Author: MJ Romeo

How much do you have today?

Posted on April 26, 2023 by - Uncategorized

How much do you have today?

Building on the topic of change from two weeks ago, it strikes me how constant change is and yet, many things never change.

On April 17th, the Wall Street Journal did a “Journal Report on C-Suite Strategies”. The topic? “Thanks. Why it’s important to show gratitude at work – what’s the best way to do it” (tiered subscription)

Really? No matter how things change, gratitude never goes out of style. Is this topic worthy of big section in one of the nation’s leading news outlets? Apparently. One stat: there is a 15% increase in the time spent helping someone when they are appreciated, according to the author Sara Algoe.

Sara goes on to share research that showing “gratitude before a task, showed improved cardiovascular response”. When giving thanks, be specific and genuine, expressing your care and concern. Giving thanks correlates with helping colleagues feel valued, which brings me to the SCARF framework.

#WiseWords

“You don’t lead by hitting people over the head, that’s assault, not leadership.“

Dwight D. Eisenhower

As promised, from my last newsletter, here is Part 2 of How to WIN at Leading Change by Deb Graham. SCARF is such a GREAT framework, worth considering and implementing whether you are leading a change initiative or not. Read on:

Expecting pushback on an upcoming change? It’s normal to face resistance, as people naturally want to protect the status quo.

This reaction is not planned, but rather an emotional response to perceived threats. It’s important to understand how people might react to change, as it varies depending on the individual. One useful framework is the SCARF model, developed by Dr. David Rock and the Neuroleadership Institute, which identifies five common triggers:

Status: I am valuable
People want to feel valued and important. If Status is their trigger, they want to stand out from the crowd. Changes that negatively impact their title, office size, involvement in decisions, or perception of expertise can threaten their status.

Certainty: I know where I stand or what will happen to me
People want to know what’s going on and what to expect. Uncertainty around roles,
responsibilities, and the outcome of decisions can create anxiety. Change inevitably brings lots of uncertainty. Providing information such as the date the changes will be announced and what isn’t changing, can provide some stability and certainty.

Autonomy: I have a choice
People want to have control over their work. Micromanaging can threaten autonomy, while providing space and trust can increase it. Changes that limit autonomy may be met with resistance. If Autonomy is their dominant trigger, they will want to know whether the new way of doing things will give them more autonomy or less. Involving them will be critical to finding solutions that work for all involved.

Relatedness: I belong
People want to feel they belong and have supportive relationships. Changes that affect team composition or dynamics can create discomfort and resistance. Opportunities to get to know each other can help build trust. Also, leaders can use language such as “we” and “us” instead of “you,” “me,” and “they,” which signals a clear boundary between groups.

Fairness: I am treated fairly and others are treated fairly
People want to be treated fairly and perceive impartiality. Changes that seem unfair can trigger resistance. Lack of transparency implies you have something to hide, thus triggering the sense that things may not be fair.

Understanding these triggers and addressing them proactively can help reduce resistance. Providing clear communication, involving employees in decision-making, and promoting a sense of fairness can help create a smoother transition.

And Finally...

Earlier this week, I coached a sales leader who is going through a tremendous amount of change at her company. We talked about the SCARF framework, and it really resonated with her. She felt both Status and Relatedness were fine but needed work on Certainty, Autonomy and Fairness.

For Certainty, she felt she could ask better questions, be more proactive and add dates. For Autonomy, she said she needed more clarity about what matters to her new managers. She thinks she knows… but realized during our session that she is following her instincts and is not really sure. Fairness was an issue too for a similar reason. She is managing her team based on what she thinks, she “knows better”.

What is the insight? When you are facing change in your organization (and we all know that change is constant), maybe try the SCARF framework to see if you are on track and managing your teams to sync up with the company’s new direction.

If you would like to learn more about how Deb and I can help your team leaders more effectively manage change, reach out.

Have a great week.
Mary Jo

To learn more about my 1:1 executive, communication or business growth coaching, custom virtual workshops, the Career Transition program or just to connect, you can reach me at info@mjrcac.com

What is your plan?

Posted on April 12, 2023 by - Uncategorized

What is your plan?

