Louise Matthews’ Post

What do you do when you are annoyed with someone or something at work? There's what we typically do or there's a different approach that's more empowering. Check it out and let me know what you think about this: https://lnkd.in/gWN3if3R

Lucia’s dilemma with Ray mirrors a common workplace challenge. His monopolizing of conversations and refusal to share work highlight problematic traits often found in know-it-alls. These individuals, while potentially knowledgeable, often overshadow and frustrate colleagues. **Dealing with Know-It-Alls:** 1. **Understand Their Motives:** Consider if they’re compensating for insecurities or proving their worth. Validate their contributions to ease this need. 2. **Assess Validity:** Distinguish between their abrasive delivery and the merit of their points. 3. **Check Bias:** Reflect on whether your perception is influenced by unconscious biases. 4. **Evaluate Your Reaction:** Determine if your frustration is due to personal insecurities or actual workplace disruptions. **Effective Strategies:** 1. **Appreciate Their Knowledge:** Acknowledge their expertise to reduce their need for constant validation. 2. **Prevent Interruptions:** Set clear guidelines before speaking, requesting others to hold comments until you finish. 3. **Address Interruptions Tactfully:** Confidently state your intent to finish your point, and enlist allies if needed. 4. **Set Norms:** Encourage balanced participation by establishing norms like “take space, make space.” 5. **Request Evidence:** Politely ask for data to back up their assertions, promoting fact-based discussions. 6. **Model Humility:** Display openness and humility, encouraging a culture of collaborative inquiry. Implementing these tactics can transform interactions, making them more productive and less stressful. #WorkplaceDynamics #CommunicationSkills #LeadershipTips

Small talk at work is important and a way to engage with your co-workers. Supervisors and colleagues are more likely to support those employees in the workplace with whom they feel most comfortable. For years now, I have offered the tip to "mention something relatable about yourself like sports" as mentoring advice to younger women as a way to connect with male bosses and colleagues. #smalltalk #workplace #employment #employeesuccess #supervisors #coworkers #mentoringtips #washingtonpost #sports

[𝗬𝗼𝘂 𝗮𝗿𝗲𝗻'𝘁 𝗮𝘃𝗮𝗶𝗹𝗮𝗯𝗹𝗲] Ever heard that? Setting boundaries is essential because we can't be there for everyone all the time. It's a lesson I've learned the hard way. In today's fast-paced world, availability is often mistaken for productivity. 𝗕𝗨𝗧 𝗹𝗲𝘁'𝘀.𝗯𝗲.𝗿𝗲𝗮𝗹 1. Being constantly available leads to burnout and reduces our effectiveness. 2. Building boundaries isn't about being unapproachable; it's about being strategic with our time and energy. One key to maintaining boundaries > over-communication. It might seem excessive, but it's crucial. Clearly stating your availability and expectations prevents misunderstandings and keeps everyone aligned. Over-communication can fix most issues, turning potential chaos into a well-oiled machine. So, next time someone says, "you aren’t available," take it as a sign you're doing something right. >You're protecting your time >Maintaining your sanity >Ultimately, delivering better results. [𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗰𝗿𝗲𝗮𝘁𝗲 𝗵𝗲𝗮𝗹𝘁𝗵𝘆 𝗯𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀 𝗮𝗻𝗱 𝗵𝗼𝘄 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗺𝗼𝗿𝗲 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗼𝗳 𝗶𝘁?] Follow @𝘁𝗵𝗲𝗺𝗮𝘀𝗼𝗻𝗲𝗳𝗳𝗲𝗰𝘁 to understand your unique leadership style and escalate your personality intelligence, your emotional intelligence and your skills intelligence. If this helped you... ↳ Help somebody else and repost ♻ for your network to see today. 🔗 The link to chat is in my featured section.

Let’s Talk About “Ghosting” in Business 👻💼 We’ve all experienced it. You’re in the middle of a promising conversation, a potential partnership, or a deal that seems like it’s heading somewhere, and then… silence. No follow-up, no feedback, just disappearing without a trace. Ghosting in business can leave both parties feeling frustrated, uncertain, and stuck in limbo. But here’s the thing: It doesn’t have to end this way. Instead of leaving things hanging, why not lean into empathy and kindness? A simple message—whether it’s a “thank you, but we’re going in a different direction” or “I appreciate the opportunity, but it’s not the right fit”—can help everyone find closure and move forward with clarity. Business relationships, like personal ones, thrive on respect and communication. By closing the chapter properly, you’re not just maintaining your professional integrity, but also showing that you value the other person’s time and efforts. Let’s normalize compassionate communication in business. It’s not about burning bridges; it’s about building a culture of respect—even when things don’t go as planned. What is your take on ghosting in business? Let’s discuss how we can all bring more empathy into our professional lives! #BusinessKindness #EmpathyInBusiness #RespectfulClosure #SustainableBusinessPractices

