Hull & Associates

2010-09-02T12:18:00.001-04:00

We have moved!

2010-07-15T16:36:00.004-04:00

The Corporate Couch - July / August 2010

Dear Dr. Mimi,
What are some things I can do to ensure a positive work environment for my employees?
– Concerned Manager

Dear Concerned,

Keep your employees informed. The more information your employees receive, the less they assume … and the less chance for miscommunication and useless rumors and gossip.
• Transparency: Don’t hide things. If the goal is to work as a team, access to information is essential to success.
• Honesty: Information that you pass on to your employees must be true 100% of the time!

Balance criticism with praise. Correcting an employee’s mistakes is necessary and deciding on disciplinary action is appropriate, but also understand that people need to hear the good things they have done as well. People are motivated when they hear at least two praises for every criticism. Public vs. private. Praise in public, and more importantly ... criticize in private. Don’t over-work. Emphasize the importance of getting work done on time, meeting deadlines and being productive. However, don’t forget the human factor. Unexpected circumstances occasionally arise and flexibility and caring build loyalty. Learn to laugh. Laughter is good for you. Smile. Tell an appropriate joke here and there. Remember that if you are poking fun at someone, it needs to be yourself. We spend way too much time at work to not enjoy the people we have around us.

2010-07-15T15:42:00.002-04:00

How to Choose the Right Trainer or Speaker

There are so many trainers and speakers to choose from. How do you select the best one for your next event?
There are some basic questions you can ask yourself:
· Is the speaker credible and trustworthy? Does he or she have the credentials and experience to deliver a quality presentation? What is their education? Who else have they worked for? Can they do a variety of programs or are they a “one trick pony?”
· Does their message make sense for your audience? Does the trainer take time to learn about your organization? Is the program a customized one or simply the same program done over and over again?
· Do they motivate or better yet, educate your audience? Stories are great but stories without substance are simply entertainment.
We have all been to these events - the speakers are great; they pump us up; we go home and share our enthusiasm with our families; and by time Monday rolls around we have lost the energy and it is business as usual. The message simply wasn’t sustainable. We feel good but we have not added to our repetoire or have anything practical to put into practice.
When choosing a Trainer or Speaker, the real question comes down to... What are the results you desire? In other words, at the end of each engagement, what do you want them to know? How do you want them to feel? and what do you want them to do better or do differently?
Is it worth it to have professional speaker? If you choose them carefully, then absolutely. If you need an engaging speaker or trainer, call us at (407) 628-0669. At Hull & Associates, our programs are always upbeat, interactive and fun, as well as productive and inspiring. No two people or organizations are alike. Therefore, we customize our programs to meet your unique and specific needs.

2010-07-15T15:39:00.001-04:00

Motivating Your People

When we think of motivation, we think of praise and awards, but there is a more to ensure that members of your team know their importance.
Recognition won’t work without respectful relationships. There’s no excuse not to know all your employees’ names, what they’re working on and what their aspirations are. Once you solidify a superior relationship with them, it can be as simple as verbally reinforcing positive behavior. With under performers, discover what they do well and recognize them for it and they are more likely to do more things well.
Research has found that the cornerstone of meaningful recognition was actually opportunity. “An award may be a tangible sign of recognition, but employees see an opportunity as a sign that their manager truly values them”
Opportunities don’t have to be expensive. It could be as simple as trusting employees with important customers and/or assignments, introducing them to an instrumental figure within the organization or having a training event.
If you can reaffirm your employees’ value while your organization is having difficulty, you will keep your best people. Some people believe if you praise someone, that person is naturally going to say, “If I’m that good then I should get a raise.” This simply is not the case. They do not go hand in hand because employees can see the economy around them. They know what things are like and they just want to feel valued.
Then again, if a company starts to bring in a ton of money and doesn’t distribute some of it, people will get conflicting messages and think they’re not actually appreciated. How do you know if your “motivation program” is working? Ask your people. If you have built the relationship first, they will let you know.

2010-07-15T15:29:00.001-04:00

Difficult People-Your Best Friend

Objective language can be your best friend when communicating with difficult people, and it is often the only way to get the response you want. Trust me, it’s helpful outside of work also—with difficult neighbors, children, and even friends.
What is objective language? If you tell a coworker they are disruptive, that is your subjective opinion. But if you rely on what you saw and heard, then the true situation becomes clear.
Does your coworker talk too much at meetings? Stop in your office to chat ... on an hourly basis ... and break your work flow? With those facts at hand, now your coworker can identify the problem exactly.
Look at the difference between subjective and objective language here:
Subjective: You are irritating to other employees who want to get work done.
Objective: You interrupt people by dropping by their work space to chat.
Subjective: You’re really annoying in meetings.
Objective: You need to stay in the meetings and talk only when the facilitator calls on you.
Subjective: You don’t respect other people.
Objective: You call other people derogatory names. Once the person can understand the problem objectively, he or she can find the solution.
Call other people names? Well, stop doing it!

2010-07-15T15:23:00.001-04:00

Faking it..Can people “outsmart” personality tests?

“Faking” is a big concern for employers using personality tests.
Steps for Employers
Cover the basics. Choose a test with proven reliability and validity like the DiSC®.
Become knowledgeable about the test through a certification program. If this is not possible, then use an outside consultant
Consider the personality requirements of the job and measure them using a tool like the Role Behavior Analysis. For instance, the ability to work long hours without social interaction is far more “natural” to some than others.
Monitor the process. If you are concerned about having someone else taking the test, have them take it at work. Tell participants they will be discussing their answers at a later date. This holds an applicant responsible for consistent answers.
Conduct interviews that are based on the test results. Some test publishers, like the DiSC® provide interview recommendations with the test reports, which can save time. If someone has intentionally provided false or inflated answers, you may spot discomfort or hesitation during the interview.
Do the profile “on the other person.” If you find that your perception and theirs is radically different, talk about the different perceptions.

2010-07-15T15:18:00.004-04:00

Hard vs Soft Skills

Technical and job-related skills are a must, but they are NOT sufficient if you want your people to grow. To this, the answer is harsh but real -- a professional who wants to do well does not really have a choice. Soft skills are essential
Initially, technical abilities are important to get good assignments. However, when it comes to growing, it is your personality that matters, especially in large organizations where several people with similar technical expertise compete for a promotion.
The soft skills that are required include:
· Interpersonal skills
· Team spirit
· Business etiquette
· Negotiation skills
· Behavioral traits such as attitude, motivation and time management
“Soft skills training is essential because we do not have it in our academic curricula. Therefore, organizations have to take up the task of grooming employees who are the link between the company and the external world, so that they are able to present themselves better, “says Sumeet Mehta, an equity research analyst with Fortis Securities Ltd.
Do you and your people have great soft skills? If your answer is yes, good for you.
But if your answer is no, then you know it is time to approach either a training organization or a training consultant. Call us today...We can help!

2010-05-27T12:18:00.003-04:00

The Corporate Couch - May / June 2010

Dear Dr. Mimi,
Recently, upper management enforced many new rules in the policies and procedures at my workplace. We have been doing things the same way for many years now with much success and my coworkers and I are getting frustrated with all of the changes. How can I learn to adapt when all I want to do is revolt?
- No Change

Dear No Change,

Change is inevitable and hard! So what can you do to make it more comfortable and successful?

1. Invest your energy in making quick adjustments to the changes. Don’t focus on what life was like before the new rules or find ways to rebel. Accept that change has occurred. It is better to be a change agent than a change blocker!

2. Determine how the game has changed. Reorder your priorities. Take a step back and learn why the new policies were necessary. This will help you figure our ways to work with the changes and have the changes work for you.

3. Don’t worry about the bad things. Focus on the bright side. Maintain a positive attitude to help you through tough times and long days.

4. Keep in step with the organization’s intended pace of change. Speed up. Don’t drag your feet in this process. Decide to adapt to changes and work with them to help avoid conflict later.

5. Keep a positive attitude and a sense of humor. Encourage others around you and focus on the positive. Be an advocate for the changes. Express the reason why you feel these changes will be positive for your organization.

2010-05-27T11:04:00.005-04:00

Conflict Management Styles

Your conflict management style is determined by the repeated approach you take in a conflict. This is different from a tactic which is used one time in a certain situation.
When disagreeing with co-workers, it is important to understand what type of approach is needed. Here are some options:
Avoidance: represents low assertiveness and low cooperation. Avoiders would rather walk away from conflict than discuss it.
You can use this style if an issue is not worth arguing about, and/or you need time to think about it.
Competition: represents a high level of self concern and a low level of concern for others ideas or thoughts. People who are competitors may get what they want, but lose friendships along the way. Competition can elevate the quality of a product or service if used carefully.
Accommodation: the opposite of competition, represents a low level of concern for ones self but a high level of concern for others. Accommodators put their interests last to let others have it their way. Warning: if you expect to get your way the next time, let the other person know this, or else they will think you really wanted the solution and the other person owes you nothing.
Compromise: Compromisers don’t mind splitting the difference. “Something is better than nothing”. This method works if more than one person has a good idea, they can be combined and or if each side stands to gain something.
Collaboration: Labeled as the win – win situation. Collaborators work with others to ensure that every ones interests can be met, not just one over the other. Collaboration builds good relationships but takes the most time. A good time to use this style is in meetings and brainstorming sessions.

2010-05-27T10:47:00.005-04:00

Eight Steps to Create Accountability

Leaders are always asking us how to increase accountability to get the results they need. Simply put, the leader’s job is to ensure every member of the team wins, and winning is defined as meeting the organization’s top objectives. Here is the seven-tip formula you can use to create accountability and achieve extraordinary results in any organization:
1. Establish the top three objectives. Once identified, objectives must be SMART, specific, measurable, attainable, realistic and timed!
2. Assign each team member his or her respective objectives. Take the time to go over what they need to accomplish and what help and/or training they need.
3. Identify roadblocks. Have each team member identify in writing a maximum of three things they need to accomplish each objective. Agree on what the leader will do to help.
4. Clarify and remove roadblocks. Meet individually to agree on what’s needed to win and who will be responsible for it happening. Probably, as the leader, you will assume some responsibility to help them get what they need to win. Perhaps you will call in someone else to train or help.
5. Follow up. Schedule a 30-minute monthly update using a color coded results report. Accomplished results are in green and areas behind are in red. Focus the conversation on what was done to achieve and maintain the green. For red issues, focus on what will be done, when it will be achieved and what help is needed.
6. Share lessons learned. Hold bi-monthly meetings with all team members to discuss lessons learned, identify critical roadblocks and offer to help any team member behind plan. Remember, the leader wins when everyone on the team wins.
7. Reward results. When objectives are achieved, ensure that rewards are disproportionate and highly visible. Those who achieve the most get rewarded the most—and everyone should know that.
8. Cut your losses. Ensure that people at the bottom are either improving their performance or being moved out. No one with poor performance gets to remain on the bottom for more than a year without action being taken.
(From Supervisory/Leadership Training - Dr. Mimi Hull)

2010-05-27T10:35:00.003-04:00

Five Strategies for Difficult Conversations

1. Discuss one item at a time. Too many issues at one time can be overpowering and people will feel dumped on! Prioritize what you have to say. Think of what will make the greatest positive difference and focus on that behavior.
2. Know what you want to say, do it soon and deal only with facts. Resentment sets in when there is a problem or a difficult situation and nothing is being done to solve it. If you use lots of words, the message can get lost in the verbiage. Share behaviors, not inferences. Say, “You leave 15 minutes early” rather than “You are lazy.”
3. Use a moderate tone of voice. A loud voice and an accusatory tone can be intimidating and may lead to a battle of words, or on the other hand, someone clams up or shuts down so no one listens and both parties lose.
4. Don’t interrupt. Let the other person finish before you start talking. Sometimes we assume we know the whole story and we only half listen. Listen attentively - to understand not to contradict.
5. Treat the person with respect and try to come to a win-win solution. Have the other person suggest solutions, before you give your ideas. If you were wrong, apologize. If you made your words sweet, it is a lot easier to eat them!

2010-05-27T10:27:00.003-04:00

Control Freaks!

