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

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

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

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

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