Does Your Team Have A Sense Of Purpose

For individuals and teams, having a clear purpose is key to success. But many employees lack this workplace essential. Two-thirds of people do not really understand what their job is and how it fits in with the organization, says Leah Weiss, PhD, a teacher, researcher, and meditation expert at Stanford University.

In an AMA Edgewise Podcast, Weiss discusses the need to have purpose and meaning in the way we spend our time. “No wonder we’re having this crisis of engagement. We need to take seriously making sure that people know the ‘what’ and the ‘why’ of their work,” said Weiss, who is the author of How We Work: Live Your Purpose, Reclaim Your Sanity, and Embrace the Daily Grind (HarperCollins, 2018).

Weiss identifies three key traits that individuals and organizations need to succeed. She describes these traits as follows in the podcast:

• Clarity of purpose. Individuals, teams, and the larger organization need to know where they are headed.
• Candor. The organization must support candor in its culture, and people must have the skills to speak up.
• Connection. The organization and its employees must foster strong relationships between teammates.

Weiss suggests that leaders have an ongoing and evolving conversation with employees to ensure they understand what the big picture is, how changing plans affect it, and how they fit into that picture.

She offers the metaphor of the box top of a puzzle, which allows people to see what they are trying to put together. “The job of leadership is to continually—as we make efforts as individuals and teams—keep checking and keep making sure that people are clear on how their actions and interactions fit in with this broader perspective,” she said.

Understanding the role of co-workers in completing the puzzle is critical as well. “We ourselves can’t fill in the whole puzzle,” Weiss said. “We need to understand how the various people and functions fit together. So it becomes really important for people to keep updating each other about their work and about their process.”

About The Author :- American Management Association is a world leader in professional development, advancing the skills of individuals to drive business success. AMA’s approach to improving performance combines experiential learning—“learning through doing”—with opportunities for ongoing professional growth at every step of one’s career journey. AMA supports the goals of individuals and organizations through a complete range of products and services, including seminars, Webcasts and podcasts, conferences, corporate and government solutions, business books and research.

Thanks to AMANET (American Management Association)
https://playbook.amanet.org/training-articles-team-purpose-work/?pcode=XA9T&utm_source=mkto&utm_medium=email&utm_campaign=NL1805-124537-May-LE&mkt_tok=eyJpIjoiTW1WbVlURXlZMkV6TnpkaSIsInQiOiI2SGdibjZuY2pDXC92VzU2Y2V1OUdwOFJVRDhNclRFYnp6YzBUUUlnenQ0VVlzVG5mcW9RUlpRVjhTY094R2ZaenBjeFdqMGZ5ajBFQmRpRmFzdmluVmJ2d01kWk5oNUVMN1pveGpSU3RWYUJNbjlSc0hnamdSdjhzZytRN1YwS3EifQ%3D%3D

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Zinus Mid-Century Upholstered 76.4 In Sofa / Living Room Couch, Ruby Red Weave

Zinus Mid-Century Upholstered 76.4 In Sofa / Living Room Couch, Ruby Red Weave

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Zinus Classic Upholstered 71 In Sofa/Living Room Couch, Soft Grey

Zinus Classic Upholstered 71 In Sofa/Living Room Couch, Soft Grey

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DHP Katherine Linen Futon, With Chrome Legs And Memory Foam Seat, Blue Linen

DHP Katherine Linen Futon, With Chrome Legs And Memory Foam Seat, Blue Linen

 

 

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Classic And Traditional Ultra Comfortable Linen Fabric Loveseat - Living Room Fabric Couch (Beige)

Classic And Traditional Ultra Comfortable Linen Fabric Loveseat - Living Room Fabric Couch (Beige)

Divano Roma Furniture, Classic and traditional style 2 seater linen fabric loveseat. Upholstered in hand picked linen fabric with loose back cushions in the same fabric. Available in various colors to best fit your living room decor. This couch / love seat requires some assembly, all hardware and instructions included.

