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MY EXPERIENCE | MY EXPERTISE

Category: Leadership and Management

  • Lead Without a Title | The Power of Influence and Action

    Lead Without a Title | The Power of Influence and Action

    How to Lead Without a Title | The Power of Influence and Action

    Have you ever met someone who had a fancy title or a high position, but did not inspire you or motivate you to do your best? Have you ever wondered what makes a leader, and how you can become one yourself?

    In this blog post, I will explain why title or position does not make you a leader, and what qualities and actions you need to develop to lead with influence and impact. I will also share some tips and resources on how to improve your leadership skills and grow your personal brand.

    What is a Leader?

    A leader is someone who has a vision, a mission, and a purpose, and who can communicate them effectively to others. A leader is someone who can influence, encourage, and engage others to work together toward a common goal. A leader is someone who can make a positive difference in the world.

    A leader is not someone who relies on their title or position to get things done. A leader is not someone who controls, manipulates, or intimidates others. A leader is not someone who is self-centered, arrogant, or dishonest.

    Why Title or Position Does Not Make You a Leader

    Many people think that having a title or a position automatically makes them a leader. They think that being a manager, a supervisor, a director, or a CEO means that they have the authority and the power to lead others.

    However, this is a misconception. Having a title or a position does not make you a leader. It only makes you a boss. And being a boss is not the same as being a leader.

    A boss is someone who tells others what to do, how to do it, and when to do it. A boss is someone who expects obedience and compliance from their subordinates. A boss is someone who focuses on the results, not the process or the people.

    A leader, on the other hand, is someone who shows others what to do, why to do it, and how to do it. A leader is someone who inspires and empowers others to take action and ownership of their work. A leader is someone who focuses on the process and the people, not just the results.

    The difference between a boss and a leader is the difference between coercion and influence. Coercion is the use of force, threats, or rewards to make others do what you want. Influence is the ability to persuade others to willingly follow your direction and vision.

    Coercion may work in the short term, but it will not last in the long term. Coercion will create resentment, resistance, and rebellion among your followers. Coercion will damage your reputation, credibility, and trust.

    Influence, on the other hand, will create loyalty, commitment, and collaboration among your followers. Influence will enhance your reputation, credibility, and trust. Influence will help you achieve your goals and make a positive impact.

    How to Lead Without a Title: The Power of Influence and Action

    If title or position does not make you a leader, then what does? The answer is simple: influence and action. You can lead without a title by developing your influence and taking action.

    Influence is the ability to affect the behavior, thoughts, or feelings of others. Influence is the key to leadership, because without influence, you cannot lead. Influence is not something that you are born with, but something that you can learn and improve.

    Action is the act of doing something, especially something that requires courage, initiative, or skill. Action is the proof of leadership, because without action, you cannot make a difference. Action is not something that you wait for, but something that you create and initiate.

    Here are some ways that you can lead without a title by developing your influence and taking action:

    Be authentic. Authenticity is the quality of being genuine, honest, and true to yourself and others. Authenticity is the foundation of influence, because people will not follow you if they do not trust you. To be authentic, you need to know yourself, your values, your strengths, and your weaknesses. You need to be consistent, transparent, and humble. You need to admit your mistakes, learn from them, and improve yourself. You need to be yourself, not someone else.

      Be passionate. Passion is the intense emotion or enthusiasm that you have for something or someone. Passion is the fuel of influence, because people will not follow you if they do not feel your energy and excitement. To be passionate, you need to find your purpose, your vision, and your mission. You need to find something that you love, something that you care about, something that you believe in. You need to express your passion, share your passion, and ignite your passion in others.

      Be knowledgeable. Knowledge is the information, facts, or skills that you have acquired through education, experience, or observation. Knowledge is the source of influence, because people will not follow you if they do not respect you. To be knowledgeable, you need to learn constantly, read widely, and research deeply. You need to be curious, ask questions, and seek answers. You need to be an expert, a teacher, and a learner. You need to share your knowledge, teach your knowledge, and apply your knowledge.

        Be helpful. Helpfulness is the quality of being willing and able to provide assistance, support, or guidance to others. Helpfulness is the expression of influence, because people will not follow you if they do not benefit from you. To be helpful, you need to listen actively, empathize sincerely, and understand deeply. You need to be generous, kind, and compassionate. You need to provide value, solve problems, and make a difference. You need to help others, serve others, and empower others.

