Author Archive for Chris Cook – Page 5

Hanging Flowers Pot

Feeling Rootbound? Maybe It’s Time to Repot

Posted by Chris Cook on
 March 31, 2016
  ·  2 Comments

Tending the Garden

It’s springtime, and for the gardeners among us, that means digging our hands into earth, pruning overgrowth and planting seedlings for the harvest to come. It also means weeding, tending to ailing plants and finding new homes for the rootbound ones beginning to wilt.

Perhaps you’re feeling a bit wilted yourself. Have you been rooted in the same career for years? Has the zing for accomplishment morphed into a dull boredom and resignation to monotony? Do you find yourself daydreaming about new career trajectories that could offer deeper satisfaction?

Time to Repot

It might be time to repot. Former Stanford Graduate School of Business (GSB) Dean Ernie Arbuckle taught a generation of Stanford students the secret to lifelong flourishing: “Repotting, that’s how you get new bloom.” He advises, “You should have a plan of accomplishment and when that is achieved you should be willing to start off again.”

Arbuckle’s advice to repot every decade stuck with many Stanford alumni, including Donald E. Petersen, who told The New York Times, “It’s time to repot myself” when stepping down as head of Ford Motor after 10 years. Arjay Miller, who succeeded Arbuckle as Stanford GSB dean, repeated the line at his resignation.

From Mad Man to Philanthropist

Peter Hero, another Arbuckle mentee, left a lucrative Madison Avenue agency when the pointlessness of his career suddenly smacked him in the face during a debate about Sugar Crisp cereal. “I have to get out of here,” Hero said, initiating a series of repottings that included managing Spice Islands, pursuing a graduate degree in art history, heading the Oregon Arts Commission and serving as president of the Maine College of Art.

Eventually, Hero accepted his current position as CEO of Silicon Valley Community Foundation, growing its assets from $9 million to over $1.2 billion. Today, the foundation has an enormous philanthropic impact, distributing a million dollars a week to charitable organizations.

Hero has found the purpose lacking in his past careers. “I realized later on that the whole time I was exploring new paths, I was moving toward a job that for me was far more than a way to earn money,” he says.

To learn five lessons Hero offers on repotting, see Loren Mooney’s Insights article Is It Time to “Repot” Your Career?.

My Own Repotting

When I launched Capiche five years ago, I was in the midst of a major repotting myself. Not only was I starting my own consulting business, but I was also completing a master in management degree after decades of serving in marketing leadership positions.

My studies focused on the inspiration that would drive my business model: using science of happiness and positive psychology research to boost employee productivity, strengthen organizations and boost company profits. Ahead of the curve, I was excited to see happiness explode onto the business scene as publications such as Harvard Business Review and The Wall Street Journal published a wave of articles validating my emphasis on employee happiness as a lynchpin of productivity and profit.

I continued to reinvent myself, earning a co-active coaching certification from The Coaches Institute (CTI). Adding coaching to my branding, culture and marketing services enabled me to work one on one with individuals, impacting companies through their leadership while helping people achieve life-changing personal and professional goals.

But I wasn’t done repotting. I wanted to apply my expertise to a subject I have always been passionate about: wine. Given the growing international recognition for Southern Oregon wineries, I decided to add a specialization in wine marketing.

Currently enrolled in the viticulture and enology program at the Southern Oregon Wine Institute (SOWI), I have spent the past year getting to know the regional wine industry. I serve on the Marketing Committee for the Southern Oregon Wineries Association and regularly attend events such as the Oregon Wine Symposium.

With every fresh repotting, I find a deeper sense of purpose and gratification, and Capiche clients benefit from my evolving range of expertise and expanding services.

What’s Next for You?

If you were to repot, where would you spread your new roots? What would you find most nourishing?

I would love to help you or your organization discover and fulfill your deeper purpose. Call 541.601.0114 or email me to begin repotting today.