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DHP Katherine Linen Futon, With Chrome Legs And Memory Foam Seat, Blue Linen

DHP Katherine Linen Futon, With Chrome Legs And Memory Foam Seat, Blue Linen

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  Filling is made of memory foam for added comfort when sitting, lounging or sleeping

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Chun Yi 1-Piece Sofa Covers Seersucker Jacquard Polyester Spandex Fabric Stretch Tough Couch Slipcovers (Loveseat, Gray)

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Kardiel Florence Knoll Style Left Sectional Sofa, Carbonite Houndstooth Twill

Kardiel Florence Knoll Style Left Sectional Sofa, Carbonite Houndstooth Twill

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• Hanalei 2-pc Set Modular Units Included: (2) Sun Beds, Dimensions: Width 30 inches, Depth 79 inches, Height 19 inches

 

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LumiSource SB-M-DRAK BN Drake Sofa, Brown by LumiSource

LumiSource SB-M-DRAK BN Drake Sofa, Brown by LumiSource

Modern, stylish and versatile, all things that describe the exceptional design of the LumiSource drake Sleeper sofa. This multi-position sofa has sleek lines, quality upholstery, and a sturdy steel frame that lends a sophisticated and comfortable feel. Available in gray or Brown, this Sleeper sofa converts easily in seconds, and is a perfect size to fit almost any living area.

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Dorel Living Marley Loveseat, Gray By Dorel Living

Dorel Living Marley Loveseat, Gray By Dorel Living

Bring a relaxed sense of elegance to your home with the Dorel Living Marley Loveseat. The sleek shape of this Loveseat brings its mid-century roots to the forefront exposing a simple and clean lined silhouette. Ideal for small spaces, the Marley is the perfect blend of form and function. Square armrests and welt trim detail bring style and depth to any room in your home. The soft gray linen-look upholstery adds to its classic appeal and highlights the subtle tufted cushions. Part of the Marley collection, the Dorel Living Marley Loveseat is a timeless and versatile piece that will compliment your own personal style.

 

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Porter Designs U1202B Norwich Contemporary Tufted Sofa, Gray

Porter Designs U1202B Norwich Contemporary Tufted Sofa, Gray

The Norwich has a clean, streamlined look that gives any room a modern aesthetic. The neutral Gray color compliments a wide variety of home decor schemes. Enhance the quality and comfort of your living space with this norwich sofa, love and chair set! Porter Designs upholstery is crafted to the highest standards with added design features for lasting beauty and durability. All pieces have structural integrity: each corner of the all wood frame is blocked, providing structural support. In addition, we use impeccable tailoring: sides are reinforced with plywood and foam to prevent fabric sagging. All arms are padded for optimum comfort at touch points. Designed in the creative hub of Portland, Oregon, Porter Designs is proud to work with talented artisans to produce a full range of upholstery, motion, accent chairs, occasional, dining and bedroom furniture. The quality craftsmanship is reflected in the details - solid woods, architectural hardware, on-trend fabrics, top grain leathers and beautiful hand-rubbed finishes. Porter believes every piece of furniture should tell a story.

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Baxton Studio Selma Leather Modern Sectional Sofa, Black

Baxton Studio Selma Leather Modern Sectional Sofa, Black

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HomCom Convertible 3-Position Futon Daybed Lounger Sofa Bed - Black/Cream White

HomCom Convertible 3-Position Futon Daybed Lounger Sofa Bed - Black/Cream White

This HomCom adjustable sofa bed couch is the perfect addition to your living room, den, or dorm room where an unexpected guest or unexpected nap may surprise you. Its minimal design, with plush cushions, a reinforced oak frame, and two large pillows, will easily fit into any home, dorm, or office decor. You can quickly and easily convert the chair from a couch into a bed and back again with the flip of adjustable armrests according to your seating or sleeping needs. The sturdy and solid base with thick oak frame and the linen fabric cover over medium density foam provide extra stability and comfort. The zippered pillow covers are removable for easy cleaning and maintenance. Add the convenient and comfortable sofa bed couch and relax yourself or your guests on a cozy afternoon.

