IN THIS ISSUE: ******************************************************** Employees Matter: Helping employees deal with change News You Can Use: How to be persistent The Leading Edge: Common mistakes managers make Just for Fun: Jokes so bad, they’re good ******************************************************** ******************************************************** If you're considering using Clint as a consultant or speaker in your organization or Association, here are a few calendar opportunities when Clint is already scheduled and has time available. You may be able to save on travel expenses if he’s already in your area. If you’d like more information, please call 800-356-2233 and talk with Kathy Cain. Thank you. Clint will be at these following locations: Pennsylvania - August 7 thru 11, 2006 Georgia - August 24 thru 25, 2006 New York - August 28 thru 29, 2006 Michigan - September 11 thru 15, 2006 Vermont - September 18 thru 20, 2006 Indiana - September 25 thru 26, 2006 Louisiana - September 27 thru 29, 2006 Maine - October 16 thru 20, 2006 Southern California - October 23 thru November 3, 2006 Northern California - November 6 thru 10, 2006 ******************************************************** ******************************************************** How Managers Can Help Employees Deal with Change ******************************************************** Change at the workplace can be very stressful—especially for managers. In fact, the pressure can be overwhelming, as managers must keep employees informed, motivated, and productive through uncertain times. Guiding your employees through times of change is a critical skill. And managers who can master this skill certainly put themselves in an elite class. Below are seven tips that will help you lead the way the next time change makes its way around your healthcare organization. 1. Communicate, communicate, communicate. Keeping employees in the loop is critical when dealing with change. Being informed not only better prepares employees for the upcoming change, but it also makes them feel like important and valued members of the organization. 2. Focus on the positive. While it is important to acknowledge the stress, uncertainty, and disruption that change brings, it is also crucial to emphasize the opportunities for growth, challenge, and reward. Make sure your employees are aware of any potential opportunities the change(s) can bring. 3. Show genuine concern. Taking a sincere interest in your employees goes a long way during times of uncertainty. Addressing their needs (within reason, of course), answering their questions, and forwarding any other outstanding issues to the proper manager/administrator will ease fear and tension. Although you may not have all the solutions, employees will appreciate your concern and honesty. 4. Listen. When employees find themselves undergoing change at work, they often want to talk about it. Be patient, and allow them to vent their frustrations and fully express their feelings. 5. Give it to them straight. You may think that masking the truth and giving employees a rosy outlook is your best or only option. However, if you know that everything isn’t going to be OK, giving employees false hope will only make things worse in the long run. Your employees want to hear the truth; what the real problems are, what you're planning to do about them, and what your employees can do to get past the coming change. 6. Involve everyone you can. Allowing employees to take part in discussions and decision making will give them a sense of control, and it can also help to boost their morale. Involving your people will also provide you with a valuable source of expertise and feedback. 7. Share the vision. Painting an accurate vision of the future is critical as you lead your employees through a period of change. After all, a compelling vision can inspire and motivate your employees during trying times. While you can hardly ever predict when change is going to happen, you can always have a sound plan in place to effectively deal with it. Following the steps above will not only help you and your employees manage change, but excel because of it. ******************************************************** ******************************************************** Persistence Always Pays! ******************************************************** We’ve all heard it before, and maybe it’s because it’s true: being persistent pays off. By sticking to your guns, and not giving up, you stand an incredible chance to achieve all of your goals. Here are a few tips for being persistent (but not annoying) at your healthcare organization. Focus on what you can achieve. It’s best to focus on what you can accomplish rather than on what you can’t. Save your energy to work toward a goal; don’t waste time worrying about obstacles. Make it easy for your colleagues to say yes to your requests. Give co-workers several options so that they’re able to choose what they want to do. Be assertive, but not aggressive. Always be polite, but don’t give up on your direction in order to be liked. And most importantly: Remember that giving up is not an option! You never know, success might be closer than you think. ******************************************************** ******************************************************** “Many of life's failures are people who did not realize how close they were to success when they gave up.” —Thomas Edison ******************************************************** ******************************************************** Common Managerial Mistakes… And How You Can Avoid Them ******************************************************** Being a manager is drastically different from being a “regular” employee. As a worker, you have a job to do, you do it, and at the end of the day, you're responsible only for yourself. However, when you become a manager, everything changes. You are responsible for the results of a group of people, not just for yourself. Simply put, some of the best employees become horrible managers because they fail to identify and develop the right managerial skills. Below are five common manager missteps and ways you can avoid them. Biting off more than you can chew. Many new managers are eager to make a good name for themselves, and as a result, they take on too much work and fail to delegate. Let’s face it, no matter how efficient and effective you are, you can’t do the work of 10 people! By delegating work to employees, you not only save time and resources, but also enable employees to further develop their own work and leadership skills. Whenever you take on a new assignment, ask yourself whether one of your employees can do it instead. If the answer is “yes” give them the task, and allow yourself to focus on higher priorities. Failing to set clear goals and objectives. Employees who don’t have goals lack direction. Furthermore, employees with no clear goals often have little motivation to do anything else but show up for work and collect their paychecks. Meet with your employees to develop realistic, attainable goals that allow them to grow professionally. Keeping to yourself too often. Managers wear several different hats. To some of your employees, you're an information resource, while to others you may be a trusted resource, mentor, or coach. No matter what “hat” you’re wearing, your employees need your time and guidance. When an employee needs to talk, make sure that you're available. Put your work aside for a moment, ignore your phone, and give your employee your undivided attention. They’ll appreciate it and respect you for it. Not recognizing employee achievements. Most managers agree that rewarding employees is important. Yet, many managers fail to take the time or effort to recognize their employees. This type of behavior simply isn’t acceptable. When an employee does an outstanding job, take a few minutes and recognize him or her for it. Your employees' morale, performance, and loyalty will surely improve as a result. Pulling rank too often. A management title does not elicit automatic respect and obedience. If you show a level of competence, and demonstrate the skills that come with your title, the respect of your workers will follow. Pull rank only when you have to. Otherwise, you may create a rift between you and your team, and team members will feel you can’t relate to their needs. ******************************************************** ******************************************************** “Make yourself indispensable and you’ll be moved up. Act as if you’re indispensable and you’ll be moved out.” —Anonymous ******************************************************** ******************************************************** Jokes so Bad… They’re Good! ******************************************************** The jokes below probably won’t be the funniest or most original jokes you’re ever heard, but at the very least, they should make you crack a smile! Doctor: "Did you take the patient's temperature?" Nurse: "No. Is it missing?" Doctor: "Nurse, how is that little boy doing, the one who swallowed ten quarters?" Nurse: "No change yet." Patient: "Nurse, I just swallowed my pillow!" Nurse: "How do you feel?" Patient: "A little down in the mouth" ******************************************************** ******************************************************** “Those who can’t laugh at themselves leave the job to others.” —Anonymous ******************************************************** |