        Be proactive. Proactivity is the quality of being in control of your own actions, rather than being reactive to external factors. Proactivity is the demonstration of influence, because people will not follow you if they do not see you in action. To be proactive, you need to plan ahead, set goals, and prioritize tasks. You need to be responsible, accountable, and reliable. You need to take initiative, take risks, and take charge. You need to act, execute, and deliver.

          Summary

          In this blog post, I have explained why title or position does not make you a leader, and what qualities and actions you need to develop to lead with influence and impact. I have also shared some tips and resources on how to improve your leadership skills and grow your personal brand.

          To recap, here are the main points:

          • A leader is someone who has a vision, a mission, and a purpose, and who can communicate them effectively to others.
          • A leader is someone who can influence, encourage, and engage others to work together toward a common goal.
          • A leader is someone who can make a positive difference in the world.
          • Having a title or a position does not make you a leader. It only makes you a boss.
          • A boss is someone who tells others what to do, how to do it, and when to do it.
          • A boss is someone who expects obedience and compliance from their subordinates.
          • A boss is someone who focuses on the results, not the process or the people.
          • You can lead without a title by developing your influence and taking action.
          • Influence is the ability to affect the behavior, thoughts, or feelings of others.
          • Action is the act of doing something, especially something that requires courage, initiative, or skill.
          • You can develop your influence and take action by being authentic, passionate, knowledgeable, helpful, and proactive.

              Sources

              • Being Valuable at Work | Don’t Let Your Boss Replace You

                Being Valuable at Work | Don’t Let Your Boss Replace You

                Do you want to succeed at your job and advance in your career? Are you looking to be recognized, appreciated, and rewarded for your work? Do you want to make a positive impact and contribute to your company’s goals? If you answered yes to any of these questions, then you need to learn how to be valuable at work. Being valuable at work means that you add value to your company, your team, and your customers. It means that you are not easily replaceable, but that you are worth keeping. In this blog, I will explain why being irreplaceable at work is a myth, how to be valuable at work, and what are the benefits of being valuable at work.

                Why You Will Never Be Irreplaceable at Work

                You may think that you are doing everything right at your job. You deliver your tasks on time, you go the extra mile, you help your colleagues, and you share your ideas. Thus, you may think that you are irreplaceable, that your boss and your company value you so much that they would never let you go. But you are wrong. You are not irreplaceable. No one is. And here is why.

                The Myth of Being Irreplaceable

                Being irreplaceable is a myth. It is a false belief that some people have about themselves or others. It is a dangerous mindset that can lead to complacency, arrogance, and stagnation. Moreover, it can also make you vulnerable to unexpected changes, such as layoffs, reorganizations, or new competitors.

                The reality is that no one is irreplaceable. Even those with exceptional talent, expertise, and unwavering loyalty can ultimately be substituted by individuals capable of matching or exceeding their performance. The most original, imaginative, and forward-thinking individuals can be supplanted by others with the ability to generate superior concepts. Even the most influential, charming, and esteemed individuals can be succeeded by those who can cultivate more robust and expansive connections.

                This is not to say that you are not valuable, or that your contributions are not appreciated. It is to say that you are not indispensable, or that your presence is not essential. There is always someone else who can fill your role, or who can do without you.

                The Reality of Being Valuable

                Instead of aiming to be irreplaceable, you should aim to be valuable. Being valuable means that you add value to your company, your team, and your customers. Being valuable means that you make a positive difference, that you solve problems, and that you create opportunities. Additionally, it also means that you are not easily replaceable, but that you are worth keeping.

                How can you be valuable at work? Here are some ways:

                • Deliver quality work: Do your job well, meet or exceed expectations, and produce accurate, reliable, and timely results. Avoid mistakes, errors, and delays. Show that you are competent, professional, and dependable.
                • Learn new skills: Keep learning and improving, acquire relevant and useful skills, and stay updated with the latest trends and technologies in your field. Show that you are adaptable, curious, and eager to grow.
                • Take initiative: Take action and responsibility, look for ways to improve your work and outcomes, and show that you are proactive, resourceful, and self-motivated.
                • Collaborate with others: Work well with colleagues, communicate effectively, listen actively, and give constructive feedback. Show that you are cooperative, supportive, and respectful.
                • Innovate and create: Think outside the box, come up with new and better ideas, solutions, and products. Show that you are creative, original, and visionary.

