5 Top Tips For Dealing With Mr Bossy!

5 Top Tips For Dealing With Mr Bossy - Advancing Business People

5 Top Tips For Dealing With Mr Bossy!

You're at work, head down and getting on with what needs to be done when you look up and think 'oh, please, no!'

He's heading your way and his dominant manner means he acts like he's your boss. You're sure he's had an 'invisible promotion' because within minutes he's told you what to do and exactly how to do it.

Meet Bossy Bill ! There's no niceties with Bill, he's straight to the point, talks quickly and talks a lot more than he listens. I'd be quite happy if he parked up his Beemer and just sat in office staring at his certificates while playing with his latest expensive watch.

Not only do you think he's bossy, he's pushy and rude too

People like Bill are blunt, lack empathy and sensitivity and are impatient too, aren't they?

Or are they?

You see, Bill doesn't see himself like that. Bill says he's the one that gets stuff done because 'it's all about results'. He enjoys being a bit of a maverick and working on gut feelings, but he does have a track record of achievement.

So what to do? Well, we have a choice. When people like Bill are bossy it can bring out the worst in us and how we react.

So, use these 5 Top Tips to deal with Bill and avoid those bad feelings.

5 Top Tips for Dealing with Bossy Bill

1. Get to the point and stick to the topic

2. Give him the big picture, not the details

3. Don’t take his bluntness personally

4. Be clear about what’s expected

5. Give him challenges/power/prestige as appropriate

Okay, so I might have stereotyped Bill just a little (!) but I hope you get the point that people go about doing things differently, and if we make an effort to understand ourselves and others in the workplace we’re far more likely to enjoy getting things done together.

The best way by a country mile to learn about your workplace behaviours is to take a personal assessment and yes, I might just happen to have one waiting for you today!

So jump on the phone and speak with me for up to one hour absolutely free of charge and take the first step to avoiding the frustrations of dealing with people like Bill in your workplace!

Best regards, Jon

ps. I hope you've enjoyed reading these 5 Top Tips For Dealing With Mr Bossy will also take a look at the three others blogs that complete this series: Miss Chatty, Mr Steady and Mrs Careful.  Have fun!

Let's connect on LinkedIn

3 Simple Steps to Discover Your Leadership Style?

3 Simple Steps to Discover Your Leadership Style?

We go through life discovering things about ourselves all the time, don't we.  As a child we discover how far we can push our parents before we get a clip round the ear. At school we discover we're not the cool kid and when we're down we discover who our real friends are.

Then at work, we're rewarded with the lofty role of leading and quickly discover it's a rather tricky one and we need some help.

The good news here is you're not alone and there's a ton of help out there.  The bad news is there's so much help (Amazon currently has 149,121 Leadership books!) that it becomes a confusing, time consuming chore.

So let's cut the confusion and the time and crack on with discovering your primary leadership style!

8 Dimensions of Leadership_Advancing Business People

Start by taking a quick look at the model above showing 8 leadership styles. 
Underneath this model are two axes.  One runs from north to south and the other from east to west.

Discover now!

DiSC Circumplex_2-Questions axes

1 Look at disc 1. above and place yourself at the end of the axis that sounds most like you.
2. Look at disc 2 and do the same.
3. Now you've identified yourself on both axes go back to the model and discover your leadership style!

Now you know you style but what does it mean about you in the workplace?  

1. Pioneering
At your best: You're bold and passionate
At your worst: You're impulsive and overconfident.
Would increase effectiveness through: Patience, humility, consideration

2. Energizing
At your best: You're upbeat and eager
At your worst: You're erratic and inconsistent
Would increase effectiveness through: Being more objective, completing tasks

3. Affirming
At your best:  You're kind and supportive
At your worst: You're indirect and avoid conflict
Would increase effectiveness through: Acknowledging others flaws, confronting problems

At your best:  You're sincere and accommodating
At your worst: You're passive and overly trusting
Would increase effectiveness through: Displaying confidence to reveal true confidence

5. Humble
At your best: You're modest and fair minded
At your worst: You're rigid and overly cautious
Would increase effectiveness through: Being decisive, showing urgency