When you hear the term Control Freak, do you feel complimented or insulted? A lot depends on whether you think that a control freak is in control or simply controls others. I prefer to think of them as being in control! Here’s why:
Control freaks control their thoughts. They know what they want and can focus on their goals without distracting “what-ifs” and “how-abouts.”
Control freaks don’t rely on luck and/or happenstance. They take positive action to get the things they want.
Control freaks are focused. They provide stability during change and help reduce stress. You can be sure that control freaks have their eye on the ball (or all the balls in the air) and can make it easier for everyone to get through changes with a minimum of stress.
Control freaks get things done. They do not want pie in the sky. They want pie on their plates!
Control freaks are NOT bullies or micromanagers! All of the advantages mentioned above involve control freaks controlling either themselves or those who actually want to be controlled, like nervous employees in times of transition. Control freaks and team players are not mutually exclusive. In fact, there is an important place on the team for control freaks!
So... if someone calls you a control freak...just say. “Thanks!...and then ask them what they meant!”

2010-05-27T10:08:00.005-04:00

It’s Hard to Really Listen!

A key to effective communication is to listen, really listen. Not only will you be able to comprehend better, you will be able to provide a better response as well.
Why is it hard to listen?
Physical distractions - Everything from the voices around us, the temperature of the room, scents, and inadequate lighting affect our ability to pay attention or listen. We have a choice...tune them out or find a better space!
Message Overload – We get too much, too fast. Listen and reflect back key points and ask if you are correct. Do not assume that effective communication is just the sender’s responsibility.
Not maintaining eye contact – Look at the speaker directly. Do not multi-task! You know how it bothers you when others do it...so don’t be guilty of it yourself.
Assuming you know what they are going to say – Let the speaker finish without interrupting. You may learn that what you thought was so is not!
Judging prematurely – You decide before all the facts are presented. Try waiting and listening before you make a decision. Look for main and supporting points in the speaker’s message.
Rehearsing your response - Before you respond, repeat what you have heard. The chances of a better response is greatly increased if you do!
(From Business Communications - Hull & Associates)

2010-03-22T16:16:00.000-04:00

Go Ahead and Vent..but Find the right Listener
Here is the Goal: To be able to blow off steam without damaging your reputation.
Understanding how stress works will only get you so far. You need cathartic relief, right? Don’t hesitate to seek the empathetic ears of a colleague, but do choose your confidant wisely. The more you say to a person you work with, the more likely something will slip out at work.
You don’t want co-workers using your misery to their advantage, so find someone with a sterling reputation whom you know and trust.
As counterintuitive as it sounds, in some cases your boss may be your best confidant. Sure, you don’t want to make much ado about the minor daily stresses of your job, but if you’re struggling with something major that affects your performance, talk to your boss. After all, managers are invested in the success of their employees. A brief explanation (keep the hairy details to a minimum) is not only fair, it’s also a way to build trust.
If you’re going to go to your boss, schedule a time to talk instead of dropping by unexpectedly when they may be in the middle of grappling with the demands of their own job.
Prepare for your conversation. Bring in notes to help you stay on track.
Regardless of whom you talk to, vent once, then let the issue rest. Constantly rehashing the story will force you to relive your emotions and irritate the listener.
If you have to do a difficult task, the conversations didn’t make the task any easier, but they will help you cope with your own internal struggles.

2010-03-22T16:14:00.002-04:00

Controlling your Stress
A certain amount of daily stress is normal. Stress is simply your reaction — either positive or negative — to change. When stress places prolonged pressure on your coping mechanisms, it can become a problem that requires professional help. Continued high stress can wreak havoc both physiologically and psychologically.
Internally, stress comes from your perception of a situation. For example, if your boss emerges from a long, meeting looking upset, and sends you an email requesting a meeting, do you immediately think the worst? If so, you have triggered your body to go into a stress reaction.
You can’t always eliminate the stress, but you can change your response and calm your mind.
Keep a list of everything in your day that causes you stress. Pinpoint how every item on the list makes you feel and then ask yourself, “Is my reaction appropriate or over the top?” This step is key, because once you understand where your emotions are coming from, you can find a healthier way to deal with them.
External factors, like toxic work environments, also drive workplace stress. Common characteristics of stress-inducing environments include authoritarian or noncommunicative supervisors, socially isolating work, and jobs that require a lot of effort but offer little reward.
Eliminating the source of the problem (i.e., finding another job) may be the most effective solution. But until the job market improves, find ways to regain a sense of control over your time and your surroundings.
For example, if you must endure stressful rush-hour traffic to arrive at the office by 8 a.m., start your workday earlier to avoid travelling at the worst time of day. If you work with difficult people, close your office door or take your work to a conference room so your exposure to them is reduced.
You may not be able to control the stimulus...but you can control the response...so relax and make it a less stressful one!
Taken from a Stress Management Seminar from Dr. Mimi Hull

2010-03-22T16:06:00.001-04:00

5 Ways to Deal with Change
Change is inevitable and hard! So what can you do to make it more comfortable and successful?
1. Invest your energy in making quick adjustments to the change. – Don’t focus on what life was like before the change or find ways to rebel. Accept that change has occurred. It is better to be a change agent than a change blocker!
2. Determine how the game has changed. Reorder your priorities. – Take a step back and learn why the change occurred. This will help you figure out ways to work with the change and have the change work for you.
3. Don’t worry about the bad things. - Focus on the bright side. Maintain a positive attitude to help you through tough times and long days.
4. Keep in step with the organization’s intended pace of change. – Speed up. Don’t drag your feet in this process. Decide to adapt to change and work with it to help avoid conflict later on.
5. Keep a positive attitude and a sense of humor. - Encourage others around you and focus on the positive. Be an advocate for the change. Express the reason why you feel this change will be a positive one for your organization.
A thought: The only human institution which rejects progress is the cemetery.
(From Change Workshop - Dr. Mimi Hull)

2010-03-22T15:57:00.000-04:00

Becoming More Resilient
Are you being tyrannized by your emotions? If so here are three hints to help you escape the tyranny!
Rethink your standards: If your failure to achieve perfection causes continual guilt and frustration, redefine what success means. For example, if you always feel inundated with work, ask yourself if you’re spending more time on tasks than they really require. Don’t shoot yourself in the foot by making a task harder than it needs to be.
Re-frame your situation: If weather delays your flight to an important business meeting, instead of stewing about the disruption, over which you have no control, take advantage of the extra time to prepare for your presentation, catch up on reading or even sleep.
Reassess the significance of the problem: Will it matter tomorrow? Next week? A year from now? Emotion magnifies the difficulty of a problem in the moment; perspective shrinks it. So make sure you give yourself a steady dose of the latter.
(From Building Resiliency Seminar - Dr. Mimi Hull)

2010-03-22T15:47:00.001-04:00

Keys to a Positive Work Environment
Keep your employees informed – The more information your employees receive, the less they assume; and... the less chance for miscommunication and useless rumors and gossip.
- Transparency – Don’t hide things. If the goal is to work as a team, access to information is essential to success.
- Honesty – Information that you pass on to your employees must be true. 100% of the time!
Balance criticism with praise. – Correcting an employee’s mistakes is necessary and deciding on disciplinary action is appropriate, but also understand that people need to hear the good things they have done as well. People are motivated when they hear at least two praises for every criticism.
Public vs. Private - Praise in public, and more important...criticize in private.
Don’t over-work – Emphasize the importance of getting work done on time, meeting deadlines, and being productive. However, don’t forget the human factor. Unexpected circumstances occasionally arise and flexibility and caring build loyalty.
Learn to Laugh – Laughter is good for you. Remember to smile. Tell an appropriate funny joke here and there. Remember, that if you are poking fun at someone, it needs to be yourself. We spend way too much time at work to not enjoy the people we have around us.

2010-01-18T13:13:00.001-05:00

Dear Dr. Mimi
I just took on a new position that is challenging my leadership ability. This position is forcing me to make many changes to the way I typically do things. Likewise, the organization is instituting more changes, and I can tell my employees are resisting these changes. What should I do?
Stuck

Dear Stuck:
In today’s business world, change is necessary and inevitable. People feel uncomfortable when you first execute change or ask them to do something they have never done before. That is normal!
Some people may believe the changes mean they have to give up the way they want to do things to satisfy you personally or that the old way was wrong. The old way may have been perfect before, but things change and so do ways of accomplishing goals. If the changes apply to everyone, let staffers know that you are the facilitator. Emphasize that you support the change and, in addition, they must support each other during the process.
Also, find out their needs. Do they want clarification of the expectations? Do they need training? Are they unsure of their ability to adjust? If you can, provide them with the necessary training, information or assistance.

If you aren’t sure what to do to implement the change, bring the group together to brainstorm ideas. Remember: People support what they help create! One word of caution: Change takes time and consistency. If you back down, staffers will naturally return to the way things “we’ve always done before.”

Dr. Mimi

2010-01-18T12:53:00.001-05:00

8 Ways to Stay Positive at Work
1. Before you speak, ask yourself three things: Is it true? Is it harmful? Is it necessary? Choose your battles wisely!

2. Count to 1000. Yes, 1000. Control your anger before it controls you.

3. See criticism as an opportunity to improve. Don’t take it personally. Always remember that it doesn’t take away your value as a person. Take criticism as corrective information that will get you back on track on your journey to success. It’s all about perspective.

4. Cultivate a sense of humor. Humor makes difficult tasks easier, makes workdays go faster, creates closer relationships, and relieves stress. Remember to keep your humor appropriate and if in doubt, cut it out!

5. Focus on the good daily. The choice is ultimately yours to see the positive or the negative in each situation. Stop yourself when you start thinking negatively and choose to see the bright side of situations.

6. Practice empathy. Refining your listening skills is key to developing empathy. Practice by taking the time to sit down and really listen to someone who has come to you for guidance. Remember to see it through with the eyes of another, hear it with the ears of another, and feel it with the heart of another.

7. Open your mind to changes. Change is the only permanent thing in life, so just accept it. Let go of the need to control and learn to trust your organization.

8. Last, but certainly not least, spread a smile! Try it. Walk up to someone at work,give a big smile and see how they will smile back!

“Negativity Program” - Dr. Mimi Hull

2010-01-18T12:31:00.003-05:00

Selecting Team Members-Questions to ask yourself

How carefully do you select your team members? Reading a resume tells you part of the story. It is an advertisement. It says what the person can do but not how they do it.

What you need to know is how do they work? Success is more than finding a person who can do the job. they need to fit. The DISC Role Behavior Profile can help. Here are some questions to ask before selecting a Team Member.

1. Are they both competent and smart? Can they not only do the job today but also learn new things tomorrow? What are they currently doing to improve themselves?
2. Will they fit in your culture? Every organization has a unique culture and having someone that fits makes a huge difference, not just in comfort but also in performance. Have you defined your culture? What are your values? How do you exhibit them? How do you enforce them?
3. Do they accept responsibility? When things go wrong, what do they do? Do they bury their mistakes? Do they blame others or look for solutions?
4. Do they have integrity? Do they do what they say they will do? Are they ethical?
5. Are they win-win oriented and not just results oriented? It is great to achieve results and it is important that the win is not at the expense of others.
6. Can they communicates with precision, ease and grace? Communication is the key to understanding. Understanding is the key to productivity!
7. Are they adaptable? Changes will occur and how will they respond?
8. Are they fun? Do you enjoy having them around?
Can you imagine building a team of people who meet these criteria? You can do it...We can help!

(From Team Building and Behavioral Interviewing - Dr. Mimi Hull)

2010-01-18T12:27:00.001-05:00

What is Assertiveness?
Research has demonstrated that there are culturally specific differences in the perception of assertiveness. However, most definitions and training programs on assertive behavior fail to take culture into account. Simply telling a person that they need to be assertive is not effective. Here are some training tools that can help address these differences:
• Flipchart: Yes, a flipchart! We use this tool to write down words that describe what assertiveness means to each person. Visualizing the differences will help the audience understand that assertiveness does not mean the same to everyone.
• Behaviorally Based Training. Assertiveness is not simply an on/off switch! What do you want people to do? What are the behaviors that you expect? Be specific.
• Simulation-based Training: Simulations give the person an opportunity to practice their assertiveness skills with typical scenarios. We address issues on the spot and correct them before it happens in real-life.
(Assertiveness Training - Dr. Mimi Hull)

2010-01-18T11:31:00.000-05:00

Are you generating incompetence?
We have found that sometimes “leaders” encourage incompetence! Avoid the following common management mistakes and see your zombie employees come alive!

