target managing, a serious case of micro-managing as sub-atomic managing. Ever heard of that word, sub-atomic? Well, here it is now, I’m telling you.
Once the staff is being treated poorly at work— that’s zeroing on at the false target. If results are low, it could be that the unfortunate personnel is not being negligent at work, but just frustrated at infinitesimal how-to-do details that are handed.
Hindered. A worker cannot carry out what one is supposed to achieve. This can be the upshot of managers overly-communicating with them. Things can get confusing on which task to do first, and precisely in the manner that was given.
When the nature of work inclines with the creative, micromanaging is a creativity-killer. Do not expect good results when people are given the impression that they are not trusted for what they can do.
Seasoned personnel can feel low in morale when a micromanager steps into the scenario, telling everyone what to do, step by step, line by line. They feel let-down with the fact that they get no good completion at tasks plus they often get reprimanded for not doing the manager’s minute method of doing things.
The issue of micromanaging is indication of the manager’s distrust on people. Disregarding the staff’s efficiency and problem solving skills makes a slump in the organization’s total performance. Everyone suffers when micromanagers are actively pursuing their responsibilities.
On the contrary, status checking and reporting can be set on a regular basis so the flow of work can be tracked down. Follow-up and ask if person assigned needs support or experiencing some problems with the task. It would be better to delegate work while the manager supplies the tools. Focus on the results that workers can furnish at the end of the day. Everyone has unique ways of accomplishing work; it does not have to be mechanical.
Managers will develop efficient employees when they are allowed to absorb job knowledge and make decisions. People were hired, primarily to do their jobs. Now let them.
What is beauty, power and strength? Finally, this picture will illustrate how I see these values…
It is not enough for a man to know how to ride; he must know how to fall.
A poem about the horse:
Where in this wide world
can man find nobility without pride,
Friendship without envy,
Or beauty without vanity?
Here, where grace is served with muscle
And strength by gentleness confined
He serves without servility;
he has fought without enmity.
There is nothing so powerful,
nothing less violent.
There is nothing so quick,
nothing more patient.
~Ronald Duncan, “The Horse,” 1954
Assertiveness can be defined as a way of standing up for yourself while still considering the rights of other people. In contrast to the non-assertive people who exhibit either passive or aggressive behavior, assertive people know what is right for themselves and for others.
Passive individuals are those who allow others to breach their own rights and are afraid to voice out their feelings.
On the other hand, aggressive individuals take too much a liking to defend their rights and forget to consider the rights of others also. They make much insistence on what is the rightful treatment for them… that they harm other people in the process.
What is assertiveness? It can be shown in the following statements:
I have the right to:
1. Think & act for myself.
2. Provide no explanation for my actions.
3. Refuse to find answers for the problems of other people.
4. Change my decisions.
5. Make my mistakes.
6. Say no without guilt.
7. Admit that I don’t understand some things or ideas.
8. Acknowledge that I don’t care for some things or ideas.