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Dallas Beige Mid-Century Modern Sectional Sofa With Chaise Lounge In Beige Color Fabric

Dallas Beige Mid-Century Modern Sectional Sofa With Chaise Lounge In Beige Color Fabric

  Mid-Century Modern Design With Chaise Lounge

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  Cotton Blended ( Easy-To-Care ) Fabric In Beige Color

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Ravenna Home Amanda Curved Arm Upholstered Sofa, 76"W, Light Grey

Ravenna Home Amanda Curved Arm Upholstered Sofa, 76"W, Light Grey

• 32"L X 76"W X 35.75"H
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Excalibur 3926TB 9-Tray Electric Food Dehydrator With Temperature Settings And 26-Hour Timer Automatic Shut Off For Faster And Efficient Drying Includes Guide To Dehydration Made In USA, 9-Tray, Black

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Ø  9-Tray electric food dehydrator with 15 square feet of drying space

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Ø  Unit Dimensions: 12-1/2 H x 17 W x 19 D (inches)

From Bullied To Bully Proof

The Bully At Work       The Bully At Work By Dr. Gary Namie And Dr. Ruth Namie

3-Step Target Action Plan … What Bullied Targets Can Do … Three Things That Are Simple To List, But Very Difficult To Accomplish.

Step One - Name It! Legitimize Yourself!

1. Choose a name — bullying, psychological harassment, psychological violence, emotional abuse — to offset the effect of being told that because your problem is not illegal, you cannot possibly have a problem. This makes people feel illegitimate. The cycle of self-blame and anxiety begins.
2. The source of the problem is external. The bully decides how to target and how, when, and where to harm people. You did not invite, nor want, the systematic campaign of psychological assaults and interference with your work. Think about it. No sane person wakes up each day hoping to be humiliated or berated at work.
3. There is tremendous healing power in naming. Hard to believe at first, but very true.

Step Two - Take Time Off To Heal & Launch A Counterattack

Accomplish five (5) important tasks while on sick leave or short-term disability (granted by your physician).

1. Check your mental health with a professional (not the employer's EAP). Get emotionally stable enough to make a clear-headed decision to stay and fight, or to leave for your health's sake. Your humanity makes you vulnerable; it is not a weakness, but a sign of superiority. Work Trauma, by definition, is an overwhelming, extraordinary experience.
2. Check your physical health. Stress-related diseases rarely carry obvious warning signals (e.g., hypertension - the silent killer). Read the current research on work stress and heart disease.
3. Research state and federal legal options (in a quarter of bullying cases, discrimination plays a role). Talk to an attorney. Maybe a demand letter can be written. Look for internal policies (harassment, violence, respect) for violations to report (fully expecting retaliation).
4. Make the bottom-line business case for stopping the bully.
5. Start job search for next position.

Step Three - Expose The Bully

The real risk was sustained when you were first targeted (Targets lose their job - involuntarily or by choice for their health's sake - in 77.7% of cases). It is no riskier to attempt to dislodge the bully. Retaliation is a certainty. Have your escape route planned in advance. Remember, good employers purge bullies, most promote them.

1. Make the business case that the bully is "too expensive to keep." Present the data gathered (in Step 2) to let the highest level person you can reach (not HR) know about the bully's impact on the organization. Obviously in family-owned, or small businesses, this is impossible (so leave once targeted).
2. Stick to the bottom line. If you drift into tales about the emotional impact of the bully's harassment, you will be discounted and discredited.
3. Give the employer one chance. If they side with the bully because of personal friendship ("he's a great conversationalist and a lunch buddy") or rationalize the mistreatment ("you have to understand that that is just how she is"), you will have to leave the job for your health's sake. However, some employers are looking for reasons to purge their very difficult bully. You are the internal consultant with the necessary information. Help good employers purge.
4. The nature of your departure — either bringing sunshine to the dark side or leaving shrouded in silent shame — determines how long it takes you to rebound and get that next job, to function fully and to restore compromised health. Tell everyone about the petty tyrant for your health's sake. You have nothing to be ashamed about. You were only doing the job you once loved.

Answering Critics Of Our Approach .....