Measuring performance solely on numbers: Numbers don’t always tell the whole truth. Consider creativity, adherence to policy, work quality, and positive interactions as additional performance measures.
Penny-pinching too far: Cost-cutting is important for organizations, especially in this economy, but it can wear out employees. Before cutting staff, consider if telecommuting, flextime, and outsourcing will help the budget. Have employees brainstorm cost-saving ideas.
Reinforcing employee burnout: Managers often become impatient with employees who do not know everything from the onset. Create a support group or coach for the employee and set small, realistic goals that will motivate them to continue learning.
Rewarding mediocrity: If an employee notices that slacking-off is the norm, their motivation to make an impact decreases. Create a sense of urgency and set consequences for those who do not adhere to the policies.

2010-01-18T11:25:00.001-05:00

Get ready! Get set! Goal!

Setting goals allows you to envision and create your future. You can’t arrive at a destination, if you don’t know where you want to go. Goals are like a map: If you set goals, (have a map) your chances of achieving them are increased dramatically. To create your map to success, just follow these steps:
1. Determine specifically what you want to achieve and assess your ability to accomplish them. Knowing your strengths and weaknesses helps you set realistic goals.
2. Brainstorm the steps necessary to achieve your goal. There is more than one way accomplish it, so choose one that best suits your needs and strengths. (i.e. time frame and/or budget).
3. Break down your goals into mini steps to keep yourself motivated.
4. Don’t just think about goals, write them down. Share them with others. Declaring the goal to yourself and others adds accountability and exponentially increases your chances of accomplishing your goal.
5. Take action! Take the first step! Then...Just do it!

2009-11-30T13:47:00.002-05:00

The Corporate Couch - November/December 2009

Dear Dr. Mimi,
My boss doesn’t hide his contempt for me. He constantly criticizes me and he gives me the assignments that no one else will do. I don’t know what I did to deserve his rude behavior but I’m starting to lose my cool with him. Any advice?-
Scorned Staffer

Dear Scorned,
The term commonly used to describe your supervisor is “toxic.” Here are the four tips I commonly offer clients who work with a toxic boss:
1. Don’t take it personally. You’re a person first and an employee second. If your supervisor starts screaming at you or acts in some other way that is inappropriate be polite but make a choice not to buy into it.
2. Don’t compromise your ethics. If you are asked to do something you know is wrong, speak up, ask questions and politely decline.
3. Don’t seek revenge. Remember, success is the best revenge. Do not stoop to the level of your supervisor; it’s only likely to make the problem worse.
4. Don’t play the victim. Victims lose control and get dumped on more. Choose to have the personal power and toughness needed to succeed.

Are these things easier said than done? Oh course, but they sure beat crawling into a hole and sucking your thumb!
-Dr.Mimi

2009-11-17T17:03:00.004-05:00

Brilliant Brainstorming

From years of facilitating, we know that Brainstorming requires skill and experience. Here are some tips.
• Don’t brainstorm if people live in fear. If people believe they will be teased, demoted, fired, or otherwise humiliated, brainstorming won’t work.
• Brainstorming instructions are essential for creative idea output. "Quantity breeds Quality” has proven correct and deferring evaluation of initial ideas, is the key to successful brainstorming.
• Set a specific, difficult target for the number of creative ideas per person. Difficult targets consistently produce more high-quality ideas than unmotivated brainstorming.
• Individuals, not groups, should generate initial ideas. Group interaction may cause people to forget some of their ideas and to rehearse only a few while waiting for others to express theirs.
• Use group interaction to amalgamate and refine the individuals’ initial ideas. Groups of five or seven work best. Going around the room focus on reasons pros and cons for each idea rather than a final evaluation.
• Individuals, voting privately, should make the final selection. Individual voting for final idea selection is better for predicting successful ideas, especially for increasing commitment to them.
• Time should be kept short: Try fifteen minutes for initial idea generation, and totaling two hours with refined idea production and selection. Incubation” over longer periods is not necessary.

2009-11-17T16:59:00.001-05:00

Conflict – Symptoms, Causes and Resolution.

1. What are the symptoms of the conflict? Symptoms include:
• Not completing work on-time or to quality goals
• Not returning phone calls, e-mails or requests for information
• Gossip, complaining, hostility, finger pointing, verbal abuse
• Not attending meetings, absenteeism
2. What caused the team conflict? Causes include:
• Poor or no communication
• Lack of clarity in purpose, goals, objectives, team and individual roles, resources and support
• Poor time management
• Lack of leadership and management
• Team members bored, not challenged, not really interested
• Personality conflicts
• Personal problems
3. What are the steps to resolve the conflict?A. Define the problem - Don’t start solving the problem. Defining the problem often contains the solution.
B. Gather data - Collect facts, that are actual, observable, and measurable, not hearsay or opinions.
C. Analyze the data - Analyze dynamics. Instead of saying we have personality conflicts, ask: Are team members able to work with each other or not? Have they been trained on different personalities?
D. Choose the best solution - Consider your observations and make a decision. Realize that you can’t always be right. If it doesn’t work, evaluate it and retry.
E. Implement and refine - Construct a plan with actions, timing and measurements that address each problem. Don’t try to fix everything at once. Work on one or two areas Be sure to:
• Attack the problem, not the person
• Focus on what can be done, not on what can’t .
• Encourage different opinions and honest dialogue
• Express feelings in a way that does not blame
• Accept ownership for your part of the problem
• Listen to understand the other person’s perspective before giving your own.
(From Conflict Management Seminar – Dr. Mimi Hull)

2009-11-17T16:53:00.001-05:00

Can you Explain?

Explanation is a key attribute of leadership. John Baldoni says, “Leaders know to inject their communications with enthusiasm as a means of persuasion, but they also need to include an explanation for the excitement. What does it mean and why are we doing it are critical questions that every leader must answer.”
Here are three ways to become an effective explainer.
Define what it is. The purpose of an explanation is to describe the issue. For example, if you are pushing for cost reductions, explain why they are necessary and what they will entail. Put the issue into the context of business operations. Be certain to give the benefits.
Define what it isn't. Move into the "never assume mode." Be clear to define the exclusions. For example, returning to our cost reduction issue, if you are asking for reductions in costs, not people, be explicit. Otherwise employees will assume they are being axed. This is not simply true for potential layoffs but for any business issue.
Say what you want done. Establish expectations and call for action. Cost reductions mean employees will have to do more with less. Be specific. Leaders can also use the expectations step as a challenge for people to think and do differently.
Remember: Too much detail can put an audience to sleep, but too few details won’t be convincing.

2009-11-17T16:47:00.000-05:00

Working with Veterans and Boomers

Corporate culture and the ability to get along with your co-workers is vital. The workforce is getting older, the young professional must learn how to interact with older co-workers. The fact is most middle and upper managers are boomers and veterans, who aren't going anywhere anytime soon.

To get on the good side of Veterans (born before 1946) at work, be sure to compliment their work and ask questions about their experience. Veterans enjoy talking about the past and mentoring young co-workers with a good work ethic. You can impress veterans by working hard for the ‘greater good of the company.” If you have only been with the organization for 6 months to a year, a veteran is not who you want to ask for a raise!

To get on the good side of boomers, compliment them on the hair, clothing, or style in general. Boomers still think they are young; so, it is important that they feel a part of the group. Ask questions that will allow them to talk about themselves. If you need to request money from a boomer for a project expense, be sure to show the value added.

In both cases, it is important for the young professional to understand the need for older co-workers to see your talents, skills, and experience before they notice your age. Be assertive but not aggressive. Older people have a tendency to compare you to the young people in their lives or neighborhood. This can be a gift as well as a curse! The key is to find some common ground on which to build working relationships and keep the focus on getting the work done, not on judging or measuring each other.

(From Bridging the Generation Gap – Dr. Mimi Hull)

2009-11-11T15:21:00.000-05:00

Seven Attributes of Successful Leaders

I have been studying leadership for many years and have been fortunate enough to meet and work with some very good leaders. There are some attributes that seem to be constant. They include:
1. Successful leaders are determined. They have big ideas and they work to make them happen.
2. Successful leaders are resilient. They see failure as an opportunity to learn and grow. They see every failure as a step closer to the realization of their dreams and become masters at overcoming obstacles and staying focused on the positive outcome.
3. Successful leaders know that they cannot always control how they feel, but they can control how they act. They keep their tempers in check.
4. Successful leaders constantly seek feedback. They recognize their personal strengths and weaknesses. They play to their strengths and get help to overcome their weaknesses.
5. Successful people surround themselves with good people. They share the recognition and rewards.
6. Successful leaders are constantly learning. They value training both for themselves and others.
7. Successful leaders have passion. They have a purpose and they pursue their dreams with fervor. They do not fear rejection as much as they fear living without a purpose.
I know that there is much more to being a leader, but I have found these 7 qualities to be constant in the successful people that I have met and studied. What do you think?

2009-09-23T13:02:00.000-04:00

The CORPORATE COUCH
Dear Dr. Mimi,
With the current economy what can I do to ensure that my employer recognizes my value to the organization?
Scared of the Chopping Block

Dear Scared:
Winning has become another word for survival in today’s economy. People are worried about being terminated, but hard work rarely goes unnoticed. Fear and doubt can be your own worst enemy. If you have doubts about keeping your job, so will your boss.
Here are some helpful hints that will make it hard for your boss to make that dreadful decision when he or she comes to your name.
• When everyone else is having case of the Monday’s, walk in with a smile ready to focus on the future. Make the best of the situation in front of you.
• Be visible. Volunteer to do things so your boss will know you. It is easier to layoff a name on a list than a visibly positive go-getter.
• Build your network with people who will look out for you as a person.
• Finally, be loyal to your boss. To be a credible and respected employee, you must be trustworthy and competent. Treat your gained trust with the utmost care because it is easy to lose.
Dr. Mimi

2009-09-23T12:26:00.001-04:00

IF WE WERE YOUR DiSC® VENDOR…
If we were your DISC Vendor you would get the support you need at a price you appreciate! We support what we sell so not only will you get a great profile, but you will maximize its usefulness as well.

DISC is a great tool for TEAM BUILDING, LEADERSHIP, SALES, and CUSTOMER SERVICE to name a few. We want to be your vendor. Call us at (407) 628-0669 or e-mail us today (drmimi@hullonline.com) and let us help you to maximize your DISC experience.

2009-09-23T12:22:00.001-04:00

GET FEEDBACK!

Performance feedback is critical as an informative gauge of our behavior and a tool to improve it. It shows us how others see us...which we may not correctly appraise ourselves.
Ignorance is not bliss. Just because we don’t know what others think doesn’t mean they’re not still thinking it. Seeking and using feedback demonstrates eagerness to develop professionally, emotional maturity and leadership.
Ask for feedback - Sources of feedback are abundant. Supervisors, direct reports, co-workers, customers, friends and family can all provide you relevant insight. Be creative! When you ask for feedback, let your sources know why you want it and ask them to be frank. Some people are comfortable sharing it verbally and others prefer a confidential, anonymous arena, like an online 360º feedback tool.
Ask about Importance - Along with getting feedback on how well you perform, be sure to ask how important it is for your development. If it’s important and a weaker area, this is an issue that needs immediate attention. On the other hand, if it is not important, this may not be a priority issue.
Be prepared – What you may hear, may surprise you. Like medicine or a physical workout, it may be tough at the time, but so rewarding in the long run. Remind yourself of the ultimate goal-becoming a better you!
Be open, listen, and display positive body language. Remember, when people give you feedback they are helping you. Why repay them with defensiveness? If you are anxious about receiving feedback, ask someone you trust. Be honest about your anxiety and let them know you value their observations.
Thank your feedback providers and share how you will use their advice.
By Lakeesha Flowers, Human Resources Specialist
Hull & Associates can provide you with an online 360º tool that is customizable, affordable, and confidential.

