6 amazing ways to take credit for someone elses work

6 amazing ways to take leistungspunkt for someone elses work6 amazing ways to take credit for someone elses workThe path to corporate success is paved with hard work and dedication. But how can you blaze up that path without having to pave that road? Here are 6 amazing ways to take credit for someone elses work.1. Ask them how they plan on solving problem X right before the meeting, then say their plan before they canspeakRight before themeeting, put your hand on their shoulder and say Buddy, I do not know how were going to get out of this one. Sound a bit panicked, and egg them on a bit more for a solution if they dont give you one. If you want to live dangerously, pound the table and say I got it a half a second before theyre about to solve the problem at the meeting.2. Go for a nice stroll by their desk when theyreawayExercise is a great way to improve productivity, especially when your exercise is walking in front of a smart parts desk. Do a quick once-over of their desk or compu ter screen, and if bystanders are suspicious, just say youre looking for some staples. Staples are the most inconspicuous office supplies to look for.3. Repeat a solution someone just said, but add a minuscule detailchangeIf they dont give you all the credit, at least youll get recognition for fixing an unbroken idea. Ideally, the situation would go a little like thisManagerAnd thats why we need to cut down expenses 12% by the end of the quarter. Any ideas?Smart coworkerI think our only vorkaufsrecht is staff layoffs and replacing them with cheaper solutions. I do not see how we can continue doing business when we are so overstaffed. Its either lose a few fingers, or cut off the whole hand.YouLayoffs? Have a heart, have a soul There has to be another waymaybe task automation? We find ways to automate certain tasks, and ask some staff to supervise in case of a malfunction. Sure, some staff will have to find other employment opportunities (maybe most of them) but well survive. The han d stays attached, and a few of the fingers get smaller.ManagerYouve done it again Someone can expect a nice bonus this year.4. Brainstorm with a group, viciously object to the best idea another person says, then say that same idea to management if your own ideas arent connectingThe only thing better than taking someones great idea is make the person who thought of it think its a horrible one.5. Ask for feedback from your team regarding any new initiatives, take that advice, then fire themThey say one of the secrets to success is to surround yourself with smart people. The other part of that is taking their valuable input, then getting rid of the evidence.6. If theres a big project, volunteer to co-chair with someone, and avoid all of the work so they have to doitYour partner may know youre an irresponsible scumbag, but the world will only see a successful project with your name under it.And there you have it. Someones thinking of a great idea right now, so get out and get ready to p ounce.Note After stealing someones idea, proper ways to celebrate include pelvic thrusts towards their direction and posting pictures of your bonus check on their facebook inc wall.If you enjoyed this piece, followWarren Urquharton Medium.Thissatire post originally appeared on The Cooper Review.

Americas corporate courage crisis Building a courage quotient

Americas corporate courage crisis Building a courage quotientAmericas corporate courage crisis Building a courage quotientThe most powerful agent of growth and transformation is something much mora basic than any technique a change of heart. - John WelwoodCorporate America has a leadership crisis. New start-ups are at an all-time low. Anxiety is rampant. As those in leadership roles cling to the deceptive safety of the status quo, we see sub-optimization in performance, resilience, and growth. My 30 years of experience as a business consultant, working with more than ten thousand executives across 200+ companies has confirmed for me that executives are not failing due to a lack of IQ or ambition.Most every failure was due to a lack of emotional intelligence, of nerve in which one or more key acts of courage were missing. Im not the first to point this out Fortune magazines June 1999 article Why CEOs Fail came to the saatkorn conclusion. Where courage stops is where effective leaders hip stops.Courage comes from the French coeur, meaning heart. Yet intelligent, ambitious, astute senior executives underperform or outright fail due to a lack of heart. It is not helpful, however, to simply say, You need more courage. It is more useful to realize that there are at least seven distinct types of acts of courage and to explore which have been mastered and can be leveraged as strengths, and which need development as soon as possible.Just one example a CEO, extremely smart, competent and empowering of subordinates, was willing to hear the bad news and took pride in not micromanaging. This worked well until excessive conflict hit his management team. Two powerful executives were at loggerheads and the team took cover, sub-optimizing, getting little done while key decisions were not being made. The CEO lacked the courage to confront an executive in a position of influence with a key customer. Nine months after failing to take action, his mainboard of Directors fired him. This, unfortunately, is not an exception. Are you respectfully and clearly confronting those you need to hold accountable?Knowing that there are distinct key acts of courage allows you to calibrate, refine and then focus on exercising the form of courage you most need for your leadership development. Leadership is a learnable art form more than a science. One of the fundamental requirements of leadership is that of exercising the right act of courage when it is called for. Knowing the different acts of courage allows systematic development of the one where you are weakest. Take a moment to look at the following seven acts of courage and evaluate yourself where 1 is very weak and 7 is extremely strong (you are a role model for others.)From The 7 Acts of Courage1) The Courage to Dream Express It (vision, big goals, putting it out there)2) The Courage to See Current Reality (seeing strengths, weaknesses, the state of your business, your career, your family, your life taking any blinde rs off)3) The Courage to Confront (telling truth to power per the Quakers, willing to confront up, to speak up with respect, seizing the moment to offer coaching insights, ideas, suggestions)4) The Courage to Be Confronted (to listen non-defensively to criticism, learning from critiques, listening to learn, seeking out the bad news, asking for contrary viewpoints, rewarding people for speaking up)5) The Courage to Learn and Grow (stepping into the unknown, tolerating ambiguity and uncertainty, taking calculated risks, giving up any addiction to being right instead focusing on the bigger win, willing to lose a battle to win a war)6) The Courage to Be Vulnerable (asking for help, letting others know they are needed, open to the passion, wild ideas and strengths of others, emotionally open and present)7) The Courage to Act (putting yourself in harms way, stepping up when needed, willing to commit, follow through, moving through resistance and fear in the moment to do the right thing)Do you know which of the above seven key acts of courage are most often missing or least developed in senior executives and thus in their organizations? Most of the leaders and managers with whom I have worked over the decades have the courage to dream, see current reality, learn and grow, and take action.What has tripped up the vast majority has been The fear of confronting a boss, a key peer or powerful influence leader, the fear of being confronted of being seen as weak, coming across as defensive and not actively seeking out the bad news, and the fear of being open and vulnerable. If you ranked yourself lowest for any of these three, you are in good company with the majority of executives in corporate America. Whether it is one of these three, or any other act of courage that you rated the lowest, take note This is your Achilles Heel that will keep you from hitting your full leadership stride.Are you ready to leverage the acts of courage you are strongest in while working on the act(s) you have least developed? What you will not face or address will cost you most dearly. As James Baldwin wisely wrote, Not everything you face can be changed, but nothing can be changed until you face it.Are you ready to face what needs to be changed in your Courage Quotient? Do you have the heart to address it, to be your best?Robert Dusty Staub, is an international speaker, best-selling author, and the CEO of Staub Leadership International a business consulting company that trains executives and teams in creating high-performance outcomes.

