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Published: Wednesday, December 06, 2017 @ 4:35 PM
— Want a better relationship with your boss, or at least a better understanding?
Quit trying to figure out her favorite latte and start evaluating her birth order.
There really is some science behind birth order's affect on all manner of relationships, according to Real Simple, and workplace success and interaction is one of the areas susceptible to birth order's influence.
In a lot of cases, notes the magazine, these stereotypes are true:
Studies publicized in Business Insider take these surface assessments of different birth orders even further. Their findings may help you understand your manager better, or at least predict his potential motivations. There's also value in seeing if any of the birth order traits apply to you and the role you'd like to fulfill on the management team.
"As always with psychological research, take these ideas with a grain of salt - for example, just because elder children are more likely to be leaders doesn't mean you can't be a CEO if you've got an older sibling," noted Business Insider.
In general though, if you or your boss fall in this birth order, the following traits are likely.
An oldest or only child:
More likely to be conventionally successful
Probably performed better in school
More likely to hold a leadership position
More likely to become a CEO or political leader, possibly due to thriving with lots of structure
A middle child:
More likely to help others
More likely to succeed in conventional ways
A youngest child:
More likely to take risks
More likely to participate in dangerous sports, like football or wrestling
More likely to be self-employed, which means you may not need to worry at all about your boss's birth order
Regardless of your birth order, if you're looking to make friends with your boss or manager, you may have better luck if they are the same birth order as you.
One study shows that youngest children are likely to form close relationships with other youngest children, middle children with other middle children and so on.
How your boss's birth order might get thrown off
Of course, the path of birth order analysis never did run smooth. If your understanding of the way birth order should impact your relationship with your manager isn't panning out, that's because any number or factors can throw the whole equation off, according to Real Simple.
For example, that leaderly, success-driven slot usually occupied by the oldest may get overtaken by another child. If the oldest doesn't act the part, "it creates a job vacancy," Catherine Salmon, Ph.D., a co-author of The Secret Power of Middle Children, told the magazine. "Donald Trump is a middle with a firstborn brother who didn't fit the role. Donald usurped it."
In families with several middle children, the theory goes that each child attempts to be different than the sibling one ahead in the birth order. "If you had three middles, the first and third would likely be a bit more similar to each other than to the very middle child," Salmon said.
Published: Saturday, February 17, 2018 @ 3:23 PM
— Winn-Dixie owner Bi-Lo is preparing for bankruptcy, according to a Bloomberg report.
Up to 200 stores could close as part of a bankruptcy filing, Bloomberg reported. According to Winn-Dixie's website, the retailer has locations in Florida, Georgia, Alabama, Louisiana and Mississippi.
The bankruptcy filing could come as early as next month, Bloomberg reported.
Bi-Lo has not publicly confirmed any bankruptcy plans.
Published: Tuesday, February 13, 2018 @ 7:26 AM
— Remember when the presidential election was over and everyone breathed a sigh of relief, thinking we could all go back to talking about sports and kids, not politics?
Of course, that's not what happened at all: Contentious political conversations abound everywhere, from Facebook to daycare to the corner bar.
But when they spring up in the workplace, awkward can become inappropriate.
"No good comes from it," Alec Beck, a labor and employment attorney at Ford Harrison in Minneapolis, told Inc. "All it does is make people mad."
But staying away from political talks in the workplace is about as easy as keeping it secret that someone put out doughnuts in the break room.
(Note: If you are the one who thinks you have every right to speak politics in the workplace, hold it right there. Not only are Freedom of Speech rights not protected in the workplace, you may also inadvertently be veering into issues of race, gender, age or religion, which are protected by the federal Civil Rights Act's Title VII. )
Still, trying to steer away from political conversations is a win-win strategy, according to Gregg Ward, author of "The Respectful Leader: Seven Ways To Influence Without Intimidation," told Inc.
Buy time. When co-workers are hanging out and someone asks you if you saw the latest news or something an elected official said about a particular issue, "play dumb," Ward advised. "Someone with a strong opinion will go into teaching mode instead of venting emotionally. This gives you time to listen and respond appropriately."
Look for common ground. To give the impression that you're still involved in the conversation, respond in a way that's completely true but still impartial. Ward recommended saying, "I think we can all agree that's a very controversial (or loaded or difficult or challenging) topic."
