Office politics tackle ariserobydreams-converted

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Office is a place where we meet different personality with different mindset and caliber.Its all in the game how we analyze the pitch and defend.Mostly its better to leave such a negative environment than to degrade yourself and waste your time impotent talent people.

OFFICE POLITICS
A.ROBERT MARIA VINCENT
Founder & Head
ARISE TRAINING & RESEARCH CENTER
ARISE TRAINING & RESEARCH CENTER

SETTING UP PEOPLE TO FAIL
micromanagement
ARISE TRAINING & RESEARCH CENTER

HONESTY IS CONSIDERED TO BE A
THREAT.
ARISE TRAINING & RESEARCH CENTER

Not sharing relevant information in
order to maintain control.
ARISE TRAINING & RESEARCH CENTER

ANOTHER TYPE OF INSECURITY
Not hiring nor
promoting strong
performers so as not
endanger own
position.
ARISE TRAINING & RESEARCH CENTER

Spreading rumors to damage
someone’s reputation.
ARISE TRAINING & RESEARCH CENTER

LIVING IN OTHERS SHADOW
Misrepresenting
own accomplishment to make
oneself look better at expense
of others. Taking credit for
other people's successful
work, and "crediting" them
when their efforts fail.ARISE TRAINING & RESEARCH CENTER

FAVORITISM AND NEPOTISM.
▪ Nepotism has a
negative effect on a
workplace, employee morale
decreases its growth and
ethics.
▪ Employees may feel
unappreciated, and as a
result, they may lose their
motivation to achieve their
goals and accomplish their
day-to-day tasks.ARISE TRAINING & RESEARCH CENTER

Loyalty, talent and and
hard work are not
appreciated in toxic
political cultures.
Honesty and integrity
are punished.
ARISE TRAINING & RESEARCH CENTER

HOW TO TACKLE
ARISE TRAINING & RESEARCH CENTER

SIMPLE STRATEGIES TO SAFEGUARD
from
OFFICE POLITICS
ARISE TRAINING & RESEARCH CENTER
STAY POSITIVE TODAY AND FOREVER
SAY NO TO WORKPLACE BULLYING
PUT AN END TO GOSSIP
FOCUS COMPLETELY ON WORK GOALS
DOCUMENT EVERYTHING THAT IS IMPORTANT
IDENTIFY NEGATIVE INFLUENCERS

Hearty thanks to Mr. Oleg Vishnepolsky
for
reference taken from his article.
ARISE TRAINING & RESEARCH CENTER

What Is Servant Leadership? Characteristics of Servant Leadership Myths Of Servant Leadership Best Servant Leaders Benefits of Servant Leadership Do's and Don'ts of Being a Servant Leader Servant Leadership at the Workplace The servant-leader is servant first and then conscious choice brings one to aspire to lead. Servant leaders involve others in decision-making that enhances the growth of people while improving the quality of organizational life. Servant leaders ensure that their team’s needs are met while they focus on helping individuals make better decisions and be more innovative. Servant leadership is not about gaining–it is about giving and serving. Characteristics of Servant Leadership Valuing People Humility: People First Listening Empathy Stewardship Trust & Caring Persuasion Building Community Myths Of Servant Leadership 1) Servant leadership means giving up power to employees. Servant leadership is about sharing power and decision-making with employees to enable the business to be successful. Servant leadership doesn’t mean that employees can do whatever they want, or that every decision within the organization is made by consensus. 2) A servant leader is abdicating responsibility for success. Servant leader understands that they are ultimately responsible for the success of their employees and the success of their business. Sometimes decisions need to be made that only the leader can make; the tough calls that might be unpopular. #Leadership #ServantLeadership #ServantLeaders #Agile #Scrum #DecisionMaking #Empathy #Persuasion #projectmanagement #OrganizationalLife #Innovation #Growth #ManoharPrasad #AgileCoaching #ServantLeader #organization #ResponsibilityForSuccess #BusinessSuccess #PopularDecision

