Tags |
|
|
Links |
|
|
Casual Articles - Working With Dominant People
Niche marketing in a nutshell is setting ourselves up to be the Big Fish in a Little Pond. As business owners, we need to take the time to plan how we will assume the role of expert and problem solver for our niche market.“By failing to prepare, you are preparing to fail” ~ Benjamin FranklinWith all the talk about niche marketing, it seems that we could all sit and spin our wheels everyday without making much progress. When progress equals money then it’s time to start planning our success. No matter how great our product or service is, if we have the wrong concept and wrong marketing strategies then very little will work Right!Sharing your expertise is the most effective way to become the Big Fish in a Little Pond. Stepping up into the internet marketing area can
How do you earn a living folks? Tell me, do you often find yourself overflowing with too much dough and hardly ever stressed about paying monthly expenses especially that heating bill? For sure if this sounds familiar to you, then perhaps you're certainly not amongst the majority. The truth is the majority of the middle class residents live paycheck by paycheck. Well, for the most part anyway. It’s not as though we are running out to dole out 50 grand on a new sports car like it's no big thing. This may be one of the major reasons why some of us go all-out to find other money sources.We all seek that sense of security irrespective if it’s a money making program or a second job of some sort. In fact there are several alternative income vehicles and money making progra
Typically, most of us manage Dominant types by staying out of their way. We avoid confrontation, avoid saying how we really feel, and often tell them what we think they want to hear. We rationalize our avoidance by complaining that the Dominant person is insensitive, aggressive, impatient, and arrogant. We complain about these "faults" but they really aren't faults at all. They are strengths. Let me explain.
Insensitive means that the Dominant person doesn't care about your feelings. It isn't that he doesn't care. He just isn't aware that you have feelings. What this means is that the Dominant person is so focused on task that feelings aren't even on his radar screen. The ability to be totally focused on task is a strength. When a task focus is over extended it becomes insensitivity. It isn't personal. If you are being overrun, you have to learn how to speak up.
This is where the problem comes. People don't want to confront. They keep quiet, or they speak in vague terms, or they avoid altogether. None of these strategies work. They enable the Dominant person to keep on being insensitive. The idea is to calmly and firmly speak while making direct eye contact. If she reacts with intimidation you have to stand your ground. You don't need to yell or get upset. Calmly and firmly speak your mind. The more you do this, the more respect you will command from the Dominant person. Don't lie and don't make excuses. If you are right, express your confidence that you are right. If you are wrong, admit it and say how you will take care of it.
"You spot it; you got it!" is the phrase that applies to many dominant people. They see what they want and they go after it. Where others may procrastinate, make excuses, or become indecisive, the Dominant person is going for it. If their aggressiveness encroaches on your boundaries you, again, have to speak up. I once had a Dominant manager who interrupted my report in a meeting and then went on to other business. I met him in his office later. I told him I did not appreciate his interrupting and then eliminating my part of the meeting. I expressed my expectation that I should be able to clearly and concisely speak my part. I made sure I presented myself in a rational way. He didn't realize what he had done and apologized. In other words, if I hadn't told him, he would never
The reason I’m writing this article is simple: revenge.I’m striking a blow for productivity, for my ability to outdo my personal best, and to overcome adversity, even if it comes in the form of gremlins placing pebbles in my shoes.There is a creep who is dinging me by assigning one star, the lowest rating possible, to my articles at a particular Ezine site.There are two things that are interesting about this rating:(1) It always predicts that LOTS of readers are going to be attracted to and are going to devour these pieces; and(2) That I’m on the right track, saying something significant, because at least I have a detractor, a critic, someone who, out of jealousy or inverted admiration feels compelled to take me down a peg.And here’s what I do, inst
Insensitive means that the Dominant person doesn't care about your feelings. It isn't that he doesn't care. He just isn't aware that you have feelings. What this means is that the Dominant person is so focused on task that feelings aren't even on his radar screen. The ability to be totally focused on task is a strength. When a task focus is over extended it becomes insensitivity. It isn't personal. If you are being overrun, you have to learn how to speak up.
This is where the problem comes. People don't want to confront. They keep quiet, or they speak in vague terms, or they avoid altogether. None of these strategies work. They enable the Dominant person to keep on being insensitive. The idea is to calmly and firmly speak while making direct eye contact. If she reacts with intimidation you have to stand your ground. You don't need to yell or get upset. Calmly and firmly speak your mind. The more you do this, the more respect you will command from the Dominant person. Don't lie and don't make excuses. If you are right, express your confidence that you are right. If you are wrong, admit it and say how you will take care of it.
