Monika has recently co-authored a book on “Success Simplified” with Stephen Covey.
It has been a spring that many will say there was nothing to smile about. It was cold, rainy and dark. From all the rain we have beautiful green lawns and flowers starting to bloom. Again there are many people in parts of the world that are not smiling with all the rain causing flooding and destruction. I wanted to take this opportunity to write about smiling and how contagious it may be in our workplace and for our clients.
Some people are always smiling, cheerful, and they seem to brighten up a room. Their positive attitude and gusto are identified by those they come in contact with. Moreover, we have all encountered those have the opposite effect on people-the “doom and gloom effect.” we often refer to one’s attitude and yet what is that? It is your mental state or the position you take regarding life.
Zig Ziglar once said, “Your attitude, not your aptitude, will determine your altitude.” If you take the word “OPPORTUNITYISNOWHERE,” some people see the “no where” while others see “now here.” So is the glass half empty or half full? Often the difference between success and failure is not linked to how we look, how we dress, or how much education we have; it is based on how we think!
Great leaders share the same thought; knowing that a positive attitude is contagious. As leaders, it is vital that we display a positive mindset daily. After all, if we expect our employees to express positive attitudes, we should model such behaviours for them to see.
Each day we have a choice of whether we elect to display a positive or negative attitude. Daily, we encounter negative attitudes at work and in our personal lives. If you remain positive amongst pessimism, you can be contagious.
Some times it is not that easy. I have found some tips I would like to share to help you be positive from “Attitudes are Contagious. Is Yours Worth Catching” by Patti Wanamaker.
Many of you are thinking, what is there to smile about, and why maintain a positive attitude when there are doom and gloom around us? Research has shown that there are health benefits of smiling in the workplace. We are dealing with conflict, mental health issues and have difficult situations arising every day as we manage our workplace. Interestingly many years ago, it was declared that “the smile is the best medicine for the happiness of humanity.” Later scientific research explained the effects and physiological benefits of smiling for a healthier life. Smiling can be beneficial, in dealing with illness, pressures of everyday life, stress at work, and smiling can even substantially change the quality and forecasts of our lives.
Would life not be better if people smile regularly? I think smiling every day would keep you away from the doctor and feeling self-confident. Try these:
By smiling, we can reduce the level of stress hormones. Smiling helps us to increase the number of antibody-producing cells and improve the effectiveness of other cells.
Smiling is good for our general health. Smiling 100 times is equivalent to ten minutes of rowing or cycling in fifteen minutes.
Sometimes we just want to laugh or cry. That means you want to release all the pent feelings in your head, making you feel both physically and mentally better. So to reduce anxiety smile often, even when you are not happy. Smiling at others will, in turn, help them be happy.
Smiling can take you from being angry, stressed, feeling guilty, and negative to putting you in a more favourable frame of mind. Smiling will make you change yourself and improve the attitudes and thinking to other people to the better.
When people can view an event that may be frightening as funny, they may be able to feel more content and see the events occurred just merely as a “challenge” in life, rather than a threat.
There are times when smiling, and laughter can be contagious. If you smile more than you can make other people around you also smile more. So by smiling yourself, you can reduce the stress levels of people around you and change their moods. Maybe even improve the quality of social interaction, and reduce your stress level as well.
They say that optimists have a stronger immune system and can fight disease better than the pessimists. There is a link between a positive attitude and good health, which is measured in many different ways. In general, researchers have discovered that optimistic people are more healthy, and they have a stronger immune system.
According to the British Organization of Dental Health, a smile has the level of stimulation as eating 2000 chocolate bars.
A smile does not cost you a cent, and it is easy to spread. A recent study showed that preschool children laugh 400 times a day, but the time we reach adulthood, we just laugh an average of 17 times per day.
So take the challenge and smile more often and find things in your lives that you can laugh about.
Stay great and healthy.
In today’s workplace employee conflicts may and do happen. Sometimes they begin as simple matters which escalate into significant issues in the workplace causing lower performance and productivity resulting in lack of communication, misunderstanding of the intent, personality clashes or different perceptions and values.
It is vital to deal with employee conflict, whether minor or significant, in a timely fashion to preserve a positive, healthy work environment and to evade any increase or collateral damage among work teams and others departments.
We are finding that managers often do not respond accordingly to the issues of conflict in the workplace. In many cases, it is for lack of experience, fear of retaliation against them, insufficient training and lack of confidence. Sometimes they find it easier to avoid and ignore then tackle the sensitive issues. When issues are not dealt with quickly and efficiently in the workplace, they tend to fester and develop in magnitude. When an employer has contacted me, the situation usually has been growing underground, so to speak, for some months before it explodes in either the HR office or before the managers. Typically, at this point, the problem is more complicated, involves more staff and takes more effort and time to resolve. At times it may even undermine the staff’s confidence in the manager’s ability to manage.
Some common behaviours of supervisors and managers which may have a negative impact on the managing of workplace disputes effectively would be ignoring the situation until it is about to “burst”. When managers disregard challenging situations, when they do come to the surface, they require immediate and urgent action usually at a very inconvenient time to resolve. Some managers tend to overlook an awkward situation altogether until the case is ready to blow up. Then they need to take immediate action to try to deal with it, and this almost always occurs at an inconvenient time, like on a Friday afternoon before a long weekend. Putting your management head in the sand will not make the problem go away, it will only make it worst. Taking action early in the workplace dispute development is usually the best solution, with the most excellent chance of success.
Not dealing with a conflict that is escalating quickly, many managers found themselves frustrated and overwhelmed which could add fuel to the case, potentially affecting the decision-making process and the capability to contain and resolve the situation comprehensively. Another mistake a manager may make is letting the office politics interfere with resolving the conflict. When office politics interfere with the steps of the solution, staff in the workplace goes camping. Taking sides of either the complainant or the respondent. The team that tries to remain neutral (sitting on the fence) only suffer the ongoing bickering of the two parties. The way that employees perceive situations in the workplace are essential to resolving the conflicts in the actions to be taken. A biased move (recognized or not) on the managers part may result in more battles and create permanent barriers in the workplace.
The objective of workplace dispute resolution in the first place is to come to an agreement or solution that is practical and realistic for all parties. So it may mean there is a requirement for conciliation to move forward to resolution by the manager.
Taking a page out of Steven Covey’s “7 Habits of Highly Effective People” book and initially “seek to understand then be understood”.
Sitting down with the employees, listening actively to what they are disturbed about, gathering all the information from both sides and only then attempting to craft a clear picture of what is going on, why and what the options might be regarding resolving or improving things for those caught up in the conflict.
The bottom line is that disputes and conflict in the workplace are not stoppable. Anticipating how to approach these workplace situations beforehand, may put you in a position to be ready to take action when they occur.