General Professional Development

How to Get Angry at Work

shearouse

Our first guest post! The publishing arm of the American Management Association recently asked if we’d consider featuring their book Conflict 101, we said yes, and thus received a free copy of the management guide. It’s an emotionally-grounded look at how to fight fairly from 9 to 5, including how to reveal your anger productively. We asked if author Susan Shearouse would be up for writing an article for WN. We’re so pleased; here it is. -HC

When you get down to it, there are LOTS of ways to get angry at work:

  • The guy in the next cubicle keeps asking you the same questions over and over again.  When are you supposed to get your own work done?
  • Your boss comes in half an hour before quitting time with another assignment, plops it on your desk and walks away.  Seems like he pulls this every week.
  • The co-worker claims credit for the report when she turned it in.  Say WHAT???  There would be no report if you hadn’t spent hours feeding the information to her, then editing her work so that it made any sense at all.

We can work up a good mad-on just thinking about these things.  But then we hit the bigger problem: What to do with our anger once it has gotten to a rolling boil?

Blowing up can feel so satisfying in the moment.  Just telling them what you think will surely clear the air and then you can get back to work.  But it usually creates a bigger mess that is difficult to clean up. People’s feelings get bruised and a wall of distrust starts to go up.

Stuffing it doesn’t often work any better.  The problem isn’t resolved, sometimes it just gets bigger. Even though you try to forget about it, the resentment lingers, lying in wait for the next offense.

There must be another way…

Here are some things you can do the next time you feel yourself beginning to simmer with anger: Read more →

Sisters Doing It for Themselves (Brothers Are, Too) [video]

Haig Chahinian

The foundation of our civilization is shifting. Feel it?  NEW New York City, or Non-traditional Employment for Women in NYC, is paving the way (couldn’t help it) towards ground-breaking (stop us!) change in the limits we all place around professional development.  Check out the organization’s mission:

Founded in 1978, NEW is a sector-based workforce development program that prepares women for careers in the construction, transportation, energy, and facilities maintenance industries. NEW focuses on skilled, unionized jobs in the trades with starting wages averaging $15 per hour, benefits, and a path to higher-wage employment.

Totally hot! Not only is the promise of career advancement exciting, this is an organization that clearly encourages every member to bring her whole self to work. In the construction field, we’re talking about revealing and engaging the full extent of your strength, stamina and dexterity, plus so much more.

Now women aren’t the only ones pursuing less traditional occupations. There’s an increasing number of men taking up the role of C.E.O. support system, also known as “husband of the C.E.O.”  From the New York Times story on the men who support women C.E.O.s:

Asked at a Barnard College conference what men could do to help advance women’s leadership, Rosabeth Moss Kanter, a professor at Harvard Business School and author of the landmark “Men and Women of the Corporation,” answered, “The laundry.”

When women and men eagerly take on non-traditional pursuits, we all benefit. These pioneers demonstrate the hard-won fulfillment and freedom that can come with eschewing the trappings of gender.

Watch the stories of some of New York City’s strongest:

This video almost brings tears to our eyes. It’s a shining example of bringing your whole self to work, for sure.

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Don’t Evaluate Your Performance [video]

Haig Chahinian

Word’s getting out that performance evaluations can do significant damage in the workplace. From “Get Rid of the Performance Review” in the Wall Street Journal: “[An evaluation] destroys morale, kills teamwork and hurts the bottom line. And that’s just for starters.”

What to do?

Listen to Courtney Love, natch. We just can’t contain our unending adoration of her.

In an interview last year supporting Hole’s album Nobody’s Daughter, rather than evaluating her performance, she deconstructs it.

There’s a subtle, yet significant difference between the two approaches.  An analysis describes something from different angles, without necessarily drawing conclusions.  In contrast, an evaluation judges it. What do we learn from being judged? Not so much.

Yet from an analytical breakdown, we derive plenty. Love analyzes her recent work experience in typically forthright form.  The gems:

[In Austin, Texas] I engaged the audience more, I gave them more. I don’t know if I can do that all the time. Because I give too much when I give. And I don’t know that people are appreciating what they’re seeing, and even if they are, I don’t know if that’s enough for me. So I’m very conflicted about my job.

You note her open ambivalence about her livelihood?  Nearly all of us feel ambivalent about some aspects of our employment.  In thinking critically about her relationship to her work, it feels like she’s learning about her self as she speaks.

The internal conflict continues: Read more →

Gender and the New C.E.O.

Haig Chahinian

One of the more poignant stories we know about organizational dynamics goes like this:

A Black man in his mid-30s was hired as a business development executive in a large consulting firm.  On his first day of work, his boss, a White man in his early 50s, said to him, “I’m glad you joined our team. Although I don’t want you to think that you were hired because of your race.”

To which he replied, “Why not?  You were.”

Whether we’re comfortable admitting it or not, we all notice physical characteristics of the people around us, including:

  • skin tone
  • height
  • body shape
  • hair texture and color
  • nose width
  • fullness of lips, and
  • size, shape and color of eyes.

From this data, we make inferences about individuals’ gender, race and ethnicity. And from these assumptions we often form conclusions about one’s competence, work ethic, and likeability, for example. Indeed bringing your whole self to work involves having conscious awareness of how your  gender, race, and ethnicity — plus other salient parts of your identity — impact your work.

So when Virginia Rometty was recently named the new chief executive of IBM (NYSE: IBM), it was surprising to read the perspective of Samuel Palmisano, the current chief executive. In a story from the New York Times:

Gender, according to Mr. Palmisano, did not figure into Ms. Rometty’s selection.

