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      "body": "Congratulations @peacefulmanager! You received a personal award!\n\n<table><tr><td>https://steemitimages.com/70x70/http://steemitboard.com/@peacefulmanager/birthday3.png</td><td>Happy Birthday! - You are on the Steem blockchain for 3 years!</td></tr></table>\n\n<sub>_You can view [your badges on your Steem Board](https://steemitboard.com/@peacefulmanager) and compare to others on the [Steem Ranking](https://steemitboard.com/ranking/index.php?name=peacefulmanager)_</sub>\n\n\n###### [Vote for @Steemitboard as a witness](https://v2.steemconnect.com/sign/account-witness-vote?witness=steemitboard&approve=1) to get one more award and increased upvotes!",
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      "body": "<img class=\"alignnone size-thumbnail wp-image-493\" src=\"http://www.randytrelka.com/wp-content/uploads/2016/05/feedback-1213042_1920-150x150.jpg\" alt=\"feedback-1213042_1920\" width=\"150\" height=\"150\" />\n<h4>I am a person who doesn’t handle criticism well. I don’t like to be told that I am not doing something well, or that I messed up. I like to think that I do all things well, and that because I care and try my best that I am always doing things the right way. The truth is that I am just as flawed as anybody else and my own strengths blind me to my weaknesses.</h4>\nHearing feedback from coworkers, and especially subordinates, is not an easy thing to seek out. We would rather go through life believing that we are doing things right than to have to face the fact that sometimes we make mistakes and fall short of meeting expectations.\n\nThe sooner that we get feedback, the quicker we can correct problems. We need to be open to criticism and be willing to learn from our mistakes and failures. Every failure is an opportunity for growth and even greater success, if we are willing to learn from our mistakes.\n\nSo how do we go about getting feedback from our co-workers and subordinates? We need to get past our own egos and insecurity. We need to realize that the only way we grow as an individual is to step outside ourselves, admit our own frailties, and ask those we trust to give us honest and sincere feedback. We need to have the strength to allow ourselves to stand spiritually naked before others and have them point out our warts and defects.\n\nThis isn’t easy, and I am by no means so brave as to think I would easily submit to this type of dressing down, but I know it is the only way to truly grow. We must be willing to allow ourselves to be vulnerable and hear things that we would rather turn away from, ignore, and never deal with. Mediocrity is built upon complacency, but greatness is built upon strength, courage, and humility.\n\nAlways seek out the input of people you trust and respect. Ask them to give you an honest appraisal of both the things you do well and the things they think you don’t do so well or you could improve on. Let them know that they won’t hurt your feelings and that you are seeking input in order to grow and become a better manager and human being. Find both fellow managers and employees that you trust and know will be honest with you. By seeking input from others you will put yourself on a path to accelerated growth, and you will build stronger relationships with those that you work with by allowing yourself to be vulnerable with them and showing them that you trust them.\n\nGather around yourself people who will be honest with you and give you a fair appraisal of your performance. Avoid yes-men (or women). Be wary of anybody who tells you exactly what you want to hear. Pull into your circle of influence those people who challenge you and respectfully tell you when you are wrong.\n\nNo matter how successful you are in any project, or how right you feel in any action, take the time to tap into your circle of trust to seek feedback for as to how they view your progress. It is too easy for us to only see the good we do. Often, even in our finest moments, there are areas where we could have done something better. We cannot see how our actions impact other areas and other people. We need to always seek out input from outside ourselves to give us that perspective that can only come from external sources.\n\nOur greatest assets are the opinions and insights of trusted coworkers and subordinates who are willing to give us their honest feedback. Their insights can save us from our hubris, ego, and blind spots. We need to seek the views from outside ourselves to keep us honest, humble, and grounded. The perspective of other people is a necessary ingredient to being a good, fair, and humble manager.\n\nSeeking feedback is more important than giving feedback. When we give feedback we are trying to tell people how they are doing from our perspective. When we seek feedback we are asking others to help us improve ourselves. We are allowing ourselves to be vulnerable, to be open to improvements, to be humble and honest with ourselves. Receiving feedback and acting on it can only serve to make us better managers and ultimately better human beings.\n\nIf you enjoyed this post and found value in the message please sign up for my weekly newsletter and gain access to great free content available only to subscribers including my free E-book <a href=\"http://wp.me/P6mvmy-5j\"><em>The Peaceful Manager: A Beginner's Guide to Managing People</em></a> and my <em>Guide to Managing Difficult Employees</em>. Also, check out my <a href=\"http://wp.me/P6mvmy-45\">resources page</a> with links to other great blog posts to go along with all my weekly posts organized by subject category.",