Blog Intellectual Curiosity Leadership Coaching Life Coaching Mentoring Organizational Development Science of Happiness
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Check Email Meetings Post-Its

5 Strategies for Managing Attention

Posted by Chris Cook on
 February 4, 2016
  ·  6 Comments

Do you live in a 200-emails-a-day world? Do you delete emails based solely on the subject line? Or merely skim the contents of most emails? Or automatically discard email from certain senders? Maybe you hit ‘5’ on your mobile phone to skip through long voicemails. More and more information gets ignored these days—and this sometimes results in critical matters not receiving the attention necessary.

Our workplaces have become increasingly leaner, with fewer people handling ever-growing amounts of work. Managers are working more hours than before. Many employees devote considerable time to work after hours, checking email and voicemail. With 24/7 Internet access, we need a strategy to process the sheer volume of information we receive to ensure we allocate our attention effectively.

Here are five strategies you can use to better manage your attention—and that of your employees.

  1. Control your gray mail—email generated from newsletters, coupons, discounted airfare, social media and more—with a productivity app like Unroll.me or SaneBox. These apps bundle the gray mail into a single summary email so you just need to scan one message instead of dozens of individual ones. Some productivity apps even handle the unsubscribe process for you on request.
  2. Use the Bottom Line Up Front (BLUF) principle when composing email. State the purpose of the email at the beginning, without all the details. End the email with your request for action. If the email is informational, your readers can opt to read it later. And if it requires action, they will be more likely to give it attention.
  3. Get less email by sending less email. Sometimes a quick walk down the hall or phone call will accomplish something in far less time than sending emails back and forth.
  4. Be judicious. If an email goes out companywide to remind everyone of a deadline and you reply all to say you’ve met the deadline, you’ve just generated dozens of unnecessary emails for others. Become more mindful of who needs to receive an email and who needs to see the reply.
  5. Remove heated conversations from the kitchen. Email can easily be misinterpreted, resulting in unintended consequences. Save the controversial topics for a face-to-face meeting or phone call.

What will you do with the time these strategies free up? Hmm . . . why not build, create, innovate, dream. . . . Focus on the things that truly make a difference for you, your organization and the world!

What strategies help you manage your attention? Please share.

Blog Leadership Coaching Life Coaching Management Tips Organizational Development Time-Saving Strategies
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Couple Vacationing at the Beach

Stop Working So Much!

Posted by Chris Cook on
 January 21, 2016
  ·  No Comments

Let’s start with a short quiz.

True or false: US businesses owe $224 billion in unused vacation time.1

True or false: Working 11-hour days or longer increases your chances of developing heart disease by 67% over those who work 7- or 8-hour days.2

True or false: Individuals who work more than 55 hours a week have lower productivity levels.3

If you answered true for all three questions, you’re right! In today’s economy, most of us find ourselves overworked as organizations reduce benefits and put the kibosh on raises.

Others, however, work for companies that value employee health and wellness. The December 15, 2015, issue of Fortune Magazine highlights a few standout organizations where work-life balance is serious business.

Denver-based software company FullContact specializes in contact management software. In addition to company stock options, employees enjoy 100% paid health, dental and vision care for the employee and family; free bus and light rail passes; parking stipends (for those who don’t live near bus or rail lines); one month a year to work remotely from any location in the world—with lodging and travel paid by the company; and paid holidays and vacation.

About that vacation. FullContact requires employees to take at least three weeks off every year. “There is a catch. You must be off the grid, no emails, no calling work, absolutely no work.”

Lindon, Utah–based BambooHR has a philosophy: “Do great work. Then go home. Work stays at work.” Their “no workaholics” policy requires that every employee leave the office by 5 pm. And no employee may work more than 40 hours a week. Benefits include three weeks off, 11 paid holidays, health insurance and more.

Many of us will never work for a company that provides free lunch and dinner (Google); on-site gyms and free Taylor Swift concerts (Yahoo); on-site massage services and pet insurance (Scripps Health); concierge services to pick up your groceries or change the oil in your car (SC Johnson and Son); three to six months of partially paid time to do volunteer work (Deloitte); or professional dress clothing advances (Umpqua Bank).