Last week, a client spoke passionately about their personal development, especially since they were in a new role. Taking time to intentionally think about what you are doing to grow professionally, and then consistently acting on it, matters.

Often, we focus on the day-to-day work in front of us and lose sight of areas where we can develop. Maybe take an improv class if you have a fear of public speaking, or take a university course or one on Coursera. You could also join a mastermind group or (shameless plug) work with an executive coach.

Each year, I try to do one or two big things to elevate my skills or expand my learning beyond reading books or listening to podcasts. This year, I am excited to announce that I am expanding my business by partnering with Deb Graham, who is very experienced in organizational change.

#WiseWords

“You don’t lead by hitting people over the head, that’s assault, not leadership.“

John Maxwell

I am thrilled to share an article, written by Deb Graham called: How to WIN at Leading Change, to get you into the topic of the work we will be doing together:

Have you ever wondered why people resist change? According to Gartner, 45% of HR leaders say their employees are fatigued from

so much change.* Yes, it’s possible that people are tired. It’s also likely that our approach to change isn’t working. In our hurry to implement another new program, policy, or strategy shift, we lean on telling people what to do and assume they will do it. That may work for a bit but as soon as we move on to the next priority, people revert to the old way of doing things. Instead of telling people what to do, WIN.

Why – Do I know why this change matters and how it fits in with the other changes that are happening? When the process, system, or who I need to work with is different than the norm, it takes extra time. I already have a lot to do so why is this important? Also, what’s in it for me? Is my job going to get easier? Will I learn a skill that makes me more marketable? Or will there be job eliminations? The answer to how change will impact me can motivate or demotivate.

Involve – If you’re changing a process or system I’ve been using for years, it’s likely I have some ideas to make it better. Ask my opinion. Involve me in the discussion. Let me know you hear my concerns. People like to influence change but they resist having change done to them. If you can’t involve people in ‘what’ is changing, involve them in the ‘how’. Be clear what can be influenced and what can not.

Needs – My response may be a reaction to how the change will affect me. Our brains react defensively when we feel threatened. In contrast, our brains receive a blast of dopamine when we feel rewarded. The Neuroleadership Institute describes five domains of social threat and reward that trigger our behaviors. Our sensitivity to these five SCARF domains varies from person to person, they are: Status, Certainty, Autonomy, Restriction and Fairness. Autonomy may be a big trigger for me but Certainty might be more important to you. When you understand and meet an individual’s specific SCARF need, their threat response is calmed. We’ll dig deeper into SCARF in How to Win, Part 2.

You may be thinking ‘this takes time’. And you’re right, it does. When it comes to organizational change, going fast may feel good, but it’s rarely sustainable. Taking the time to engage people and meet their needs ensures a sustainable WIN.

*Gartner: Top 5 Priorities for HR Leaders in 2023

To learn more about our work in business transformation click here, or to learn more about Deb, click here.

And Finally...

The type of environment where someone wants to work will matter differently to different people. One of my clients recently shared that he felt the company was too over the top focused on making sure everyone is “happy and engaged”. He said: “I just want to do the work but nobody seems to really focus on it. We are having far too many meetings on things other than the actual work.”

Another client was lamenting about the CEO and his strategy, realizing that she is not aligned with how he runs the company, which has created (in her opinion) a culture of stressed out, beaten down sellers. How can she move forward?

This all syncs up with How To Win at Leading Change, as Deb wrote up. Stay tuned for more on the SCARF model in the next edition.

In the meantime, if you have any questions, comments or thoughts, reach out anytime.

Have a great week.
Mary Jo

To learn more about my 1:1 executive, communication or business growth coaching, custom virtual workshops, the Career Transition program or just to connect, you can reach me at info@mjrcac.com

Are you guilty of busyness?

Posted on March 29, 2023 by - Uncategorized

Are you guilty of busyness?

Yesterday, I had the pleasure of meeting a new client who joined our call in a whirlwind of frenzy. She said she might preform better if she could do more with less time, and referred to her “run on the bullet train”. Can you relate?

Busyness has hit crisis levels. Busyness, as defined by Merriam-Webster is “the state of having or being involved in many activities”. The example they give is: As with “routine work and exercise, busyness as an end in itself”.