“Ginni got it because she deserved it,” Mr. Palmisano said, using the informal first name by which she is known to friends and colleagues. “It’s got zero to do with progressive social policies,” Mr. Palmisano added.

Just like the protagonist suggests in the story above, why wouldn’t gender be among the multiple multi-faceted factors that play into the selection of a chief executive?

Palmisano seems to be saying that Rometty’s promotion is not an affirmative action-related decision, which will ultimately help authorize her in her new leadership role.

We empathize with his need to be politic. Still, it would deepen workplace conversations if everybody acknowledged the role that gender often plays in hiring decisions. Not to mention provide significant relief in knowing the truth.

Up next: How gender impacts the world of journalism.

Image via

Harmful Images of Executive Leadership

Haig Chahinian

Imagine an executive at work.

Who did you picture? Perhaps a White, physically capable, probably straight, man? If you did, it’s not totally your fault.  In part because there’s an image of one to the right.

As consumers of media, we’re regularly fed subtle and powerful messages of what executive leadership looks like.  Bill Keller (right), former executive editor of the New York Times, was recently referenced in the New Yorker as follows:

With his square jaw, neatly parted gray hair, dark suit, and pocket kerchief, Keller on this day could have passed for what his father was, the chairman and C.E.O. of Chevron.

With this physical description, he’s a natural ringer for a chief executive of a global corporation making several billion dollars in annual profits, including last year?

The picture of Keller immediately continues, with a rub:

Yet when he stepped to the microphone his voice quavered, and he occasionally paused to restrain tears.

His bone structure, fine hair, and formal dress could link Keller to the role of multinational chief executive, yet he cried, so no behemoth conglomerate chairmanship for him!

The additional message suggests that powerful executive men don’t express tender emotions.

These ideas reach us in a place under the conscious level, and they sometimes come from an unconscious place in the writer. Is the New Yorker writer Ken Auletta aware of his myopic view of executive leadership?

This description of Keller comprises just a few sentences within a 10,000 word essay, so it’s easy to miss the underlying implications. It’s one of numerous written messages we take in regarding who’s fit for leadership in our society.

We get this message delivered in pictures, too.

One example: Read more →

Poetry + Football = Recipe for Success

Haig Chahinian

Brandon M. Graham is an educator and author of A Love Supreme: Amputated Feelings & Prosthetic Apologies (Brownstone Publishing, Inc., 2005), as well as the forthcoming collection of poetry entitled Conciliation: Medicine for Melancholy (Brownstone Publishing, Inc. 2011).

He’s also a friend; once upon a time we team taught a professional development course at New School University.

We chatted online recently, and discussed the career path that has led him to become the published poet he is today. Our conversation took twists and turns, uncovering references to Russian literature, growing up with ministers, and wetting himself while writing.

The full interview follows, with very minor edits:

Haig Chahinian:  When you were 12, what did you want to be when you grew up?

Brandon M. Graham:  I remember wanting to be both a professional athlete and a writer of some sort. I wasn’t too versed in genre, but I know I loved playing sport and writing in my journal.

HC:  What kind of athlete? And that’s quite a mix! Did you share this with anyone at that time?

Graham:  As a kid I played organized football, basketball, and track. My parents and coaches have always been really encouraging. I think I had a natural aptitude for playing football. I idolized players like Walter Payton and Jerry Rice. Also, I did share it with my teachers, coaches, and classmates. I wasn’t necessarily ashamed about wanting to be a writer and surely I wasn’t ashamed of wanting to be a professional athlete. I think those thoughts of anxiety toward keeping a journal and writing crept in when I began high school.

HC:  In professional football, what did you want in that line of work? Fame? To crush other ballplayers? Fortune? The poetry of a perfect spiral viewed by millions? And what did writing in your journal feel like to you? It seems like you felt something significant, because you thought about pursuing writing professionally. (And tell me to slow down if we’re going too fast.)

Graham:  That’s funny you would use that language because really early on I found the poetry and symmetry in sport. I had always been a running back when I played football. I noticed the kind of choreography of a football play. You have eleven men going up against eleven other men–and that can both violent and exhilarating. However, the overwhelming feeling I walked away from each play was just how amazed I was that we were all in sync. So I really enjoyed teamwork and collaboration with others on the field. The fame and money and all that comes with being a professional athlete was all secondary. (OK, forgive if I’m typing too slow. I’ll do my best to keep up, but just be a little patient with me and we’re all good man. This is cool.)

HC:  So you were a thinker from an early age.  Both of these avenues — professional sports and professional writing — are hard to find success in!  What happened in high school, where I hear you say anxiety crept in? How did that happen? For example, was it completely internal? Or perhaps there were external forces at play? Read more →

Many Ways to Come Out at Work [video]

Haig Chahinian

Zachary Quinto recently came out as a gay man, which inspired Dan Kloeffler similarly to come out during a 3:00 a.m. newscast on World News Now.

Rather than the more common route of “I’m gay,” Quinto qualified his work in Angels in America with “as a gay man…” and boom, he was out. Quick and easy, right?

More playfully, in response to the story about Quinto’s revelation, Kloeffler said “I’m thinking I can lose my distraction about dating actors right from that one, maybe.” We get distracted by the term “lose my distraction,” yet the essence of coming out as gay is all there.

Whereas Quinto tells us he’s gay, Kloeffler shows us.

And if you’re nervous in the midst of showing who you are, it’s OK;  you’ll make your point well enough.

Watch and listen for yourself:

Considering the media uproar surrounding these stories, it’s increasingly clear that revealing your whole self at work can pay off. Visibility and professional development go hand in hand.

What statements have you made, or heard, relative to coming out at work?

Image via, permission pending.