You might, though, work for an organization that offers benefits promoting employee work-life balance. If so, the benefits are probably quite evident to you!

If you are a leader, consider how you might implement new goals for 2016:

  1. Help your employees take advantage of accrued vacation time.
  2. Reduce employee risks of developing heart disease by keeping their workdays to eight hours.
  3. Ensure maximum productivity of employees by reducing demands beyond a 40-hour week.

Your employees will thank you. Their families will thank you. And your company will retain employees who are engaged, productive, creative and healthy. Gee—wouldn’t that help you meet your strategic goals!

References

  1. Oxford Economics analysis based on SEC filings for 114 companies (2015).
  2. University College London study (2011).
  3. Study conducted by Stanford University’s John Pencavel (2014).
Blog Business Research Health and Wellness Organizational Development
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Climb Every Mountain

What’s Your Theme for 2016?

Posted by Chris Cook on
 January 5, 2016
  ·  2 Comments

Here’s how to set yourself up for success in the new year.

Guess what? You get to choose the way you show up in 2016. Barring certain life circumstances, you can set the tone for personal and professional experiences. Whether you are conscious of this or not, you DO set the tone for your experiences.

Think about this as you look back on last year.

  • Was it a good year?
  • What tone did I set for the year, and how did it play out?
  • What am I grateful for, and what do I appreciate about last year?
  • What is there for me to acknowledge about myself in 2015?
  • How would I rate 2015 on a scale of 1 to 10—personally and professionally?
  • What would have made 2015 an 11 out of 10?

As you think about 2016, what tone do you want to set? How do you want to experience 2016? How do you want people to experience YOU in 2016? (Think of it as creating your personal brand.)

  • As you look ahead to 2016, what excites you?
  • What are your key goals and objectives for 2016?
  • What state of being will best serve you in 2016?
  • Where and how do you want to stretch yourself in 2016?
  • What will make 2016 an 11 out of 10 year for you, both personally and professionally?
Climb ev’ry mountain,
Ford ev’ry stream,
Follow ev’ry rainbow,
’Til you find your dream.

Finally, what is a possible theme for the year that could serve as a structure to lock in a SUCCESSFUL 2016? Think about a song, movie, book, or TV show.

I’ve given this a lot of thought, and I’ve picked a song with rich meaning and memories—Climb Ev’ry Mountain by Rodgers and Hammerstein. How well I remember going to the theater with my mom to see The Sound of Music and leaving the movie singing at the top of my lungs.

Want some help focusing in on your theme for 2016? Call 541.601.0114 or email me for a complimentary coaching session. Now’s the time to get clarity for a great new year. Cheers!

Blog Branding Life Coaching
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Tetris Blocks Videogame Screenshot

Rewire Your Brain for Happiness: Why What You Think About Is What You Think About

Posted by Chris Cook on
 December 3, 2015
  ·  No Comments

This time of year, I’m reminded of the connection between gratitude and happiness and the need to get more of both. I’ve noticed people tend to spend more time focusing on what is wrong and not enough about what is right in their lives.

For some people, it’s their job. People in professions like tax accounting, auditing, and law may be even more focused on the wrong—the mistakes—because that’s what they are trained and paid to do: to find the wrong and fix it.

What happens when we focus on what’s wrong more than what’s right? Harvard researcher Shawn Achor calls it the Tetris Effect. I call it “What You Think About Is What You Think About.” Granted, Shawn’s title is catchier, but mine is more descriptive.

Four years ago, a Google search for gratitude + happiness yielded 14.6 million results. This month, the same search yielded 25.8 million results. That’s 11.2 million more instances of gratitude + happiness online. Now that in itself is something I’m grateful for, and it makes me happy. That means more people discussing, researching, writing about and considering the combination of gratitude and happiness at reputable institutions such as The New York Times, Harvard, Psychology Today and Forbes.