During Covid we slowed down, now things have sped up again. Working in the office most of the time is back to pre-pandemic levels, work travel is in full swing and many of us are trying to catch up on those lost vacations, parties and weddings that did not happen during the pandemic. Even traffic is back. For me, at least, it feels more crazy now than before the pandemic. Busyness is back!

#WiseWords

“The greatest enemy of good thinking is busyness.“

John Maxwell

Worth the Share

In this month’s issue of Harvard Business Review, they featured an article “Beware of the Culture of Busyness”.

Since busyness is not celebrated in other countries like Italy for example, this quote sums up the challenge that busyness creates in our culture: “Busyness has become a status symbol.

People also consider those who exert high effort to be “morally admirable,” regardless of their output.”

To solve for this chronic problem with busyness, the author Adam Waltz suggests five things:

  • Reward output not just activity: while this can be tricky, it is worth determining how you can adjust goals so that team members are compensated for what they actually deliver.
  • Assess whether your organization is generating deep work and eliminating low value work: one of my clients is focused on this at his company. It was a real shift in their culture that is paying dividends.
  • Force people off the clock: time-off is critical to living a full, healthy life. Detaching can be difficult for some but learning to take time off is good for your mental and physical health.
  • Model the right behavior: a client, who was the executive director of a non-profit, took a three-week trip to Africa last year. After the initial shock, her team warmed to the idea of running the show while she was gone. She modeled the behavior and had the trip of a lifetime.
  • Build slack into the system: this is a bold idea that sounds expensive for companies but when you invest, it can be a game changer. Seth Godin said: “systems with slack are more resilient”.

For much more detail on why we are addicted to busyness and what to do about it, read on.

Beware a Culture of Busyness
And Finally...

What can you do with this information about busyness? If you have been reading my blog for a while you will know that one of my favorite words is “intentional”. How are you spending your time? What do you want more of? What do you want less of? What can you cut out?

Perhaps you will do a busyness audit on your time, and determine how to add more slack into your days. Maybe you can take time to truly disconnect from technology and take a nice long vacation or two!

Have a great week.

Mary Jo

To learn more about my 1:1 executive, communication or business growth coaching, custom virtual workshops, the Career Transition program or just to connect, you can reach me at info@mjrcac.com

How can you do it?

Posted on March 15, 2023 by - Uncategorized

How can you do it?

Over the years, I have heard that you can’t motivate someone else, that motivation is intrinsic to the person. Yet, one of my clients asked me to create and facilitate a workshop on topic of motivation, so I happily took on the challenge. In the process, I learned a lot.

First, a challenge. Another client recently told me about this exercise which I have used quite a bit lately, with interesting results.

Here are four words: autonomy, competition, compensation and recognition.

Think about you own personal motivation. Which of the four words most resonates with you? You can only pick one. Think about it. Which word did you choose and why? That answer will help you have more clarity around what really motivates you, and perhaps be a guiding light for you when your motivation is waning.

#WiseWords

“If you believe it’ll work out, you’ll see opportunities. If you don’t believe it’ll work out, you’ll see obstacles.“

Wayne Dyer

Worth the Share

What do you do when you are not feeling motivated? Maybe it is because the crazy economic news this week is upsetting or you are just worn down by work or family issues. Whatever the reason, there is something you can do about it.

This article, written by Nora Tobin for Fast Company, focuses on shifting the neural pathways of the brain to “set a strategy for optimal outcomes”.

Here are the highlight’s of Nora’s roadmap

  • Start with the Why – this is the key. Be specific.
  • Aim for Consistency – set goals regularly. Build the habit.
  • Create an Action Plan – do the goal setting exercise. Everyday.
  • Shift Your Mindset – observe and neutralize negative thoughts.
  • Limit the Number of Goals – prioritize what really matters.
  • Be Ambitious – aim high, optimize your time. Go!

For more context around these insights, read The Brains Survival Guide to Get Motivated After a Setback.

And Finally...

Back to the workshop. There are dozens of different tactics that you can use to create a motivating environment for your team such as flexible scheduling, asking for their opinions, giving them time off, or stretch assignments.

