Starting an important new relationship in a positive way
You may not have asked for it. You probably didn't plan for it. Yet, like it or not, your old boss is leaving, and a new boss is arriving to take his or her place. So, what's going to happen now? Does this mean that you'll also have to change your job? Or is this a good opportunity to make a great first impression, and potentially change the direction of your career?
Many people in this situation limit their thinking to what has changed about themselves – which, in this case, is nothing. However, a new boss will likely have different opinions, different policies, and even a different management style. The situation has now changed: if you simply keep doing what you did before, you're not facing reality.
You need to accept that this really is a new opportunity to make a first impression (this is one of the rare times that this possibility exists). But you also need to know how and when to act, as well as which problems to avoid. You don't want to overwhelm – or underwhelm – your new boss. There's a proper balance that you can find.
In this article, you'll discover what's usually important for new bosses, and you'll learn how to make a positive and appreciated contribution that's good for both of you.
So, Who's Really the "New Hire"?
In some cases, your new boss may be the ‘new hire'. However, you are also new to your new boss. In many ways, it's similar to when you first started your current job – you have to work to make a positive impression; and you have to be supportive, and prove yourself.
Whether or not you worked well with your old boss is no longer relevant. It's up to you to build a relationship with your new boss. Things will likely be different, so expect to change the way you work; and expect to experience a three-month adjustment period, during which you'll both "settle in" and get used to each other.
Your New Boss's Background
Your new boss may come from one of many different backgrounds. He or she may have been promoted from within the team or from elsewhere in the organization. Or your new boss may have had a similar position in another company – or even an entirely different role. This can lead to three possibilities:
Your new boss understands that he or she doesn't really know the work you do, so the boss may look to you for help.
Your new boss thinks he or she knows what you do, but doesn't. This person needs your help, but doesn't know it. Your goal is to educate tactfully, considerately, and sufficiently.
Your new boss knows what you do, so you can focus on the other aspects of building your working relationship.
Even if your new boss knows what you do, this doesn't necessarily mean that you'll interact with this person the same way you did with your old boss.
Perhaps your old boss knew exactly what to do in all situations, because she did your job before you got there. But your new boss may have a more general management background. He or she may not have detailed knowledge that you can use to check your work, or may not be able to offer advice on specific topics (this can be particularly true if you have a technical role). On the other hand, this can be a significant opportunity for you to accept a new level of autonomy and responsibility – and get great career experience!
Making the Relationship Work
An important step in managing the relationship with your new boss is to accept it. Whatever you might have thought about other candidates for the job (including, perhaps, yourself), you must face the reality that your company made a choice, and you have to work with this new person. (If you were competing for the job, and particularly if your new boss is an ex-colleague, don't sulk about not getting the job yourself; and don't be disrespectful towards your new boss. If you do either of these, you're setting yourself up for conflict and failure.)
Some parts of this situation don't apply equally. You have one relationship to manage with your boss, but your boss has several relationships to manage with all team members. However, your relationship needs to be a top priority for you. Remember that your boss is also a "gatekeeper," with the ability to allow you – or deny you – access to a number of things that can impact your job satisfaction.
Our article Managing Your Boss discusses these situations as well as how to make adjustments for a boss's weaknesses that you may discover as the 90-day settling-in period continues.
Tip:
Be helpful, but don't appear too eager. "Sucking up" may bother your boss as well as your colleagues. Offer your help, and then assess how your new boss reacts to your help: this will help you strengthen the relationship.
Helping Your New Boss Succeed
Your new boss will likely target several goals during the early weeks and months, because this will help confirm to upper management that they made the right hiring choice.
Our workbook Congratulations on Your New Role... Now What? covers this in detail, but we've summarized some of the information here. This is what your new boss is likely to be thinking - and it may therefore show you how you can make a positive impact:
Building competence and learning the new role: This includes dealing with information overload and creating a learning plan.
Learning about and understanding the team members: This means not only getting to know them, but also figuring out who the key players are.
Creating quick wins to establish credibility: Credibility also means focusing on results that are important to the new boss's boss, and linking tangible results with longer-term business goals.
Necessary Conversations with Your New Boss
Here's a checklist of what you and your new boss should understand and agree upon as you get to know each other. These conversations can range from informal chats at the coffee machine to formal meetings in your boss's office or elsewhere. Use common sense, individual preferences, and mutual availability as your guiding factors.
Determine how your boss views the current situation: Find out how your new boss sees things. For example, does your new boss think that the objective is to maintain a currently strong position or turn around declining performance? You may not agree on every point, but at least you'll know.
Learn what your boss's expectations are: What does your new boss want from you now and in the longer-term future? How will your success be measured? If you understand what will help your new boss succeed (see above), this will help you relate to his or her expectations, while making sure that what's asked of you is still realistic.
Figure out your boss's working style: What you do is important, but so is how you do it. You have your preferred way of working, and so does your new boss. Find out how your boss likes to operate, and show him or her how you like to operate. This will lead to a better chance of achieving more together – and a better chance that both of your careers will benefit.
Determine what resources are available: If you need more resources or need to keep what you have now, let your new boss know.
Establish opportunities for personal development: This is a mutual benefit opportunity. Ask if you can contribute to particular activities that will also help your career development.
Use good judgment as you have these different discussions. For example, make sure that you've already established sufficient credibility before you start a discussion about personal development.
Key Points
When you get a new boss, you'll both go through an adjustment period, usually of about three months. This period is important for you, because it's an opportunity to build a strong and positive relationship with your new manager. Depending on your boss's profile and background, you may need to educate him or her on many things, including your own role in the organization. Follow our tips to succeed with your boss – and you'll help your boss succeed as well.
Reaching for the Top with Everyday Tools
Do you feel that you've gone as far as you can with your current employer? Despite knowing that you have much more potential, is there a limit for "people like you" in your organization?
If so, you've hit what's known as the "glass ceiling." This is the point at which you can clearly see the next level of promotion - yet, despite your best effort, an invisible barrier seems to stop you from proceeding.
Traditionally, the glass ceiling was a concept applied to women and some minorities. It was very hard, if not impossible, for them to reach upper management positions. No matter how qualified or experienced, they simply were not given opportunities to further advance their careers.
Today, there are many more women and minorities in powerful positions. However, the glass ceiling is still very real. And it's not always limited to gender or race.
Have you been pushed up against a glass ceiling? This can happen for many different reasons. Are you too much the champion of change? Do you have difficulty communicating your ideas? Are you quieter and less outgoing than the people who get promotions?
Whatever the reason, you have a choice. You can accept your situation and be happy with looking up and not being able to touch what you see. or you can smash the glass with purpose and determination.
If you do, indeed, want to break through that glass, here are some steps to take.
Identify the Key Competencies within Your Organization
Key competencies are the common skills and attributes of the people in your company's upper levels. These skills are often tied closely to the organization's culture and vision.
Companies that value innovation and strive to be leaders will probably promote individuals who are outgoing, risk takers, and not afraid to "tell it like it is." However, if you work for a conservative company (such as a publicly owned utility) chances are that top management are analytical thinkers, with a reputation for avoiding risk and making careful decisions.
Ask yourself these questions:
What are the values of your organization?
What behaviors does your company value and reward?
What type of person is promoted?
Understand what sets your company and its leaders apart. This is the first step toward discovering how to position yourself for a top leadership role.
To further clarify these ideas, read Core Competence Analysis and Deal and Kennedy's Cultural Model.
Two universal competencies for top management are effective leadership and effective communication. Each of these is complex.
Read everything you can about leadership styles, skills, and attributes. Mind Tools has an excellent collection of articles on Leadership Skills. You may also want to consider taking the Mind Tools How to Lead course.
Communication skills will help you, regardless of the level you want to reach in your career. Start with the introduction to communication skills, and learn to use as many of these tools as possible.
Set Objectives to Align Your Competencies with Top Management
Once you know your target, set goals to get there. You're responsible for determining your own career direction. Be proactive and go after what you want, because it probably won't be handed to you.
Do the following:
Let your boss know that you want to work toward a higher-level position.
Ask your boss what skill areas you need to develop.
Work together with your boss to set goals and objectives, then monitor and measure your performance.
Remember to concentrate on areas of your performance that you can improve. Don't set a goal to achieve a certain position by a certain time. This can be discouraging if it doesn't happen. For example, set a goal to consistently demonstrate assertive and clear communication. If you achieve that goal, no matter what job title you have, you've succeeded! See Personal Goal Setting for more ideas on how to define motivating goals.
Build Your Network
You should also build relationships with other people in your organization. You never know who may be in a position to help you or provide you with valuable information.
It's important to network in all areas and levels of your company. Many people tend to think it's best to make friends at the top. However, to be effective and actually make it to the top, you'll need the support of colleagues at other levels as well.
Try these tips:
Reach out to new people on a regular basis.
Get involved with cross-functional teams.
Expand your professional network outside of your organization. If you can't break the glass ceiling in your company, you may have to look elsewhere for opportunities.
Read more about Professional Networking.
Use the climate in your organization to your advantage. While "politicking" is often seen as negative, you can help your career by understanding and using the political networks in your company.
Find a Mentor
Having a mentor is a powerful way to break through the glass ceiling. The barriers that you face have likely been there for a long time. Past practices, biases and stereotypes, and old ideas are often long established at the top of many organizations.
Is upper management reluctant to work with certain types of individuals? Do they exclude certain people from important communications? A mentor can help you learn how to get connected to the information and people who can help you. A mentor can also be a great source of ideas for your professional development and growth.
Ask yourself these questions:
Is there someone in upper management you can approach to help you?
Will your boss be able to provide mentoring support?
Are there people with strong political power who can offer you assistance?