In a research study, 27 Harvard students were paid to play the videogame Tetris for multiple hours a day, three days in a row. In the following days, the students reported they couldn’t stop seeing the Tetris shapes everywhere they looked. Their brains kept trying to rearrange everything—from buildings and trees on the landscape to cereal boxes on the shelf in the grocery store—to form a solid line so as to advance to the next level of the videogame. They couldn’t stop seeing the world as sequences of Tetris blocks!

This is caused by a natural physical process that actually changes the wiring of the brain. These new neural pathways warped the way these students viewed real-life situations. When people are focused on something—anything—their brains adapt and hone in on those circumstances and events.

A tax accountant may be terrific at her job, but when she brings her way of looking at the world home, she will miss seeing all the good in her life and may be on the road to depression. The same goes for the great attorney, who may be terrific in court but not so much at home, where family members feel like they are participants in a deposition.

Think about what you think about. When you notice something good happening, really notice it. Relish it. The more you can take notice, the more you will begin to see. Revisit my blog post What Went Well to learn a great technique for boosting your awareness and gratitude for the happy moments in life.

References

Achor, S. (2010). The happiness advantage: The seven principals of positive psychology that fuel success and performance at work. New York, NY: Crown Publishing Group.

Blog Depression and Mood Emotional Intelligence Happiness at Work Leadership Coaching Life Coaching Positive Psychology Science of Happiness
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Thanksgiving Dinner Spread

That’s Not How Thanksgiving Is Supposed to Be! Or How You Can Make the Most of Team Differences.

Posted by Chris Cook on
 November 12, 2015
  ·  No Comments

Thanksgiving is right around the corner. And that means spicy Bloody Marys, roasted turkey with orange cranberry sauce, cornbread dressing, roasted potatoes, gravy, green beans, scalloped oysters and too many desserts. Two hours later, out come the rye bread, mayo, lettuce and dill pickles to make turkey sandwiches. Perfect.

What?! That doesn’t sound like Thanksgiving at your house? Why not? What’s wrong with you?

Funny how we think the way we do things is the right way. Maybe even the only way. “Of course everyone does it like this. That’s how it’s done.”

Imagine my surprise years ago while celebrating Thanksgiving at my college boyfriend’s house. I remember it well. His mother brought out the cranberry sauce—still in the shape of the can she’d extracted it from. It wasn’t even mashed up to appear homemade! (Big judgment on my part.)

Consider this. If someone can be thrown off-kilter by something as simple as a different style of cranberry sauce, just imagine the chaos that different work and management styles can create.

We figure we are doing things the right way. The way it’s done. But no, all of a sudden, one of our colleagues does something contrary. What’s wrong with him? It’s like we’re from different planets.

How can we recognize that our differences are an asset? That they create stronger teams? How can we become open to new ideas without judgment?

When teams are struggling with their differences, it can be helpful to use the metaphor of traveling to other lands. We invite them to consider that each person lives in their own “land,” which is informed by their traditions, upbringing, education and other influences. We emphasize that we are asking them to share what it’s like in their lands and then to travel to others’ lands. Travel allows us to experience the world from another’s perspective.

What does it take to be a good traveler? Lack of judgment, open-mindedness, willingness to try new things and curiosity. Good travelers leave judgment at the border.

As you visit your colleagues’ lands, ask questions like:

  1. What is unique, interesting or edgy about your land?
  2. What are some of the personal biases and prejudices that show up in your land?
  3. Who/what is not welcome in your land?
  4. What is your favorite thing about your land?

Take time to visit each person’s land and learn more about it. Doing this, your team should have developed some empathy, curiosity and appreciation for each others’ lands. They will be able to chart a new geography, bringing the best from each land to most benefit the organization.

To create your new land together, ask questions like:

  1. What do you appreciate about your colleagues’ lands?
  2. What would be helpful to you?
  3. What would you like to import to the land you create together?
  4. How will your new land serve the organization’s goals?

We tend to think of our own values and beliefs as the “correct ones.” Yet every person on your team has a different narrative and perspective, all equally valid. There is no one truth. Organizations flourish when differences exist because it allows for even greater learning and innovating possibilities.