As leaders, knowing what motivates each of your team members is critical. We are all different, and when it comes to motivation,

what motivates each of us is different. One of your team members may be motivated by recognition and for another, recognition might make them uncomfortable. Of course most of us will say that money motivates us but I will challenge you to dig deeper.

Finding out what motivates you and each of your team members will help to significantly increase engagement, a key metric for successful organizations.

Have a great week.
Mary Jo

To learn more about my 1:1 executive, communication or business growth coaching, custom virtual workshops, the Career Transition program or just to connect, you can reach me at info@mjrcac.com

Are you a leader?

Posted on March 1, 2023 by - Uncategorized

Are you a leader?

I often talk with clients about the difference between management and leadership, and most can clearly articulate those differences. Management is about executing or getting things done while leaders focus on motivating and inspiring people.

Of course, anyone can be a leader. You don’t need to manage people to be a leader, but true leaders are special. They are easy to spot. Maybe they have more executive presence than others, connect easily with people or communicate in a way that makes people want to follow them. Whether old or young, true leaders show up differently than other people. They exhibit what I call “power with ease”, they are comfortable leading people and comfortable with themselves.

What is your interest in elevating your leadership skills?

#WiseWords

“If your actions inspire others to dream more, learn more,
do more and become more, you are a leader.“

John Quincy Adams

To get more granular about the topic of leadership, this Forbes article offers some specific advice. Here are author Jennifer Cohen’s six tips:

Leaders lead: they take initiative, they jump in and lead others naturally, rather than waiting to be asked or told. They volunteer, raise their hand and move forward.

They move their body: here the author is talking about exercise, which is important. To build on that, leaders need to take good care of their whole selves and remain calm under pressure.

They make lists: I am not sure I would include this one. While lists are important, I think being a strategic thinker or having a vision for the future matters more. Leaders innovate.

They listen: This is hugely important. I have written about listening before and coach on the topic frequently. Listen to all opinions and then take time to reflect on them. Be willing to admit that you are wrong is important too.

They are open to evolving: Leaders have a growth mindset, are continuously learning, and are open to new ideas.

They enjoy life: This dovetails with self-care. Living a full life is good for the soul. Take that vacation, leave the office early to attend an event, or enjoy a hobby. As a leader, show your team that living a healthy life is encouraged.

Read on to learn more.

And Finally...

Today, I worked with a client who clearly demonstrated Inspirational Leadership as he was talking about how he would address a thorny issue with two of his department heads. Inspirational Leadership is one of the competencies of Emotional Intelligence (EI).

Daniel Goleman, the father of EI defines Inspirational Leadership as “having the ability to inspire others to align their actions towards a common goal or vision, to get the job done, and to bring out their best qualities along the way. With inspiration you can connect with something meaningful, and articulate a shared mission and/or values in a way that motivates people and offers a sense of purpose beyond day-to-day tasks.” In today’s world, Inspirational Leadership is critical if you want to build something special.

Any questions, reach out anytime.

Talk soon,
Mary Jo
To learn more about my 1:1 executive, communication or business growth coaching, custom virtual workshops, the Career Transition program or just to connect, you can reach me at info@mjrcac.com

What is holding you back?

Posted on February 1, 2023 by - Uncategorized

What is holding you back?

We are already in second month of 2023, and I am curious about something. What is holding you back in this new year?

Last week I ran two group workshops for a major social media company. I asked a simple question: What is getting in the way of your success in Q1? What struck me was how quickly the participants shared the roadblocks that are holding them back. For sales people in particular, road blocks can dramatically impact their earning potential. But for each of us, road blocks negatively impact our achievements, our success and our self view.

At the workshop, the team specifically mentioned challenges with time management, impatience, complacency and a lack of commitment to do the work. Some were simply tired.

To move forward and break through a road block, being fired up about the work helps many of us. For others, self-care is critical. For others, owning the fact that work is a means to an end keeps them on track. How do you handle career road blocks?