🚨 When a Coworker Keeps Giving You Unsolicited Advice 🚨 Ever had that one coworker who seems to have an opinion on everything you do? Whether it’s your presentation style or your lunch choices, they’re always ready to share their “wisdom.” 🤔 While feedback can be invaluable, unsolicited advice can sometimes feel like a mini avalanche of well-meaning but misdirected guidance. Here are a few ways to navigate this tricky situation: 1. Listen, Then Reflect: Sometimes, there might be a gem hidden in their advice. Take a moment to consider if there’s something useful, even if it’s wrapped in unnecessary commentary. 2. Set Boundaries: It’s perfectly okay to gently redirect the conversation. A simple, “Thanks for the input, but I’ve got this covered!” can go a long way. 3. Cultivate Curiosity: Turn the tables! Ask them about their own experiences. This can often lead to a more meaningful dialogue and may even tone down the advice-giving. 4. Focus on Your Goals: Remember why you’re here and what you’re aiming for. Stay true to your vision, and don’t let distractions sway you. At the end of the day, we all want to support each other. So let’s transform unsolicited advice into constructive conversations! 💪✨ How do you handle unsolicited advice at work? Share your experiences below! 👇 #WorkplaceWisdom #TeamDynamics #ProfessionalGrowth

Working with others can feel like a constant tug-of-war—some people move too fast, others too slow. But here's a little secret for cutting through the noise without burning bridges: share your intent. It’s not about asking for permission, it’s about keeping everyone in the loop while moving things forward. Think of it like using your turn signal—letting people know where you're headed so things keep flowing smoothly. Next time you need to make a call, try it out: “I intend to…” and watch how it speeds everything up. #Collaboration #LeadershipHacks #IntentionalAction #WorkSmarter #GroupDynamics #DecisiveMoves

🚀 "Why did the scarecrow become a successful professional? Because he was outstanding in his field!" 🌾😄 Happy to be here at Nia for today's meeting, and it got me thinking: How often do we take a moment to appreciate the quirky, unexpected moments in our professional lives? 🤔 Imagine this: You're in a meeting, and someone drops a joke that lightens the mood. Suddenly, the room feels more connected, ideas flow more freely, and collaboration becomes a breeze. Humor isn't just a nice-to-have; it's a powerful tool for fostering creativity and building strong teams. 💡 So, here's my question for you: What's the funniest thing that's ever happened to you in a professional setting? And how did it impact your team or project? I'll start. Once, during a crucial presentation, my laptop decided it was the perfect time to update. Cue the awkward silence. But instead of panicking, I cracked a joke about technology's impeccable timing. The room erupted in laughter, and the ice was broken. The rest of the meeting was a hit, and we walked away with some of our best ideas yet. 🎉 Humor can be a game-changer in the workplace. It builds rapport, reduces stress, and can even boost productivity. Plus, who doesn't love a good laugh? 😂 Drop your funniest work moment in the comments below. Let's share some laughs and maybe even learn a thing or two about the power of humor in our professional lives. And hey, if you found this post insightful or it brought a smile to your face, give it a like and repost it so others can join the fun! #WorkplaceHumor #TeamBuilding #ProfessionalGrowth - powered by #evyAI

The perfect 1-on-1: Manager: "So, Peter Parker, what would you like to talk about today." Peter: "Nothing really, just chugging along, everything's fine". Manager: "Great, I didn't have anything either today - you want some time back?" Peter: "Sure, thanks, see you soon!" 🚨🚨🚨 If you are having 1-on-1s with your employees like that - Stop! Just Stop! The 30 minute sessions you spend with your employees every week are among the most important meetings you have as a manager. Why? Because it's an opportunity to (a) care about your employee, (b) listen to and help with their problems, (c) coach and grow them and (d) receive feedback for the work that you do! But what if your employee isn't opening up to you? What if you just don't get a good conversation going? 1. Start earning trust. Your employees only open up to you when they trust you. Check out one of my latest 5-minute-reads on earning trust: https://lnkd.in/gRj2pAKh 2. Ask more targeted and open ended questions in your 1-on-1s. For example: "What worried you most last week?", "How do you feel about your work-life-balance?", "If you could change something in the team today, what would it be?". The goal is to figure out how your employee feels, what issues they are dealing with and what you can do to help them feel better and work more effectively and efficiently. 3. Show empathy and understanding for everything the employee shares with you. Appreciate their openess when they open up to you, and share similar scenarios that you had to work through (and be sure to mention the feelings you had). 4. Never ever use your 1-on-1s as status reports. There are other ways for you as a manager to retrieve status updates from your employees. When you begin leading with empathy, one-on-one meetings become essential for discovering, sharing, and understanding the feelings of both you and your employees. For a kick start and toolbox on leading with empathy, check out my latest book: https://a.co/d/7FrH6Pm

Yesterday, I had a discovery call scheduled and the person canceled 10 minutes before the start time. Today, I've already had a no-show. No message, no email, no call, nothing. Clearly, I need to change my system. Neither of these people were ideal clients, so I was already compromising to have a call with them. Here's the thing - I love Discovery Calls. I love, love talking to people, hearing their stories, getting to know them. Even if they don't turn into clients, I enjoy the relationship and connection. I would love to hear feedback. My time is valuable and I schedule my day around these kinds of things so I know I need to change it up. Do you charge for discovery calls and call it something else? Should I offer a "Consultation" and charge something for it when they schedule to get on my calendar?