Perhaps it is time for your team to do some traveling. Let Chris Cook be your travel guide and take your organization to its peak. Call 541.601.0114 or email Chris to start making travel plans today!

Note: Lands work is based on a tool from CRR Global.
Blog Intellectual Curiosity Organizational Development Travel
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Music Conductor Conducting the Sunset over Ocean

5 Leadership Capacities That Will Make Your Organization Shine

Posted by Chris Cook on
 October 8, 2015
  ·  No Comments

Want to be energetic? Enthusiastic? Hopeful?

Who doesn’t?!

Are people in your organization energetic, enthusiastic and hopeful?

Here’s the secret. I got it from education writer Michael Fullan, who lays out five leadership capacities in a simple way while weaving in knowledge and research from yesterday’s and today’s thought leaders.

The five critical leadership capacities Fullan describes in his book Leading in a Culture of Change are:

  1. Moral purpose

  2. Understanding change

  3. Relationships, relationships, relationships

  4. Knowledge-building

  5. Coherence-making

If you want an organization filled with people who are energetic, enthusiastic and hopeful, you’ve got to make sure your leadership team embodies these capacities in all they do—and that the entire organization is on board with the culture these capacities make up. This is essentially your organization’s brand.

The challenge for each individual is to live the brand and to let it inform every single decision made for the organization.

Moral Purpose

Moral purpose relates to three key elements necessary for a successful organization: vision, values and purpose. Successful organizations are clear on these, and their employees embody them in every action. For example, if sustainability is one of your organization’s values, you wouldn’t send out countless direct mail pieces printed on glossy unrecycled paper. If you were a public school system with a purpose to educate all students in your district, you wouldn’t discriminate against a student with disabilities or low income. Tony Hsieh used vision, value and purpose as the foundation for his world-renowned start-up Zappos. We all know how that worked out!

Understanding Change

To understand change and get others on board is tricky, and 70 percent of change initiatives fail. This is according to John Kotter, who spent 40 years researching change efforts in thousands of contexts. Do you want to know what works? In his book Leading Change, Kotter outlines the eight change accelerators. Get the book. Read it. It’s great. Why reinvent the wheel?

Relationships, Relationships, Relationships

When talking about building relationships, the first thing that comes to my mind is emotional intelligence. It’s different from IQ in that you can develop it. People with average IQ and high EQ outperform people with high IQ 70 percent of the time. In a nutshell, EQ is understanding yourself and others—combined with having personal motivation and regulation to communicate effectively and navigate relationships. It will get you $29,000 more per year, make you 58 percent more effective at your job and rank you with 90 percent of top performers.

I’ve taught classes on leading with emotional intelligence and written lots of blogs on the topic. You can read some of them here:

Want to Accelerate Your Career? The Magic Formula Equals EI Plus Coaching

What Tops the List of Lessons Learned by a Recent Master in Management Grad?

Hughesisms: Work Ethic Trumps Talent

Knowledge-Building

Knowledge-building and knowledge-sharing are critical for the growth of any person or organization. The challenge is that individuals will not engage in sharing unless they find it motivating to do so. You can encourage their motivation by making them feel valued and connecting it to your organization’s moral purpose.

“Leadership and learning are indispensable to each other.”
—John F. Kennedy

Coherence-Making

Finally, to build coherence, a leader must be relentless in the first four capacities—that means having moral purpose, understanding change, developing relationships, and building and sharing knowledge. “The Coherence Framework has four components: focusing direction, cultivating collaborative cultures, deepening learning and securing accountability,” says Fullan in Coherence: The Right Drivers in Action for Schools, Districts and Systems.

Over time, you will find the most powerful coherence will come from having worked through the ambiguities and complexities of hard-to-solve problems. You will learn as you go. Coherence binds the brand to the culture and creates the culture necessary for the organization—and its people—to flourish.

Develop Your Leadership Capacities

Capiche works with leaders and leadership teams. Let me work with you to develop the five leadership capacities to forge a strong brand and culture. Call 541.601.0114 or email me to get started today.