Pragmatists argue that our 3-Step Method will only get you fired. They are right in most cases. So, it is important for you to know why we suggest what we do. Our method accomplishes four goals:

• Goal 1: Your personal health must be the priority or you will not live long enouth to take another job. You have to discover if stress-related health complications have begun and take steps to reverse them. Stress exacerbates diseases that can kill. Put your health, not your job, first. See a physician, ask for blood tests related to stress-induced harm. See a good therapist to restore your faith in your own worthiness.
• Goal 2: The true purpose of the bullying-costs-data-collection-project (Step 2, Part 4) is to distract you from the emotional damage. Too many wounded targets crawl between the bed sheets and can't get out. You need something to do to continue to function, to bounce back. This task of estimating the fiscal impact of bullying is not only factual and informative for the organization (which it promptly chooses to ignore), but the employer's response to the facts will help convince you about the irrationality of the entire bullying process. You didn't cause it and they don't seem to care if it ever stops. They are too afraid to do the right thing.
• Goal 3: Compel employer responsibility for putting you in harm's way. No one is responsible for being bullied, for inviting the misery upon themselves. The employer has known about the bully before and chosen to retain him or her (attorneys call it negligent retention). Employers want a catfight between employees so that they can blame it on "personality conflict." The reality is that employers establish all conditions of work. If there are poorly skilled managers or executives, it is because of a dereliction of duty. Employers are lazy and trust on-the-job experiences to teach people to be good and humane managers. This is wrong. The leadership team is responsible for all bullying! It would not happen without executives' explicit or tacit approval. So, hold their feet to the fire. Expose the bully. Demand changes (for the sake of the organization).
• Goal 4: Take control of your departure from the place. WBI research found that you have a 66% chance of losing your job once targeted. Exposing the bully is more about your mental health than being an effective way to get the bully fired. Trauma is intensified if you leave the job (voluntarily or after being terminated) if you do not leave holding your head high and pointing accusatory fingers at the wrongdoers. In other words, since you are most likely to leave, once targeted, leave by telling everyone what happened to you and by whose hands. Targets who skulk away in silence, shrouded in personal shame, suffer the most. It can take a year or more to rebound to the point of being able to seek work. Those who leave proudly, bounce back the fastest.

Contrast Our Approach With Traditional Advice From HR Types, Coaches, & "Career Experts".....

Things NOT to do after discovering you are the target of workplace bullying:

• Do not feel guilty for not confronting your bully in response to the aggression. If you could have, you would have. You are not made that way.
• Do not limit your decisions to act in ways that sacrifice personal integrity and health just to survive to keep a paycheck. Survival strategies alone create even more serious long-term health and career problems. If the place will not change, plan your escape.
• Do not wait for the impact of bullying to fade with time. It must be stopped for the effects on you to stop.
• Do hold the employer accountable for putting you in harm's way. It is not your personal responsibility as the victim to fix the mess you did not start. Employers control the work environment. When you are injured as a result of exposure to that environment, make the employer own the responsibility to fix it.
• Do not try to reinvent yourself as a political animal. If you would have been able to be cutthroat, you would have acted accordingly. You do not have to mimic the unethical bully to counter her or his misconduct.
• Do not trust HR to give you advice that serves your own best interests -- they work for management and are management. Simple facts.
• Be wary of EAP counselors until they have proven to you that your confidential case details will not be reported to management and that they understand how work environments affect individuals' health.
• Do not ask for relief from the bully's boss. That is the person who loves her or him most. (And if there is no love there, there is fear. The boss fears the bully and cannot stop him or her.)
• Do not tell your story from a purely emotional injury angle. It scares away potential supporters.
• Do not share your voluminous documentation with anyone at work. No one cares as much as you do. In the wrong hands, it can be used against you.
• Do not ask others (HR, union reps, management) to make the bully stop for your sake. They will disappoint you. Rather, you will make the business case and ask them to stop bullying for their own self-interests.
• Do not agree to be treated by any mental health professionals who cannot believe your experience and want simply to change you so that you will not trigger similar reactions from future bullies.
• Do not pay a retainer to an attorney until you've exhausted cheaper alternatives to get your employer to take your complaint seriously.
• Do not confide in anyone at work until they have demonstrated (and not just talked about) loyalty to you.