2009-09-23T12:16:00.000-04:00

The 8 Realities of Change…and what you can do!
1. People hate to hear that there are going to be changes. The sooner they hear of the change, the more readily they will embrace it. Even those who hate change would rather know about it earlier than later.
2. People will feel uncomfortable, ill at ease and unnatural when you first implement change or ask them to do something different. Recognize this and let them know their feelings are normal.
3. Not everyone is at the same preparedness level for change and will, more often than not, focus on how they are unprepared for the change. Be sure to point out and emphasize the strengths they have to implement the change.
4. Even if everyone is going through a change at the same time, people often feel like they are alone. Encourage everyone to support and help each other.
5. People will be concerned about what they have to give up, even if the change will help them.
6. People will be concerned that they don’t have enough resources. Let them know what resources are available and that they are sufficient.
7. People can only handle so much change. Be careful not to overload them or do too much at the same time.
8. If unchecked, people will go back to doing things the way they always have in the past. Be prepared for a setback and have a process in place to get back on track.
(Taken from a “Change Management” program by Dr. Mimi Hull)

2009-09-23T12:01:00.002-04:00

Surviving Meeting Nightmares
When you lead a meeting, you're responsible for your coworkers' teamwork, their decisions — and their behavior. That means you should also be ready for potential hazards such as differences of opinion, personality conflicts, or even brash and outlandish remarks. Here's what to do when your meeting devolves into a worst-case scenario.
"If you disagree with an idea, you should..."
Propose a constructive alternative without being immediately dismissive. We recommend the "sandwich technique": put a piece of constructive criticism (the meat) between two positive or at least neutral statements (the bread). For example: "I see that this is an idea with a lot of potential. One thing we'd have to address is... But let’s look into your idea to make sure that it succeeds." Relate all critiques — be they yours or others — to the goal of the meeting.
"If tempers flair, you should..."
First listen. Ask others to listen without commenting as well. Then try to calm people down and, if necessary, suggest they leave the room to take a breather.
If conflict between two employees becomes habit, talk to them individually to see if they can't get their personal differences resolved.
"If someone makes a horribly inappropriate comment, you should..."
If the remark is offensive, you want to directly address the person during the meeting and let them know that what they said was inappropriate. Say something like: "That's not how we see it here. I want everyone here to understand that I disagree with what's just been said,and that as an organization we need to do better." Then say, "Let's discuss that one-on-one," or "We can discuss that more later." It is better to cut them off than to argue with them at the time or to ignore it. Depending on the severity of the comment, it may suffice to simply move on to the next agenda item.
"If someone falls asleep, you should..."
If a person is nodding in and out of sleep, it's probably best just to leave them alone — they'll likely come to on their own anyway. However, if someone starts snoring, go ahead and wake them up. It's not necessary to scold them; the fact that you woke them up will be embarrassing enough. "It must have been a hard night for you. "
(From “Running Effective Meetings” by Dr. Mimi Hull )

2009-09-23T11:20:00.002-04:00

Surviving Office Politics
If your organization is rife with politics, improve your chances of survival by following these simple rules.
• Observe the organization’s political style without getting involved in political struggles until you’re sure you know what’s going on. If you notice inconsistencies in the way the organization operates, continue to watch to learn what the patterns and motivations are. Look for potential allies
• Be subtle during the observation period and stay true to your own values. Don’t betray your own sense of what’s right merely to fit into the organization—it will eventually lead to internal conflict and stress. You can’t please everyone all the time; use your own integrity to make decisions that you can live with.
• Build an internal and external network of trusted allies—not for political battle but moral support and to create options and opportunities for yourself. There’s always perspective—and options for potential new employment—beyond your current organization. Use your network to broaden your focus beyond your own company and reconfirm or realign your values.
• Expose, gently with finesse, other people’s politically motivated behavior. When coworkers say one thing and do another, or seem to be trying to sabotage your decisions or work relationships, challenge their motivation using your assertiveness skills: “You seem to be unhappy with the decisions I’ve made, would you like to discuss them?” They may deny your suggestion or be confrontational, but at least the issue will be out in the open.
• Find yourself a coach with whom you can discuss your observations and concerns. You may gain a deeper understanding of the political processes at work and some insight into how you can manage these more effectively.

2009-09-23T10:37:00.003-04:00

How to Transform your Group into a Team
I get calls saying,"We need team building next week." Team Building may start with an event and needs to continue with a process. Here are some tips to work the process.
Create Opportunities for People to Get Together to Tackle an Issue
This does not have to be a “big” thing. Issues will pop up on a weekly basis. During these crunch times, a leader "needs to remind people what they're together to do. A time line is usually critical to success. The more opportunities people have to work together, the more likely it is they will begin to function as a close-knit team.
Have People Work Together to Tackle an Issue.
This does not have to be a "big" thing. Issues pop up. The more people work together, the more likely they will function as a team.
Celebrate the Outcome!
Congratulate the team on a job well done. Bring the team back to reflect on how it felt to work closely together. Expect some resistance. People may say they can't imagine working this way and getting their own work done. Emphasize the excitement of a shared model, where anyone on the team initiates things, rather than waiting to be told what to do.
Give the process time.
People who have spent their lives simply following orders are task rather than process oriented. They may regard the process as too touchy-feely. Help employees understand that team work isn't about being nice; it's about smart business. A team atmosphere call on everyone-not just the leader-to generate ideas, initiate projects and produce top-notch work.
(From Dr. Mimi's Team Building Workshop)

2009-07-09T13:13:00.003-04:00

Corporate Couch

Q: I am so unhappy in my job! But with the current job market,I feel trapped to stay where I’m at. Is there any hope for finding a new
job?—Suffocating

A: Today, when many people feel that job opportunities are bleak, opportunities are still available. You simply may have to dig deep to find them. Keep in mind these tips while you prepare for your job search:

Revamp your skills. Make sure you are up-to-date on all the tools and software programs necessary to your profession.

Network. Be visible. Ask for help. Networking can get your foot in the door and inform you about nonmarketed opportunities. Take advantage of online sites, too, such as Linkedin, Facebook and Brightfuse.

Be assertive. Seek out companies whether they are hiring or not. Think of hidden prospects. Look for out-of-the-ordinary opportunities.

Focus on the positive. Don’t give companies any reason to pass you by. Work on your pitch to employers so you are ready to sell yourself. Do your homework and learn what is important for each position and organization where you
plan to apply.

Role play. Make sure you are ready for the interview. Practice with others beforehand answering questions the interviewer will likely ask. You’ll gain extra confidence.

Lower your expectations. This is not the time to look for your dream job. You may have to take a pay cut or a step down from your current position. Don’t be choosy. Remember: It is typically easier to find a job when you have
a job.—Dr. Mimi

2009-07-09T13:11:00.000-04:00

We Want to Be Your DISC Vendor!

Are you using the DISC? Using the DISC personal profile system will give you great
insight into yourself and others. It is a great tool for TEAM BUILDING, LEADERSHIP, SALES,to name a few. If you are using DISC, are you getting the support you need at a price you can afford? We want to be your vendor. We support what we sell so not only will you get a great profile, but you will maximize its usefulness as well. Call (407) 628-0669 or email us today and let us help you to maximize your DISC experience.

2009-07-09T13:04:00.002-04:00

You’re Older…Who Cares!

So your new boss is younger than you are! Here are some hints for thriving in a workplace with younger leaders.

Don’t be surprised. With our diverse workforce more and more people are being managed by someone who is younger than they are.

Get rid of stereotypes. Just as the older worker does not want to be seen as senile, stubborn, and set in their ways. Younger ones hate being told they are disloyal, self righteous or self absorbed. Age and stage are no longer connected. Seniority is no longer the main reason that people are promoted. Employees today are recognized as much for their performance as their tenure with the organization.

Don’t judge. A younger person may have the needed competencies and experiences for the specific tasks at hand. They may do things differently but it is important to realize that different is not wrong. There are many right ways to accomplish a task.

Mentor, coach and train. Your knowledge and experience can be your greatest asset, if you share it rather than flaunt it. Likewise, ask your younger boss to mentor you as well.

Accept and allow. Allow others to take the lead. Recognize that you are still contributing even if you are not the designated leader. A good follower is as important as a good leader.

Benefit from the reduced stress. When you are not the designated leader, you may have the luxury of reduced pressure, fewer hours and less stress. Enjoy it!

(From “Leading across the Generation Gap” by Dr. Mimi Hull)

2009-07-09T12:58:00.002-04:00

Make an Impact! Adapt your DiSC®!

High impact people adapt their DISC to keep organizations on the cutting edge. They are valued and kept...even when others are being laid off. So what are the keys to having impact?

Establish your network of knowledgeable people and resources when things are going well. When a crisis develops, you know who to call. (“I” behavior.)

Analyze and break down complex information into usable pieces. Remember KISS - Keep it Simple, Sweetheart. People want to understand the situation. The simpler the terms, the more understandable the communication. (“S” behavior.)

Be flexible and respond quickly. You may need to change your position. Remember there is a difference between being right and “dead right.’ Establish relationships so that you can rally your troops before the situation turns into a crisis. (“D & I” behavior.)

Gather your facts and make a decision. You may have to make decisions based on your gut, and what you believe is the best thing at the current time. (“C” and “D” behavior.)

Strive for perfection but remember failure is not fatal. You will make mistakes. Admit your mistakes. Get help, correct them and move on. (“C” behavior.)

Celebrate success. Give people the credit and recognition they deserve. If you follow these guidelines, you will be recognized as a high impact person who is necessary for the success of your organization. (“I” and “S” Behavior.)

If you want to take the DISC or have someone else take it, please do contact us at drmimi@hullonline.com or 407 628-0669. We want to be your DISC vendor!

(from Making an Impact Workshop- Dr. Mimi Hull)

2009-07-09T12:51:00.002-04:00

Is a Meeting Really Necessary?

Too many meetings! When have you heard that?

It’s not news to anyone that a lot of meetings are unproductive, lack focus and waste people’s time. Often holding a meeting is unnecessary and can be replaced with an email or a one-on-one conversation. Time is valuable and in order to make the most of it, you need to determine whether holding a meeting is absolutely crucial to the task at hand.

To find out if you need a meeting, ask yourself:

1. Does the task require more than one person?

2. Are the tasks interdependent?

3. Is there more than one solution?

4. Are misunderstandings likely?

5. Is there enough time?

6. Do you need buy-in?

If you answered “yes” to more than one of these questions, hold a productive meeting, with an agenda, a facilitated discussion, action items and a summary at the end! Even if a meeting is “on the calendar,” if you answered “no” to the questions above, send an e-mail, make a phone call, or have a one on one conversation! No one will complain if you cancel the meeting. They will complain if it is an unproductive one!

2009-07-09T12:46:00.002-04:00

Dressing on a Budget

1. Cleanliness. Clean and pressed clothes without stains are essential to making a good first impression. A dirty expensive suit is worth less than an affordable clean one!

2. Wardrobe expenses. Don’t spend a fortune to get an expensive wardrobe. Shop consignment shops, clearance racks, garage sales in high end neighborhoods, and use coupons. Don’t be afraid to go to thrift shops. You will be surprised what you will find and who else is shopping there!

3. Everyday work wardrobe. Ladies, here some wardrobe basics: A black skirt, a black suit jacket, a tan suit jacket, a white tailored blouse, and a black pair of comfortable pumps. You can mix and match these items to make several outfits to save you money.

4. Jewelry. Jewelry will add style to your outfit but don’t overdo it. Think one. One finger, one wrist, one necklace. If it makes noise, don’t wear it!

5. Makeup. Makeup for women should be applied lightly in neutral shades and heavy eye makeup should not be worn during the day.

6. Hair. Men and Ladies: Hair should be styled neatly and kept off the face. If you’re constantly pushing it aside, get a better cut!

7. Cologne. Cut the Cologne. No one wants to smell you at the office and, in fact, some people are allergic to different scents.

8. Tattoos. Research shows that having a visible tattoo implies that you lack of professionalism and good judgment. Many employers equate tattoos with being difficult.

2009-07-09T12:37:00.002-04:00

5 Ways to Deal with Negativity

Dealing with negativity isn’t fun but needs be done. Here’s how:

1. Confront or Let it go? Ask yourself: Is your coworker a habitual offender? Are they just having a bad day? If so, offer support. However, if they are negative on a regular basis, even if they are unaware of it, you need to confront it.

2. Evaluate You! What’s your behavior? Do you play into this situation? Are you adding to the negativity by agreeing with them? Are you enabling their negative attitude? Are you being negative? What can you do to help?

3. Build your case. Collect ‘data’ on their attitude and performance. Look back over the past few days and write down their negative behavior and its effect on others. Solicit feedback from others to help you be objective and to show the impact of their negativity.

4. Discuss the Situation. Pull the negative person aside and tactfully let them know their behaviors and their impact. Just having that conversation can change their attitude. Let your coworker explain their actions, if they are able and willing. Allowing them to defend themselves, reduces further negativity. Suggest specific ways they can change their behavior.