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© The Insights Group Ltd, 2014. All rights reserved.1 Article Authentic Leadership – To thine own self be true What is authentic leadership? The idea of authentic leadership has been around for a long time, even if it was known by different names until Bill George’s book ‘Authentic Leadership’ popularised the term out in 2003. Since then, the term has become business jargon, often overused and not well enough understood to be meaningful. But there is something behind the jargon – ideas and concepts that have been around for centuries that can help leaders lead people by having a sense of self-awareness, identity, honesty and passion. We all have a different idea of what authentic leadership is, based on our own knowledge and experiences: “At its most basic level, authenticity means being genuine – not a replica, not a copy or imitation. In leadership being genuine implies that we are embodying our true selves into our leadership role. Being true to ourselves calls us to draw on the very essence of our values, beliefs, principles, morals and that all of these create our ‘guiding compass’ in the job. Not somebody else’s compass – our own! Authentic leadership holds making the most of our strengths, recognising and trading off our weaknesses and taking full self-accountability for the impact we have on others. What authentic leadership is not about is adopting the styles or traits of other leaders.” – Steve Robinson “Authentic leadership for me encompasses the whole leader and a leader cannot be authentic just some of the time or when times are buoyant. It is about showing the behaviours of an authentic leader all of the time and not just ‘in pockets’. An authentic leader demonstrates their ability to exhibit the right behaviours especially when needed in times of change and challenge. A high level of self-awareness is of paramount importance and the foundations required for being an authentic leader. A leader cannot be authentic with others if they do not understand what this looks like for them.” – Victoria O’Dea “I had no idea that being your authentic self could make me as rich as I’ve become. If I had, I’d have done it a lot earlier.” –Oprah Winfrey It’s amazing how many of us have two sides to our personality, a ‘work me’ and a ‘home me’. At work, we often try to come across a certain way, whether it’s to garner more recognition or to fit in with our managers and colleagues; we end up changing ourselves and how we act. This is especially true in leadership, where managers often feel pressure to fit their personality to match their role. The problem is that by ‘acting the role’ of leader, those around them often feel like they’re being lied to or deceived. Then leaders are stunned when their employees don’t like them, don’t trust them and end up leaving. But if individuals can remain authentic in their leadership approach, they can bring their whole self to work while still being.

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There is a lot of confusion about the differences between people who are narcissistic versus those who have a narcissistic personality disorder. According to the Mayo Clinic “Narcissistic personality disorder is a mental disorder in which people have an inflated sense of their own importance and a deep need for admiration. Those with narcissistic personality disorder believe that they’re superior to others and have little regard for other people’s feelings. But behind this mask of ultra-confidence lies a fragile self-esteem, vulnerable to the slightest criticism.” The narcissist is not mentally ill, does not have a personality disorder and is most interested in gaining power, money and prestige. They may act the same and seem indistinguishable to those with a personality disorder for most people, however, their self-esteem is not as fragile and they are able to develop new behaviors. They seem the same because they use the same dysfunctional behaviors to achieve their agenda. These people are arrogant and obnoxious and act as though they are superior to others. They have little or no empathy and feel entitled to special treatment. They exploit others to get what they want and have no qualms about doing this. With little capacity for reflection, their self-awareness is low. They rarely apologize as they have no insight into what they do and feel little shame or remorse.

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Office politics tackle ariserobydreams-converted

1. OFFICE POLITICS A.ROBERT MARIA VINCENT Founder & Head ARISE TRAINING & RESEARCH CENTER ARISE TRAINING & RESEARCH CENTER

2. ARISE TRAINING & RESEARCH CENTER

3. SETTING UP PEOPLE TO FAIL micromanagement ARISE TRAINING & RESEARCH CENTER

4. HONESTY IS CONSIDERED TO BE A THREAT. ARISE TRAINING & RESEARCH CENTER

5. Not sharing relevant information in order to maintain control. ARISE TRAINING & RESEARCH CENTER

6. ANOTHER TYPE OF INSECURITY Not hiring nor promoting strong performers so as not endanger own position. ARISE TRAINING & RESEARCH CENTER

7. Spreading rumors to damage someone’s reputation. ARISE TRAINING & RESEARCH CENTER

8. LIVING IN OTHERS SHADOW Misrepresenting own accomplishment to make oneself look better at expense of others. Taking credit for other people's successful work, and "crediting" them when their efforts fail.ARISE TRAINING & RESEARCH CENTER

9. FAVORITISM AND NEPOTISM. ▪ Nepotism has a negative effect on a workplace, employee morale decreases its growth and ethics. ▪ Employees may feel unappreciated, and as a result, they may lose their motivation to achieve their goals and accomplish their day-to-day tasks.ARISE TRAINING & RESEARCH CENTER

10. Loyalty, talent and and hard work are not appreciated in toxic political cultures. Honesty and integrity are punished. ARISE TRAINING & RESEARCH CENTER

11. HOW TO TACKLE ARISE TRAINING & RESEARCH CENTER

12. SIMPLE STRATEGIES TO SAFEGUARD from OFFICE POLITICS ARISE TRAINING & RESEARCH CENTER STAY POSITIVE TODAY AND FOREVER SAY NO TO WORKPLACE BULLYING PUT AN END TO GOSSIP FOCUS COMPLETELY ON WORK GOALS DOCUMENT EVERYTHING THAT IS IMPORTANT IDENTIFY NEGATIVE INFLUENCERS

13. ARISE TRAINING & RESEARCH CENTER

14. Hearty thanks to Mr. Oleg Vishnepolsky for reference taken from his article. ARISE TRAINING & RESEARCH CENTER

Office politics tackle ariserobydreams-converted

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