Be authentic, not transparent. It's hard to work with someone everyday and not mention [recent political developments], Liane Davey, co-founder of 3COze Inc. told Harvard Business Review. But you don't need to get drawn in just because the topic comes up.
"Being authentic doesn't equal transparent," she said. "Don't be a Clinton supporter in the women's washroom and a Trump supporter with your boss, but you also don't need to be fully candid about everything you think and feel."
Artfully shift the conversation toward a neutral subject, Davey suggested, or focus on related topics that aren't candidate specific, like the lack of nonpartisan media coverage. "Speak about the process, not the candidate," she said.
Employ a bit of humor. You may be able to avoid a lengthy political discussion by poking a little fun at the instigator, according to Ward. "If they're a halfway decent person you can look at them with a big smile and say, 'Tell us what you really think' and they'll realize they've gone over the top," he said.
Disengage. If you find that you can't keep your cool, take responsibility for being frustrated and angry, and exit the conversation, HBR recommended. But if a colleague's incessant political talk is both "grating and distracting," speak directly to your colleague in simple straightforward terms that indicate you don't want to talk and you're getting back to work now.
Ward added that none of these tactics will work with a sociopath. "If somebody's a true sociopath what I generally say is, 'You'll have to excuse me -- I have to use the restroom,' and I will literally walk away," he said. "I'm not going to win with that person. They are going to cause an explosion."
So if we're not talking politics, what will we say instead?
Published: Tuesday, February 13, 2018 @ 5:18 PM
— Kudos! You've moved up the corporate ladder and are on top of your career. That's right: You're now the boss.
However, managing a department, division or corporation doesn't mean it's time to lean back in your office chair and prop up your feet. Yet, this type of lax approach to leadership is often seen in executive positions across various industries and unfortunately ends in employee turnover.
The bigger the title, the bigger the managerial responsibility of ensuring you and your professional posse are meeting company goals and expectations, correct? Not necessarily so. Some bosses are actually better at abusing this crucial role than excelling in it.
Emmanuel Little, director of Georgia’s first and only Call Me MiSTER program designed to train students of diverse backgrounds to become talented teachers, warns about the following pitfalls of making bad boss moves and how to prevent them.
So new business owners, principals, presidents or directors should avoid these common administrative blunders if the aim is to build a loyal, successful team for years ahead:
Not leading by example. If you expect workers to put in overtime and interrupt their personal lives to meet project deadlines, show them you're in it to win it with them. Employees appreciate and respect bosses who show up early and leave late along with them, which sets a tone of togetherness. “It’s about practicing what you preach,” said Little, who launched the high school to higher education mentoring program four years ago at Georgia College in Milledgeville. “The biggest way to do that is to model what you want your team to produce, and they will respect you for that. Showing your team instead of always telling them goes a long way.”
Not giving credit where credit is due. If an employee is alleviating responsibilities from your plate and doing a darn good job at it, don't steal their contribution thunder by not acknowledging their efforts to make you look good. Make sure you genuinely express gratitude for their dedication to the task at hand, and if higher-ups brag about the results as well, don't hesitate to recognize the one who covered your back. “It’s important to have different ways of recognizing the ones who are producing exceptional work,” Little said. “Lack of recognition could potentially create negative effects in morale and productivity. You want to make sure your team knows that you care, so figure out how you can uplift and celebrate them when they’ve gone above the call of duty.”
Not compensating hard workers. Employees who constantly produce undeniable results that bring award-winning company recognition, new business and significant solutions to business problems should know they're valued. Promotions, bonuses and raises show these hard workers their talent and time spent on projects is appreciated and deserves compensation that matches their skill set. “Most of the time decision makers have power over resources, so if you’re that person in your division or office, really consider opportunities to compensate your hardest workers,” said Little, “and that doesn’t always mean money in the pocket. Maybe its paying for them to attend a national conference for professional development, self-care days, gift cards or office birthday parties. They need to know they’re seen as assets, not just workers.”
