Workplace 101: A Profiles Global Business Blog

Imitation often gets a bad rap. I mean, everybody loves a good impression, from a guttural “Ah-nuld” Schwarzenegger baritone to a pinched Michael Jackson falsetto, but even the folks that can pull off a spot-on impression are never viewed in the same light as “true” artists: the singers, actors, dancers, etc. that create a performance out of whole cloth. So much emphasis is placed on creation and innovation that the positive benefits of good old-fashioned imitation are relegated to second-hand status. The truth is the majority of “true” artists – whether on stage, in the studio, or in the board room – learned their craft first by watching and emulating the successful practices of others. Imitation is how they learned, and imitation can become a powerful tool for the rest of us, too.

Curious Insight into Employee Motivation and the Pygmalion Effect

By “great expectations,” I’m not referring to the Dickens book. Presumably when you hire or promote someone, you expect great things from them. You don’t think, “Yes, this warm body will be adequate enough, I suppose.” If so, then you’re probably not reading this article. Studies based on the Pygmalion Effect have shown that people will perform up – or down – to the level of expectations you set for them.

Much has been written about the Pygmalion Effect (most notably a study by Robert Rosenthal and Lenore Jacobson), or the notion of self-fulfilling prophecy, from the viewpoint of parenting and teaching, but the same can be said for businesses. Do you scold, criticize, and demean your employees, or do you positively and constructively encourage them?

“Knowledge is power.” This famous quote from Francis Bacon reflects how important modern-day business professionals find knowledge. Whenever an employee is extremely knowledgeable about a particular topic, everyone is immediately impressed. Many of us read business book after business book in an attempt to become more knowledgeable on particular subjects. As we move up in our organizations, we learn more and more. This is a good thing…. except for when this knowledge gets in the way of innovation.

Make sure to share with us in the comment section your favorite news story this week or what you think is “Hot in HR” right now!

Author: Steve Deighton

Arguably one of the most famous movie lines ever – which most people born before 1995 can recite in their sleep – is the dialogue between Jack Nicholson’s character, Col. Nathan Jessup, and Tom Cruise’s character, Lt. Dan Kaffee, in the movie “A Few Good Men.”

Col. Jessup: “You want answers!”
Lt. Kaffee: “I think I am entitled.”
Col. Jessup: “You want answers!”
Lt. Kaffee: “I want the truth!”

Then, Jessup’s famously quoted line, “You can’t handle the truth!” So expertly delivered, as only Jack Nicholson can.  

Author: Steve Deighton

You may possess some great ideas, and you may even consider yourself a proficient communicator, but what do you do when the receiving party does not want to have a dialogue with you? This can be particularly frustrating if you are attempting to sell to or provide a service for the other party. We have all heard how it takes two people to have a conversation, but what is more important than having that conversation, is to understand the perspective of the other party. After all, why wouldn’t they want to have a conversation with you? Salespeople especially deal with these issues on a daily basis.

Make sure to share with us in the comment section, your favorite news story this week or what you think is ‘Hot in HR’ right now!

Author: Debra Arseneaux-Stewart, MA, LPC.

How many times have you needed to have a difficult conversation with a co-worker or employee, and you find any excuse you can to avoid the confrontation? Even highly assertive people can struggle with difficult conversations, especially when it is with a difficult person.

Ironically, an old Proverb suggests “avoid silly arguments, especially with foolish, argumentative people.” But as we all know, sometimes conversations with difficult people are unavoidable, and absolutely necessary for leaders.  Many times, these conversations end up being arguments or difficult discussions because these people are just, well, difficult.  So, when a difficult conversation is necessary with a difficult person, what is an effective approach?

Author: Cathy Wellings

How often have you heard the phrase, “It is a jungle out there!” These days, lifestyle coaches and corporate trainers abound who train professionals in becoming more assertive. “Stop being a pushover” they say. “If you don’t ask, you don’t get."

So how important is it to learn to be assertive at work? Is this any different from being assertive outside of work, in your personal life, when for example you have trouble saying "no" to family or friends, partners or salesmen? What exactly does it mean to be assertive anyway? And does it mean the same irrespective of gender? And, do class or culture count?

In our blog post last week, we examined how unengaged employees (due largely to a lack of trust in senior leadership) have major implications on your bottom line. Lost customers, absenteeism and lost productivity are just three of the many ways unengaged employees cost your company money.