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      "body": "<img class=\"size-thumbnail wp-image-511 aligncenter\" src=\"http://www.randytrelka.com/wp-content/uploads/2016/05/girl-1186895_1920-150x150.jpg\" alt=\"Don't Let Stress Keep You From Your Goals\" width=\"150\" height=\"150\" />\n<h4>“The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.” Martin Luther King, Jr.</h4>\n<h5>This past week was a management week from hell. It was filled with personnel issues, injury management, process failures, and machine break downs. If it could go wrong this week it did. I had to come in early and go home late putting in long hours dealing with all the many problems that required my attention. The key is to not let stress manage you but to learn to manage your stress.</h5>\nIt would have been easy at any point this week to lose my cool and blow up at somebody; and believe me I had moments where I had to bite my tongue and walk away from certain people. The truth is that we cannot allow stress to derail us, take us off our game, and keep us from achieving our goals.\n\nIn a previous <a href=\"http://wp.me/p6mvmy-79\">blog post</a> I wrote about three tips to dealing with stress, but in this post I want to focus on how to keep control of our emotions in times of stress and how to turn stressful moments into learning and growth opportunities.\n\nStress is a part of life whether professional or personal. Life is going to happen and unfold in its own manner. We can merely play our part and respond as we are able with the tools available to us. We can yell and scream and throw a fit but it won’t change our circumstances. It might affect our relationships with the people we manage and how our coworkers view us - and that is the point.\n\nWe need to be in control of ourselves and our emotions. Emotional intelligence is such a big part of managing people and managers who don’t have it don’t succeed.\n\nHow many times have you worked with, or had a manager, who when they got stressed would yell and scream at people? Did you enjoy being around this person? Did it make you want to help them to solve whatever problem they were upset about? Probably not.\n\nNot being able to control your emotions and losing your cool will destroy all your credibility and trust with people. People want to follow a manager who is cool under pressure and who helps others remain cool in the face of adversity. 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By imaging the worse, and realizing that you will survive it, it helps to keep you grounded in the here and now and be able to face the reality of lesser consequences.</li>\n \t<li><em><strong>Get out of your own head and engage your team.</strong></em> Our people are our greatest asset and once we realize this it becomes clear that we don’t have to bear the burden on our own shoulders. We have a team of great people who can help us to come up with solutions to whatever problems we face. Get your team together and use their strengths to create possible solutions that will lead to better outcomes. When we stay stuck in our own heads we are restricted by our own biases and fears. When we engage others new possibilities and avenues open up to us that allow us to see a much wider range of opportunities.</li>\n \t<li><em><strong>Look at every problem and every challenge as an opportunity to learn.</strong> </em>If we change our focus from looking at problems as obstacles that stand in our way to seeing them as learning opportunities that help us grow, then the stress of the situation is lessened. Now instead of an obstacle we have a chance to learn something about ourselves, what we believe, and the capabilities of ourselves and our teams. We also can see the opportunity for growth and success in overcoming the problems and creating tools that will help us in the future. Problems then become an exciting opportunity to grow and explore our strengths, and allow us to gain new tools to help us succeed.</li>\n</ol>\nStress will come into all our lives. It is a natural element of being alive and it serves to keep us sharp, to keep us aware, and to warn us of danger. 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      "body": "I hope you found it helpful. I will be posting on many aspects of management and leadership and hope to put forth many aspects that I think make a good manager, but the main thing I think make a good manager is the ability to have empathy for your people while meeting organizational objectives. We get paid to do what we do but that doesn't mean we have to forget about the human side of business.",
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      "body": "Interesting thoughts you share here, I like your article and I'm suspicious to read the next one about what makes a good manager. Best wishes   @peacefulmanager",
