|
|
Mark Sanborn
Before you assume they aren't interested, ask yourself these questions:
"Have I been clear about what I'm suggesting?" The more specific your suggestion, the greater the chance it will be considered. Details help managers evaluate the validity of the suggestion.
"Have I made the case for the importance of this suggestion?" What problem does your suggestion solve and/or what opportunity or benefits does it create? A manager has to do a cost/benefit analysis. If there isn't a good payoff for taking a suggestion then it won't be taken.
"Have I quantified the cost?" Taking action may cost only time, but even that is an important consideration. How long will this take? Who will need to be involved? Assigning numbers to your suggestion can help your cause.
"Have I translated the 'what shouldn't be done' to 'what should be done'?" Too often suggestions are framed only in the negative. "You need to stop being so critical" is an example of a vague suggestion. What should that person do instead to share his or her concerns?
If your boss never takes your suggestions--no matter how well presented--you have a difficult decision: accept that behavior or look for a different boss and/or job. If over time, however, your valid and helpful suggestions are being ignored, you will have to come to terms with the fact that you are part of a culture of organization that doesn't fairly support you. There are many great bosses and great places to work and it might be time to start seeking them out.
About Mark:
Mark is an international bestselling author and noted speaker on leadership, team building, customer service and change. He is the author of seven books, including TeamBuilt: Making Teamwork Work, Sanborn on Success, and Upgrade: Proven Strategies for Dramatically Increasing Personal and Professional Success. Mark's book The Fred Factor: How Passion in Your Work and Life Can Make the Ordinary Extraordinary is an international bestseller. His most recent release, You Don't Need a Title to be a Leader, is making an impact on leadership development at every level.
More about Mark Sanborn |
|
 Kevin Kelly
Clarity is the basis of great communication! Whether at the start of the relationship or not, it is important that the employee sits down and get clarity about their role and job expectations from their boss. This knowledge provides them with a mechanism for self appraisal.
Xceptionalize your job! Focus on exceptional execution of your job, exceed your bosses expectations - this is the gold star approach to communication (beyond words!) with your boss.
Appreciate that both yourself and your boss have similar needs -similar DNA ie Do Need Attention.... so affirm your bosses efforts, listen to them and show gratitude for their role in your development. Giving attention in an attention deficit society is the rapport builder.
About Kevin:
Kevin Kelly is an internationally acclaimed motivational speaker and authority on entrepreneurship, leadership, sales, creativity and personal excellence. His book titles include Basics before Buzz and Life: A Trip Towards Trust. In addition, he has produced three motivational CD's: Good Enough - Now Go Get It; Setting, Getting and Forgetting Goals and Compelling Communication Strategies.
More about Kevin Kelly |
|
 Cheryl Cran
When someone isn't listening it is usually for one of two reasons:
- They are distracted/busy. You need to think of the best way to communicate with them- do they come in to work early- if so set up a time to talk at a time that works for their schedule and work pattern. If you have set up a time and they are answering phones/emails/texts while you are talking- request their focus and try to use humor.
- They don't care. It could be because they feel you are always asking them questions or they have what they perceive as 'bigger' issues going on. This requires you to be a little assertive and request the attention something like, " I hate bothering you, but it seems that you don't seem to care about my questions or concerns- is there something I can do to get you to hear me?"
Bosses are people, a lot of times they are not aware that they aren't listening or that their behavior doesn't honor their employees. We need to take the best actions we can to get our boss to listen.
About Cheryl:
Generation and leadership expert Cheryl Cran is a sought after consultant on trends in the workplace. Cheryl strongly believes that harnessing generation intelligence in the workplace is the bright future of business. She is the author of numerous highly successful books including: 101 Ways to Make Generations X, Y and Zoomers Happy at Work; The Control Freak Revolution and Say What You Mean - Mean What You Say.
More about Cheryl Cran |
|
 Alan Vengel
"What is the absolute biggest complaint that people have about their boss?
They don't listen!
Here are two very good ways to get your boss to listen to you: - Listen to them first, completely, persistently and with good will. - Give evidence that you have understood what they are saying, by frequently checking your understanding. And remember, listening is a reciprocal behavior!"
About Alan:
Alan Vengel is a prominent author, consultant and educator. Known internationally as an authority on influencing, negotiating and talent development, Alan is a dynamic and entertaining speaker. The author three books, Alan's first book, The Influence Edge: How to Persuade Others to Help You Achieve Your Goals released in the fall of 2000 was nominated for a California Book Award. SPROUT!: Everything I Need to Know About Sales I Learned From My Garden, was nominated for Forward Magazine's book of the year award. Alan's latest book is 20 Minutes To a Top Performer.
More about Alan Vengel |
|
|
|
|
Looking for Ideas?
Looking for speaker ideas to jumpstart
the planning process? Take a minute to visit our Idea Generator and receive a
set of suggestions customized to your industry, organization, and
audience. |
|