#WiseWords

“If you’re trying to achieve, there will be roadblocks. I’ve had them; everybody has had them. But obstacles don’t have to stop you. If you run into a wall, don’t turn around and give up. Figure out how to climb it, go through it, or work around it.“

Michael Jordan

Worth the Share
From a career perspective, what is holding you back today? Could it be your inability to focus or are you so in the weeds that you no longer get excited about the bigger picture?

This author of Six Tips for Overcoming Roadblocks in Your Career highlighted these areas:

  1. Toss fear in the backseat: Focus on the future, projecting the positive outcomes when you overcome fear. Why does it matter for you to get past the fear?
  2. View the obstacles as an opportunity: Reframe the obstacle as something new to explore. Get curious. What can you learn from this challenge?
  3. Don’t take shortcuts: Think slow. Take the time to look at all the all the aspects of the situation. What are you missing?
  4. Explore all possible routes: When coaching clients, I often ask them to really think through various scenarios. What else could you do in that situation?
  5. Ask others for directions: Asking for help is very difficult for many of us. Who can you turn to for support or guidance?
  6. Keep your eyes on the finish line: Keep the big picture in mind. Dream. Where do you want to be in 5 years? How will this help you get there, or not?
Read on to learn more.
And Finally...

From a job search perspective, why not use AI to break through your roadblocks? In this article from Forbes, it talks about using ChatGPT to write a cover-letter. If you or someone you know is searching for a job, send them this newsletter or forward them this Forbes article: Should you use ChatGPT to apply for jobs? Here’s what recruiters say.

As you’ve probably heard, AI is huge right now, and it will only get more prevalent in the near future. Check out Chat.GPT. And if you want to talk to a human, reach out anytime.

Talk soon,

Mary Jo

To learn more about my 1:1 executive, communication or business growth coaching, custom virtual workshops, the Career Transition program or just to connect, you can reach me at info@mjrcac.com

What makes meetings so dreadful?

Posted on January 18, 2023 by - Uncategorized

What makes meetings so dreadful?

This is a new year. How about re-evaluating your relationship with meetings? Many of my clients have so many meetings that they have no time from 9-5 to get their actual work done. Back-to-back meetings are tough because there is no time to prepare for the meeting or process what was learned at the meeting. Many times, they simply add more “to-do’s” to their ever growing to-do lists.

It doesn’t have to be this way! Here are a few suggestions that I have shared with clients:

  • Schedule 20 minute or 45 minute meetings, it gives you time to breath. Also start and end the meetings on time. Don’t wait for laggards. Respect the time of the people in the room.
  • Be clear about the reason for meeting. What are you trying to solve, what’s the point? State it clearly at the beginning of the meeting and in the meeting invite.
  • Manage the clock like a pro. Use the parking lot when off topic, encourage hearing from many voices but frame out how long they can speak such as “Share your thoughts on this topic in a sentence or two max”.
  • Summarize, make sure there are specific next steps and that someone takes notes and shares them with the group.


What meeting hacks work for you in your organization?

#WiseWords

“As a leader, you must consistently drive effective communication. Meetings must be deliberate and intentional – your organizational rhythm should value purpose over habit and effectiveness over efficiency.“

Chris Fussell, author

Worth the Share

This blog post makes the point that people should want to attend meetings. When I read that, I rolled my eyes. For all my years in corporate, I rarely felt that way. But good, well-run meetings make things happen and drive progress forward, making people want to attend. Here are six tips from a post I saw on SmartBrief on Leadership:

  • Don’t waste their time – so obvious but often not considered
  • Know your outcomes – and state them clearly and specifically
  • Get the “right” people in the room – another obvious tip but often meeting leaders like to cover their bases. Maybe send follow-up notes instead?
  • Clarify the intent – “informational or to make a decision or act”
  • Clarify who owns the decision – this is my favorite tip since it can be confusing if attendees are not on the same page
  • Turn meetings into results – I like to follow the DACI framework


To learn more, read Advanced Guide to Lead Meetings That Get Results and People Want to Attend

And Finally...

Of course, managing meetings goes hand-in-hand with managing your calendar. A sales manager I worked with reorganized her calendar based on energy and prep time, and it made a huge impact. Courtney put all her 1:1s on Monday, and cut the time down to 45 minutes from an hour. This kept her focused on short term revenue growth. She calendar blocked three hours the day before her big, weekly management meeting to prepare and own what was happening in the territory. She also blocked time on Fridays for strategic thinking and prepping for the next week. And finally, she blocked time with sponsors or mentors so she could continue to grow her brand at the company. 