Read Finding a Mentor for details on what to look for in a mentor and ideas on how to find one.
Build Your Reputation
Ultimately, the way to get ahead is to get noticed. You want people to see your competence, leadership abilities, communication skills, technical knowledge, and any other competencies that are typical of people at the top.
Develop your skills and network with people so that your name becomes associated with top management potential. To do this, you need to build a reputation as the kind of person who fits the description of top management. Visibility is very important. Remember, while you can see up, those at the top can see down. Make sure that what they see is you!
Follow these guidelines:
Seek high-profile projects.
Speak up and contribute in meetings.
Share ideas with peers as well as people in higher positions.
Identify places where your reputation is not what you want it to be, and develop plans to change them.
For more tips on building the right kind of reputation, see What's Your Reputation?
Know Your Rights
Finally, watch for discriminatory behavior. Sometimes biases and stereotyping can cross the line into discrimination. It's unfortunate for both you and your organization when situations like this occur.
Don't just accept frustration and failure. Know that you're doing everything right, and arm yourself with a good understanding of your rights regarding official company policies and local laws.
Mind Tools' article on Avoiding Discrimination shows you how to protect yourself if you face this regrettable situation.
Key Points
To get ahead and reach the leadership level you want, you need to champion and market yourself. That means proactively managing every step of your career. If you can't seem to break through a glass ceiling, you might have to work harder than others.
We can't all be exactly the type of upper management person our company wants. What we can do is develop the skills that the company values. Arm yourself with a development plan as well as the help of your boss, a strong network, and, hopefully, a mentor. You can then build and showcase the skills that will help you climb the corporate ladder. Push yourself beyond your comfort zone, and you may find new zones of opportunity.
Apply This to Your Life
If you're frustrated with your career advancement, consider the following:
Do you have a career plan in place? If you don't, now is the time to make one!
Does your boss, or anyone in your organization, know what your goals are? Unless people know what you want, they may keep you in the same position and assume you're happy there.
Do you feel alone and unsupported in your career goals? If so, who can help you change that? We all need to make our own success, but most people don't succeed all on their own. Ask for support and assistance - this is a sign of strength, not weakness.
What areas for skill development have been pointed out to you in the past? Are you making improvements?
Are you facing a glass ceiling? Recognizing that the ceiling exists is the first step. The ceiling won't be removed unless you do something about it. Apply some of the ideas in this article, and monitor your progress.
Do you feel that you've gone as far as you can with your current employer? Despite knowing that you have much more potential, is there a limit for "people like you" in your organization?
If so, you've hit what's known as the "glass ceiling." This is the point at which you can clearly see the next level of promotion - yet, despite your best effort, an invisible barrier seems to stop you from proceeding.
Traditionally, the glass ceiling was a concept applied to women and some minorities. It was very hard, if not impossible, for them to reach upper management positions. No matter how qualified or experienced, they simply were not given opportunities to further advance their careers.
Today, there are many more women and minorities in powerful positions. However, the glass ceiling is still very real. And it's not always limited to gender or race.
Have you been pushed up against a glass ceiling? This can happen for many different reasons. Are you too much the champion of change? Do you have difficulty communicating your ideas? Are you quieter and less outgoing than the people who get promotions?
Whatever the reason, you have a choice. You can accept your situation and be happy with looking up and not being able to touch what you see. or you can smash the glass with purpose and determination.
If you do, indeed, want to break through that glass, here are some steps to take.
Identify the Key Competencies within Your Organization
Key competencies are the common skills and attributes of the people in your company's upper levels. These skills are often tied closely to the organization's culture and vision.
Companies that value innovation and strive to be leaders will probably promote individuals who are outgoing, risk takers, and not afraid to "tell it like it is." However, if you work for a conservative company (such as a publicly owned utility) chances are that top management are analytical thinkers, with a reputation for avoiding risk and making careful decisions.
Ask yourself these questions:
What are the values of your organization?
What behaviors does your company value and reward?
What type of person is promoted?
Understand what sets your company and its leaders apart. This is the first step toward discovering how to position yourself for a top leadership role.
To further clarify these ideas, read Core Competence Analysis and Deal and Kennedy's Cultural Model.
Two universal competencies for top management are effective leadership and effective communication. Each of these is complex.
Read everything you can about leadership styles, skills, and attributes. Mind Tools has an excellent collection of articles on Leadership Skills. You may also want to consider taking the Mind Tools How to Lead course.
Communication skills will help you, regardless of the level you want to reach in your career. Start with the introduction to communication skills, and learn to use as many of these tools as possible.
Set Objectives to Align Your Competencies with Top Management
Once you know your target, set goals to get there. You're responsible for determining your own career direction. Be proactive and go after what you want, because it probably won't be handed to you.
Do the following:
Let your boss know that you want to work toward a higher-level position.
Ask your boss what skill areas you need to develop.
Work together with your boss to set goals and objectives, then monitor and measure your performance.
Remember to concentrate on areas of your performance that you can improve. Don't set a goal to achieve a certain position by a certain time. This can be discouraging if it doesn't happen. For example, set a goal to consistently demonstrate assertive and clear communication. If you achieve that goal, no matter what job title you have, you've succeeded! See Personal Goal Setting for more ideas on how to define motivating goals.
Build Your Network
You should also build relationships with other people in your organization. You never know who may be in a position to help you or provide you with valuable information.
It's important to network in all areas and levels of your company. Many people tend to think it's best to make friends at the top. However, to be effective and actually make it to the top, you'll need the support of colleagues at other levels as well.
Try these tips:
Reach out to new people on a regular basis.
Get involved with cross-functional teams.
Expand your professional network outside of your organization. If you can't break the glass ceiling in your company, you may have to look elsewhere for opportunities.
Read more about Professional Networking.
Use the climate in your organization to your advantage. While "politicking" is often seen as negative, you can help your career by understanding and using the political networks in your company.
Find a Mentor
Having a mentor is a powerful way to break through the glass ceiling. The barriers that you face have likely been there for a long time. Past practices, biases and stereotypes, and old ideas are often long established at the top of many organizations.
Is upper management reluctant to work with certain types of individuals? Do they exclude certain people from important communications? A mentor can help you learn how to get connected to the information and people who can help you. A mentor can also be a great source of ideas for your professional development and growth.
Ask yourself these questions:
Is there someone in upper management you can approach to help you?
Will your boss be able to provide mentoring support?
Are there people with strong political power who can offer you assistance?
Read Finding a Mentor for details on what to look for in a mentor and ideas on how to find one.
Build Your Reputation
Ultimately, the way to get ahead is to get noticed. You want people to see your competence, leadership abilities, communication skills, technical knowledge, and any other competencies that are typical of people at the top.
Develop your skills and network with people so that your name becomes associated with top management potential. To do this, you need to build a reputation as the kind of person who fits the description of top management. Visibility is very important. Remember, while you can see up, those at the top can see down. Make sure that what they see is you!
Follow these guidelines:
Seek high-profile projects.
Speak up and contribute in meetings.
Share ideas with peers as well as people in higher positions.
Identify places where your reputation is not what you want it to be, and develop plans to change them.
For more tips on building the right kind of reputation, see What's Your Reputation?
Know Your Rights
Finally, watch for discriminatory behavior. Sometimes biases and stereotyping can cross the line into discrimination. It's unfortunate for both you and your organization when situations like this occur.
Don't just accept frustration and failure. Know that you're doing everything right, and arm yourself with a good understanding of your rights regarding official company policies and local laws.
Mind Tools' article on Avoiding Discrimination shows you how to protect yourself if you face this regrettable situation.
Key Points
To get ahead and reach the leadership level you want, you need to champion and market yourself. That means proactively managing every step of your career. If you can't seem to break through a glass ceiling, you might have to work harder than others.
We can't all be exactly the type of upper management person our company wants. What we can do is develop the skills that the company values. Arm yourself with a development plan as well as the help of your boss, a strong network, and, hopefully, a mentor. You can then build and showcase the skills that will help you climb the corporate ladder. Push yourself beyond your comfort zone, and you may find new zones of opportunity.
Apply This to Your Life
If you're frustrated with your career advancement, consider the following:
Do you have a career plan in place? If you don't, now is the time to make one!
Does your boss, or anyone in your organization, know what your goals are? Unless people know what you want, they may keep you in the same position and assume you're happy there.
Do you feel alone and unsupported in your career goals? If so, who can help you change that? We all need to make our own success, but most people don't succeed all on their own. Ask for support and assistance - this is a sign of strength, not weakness.
What areas for skill development have been pointed out to you in the past? Are you making improvements?
Are you facing a glass ceiling? Recognizing that the ceiling exists is the first step. The ceiling won't be removed unless you do something about it. Apply some of the ideas in this article, and monitor your progress.
Coping with the emotional turmoil
So, it finally happened. All of the headlines and statistics about the current economic crisis have become personal: you've been laid off.
Given the intensity of the stress you're likely to be experiencing right now, it helps to know what to expect in the weeks and months ahead. After all, the more you know, the better equipped you'll be to handle the ups and downs that you're likely to face.
The Five Stages of Loss
In a famous piece of research, Elisabeth Kübler-Ross identified five different stages of grief that people go through when mourning the death of a loved one. Sure, losing a job may not be quite as upsetting as this, however it can be a profoundly unhappy and stressful experience, and it can help to think in terms of Kübler-Ross's stages. These are:
Denial.
Anger.
Bargaining
Depression
Acceptance.
Not everyone experiences each stage the same way, or in the same time frame. You might skip a stage, or spend a long time in one stage and move quickly through the next one.