Not considering diverse discourse. Blocking out team members' options, ideas or views to improve office workflow can potentially decrease productivity and morale. Employees may feel as though they don't have a voice or serve as a true stakeholder within the brand. Ignoring simple suggestions from workers that could benefit daily operations or demanding assignments could lead to top performers leaving for better work environments — or worse — a similar position with the company's competition. “Bosses have to be very intentional with placing diverse team members into positions where each one of their voices can be heard,” he said.
“Encouraging them to participate on boards and committees across the company brings intersections of identity to the table and helps account for blind spots in the organization. Greater diversity and inclusion leads to greater success and efficiency.”
Not offering advancement opportunities. The more your team members know, the more they can successfully execute roles and responsibilities. Hindering or failing to make employees aware of career advancement conferences or events that will give them elevation edge only stifles their creativity and ability to become influential change agents within the company. Showing your constant support to their growth motivates them to continue to perform well, according to Entrepreneur.com.
“Bosses also have to be proactive with putting their team into positions that will challenge and improve their skills,” Little said. “Opening up opportunities for them to grow only strengthens their talent level and elevates the organizaton by keeping everyone on the path of producing the best results possible. So identify your team’s abilities, cultivate those abilities and watch how the team excels together.”
Not holding oneself, unproductive employees accountable. Slackers always rub diligent workers the wrong way, according to a piece on how to be an effective team by Fast Company. When the boss and colleagues habitually communicate that meeting deadlines and achieving goals is not a big deal, it only says to those who take their position seriously that the organization is counterproductive to career and company growth. “Bosses need to outline and articulate clear expectations,” said Little. “If you can’t hold yourself accountable, how can you expect any type of accountability from your team? So set straightforward expectations for everyone and eliminate gray areas. That’s why assessments like annual employee evaluations are critical to track the team’s progress.”
Not operating with a humble heart. Employees lose interest in know-it-all bosses quickly. Let's face it: Information and the way companies do business changes every day. Some bosses welcome novel strategies to reach brand objectives; others deflect it and would rather stick with what they know — even if it's not working. From the newest employees to veterans, it doesn't hurt to pick their business brains to learn modern or unconventional approaches to increase output and improve the company culture. “Bosses have to remember: It’s not about you,” Little said. “The mission of the organization is bigger than you. The best leaders want to create teams that help sustain organizations and initiatives long after they’re gone. You want to stay connected to the mission/vision of the business, advancing it and not your ego. So if the team has solutions to make the organization better, listen to them.”
Published: Monday, February 12, 2018 @ 3:57 PM
— The Remington Outdoor Company, one of America’s largest firearm and ammunition manufacturers, plans to file for Chapter 11 bankruptcy protection after reaching a deal Monday with its creditors, according to multiple reports.
Company officials said in a news release that a prepackaged reorganization plan will be filed with the U.S. Bankruptcy Court in Delaware. The deal will give control of the company to its lenders, Bloomberg News reported.
Remington seeks to lower its $950 million debt load, Reuters reported. The company’s executive chairman, Jim Geisler, said in a statement that “difficult industry conditions make today’s agreement prudent.”
“I am confident this regrouping ensures that Remington will continue as both a strong company and an indelible part of our national heritage,” he said.
Officials with Remington, the maker of the Bushmaster AR-15-style rifle used in the Connecticut shooting that left 20 first-graders and six educators dead in 2012, said the agreement with lenders will reduce its debt by about $700 million and add about $145 million in new capital.
The company was cleared of any wrongdoing in the 2012 shooting, but investors repulsed by the massacres distanced themselves from the company's owner, investment firm Cerberus Capital Management.
The company’s debtors include JPMorgan Asset Management and Franklin Templeton Investments, Reuters reported. They will trade their debt holdings for equity in Remington as part of the deal unveiled Monday.
A bankruptcy filing under Chapter 11 allows a company to reorganize and stay in business as the company works to repay debtors. Officials with Remington said in a news release Monday that the company will continue to operate as normal as the restructuring process gets underway.
“Importantly, the fundamentals of our core business remain strong,” Reminton CEO Anthony Acitelli said in a statement. “We have an outstanding collection of brands and products, the unqualified support of a vibrant community across the industry and a deep and powerful culture. We will emerge from this process with a deleveraged balance sheet and ample liquidity, positioning Remington to compete more aggressively and to seize future growth opportunities.”