                  The Benefits of Being Valuable

                  Being valuable at work has many benefits, both for you and for your company. Here are some of them:

                  • You will have more job security. Being valuable means that you are less likely to be fired, laid off, or outsourced. Your company will want to keep you, because you bring value to them. In effect, you will also have more job opportunities, because you will be more attractive to other employers, who will want to hire you for your value.
                  • You will have more job satisfaction. Being valuable means that you are more engaged, motivated, and fulfilled at your job. You will enjoy your work, because you know that you are making a difference, that you are solving problems, and that you are creating opportunities. You will also have more recognition, appreciation, and respect from your boss, your colleagues, and your customers, who will acknowledge your value.
                  • You will have more job growth. Being valuable means that you are more likely to be promoted, rewarded, or given more responsibilities. Your company will want to invest in you, because you add value to them. You will also have more career development, because you will be able to learn new skills, take new initiatives, collaborate with others, and innovate and create.

                    Summary

                    Being irreplaceable at work is a myth. No one is irreplaceable. Everyone can be replaced by someone else who can do the same or better job. Being irreplaceable can also be harmful, as it can lead to complacency, arrogance, and stagnation.

                    Being valuable at work is a reality. Everyone can be valuable. Being valuable means that you add value to your company, your team, and your customers. Being valuable can also be beneficial, as it can lead to job security, job satisfaction, and job growth.

                    To be valuable at work, you need to do the following:

                    • Deliver quality work
                    • Learn new skills
                    • Take initiative
                    • Collaborate with others
                    • Innovate and create

                    By doing these, you can become a valued member of your company, and be better than you yesterday.

                    References

                    Related Articles

                  • Belongingness in the Workplace | What keeps us

                    Belongingness in the Workplace | What keeps us

                    Belongingness in the workplace is a fundamental aspect of human interaction, impacting various facets of an employee’s experience. When individuals feel a sense of belonging, they are more likely to openly express their thoughts and ideas, fostering an environment of creativity and innovation. This in turn can lead to improved collaboration among team members, as well as a greater willingness to support and assist one another.

                    Additionally, the sense of belonging can positively influence an employee’s overall well-being and job satisfaction, leading to higher levels of motivation and productivity. Thus, cultivating a culture of belongingness is not only beneficial for individual employees, but also crucial for the overall success and effectiveness of the organization.

                    Leaders and organizations play a pivotal role in fostering this sense of belonging, as they can actively promote inclusivity and diversity, create opportunities for meaningful connections among employees, and ensure that the values and goals of the organization are aligned with those of its employees. By recognizing the significance of belongingness and taking proactive steps to cultivate it, both employees and the organization can experience numerous benefits, ranging from enhanced job satisfaction and performance to a more cohesive and harmonious work environment.

                    The Importance of Belongingness in the Workplace

                    Belongingness is a basic human need that influences our behavior and well-being which all the more needed in the workplace. It is the feeling of being connected and accepted by others who share our values, interests, and goals. When we feel we belong, we are happier, more motivated, and more loyal to our group or organization. In this article, we will discuss how leaders and organizations can foster a sense of belongingness among their employees, and why it is beneficial for both the employees and the organization.

                    How to Foster Belongingness

                    Some leaders and organizations create a sense of belonging that attracts and keeps talented employees. They have a clear vision that inspires and unites their employees. These leaders also promote innovation and excellence, making their employees feel connected to something meaningful. They give their employees autonomy, feedback, and recognition for their work.

                    Not all leaders and organizations create this sense of belonging. Some believe that money and rewards are enough to keep employees, but they neglect the employees’ emotional and social needs. When employees don’t feel they belong, they become disengaged, dissatisfied, and disloyal, seeking other places where they feel valued. It is crucial for leaders to understand that fostering a sense of belonging goes beyond monetary compensation.

                    Creating a supportive and inclusive work environment, encouraging open communication, and recognizing employees’ individual contributions all contribute to a strong sense of belonging. Additionally, providing opportunities for social connections within the workplace and promoting a culture of appreciation can further solidify the bond between employees and the organization, leading to greater loyalty and satisfaction. Such initiatives not only boost employee morale and engagement but also foster a cohesive and positive work culture that enhances productivity and overall success.

                    Leaders and organizations should pay attention to their employees’ emotional and social needs, not just their material and professional needs. To foster a sense of belonging among their employees, leaders can:

                    Show that you understand them as a person with their own issues, worries, and emotions. Be caring and sympathetic about their personal and work struggles. Listen to their worries and offer help. Respect their individuality and differences.

                    Respect their ideas. Ask for their thoughts and incorporate them into decision-making. Encourage them to be creative and innovative. Appreciate what they contribute. Give them helpful feedback and recognition.

