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Question: Whenever our boss is upset, he calls a group meeting and administers a general scolding. Since he is never specific, we are all left wondering who screwed up. To me, this approach seems immature and unproductive. If I make a mistake, I would rather be chewed out privately, not included in a public lecture that makes everyone feel bad. Our manager’s collective reprimands have sunk morale into a black hole. Any suggestions for dealing with this? – Blamed for Nothing
January 25, 2011
Categorized in: Meetings
Staffers at design firm Ideo spit out hundreds of new ideas every day—including the ideas for the Apple mouse and the stand-up toothpaste squeeze tube. So if anyone knows how to conduct a brainstorming session, it’s Ideo. One thing that’s evident from looking into one of their conference rooms: You’ve got to get the space right.
When a co-worker mentions one of your mistakes from the distant past, reply with a simple: “That was then; this is now,” advises business relationships trainer Marlene Chism.
Did you just get Windows 7? Just because you can use Windows 7 in many of the same ways you were using Windows XP does not mean you necessarily should. Here are five new things that you can do in Windows 7. 1. Finding programs is just a matter of typing in the first few […]
While some people feel “married” to their jobs, others may feel married to a colleague with whom they spend many long hours—or to the boss they support. A relationship with a “workplace spouse” can be an intense, intimate connection. A recent survey by Captive Networks reveals the nature of workplace “marriages.”
If someone calls to reschedule an appointment, suggest the same day and time one week later. You’ve probably already identified a time when neither party has a recurring meeting, so you can avoid another open-ended round of “When would be good for you.”
Question: “I’ve been put off by an admin who says, “I’m too busy, I can’t talk to you now.” I wasn’t asking to chat; I had a legitimate question. What’s a polite way to tell someone that you can’t help them at this time without offending them?” – Terri
Set a goal by creating an image in your mind of what the achievement would look and feel like. Make it vivid with a vision board. If you can clearly see it, you can do it.
When someone hands you a file and begins telling you what he or she wants, maintain eye contact with the person rather than staring at the file. You’ll forge a connection, pick up cues that might not appear on paper (such as urgency) and encourage the person to explain the assignment more thoroughly.
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