"You spot it; you got it!" is the phrase that applies to many dominant people. They see what they want and they go after it. Where others may procrastinate, make excuses, or become indecisive, the Dominant person is going for it. If their aggressiveness encroaches on your boundaries you, again, have to speak up. I once had a Dominant manager who interrupted my report in a meeting and then went on to other business. I met him in his office later. I told him I did not appreciate his interrupting and then eliminating my part of the meeting. I expressed my expectation that I should be able to clearly and concisely speak my part. I made sure I presented myself in a rational way. He didn't realize what he had done and apologized. In other words, if I hadn't told him, he would neve
It's a strange world we live in. We expect most things to be a simple matter of ABC. We don't want to have to think. We don't want to have to go outside the box to figure things out. We want it all laid out there for us in plain simple to follow steps. The medical billing world is no different. Medical billing persons don't want to have to think. Just give me the info that I need to get the bill out and move on to the next claim. Unfortunately, there are times when it isn't so nice and neat when it comes to submitting a claim to an insurance carrier, especially when you're sending claim to a heavily regulated carrier like Medicare. Sometimes, the carrier is going to want some narrative explanation as to why this claim is being sent. This is where notes come into play.A note
This is where the problem comes. People don't want to confront. They keep quiet, or they speak in vague terms, or they avoid altogether. None of these strategies work. They enable the Dominant person to keep on being insensitive. The idea is to calmly and firmly speak while making direct eye contact. If she reacts with intimidation you have to stand your ground. You don't need to yell or get upset. Calmly and firmly speak your mind. The more you do this, the more respect you will command from the Dominant person. Don't lie and don't make excuses. If you are right, express your confidence that you are right. If you are wrong, admit it and say how you will take care of it.
"You spot it; you got it!" is the phrase that applies to many dominant people. They see what they want and they go after it. Where others may procrastinate, make excuses, or become indecisive, the Dominant person is going for it. If their aggressiveness encroaches on your boundaries you, again, have to speak up. I once had a Dominant manager who interrupted my report in a meeting and then went on to other business. I met him in his office later. I told him I did not appreciate his interrupting and then eliminating my part of the meeting. I expressed my expectation that I should be able to clearly and concisely speak my part. I made sure I presented myself in a rational way. He didn't realize what he had done and apologized. In other words, if I hadn't told him, he would neve
Successful business owners and effective managers pay careful attention to running mentoring programs in their businesses.In keeping with their Mission, Vision, Values and superior customer service, these high performers ensure that their employees and potential leaders get the best possible support, guidance and mentoring.This developmental approach encourages employees to work to the highest level of quality and effort.Quality mentoring and support processes and programs demonstrate and ensure a standard of excellent customer service, build capability into your business and send a clear message about the value you place on your staff.The objectives of mentoring staff development are to: deliver high quality and accountable customer service
"You spot it; you got it!" is the phrase that applies to many dominant people. They see what they want and they go after it. Where others may procrastinate, make excuses, or become indecisive, the Dominant person is going for it. If their aggressiveness encroaches on your boundaries you, again, have to speak up. I once had a Dominant manager who interrupted my report in a meeting and then went on to other business. I met him in his office later. I told him I did not appreciate his interrupting and then eliminating my part of the meeting. I expressed my expectation that I should be able to clearly and concisely speak my part. I made sure I presented myself in a rational way. He didn't realize what he had done and apologized. In other words, if I hadn't told him, he would neve
A limited liability company, commonly called an LLC is a business organization that is a hybrid between partnership or sole proprietorship and corporation. Like owners of partnerships or sole proprietorships, LLC owners account for business profits or losses on their personal income tax returns and the LLC itself is not a separate taxable entity. Like in a corporation, in LLC, all owners are protected from personal liability in case of business debts and claims. This feature is known as "limited liability." This means that if the business owes money or faces a court case for any reason, only the assets of the business itself are at risk. Creditors usually cannot reach the personal assets of the LLC owners, such as a house or car. For these reasons, many say that LLC combines the best featur
It is important to add that presenting yourself as a victim often backfires. Most Dominant people have little patience with victimhood. Instead of focusing on how we think the Dominant person has hurt our feelings, we would gain more by clearly speaking our expectations.
Dominant people want results. That's why many of them are impatient. It is certainly a strength to be results oriented. When we feel pushed too hard we can be understanding saying something like: "I know you want this yesterday, and I am doing all I can to get it done fast. I have to tell you that your interruptions and constant asking me if I'm done yet are slowing me down. Let me do my job and I'll keep you posted." Directness and honesty are the way to a Dominant person's heart and mind.
What many see as arrogance is confidence over extended. If a dominant person is being arrogant we don't need to teach her a lesson. I would suggest the opposite approach. Compliment the Dominant person on her confidence and express your concerns. For example you might say: "I respect your confidence, and I need to see some more data before I feel comfortable making this move."
To be offended by the behaviors of a Dominant person is a choice we make. Most Dominant people I know respect people who stand up to them, who are direct, and who get things done. Your ability to accept Dominant people for who they are, rather than resisting them, will strengthen your ability to deal with them effectively. Dominant people have a strong need to be in control. This isn't good or bad, it just is.
In my past corporate life I worked with a very Dominant leader. At first I found myself complaining about the way he treated me and others. I soon realized that the problem was more in my expectation than in his behavior. I was expecting him to take care of me. His way of being taught me how to take care of myself--to speak my truth and to be direct. I learned how not to take his behavior personally. I learned that you don't take problems to a Dominant leader; you take
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.casualarticles.com/article/46962/casualarticles-Working-With-Dominant-People.html">Working With Dominant People</a>
BB link (for phorums):
[url=http://www.casualarticles.com/article/46962/casualarticles-Working-With-Dominant-People.html]Working With Dominant People[/url]
Related Articles:
How to Find a Good Freelancer ?
Yellow Page Ads No-No's -- Part 2
Irresistible Event Registrations: How to Overcome Objections About Opportunity Costs
Bookmark it:
|