6. Deliberate
At your best: You're conscientious and disciplined
At your worst: You're risk averse and a perfectionist
Would increase effectiveness through: Acknowledging others' feelings, looking beyond data

7. Resolute 
At your best: You're questioning and independent
At your worst: You're cynical, insensitive
Would increase effectiveness through:  Warmth, tactful communication

8. Commanding
At your best: You're powerful and decisive
At your worst: You're forceful and egotistical
Would increase effectiveness through: Patience, empathy

I hope you now have you a big-picture sense of how this model can help you bypass some of the trial and error often involved in leadership growth.

Leading people is a social skill which requires you to connect with people around you to develop relationships and co-operation.

To achieve this you’ll need to practice using more styles because a one dimensional approach isn’t enough to help you reduce how often you jump to conclusions and make poor judgement calls.

Discovering your primary leadership style using this 3 step method is a very quick method to get you started.

But to get a more accurate assessment and become a multi-dimensional leader simply jump on the phone and give me a call or email me at jon@advancingbusinesspeople.co.uk for a free short on-line assessment to discover leadership style! 

Best regards, Jon

Notes: This blog follows on from last weeks which is right here and this model is taken from the book, 8 Dimensions of Leadership: DiSC Strategies for Becoming a Better Leader, which you can get from me.

What’s Your Leadership Style?

Leadership Style_Advancing Business People

What's your leadership style?  Okay, that may be an unfair question to ask so early in this article. However, to be an effective leader we need to know our strengths.  Plus, it's helpful to know how we developed our own unique approach to this role. So that's where we'll start.

Subconsciously we learnt about leading from a very early age.  We watched our teachers, Scouts leaders and older relatives and noted good examples of their leadership. We also noted some that were not so good and thought 'I won't do that when I'm in charge!'

Then in the workplace we noted more examples plus we worked hard and are finally rewarded with this key business position. However, the chances are that despite all this experience, many of us are still not prepared for our new role.

We're now expected to plan, make tough decisions, manage resources and then it gets complex. You'll have to delve into the messy world of people! You have to manage, inspire, motivate and delegate.

To begin with you'll use your natural style, and that's fair enough because that's what you know. But unfortunately your default style will only get you so far.  This is because your team is made up of unique individuals with different needs that you'll have to meet.

There's lots of quotes and evidence to support the need for top notch people skills and here's the Carnegie Institute's findings: 15% of success is due to tech skills, 85% is due to people skills.

So, in order to connect better with others what do you do?  You need to go beyond your autopilot approach and discover new behaviours. And there's good news here because you are not trapped in your leadership style, you can break free!  You can choose other ways of thinking and behaving in your role from today onwards.

There's good news here too. Psychologists, business consultants and experts have devised theories, models and frameworks for us to use. And that's what we're going to do next week, take a simple framework that will help you lead better, whatever you level.

You'll discover your own primary leadership style so you can connect better with your others, lead with success to create a healthy organisation and beat your competition too!

However, if you're a man on a mission (or lady of course) a week is a long time, so call me now and discover your leadership style today!

Best regards, Jon.

Top Tips For Dealing With Mr Steady

Hare & tortoise - Advancing Business People

Bill's team were working on a priority job that had to be submitted by the close of play. They got stuck in, worked well and by lunchtime everyone had just about got their parts complete. That is everyone except Sam. He rarely gets his work done early, but this time he sure was under pressure to crack on.

You see, Sam is motivated by co-operation, so throughout the morning he was always on the lookout for opportunities to collaborate with and support his colleagues. He is a talented multi-tasker although he works at a slow and steady pace until something is complete. Because Sam is a team player he knew he had to catch up so he got his head down and conscientiously worked through his lunch.

Great effort! Although for some people this wasn't enough. Time was ticking. Bill was getting tense and cross. He was also doing a poor job at hiding his frustrations. Couldn't Sam at least look as if he's getting a move on? But rushing around like a headless chicken isn't Sam's way. He's patient and tolerant but he's also resistant to change. He works diligently but steadily.