Also, your age and life situation might partly determine how long you spend in each stage, or whether you experience a certain stage at all. A younger worker with no mortgage payments and no children may experience denial and self-criticism, but then skip directly to acceptance. Workers who have more responsibilities might take longer to move to the acceptance stage, simply because more stress is involved.
Let's look at the stages in more detail, and think about what you can do to cope with each one.
Stage One: Denial
If you're thinking things like "I can't believe I've lost my job" or you think that this is all a silly administrative mistake that can be fixed, then you're in Stage One.
To cope with denial, you have to open your mind to the fact that that bad, and even unjust or wrong things do happen, and that you have to live with them.
Don't pretend that you're just on an unexpected vacation or – worse – put your business suit on and catch the train as usual in the morning, but spend your day in a library or coffee shop with a newspaper. This is only prolonging the process of getting over what has happened.
Stage Two: Anger
Once you're past the initial shock of losing your job, you might begin to feel very angry – angry at yourself, your boss, your company, or the economy in general. After all, if you've worked hard and "given your all", surely you deserve better than this?
You might become angry at family and friends as well.
This can be one of the most difficult stages, especially for the people around you. If your anger causes you to treat others badly, use anger management techniques, or seek counseling. Hurting the people you love will push them away, and make you feel worse.
To cope, try to express your emotions in a healthy way. This doesn't mean that you should start kicking and screaming. Talk with family and friends, or even a counselor. This may give you the outlet you need to move past your feelings of anger.
Stage Three: Bargaining
After your anger has burned itself out, you might start bargaining with yourself or your organization in the hope that your job loss is somehow reversible.
In Kübler-Ross's original model, this reflected a form of subconscious bargaining with a higher power: "I just want to live to see my daughter married…"
In the case of job loss, this is likely to be more practical. For instance, you might go back to your boss and offer to work for less money, or reduced benefits. You might offer to work part-time, or train any new hires that come through the door.
Bargaining is almost always futile. Picture it like trying to board a ship that's setting sail; you've got one foot on the ship and one foot on the dock. Straddling them both will get you nothing but a miserable drop into the ocean.
To cope with this stage, be aware of what you're doing. Put your energy into moving forward.
Stage Four: Depression
As the old cliché says, "Whenever one door closes, another one opens somewhere." But, as someone else also said, "It's the hallway in between those doors that's torture."
Once you realize that your anger and bargaining tactics aren't working to get your job back, you might slip into a state of depression.
Depression is the beginning stage of acceptance. You're grieving for your lost job, and that's an important step because it shows your finally coming to terms with what happened.
So what can you do to cope? Accept that losing your job wasn't your fault. Or, if it was your fault, learn from the experience, forgive yourself, and move on. You can call it fate or destiny, but consider that something better might be out there waiting for you. You just have to be willing to find it!
Start doing something productive. Remember, your job right now is to find another job.
This is also a great time to volunteer for an organization that you care about. Helping others can be very healing, and it could give you a sense of control in your life.
Warning: If you're experiencing significant or persistent unhappiness at this or any other stage, seek the advice of an appropriately qualified medical practitioner. Depression is something that can be dealt with quickly and effectively if detected, but is something that can be painful and lingering if left untreated.
Stage Five: Acceptance
You've finally realized the truth: the layoff wasn't your fault, or if it was your fault, you've learned from it. You're a talented, incredible, exciting person with a lot to offer in your next job.
And the best news? You've faced the difficulties of losing a job, and you're stronger because of it.
There's no set time limit for any of these stages. Again, you might skip some stages, or go through all five: everyone is different.
If you feel like you're stuck in one particular stage and can't move past it, then seek help so you can move forward.
Tip:
Now that you no longer have a boss to manage your performance, give yourself a performance appraisal at regular intervals. Assess your work skills and also how you're doing at looking for another job.
Key Points
Losing a job can be emotionally upsetting and overwhelming. Many experts agree that people go through five stages of loss or grief, similar to what we experience at the death of a loved one: denial, anger, bargaining, depression and acceptance. Give yourself time to work through each stage. Talk about your emotions, do something productive, and keep moving forward.
So, it finally happened. All of the headlines and statistics about the current economic crisis have become personal: you've been laid off.
Given the intensity of the stress you're likely to be experiencing right now, it helps to know what to expect in the weeks and months ahead. After all, the more you know, the better equipped you'll be to handle the ups and downs that you're likely to face.
The Five Stages of Loss
In a famous piece of research, Elisabeth Kübler-Ross identified five different stages of grief that people go through when mourning the death of a loved one. Sure, losing a job may not be quite as upsetting as this, however it can be a profoundly unhappy and stressful experience, and it can help to think in terms of Kübler-Ross's stages. These are:
Denial.
Anger.
Bargaining
Depression
Acceptance.
Not everyone experiences each stage the same way, or in the same time frame. You might skip a stage, or spend a long time in one stage and move quickly through the next one.
Also, your age and life situation might partly determine how long you spend in each stage, or whether you experience a certain stage at all. A younger worker with no mortgage payments and no children may experience denial and self-criticism, but then skip directly to acceptance. Workers who have more responsibilities might take longer to move to the acceptance stage, simply because more stress is involved.
Let's look at the stages in more detail, and think about what you can do to cope with each one.
Stage One: Denial
If you're thinking things like "I can't believe I've lost my job" or you think that this is all a silly administrative mistake that can be fixed, then you're in Stage One.
To cope with denial, you have to open your mind to the fact that that bad, and even unjust or wrong things do happen, and that you have to live with them.
Don't pretend that you're just on an unexpected vacation or – worse – put your business suit on and catch the train as usual in the morning, but spend your day in a library or coffee shop with a newspaper. This is only prolonging the process of getting over what has happened.
Stage Two: Anger
Once you're past the initial shock of losing your job, you might begin to feel very angry – angry at yourself, your boss, your company, or the economy in general. After all, if you've worked hard and "given your all", surely you deserve better than this?
You might become angry at family and friends as well.
This can be one of the most difficult stages, especially for the people around you. If your anger causes you to treat others badly, use anger management techniques, or seek counseling. Hurting the people you love will push them away, and make you feel worse.
To cope, try to express your emotions in a healthy way. This doesn't mean that you should start kicking and screaming. Talk with family and friends, or even a counselor. This may give you the outlet you need to move past your feelings of anger.
Stage Three: Bargaining
After your anger has burned itself out, you might start bargaining with yourself or your organization in the hope that your job loss is somehow reversible.
In Kübler-Ross's original model, this reflected a form of subconscious bargaining with a higher power: "I just want to live to see my daughter married…"
In the case of job loss, this is likely to be more practical. For instance, you might go back to your boss and offer to work for less money, or reduced benefits. You might offer to work part-time, or train any new hires that come through the door.
Bargaining is almost always futile. Picture it like trying to board a ship that's setting sail; you've got one foot on the ship and one foot on the dock. Straddling them both will get you nothing but a miserable drop into the ocean.
To cope with this stage, be aware of what you're doing. Put your energy into moving forward.
Stage Four: Depression
As the old cliché says, "Whenever one door closes, another one opens somewhere." But, as someone else also said, "It's the hallway in between those doors that's torture."
Once you realize that your anger and bargaining tactics aren't working to get your job back, you might slip into a state of depression.
Depression is the beginning stage of acceptance. You're grieving for your lost job, and that's an important step because it shows your finally coming to terms with what happened.
So what can you do to cope? Accept that losing your job wasn't your fault. Or, if it was your fault, learn from the experience, forgive yourself, and move on. You can call it fate or destiny, but consider that something better might be out there waiting for you. You just have to be willing to find it!
Start doing something productive. Remember, your job right now is to find another job.
This is also a great time to volunteer for an organization that you care about. Helping others can be very healing, and it could give you a sense of control in your life.
Warning: If you're experiencing significant or persistent unhappiness at this or any other stage, seek the advice of an appropriately qualified medical practitioner. Depression is something that can be dealt with quickly and effectively if detected, but is something that can be painful and lingering if left untreated.
Stage Five: Acceptance
You've finally realized the truth: the layoff wasn't your fault, or if it was your fault, you've learned from it. You're a talented, incredible, exciting person with a lot to offer in your next job.
And the best news? You've faced the difficulties of losing a job, and you're stronger because of it.
There's no set time limit for any of these stages. Again, you might skip some stages, or go through all five: everyone is different.
If you feel like you're stuck in one particular stage and can't move past it, then seek help so you can move forward.
Tip:
Now that you no longer have a boss to manage your performance, give yourself a performance appraisal at regular intervals. Assess your work skills and also how you're doing at looking for another job.
Key Points
Losing a job can be emotionally upsetting and overwhelming. Many experts agree that people go through five stages of loss or grief, similar to what we experience at the death of a loved one: denial, anger, bargaining, depression and acceptance. Give yourself time to work through each stage. Talk about your emotions, do something productive, and keep moving forward.
Learning how to get praise
Imagine this: You stay late at work, consistently win accounts that your co-workers only dream of, never miss deadlines, and never show up late - and to top it all off, you finish even your worst projects successfully and ahead of schedule.
You'd think that by doing all of this, you would, at least once in a while, get thanks and recognition from management? Well. you wish. Unfortunately, your boss is busy dealing with a "problem" member of the team, and as a result, she forgets to show any gratitude to her stars. That includes you.
Have you ever been in a situation like this? Working hard and getting ignored by your boss can be rough. That's why you sometimes have to take matters into your own hands.
Boasting of your own accomplishments can feel awkward. But look at it this way: If your boss doesn't notice your hard work, and you don't point it out to him or her, then what happens when you ask for a raise? How will he or she know you're ready for that promotion, or if you can handle that huge-but-fascinating project?