Blog Branding Emotional Intelligence Happiness at Work Leadership Coaching Organizational Development Relationships
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King of the Mountain at Sunset

What’s Stopping You from Reaching Your Potential?

Posted by Chris Cook on
 September 11, 2015
  ·  No Comments

You Can Make Meaningful Change Before the End of 2015—If You Start Now

Do you have a goal you want to reach by the end of the year—either career-related or personal? Is there something you want to improve or change between now and then?

What’s holding you back? Where are you stuck? Why haven’t you been successful in the past?

Have you ever considered working with a coach?

You may wonder who exactly seeks out a coach … it’s winners who want even more out of life.

Finding the right coach may not be as momentous a decision as choosing your life partner, but it’s not far off.

As with any close relationship, there has to be harmony. Kindred spirits inspire, but they can also hold you back. You’re not looking for a friend. Or a superior. You want an equal whom you respect and who respects you.

Lion in the MirrorThe right coach will connect with you at a profound level while also applying gentle pressure, like the grit that polishes the pearl. Without challenge and accountability, you’re just having a conversation.

Recommendations from colleagues are helpful, but one person may like Uggs while another prefers tap shoes. You have to find the best fit for you. Who’s going to help you reach your goals?

Are your aspirations professional, personal or both? Do your research and find out what kind of a coach you want. An executive coach? Business coach? Life coach? Career coach? Or could your team be more effective?

Explore the websites of coaches in your area and see whose philosophy, personality, and attitude resonate with you. Narrow your list down to a few finalists and schedule a free consultation.

When you meet with a prospective coach, pay attention to how you behave and feel. You may find yourself sharing things you’d never expected to tell a stranger during a first meeting. You need someone you can be completely honest with. If you quickly develop a rapport, there’s a good likelihood you’ll be able to establish a relationship of mutual trust.

The coach’s questions may elicit new realizations about your career or life trajectory. Did you come away from that first meeting feeling inspired, with a clearer vision of what to aim for and how to get there? A coach should help you clarify your goals while also equipping you with the tools to reach them.

In Your Executive Coaching Solution, Joan Kofodimos says a good coach will do the following:

  1. Strike a balance between supporting and challenging you
  2. Help create feedback loops with colleagues
  3. Assist with clarifying your true strengths, values and purpose
  4. Provide structure in the development process
  5. Broaden your perspectives
  6. Teach concepts and skills
  7. Maintain confidentiality
  8. Influence how others view you

Keep these tips in mind as you evaluate coaches and try to listen equally to your heart and your head. Ultimately, you’re looking for the person who’s going to push you to greater heights—and depths.

Chris Cook Head ShotAs you seek a coach who is right for you, give me a chance to interview for the position.

Not sure if coaching is for you? Check out my coaching services for free. In your 30-minute sample session, I guarantee you will design action toward the change you desire. I will help you become clearer on what you want, develop action plans, stay committed to your goals and live intentionally.

As your coach, I will hold you accountable—and that’s a good thing because statistics show people who are coached are seven times more likely to follow through on their plans.

Call 541.601.0114 or email me today to schedule your free sample session and get started on making those changes you’ve been thinking about for … [fill in the blank].

Blog Leadership Coaching Life Coaching
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Don’t Let Stress Kill Your Dreams—and Other Lessons from a Shipbuilder

Posted by Chris Cook on
 August 26, 2015
  ·  2 Comments

Orcas Island

Photo by Chris Cook

This is a story about Robert—and all of us. Robert moved to the West Coast without a dime in his pocket. Over the next 30 years, he became mayor of a major city and owner of a successful shipbuilding business.

At only 48 years of age, Robert was told the stress of his work had taken a toll on his health—and he had 1 year to live. Robert gave up politics and sold his shipbuilding business for what would be $60 million today. He moved to Orcas Island with his family and retired. More about Robert later …

The Trouble with Stress

Many workplaces have unconsciously developed a culture of stress. The most common cause of stress in the workplace is extensive overtime—too much work. This results from cuts in staffing, a fear of being laid off and pressure to meet ever-rising job expectations without a corresponding increase in compensation, recognition or job satisfaction.