5. Be Positive! The best way to counteract negativity is to BE POSITIVE! Negative attitudes are contagious but so are POSITIVE ones. If they choose to do nothing, let It go. Being negative over negativity is unproductive. So brush it off and get back to work.

2009-05-05T10:41:00.002-04:00

How Secure Is My Job?

We have been asked repeatedly, “How do I know if my job is secure?”

While there are no ironclad guarantees, assuming that your organization is relatively healthy, ask yourself the following questions to get a good idea:

• Is my position crucial to the organization’s purpose and mission?
• Do key people within the organization know the contribution and magnitude of my work?
• Can I do anyone else’s job along with my own?
• Would it be more expensive in time or money to outsource my position?
• Have I acquired the training, knowledge, and experience necessary to keep pace in a changing environment?
• Have I kept up with the changes in technology?

If you can answer ‘yes’ to most of these questions, then your job is relatively secure. So put on that positive attitude and get back to work!

2009-05-05T10:39:00.001-04:00

Five Tips for Keeping Your Job

“The highest reward for a person’s toil is not what they get for it, but what they become by it.” -John Ruskin

Winning has become another word for survival in today’s economy. People are worried about being terminated, but hard work rarely goes unnoticed. Fear and doubt can be your own worst enemy. If you have doubts about keeping your job, so will your boss.

Here are some helpful hints that will make it hard for your boss to make that dreadful decision when he or she comes to your name:

• When everyone else is having a case of the Mondays, walk in with a smile ready to focus on the future. Make the best of the situation in front of you.
• Be visible. Volunteer and do things so your boss will know you. It is easier to fire a name on a list than a visibly positive go-getter.
• Build your network with people who will look out for you as a person.
• Finally, be loyal to your boss. To be a credible and respected employee you must be trustworthy and competent. Treat your gained trust with the upmost care because it is easy to lose.

2009-05-05T10:38:00.005-04:00

Dealing with a Toxic Boss?

1. Don’t take it personally. You are a person first and an employee second. If they start screaming or in some other way acting inappropriately, be polite but make a choice to not buy into it.

2. Don’t compromise your ethics. If you are asked to do something, you know is wrong, speak up, ask questions and politely decline.

3. Don’t seek revenge. Remember, success is the best revenge. Do not stoop to their level, as it will only make the problem worse.

4. Don’t play the victim. Victims lose control and get dumped on more. Choose to the have the personal power and toughness needed to succeed.

Are these things easier said than done? Of course, but it sure beats crawling into a hole and sucking your thumb!

2009-05-05T10:38:00.003-04:00

Keeping Your People Committed

Keeping your good people is important, but keeping them committed is even more important.

Employees begin a new job with excitement and putting their best foot forward. But if they receive no support or praise from their boss, their enthusiasm and loyalty slowly begins to falter as does their productivity and this lack of full commitment is frightfully contagious and soon you have more employees with less commitment.

Bosses need to show support and encouragement on a daily basis ... even in this economy. Saying, “You really worked hard on that,” or “I appreciate what you did,” or even a simple “Thanks” increases commitment.

These simple words show concern and respect ... and employees are committed when they feel respected.

2009-05-05T10:37:00.004-04:00

Five Key Change Management Roles:

When instituting change, it is important that people understand their roles and responsibilities. Here are the five most prevalent roles to ease the change management process.

1. Change management resource/team role -Formulates a strategy and plan for the team and determines how big the change is and who will be impacted. They also have to develop an effective training plan to pass on their knowledge to future team members.

2. Executives and senior managers role -Employees have to see and hear the executives’ commitment and support to the change. Executives should participate aggressively and noticeably during the project and manage any confrontation. It is imperative that they communicate directly with employees.

3. Middle managers and supervisors –In any business there are two types of change regularly happening; senior leaders launching proposals and reactions to everyday demands from clients and employees. Middle managers and supervisors are crucial conduits for communication.

4. Project team -Has the duty of running the procedural side of the change. They are the people who propose how things will be done differently. Without a proper plan and training, the practical side of the project will not advance.

5. Project support functions –Project support functions have skills in a specialized area. These subject matter experts may include people from outside the organization as well as Operations, Human Resources, IT, Training, Communication, etc. These project support functions may also work as the change management team or resource. When roles are clear, change happens faster and easier!

2009-05-05T10:34:00.002-04:00

Stop Being Annoying!

No one likes working next to an irritating coworker and no one starts out the day saying, “How annoying can I be to my fellow coworker?” but yet, you can be.

Do you get personal calls at work? If so, keep them short and quiet. People talk louder on cell phones than landline phones. Be aware of how loud you are talking even on business calls. Your voice may carry much further than you think.

People do not want to smell you. So ...Be aware of how strong your perfume, cologne or deodorant is (it shouldn’t be overwhelming). What smells great to one person, really can irritate another. Keep it to a minimum.

Same goes for your lunch: if you eat at your desk, bring something that doesn’t smell. Eat cheese, not spicy buffalo wings, which are both messy and smelly.
Do your feet tend to smell? Keep your shoes on!

A complaint we often hear is that people do not clean up after themselves.
How messy is your desk? Yes, it is your desk but it can be a turn off to anyone who needs to talk with you in your office.

How about the break room? Before you leave the break room, be sure your stuff is not contributing to the mess. Also, check out the refrigerator and remove any old food items that you don’t plan to eat this week.

If you are a splasher in the bathroom, take the extra minute to wipe up after yourself.

By doing these things, you will not be the annoying person that everyone whispers about.

2009-05-05T10:31:00.004-04:00

Corporate Couch

Q: I must work among the most noncreative people on the planet. At brainstorming meetings, everyone just sits and looks at each other. How can we get participants to be more active?
-Looking for Some Action

A: Don’t give up! You can actively encourage creative thinking and innovation. Try these techniques:

1. Make it safe to have new ideas. New to unfamiliar ideas are often “wrong” initially. An immediate negative evaluation of the idea (however warranted) will kill it.

2. Cross-pollinate groups. Idea generation works best when you have difference in perspective, knowledge, and background. A creativity team should consist of experts, as well as newbie’s. Newbie’s are great because they don’t know what doesn’t work!

3. Use and outside facilitator to conduct creativity sessions. A good facilitator keeps the process moving and protects the ideas and the people offering them – two of your greatest assets.

4. Support employees for engaging in the process. Recognize the efforts of generating ideas, even if you don’t produce an applicable concept or solution. Properly encouraged, individuals will engage in the creative process again, perhaps coming up with the next big breakthrough!

5. Evaluate and develop new ides. Unless you explore some ideas with follow-up assignments and timetables, what’s the point in encouraging creativity in the first place? Creative thinking is fun, but it gets old quickly if ideas don’t go anywhere.

Try these ideas and experience the power of imagination!
– Dr. Mimi

2009-02-24T11:54:00.001-05:00

Corporate Couch

Q: I want to make sure my boss notices the quality of the work I do so he knows who his best workers are if he has to make staff cuts. What can I do to be noticed?
-Lacking Luster

A: There are no shortcuts to making a lasting positive impression. Hard work, respect, and sincerity are key factors, you will be sure to impress a boss in any work setting by following these steps.

Meet deadlines. An employee who delivers quality products or services ion a timely manner will always be a plus., Show a good work ethic by being on time yourself.

Be positive. For every two complaints or suggestions for improvement you make to your boss, be sure to point out four positive things. Avoid petty gripes entirely. It is very hard to work in a negative environment. Always look on the bright side.

Be sincere. No one enjoys being manipulated, especially your boss. Your boss will be pleased if you are honest and consistent in your performance and only question him or her when you have a legitimate concern.

Keep your work area clean. Having a clean desk with all your papers in place is start to being organized and is a good way to demonstrate that you have your work in order.

Never assume. If asked, “when you get a chance…,” request a specific target fate for the assignment. It is okay to probe your boss if you do not understand a given task. Being clear and precise shows professionalism and caring for you work.

-Dr. Mimi

2009-02-24T11:06:00.001-05:00

WE CAN HELP!

Do you need an engaging speaker? How about a meeting that needs an unbiased facilitator? Do you need a coach?

Call us at 407-628-0669.

At Hull & Associates, our programs are always upbeat, interactive and fun as well as productive and inspiring. No two people or organizations are alike. Therefore, we customize our programs to meet your unique and specific needs.

2009-02-24T11:02:00.003-05:00

Dealing with Conflict…YES, You need to do it!

"All men have an instinct for conflict: at least, all healthy men.”
-Hilaire Belloc

Conflict is healthy, unavoidable, and necessary.

Conflict is almost always misunderstood as a war type game that has a winner and a loser. In the workplace it is not surprising to find people with different principles and goals. In fact, different perspectives are necessary for continued growth and productivity. The healthiest way to approach conflict is to view it as an opportunity to discover new ideas and broaden imaginations.

There are four different conflict resolution styles that have their own separate behaviors and explanations.

• Avoidance behavior characterizes a non- confrontational person that ignores problems to not further damage a relationship. This may just be postponing the inevitable.

• Accommodating resolution style shows a cooperative behavior but this can occur at the expense of individual objectives. Also the person being accommodated may simply think you agree.

• Compromising personalities feel that it is important that all parties get something out of a conflict situation. Be careful that you don’t compromise so much that no one is happy.

• Consensus builders feel it is a necessity for all parties to discuss their issues and discover mutually favorable solutions. This takes the most time!

Each approach has its advantages and drawbacks. No one resolution is better than the other but it is important to choose the correct approach for each different scenario.

(Taken from Conflict Management by Dr. Mimi Hull)

2009-02-24T10:57:00.001-05:00

Becoming an Interview STAR

Unfortunately, the economy continues its painful spiral. In January, over 500,000 jobs were lost. Many companies are not filling existing vacancies, increasing the competition for positions that are being filled.

So how does a job applicant become an employee?

One key is through nailing the interview.

If your resume makes a great impression you’ll probably have an interview, your opportunity to wow someone in person. As hiring sophistication increases, behavioral based interviews, which are likely to predict future job performance, are becoming more common. In a behavioral interview, interviewees answer questions about what they have done in a particular situation, e.g. “Describe a team you lead.”

One approach to answering these questions is the STAR technique
(Situation, Task, Action, and Result).

Here’s what to do:

Situation/Task – Describe your situation or task. Ideally choose an experience that is compelling, applicable to the job you’re interviewing for, and gives you an opportunity to show off your knowledge, skills and abilities.

Action - Now you’re talking about your personal behavior, how you acted to resolve the problem or reach the desired outcome. It’s your opportunity to describe your talent.

Result – What was the end result? This should be a positive result for you and the organization, such as financial savings, a process improvement, an increase in efficiency, etc. You can go a step further by indicating how you could apply the lessons learned or behavior to your prospective employer.

STAR – it’s a simple but compelling method to illustrate your talents and your potential contributions. Practice relating different experiences and sharing them with others for feedback. It’s a great way to prepare for your next interview!

By Lakeesha Flowers Human Resources Specialist

2009-02-24T10:54:00.001-05:00

Work through the Recession

Today,when many people feel that job opportunities are bleak, there are still opportunities available but you may have to dig deep to find them.

Keep in mind these tips while you prepare for your job search:

Revamp your skills. Make sure you are up-to-date on all the necessary tools and any software programs that are important to your profession.

Network. Get out and be visible. Ask for help. Networking can get your foot in the door and inform you about opportunities that never get posted in the media. Remember, there are several sites online such as, Linkedin, Facebook and Brightfuse to help you.

Be assertive. Seek out companies that are not hiring as well as those that are. Get out there, think of hidden prospects and look for opportunities that are out of the ordinary.

Focus on the positive. Do not give companies any reason to pass you by. Work on your pitch to employers so you will be ready to sell yourself. Remember, that one size does not fit all. Do your homework and learn what is important for each position and organization where you plan to apply.

Role play. Make sure you are ready for the interview. (See article below) Practice with family and friends before your interview. Think of questions that the interviewer will likely ask and prepare ahead of time. This will give you the confidence you need.

You may have to settle. This is not the time to look for your dream job. You may have to take a pay cut or a step down from your current position. Do not be choosy. Remember it is typically easier to find a job when you have a job.