Thanks to Dr. Gary Namie And Dr. Ruth Namie / WorkPlaceBullying
http://www.workplacebullying.org/individuals/solutions/wbi-action-plan/

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Workplace Bullying: A Real Issue, A Real Solution

The Bully At Work       The Bully At Work By Dr. Gary Namie And Dr. Ruth Namie

Avoid The Tiger And Jellyfish Management Styles. Try The Dolphin Way.

Tigertown is a pushing, demanding, and stifling workplace. The hours are long, and the management is predatory, the employees are solitary, there is little community – definitely no mentors, and no time for fun or collegial bonding. Tigertown is an incubator for an insidiously growing problem - workplace bullying.

Although school based bullying in children and youth has achieved much attention over the years, adults bully all the time and in surprising places. Universities, hospitals, schools, corporations, and even the police force are all settings where the real, common, and shockingly increasing problem of workplace bullying is occurring.

A new report by the Conference Board of Canada called Workplace Bullying Primer: What Is It and How to Deal With It describes the growing problem of workplace bullying.
 
As expected, the most common type of workplace bullying is “top-down” bullying where a superior bullies an employee. However, lateral (peer to peer) and bottom up (employee bullies superior) can certainly also occur. Perhaps one surprising (or not so surprising) finding is that the major means of workplace bullying is email. Email is ubiquitous but it can be a feeding ground for nastiness. Bosses can send demanding emails to their subordinates late at night, colleagues can “forget to cc” and exclude each other from important communication, and worse of all rumors and innuendo can spread behind the anonymity of a computer screen.
 
Jack and Jill both work at Jellyfish labs where the management style is spineless – lacking rules or expectations about workplace behavior. Jack and Jill are both bullies but they operate differently. Jane spreads rumors with the intention to corrode away at other’s character and reputation. Jack bullies by constantly criticizing the work of others as being sloppy, boring, and generally unintelligent. Although numerous studies have shown no difference in rates of bullying towards men and women, there are still key difference in how men and women bully and the impact they both feel. (Some studies do show women are more likely to be bullied in the workplace, especially by a man).  When it comes to forms of bullying, women more often appear to rely on social manipulation, i.e. strategies affecting communication, social relationships and social reputation. Men’s bullying behaviors are primarily directed at the work of victims. Men will independently bully other men or women or bully as part of a group. Whereas, women may independently bully other women but not men – women tend only to bully men via a group setting. Women are more often bullied by colleagues than men. Men are more often bullied by supervisors and line-managers.
 
As a psychiatrist and addiction specialist, I see the effects of all types of workplace bullying on all types of people in my own practice. Many of us spend a lot of time at work and our work is often intimately connected to our identity, self-esteem, and mental health. I’ve seen highly intelligent, high functioning, strong-willed, passionate employees succumb to the pressures of workplace bullying. Common outcomes include stress, mental health issues, disability leave, absenteeism, employee turnover, reduced productivity, reduced job satisfaction, and at times soaring legal expenses.
 
The problem is real. And so is the solution. In general, there are three different types of workplace environments. On one end of the extreme is the authoritarian Tiger workplace. Like Tigertown, these environments are predatory, aggressive, isolating, stifling, and lack a sense of community. On the other end of the extreme is the permissive Jellyfish workplace. Like Jellyfish labs, these environments may initially seem fun and easy, but because of a lack or rules and expectations, problems such as bullying can quickly arise. The balance between these extremes is the authoritative Dolphin workplace.
 
The dolphin workplace is an authoritative yet collaborative workplace built on a balance of clear rules and expectations while valuing the individual and their autonomy. Dolphin managers develop a community of support for their employees, they are curious - not judgmental, and prioritize effective communication and problem solving. Dolphin workplaces are firm about their no-bullying policies but they are flexible and work with their employees to find respectful, compassionate solutions.

Thanks to Shimi Kang M.D. / Psychology Today

https://www.psychologytoday.com/us/blog/the-dolphin-way/201503/workplace-bullying-real-issue-real-solution

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