If you are a business owner or manage a team of employees, do you know the negative impacts of a stressed-out employee or work team? According to the US Bureau of Labor, stress costs US business more than $400 billion annually. This manifests in a high rate of employee turnover, overuse of sick time, lower productivity, less creativity and poor customer service. So you’d better be on the lookout for stressed-out employees.

Rick Hughes, a lead advisor for the British Association for Counselling and Psychotherapy lists these 10 warning signs.

Stressed-out employees:

  1. Take more time off work than usual—sick leave or vacation.
  2. Have increased use of substances such as alcohol, tobacco and drugs (prescription and illegal).
  3. Exhibit greater irritability, poor concentration and reduced productivity.
  4. Have deteriorating personal or work relationships, including bullying behaviors.
  5. Are more emotional, moody or over-reactive to what others say.
  6. Start to behave differently—in a way that’s out of the norm.
  7. Have a change in eating and sleep patterns.
  8. Exhibit physical reactions such as sweating, palpitations and increased blood pressure.
  9. Feel negative, depressed and anxious most of the time.
  10. Feel trapped or frustrated … and believe there’s no solution.

Cascade Campground SignIf you see any of these warning signs, it’s time to take action. That means shifting from a culture of stress to a culture of engagement and productivity. Talk to the employee and get to the root cause. Then make changes to counteract the stressors. It may seem like an expensive proposition, but it’s not nearly as expensive as doing nothing.

What if you are an employee and you think you might be experiencing a level of stress beyond that which is healthy?

Here are five ways you can combat stress:

  1. Get moving! Start with a basic exercise program—even if it’s just a short walk during a morning break. You’ll feel better and have a clearer head.
  2. Kiss your kids. Kiss your partner. (No, not your business partner—your life partner!) Creating a sense of connectedness releases endorphins—the counter-agent to stress.
  3. Get to know your fellow workers. Creating a sense of belonging in the workplace makes for a happier, more supportive environment.
  4. Have a cup of tea. Scientists at University College London noted that people who drank black tea four times a day for six weeks had lower levels of cortisol after a stressful task than those who drank a caffeinated fruit beverage.
  5. Reflect on what you value. By getting in touch with what’s really important to you, you are better able to make decisions that resonate—in other words, make yourself feel good instead of bad. You’ll find the “small stuff” doesn’t stress you out as much.

Lesson from Robert

KayakingBack to Robert, the man given just a year to live because of the toll stress had taken on his body. He is a real person. His name was Robert Moran. In 1875, at age 18, the penniless Robert moved from New York to Seattle. Over the next three decades, he created a successful shipbuilding business, became mayor of Seattle, rebuilt it after the Great Seattle Fire and also rebuilt his shipbuilding business. (That would cause a bit of stress, huh?)

After being given a year to live, he and his family moved to Orcas Island off the coast of Washington. He lived there another 38 years! Grateful for a new lease on life, he donated 2,700 acres of land to the state of Washington for preservation—one of the country’s first state parks. He wanted others to enjoy the health benefits of spending time in nature. Today we know the land as Moran State Park, the largest public forestland in the San Juan Islands and home to old-growth forest.

Do you have important things you still want to accomplish in this life? Don’t let stress kill your dreams. Capiche can help you implement the changes necessary to do away with stress—both in your life and your company culture. Let me know what is stressing you out, and let’s fix it. Just call 541.601.0114 or email chris@capiche.us to get started.

Blog Health and Wellness Leadership Coaching Life Coaching Organizational Development
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10 Ways to Make Your Employees Hate You—and Your Company

Posted by Chris Cook on
 July 28, 2015
  ·  2 Comments

Mean Boss Yelling at Employee
Narcissistic. Rude. Insensitive. Arrogant. Something tells me you wouldn’t want to hang out with someone who matches this description, much less work for them.

The Costs to Employees

Mean bosses can wreck your work life—and your health. Why Zebras Don’t Get Ulcers author Robert M. Sapolsky informs us that intermittent stressors like incivility in the workplace not only take a toll on our psychological well-being but also our physiological state.