Things don't have to be like that. We'll show you how to get the recognition you deserve without looking like you're seeking attention. Believe it or not, there is a way to do this.
There are many types of recognition, so decide what type you want.
Step One: Decide What You Want
Companies often thank staff with awards, certificates, or bonuses. However, people often just want simple praise. We want to know that our work is meaningful and that we've made a difference. An "Employee of the Month" certificate, or a cold, hard check doesn't always communicate that.
So, what exactly are you looking for? It's important to really define this, because everyone wants something different. Do you want a simple "thank you"? An award ceremony in your honor? A raise?
Step Two: Define Why You Deserve Praise
Don't walk into your boss's office with no advance preparation to say what a great job you've been doing. Why? Firstly, it would seem odd. Then, if you're a bit nervous, you might forget something important that you've done. You might forget the help a co-worker gave you, and leaving out that person could speak poorly of your character. Be sure to make yourself look good, but also share credit where credit is due.
Make a list of the accomplishments you'd like to discuss. Beside each one, list the value that accomplishment has brought to the company.
Step Three: Praise Yourself
This is where you've got to get creative. You know your boss and your business environment, so think of ways to let your boss know how hard you've been working.
If you tell your boss directly, then do it carefully and tactfully - in a private area. You know that list of accomplishments you just created? Read that over a few times before your meeting. As you talk, emphasize how you had help and how your co-workers should be rewarded for their hard work as well.
If this feels a little too much like bragging, then think of ways to let your boss know what you're doing without being so obvious or bold. For example, send your boss an email every time you win a new account, or when you're finally able to please your company's worst customer. These little "progress reports" keep your actions in the open in a delicate, not-too-obvious way.
You can also praise others in front of your boss. By bringing their hard work and accomplishments to your boss's attention, she may also notice the great job that you've been doing. Keep it genuine and honest, however. If you appear insincere, then people may notice, and you may look bad. If you have something good to say, then say it, but don't speak up if you don't really mean it.
A Few Tips
Look closely at your boss's actions - he or she may be praising you, and you don't even realize it. For example, let's say you spent hours writing the annual message to shareholders, and your boss only quickly glanced at it before passing it on to be copied. Before you get upset, consider that her actions may really say that she trusts you to do top-notch work, and she doesn't have read every line to know you've done a great job. Yes, a "thank you" for a job well done is nice, but this kind of trust is also a compliment.
In your work environment, perhaps all the problem behaviors get noticed, and all the really great ones seem to be ignored. If so, then you may have to do something bold to get management's attention. Tell your boss honestly how members of the team need some recognition. Keep the focus off yourself, and help your boss understand how everyone would be more motivated if they just got a little praise now and then.
Key Points
Although not everyone is comfortable talking about their accomplishments, you might harm yourself if you don't speak up.
If your boss doesn't see the great work you've been doing, he or she might give that promotion or special project to someone else without knowing any better. It's up to you to prove that you can handle the added responsibility - and to do that, your boss has to know what you've already done.
Think of subtle ways to get your boss's attention by talking privately, sending emails about small accomplishments, and praising your teammates when he or she is around to hear it. Even if you keep the focus off yourself, it may get him or her to notice what you've been doing as well.
Apply This to Your Life:
Ready to put this into action? Here are some easy ways to use this tool in your life right now:
Begin by recognizing the accomplishments of others. If you notice co-workers doing something great, send them emails praising their efforts, and send copies to your boss. This can show your boss that you're leading by example.
Don't forget that your boss might need some praise and recognition too. Send him or her an email when she's made a difference in your day, and consider copying that email to his or her boss.
If you're a team leader, keep your eyes open for activities and co-workers that deserve praise. Whenever someone does something that's earned a heartfelt "thanks," send that person an email and copy it to your boss.
These are just a few ways you can "raise the bar" in your workplace to get other people thinking about praise and recognition. When you recognize the efforts of your team, you should steadily earn your own praise as well.
Imagine this: You stay late at work, consistently win accounts that your co-workers only dream of, never miss deadlines, and never show up late - and to top it all off, you finish even your worst projects successfully and ahead of schedule.
You'd think that by doing all of this, you would, at least once in a while, get thanks and recognition from management? Well. you wish. Unfortunately, your boss is busy dealing with a "problem" member of the team, and as a result, she forgets to show any gratitude to her stars. That includes you.
Have you ever been in a situation like this? Working hard and getting ignored by your boss can be rough. That's why you sometimes have to take matters into your own hands.
Boasting of your own accomplishments can feel awkward. But look at it this way: If your boss doesn't notice your hard work, and you don't point it out to him or her, then what happens when you ask for a raise? How will he or she know you're ready for that promotion, or if you can handle that huge-but-fascinating project?
Things don't have to be like that. We'll show you how to get the recognition you deserve without looking like you're seeking attention. Believe it or not, there is a way to do this.
There are many types of recognition, so decide what type you want.
Step One: Decide What You Want
Companies often thank staff with awards, certificates, or bonuses. However, people often just want simple praise. We want to know that our work is meaningful and that we've made a difference. An "Employee of the Month" certificate, or a cold, hard check doesn't always communicate that.
So, what exactly are you looking for? It's important to really define this, because everyone wants something different. Do you want a simple "thank you"? An award ceremony in your honor? A raise?
Step Two: Define Why You Deserve Praise
Don't walk into your boss's office with no advance preparation to say what a great job you've been doing. Why? Firstly, it would seem odd. Then, if you're a bit nervous, you might forget something important that you've done. You might forget the help a co-worker gave you, and leaving out that person could speak poorly of your character. Be sure to make yourself look good, but also share credit where credit is due.
Make a list of the accomplishments you'd like to discuss. Beside each one, list the value that accomplishment has brought to the company.
Step Three: Praise Yourself
This is where you've got to get creative. You know your boss and your business environment, so think of ways to let your boss know how hard you've been working.
If you tell your boss directly, then do it carefully and tactfully - in a private area. You know that list of accomplishments you just created? Read that over a few times before your meeting. As you talk, emphasize how you had help and how your co-workers should be rewarded for their hard work as well.
If this feels a little too much like bragging, then think of ways to let your boss know what you're doing without being so obvious or bold. For example, send your boss an email every time you win a new account, or when you're finally able to please your company's worst customer. These little "progress reports" keep your actions in the open in a delicate, not-too-obvious way.
You can also praise others in front of your boss. By bringing their hard work and accomplishments to your boss's attention, she may also notice the great job that you've been doing. Keep it genuine and honest, however. If you appear insincere, then people may notice, and you may look bad. If you have something good to say, then say it, but don't speak up if you don't really mean it.
A Few Tips
Look closely at your boss's actions - he or she may be praising you, and you don't even realize it. For example, let's say you spent hours writing the annual message to shareholders, and your boss only quickly glanced at it before passing it on to be copied. Before you get upset, consider that her actions may really say that she trusts you to do top-notch work, and she doesn't have read every line to know you've done a great job. Yes, a "thank you" for a job well done is nice, but this kind of trust is also a compliment.
In your work environment, perhaps all the problem behaviors get noticed, and all the really great ones seem to be ignored. If so, then you may have to do something bold to get management's attention. Tell your boss honestly how members of the team need some recognition. Keep the focus off yourself, and help your boss understand how everyone would be more motivated if they just got a little praise now and then.
Key Points
Although not everyone is comfortable talking about their accomplishments, you might harm yourself if you don't speak up.
If your boss doesn't see the great work you've been doing, he or she might give that promotion or special project to someone else without knowing any better. It's up to you to prove that you can handle the added responsibility - and to do that, your boss has to know what you've already done.
Think of subtle ways to get your boss's attention by talking privately, sending emails about small accomplishments, and praising your teammates when he or she is around to hear it. Even if you keep the focus off yourself, it may get him or her to notice what you've been doing as well.
Apply This to Your Life:
Ready to put this into action? Here are some easy ways to use this tool in your life right now:
Begin by recognizing the accomplishments of others. If you notice co-workers doing something great, send them emails praising their efforts, and send copies to your boss. This can show your boss that you're leading by example.
Don't forget that your boss might need some praise and recognition too. Send him or her an email when she's made a difference in your day, and consider copying that email to his or her boss.
If you're a team leader, keep your eyes open for activities and co-workers that deserve praise. Whenever someone does something that's earned a heartfelt "thanks," send that person an email and copy it to your boss.
These are just a few ways you can "raise the bar" in your workplace to get other people thinking about praise and recognition. When you recognize the efforts of your team, you should steadily earn your own praise as well.
Showing What You Can Do
You do your job faithfully every day. You may even do your job exceptionally well. Why is it, then, that you've been in the same position for three years while others - seemingly less-deserving people - have been promoted?
The people who have been promoted may know one critical thing that you don't. Promotion isn't just about doing what you're paid to do. It's not necessarily even about being the best "widget" maker you can be.
Promotion is about pushing the limits of your current position. It's about showing that you have outgrown your current responsibilities, and that you're ready to take on new ones.
Think about it. If you're busy working away, producing more widgets per hour than anyone has ever produced, why should I promote you? Clearly, your value to the company is your efficiency. If I promote you, my production output may suddenly fall!
Focusing on simply what's expected of you may be a great strategy to keep the job you have. But going beyond what's expected, and stretching yourself beyond your current role, can lead to a new job with more responsibility.
Now, before you head out to stop being effective at anything, remember - in your pursuit of a promotion, you still have to perform well and meet your current job requirements. The key is identifying ways to add more value to your contribution.
Organizations move forward by solving problems. Discover ways to be more involved in the solutions - and that may move you forward too.
Understand Your Organization
To prepare for a promotion, you have to really understand the drivers of organizational success. It doesn't necessarily mean doing more things - it means doing more of the RIGHT things.
