http://www.badbossology.com/ The latest news from Badbossology.com en-us http://www.badbossology.com/i124906-c68 "Everyone has to deal with a bully boss from time to time. Maybe it’s just a personality clash or, perhaps, your boss is plain crazy. On the bad days when you are ready to staple your mean boss’s toes to the ceiling, take a look at this list and just think it could be worse" http://www.badbossology.com/i124904 "Analyze the boss's style, and then develop a strategy for dealing with it." http://www.badbossology.com/i124903-c45 "Here are some findings from a study by the Workplace Bullying Institute in America:" http://www.badbossology.com/i124902-c68 "The day of reckoning has arrived. Your leadership skills need an overhaul, and I've detailed why in the following slides. Any of these shortcomings sound familiar?" http://www.badbossology.com/i124901-c51 "In the old days, if your boss made a habit of yelling at you in front of your co-workers, "all we could say was tough luck, you've got a crappy boss," says Toronto employment lawyer Janice Rubin. "So maybe look for another job." Then, a decade ago, the corporate bullies met their match: Canadian judges. They started to rule that if a boss was so mean to an employee that he got sick or quit, the boss, or his company, should have to compensate the target for the abuse." http://www.badbossology.com/i124900-c46 "Many people are stuck in unpleasant work environments, but some bosses go beyond mere unpleasantness and engage in abusive behavior. Working for an abusive boss creates untold anxiety and depression, and can ruin your career opportunities. When the abuse takes the form of discrimination or sexual harassment, the abuser may be violating federal and state civil and even criminal laws. Carefully document your boss's abusive patterns; respond professionally at all times; attempt to avoid meeting with your boss alone whenever possible; and report illegal discrimination and harassment to the proper authorities." http://www.badbossology.com/i124874-c47 "In a previous post I addressed how important the attribute of trust is in leadership. Nothing impacts an organization's overall productivity more than the level of trust found within it. But what happens when employees don't trust their boss?" http://www.badbossology.com/i124872-c45 "Consider each of the questions in the self-test below and decide if the described behavior happens Never, Not Often, Often or Always/Almost Always. Then, circle the corresponding number." http://www.badbossology.com/i124848-c47 "You're weary. You're frustrated. You're unhappy. You're demotivated. Your interaction with your boss leaves you cold. He's a bully, intrusive, controlling, picky or petty. He takes credit for your work, never provides positive feedback and misses each meeting he schedules with you. Or he caves immediately under pressure and fails to support you in accomplishing your job." http://www.badbossology.com/i124847-c47 "Toxic bosses. We've all seen them. They're screamers, stressed-out micromanagers, volatile, untrustworthy, insecure nightmares to work with. They're everywhere, and they do tremendous harm to the people around them and to their organizations. And it seems that bad behavior is on the rise. Why? Because people are freaking out about the economy." http://www.badbossology.com/i124846-c52 "According to a new survey released today by national workplace expert Lynn Taylor, author of Tame Your Terrible Office Tyrant –TOT (John Wiley & Sons), U.S. employees spend 19.2 hours a week (13 hours during the work week and 6.2 hours on the weekend) worrying about “what a boss says or does.” http://www.badbossology.com/i124823-c68 "The day of reckoning has arrived. Your leadership skills need an overhaul, and I've detailed why in the following slides. Any of these shortcomings sound familiar?" http://www.badbossology.com/i124822-c47 "Case in point: an independent study we released recently showed that employees spend 19.2 hours in a seven-day week (13 hours during the work week and 6.2 hours on the weekend) worrying about what their boss said or did!" http://www.badbossology.com/i124821-c45 "If you've ever worked for someone who made your life a misery; who didn't understand you; who seemed to give no recognition of the work you put in, or who undermined you or bullied or intimidated you, I should imagine you'd probably find, not just you, but a whole team working at sub-optimal level." http://www.badbossology.com/i124820-c45 For a nationally known TV show, we have been asked to find the one person who once was an abusive bully at work (a Mr. Hyde) who then had a life-transforming epiphany into a non-abusive, gentle Dr. Jekyll http://www.badbossology.com/i90756-c45 "Picture a bully and you'll probably picture the schoolyard variety -- or those junior citizens of the year captured on cellphone footage "swarming" or "happy slapping" their prey." http://www.badbossology.com/i84715-c45 "Then there is another type of bully boss which most people would not even perceive as a bully. The “closet” bully boss is actually much more prevalent and more dangerous than the ranter or raver described above. This type of bully boss is very cleaver in their ability to hide their bullying behaviors and to manipulate the perception of bystanders against the “target”." http://www.badbossology.com/i84319-c47 "We've compiled 10 warning signs of a toxic boss. Watch for them in the interview and you might be able to avoid a negative work environment." http://www.badbossology.com/i80268-c47 "Managing our bosses? Isn't that merely manipulation? Corporate cozying up? Out-and-out apple polishing? In fact, we manage our bosses for very good reasons: to get resources to do the best job, not only for ourselves, but for our bosses and our companies as well." http://www.badbossology.com/i79569-c45 "After extensive study of the phenomenon of "work place bullying and mobbing" I have learned that there are ways to minimize demanding, rude behaviors of managers. There are two general types of demanding, rude managers that you're likely to come across and they need to be dealt with differently."