Resolving Power

Successful career goals can't be set in isolation

As you would expect, many people continue with the age-old practice of trying to change their lives by writing a set of New Year's resolutions. Of course, these dreams encompass everything from losing weight and exotic travel plans to getting a promotion at work. However, we also know very soon into the new year, people begin to get frustrated. They lose their commitment, fall into old habits and then find themselves backsliding to where they were before. In other words, setting a goal is one thing, accomplishing it is another.

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Relationship Status

Developing positive connections in the workplace a key to success

 

The new year is beginning to unfold and as you might expect, the newspaper has been full of great ideas for creating and sustaining a healthy lifestyle. There have been articles on physical fitness, as well as a review of apps to help you stay true to your exercise goals.

 

We’ve seen articles on making healthy meals with turkey leftovers, meals to keep you warm and articles that help you to discover the trick to making a smoothie. All in all, the advice is meant to drive readers toward good health and happiness.

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Gauging the Gouging

It's important to recognize, and be diligent about conflicts of interest

For the past few years, our local world has been abuzz about the issue of perceived conflict of interest in government agencies.

The issue is complicated, convoluted, hard for the general public to understand and hard to track.

Nevertheless, we have to recognize conflicts of interest exist at every level of life.

The challenge for each of us is to develop a deep understanding of what defines conflict of interest and how to avoid it, both personally and professionally.

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Smile! You're on Camera

Human resources, IT must team up on workplace surveillance

 

Human resources and talent management has always been an evolving industry sector. Today, word is our baby boomers are finally leaving the workplace while Generation X and the millennials are taking over.

 

Yet, at the same time, there are just as many baby boomers who are either staying or returning to the workplace.

The dilemma for HR professionals is how to manage the personal and professional interests of all these generations.

Technological advances have also significantly changed the way we work and how we manage. In fact, without technology, we shut down.

We recruit our candidates through websites and social media. We train our employees through online portals and assess them through online 360-degree feedback. We easily participate in team meetings with colleagues in foreign countries.

Technology has also enabled management to become strategic partners in business planning as we now use data and analytics to discover organizational trends, determine areas for improvement and project future HR needs. Technology has increased our ability to supervise, manage and protect employees. For instance, security cameras are now widely used to protect both workplaces and employees. As well, management can now monitor work through examining an employee's keystrokes, observing and tracking their online activity and capturing an individual's email and text messages. On some occasions, although not well received, employees have received their termination notices through email.

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Managers Need to Lead By Example

Almost every manager I speak to talks about the amount of time they spend on human resource issues. Some even feel overwhelmed. Unfortunately, most of the issues relate to interpersonal conflict between employees, bullying, blaming, poor performance, job dissatisfaction, gossip, complaints and whiney attitudes.

 

According to Cy Wakeman, author of Reality Based Leadership, and the keynote speaker at the upcoming QNET conference, part of the challenge is that many employees have adopted learned helplessness both in their personal and professional lives. In her view, employees are feeling they lack control and have an inability to change their circumstances. This results in negative attitudes and presents a problem for leaders.

In her view, the fault lies with leaders who over-manage and don't lead instead of coaching employees and developing their skills and expertise. When a leader acts in such a way, all they get from employees is excuses. This leads to even more workplace drama.

So what is the solution?

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