2009-02-24T10:40:00.002-05:00

Adjusting Attitudes

Do you have someone with an attitude problem?
If so, never use the word “attitude!”Why? Because it won’t help.
That person will either deny it or has heard it all before and will not know how to fix it. Instead note the verbal and nonverbal behaviors that irritate you and when the behavior occurs.

For example: Are they rude or inconsiderate? Do they spend too much time not doing their job? Now that you have documentation, ask yourself, why the behavior must be changed.

Consider the:
• Impact of the individuals’ negative behavior.
• Effects of the negative behavior towards co-workers and customers.

With this information you are armed to discuss the situation with your problem employee.

Address:
• Specifically what you have seen and heard
• Exactly why their behavior concerns you
• Concrete suggestions for improvement

Be sure to set up a time to follow up and review their development. If you haven’t seen progress, it may be time for disciplinary action.

(From “Dealing with Difficult People Training”) - Dr. Mimi

2009-02-24T10:26:00.001-05:00

Recognizing the DiSC® Behavioral Styles

You can identify the different DISC styles by observing peoples’ behaviors.

The “D - Dominant Decisive” type stand with one foot in front and often has one hand in their pocket. They also prefer to sit with one ankle resting on their knee while taking up a lot of space. They like competitive sports and a large desk.

The “I - Influencing, Interactive ” type typically have their feet apart and either talk with their hands or have them both in their pockets. This personality type likes People magazine and keep memorabilia from friends and colleagues displayed in their office.

The “S - Systematic, Steady ” type usually sits with their legs hooked around their chair or have their legs crossed at ankles. They like to display family pictures on their very organized desk and read National Geographic.

The “C - Conscientious, Careful Checker” type stands slightly sideways with arms folded in front and sit sideways with legs crossed. They read technical journals and Discover magazine and display charts and graphs in their offices.

If you work to recognize the different types you can then adapt the appropriate behavioral strategies for each personality type. Doing this improves teamwork, customer service and productivity!

(Taken from DISC Training by Dr. Mimi Hull)

2009-02-17T11:50:00.002-05:00

Facebook me!

2009-01-26T11:37:00.002-05:00

Did You Know That Hull & Associates Offers ...
• Conference and Convention Speaking
• Coaching
• Organizational Development
• Team Building
• Bridging the Generation Gap
• Creativity and Innovation
• Leadership Development
• The Myers-Briggs (MBTI)
• Diversity Training— Cultural Competence
• Communications Training
• Assertiveness Training
• Time and Stress Management
• Conflict Management
• Not-for-Profit Board Development
• Employee Satisfaction Surveys
• Organizational Assessments
• 360/Multi-rater Feedback
• Customer Satisfaction Surveys
• Strategic Planning
• Meeting Facilitation
Call us today at (407) 628-0669 to see if we can help you satisfy your Human Relations and Organizational Development needs.

2009-01-16T15:29:00.002-05:00

Get a Coach!

Are you worried about keeping your job?
Are you just not assertive enough?
Do you wish there was someone that you could talk to that would help you to make important decisions?

If so, a coach might help.

Coaches aren’t just for executives who are at the top of the organization chart. Coaches are for anyone who wants to grow and be even more effective.
Did you know that Dr. Mimi Hull coaches individuals one on one?
Call her at (407) 628-0669 for a free consultation to see how she can help you.

2009-01-16T15:24:00.003-05:00

Encouraging Creativity

You can actively encourage creative thinking and innovation:

1. Make it safe to have new ideas. New or unfamiliar ideas are often “wrong” initiallly. An immediate negative evaluation of the idea (however warranted) will kill it.

2. Cross-pollinate groups. Idea generation works best when there are differences in perspective, knowledge and background. A creativity team should consist of experts, as well as newbies. Newbies are great because they don’t know what doesn’t work!

3. Use an outside facilitator conduct creativity sessions. A good facilitator keeps the process moving, and protects the ideas and the people offering them, two of your greatest assets.

4. Support employees for engaging in the process. Recognize the efforts of generating ideas, even if no applicable concept or solution is produced. Properly encouraged, individuals will engage in the creative process again, perhaps coming up with the next big breakthrough!

5. Evaluate and develop new ideas. Unless you explore some ideas, with assignments and timetables, there is little point in encouraging creativity. Creative thinking is fun, but gets old quickly if ideas don’t go anywhere.

Try these ideas and experience the power of imagination!

(From “Innovation and Creativity Seminar” by Dr. Mimi Hull)

2009-01-16T15:21:00.000-05:00

Making Strategic Decisions

According to by Michael C. Mankins, in a Harvard Business Review article, most leadership teams spend just three hours per month making strategic decisions. Worse, many teams fritter away precious hours on unfocused, inconclusive discussion rather than rapid, well-informed decision making. This results in delayed decisions that lead to wasted resources, missed opportunities, and poor long-term investments.

How can your leadership team avoid such pitfalls?
· Spend your limited time on issues exerting the greatest impact on your company's long-term value. Have separate meetings for strategy initiatives vs. day to day tactical issues
· Put real choices on the table, evaluating at least three viable options for every strategy. This gives you choices and encourages better options rather than simply going with the easier obvious ones.
· Use meeting time for decision making--not just discussion. Give people information before the meeting so they will be prepared to make a decision at the meeting. Then commit the resources (time, talent, and money) required to execute the strategy.

Your reward? Strategic decisions--made better and faster.

(From Strategic Thinking workshop – Dr. Mimi Hull)

2009-01-16T14:48:00.001-05:00

Bullies in the Workplace
A recent study estimated that approximately one in six U.S. workers had experienced bullying within the previous year. Bullying might be verbal abuse; threatening, humiliating, or offensive behavior; or interference with the victim’s work, and might include any of the following:
· spreading malicious rumors
· ridiculing or demeaning someone
· excluding people
· micromanaging or overbearing supervision
· unwelcome sexual advances
· making threats
· persistent criticism
· withholding information
· removing responsibilities
· overloading with work
These forms of bullying are often carried out by people in supervisory or lower management roles.

What should you do?
First, it is important that you have policies and procedures to prevent bullying. Make sure your employees are aware of the policies and the procedures and understand that they will be enforced.

The most important actions to take when approached by an employee concerned about bullying, or claiming to have been bullied, are as follows:
· Respond to concerns sensitively, and accept that a “star” employee might be a bully.
· Deal with any complaints quickly.
· Ensure that complaints are dealt with in complete confidence.
· Advise the complaining party to gather evidence, by keeping a diary of any relevant dates and times, and related notes, memos, or e-mails.

Try to solve the problem informally by discussing the complaint separately with both parties. Someone may be genuinely unaware that their behavior is inappropriate, and a simple—but unambiguous—conversation may be sufficient.

The next stage is a formal complaint as defined in your policies and procedures document. If the complaint is upheld, the bully should be dealt with promptly.
Examples of possible penalties or actions you might decide to take against the bully include:
· counseling
· a written warning
· suspension
· transfer to another department or location
· dismissal.

Being bullied can be extremely traumatic. If it continues for a long period of time, it can affect the mental and physical health of the victim quite dramatically—some people even feel suicidal as a result of it. Counseling can help when provided by trained expert brought into the organization.

2009-01-16T11:59:00.001-05:00

Five Tips Effective Managers Must Master

1. Give Your Employees SMART Goals. Explain to your employees in smart language what needs to get done -- they're not going to figure it out on their own. When we say smart we mean: Specific, Measureable, Achievable, Rewarding, and Timed.

2. Give Recognition.Don’t be stingy with praise. Motivate staff and boost your bottom line by giving recognition where and when it's due. Don’t hog the credit. There is a great quote from Colin Powell which says, “It is amazing how much can get done when you don’t care who gets the credit. "

3. Admit your Mistakes. We all make mistakes. Being able to admit mistakes is crucial to becoming a trustworthy manager. Be sincere and specific. Don’t rationalize. Use good eye contact and let your employee know that you are sorry. Literally say, “I’m sorry.”

4. Bring Out the Best in Your People. Focusing on what employees do wrong gives the biggest bang for your buck, right? Wrong. The key to keeping your teams productive is downplaying their weaknesses and highlighting their strengths.

5. Be Approachable. Do your employees come to you with their questions or concerns? Approachable managers have productive employees. One simple thing to do to be more approachable is to make eye contact. Stop what you are doing and look at a person as they are talking and when you are talking to them. People will feel like they are being listened to and will be more likely to respect you, keep you informed and work harder and smarter.

(From Leadership Seminar – Dr. Mimi Hull)

2009-01-09T16:30:00.002-05:00

DiSC® vs. MBTI®
In our practice, we use both the Myers-Briggs (MBTI®) and the DiSC® and I am often asked, “Which one is better?”

The fact is, there is no such thing as “the best” psychological instrument. As consultants, who use a variety of assessments, our challenge is to choose the “appropriate” instrument that will meet our client’s needs. Both assessments are valid. Both are reliable. Both can be taken online. In fact, there may be a circumstance when we want to administer both!

Why? Because they measure different things! While the DiSC® measures behaviors, MBTI measures personality types. The concept of “personality” presupposes that a person will react similarly in most situations. Another model to look at the comparison is that MBTI® looks at “climate” or overall personality and the DiSC® looks at “weather,” behavior in a specific situation.

Dr. William Marston, a physiological psychologist who introduced DISC, studied how individuals perceived themselves in a particular situation. DiSC® measures the resulting behaviors and emotions of the perception, and the likely subsequent behavior. Thus, DISC helps people understand behavior (their own and others) in various circumstances (work, home, etc.) While you personality is less likely to change, your behavior is more flexible depending on the needs of the situation.

Just as a medical doctor runs different tests, based on different symptoms, we listen to the needs of our clients and, if an assessment is needed, we prescribe the best one to satisfy the particular needs. If you want to have a better idea of what would best suit your needs, please feel free to contact us!

2008-11-17T13:45:00.002-05:00

Impress Your Boss!!!
These are scary times. People are losing their jobs. You need to do your best at work to help assure employment and satisfaction from your organization. Impressing your boss helps.

There are no shortcuts to making a lasting positive impression. Hard work, respect, and sincerity are key factors. You will be sure to impress a boss in any work setting by following these steps.
· Meet deadlines. An employee who delivers quality products or services in a timely manner will always be a plus in the boss’s eye. Show a good work ethic by being on time yourself.
· Respect your boss’s time. A good employee reduces dead time, managing time with the tools they need to perform their jobs.
· Be positive. For every two complaints or suggestions for improvement you make to your boss, be sure to point out four positive things. Avoid petty gripes entirely. It’s very hard to work in a negative environment. Always look on the bright side.
· Be sincere. No one enjoys being manipulated, especially your boss. Your boss will be pleased if you are honest and consistent in your performance and only question when there is a concern.
· Keep your work area clean. Having a clean desk with all your papers in place is a start to being organized and is an especially good way to show your boss that you have your work in order.
· Never assume. If asked, “when you get a chance,” it would be wise to request a specific target date. It is okay to probe your boss if you don’t understand a given assignment. Being clear and precise shows professionalism and caring for your work.

2008-11-17T13:33:00.002-05:00

Develop Your Emotional Intelligence
Success depends on more than IQ or technical knowledge. Emotional Intelligence has been a business term since Daniel Goleman reintroduced the concept in the ‘90s. Studies link emotional intelligence to effective leadership and superior job performance. Emotionally intelligent people are:
- Likely to use emotions to understand people and ideas
- Skilled at using emotions to communicate
- Recognize the role emotional intelligence can play in your career.
Here are five tips to pump up your emotional intelligence!
1. When making decisions, think about the emotional reactions of those who will be affected. This can lead to a better choice or implementation strategy.
2. Use active listening skills to understand others – not just their words but the emotions behind the words.
3. Attend to body language – it’s not just what you say but how you say it.
4. Empathize – once you understand what others are feeling you’ll be better able to relate.
5. Seek feedback. Seeing ourselves from others’ eyes helps us find better ways to communicate, improve the impressions we make, and be more sensitive to others.

Highly emotionally intelligent people soar because of these skills. You can too.