I hope you have a great start to the new year, and that you are more intentional with meeting and calendar management.

Enjoy,

Mary Jo

To learn more about my 1:1 executive, communication or business growth coaching, custom virtual workshops, the Career Transition program or just to connect, you can reach me at info@mjrcac.com

What is your word?

Posted on January 4, 2023 by - Uncategorized

What is your word?

2023 is here, whether you are ready or not. One of the most valuable things I have been doing at the beginning of the year is to come up with my word for the year. Last year, my word was “impact”. It helped to center me when I was going in too many different directions.

Over the past week, here are two of the words for the year that I heard: Hope from a single mom who is thinking about a career change; Growth is the word of the year for a small business owner who focused on personal, spiritual and financial growth. My word for 2023 is Connect, and to connect in a deeper, more meaningful way.

#WiseWords

“Kind words can be short and easy to speak, but their echoes are truly endless.“

Mother Teresa

Worth the Share

What better way to start a new year than to think about how our thoughts and emotions impact our health? This article from the University of Minnesota has dozens of terrific insights. Some you know (and possibly ignore) and some may be new to you. Here are a few of my favorites.

  • Since we are wired for negativity bias, we “prioritize bad over good”
  • Chronic stress damages the immune system and can actually decrease our life span
  • Positive feelings, such as being connected to others, has a direct impact on health and well-being
  • Positivity can lead to fewer colds, better sleep, and faster recovery from cardiovascular stress
  • A practice of forgiveness is linked to better immune function and a longer life span

Take a minute to read the entire article and take the positivity self-test. I scored a 3.33. What’s your score and what does it mean?

How Do Thoughts and Emotions Affect Health?
And Finally...

Have you taken a few minutes to reflect on 2022? Have you written down personal and professional goals for 2023? A dear friend of mine who is a professional development coach, shared with me his PowerPoint presentation for his 2023 plan. Wow, was it impressive.

While I have not created a full-blown presentation, I have a format I use each year where I REFLECT on the previous year, DREAM about the future, set specific and measurable GOALS for the new year and SCHEDULE time to be and do things beyond coaching and facilitating workshops.

Wishing you and yours a very Happy New Year filled with joy, gratitude, growth, time for reflection, and lots of laughter.

And hopefully, the time to fully connect.

Enjoy,

Mary Jo

To learn more about my 1:1 executive, communication or business growth coaching, custom virtual workshops, the Career Transition program or just to connect, you can reach me at info@mjrcac.com

Do you take time to reflect?

Posted on December 14, 2022 by - Uncategorized

Do you take time to reflect?

Throughout the month of December, I have been partnering with various clients on end-of-year actives. Workshops to develop the sales team and off-sites to discuss tools to navigate our crazy, busy culture. For another client, we explored his end of year reflections of his leadership team.

It is a gift to be able to take time to reflect on 2022. What was the highlight of your year? What was your low point and why? What did you learn about your business? About yourself? What might you change as you begin a new year?

#WiseWords

“Without reflection, we go blindly on our way.“

Margaret J. Wheatley

Worth the Share

I searched for an article that would be worth sharing, and I found something from 2017. With the pandemic et al, I wasn’t sure if the content would still be relevant but was pleasantly surprised. The authors of How to Regain the Lost Art of Reflection, provide multiple ideas that are worth thinking about:

  • Schedule unstructured thinking time – many of my clients do this weekly, while the article quotes a CEO who blocks out a full day each week.
  • Get a coach – “The Socratic Method remains the most effective way to stimulate reflective thinking”. Personally, as a coach I firmly believe in the power of coaching, enough said.
  • Cultivate a list of questions which prompt reflective thought – the authors have a list of several including: “What do I not know about the industry and the company? What unique value can I add in my role as CEO?  What imprint do I wish to create as a leader on employees and other stakeholders?”
  • Protect yourself and your company from information overload – a great point, the authors wrote “the primary challenge is to ensure that excessive communication does not undermine productivity and prevent reflective thinking.” Do we sometimes over communicate unnecessarily?
  • Reimagine yourself as a meta-problem solver – this is a good point, IMHO. Using reflective thought to solve the problem, while not leaning into the tried and true. Why wasn’t the problem solved before it got to you?
  • Be a role-model for your employees – reflective time “should not be the privilege of the enlightened CEO” but should trickle down throughout the organization. Try it. Set aside some time this week and every week in Q1 2023 for reflective thinking and see how it works for you.