Ask yourself these questions:
What are the strategic goals of the organization?
How does your department's work fit into the overall strategy?
How is your boss's performance measured?
What critical functions do other people in your team currently perform?
You may even want to make lateral moves - to similar positions in different departments - to increase your overall appreciation for what the company does. If your exposure is broader, you may also see and be considered for more promotion opportunities.
For example, if you're a communications manager and feel that there's no place else to go with your job, gain experience in other areas of the company. When you have the right mix of experience and skill, promotion to a more senior level may become a realistic goal.
Increase Your Responsibility
Typically, managers are given responsibility for something, and they then delegate various pieces to their staffs. They delegate in order to have more time to work on higher-level tasks. These higher-level tasks are what you want to get involved in.
To gain access to them, you first have to prove that you're capable of handling the increased responsibility. Here are some ways to prove your capabilities:
Complete your work thoroughly and with as little supervision as possible. This involves working well as part of a team, while also demonstrating individual competence.
When you have questions for your boss, come prepared with solutions as well.
Expand your skill set. Determine what you need to learn to add more value, and make a plan to acquire those skills. Also, find out about the skills you'll need in the new role, and make sure you acquire these.
Get up-to-date, and stay current in your field, perhaps by reading the industry press. Find opportunities to continue your learning and education.
Become aware of the economic and business pressures facing your organization.
Use good judgment when carrying out your responsibilities. Think about cost versus benefit, review bottom-line results, and know how your role impacts the company as a whole.
Then, look for opportunities to lead projects. This can help you practice your leadership skills and demonstrate your ability to take on new responsibilities. Try the following:
Volunteer to take on new projects and other opportunities, to learn and practice other skills. For example, offer to cover a co-worker's responsibilities while he or she is on vacation.
Identify opportunities to delegate your own work. This frees up your time and allows you to practice supervising others' work.
Offer to take on tasks that you know your boss dislikes or is weak in. You'll expand your range of experience, and you'll make your boss's job easier - it's a win-win!
Get Innovative
To prepare for a promotion, always think about how to do things better. That's one of the defining characteristics of leaders. How can you do something cheaper, faster, or with less waste? Consider the following:
Demonstrate critical thinking when you report to your boss. Rather than accept things as they are, think how you can improve them - and come up with innovative ways to do those things better.
Understand the big picture, and incorporate it into your decisions and solutions.
Look for things that aren't being done at all. Innovation isn't always improving things that already exist - it's often adding something of value as well.
Put forward your ideas, even if you aren't sure of the response. This demonstrates both your imagination and willingness to take risks. Be prepared for many of your ideas to not be accepted.
If you prove that you're interested in improving organizational performance and that you can come up with some original ideas, this can be a great way to set the stage for promotion. Learn more about innovative thinking in Practical Innovation.
Set Promotion Goals
Ultimately, you're the one who needs to work proactively to make a promotion happen. If you rely on someone else to make it happen, you'll probably end up disappointed. Take action with these steps:
Identify your career goals within the organization.
Talk to people who hold the kinds of positions and levels of authority that you want. Find out what they did to get where they are. The more you learn from other people's experiences, the better.
Evaluate your strengths, and set goals to learn the skills you need for success.
Take note of who your internal competition might be - others in your company who may want the same position you want - and work hard to distinguish yourself and make yourself stand out.
Look for a mentor within the organization. Having someone to talk to, and who might champion your ideas, is a great benefit. See Finding a Mentor for practical steps and strategies.
Set your goal, and follow it through! See Personal Goal Setting for practical tips.
When you run into obstacles, find ways to work around them. A positive attitude can go a long way toward reaching your goals, and getting noticed for your ability to inspire and motivate.
Communicate Your Desire
Doing all of the above will likely be met with great appreciation. That won't guarantee a promotion, though. Let people know what you want, and then proactively work to achieve it.
Here are some steps you can take to make your wishes known:
Identify a role or position toward which you want to work.
Using your knowledge of the organization, find out what experience and skills are needed to get that job.
Work with your boss to set performance objectives so that you can achieve the necessary skills and experience.
Network with people in the company. Let as many people as appropriate know what type of role interests you. Seek advice on how to prepare for that role.
Ask for the promotion when it becomes available. If you aren't ready yet, use this as an opportunity to develop the skills you need.
As you execute your promotion plan, let others who have influence over the decision know what you're doing. You have to be your own best champion: Preparing for a promotion is no time to be quiet and shy. You need many people to know what you're capable of and what you want.
Key Points
Earning a promotion is partly within your control. Simply doing what's expected of you, and even being the best at what you do, are not guarantees of advancement.
To prepare for promotion, increase your value to the organization. Be smart about the type of value opportunities that you create. Understand what drives your company's success, take on more of the right responsibilities, expand your skill set, and communicate your promotion goals to others.
By being proactive, you can create the path to the position that you want.
You do your job faithfully every day. You may even do your job exceptionally well. Why is it, then, that you've been in the same position for three years while others - seemingly less-deserving people - have been promoted?
The people who have been promoted may know one critical thing that you don't. Promotion isn't just about doing what you're paid to do. It's not necessarily even about being the best "widget" maker you can be.
Promotion is about pushing the limits of your current position. It's about showing that you have outgrown your current responsibilities, and that you're ready to take on new ones.
Think about it. If you're busy working away, producing more widgets per hour than anyone has ever produced, why should I promote you? Clearly, your value to the company is your efficiency. If I promote you, my production output may suddenly fall!
Focusing on simply what's expected of you may be a great strategy to keep the job you have. But going beyond what's expected, and stretching yourself beyond your current role, can lead to a new job with more responsibility.
Now, before you head out to stop being effective at anything, remember - in your pursuit of a promotion, you still have to perform well and meet your current job requirements. The key is identifying ways to add more value to your contribution.
Organizations move forward by solving problems. Discover ways to be more involved in the solutions - and that may move you forward too.
Understand Your Organization
To prepare for a promotion, you have to really understand the drivers of organizational success. It doesn't necessarily mean doing more things - it means doing more of the RIGHT things.
Ask yourself these questions:
What are the strategic goals of the organization?
How does your department's work fit into the overall strategy?
How is your boss's performance measured?
What critical functions do other people in your team currently perform?
You may even want to make lateral moves - to similar positions in different departments - to increase your overall appreciation for what the company does. If your exposure is broader, you may also see and be considered for more promotion opportunities.
For example, if you're a communications manager and feel that there's no place else to go with your job, gain experience in other areas of the company. When you have the right mix of experience and skill, promotion to a more senior level may become a realistic goal.
Increase Your Responsibility
Typically, managers are given responsibility for something, and they then delegate various pieces to their staffs. They delegate in order to have more time to work on higher-level tasks. These higher-level tasks are what you want to get involved in.
To gain access to them, you first have to prove that you're capable of handling the increased responsibility. Here are some ways to prove your capabilities:
Complete your work thoroughly and with as little supervision as possible. This involves working well as part of a team, while also demonstrating individual competence.
When you have questions for your boss, come prepared with solutions as well.
Expand your skill set. Determine what you need to learn to add more value, and make a plan to acquire those skills. Also, find out about the skills you'll need in the new role, and make sure you acquire these.
Get up-to-date, and stay current in your field, perhaps by reading the industry press. Find opportunities to continue your learning and education.
Become aware of the economic and business pressures facing your organization.
Use good judgment when carrying out your responsibilities. Think about cost versus benefit, review bottom-line results, and know how your role impacts the company as a whole.
Then, look for opportunities to lead projects. This can help you practice your leadership skills and demonstrate your ability to take on new responsibilities. Try the following:
Volunteer to take on new projects and other opportunities, to learn and practice other skills. For example, offer to cover a co-worker's responsibilities while he or she is on vacation.
Identify opportunities to delegate your own work. This frees up your time and allows you to practice supervising others' work.
Offer to take on tasks that you know your boss dislikes or is weak in. You'll expand your range of experience, and you'll make your boss's job easier - it's a win-win!
Get Innovative
To prepare for a promotion, always think about how to do things better. That's one of the defining characteristics of leaders. How can you do something cheaper, faster, or with less waste? Consider the following:
Demonstrate critical thinking when you report to your boss. Rather than accept things as they are, think how you can improve them - and come up with innovative ways to do those things better.
Understand the big picture, and incorporate it into your decisions and solutions.
Look for things that aren't being done at all. Innovation isn't always improving things that already exist - it's often adding something of value as well.
Put forward your ideas, even if you aren't sure of the response. This demonstrates both your imagination and willingness to take risks. Be prepared for many of your ideas to not be accepted.
If you prove that you're interested in improving organizational performance and that you can come up with some original ideas, this can be a great way to set the stage for promotion. Learn more about innovative thinking in Practical Innovation.
Set Promotion Goals
Ultimately, you're the one who needs to work proactively to make a promotion happen. If you rely on someone else to make it happen, you'll probably end up disappointed. Take action with these steps:
Identify your career goals within the organization.
Talk to people who hold the kinds of positions and levels of authority that you want. Find out what they did to get where they are. The more you learn from other people's experiences, the better.
Evaluate your strengths, and set goals to learn the skills you need for success.
Take note of who your internal competition might be - others in your company who may want the same position you want - and work hard to distinguish yourself and make yourself stand out.
Look for a mentor within the organization. Having someone to talk to, and who might champion your ideas, is a great benefit. See Finding a Mentor for practical steps and strategies.
Set your goal, and follow it through! See Personal Goal Setting for practical tips.
When you run into obstacles, find ways to work around them. A positive attitude can go a long way toward reaching your goals, and getting noticed for your ability to inspire and motivate.
