Comments on: When other people’s bad habits get in your way http://www.mindfultimemanagement.com/2009/04/other-peoples-bad-habits/ Relief from overwhelm for entrepreneurs and creative professionals Sun, 05 Sep 2010 20:48:54 +0000 hourly 1 http://wordpress.org/?v=3.0.1 By: Janet Bailey http://www.mindfultimemanagement.com/2009/04/other-peoples-bad-habits/comment-page-1/#comment-67 Janet Bailey Sun, 26 Apr 2009 06:15:21 +0000 http://www.mindfultimemanagement.com/?p=102#comment-67 @Diana - If she'd been his supervisor, you're right, it would have been appropriate (and important) for her to claim that authority. But he was a peer, not a direct report, and she didn't have the authority to enforce guidelines or start a disciplinary action. Hence the need to remove some of the emotional engagement so she could reflect on next steps. @JoVE - Agree, not easy, but possible! @Diana – If she’d been his supervisor, you’re right, it would have been appropriate (and important) for her to claim that authority. But he was a peer, not a direct report, and she didn’t have the authority to enforce guidelines or start a disciplinary action. Hence the need to remove some of the emotional engagement so she could reflect on next steps.

@JoVE – Agree, not easy, but possible!

]]> By: Diana Schneidman http://www.mindfultimemanagement.com/2009/04/other-peoples-bad-habits/comment-page-1/#comment-66 Diana Schneidman Sun, 26 Apr 2009 03:04:13 +0000 http://www.mindfultimemanagement.com/?p=102#comment-66 The suggested resolution is excellent but it stops short of being as effective as it could be. If it were under the umbrella of disciplinary action, "he" would improve performance or would leave the organization. And if he were let go, it would be perfectly fair since he would be choosing this option by not abiding by Cammie's clearly defined guidelines. She said she didn't want to get him fired because "he really knows the business." Well, his knowledge isn't sufficiently benefiting her. He does not work out of the office to share his expertise on an ongoing basis, nor does he apply his knowledge to meet deadlines with high quality work. It does not appear he holds the best hand politically since we are not told he plays golf with the execs or has any other kind of special influence. As a supervisor, she has the power to develop a staff that does the work as assigned. If she refuses to step into her authority, she's positioning herself as a martyr. -Diana The suggested resolution is excellent but it stops short of being as effective as it could be. If it were under the umbrella of disciplinary action, “he” would improve performance or would leave the organization. And if he were let go, it would be perfectly fair since he would be choosing this option by not abiding by Cammie’s clearly defined guidelines.

She said she didn’t want to get him fired because “he really knows the business.” Well, his knowledge isn’t sufficiently benefiting her. He does not work out of the office to share his expertise on an ongoing basis, nor does he apply his knowledge to meet deadlines with high quality work.

It does not appear he holds the best hand politically since we are not told he plays golf with the execs or has any other kind of special influence.

As a supervisor, she has the power to develop a staff that does the work as assigned. If she refuses to step into her authority, she’s positioning herself as a martyr.

-Diana

]]> By: JoVE http://www.mindfultimemanagement.com/2009/04/other-peoples-bad-habits/comment-page-1/#comment-65 JoVE Sat, 25 Apr 2009 20:20:54 +0000 http://www.mindfultimemanagement.com/?p=102#comment-65 Excellent approach, Janet. Not easy. But possible, which changing other people's behaviour often isn't. Always good to focus on the stuff we can actually do something about. Excellent approach, Janet. Not easy. But possible, which changing other people’s behaviour often isn’t. Always good to focus on the stuff we can actually do something about.

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