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      "body": "<img class=\"size-thumbnail wp-image-514 aligncenter\" src=\"http://www.randytrelka.com/wp-content/uploads/2016/06/angry-man-274175_1280-150x150.jpg\" alt=\"angry-man-274175_1280\" width=\"150\" height=\"150\" />\n\n<em><strong>We have all worked for and with bad managers, and I would hope that the reason you are reading this blog is to find out how to become a good manager. In order to get better at something we need to understand what is the wrong way to do something so we can avoid doing things that will keep us from being the best.</strong></em>\n\nI am sure that you can think of numerous bad managers that you have had to deal with throughout your career. Think about what made those managers bad. What were the traits they displayed, and what were the traits they lacked that made them ineffective in their job?\n\nIn looking back on my career I have identified five qualities that I believe make for a bad manager. In looking at these ask yourself if you display any of these qualities and if so what can you do to change them.\n<ol>\n \t<li><strong>Bad managers display a general distrust of all employees.</strong></li>\n</ol>\nBad managers believe that all people are inherently lazy and will avoid doing their jobs unless they have a strong armed manager standing over them to keep an eye on them. These managers do not develop strong relationships with their people. They often form alliances with a few employees that they feel they can trust and give favored preference to these trusted lieutenants. They often play one employee against another to try to motivate under performers and fail to create trusting, cooperative teams.\n<ol start=\"2\">\n \t<li><strong>Bad managers don’t trust employees to complete tasks independently without constant management oversight.</strong></li>\n</ol>\nThis goes back to the fact that bad managers see employees as lazy and work avoiding. It also reflects the manager’s belief that employees are not as smart or knowledgeable as the manager, therefore the manager feels they need to manage every aspect of a project in order for it to be accomplished correctly. By displaying a lack of trust these managers create an atmosphere that lacks imagination, creativity, and a willingness to try something new.\n<ol start=\"3\">\n \t<li><strong>Bad managers enjoy ruling over others and generally see punishment as being a good thing.</strong></li>\n</ol>\nThe enjoyment of ruling over people and seeing punishment as a motivator comes from the managers own lack of understanding and confidence in their ability to motivate people. It also come from a lack of real understanding of human nature and fruitful human interaction, and the response becomes that people need to be ruled over. When there is a lack of trust and belief in people then the leader feels that the only way to motivate people is to hold the threat of punishment over them. In reality, punishment is often not motivational and affects not just the individual, but the entire team as constant threats break down team morale.\n<ol start=\"4\">\n \t<li><strong>A bad manager isn’t honest with themselves or others about their own shortcomings or failures.</strong></li>\n</ol>\nBad managers blame others for mistakes without taking ownership for their own role in those mistakes. They always look to place blame on someone other than themselves. Did the manager fail to communicate properly or give clear instructions? Did the manager fail to see a problem and then looked to put the blame of their shortsightedness on others? Bad managers are often insecure in their own abilities and knowledge and therefore do not like to look in the mirror to see where they are falling short. It is much easier to criticize others than to take accountability for one’s own actions and take actions to change oneself.\n<ol start=\"5\">\n \t<li><strong>Finally, bad managers see every problem as a nail and therefore act like hammers.</strong></li>\n</ol>\nBrute force of will and action is how bad managers respond to problems. Yelling, screaming, putting employees down is how it is manifested. Engaging in threats and force is how the manager responds to almost any problem. This creates fear and an inability for teams to act, because if they make a mistake the manager will come down on them in a disciplinary manner.\n\nThe overall general characteristic of a bad manager is a lack of honesty with themselves, and therefore a general distrust of people. Bad managers lack introspection and fail to take accountability for their own shortcomings. They project their insecurities onto others and act out in ways that discourage cooperation, creativity, and risk-taking, all essential elements to strong, successful teams.\n\nBy understanding what makes a bad manager we can begin to look at our own actions and see where we are acting as bad managers and take steps to correct those actions that are having a negative impact on our teams.\n\nIn the next post, we will look at what makes a good manager and steps we can take to improve our performance as managers and help us to create the strong, creative, and successful teams as engaged, open-minded leaders.",
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      "body": "I'm glad you found value in it. I have been in supervisor and management roles for over 13 years and it has taken me a while to figure out how to manage people in a way that respects them, gets them to buy into my style, and allows them to express themselves while still meeting the mission of the team. I am not perfect but I try everyday to lead my people with concern for them as individuals. Peace.",