Deciding If A Reduced Work Schedule is Right For You

Deciding If A Reduced Work Schedule is Right For YouDeciding If A Reduced Work Schedule is Right For YouThere are many things to consider before you accept a reduced work schedule.A reduced work schedule could be your answer to work/life balance, but this may be one of those preconceived nothings we all have about parenthood. If we work less, we can be more successful at work and at home. This may be true for some moms, but others find that they can find work-life balance through a flexible schedule, a partner who carries his or her share of childcare responsibilities or an extra pair of hands, such as a nanny or grandparent. Before you jump into a reduced work arrangement consider whether or not itd be a good fit for your life. For instance, your children will be minors for about two decades, and its hard to predict when theyll need you fruchtwein at home or at school events. If you assume that youre most needed when your child is an infant and thus negotiate a reduced work schedule , you may be unhappy to learn that your angst-ridden tween is actually the most demanding. Decide If You Could Afford a Lesser Income Even if you keep the same hourly rate of pay, because youre working fewer hours each week, your overall take-home wages will drop. On top of this, many professions experience a part-time penalty, in which your pay drops even more than it should, proportionately, because reduced work schedules are considered a perk that compensates for a slightly lower hourly rate. Take into consideration how your daycare costs would be affected. If your child goes part-time, does the tuition increase (because youre holding a spot a potential full-timer could fill) or does it decrease? The best advice is to look at your household budget and see where you could cut back on spending. There are always things that can be cut it just depends on how much youd like to change your lifestyle. Your Workload Imagine the disappointment when youve finally worked out the perfect part-time schedule, only to discover that your workload refuses to squeeze into the hours for which youre being paid. Not everyone on a part-time schedule experiences this problem, but many do. Unless your job can truly be compressed or pared down so that you can complete your responsibilities in the allotted time, you could be shortchanged by taking a reduced hour schedule. Before you agree to your new schedule, negotiate what your job responsibilities will be. Show Youre Committed to Your Work You may believe wholeheartedly that youre just as committed to your career on a reduced hour schedule asyou were when you were working full time. The sad truth, however, is that many of your colleagues and managers may assume that youre not interested in advancing as quickly or taking on challenging projects because youve reduced your workload. If this is the case youll need to get creative in how you can show others youre still committed to your career advancement. You could seek out t ravel and stretch assignments. When youre in the office you can be even more focused and efficient than you were before because youre there less often. You can meet with your manager often to show enthusiasm about your projects and share ideas you have about future ones. Set Boundaries Early On to Avoid Overwhelm A final complaint from some moms on reduced hour schedules is that because they have slightly more free time, people will try to use it up. Maybe the school asks you to volunteer more often, or neighbors request that you help with package deliveries or home repairs because youre home one day a week. Your spouse may even be guilty of cutting into this hard-earned time away from work, by loading you up with more household errands. If you commit to a reduced work schedule, cherish and protect the free time youve earned. Set daily personal and professional goals so that when someone asks you for a favor, itll be easier to say no instead of yes. Decide What You Need This Free Time For Is catching up on housework,piled-up laundry or grocery shopping be worth you changing your hours? Perhaps you have no time for self-care or exercise and working a reduced work schedule would give you time to hit the gym. Either way, youll end up with more time to fulfill the needs of your family or yourself. If you are struggling with this, a reduced work schedule may be your answer. Reducing Your Hours May Be Better Than Quitting For some working moms, reduced work is the best alternative to quitting a job entirely. If your spouse has a demanding work and travel schedule, you may have to work part-time or not at all. In this case, reduced hours present an acceptable compromise between the full-time career you really want, and giving up any paid work. Making a career change like this is a tough decision for some.For some, the decision is easy because they are fed up with the position quo and need a change. For others, there are so many factors that writing out th e pros and cons, with the assistance of this list will help them make an informed decision. Just remember you always have a choice, if you choose to make it.