Posts Tagged ‘keynote speaker’

Keeping the Peace at Work-Conflict Resolution from a Boss Perspective

Steele Steadiman is a boss… (not a leader or a manager) and is in an eternal conflict with human resources. If you are looking for leadership training or to be a good coach with your direct reports, it’s a good idea to just do the opposite of what he suggests. However, if you are looking for a very entertaining keynote speaker, Steele will get your group fired up.

A survey by Accountemps indicates Managers spend an average of 18 percent of their time intervening in employee disputes. That is more than seven hours a week or nine weeks per year.   Past Accountemps studies from as far back as 1991 show very similar results.

These survey results show what it is important to be a Strong Boss.  Employees’ personal problems are messy and like a tidal wave of emotion can eat up a lot of time.  The touchy, feely folks at Accountemps offer five tips for minimizing personality conflicts.  I have added my own suggestions.

1.     Know when to step in. You don’t want to interject every time a minor issue arises, but you can’t afford to turn a blind eye to problems that jeopardize the group’s output… Steele says, Punish all parties involved in the disruption.  This will keep employees from bothering you with their petty problems.”

2.     Don’t let one bad apple spoil the bunch. When friction is clearly stemming from the actions of a single individual, remind that person that the ability to collaborate and treat coworkers with respect is a requirement of the job.  Steele says, “Collaborate?!?  No, Elaborate your dissatisfaction with the employee twice and then fire the troublemaker.”

3.     Help employees get to know each other. Provide opportunities for your staff to interact in non-work activities, such as lunches or volunteer activities; familiarity can breed greater understanding.  Steele says, Oh please!  Strong Bosses don’t get involved in familiarity.  Remember familiarity breed’s contempt.  Keep your distance from employees and don’t waste time on socializing.

4.     Reward positive role models. Dole out praise, promotions and choice assignments to individuals who contribute to a supportive work environment. Recognizing staff for being team players sends a clear message that how they interact with others is as important as their job performance.  Steele says, “You can tell eggheads from Human Resources are involved with this suggestion.  Nothing is as important as job performance.  To suggest that being a team player is the same as being the top producer is just silly!

5. Make good hiring choices from the start. Hiring individuals with excellent interpersonal skills who are a good fit with your organization’s culture will reduce the potential for future conflicts.   Steele says, “It is a big mistake to look for interpersonal skills in hiring.  People like that talk too much and want to be happy.  I think you look for the best talent with the least interpersonal skills.  This way the new employee keeps their mouth shut, head down and focuses on the work in front of them.

Steele Steadiman is a Bosses’ Boss.  After a successful career in the business world, he is committed to showing weak leaders the path to control.  Steele is the author of “Squish Creativity Like a Bug.” He lectures and travels the world helping bring managers and leaders to his level.

A Funny Keynote Speaker’s Take on Transformational Leadership

A Funny Keynote Speaker’s Take on Transformational Leadership

Steele Steadiman

James Burns introduced the concepts of transformational leadership. According to Burns, “Transformational leadership occurs when one or more persons engage with others in such a way that leaders and followers raise one another to higher levels of motivation and morality.” Later, researcher Bernard M. Bass expanded upon Burns original ideas.  According to Bass, transformational leadership can be defined based on the impact that it has on followers. Transformational leaders, Bass suggested, garner trust, respect and admiration from their followers.  BALONEY!

As a funny keynote speaker based in Orlando, I know Transformers are unpredictable and dangerous.  Companies need the steady hand of a Strong Boss to navigate in these unstable times.  With transformers you never know what you’re going to get.  You may end up with a balloon dog rather than the Boss Warrior you need.

The Components of Transformational Leadership – Bass suggests there are four different components of transformational leadership.

  1. Intellectual Stimulation – According to Bass, “Transformational leaders not only challenge the status quo; they also encourage creativity among followers.” Creativity?!?  Didn’t I already say, “Creativity is dangerous!”  Employees who are intellectually stimulated keep thinking of ways to change things.  A Strong Boss swings the big club of fear to maintain the status quo and keep employees focused right down the middle of the fairway.  Work isn’t a game.  Underlings need to complete their work and not waste time looking for intellectual stimulation!

  1. Individualized Consideration – Bass believes, “Transformational leadership also involves offering support and encouragement to individual followers. In order to foster supportive relationships.” Transformers waste energy and time keeping lines of communication open.  A Strong Boss mows down any efforts at establishing relationships by keeping employees focused on doing their work. A transformers’ biggest mistake is believing employees feeling free to share ideas is a good thing.  I’ve said many times relationships are messy and have no place in the office.  Cut and bag relationships by never encouraging employees to share their silly ideas.  If you listen once they will expect you to listen the next time and the next.

  1. Inspirational Motivation – Bass suggests, Transformational leaders are able to help followers experience passion and motivation.  If I want passion I’ll watch after hours HBO or Showtime.  The office and passion should never be clipped together.  It is certainly not the responsibility of a Boss to be inspirational.  Pinhead employees can visit their personal place of worship for inspiration – on their time off.  The bottom line is employees get a paycheck.  If that’s not enough motivation for them they need to go push paper clips somewhere else.

  1. Idealized Influence – Bass’ biggest misconception is: The transformational leader serves as a role model for followers. Because followers trust and respect the leader, they emulate the leader and internalize his or her ideals. A Strong Boss knows the quickest way to turn your career in to hamburger meat is to chase respect.  Trust and respect are transient.  One day it’s there and the next it’s gone.  Fear on the other hand is permanent.  Bosses don’t get chopped up worrying about what employees “feel” about them.  They keep the herd in place by creating an environment of fear and uncertainty.

Be a Strong Boss

Don’t be drawn in by every leadership fad that gains popularity with the masses.  A Boss knows what got him/her in to the position they hold and recognizes that change could disrupt the hierarchy.  My advice to all Boss wannabes is to ignore the research that Dr. Bass did and maintain the status quo.  The way to keep your authority is to:

1. Crush intellectual stimulation.

2.  Never give individualized consideration.  Avoid relationships.

3.  It is not your job to be inspirational or motivational.

4.  Forget about trust and respect.

Steele Steadiman

Steele Steadiman is the alter-ego of Rick Highsmith, a Funny Keynote Speaker in Orlando, Florida. Rick does keynote speaking and leadership training in cities all over the US, Canada, and Europe. To book him for your next convention or meeting, call us toll-free at 1-800-872-7830

10 Year-Old Keynote Speaker to Dallas ISD

This 10 year-old kid is going to go far.  Very inspirational keynote speech deliivered to his teachers and administrators at a Dallas ISD convention.  You’ll love this.

Posted by Doug Staneart, Keynote Speaker and author in Dallas, Texas

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