                    Shield them from challenges they aren’t ready for. Give them proper training and resources to do their job. Give them tasks that match their skills and interests. Encourage them to grow and learn, but don’t pressure them too much.

                    Let them make their contribution. Enable them to take responsibility for their work. Let them have some freedom in how they work. Trust them to do good work and hold them responsible. Celebrate their successes and learn from their mistakes.

                      Why Belongingness Matters

                      By fostering a sense of belongingness among their employees, leaders and organizations can reap many benefits. Some of the benefits are:

                      Increased engagement. Employees who feel they belong are more likely to be engaged in their work. They are more enthusiastic, committed, and productive. They are also more willing to go the extra mile and contribute to the organization’s goals.

                      Reduced turnover. Employees who feel they belong are less likely to leave the organization. They are more satisfied, loyal, and attached to the organization. They are also less likely to be tempted by other offers or opportunities.

                      Improved performance. Employees who feel they belong are more likely to perform well in their work. They are more confident, motivated, and capable. They are also more collaborative, cooperative, and supportive of their colleagues and leaders.

                      Enhanced reputation. Employees who feel they belong are more likely to be positive ambassadors for the organization. They are more proud, happy, and respectful of the organization. They are also more likely to recommend the organization to others and attract new talent and customers.

                        Belongingness is not only a fundamental human need, deeply rooted in our psychological makeup, but also a key factor for organizational success. When individuals feel a sense of belonging in their workplace, they are more likely to be engaged, motivated, and committed.

                        Creating a culture of belongingness goes beyond mere inclusion; it means fostering an environment where every employee feels valued, respected, and appreciated for their unique contributions. This inclusive culture can lead to a more cohesive team, increased collaboration, and a stronger sense of community within the organization. Furthermore, by prioritizing belongingness, leaders and organizations can effectively improve their employees’ overall well-being, job satisfaction, and work-life balance.

                        Ultimately, a strong sense of belonging can positively impact employee retention, performance, and productivity, while also contributing to the organization’s reputation, employer brand, and competitive edge in the market. Embracing and promoting belongingness in the workplace is thus not just a moral imperative, but also a strategic investment in creating a high-performance and high-satisfaction work environment.

                      • External Hiring | Hurts Your Business and Employees

                        External Hiring | Hurts Your Business and Employees

                        You have been working hard for your company for years, hoping to get promoted to a higher position. During that time, you have proven your skills, abilities, and loyalty, and you have received positive feedback and recognition from your managers and peers. You have also invested in your professional development, taking courses, attending seminars, and reading books to enhance your knowledge and expertise.

                        However, one day, you find out that your company has hired someone from outside to fill the role that you have been eyeing for. Not only that, but this person is getting paid more than you, even though they have less experience and knowledge about the company, the industry, and the market. You feel betrayed, disappointed, and angry. And you wonder why your company does not value or reward your contributions and potential. You question the fairness and logic of external hiring practices.

                        If this scenario sounds familiar to you, you are not alone. Many employees face the same situation when their companies prefer to hire outsiders instead of promoting from within. External hiring is a common phenomenon in many organizations, especially in highly competitive and dynamic industries. However, it is not always the best strategy for your company’s long-term success and growth.

                        Here are the reasons why external hiring hurts your business and employees. Additionally, there are some actionable items that can be done to advocate for internal promotions.

                        External Hiring Costs More Than Internal Promotion

                        One major way external hiring damages your business is through the exorbitant costs it incurs. As per a recent study¹, external recruits receive 18% to 20% higher pay than internally promoted employees, despite delivering the same level of performance. This is due to their inflated salary demands and strong negotiation tactics. Furthermore, there is a need to compensate for the risk and uncertainty associated with changing roles.

                        External hires can cost a lot of money. This includes things like finding and hiring them, helping them move, training them, and paying them if they leave. A big HR group says it usually costs about $4,000 to hire someone new. This can change based on the job and where it is. But, they show how much time and money goes into hiring from outside the company.

                        Internal promotions are cheaper and quicker than hiring from outside. Internal candidates already know company culture, policies, and procedures. They have existing relationships within the organization and have proven their skills through previous performance. They require less training and orientation compared to external hires, and there are no relocation or severance costs. Internal promotions also boost the morale and motivation of existing employees, showing that loyalty is rewarded.