Lakeesha Flowers, Human Resources Specialist

2008-11-17T13:23:00.002-05:00

Recruiting the Millennial Generation
They're hardworking and enthusiastic, but they won’t settle for just any job!
Use your millennial employees as recruiters. Use fresh employees into their careers who can describe what life is like at your organization. Discuss some unorthodox topics, like flextime policies and workplace daily life along with the traditional metrics of company success.
Give Flashier Presentations – PowerPoint is out. Millenials wan to see stimulating presentations that are similar to websites. Consider short videos with employees saying what they like best about their job.
Have Easy Online Job Applications – Millenials like applying via an anonymous, digital interface. They want to apply on their own time, in their everyday clothes. Millenials feel more secure applying online. They feel it’s riskier to write a Social Security number on a paper application than on a secure website.
Connect employees to issues they care about – the Millenials’ exposure to the 9/11 terrorist attacks left them with an unyielding desire to find substance in their lives. They want to make each day count. Meaningfulness has many interpretations, which means you could adopt a local charity and still not attract a crowd of Millenials. Assure these restless people that they can work at the same company for 30 years and have a myriad of jobs, experiences, and opportunities.
Take a clue from Google. While traditional companies shy away from training employees who might fly the coop, Google puts its strongest young recruits into management positions and gives them two years of hands-on training as a way to attract the best and brightest.

2008-11-17T10:20:00.004-05:00

What’s in it for a Mentor?
If you’ve ever had a co-worker or colleague consistently go the extra mile to help you achieve success, then you have probably been mentored. But have you ever thought about the benefits of being a mentor to someone else?

When we mentor, we are a career coach and advocate. We give advice, teach others about our field, and, at times, are a friend and a sounding board. Here are a few reasons to reach out and mentor someone:

You’ll be fulfilled knowing you’ve helped someone prosper.
Mentoring develops your own leadership skills of recognizing and nurturing abilities.
You may learn new information, technology, or gain insight from protégés, who often are new to the organization and have fresh perspectives to share.
You will be seen as a “go to” person.

How do you get started?
Be a mentor to everyone! This doesn’t mean taking everybody under your wing. Just make one of your goals promoting everyone’s success . Be a good role model of your organization’s values.
Support your co-workers on projects or by giving positive feedback, and suggesting resources.
Be available for questions and keep confidentiality.
Not only are mentoring, teamwork and altruistic behavior great for your organization’s bottom line but you‘ll also learn more while developing your pool of resources and a professional network. You might even find one of these interactions evolves into a mentoring relationship that satisfies and rewards both you and your protégé in the long term. It is amazing how much you get when you give!
(From Lakeesha Flowers, HR Specialist)

2008-11-12T17:05:00.002-05:00

Do you need a Leadership Coach?

You may be a brilliant negotiator, a financial whiz or a technical genius. But do you have what it takes to manage other high-level employees?

If your communication skills have been a sore spot during your annual reviews, a coach might be able to help. Coaches aren't just for executives who are struggling to get the job done. Middle-managers, in fact, might be prime candidates. Leadership coaches often work with managers who have been highly successful, and now need to get to the next level.

Dr. Mimi Hull can get you where you want to go! Contact us today for a free consultation: DrMimi@Hullonline.com - 407-628-0669

2008-11-12T15:51:00.003-05:00

Getting Help!

It’s the holidays! You are overloaded. How do you get help at work?

Create the right atmosphere. Don’t rush in with emotional complaints about the stress you feel. Explain the situation calmly and clearly. Know exactly what you want others to do.

Use specific assertive language like “I need your support with this and would like you to...” Taking responsibility for your thoughts and feelings allows you to present yourself as a mere mortal who sometimes needs help. It is harder to dismiss a human than it is to dismiss an idea!

Suggest what’s in it for them. Use phrases like “I can see how this will improve your visibility...” Speak to their motivations. If helping you enables them to achieve their aspirations, they are more likely to assist you.

Barter: “If you will do this for me, I will do ... for you.” Be prepared to negotiate; think of a contingency plan that will take some pressure off and give you a sense of satisfaction and achievement.

Thank them for their efforts. Everyone likes recognition, and in this case they have really put themselves out for you, both in terms of time and effort.

Give recognition. Let people that matter know how helpful your colleague was to you and what part they played in your success.

2008-08-27T15:11:00.003-04:00

An Interesting Twist
We often do not appreciate what other people at our place of business do. Spice things up around the water cooler by celebrating National Boss/Employee Exchange Day on Sept. 8. The switcheroo for a day promotes workplace appreciation by sharing in each other’s point of view. It also can help give people a different perspective on what people do. This is not a new idea. For years, at Walt Disney World, each employee has been required to work one day in the park.

2008-08-27T15:11:00.002-04:00

An Interesting Twist
We often do not appreciate what other people at our place of business do. Spice things up around the water cooler by celebrating National Boss/Employee Exchange Day on Sept. 8. The switcheroo for a day promotes workplace appreciation by sharing in each other’s point of view. It also can help give people a different perspective on what people do. This is not a new idea. For years, at Walt Disney World, each employee has been required to work one day in the park.

2008-08-26T14:42:00.002-04:00

Assertiveness
To us, assertiveness is a philosophy for interacting with others. In other words, it is a communications tool.
When we have coached people to be assertive, we have found they feel respect for themselves as well as respect for the other person in the interactions.
Assertiveness is not being aggressive. It is not being passive. Assertiveness is a way to ask for what you need, state difficult feelings, and negotiate well with others without anyone feeling violated. In most interactions, we have found it is not just one person assertively asking for changes, but rather two people wanting to express their feelings, opinions or wishes (and maybe get their way). So, each person must take turns being assertive and then listen empathetically... and that’s good communication!

Here are ten reasons to be assertive.
1. To assume responsibility for asserting your share of control of the situation – and to make things better.
2. To ask why and question authority or tradition.
3. To initiate, carry on, change and terminate conversations comfortably.
4. To share your opinions, feelings and experiences with others.
5. To deal with minor irritations before your anger builds into intense resentment and explosive aggression.
6. To speak up, make requests, ask for favors and generally insist that your rights be respected as a human being.
7. To overcome the fears and self-depreciation that keeps you from doing these things.
8. To show positive emotions (joy, pride, liking someone, attraction) and to give compliments.
9. To refuse unreasonable requests.
10. To accept compliments!

2008-08-26T14:39:00.001-04:00

Does your listening need a tune up?

Breaking poor listening habits may not be easy, but it can be done. It can also mean the difference between success and failure in the workplace.
Here are some clues to help you determine if your listening skills need a tune-up.
Do You:

Tend to daydream when slow speakers are speaking?
Tune out when the subject is dry?
Judge the delivery and tune out?
Tend to mentally argue with the speaker?
Find yourself unable to listen to heavy, detailed material?
Let trigger words divert your attention?
Plan your response before the speaker is finished?
Listen passively?

If you said yes to any of these questions, you need to improve your listening skills. Here are some helpful hints to improve your listening skills.

Listen “between the lines.” What are the feelings behind the words?
Fight Distractions. Shut your door.
Stay focused. Don’t check e-mail or do other things when you should be listening.
Judge only when comprehension has been checked out.
Do not let delivery style get in the way of the information.
Listen for the central ideas and the main points.
Make eye contact and maintain an active body state.
Keep your emotions in check.
EXPERIENCE A HULL LISTENING PROGRAM!

2008-08-26T14:36:00.001-04:00

Communication Tips
Successful communication is the key in any relationship. Improve your communication skills and see how your relationships at home and at work will improve. Effective communication occurs when two important things take place: the expression of a thought or feeling and the reception of that expressed concept. Good communication skills can be learned. Here are some tips that will help:

Think before you talk. It sounds so simple but many of us think as we talk. Feel free to say, “Let me think about it.” These five words can make a big positive difference.

Avoid having your nonverbal body language contradict your words—For example, don’t fold your arms in front of you and have a big frown when you are are saying you are open to suggestions. When the verbal and the nonverbal conflict, the nonverbal is the message that screams the loudest.

Be specific about what you are expressing. The greater the generality, the greater the possibility of misinterpretation.

Avoid expressing a belief or judgment, using a ”You message” like “You make me so frustrated.” It is better to use an “I-message” like, “I feel frustrated.”

Consider how you would react if the role was reversed and be other-oriented and think about the impact of your words on your audience.

Good communication needs ongoing practice, training, and experience. You can do it if you try.
(Taken from Communications Seminar by Dr. Mimi Hull)

2008-08-26T14:30:00.000-04:00

Discussing Politics at work – DON’T!
Along with sex and religion, politics is one of the most controversial topics of conversation that exists… especially in the workplace. Few people are able to discuss politics without emotion. In addition, discussing politics can often lead to even more controversial topics like abortion, religion, and gender issues. These topics may be stimulating in a personal setting but can be devastating in a professional one. For most people, what may start out as a polite discussion can degenerate into a loud shouting match with each side thinking the other is “stupid to think that way.” These discussions can have lasting effects on relationships and can possibly lead to perceived bias in such things as performance reviews, raises and promotions.
How do you keep from participating in political discussion?
1. Change the topic.
2. Don't start conversations that would lead to politics. (Like "Have you voted yet? or Where are the polling places?)
3. Be assertive and let people know that you are uncomfortable discussing politics at work
4. Don't share "news reports" on the candidates.
5. Be diplomatic and firm.
6. Let people know that you are not willing to engage in discussions because you are busy doing your work!

2008-08-26T14:05:00.001-04:00

Meet the Millennials
The generation of workers born roughly after 1980 is known as the Millennials, Generation Y, or the Boomlets. Eighty-million strong, they soon will account for the majority of American workers, especially as Boomers start to retire.

Millennials share lots of information about themselves, including their political views and expect others to as well. They are on myspace, facebook, the knot and a variety of other websites, where they tell all about themselves.

Millennials are forcing a cultural shift on employers. They won’t do something just because you say so.
Three of the ways employers go wrong with Millennials are:
1. discounting their ideas for lack of experience
2. allowing negativity and
3 not meeting their high expectations.

Millennials will work hard for someone who truly mentors and trains them. They are team-oriented and eager to tackle huge challenges.

(From the program “Bridging the Generation Gaps” by Dr. Mimi Hull)

2008-06-10T19:41:00.005-04:00

Rumors Griping and Gossip
What’s the difference between “rumors,” “griping,” and “gossip” and how do you deal with it?

“Rumors” center on institutional or team issues, such as layoffs and reorganizations.

The best way to deal with rumors is to keep your team members informed about issues that affect them, go to the source and/or focus on the task at hand. If nothing is new, simply letting people know that is helpful.

“Griping” is a typically a response to some work-related issue that irritates an employee

The best way to deal with griping is to listen and help them to explore options to remove any real obstacles that are getting between the person and their goals.

“Gossip” deals with a topic that doesn’t directly affect the people who are gossiping. It’s either about what they heard somebody say to somebody else, or even worse it’s about the interpersonal affairs of other employees.

The single best way to deal with gossiping is to never pass on gossip, no matter where you are or who you are with. Become known as a nonparticipant and let people know that gossiping is usually hurtful and unproductive. If someone tells you something in confidence and you promise not to say anything, keep your promise! If you do, it is amazing how quickly you will be “in the know” and trusted.

Download link: www.hullonline.com/articles/rumors.doc

2008-06-10T19:41:00.004-04:00

10 Reasons to Do Personality Assessments

Personality assessments, like the DISC or the MBTI (Myers-Briggs) provide insights into people in minutes what can take months or years to do without them. In addition to saving time getting to know the person, below are 10 reasons to use these types of assessments in the workplace. Why use assessments? Because they:

1. Help make informed decisions about placement, promotion, and leadership by measuring attitudes, work habits, interests and motivations.

2. Encourage employees to develop by delineating strengths and opportunities for improvement.

3. Identify communication skills required for people to thrive in new positions.

4. Help build a team so that blind spots are covered.

5. Assist teams to understand each other and work better together.

6. Support both managers and sales people to design their programs to gain better acceptance and results.

7. Help people to build on their strengths and adapt strategies to improve on their weaknesses.

8. Instill an appreciation that different does not mean wrong.

9. Reduce conflict by having an understanding of why people do what they do.

10. Reduce turnover. People stay when personality conflicts are reduced and people get along.

By the way, the next DISC Certification June 13th!

Download link: www.hullonline.com/articles/personality.doc

2008-06-10T19:40:00.002-04:00

Work + Fun +Creativity

One of the requirements for any program that we do is that it has to be fun. Why? Because studies show that when fun is an added component to work, productivity and creativity increase. Ask Southwest Airlines or Google employees and they will tell you that their culture is one of high energy and high fun. Fun at work is not a new idea. Even during the Agricultural Age, work songs helped ease dreary tasks.