Communicate Your Desire
Doing all of the above will likely be met with great appreciation. That won't guarantee a promotion, though. Let people know what you want, and then proactively work to achieve it.
Here are some steps you can take to make your wishes known:
Identify a role or position toward which you want to work.
Using your knowledge of the organization, find out what experience and skills are needed to get that job.
Work with your boss to set performance objectives so that you can achieve the necessary skills and experience.
Network with people in the company. Let as many people as appropriate know what type of role interests you. Seek advice on how to prepare for that role.
Ask for the promotion when it becomes available. If you aren't ready yet, use this as an opportunity to develop the skills you need.
As you execute your promotion plan, let others who have influence over the decision know what you're doing. You have to be your own best champion: Preparing for a promotion is no time to be quiet and shy. You need many people to know what you're capable of and what you want.
Key Points
Earning a promotion is partly within your control. Simply doing what's expected of you, and even being the best at what you do, are not guarantees of advancement.
To prepare for promotion, increase your value to the organization. Be smart about the type of value opportunities that you create. Understand what drives your company's success, take on more of the right responsibilities, expand your skill set, and communicate your promotion goals to others.
By being proactive, you can create the path to the position that you want.
Controlling Your Feelings... Before They Control You
Everything can be taken from a man but the last of human freedoms – the ability to choose one's attitude in a given set of circumstances, to choose one's way.
– Viktor Frankl, 'Man's Search for Meaning'
We've all been in one of 'those' situations before. You know... when your favorite project is cancelled after weeks of hard work; when a customer snaps at you unfairly; when your best friend (and co-worker) is laid off suddenly; or your boss assigns you more work when you're already overloaded.
In your personal life, your reaction to stressful situations like these might be to start shouting, or to go hide in a corner and feel sorry for yourself for a while. But at work, these types of behavior could seriously harm your professional reputation, as well as your productivity.
Stressful situations are all too common in a workplace that's facing budget cuts, staff layoffs, and department changes. It may become harder and harder to manage your emotions under these circumstances, but it's even more important for you to do so. After all, if management is forced into making more layoffs, they may choose to keep those who can handle their emotions, and work well under pressure. As the above quote shows, no matter what the situation is, you're always free to choose how you react to it.
So, how can you become better at handling your emotions, and 'choosing' your reactions to bad situations? In this article, we look at the most common negative emotions experienced in the workplace – and how you can manage them productively.
Why are we focusing only on negative emotions? Well, most people don't need strategies for managing their positive emotions. After all, feelings of joy, excitement, compassion, or optimism usually don't affect others in a negative way. As long as you share positive emotions constructively and professionally, they're great to have in the workplace!
Common Negative Emotions at Work
In 1997, Bond University professor of management Cynthia Fisher conducted a study called 'Emotions at Work: What Do People Feel, and How Should We Measure It?'
According to Fisher's research, the most common negative emotions experienced in the workplace are as follows:
Frustration/irritation.
Worry/nervousness.
Anger/aggravation.
Dislike.
Disappointment/unhappiness.
Below are different strategies you can use to help you deal with each of these negative emotions.
Frustration/Irritation
Frustration usually occurs when you feel stuck or trapped, or unable to move forward in some way. It could be caused by a colleague blocking your favorite project, a boss who is too disorganized to get to your meeting on time, or simply being on hold on the phone for a long time.
Whatever the reason, it's important to deal with feelings of frustration quickly, because they can easily lead to more negative emotions, such as anger.
Here are some suggestions for dealing with frustration:
Stop and evaluate – One of the best things you can do is mentally stop yourself, and look at the situation. Ask yourself why you feel frustrated. Write it down, and be specific. Then think of one positive thing about your current situation. For instance, if your boss is late for your meeting, then you have more time to prepare. Or, you could use this time to relax a little.
Find something positive about the situation – Thinking about a positive aspect of your situation often makes you look at things in a different way. This small change in your thinking can improve your mood. When it's people who are causing your frustration, they're probably not doing it deliberately to annoy you. And if it's a thing that's bothering you – well, it's certainly not personal! Don't get mad, just move on.
Remember the last time you felt frustrated – The last time you were frustrated about something, the situation probably worked out just fine after a while, right? Your feelings of frustration or irritation probably didn't do much to solve the problem then, which means they're not doing anything for you right now.
Worry/Nervousness
With all the fear and anxiety that comes with increasing numbers of layoffs, it's no wonder that many people worry about their jobs. But this worry can easily get out of control, if you allow it, and this can impact not only your mental health, but also your productivity, and your willingness to take risks at work.
Try these tips to deal with worrying:
Don't surround yourself with worry and anxiety – For example, if co-workers gather in the break room to gossip and talk about job cuts, then don't go there and worry with everyone else. Worrying tends to lead to more worrying, and that isn't good for anyone.
Try deep-breathing exercises – This helps slow your breathing and your heart rate. Breathe in slowly for five seconds, then breathe out slowly for five seconds. Focus on your breathing, and nothing else. Do this at least five times. For more on this, read Physical Relaxation Techniques.
Focus on how to improve the situation – If you fear being laid off, and you sit there and worry, that probably won't help you keep your job. Instead, why not brainstorm ways to bring in more business, and show how valuable you are to the company?
Write down your worries in a worry log – If you find that worries are churning around inside your mind, write them down in a notebook or 'worry log,' and then schedule a time to deal with them. Before that time, you can forget about these worries, knowing that you'll deal with them. When it comes to the time you've scheduled, conduct a proper risk analysis around these things, and take whatever actions are necessary to mitigate any risks.
When you're worried and nervous about something, it can dent your self-confidence. Read our article on Building Self-Confidence to make sure this doesn't happen. Also, don't let your worries get in the way of being appropriately assertive.
Anger/Aggravation
Out-of-control anger is perhaps the most destructive emotion that people experience in the workplace. It's also the emotion that most of us don't handle very well. If you have trouble managing your temper at work, then learning to control it is one of the best things you can do if you want to keep your job.
Try these suggestions to control your anger:
Watch for early signs of anger – Only you know the danger signs when anger is building, so learn to recognize them when they begin. Stopping your anger early is key. Remember, you can choose how you react in a situation. Just because your first instinct is to become angry doesn't mean it's the correct response.
If you start to get angry, stop what you're doing – Close your eyes, and practice the deep-breathing exercise we described earlier. This interrupts your angry thoughts, and it helps put you back on a more positive path.
Picture yourself when you're angry – If you imagine how you look and behave while you're angry, it gives you some perspective on the situation. For instance, if you're about to shout at your co-worker, imagine how you would look. Is your face red? Are you waving your arms around? Would you want to work with someone like that? Probably not.
To find out more about managing your anger at work, take our self-test How Good Is Your Anger Management? Also, read Dealing with Unfair Criticism and Anger Management.
Dislike
We've probably all had to work with someone we don't like. But it's important to be professional, no matter what.
Here are some ideas for working with people you dislike:
Be respectful – If you have to work with someone you don't get along with, then it's time to set aside your pride and ego. Treat the person with courtesy and respect, as you would treat anyone else. Just because this person behaves in an unprofessional manner, that doesn't mean you should as well.
Be assertive – If the other person is rude and unprofessional, then firmly explain that you refuse to be treated that way, and calmly leave the situation. Remember, set the example.
To learn more about handling dislike in the workplace, please see Dealing with Difficult People and Egos at Work.
Disappointment/Unhappiness
Dealing with disappointment or unhappiness at work can be difficult. Of all the emotions you might feel at work, these are the most likely to impact your productivity. If you've just suffered a major disappointment, your energy will probably be low, you might be afraid to take another risk, and all of that may hold you back from achieving.
Here are some proactive steps you can take to cope with disappointment and unhappiness:
Look at your mindset – Take a moment to realize that things won't always go your way. If they did, life would be a straight road instead of one with hills and valleys, ups and downs, right? And it's the hills and valleys that often make life so interesting.
Adjust your goal – If you're disappointed that you didn't reach a goal, that doesn't mean the goal is no longer reachable. Keep the goal, but make a small change – for example, delay the deadline.
Our Back On Track article provides practical steps for recovering from a major career setback.
Record your thoughts – Write down exactly what is making you unhappy. Is it a co-worker? Is it your job? Do you have too much to do? Once you identify the problem, start brainstorming ways to solve it or work around it. Remember, you always have the power to change your situation.
Smile! – Strange as it may sound, forcing a smile – or even a grimace – onto your face can often make you feel happy (this is one of the strange ways in which we humans are 'wired.') Try it – you may be surprised!
Key Points
We all have to deal with negative emotions at work sometimes, and learning how to cope with these feelings is now more important than ever. After all, negative emotions can spread, and no one wants to be around a person who adds negativity to a group.
Know what causes your negative emotions, and which types of feelings you face most often. When those emotions begin to appear, immediately start your strategy to interrupt the cycle. The longer you wait, the harder it will be to pull yourself away from negative thinking.
Everything can be taken from a man but the last of human freedoms – the ability to choose one's attitude in a given set of circumstances, to choose one's way.
– Viktor Frankl, 'Man's Search for Meaning'
We've all been in one of 'those' situations before. You know... when your favorite project is cancelled after weeks of hard work; when a customer snaps at you unfairly; when your best friend (and co-worker) is laid off suddenly; or your boss assigns you more work when you're already overloaded.
In your personal life, your reaction to stressful situations like these might be to start shouting, or to go hide in a corner and feel sorry for yourself for a while. But at work, these types of behavior could seriously harm your professional reputation, as well as your productivity.