This kind of chronic stress spikes our glucocorticoid levels, compromising our immune system and ultimately leading to a bevy of health problems ranging from ulcers to heart disease, diabetes to cancer. It also makes us hungry and fat.

Women in one decade-long study, for example, were 38% more likely to suffer a cardiovascular event when subjected to job stress.

The Costs to Business

Misery and poor health are the costs to employees. According to Christine Porath and Christine Pearson, authors of Harvard Business Review article “The Price of Incivility,” the annual cost to an organization can reach the millions.

Why? When the authors polled 800 leaders and employees across 17 industries, they discovered employees responded to incivility in the workplace by:

  • Purposefully slacking off (48%)
  • Spending as little time as possible at work (47%)
  • Producing poorer-quality results (38%)
  • Taking time off due to anxiety about a specific experience (80%) or to avoid encountering an uncivil boss or colleague (63%)
  • Performing worse (66%)
  • Feeling less committed to the organization (78%)
  • Quitting their job (12%)
  • Treating customers poorly (25%)

Boorish Behavior

So what exactly are the emotionally unintelligent behaviors that trigger these responses in employees?

Christine Porath continues her exploration of incivility in The New York Times article “No Time to Be Nice at Work,” identifying the following rude actions as most frequently cited in a recent survey (ordered by frequency):

  • Interrupting others
  • Judging those perceived as different
  • Not listening to opinions
  • Giving oneself the most appealing task and allotting the tough ones to others
  • Not communicating critical details
  • Lacking standard courtesies (no “please”s or “thank-you”s)
  • Being condescending
  • Taking more credit than is due
  • Using foul language
  • Belittling people

A Failure to Communicate

An Interact/Harris Poll of 1,000 US workers revealed 91% of employees felt flawed communication was at the root of poor leadership.

Lou Solomon documents these cardinal communication sins in her Harvard Business Review article “The Top Complaints from Employees About Their Leaders.”

Below are the issues pinpointed by survey participants, ranked according to percentage:

  • Failure to recognize employee accomplishments (63%). As we explored in our series on The 5 Languages of Appreciation in the Workplace (see part 1 and part 2), bosses who fail to acknowledge employees’ efforts cause them to feel unappreciated. This leads to burnout, resentment, and a decline in performance.
  • Failure to give clear guidance (57%). Vague or ambiguous directions often reveal the leader’s own incompetence and lack of clarity about the project. How can leaders effectively guide a team when they can’t even articulate their goals?
  • Failure to meet with subordinates (52%). Leaders who don’t take the time to meet with their employees lose a crucial opportunity for connection. Employees do not trust aloof managers.
  • Not bothering to talk to employees (51%). Just as lack of communication is one of the predictors of a failed relationship, so is it an indicator of ineffective leadership.
  • Taking credit for someone else’s work (47%). A boss who claims ownership of employees’ ideas undermines motivation and sows mistrust.
  • Failure to provide constructive criticism (39%). Poor managers tend to insult an employee rather than clearly identifying issues and outlining substantive feedback.
  • Not learning the names of their employees (36%). Why should an employee care about a leader’s objectives when that leader can’t even be bothered to learn her name?
  • Avoiding voice-to-voice contact (34%). Managers who are unavailable to their employees via in-person or phone meetings create a further sense of disconnection.
  • Not getting to know employees (23%). When leaders don’t take the time to chat with employees about non-work topics, employees feel as if their personal lives—and by extension, they themselves—don’t matter to their boss.

Your Stories

What are some of the emotionally unintelligent behaviors you’ve observed in leaders? I’d love to hear about your experiences with bosses from hell. On the flip side, I’d also love to hear about your experiences with bosses from heaven. We can learn from both.

Curious How You Can Change Your Workplace?

Give me a call at 541.601.0114 or email chris@capiche.us. I’m happy to assess your situation and help you develop a plan to improve your work situation.

Blog Business Research Emotional Intelligence Leadership Coaching Organizational Development Relationships
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