                        External Hiring Lowers Your Employee Performance and Satisfaction

                        Another reason external hiring can harm your business is that external hires often produce lower quality and quantity of work compared to internal promotions. They face a steep learning curve and pressure to perform, as they must acclimate to a new environment, culture, and expectations. They may also struggle to justify their higher salaries and benefits. This can lead to lower productivity, quality, and satisfaction, as well as higher turnover rates.

                        Internal promotions, on the other hand, can enhance employee performance and satisfaction by leveraging their existing experience and knowledge within the organization. They already possess the necessary skills and confidence to succeed in their new roles and benefit from the trust and support of colleagues and managers. This can result in higher productivity, quality, and satisfaction levels, and lower turnover rates. They also bring more impact and influence to your business goals and objectives due to their familiarity with the company, industry, and market, as well as their alignment with the business vision, mission, and values.

                        How to Advocate for More Internal Promotion Opportunities

                        Now that you know why external hiring hurts your business and employees, you may wonder how you can advocate for more internal promotion opportunities for yourself and your colleagues. Here are some tips that can help you:

                        Share your career goals and aspirations with your manager and HR department. Let them know the roles and responsibilities you are interested in, and the skills and qualifications you have or are willing to acquire. Ask for feedback and advice on how to prepare for future opportunities.

                        Participate in training programs to enhance your knowledge and skills, and show your commitment to your professional growth. Look for online courses, webinars, podcasts, books, and articles to learn new things and stay updated in your field.

                        Volunteer for projects to showcase your abilities and potential. Seek mentors and sponsors to guide and advocate for you within the organization.

                          Build positive relationships with your co-workers, managers, and stakeholders. Be a team player, a leader, and a contributor. Share your ideas and help others.

                          Keep track of your achievements and document them in your resume and reviews. Highlight your contributions to the company’s goals and demonstrate desired competencies.

                          Apply for internal promotion opportunities that match your interests and skills. Prepare well and showcase your strengths, achievements, and fit for the role. Address any concerns that may arise.

                            How to Cope with the Challenges and Frustrations of External Hiring

                            Even if you follow the tips above, you may still face some challenges and frustrations when it comes to external hiring. You may not get the promotion you want, or you may have to work with or under an external hire who is less qualified or experienced than you. Here are some ways to cope with these situations:

                            • Don’t take it personally or negatively. External hiring is not a reflection of your worth or abilities, but a result of various factors and circumstances that may be beyond your control. Instead of feeling angry, bitter, or resentful, try to focus on the positive aspects of your situation, and look for the opportunities and lessons that you can gain from it.
                            • Don’t give up or settle. External hiring is not the end of your career or your chances of advancement. There may be other opportunities that will come your way, or you may create your own opportunities by exploring other options within or outside the company. Keep working hard, learning new things, and growing your network, and you will eventually find the right role and the right place for you.
                            • Don’t isolate or alienate yourself. External hiring is not a reason to withdraw or distance yourself from your colleagues, managers, or the company. Instead of being hostile, indifferent, or passive-aggressive, try to be supportive, cooperative, and proactive. Get to know the external hire, and offer your help and expertise. Learn from them, and share your knowledge and experience. Build trust and rapport, and find common ground and goals. You may discover that they are not so bad after all, and that you can benefit from working with them.

                            Summary

                            External hiring hurts your business and employees. You can advocate for more internal promotion opportunities. Additionally, there are ways on how to cope with the challenges and frustrations of external hiring. Here are the main points to remember:

                            • External hiring costs more, lowers your employee performance and satisfaction, and reduces your employee loyalty and retention than internal promotion.
                            • Internal promotion is cheaper, improves your employee performance and satisfaction, and increases your employee loyalty and retention than external hiring.
                            • To advocate for more internal promotion opportunities, you need to communicate your career goals and aspirations, seek out and participate in training and development programs, volunteer for projects and assignments, build and maintain positive and productive relationships, keep track of your achievements and accomplishments, and apply for internal promotion opportunities.
                            • To cope with the challenges and frustrations of external hiring, you need to avoid taking it personally or negatively, giving up or settling, and isolating or alienating yourself.

                            Related Articles

                          • GO

                            GO

                            Go home. Be home.

                            An open letter by Charity Delmo sent to her employees about the importance of spending time with family rather than working more hours in the office. Below is the image of what she has sent.

                            Work can wait. She can wait. She would rather close the company than take employees away from their families.

                            Admirable. Very much.