Stressful situations are all too common in a workplace that's facing budget cuts, staff layoffs, and department changes. It may become harder and harder to manage your emotions under these circumstances, but it's even more important for you to do so. After all, if management is forced into making more layoffs, they may choose to keep those who can handle their emotions, and work well under pressure. As the above quote shows, no matter what the situation is, you're always free to choose how you react to it.
So, how can you become better at handling your emotions, and 'choosing' your reactions to bad situations? In this article, we look at the most common negative emotions experienced in the workplace – and how you can manage them productively.
Why are we focusing only on negative emotions? Well, most people don't need strategies for managing their positive emotions. After all, feelings of joy, excitement, compassion, or optimism usually don't affect others in a negative way. As long as you share positive emotions constructively and professionally, they're great to have in the workplace!
Common Negative Emotions at Work
In 1997, Bond University professor of management Cynthia Fisher conducted a study called 'Emotions at Work: What Do People Feel, and How Should We Measure It?'
According to Fisher's research, the most common negative emotions experienced in the workplace are as follows:
Frustration/irritation.
Worry/nervousness.
Anger/aggravation.
Dislike.
Disappointment/unhappiness.
Below are different strategies you can use to help you deal with each of these negative emotions.
Frustration/Irritation
Frustration usually occurs when you feel stuck or trapped, or unable to move forward in some way. It could be caused by a colleague blocking your favorite project, a boss who is too disorganized to get to your meeting on time, or simply being on hold on the phone for a long time.
Whatever the reason, it's important to deal with feelings of frustration quickly, because they can easily lead to more negative emotions, such as anger.
Here are some suggestions for dealing with frustration:
Stop and evaluate – One of the best things you can do is mentally stop yourself, and look at the situation. Ask yourself why you feel frustrated. Write it down, and be specific. Then think of one positive thing about your current situation. For instance, if your boss is late for your meeting, then you have more time to prepare. Or, you could use this time to relax a little.
Find something positive about the situation – Thinking about a positive aspect of your situation often makes you look at things in a different way. This small change in your thinking can improve your mood. When it's people who are causing your frustration, they're probably not doing it deliberately to annoy you. And if it's a thing that's bothering you – well, it's certainly not personal! Don't get mad, just move on.
Remember the last time you felt frustrated – The last time you were frustrated about something, the situation probably worked out just fine after a while, right? Your feelings of frustration or irritation probably didn't do much to solve the problem then, which means they're not doing anything for you right now.
Worry/Nervousness
With all the fear and anxiety that comes with increasing numbers of layoffs, it's no wonder that many people worry about their jobs. But this worry can easily get out of control, if you allow it, and this can impact not only your mental health, but also your productivity, and your willingness to take risks at work.
Try these tips to deal with worrying:
Don't surround yourself with worry and anxiety – For example, if co-workers gather in the break room to gossip and talk about job cuts, then don't go there and worry with everyone else. Worrying tends to lead to more worrying, and that isn't good for anyone.
Try deep-breathing exercises – This helps slow your breathing and your heart rate. Breathe in slowly for five seconds, then breathe out slowly for five seconds. Focus on your breathing, and nothing else. Do this at least five times. For more on this, read Physical Relaxation Techniques.
Focus on how to improve the situation – If you fear being laid off, and you sit there and worry, that probably won't help you keep your job. Instead, why not brainstorm ways to bring in more business, and show how valuable you are to the company?
Write down your worries in a worry log – If you find that worries are churning around inside your mind, write them down in a notebook or 'worry log,' and then schedule a time to deal with them. Before that time, you can forget about these worries, knowing that you'll deal with them. When it comes to the time you've scheduled, conduct a proper risk analysis around these things, and take whatever actions are necessary to mitigate any risks.
When you're worried and nervous about something, it can dent your self-confidence. Read our article on Building Self-Confidence to make sure this doesn't happen. Also, don't let your worries get in the way of being appropriately assertive.
Anger/Aggravation
Out-of-control anger is perhaps the most destructive emotion that people experience in the workplace. It's also the emotion that most of us don't handle very well. If you have trouble managing your temper at work, then learning to control it is one of the best things you can do if you want to keep your job.
Try these suggestions to control your anger:
Watch for early signs of anger – Only you know the danger signs when anger is building, so learn to recognize them when they begin. Stopping your anger early is key. Remember, you can choose how you react in a situation. Just because your first instinct is to become angry doesn't mean it's the correct response.
If you start to get angry, stop what you're doing – Close your eyes, and practice the deep-breathing exercise we described earlier. This interrupts your angry thoughts, and it helps put you back on a more positive path.
Picture yourself when you're angry – If you imagine how you look and behave while you're angry, it gives you some perspective on the situation. For instance, if you're about to shout at your co-worker, imagine how you would look. Is your face red? Are you waving your arms around? Would you want to work with someone like that? Probably not.
To find out more about managing your anger at work, take our self-test How Good Is Your Anger Management? Also, read Dealing with Unfair Criticism and Anger Management.
Dislike
We've probably all had to work with someone we don't like. But it's important to be professional, no matter what.
Here are some ideas for working with people you dislike:
Be respectful – If you have to work with someone you don't get along with, then it's time to set aside your pride and ego. Treat the person with courtesy and respect, as you would treat anyone else. Just because this person behaves in an unprofessional manner, that doesn't mean you should as well.
Be assertive – If the other person is rude and unprofessional, then firmly explain that you refuse to be treated that way, and calmly leave the situation. Remember, set the example.
To learn more about handling dislike in the workplace, please see Dealing with Difficult People and Egos at Work.
Disappointment/Unhappiness
Dealing with disappointment or unhappiness at work can be difficult. Of all the emotions you might feel at work, these are the most likely to impact your productivity. If you've just suffered a major disappointment, your energy will probably be low, you might be afraid to take another risk, and all of that may hold you back from achieving.
Here are some proactive steps you can take to cope with disappointment and unhappiness:
Look at your mindset – Take a moment to realize that things won't always go your way. If they did, life would be a straight road instead of one with hills and valleys, ups and downs, right? And it's the hills and valleys that often make life so interesting.
Adjust your goal – If you're disappointed that you didn't reach a goal, that doesn't mean the goal is no longer reachable. Keep the goal, but make a small change – for example, delay the deadline.
Our Back On Track article provides practical steps for recovering from a major career setback.
Record your thoughts – Write down exactly what is making you unhappy. Is it a co-worker? Is it your job? Do you have too much to do? Once you identify the problem, start brainstorming ways to solve it or work around it. Remember, you always have the power to change your situation.
Smile! – Strange as it may sound, forcing a smile – or even a grimace – onto your face can often make you feel happy (this is one of the strange ways in which we humans are 'wired.') Try it – you may be surprised!
Key Points
We all have to deal with negative emotions at work sometimes, and learning how to cope with these feelings is now more important than ever. After all, negative emotions can spread, and no one wants to be around a person who adds negativity to a group.
Know what causes your negative emotions, and which types of feelings you face most often. When those emotions begin to appear, immediately start your strategy to interrupt the cycle. The longer you wait, the harder it will be to pull yourself away from negative thinking.
Gaining the skills you need
Imagine this scenario: You're doing a great job in your current role, but you've recently become interested in a completely different line of work. This is something you feel passionate about, and it could advance your career to exciting new levels.
The only problem is that this new type of work requires qualifications or experience that you currently don't have. Sure, you've got some useful skills, and you're so inspired by the new role that you know you would quickly gain the necessary knowledge. But you fear you may not get the opportunity.
So you ask yourself: Do you really have the time or desire to quit your current job to pursue that advanced degree you need? Can you afford to spend the money or vacation time on executive-level coaching courses? While gaining formal qualifications is the best way of advancing your career, for many people, it's not always realistic or practical to obtain those qualifications.
So, what are some alternative ways of learning the skills you need, without spending too much time and money?
The good news is that there are several ways to overcome your lack of qualifications. In this article, we offer strategies for gaining the skills necessary to help you secure the job of your dreams.
Volunteer
This may come as a surprise, but volunteering isn't just about doing charity work: it's also a great way to acquire new skills that would be hard to learn elsewhere.
Let's say you've heard a rumor that a management position at your company will open up in the next few months. You've always wanted to work in management, and you'd like to apply for the job as soon as the vacancy is advertised. But you currently have no management experience. What can you do?
Well, you can show initiative, and keep an eye out for opportunities that arise in your organization - they may be advertised on a bulletin board or company intranet - even if they are not directly related to your current job. What about joining an employee relations committee? Or how about a planning committee that's organizing a major company event? Why not volunteer to run it? Taking on new duties will involve more work (and, as a volunteer, you won't get paid for it). But it's also an opportunity to be involved with managing a group of people. When it's time to apply for that management position, you'll be able to show that you have experience successfully running a team.
As well as learning new skills, volunteering for extra jobs or projects can also help you prove to your boss that you can handle increased responsibilities. Although you may not see immediate results, don't dismiss the long-term value of the knowledge you'll gain, and the good impression you'll make.
If you can't identify opportunities within your company, then consider volunteering for community organizations. Many nonprofits - such as school boards and youth work programs - look for people to do accounting, marketing, fundraising, project management, writing, budgeting, and more. These skills are highly valued in the business world, and you can add them to your résumé when you apply for a promotion or new job.
Start at a Lower Level
This may not seem to make sense at first. Why would you apply for a position further down the ladder from the one you want?
Here's the reason: If you have no qualifications or experience for a specific role, then applying for a related position, with fewer responsibilities and fewer requirements, can at least lead you one step closer to the job you really want.
Imagine that you'd like to start a career as a journalist. You're a good writer, but you have no experience writing feature stories or working in a newspaper environment. Well, chances are pretty high that you won't get a writing position without a portfolio.