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      "body": "Great post caused me to reflect... having had employment under so many managers and also managing others i know how true this is... the best managers make you feel invested, and recognise even at the base production level, all must feel equally respected for their efforts",
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      "author": "peacefulmanager",
      "body": "<img class=\"aligncenter wp-image-521 size-thumbnail\" title=\"leadership\" src=\"http://www.randytrelka.com/wp-content/uploads/2016/06/life-1426252_1920-150x150.png\" alt=\"Leadership with Passion\" width=\"150\" height=\"150\" />\nEarly in my career, when I first became a supervisor, I didn’t practice leadership with passion. I was unsure of myself and had gotten into it merely because I knew I didn’t want to be a line worker on a factory floor my whole career, and also because I didn’t know what I was passionate about, but I enjoyed working with the people on the floor.\n\nSome people are lucky and they identify their passion early in life and have a clear path toward what they want to do for a career. I wasn’t one of those people. I had a hard time figuring out what I was passionate about and what I wanted to do for a career. To tell the truth I don’t know if I still have found my one thing, if there even is any one thing that I am meant to do.\n\nThe reality is that most of us will never find that one thing that we were meant to do. Instead, we have to take the life we are given and make the most of it. If you think about that though it is really powerful. I don’t have to know what my one purpose in life is, in fact I don’t have to be limited by having one purpose, I can choose multiple paths and explore as freely and as fully as I want to, seeing how far I can go in whatever path I choose.\n\nBeing a manager and a leader is one of those paths that allows us a lot of freedom and a lot of opportunity to have a huge impact on the lives of others. Think about how a current or past manager has impacted you either positively or negatively. Think about how their actions either motivated or unmotivated you.\n\nWe spend almost 70% of any given week at work, and as managers and supervisors we have an opportunity to make our work environment a place where people feel that they have an opportunity to express themselves, challenge themselves, and contribute to a larger cause. We can develop passion in ourselves and in those we lead and make a tremendous impact on other people in a very positive manner.\n\nThis is why I love being a manager, because I have the ability to have a positive impact on people. I am able to make my work environment a place where people enjoy coming to work every day. A place where people will know that they have support and encouragement. Where they will be able to express themselves without the fear of judgement or punishment.\n\nIf you don’t enjoy learning, growing, being challenged, or working with people then you probably shouldn’t be a manager or supervisor.\n\nEmbrace the career you have chosen. Embrace your ability to affect positive change on the people and organizations that you serve. And remember that as a manager and leader you are in service to others. You serve the employer that pays you your salary and you serve the people you are entrusted with leading.\n\nFinding your passion for leadership requires you to realize that this career is about service to others and it can have an impact like no other career. Even if you are a shift supervisor or a middle manager you are responsible for affecting change at the most crucial area of your organization. Any organization is a failure or a success because of the daily work that is done at the lowest levels of an organization. It is the line workers and base line employees who produce the products and services that keep the doors open of any organization. Too often organizations and managers get so focused with climbing the ladder, or advancing in their careers, that they forget the importance of the people at the bottom, and the impact that they can make with those people.\n\nDon’t take people for granted. Give respect to those who are willing to do the tedious and hard work, the grunt work, the work that really makes an organization successful. Appreciate the fact that you get to make a huge impact where it really matters. And embrace your role as a leader by developing passion for leading people.\n\nAs human beings we need others to survive and to flourish. We are not solitary creatures. As a manager you are entrusted with leading a community of people at your work. You have the ability to make their work heavy or light. You have the ability to bring positive change to your organization at the ground level. Develop a passion for people, for leadership, and for service and realize that there is something noble and good in managing people if only you see the bigger picture and embrace your role in it.\n\n    Are you a manager or supervisor looking for tools and tip. \nSign up to access all my great free content today! https://t.co/gZKWtutWc2\n\n    — Peaceful Manager (@randytrelka)",
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