However, it got too much for Bill who yelled suddenly at Sam, accusing him of being slow and putting the whole job in jeopardy. Although this hurt Sam, he didn't react, he never does. Being aggressive with Sam isn't helpful, it simply causes him to hide in his shell. People with Sam's working style are passive. They avoid conflict and may also hold grudges when they experience frustrations and resentments instead of facing issues head on.

Working with people like Sam is such a dilemma because they're patient, warm, friendly and always willing to help. But they're also rigid, slow, and have difficulty with prioritising. Don't they?

Use these 5 Top Tips to get along better with people like Sam

1. Show concern for their feelings
2. Offer your thoughts but be easy going
3. Be logical and organised
4. Tell them about change early
5. Avoid being forceful or confrontational

These Top Tips are a good start to helping help you get along better with your more cautious and reflective colleagues, but we can do much more. By digging a little deeper we can learn how to connect better with them, especially when problems need solving and things get a little tense.

So jump on the phone and speak with me for up to one hour absolutely free of charge and I'll tell you how to handle those tricky conversations with people like Sam because they deserve help with they're deadline dilemmas!

Best regards, Jon.

01733 860367

I hope you've enjoyed reading Top Tips For Dealing With Mr Steady and you can find many more right here!

5 Signs Your Organisation Is Healthy

It's easy to see when some things are healthy. Your dog eats breakfast like he's never been fed, your child does twenty laps of the kitchen table because he can and when you jump in your car the dashboard doesn't light up like a Christmas Tree.

But what about your business, is it healthy? This might not be something you think about everyday but whatever your business, it needs to be healthy to be successful.  This is because it’s the best opportunity to improve your business and gain a sustainable competitive advantage.

A business is healthy when it has the ability to align, execute, and renew itself faster than the competition to provide sustainable high performance.  I'll put in plain words.

'Smart' and 'Healthy'
To start with, we need to know that any business aiming to maximise its success, must comprise of two essential parts.  It must be 'smart' and 'healthy'.

Smart organisations are good at the classic fundamentals of business including strategy, finance, marketing and technology. No surprises there then.

But although the smart side is critical for success it's only half of the equation but takes up almost all of the time and energy of it's leader.

Daft eh? Here's why. When well educated leaders attempt to make improvements they look in the smart side because this is what they know, they've been trained in strategy, finance, marketing or technology. They feel comfortable here working with spreadsheets and Gantt charts and measurable data.

The messy side
The flip of the healthy side of the equation involves people.  They try to avoid this side because it involves subjective conversations which can become difficult, emotional and messy.  Even though they know that politics and confusion are causing pain in their business.

They miss the opportunity of creating a healthy organisation and go back to shifting figures around which only gives small and brief gains.  This is because knowledge is everywhere and is spread so easily that the advantage gained is short-lived.

Why healthy wins
Most organisations have plenty of intelligence, knowledge and expertise to be successful but their culture can be way too unhealthy to sustain a competitive business.

Smart is important but leaders should prioritise healthy over smart for the reason that healthy organisations get smart over time. This is because leaders learn from each other, identify issues and recover quicker from mistakes.

They can get over problems and create solutions faster than their competitors because there's no politics and confusion to get in the way.  The best way to see if an organisation is healthy is to look for signs.

The 5 Signs of a Healthy Organisation

  1. Minimal politics
  2. Minimal confusion
  3. High morale
  4. High productivity
  5. Low turnover of best staff

Right now you're probably thinking 'that's it?' or 'I knew that' because everyone recognises this stuff.

You see, when you get rid of egos, dysfunctions and politics you'll tap into the intelligence of your people and teams to make better decisions a whole lot quicker than your competitors. In addition they create environments in which their employees do the same.

So where do I start to create a healthy organisation?

The best place to start is to create a cohesive leadership team and that's why I want you to jump on the phone and speak with me for up to one hour free of charge.

Because although organisational heath is straight forward enough, it's hard work and I want your business to succeed too!