Boomers like to separate work and fun. The X and Y generation believe that if it is not fun, it is not worth doing. To them, fun is not the reward. It is the work itself.

So how do you make work fun?

Capitalize on the spontaneous. If one person is having a funny experience, let them share it. Fun can’t always be scheduled.

Embrace ‘out of the box” thinking. Expand boundaries. Intentionally, brainstorm silly solutions to problems. Don’t make rules that limit the process.

Do physical and /or competitive team building activities. Have a watermelon seed spitting contest. When we say physical, getting out of the chair and talking in a circle facing out rather then facing in typically brings a smile to the face and ideas to the brain.

Encourage people to express themselves. Have fun stuff on hand and handy. Balloons, balls, markers, large sheets of paper, play dough, silly putty, Dress Up clothing are just some of your tools.

Let people volunteer to be the Fun Master of the day. You will be surprise at how much more creative and productive your organization will be!

Download link: www.hullonline.com/articles/workfuncreativity.doc

2008-06-10T19:39:00.002-04:00

A New Generation Is Reinventing Retirement

Age 65. For many years, this magic number was the sign for people to say goodbye to the workforce and hello to a leisurely life of retirement. This is hardly the case today. Those in their 50s, 60s and beyond don’t want a traditional retirement lifestyle. They desire new challenges, social connections or extra income, all of which they can find through employment.

While employment certainly delivers many of the benefits the 50+ population seeks, it has its challenges. Mature workers face many decisions when considering employment prospects. They do not want to continue doing what they have been doing and are not sure what they want to do next.

What should you do if you are considering a job change? No matter what your age, conduct a personal assessment to determine what it is you need and want from a job. By clarifying the work experience desired, you increase the odds of finding the right job.

Particularly if this is a second career, consider: Do you want:

A steady job or seasonal employment?
Part - or full-time work?
Occasional work or a regular schedule?
To learn a new field or work in one where you have experience?
A large or small business?
A single employer or varying jobs/employers?
A regular or seasonal paycheck?

If working after retirement is a yes for you, a small investment of thought and planning can yield big rewards in job satisfaction. If you’re facing this decision soon, take the time to evaluate your employment preferences now and plan for the future.

Download link: www.hullonline.com/articles/retirement.doc

2008-06-10T19:37:00.002-04:00

Getting More Done

Did you know that if you reduce your wasted time by just five minutes every hour, productivity can jump 8.3 percent, and you will raise your value to your organization and lower your stress levels?

Efficiency levels rise as you focus more time completing critical tasks. Other advantages of effective time management include:

accomplishing more each day
meeting project deadlines
serving more customers without adding staff, equipment, or office space
spending less time doing paperwork and attending meetings

Tap into a Powerful Tool for Self-Assessment
Meeting the daily challenges of managing professional and personal responsibilities requires a learning strategy that focuses on your individual needs. There are 12 time related arenas. (Attitudes, Goals, Priorities, Analyzing, Planning, Scheduling, Meetings, Written Communications, Interruptions, Delegation, Procrastination, and Team Time) By knowing your strengths and deficiencies in each, you will manage your time better. The Time Mastery Profile helps you assess your time-management effectiveness and helps you create a personal plan for improving your skills in all 12 areas.

Download link: www.hullonline.com/articles/gettingmoredone.doc

2008-04-22T12:31:00.000-04:00

2008-04-03T11:27:00.003-04:00

Shy People Can Be Great Networkers

Studies show that 40 to 50 percent of people describe themselves as shy, so look around and realize that half the room is feeling the same way you are.

Here are five reasons shy people can networkers:

They are polite. Etiquette has become a bit of a lost art these days, and when someone is is polite and well mannered, they are remembered and appreciated.

They ask to be introduced. There’s a myth that networking is all about cold calling people and walking up to strangers and passing out cards. Often the best connections are made through mutual acquaintances.

They listen more than they talk. People enjoy people who listen to them. “There’s a reason you have two ears and one mouth.” Shy people tend to ask questions and listen intently to the answers, only talking when they have something meaningful to add.

They bring a friend. Some networking experts frown on the idea of bringing a friend to an event since some people use this as an opportunity to stand together in the corner and avoid all other human contact. but Lyndsey Pollak believes the exact opposite. If you feel more comfortable and confident attending an event with a friend, then go for it.

They network online. While some shy people hide behind their email accounts, online networking is an important strategy. But instead of networking only online, I would encourage more introverted networkers to use online networks to introduce themselves before an in-person or on-the-phone interaction.

So, introverts fear not, you too can be an excellent networker.

(Networking Seminar by Dr. Mimi Hull)

2008-04-03T11:25:00.000-04:00

Did You Know That Hull &
Associates Offers ...

• Employee Satisfaction
Surveys
• Organizational
Assessments
• 360/Multi-rater
Feedback
• Customer Satisfaction
Surveys
• Strategic Planning
• Meeting Facilitation
• Coaching
• Organizational
Development
• Team Building
• Creativity and
Innovation
• Leadership
Development
• The Myers-Briggs (MBTI)
• Diversity Training—
Cultural Competence
• Communications
Training
• Assertiveness Training
• Time and Stress
Management
• Conflict Management
• Not-for-Profit Board
Development
• Conference and
Convention Speaking

Call us today
(407-628-0669) to see if we
can help you satisfy your
Human Relations and
Organizational
Development needs.

2008-04-03T11:23:00.001-04:00

Addressing Team Conflict

Team conflict doesn’t have to be destructive. If well managed, it can be both healthy and productive.

What causes the team conflict?

• Poor or no communication
• Lack of skills to get to the “root cause”
• Lack of clarity of purpose, goals, objectives, team and individual roles
• Uncertainty about or lack of resources and sources for help and support
• Poor time management
• Lack of leadership and management
• Team members lacking skills, bored or not really interested
• Personality conflicts
• Personal problems
• Turnover

How to facilitate conflict resolution.

• Attack the problem, not the person
• Focus on what can be done, not what can’t.
• Encourage different viewpoints and honest dialogue
• Express feelings in a way that does not blame
• Accept your responsibility when appropriate.
• Listen to understand each person’s viewpoint before giving your own
• Hire a neutral facilitator

2008-04-03T11:21:00.001-04:00

Match the Reward to the Person

For Affiliation Motivated Employees (I or S on the DISC):

Give recognition in front of others. (I)
Personal notes from supervisor. (S)
Banquets. (large for I’s, smaller for S’s)
Assignments that personal interaction. (I and S)

For Achievement Motivated Employees (D or C on the DISC):

Job assignments with increased responsibility.
Opportunity to see how they fit into the total picture.
Opportunity for advancement.
Tangible awards.

For Power Motivated People (D or I on the DISC):

On-going program or site named for them.
Opportunity to give input into direction of organization/group.
Having coffee/lunch with people in authority.
Recognition that is broad-based (use of media) and can be seen by people in authority, power.

2008-04-03T11:15:00.004-04:00

Employee Rewards Programs

Manager initiated, performance based rewards:

No cost recognition -verbal or written thank you
Low cost rewards - candy (life savers, million dollar bars),traveling trophy
Greeting cards
Public recognition - newsletter, letter to family
Time off - early day, late arrival, longer lunch
Cash/gift certificates
Food/clothing

Company initiated programs:

Multi-level reward programs/point systems
Contests
Field trips/special events/travel
Education/personal growth/self-development
Advancement/responsibility/visibility

Awards for specific achievements:

Outstanding employee awards
Productivity/production/quality awards
Customer service awards
Sales goal awards
Group team awards
Attendance and safety awards

2008-04-03T11:09:00.003-04:00

Five Effective Tips for Employee Recognition

Employee recognition is a retention tool that reinforces and rewards the actions and behaviors you most want to see people repeat. Susan Heathfield suggests that when you consider employee recognition processes, you need to develop recognition that is equally powerful for both the organization and the employee.

To do this..

Be sure to establish criteria for what performance or contribution constitutes rewardable behavior or actions.
Allow all employees to be eligible for the recognition.
The recognition program must supply the employer and employee with specific information about what behaviors or actions are being rewarded and recognized. The means as well as the ends are important.
Reward anyone who performs at the level or standard stated in the criteria.
Give the recognition as close to the performance of the actions as possible, so the recognition reinforces behavior you want to encourage.

(From Motivation and Retention Seminar by Dr. Mimi Hull)

2008-01-22T12:12:00.000-05:00

Change

To download this slide, please click here:
http://www.hullonline.com/pptslides/change.ppt

2007-11-27T10:33:00.000-05:00

Time Management II

To download this slide, please click here: http://www.hullonline.com/pptslides/timemangpresent.ppt

2007-10-30T12:39:00.000-04:00

Attitudes

To download this slide, please click here: http://www.hullonline.com/pptslides/attblog.ppt

2007-10-16T11:56:00.000-04:00

Team Building

To download this slide, please click here: http://www.hullonline.com/pptslides/teamblog.ppt

2007-10-11T14:27:00.000-04:00

Diversity

To download this slide, please click here: http://www.hullonline.com/pptslides/divblog.ppt

2007-10-02T11:25:00.000-04:00

Time Management

To download this slide, please click here: http://www.hullonline.com/pptslides/timeblog.ppt

2007-09-25T14:37:00.000-04:00

Bi-weekly Quotes

Twice a week we will be uploading quotes which correlate with our newsletter topic as well as other topics covered in the blog. Since our latest newsletter is on stress in the workplace, the majority of the quotes will focus on this specific area. We hope you will be able to draw some inspiration from this new addition to our blog.

Hull & Associates

Stress

To download this slide, please click here: http://www.hullonline.com/pptslides/stressblog.ppt

2007-09-25T13:19:00.000-04:00

Archived Newsletters

We are pleased to announce that in our links section we will have previously released newsletters available for download. These newsletters cover a variety of topics, so please do not hesitate to search through them as they might have some benefitial information for you and your business.

Thanks again for your continued support,
Hull & Associates

2007-09-18T11:02:00.000-04:00

HOLIDAY STRESS

Dear Dr. Mimi,

I am a small business owner and value my employees. Please comment on some of the issues that might be affecting my employees and likewise productivity during the holidays. Also, how flexible should I be when it comes to scheduling time off during the holiday season?

What about depression? Why should employers be aware of depression and how to recognize it and help?

Caring and Concerned

Dear Caring and Concerned,

While the holidays inspire cooperation and a sense of giving, people also have their usual busy schedules and then add things like entertaining, shopping, cooking, decorating, and partying. This results in less sleep and more stress. In addition, some people expect to be happier than perhaps they really are and/or feel left out and become depressed. As a result, you might see increased conflict, short fuses, memory lapses, mistakes, and even physical illness. All this can contribute to decreased quality and productivity at the workplace.

So what should you do? Let your employees know that you appreciate how busy and stressed they are. Help them prioritize and focus on work commitments at work. Avoid adding unnecessary activities or projects and do schedule realistically.

As a small business, let your employees participate in determining how many and when people are needed to keep the business productive. Have people schedule themselves for work and have a back-up plan in place for emergencies. Consider a rotating preference schedule, with those getting first preferences now, going to the end of the list later. Smile, praise, and recognize cooperation and most important keep your own spirits high and positive so people will want to come to work.

Signs of depression include being discouraged, withdrawing or acting differently from his or her normal work behavior. This can occur for a variety of reasons. There may have been a loss or change (death or divorce or a move) in the past year that makes this holiday season different. There may be a sense of being overwhelmed or possibly feeling excluded.

While it is important for an employer to focus on workplace issues and performance, a good reminder for all is to not let the holidays control them but rather to be proactive and disciplined. Don't spend more than you can afford. Focus on others rather than yourself. Help others by volunteering at a non-profit agency or place of worship. Don't wait to be invited to do something. Invite others to join you. Eat properly, watching fat, sugar and consumption of alcohol (a depressant). And as always, concentrate on the many blessings that are bestowed upon us daily. In other words, keeping focused during the holidays is a function of a positive attitude. Even if you can't control, the way you feel, you can control the way you act. If you act the way you want to feel, the feelings will often follow.

Dr. Mimi

Mimi Hull, Ph.D. is President of Hull & Associates, a human relations and organizational development consulting firm that helps businesses and people become more productive through leadership, team building, strategic planning and conflict management.