But if you take a job as a receptionist at a media organization, you'll soon gain detailed knowledge of how a newspaper works. You can write a few articles in your spare time, and ask your new journalist colleagues for feedback. You can even offer to help out with some of the smaller articles. The important thing is to see your name in print, and to build up your portfolio. You'll then be in an ideal position if there's a job opening for a writer. Eventually, you could make the transition to full-time journalist.
Applying 'downward' may not seem appealing in the short term. However, in the long term, if you really want to make a career change, it may be worth exploring this option if it helps you reach your ultimate goal.
And, depending on the new company or position, you might be able to learn the skills you need for your ideal job during your regular work day. The company might offer training seminars, or reimburse you for outside classes. Failing to consider a lower-level position might mean you would miss out on these opportunities.
However, do bear in mind that certain occupations require specific qualifications and experience. For example, if you want to become a medical doctor, then just helping out on a hospital ward will not be enough to secure the job of your dreams. Several years of rigorous medical training is essential here - something you would have to consider on a practical level before making such a commitment.
Take Advantage of Distance Learning
Distance learning (Internet-based classes) allows you to gain additional qualifications while working full time. This is because it's often more efficient than going to classes on campus.
With distance learning, you attend class at the time and place of your choice - on your lunch hour, in the evenings, or on weekends. You don't have to waste time driving to and from campus. And, because you work on your own (instead of at the pace of an entire class), you can often complete a qualification in less time - and at a much lower cost - than a traditional school.
Perhaps the biggest benefit to distance learning is that, because it's so common now (compared to even a few years ago), you can become certified or earn a degree in almost any area.
Skills like project management, personnel development, marketing, business management, accounting and finance, and leadership are just a few subjects you could study in a distance-learning program.
Take Executive-level Workshops
Executive-level courses can help you gain qualifications in a specific area. These are usually intense training sessions that last anywhere from one day to a week or more.
Executive workshops often use several different approaches to teach upper-level managers important new skills that will help them advance their careers. For example, a traditional campus class is usually taught by one professor. Executive-level workshops, however, often use lectures from several different experts - plus group exercises and one-to-one coaching.
Imagine that you decide to take an executive workshop on relationship building, so you'll have a better chance at a career in upper management. Instead of a traditional management class, which may have only one lecture on building relationships, workshops might offer several different lectures, each exploring a different area of relationship building. You could attend lectures on topics such as Barriers to Relationship Building, Asking Questions and Telling Stories, The Cost of Building and Maintaining Relationships, and so on.
Executive-level workshops can be expensive, but they're terrific ways to learn some specific skills to add to your résumé.
If you attend a longer workshop (lasting a week, for example), you may have to use your vacation time. This is an admirable demonstration of your commitment to excel in your career, but make sure you still have enough remaining days off to take a real vacation during the year. It's never a good idea to wear yourself out in the race to get ahead.
It's worth checking with your company when you register for a workshop. It might be willing to reimburse part of the expense, especially if you can prove that the skills you'll learn will be useful for future projects or tasks.
Key Points
Although it can be disappointing to realize that you lack the qualifications for the job you want, you don't necessarily have to give up your dream. Where possible, work towards obtaining the formal qualifications you need to get ahead. If that's not practical, then take proactive steps to investigate other ways of learning the skills you need. You may not only impress your company with your ambition and enthusiasm, but prove to them that you really do care about the job.
Consider accepting a lower-level position to gain experience in a new field, or invest the time in distance-learning classes. This will strengthen your qualifications, and give you a chance to examine whether you really want the new job enough to work hard for it. This can often be as enlightening as the knowledge you acquire along the way.
Imagine this scenario: You're doing a great job in your current role, but you've recently become interested in a completely different line of work. This is something you feel passionate about, and it could advance your career to exciting new levels.
The only problem is that this new type of work requires qualifications or experience that you currently don't have. Sure, you've got some useful skills, and you're so inspired by the new role that you know you would quickly gain the necessary knowledge. But you fear you may not get the opportunity.
So you ask yourself: Do you really have the time or desire to quit your current job to pursue that advanced degree you need? Can you afford to spend the money or vacation time on executive-level coaching courses? While gaining formal qualifications is the best way of advancing your career, for many people, it's not always realistic or practical to obtain those qualifications.
So, what are some alternative ways of learning the skills you need, without spending too much time and money?
The good news is that there are several ways to overcome your lack of qualifications. In this article, we offer strategies for gaining the skills necessary to help you secure the job of your dreams.
Volunteer
This may come as a surprise, but volunteering isn't just about doing charity work: it's also a great way to acquire new skills that would be hard to learn elsewhere.
Let's say you've heard a rumor that a management position at your company will open up in the next few months. You've always wanted to work in management, and you'd like to apply for the job as soon as the vacancy is advertised. But you currently have no management experience. What can you do?
Well, you can show initiative, and keep an eye out for opportunities that arise in your organization - they may be advertised on a bulletin board or company intranet - even if they are not directly related to your current job. What about joining an employee relations committee? Or how about a planning committee that's organizing a major company event? Why not volunteer to run it? Taking on new duties will involve more work (and, as a volunteer, you won't get paid for it). But it's also an opportunity to be involved with managing a group of people. When it's time to apply for that management position, you'll be able to show that you have experience successfully running a team.
As well as learning new skills, volunteering for extra jobs or projects can also help you prove to your boss that you can handle increased responsibilities. Although you may not see immediate results, don't dismiss the long-term value of the knowledge you'll gain, and the good impression you'll make.
If you can't identify opportunities within your company, then consider volunteering for community organizations. Many nonprofits - such as school boards and youth work programs - look for people to do accounting, marketing, fundraising, project management, writing, budgeting, and more. These skills are highly valued in the business world, and you can add them to your résumé when you apply for a promotion or new job.
Start at a Lower Level
This may not seem to make sense at first. Why would you apply for a position further down the ladder from the one you want?
Here's the reason: If you have no qualifications or experience for a specific role, then applying for a related position, with fewer responsibilities and fewer requirements, can at least lead you one step closer to the job you really want.
Imagine that you'd like to start a career as a journalist. You're a good writer, but you have no experience writing feature stories or working in a newspaper environment. Well, chances are pretty high that you won't get a writing position without a portfolio.
But if you take a job as a receptionist at a media organization, you'll soon gain detailed knowledge of how a newspaper works. You can write a few articles in your spare time, and ask your new journalist colleagues for feedback. You can even offer to help out with some of the smaller articles. The important thing is to see your name in print, and to build up your portfolio. You'll then be in an ideal position if there's a job opening for a writer. Eventually, you could make the transition to full-time journalist.
Applying 'downward' may not seem appealing in the short term. However, in the long term, if you really want to make a career change, it may be worth exploring this option if it helps you reach your ultimate goal.
And, depending on the new company or position, you might be able to learn the skills you need for your ideal job during your regular work day. The company might offer training seminars, or reimburse you for outside classes. Failing to consider a lower-level position might mean you would miss out on these opportunities.
However, do bear in mind that certain occupations require specific qualifications and experience. For example, if you want to become a medical doctor, then just helping out on a hospital ward will not be enough to secure the job of your dreams. Several years of rigorous medical training is essential here - something you would have to consider on a practical level before making such a commitment.
Take Advantage of Distance Learning
Distance learning (Internet-based classes) allows you to gain additional qualifications while working full time. This is because it's often more efficient than going to classes on campus.
With distance learning, you attend class at the time and place of your choice - on your lunch hour, in the evenings, or on weekends. You don't have to waste time driving to and from campus. And, because you work on your own (instead of at the pace of an entire class), you can often complete a qualification in less time - and at a much lower cost - than a traditional school.
Perhaps the biggest benefit to distance learning is that, because it's so common now (compared to even a few years ago), you can become certified or earn a degree in almost any area.
Skills like project management, personnel development, marketing, business management, accounting and finance, and leadership are just a few subjects you could study in a distance-learning program.
Take Executive-level Workshops
Executive-level courses can help you gain qualifications in a specific area. These are usually intense training sessions that last anywhere from one day to a week or more.
Executive workshops often use several different approaches to teach upper-level managers important new skills that will help them advance their careers. For example, a traditional campus class is usually taught by one professor. Executive-level workshops, however, often use lectures from several different experts - plus group exercises and one-to-one coaching.
Imagine that you decide to take an executive workshop on relationship building, so you'll have a better chance at a career in upper management. Instead of a traditional management class, which may have only one lecture on building relationships, workshops might offer several different lectures, each exploring a different area of relationship building. You could attend lectures on topics such as Barriers to Relationship Building, Asking Questions and Telling Stories, The Cost of Building and Maintaining Relationships, and so on.
Executive-level workshops can be expensive, but they're terrific ways to learn some specific skills to add to your résumé.
If you attend a longer workshop (lasting a week, for example), you may have to use your vacation time. This is an admirable demonstration of your commitment to excel in your career, but make sure you still have enough remaining days off to take a real vacation during the year. It's never a good idea to wear yourself out in the race to get ahead.
It's worth checking with your company when you register for a workshop. It might be willing to reimburse part of the expense, especially if you can prove that the skills you'll learn will be useful for future projects or tasks.
Key Points
Although it can be disappointing to realize that you lack the qualifications for the job you want, you don't necessarily have to give up your dream. Where possible, work towards obtaining the formal qualifications you need to get ahead. If that's not practical, then take proactive steps to investigate other ways of learning the skills you need. You may not only impress your company with your ambition and enthusiasm, but prove to them that you really do care about the job.
Consider accepting a lower-level position to gain experience in a new field, or invest the time in distance-learning classes. This will strengthen your qualifications, and give you a chance to examine whether you really want the new job enough to work hard for it. This can often be as enlightening as the knowledge you acquire along the way.
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