Why some businesses are simply better

Why some businesses are simply better

Why some businesses are simply better














Some businesses are simply better than others, they just seem to get things right, don't they?

For example, we might choose Costa because we think it has better coffee and a more relaxing atmosphere.  We might choose Apple electronics because of their slick designs.  Or we could choose a local garage because we trust them to look after our wallet as well as our car.

These businesses probably aren't excellent at everything. But they're doing some things incredibly well, and this is their competitive advantage.

What is a competitive advantage?

A competitive advantage is simply anything that we do which is better than our competitors.  This can be doing things faster, cheaper, better, having more knowledge or talent, better customer relationships, and so on.

And your business really needs a competitive advantage because without one it's going to be a mighty struggle!

But there's a snag. A competitive advantage comes and then goes when your competitors catch up. This means it has to be sustainable so you can get ahead again. It's survival of the fittest out there!

So how do we gain the ultimate competitive advantage?

The answer to this has been around for years, but very few businesses today still don't get it, or if they do they don't get on with it!

You see, the greatest single advantage your business can achieve is still organisational health, yet it's ignored by most leaders.

Employee satisfaction, communication, co-operation and true team work are just some of the benefits that will dramatically improve your business.

And there's more.

Organisational health isn't restricted to just your business. Just in case you happen to take the Sunday Service in your parish church or are on the board of governors at your local Primary School you can use it to transform these organisations too!

Next time I'm going to tell you exactly how organisational health can be a driving force for your business to beat your competition.

Of course if you can't wait until next week, you can take a look here for more about Organisational Health  or jump on the phone and I'll tell you now!


5 Top Tips for Dealing with Miss Chatty!

Advancing Business People

5 Top Tips For Dealing With Miss Chatty!

Cassie drives a white Fiat 500, convertible of course. It’s actually more of a sliding roof than a convertible but she’s had sooooo many good times out with the girls that the Mini Cooper soft-top is ‘on ice’.  But that’s not bothering her, it’s still fab fun 🙂

The bubbly events co-ordinator drives through the car park at work roof down all year round, calling out a cheery ‘yoohoooos’ with a lovely warm smile.

She strides through the main doors wearing her stylish yellow dress making small talk with Security, sharing anecdotes with the cleaner and simply can’t get past the Receptionist without sharing what happened with who last night’. LOLs and OMGs fill the corridors with spontaneous laughter!

Cassie is lively, energetic, loves working in a team and is the go-to person when you need the works party arranging.

That’s great, but we’re here to get things done aren’t we?

And how are we supposed to get stuff done when Cassie insists on nattering to everyone AND all of the time. And what about her own work, with less chat couldn't she get more done?

Cassie chats too much, too fast and has an attention span that’s waaaaay too short. Or has she?

You see, Cassie is outspoken, but she's also accepting, enthusiastic and has no idea why some people are so damn miserable.  She loves her work because after all, it's just part of life, isn't it?

5 Top Tips for Dealing with Chatty People like Cassie

  1. Let them tell you how they feel
  2. Be careful, they quickly feel rejected
  3. Help with their focus and organising
  4. Be aware of them over-selling ideas
  5. They need popularity, visible rewards and freedom from details

These Top Tips are great to get you started, but the best way to help Cassie and her team learn about their workplace behaviours is to complete a personal assessment tool.

It will help them to discuss their different behaviours (which Cassie will love!) so they can get along better and get more done.

So jump on the phone and speak with me for up to one hour, free of charge, and I'll tell you how we can get Chatty Cassie and her team working better and working better together.

Plus I'll also send your a free Workplace or Team sample Profile!

Best regards, Jon

https://uk.linkedin.com/in/jonbritain, 01733 860367.

ps. I hope you've enjoyed reading these 5 Top Tips For Dealing Miss Chatty and will also take a look at the three others blogs that complete this series: Mr Bossy, Mr Steady and Mrs Careful.  Have fun!

Why your meetings must have conflict & context

If you're a manager or a leader the chances are that you're involved meetings of some sort.

This is because they are a crucial activity of every business, where we make decisions about how we spend our time and energy in the future.
All good stuff, except all too often, they're unproductive and as boring as hell, aren't they?