Read on to learn more.

How to Regain the Lost Art of Reflection
And Finally...

Based on partnering with dozens of coaching clients, it seems that December has been an especially busy month, busier and more frantic than in previous years. In spite of the fact that the flu is racing through the country and COVID is still out there, we are not slowing down at all. It feels like we are moving at a fever pitch.

What can you do, between now and December 31 to give yourself some time to reflect on 2022? What do you choose to do to make a shift? Reach out anytime, if you would like to have a conversation.

In the meantime, I wish you and yours a very reflective and joyful holiday season.

Merry Christmas and all the best for a healthy, happy 2023. See you in January.

Mary Jo

To learn more about my 1:1 executive, communication or business growth coaching, custom virtual workshops, the Career Transition program or just to connect, you can reach me at info@mjrcac.com

What is going on?

Posted on November 23, 2022 by - Uncategorized

What is going on?

In two weeks, I am doing a workshop for a local manufacturing company. Over the last three years, I have created and facilitated several workshops for them, having worked with their leadership team, sales teams and middle managers. What took me aback is the subject of this next workshop: dealing with difficult clients and colleagues. Apparently the team is worn out, some feel demoralized by their customer’s bad behavior including being yelled at.

Then on Monday, the subject of one of the daily emails I read regularly was about rudeness, sharing tactics to address colleagues and clients who are rude. And last Friday, a client shared with me a video she took during a team meeting where half her staff was on the phone clicking away and the other half looked completely disengaged.

What is going on?
#WiseWords

“Don’t ever forget that you’re a citizen of this world, and there are things you can do to lift the human spirit, things that are easy, things that are free, things that you can do every day: civility, respect, kindness, character.“

Aaron Sorkin, playwright

Worth the Share

While it has always existed in some way, rudeness and bad behavior is so prevalent in our society today that it is being addressed in companies across the country and around the globe. In our personal lives, we have all seen when people behave badly in a public space. We may be aware of how we treat others when we are stressed out and behaved badly ourselves.

It seems to be at such a fever pitch that Harvard Business Review just released a complete series of seven articles entitled Incivility on the Front Lines of Business.

One article from the series is Frontline Work When Everyone Is Angry, which is written by a researcher who studies incivility at work. The author, Christine Porath, did a survey of 2000 workers in 25 industries around the globe and found that 76% have experienced incivility at least once a month, and 78% believe that bad behavior from customers toward employees is more common than it was five years ago. She cites causes which include increased stress, negative emotions, weakened ties to others and technology. The article contains a lot more research.

Another article in the series, How to Respond to a Rude Comment at Work provides solid tactics that are useful, including that you check your emotions first. Why did that rude comment strike a cord in you? Think about the risks of speaking up about the bad behavior, or not. What is your best path forward in that specific situation? Asking questions, showing empathy and forming alliances with colleagues to support each other when rudeness happens are all tactics to try.

Read on to learn more.

Frontline Work When Everyone Is Angry
And Finally...

On November 5, 1963, President John F. Kennedy stated, “Over three centuries ago, our forefathers in Virginia and in Massachusetts, far from home in a lonely wilderness, set aside a time of thanksgiving. On the appointed day, they gave reverent thanks for their safety, for the health of their children, for the fertility of their fields, for the love which bound them together, and for the faith which united them with their God.”*

As we celebrate Thanksgiving in 2022, maybe think about what we can each do to make our world a kinder, gentler place, working to limit our stress and use of technology while building deeper connections with other people. I like to say “lead with love”.

Wishing you and yours a very Happy Thanksgiving,

Mary Jo

*Proclamation 3560, in Wikipedia
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