Do you ever find yourself constantly having run-ins with an irksome co-worker? Perhaps the bloke across the room from you is always talking too loud on the phone, or the lady behind you also clicks her pen and pops gum. It's so tempting to just scream at them or plug in headphones and drift away from it all, but outright animosity or ignorance is rarely the solution in a workplace environment.
Multiple studies have found that interpersonal workplace relationships play a huge role in overall stress levels. Whilst stress is not uncommon, incessant bouts of high blood pressure and anxiety can have a major effect on your health, leading to conditions such as poor eating habits, drinking problems, weight gain and sleep disorders. These little niggles and stresses are slowing bringing you down, so ditch the stress!
"But they're so annoying"
If a co-worker is really getting on your nerves, consider the benefits of mending your relationships before you storm over to their desk:Productivity
So, if you're ever at odds with a co-worker, just remember it pays to take the first step and make it work!
|Posted in: Workplace Relationships||
1. Be preparedDo your research on the company you are interviewing for and have a fundamental grounding of company values and policy before you enter the room. This will show interviewers you are prepared and willing to be involved whilst broadening your own knowledge of the company. Key points to memorise could include CEO names, company motto and core values.
2. Know yourselfYou are clearly interested in this job (why would you apply otherwise?!) and the company is interested in you, so it's common sense to have a set understanding of who you are as a person and professional. Questions such as "why are you the best person for this job", "what are your strengths", and "what distinguishes you from other candidates", are an interviewer's bread and butter, so answer these questions and commit them to memory prior to entering your interview.
This is a professional interaction and your attire should be similarly formal. Polish your shoes, get a hot iron on your clothes and straighten yourself out not only will this improve your appearance, but it serves also to sharpen mental resolve and build confidence heading into an interview.4.Bring everything
Additional copies of resumes, cover letters, requested documents and references in a simple folder/binder are an interviewee's best friend. Your person is included here too, so don't be late! Aim to arrive 15 minutes early to avoid a unfashionably late entrance.5. Any Questions?
The line "do you have any questions?" marks a decisive point in any interview. Here, the onus is shifted upon you to display elements of critical analysis and interest in the company/your prospective role. It pays to have a few questions up your sleeve, so tie this into your prior research and have some ideas with you heading into the interview. Additionally, take mental notes in the interview nothing impresses a panel more than educated discussion on an earlier point.
|Posted in: Interviews||
1. Contact DetailsResumes are above all a self-marketing tool, so advertise yourself in a professional and engaging manner. Centre your contact details (i.e. name, mobile number, email address) at the top of the page and ensure your email address is updated. Prospective employers will hardly appreciate your teenage firstname.lastname@example.org account, so keep things civilized.
2. Career OverviewThis introductory section should provide the reader with on overview of what he or she will find in your resume. It is there to make sure they actually read through your resume. It should only be a few sentences and should include information concerning of your professional, academic and industry training. Don't waste words here ensure that your information is pertinent.
3. Professional HistoryWhen it comes to formatting your professional history, consider a simplified reverse chronological template. You are welcome to include information about each company however this is optional.
Kate Southam of Career One dictates the following formula:Job title, employer, dates, what you did, for whom and when.
E.g. General Manager, Effective Solutions, August 2007 present day.About Effective Solutions:
Founded in October 2004, Effective Solutions offers innovative consulting sessions across a variety of fields to improve business operation. Specifically, the company focuses on security and high-risk operations.Responsibilities:
Managed a team of 25 employees who offer consultancy on business operations.Achievements:
Recruited and trained employees to be work-ready within 3 weeks.
85% of clients reported improved business operations within our first 12 months.
4. Education & Training
Start with your highest qualification first and work down. It is not necessary to list your high school certification unless you are a recent university or school graduate. Be sure to include qualifications such as First Aid and other in-house training you may have undertaken.
5. References/RefereesThese are always last. Please include the names/phone numbers/email addresses of your references, as these are the most acceptable means of communication. Do not, under any circumstance, link your reference's social media account as a point of contact.
|Posted in: Resumes||
I'm sure that for any leader, you often experience those 'people challenges'. You've worked out how to fix your IT systems and you've fixed most of your processes. But you just can't seem to 'fix' your staff. Let's be honest, what use is the latest IT system and good process when all you get is resistance and squabbling from your employees? Although people are complicated, we all have similar needs.
Maslow worked it out years ago when he introduced the five basic needs: physiological, security, social, esteem, self-actualisation. We can fulfil these needs in a range of ways, but many can be fulfilled at work. For example, we work to pay our bills, buy food and provide shelter (physiological / security), interact with others (social), attain satisfaction in what we do and possibly further develop (esteem), and ultimately reach self-actualisation (the best we can be).
It's those great leaders that help those around them reach their ultimate goal and self-actualisation. They often do simple things, like aligning their employee's strengths to work tasks and further developing them; maintaining work flexibility; pulling up poor behaviour quickly and appropriately; and so on. I often ask managers the 'miracle question', "A miracle happened over night, while you were sleeping, and you didn't know about it. The miracle fixed all your 'people problems'. When you get to work, how do you know that the miracle occurred?" Often the response is "It would be a nicer environment and feel less tense", "Bob would say 'hi' in the mornings", "staff wouldn't resist change", "everyone smiles".
Sometimes we get so caught up in what we don't like, that we overlook what we'd want to see differently. Ask yourself, what miracle do you want to see take place in 2012? Are there certain needs you should provide people with to attain this miracle? Remember, as Maslow said "There are no perfect human beings". And we know that same behaviour gives same results. Don't be afraid to change in 2012.
Need some help? Give our Organisational Psychology department a call.
|Posted in: Organisational Psychology||