Bad meetings are a painful and underestimated problem in most businesses. And probably the most boring, tedious, uninspiring part of our jobs and why we say they're so frustrating and pointless.

But they don't have to be this way! It's possible to transform your meetings into compelling, productive and even fun activities.
Do this and you'll get massive rewards - more done and more done quicker.

So why are most meetings so boring and ineffective?

It all boils down to two things, a lack of conflict and context.

1. Conflict: This is why they're boring. We need to get stuck in and take part in conflict with passionate discussions and challenging ideas to keep people engaged and get results. Note: It's important to stick to productive conflict, not the personal back-stabbing type.

Conflict may cause discomfort, but if it's not tackled in the meeting it'll cause suffering in the corridors or at the water cooler.

Tell your team you expect more conflict from them. For some this wlll feel uncomfortable, but they'll have to get comfortable feeling uncomfortable!

2. Context: This is why they're ineffective. Many organisations have one type of meeting where ideas are randomly discussed, such as admin, tactics and strategy. A sort of meeting stew!

When this happens people lack clarity and can't work out exactly what they should be doing. Brainstorming, debating, listening or weighing in?
To get a clear purpose of what's going on we need a little structure of say 3 types of meetings.

1. Daily Admin/Check-In: Just 5 minutes while standing up to get everyone aligned for the day.
2. Weekly Tactical: 60 minutes where everyone reports their priorities in 60 secs before drawing up an agenda about the stuff you measure: revenue, expenses, customer satisfaction, etc.
3. Monthly Strategy: The most interesting and even fun meeting where you analyse, debate and decide the big issues.

Right now you're probably thinking okay, but there's no way I have time for all those meetings! Well, there is, and here's why.

All those meetings will use up just 10% of your time, leaving you 90% to focus on everything else you have to do such as creating a vision, planning or maybe business lunch or two!

Meetings are a key part of a healthy organisation.  Good meetings get rid of your people's fears about people speaking honestly about their hopes, disappointments and frustrations to create a high performing team.

So jump on the phone and call me for up to one hour, free of charge and I'll explain how your team meetings can be exciting and productive to give your business a competitive advantage!

Let's speak on 07557 514880 and connect on LinkedIn!

Best regards, Jon.

Why your meetings must have conflict and context

Better Workplace Relationships Leads to Better Business

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Better Workplace Relationships Leads to Better Business

You've hired the right people, ensured they have the 'tools' for their job, supported their CPD and diligently carry out their annual performance appraisals but somethings not right in your workplace.

It's easy to spot poor timekeeping and personal conflict issues or maybe through your performance management plan you've identified the need to improve the quality of relationships between everyone in the workplace.

Personal assessment tools have many uses, including conflict management, motivation, productivity and career development.

Personal assessment tools that are simple and memorable provide a common language to help people and teams understand one another and work better together.  They are based on an understanding of our different behavioural styles which includes our priorities, motivators and stressors.

Everyone has a unique blend of different styles and priorities, and these differences are extremely valuable. Assessing and making use of these differences enables us to create a healthier organization.

The first step is understanding ourselves so we can become better when working with others.

 The next step is to learn about others around us and their preferred styles and how they differ from our own.   Then, with practice we can adapt our behaviour to improve the quality of our workplace and build more effective working relationships.

For example, if we're dealing with someone who is driven by victory and bottom line results we may need to get quickly to the point and maintain a fast pace.  When dealing with someone whose goals are popularity and approval we should adopt an energetic and high spirited approach.  For those who prefer harmony and stability a friendly and patient approach will work best.  Finally for those whose goals are accuracy and quality we need to understand they take pride in achieving superior results but may seem a little detached.

A memorable personality assessment tool acts as a springboard for conversation and develops more effective relationships resulting in improved employee engagement and workplace communication.  In addition they can also develop critical interpersonal business skills such as sales, leadership, management and team building.

It would be great to hear how you achieve better workplace relationships because they lead to a better workplace and a better business, so please add your thoughts!