                            Why do busineses always seem to make things urgent? Why bosses ask for something and they need immediate answer even though, most of the time in reality, they do not need it at the moment Why do businesses seem to be always in a race? What makes them push people to do things now and urgently? Why is there a fast-paced environment? What is the rush?

                            This open letter is very impressive. Being cynical, how much of it is true and does she really do it? I don’t know. But, let’s not go there. Let me just talk about the message in this open letter.

                            First and foremost, we work because we need to earn. That is the very reason. For breadwinners, it is to provide. For those who are not, well it is to be able to buy what they need and want to enjoy life.

                            And some of us get lost while we progress in our careers. We enjoy the work too much. We want to spend more time with our colleagues. We get more work than before and start working long hours. We then forget that who we go home to are our reasons.

                            Working long hours. Working on day offs. Working on holidays. These have been so prevalent in the workplace. And it takes from us one thing first – time.

                            Time that we could never get back. Time that we spent with people who (you might not have realized this yet) will not be there with you till the end. In times that you really need them, they won’t be there. The people you left at home, you go home to, will and always will have your back.

                            Sure we can gain friends at work. Sure we can build a relationship. Sure we need time to do that. And that is fine. But as long as we are using our time on things that are not important, then we are lost.

                            Go home. Be Home. Your work can wait. I can wait. A very very nice statement. Why would some leaders would not wait? What is the rush? I understand the deadlines for something that is entirely out of the hands of the company. I understand processes are made to ensure quality and efficiency is there. But still, hold on to your hats. What is the rush?

                            Remember, if you are not able to do the work, the company will just look for someone else to do it. You may say it is risking your job. But then again, what is important for you?

                            Really love this statement. So, I am closing this by quoting her again.

                            Go home. Be Home. Your work can wait. I can wait.

                          • Bad Boss Impact on Your Work Commitment

                            Bad Boss Impact on Your Work Commitment

                            Many employees struggle with the negative effects of having a bad boss, who can ruin their career and happiness. A bad boss can affect their sense of commitment and control at work, making them feel less valued, empowered, and motivated. To cope with a bad boss, employees can use some strategies, such as communicating effectively, managing their emotions, setting boundaries, seeking feedback, growing their network, and planning their exit. These strategies can help them protect their career and happiness, and deal with a difficult boss.

                            How Your Boss Can Ruin Your Career and Happiness

                            Have you ever felt like your boss is holding you back from achieving your full potential at work? As a result, do you dread going to the office every day because of the constant stress and pressure from your manager? If you answered yes to any of these questions, you are not alone. Many employees around the world suffer from the negative effects of having a someone leading them.

                            A bad boss can ruin your career and happiness in many ways. They can undermine your confidence, sabotage your performance, limit your opportunities, and damage your relationships. Moreover, they can also affect your mental and physical health, causing you to experience anxiety, depression, burnout, and even illness. In this blog, we will explore how your boss can impact your sense of commitment and control at work, and what you can do to cope with one.

                            How Your Boss Affects Your Commitment and Control

                            Your sense of commitment and control at work depends largely on your direct boss. The person you report to is the person who sets your goals, evaluates your results, gives you feedback, and rewards or punishes you. Additionally, your boss is also the person who represents the organization to you, and influences your perception of the organizational culture and values.

                            Thus, when you have someone supportive, you feel more committed and in control of your work.

                            A supportive boss is someone who:

                            • Recognizes your strengths and talents, and helps you develop them
                            • Provides you with clear expectations, guidance, and resources
                            • Gives you constructive and timely feedback, and praises your achievements
                            • Encourages you to take initiative, make decisions, and solve problems
                            • Trusts you to do your job well, and delegates tasks appropriately
                            • Respects your opinions, listens to your ideas, and involves you in decision-making
                            • Supports your career growth, and offers you opportunities for learning and advancement
                            • Cares about your well-being, and shows empathy and compassion

                            A supportive boss makes you feel valued, empowered, and motivated. You feel a strong bond with the organization, and a greater span of influence. You are more likely to perform well, stay loyal, and be satisfied with your job.

                            On the other hand, when you have a bad boss, you feel less committed and in control of your work.

                            A bad boss is someone who:

                            • Ignores or dismisses your strengths and talents, and focuses on your weaknesses
                            • Provides you with vague or unrealistic expectations, and lacks direction and support
                            • Gives you harsh or unfair feedback, and criticizes your failures
                            • Discourages you from taking initiative, and micromanages your every move
                            • Distrusts you to do your job well, and interferes with your tasks
                            • Disrespects your opinions, ignores your ideas, and excludes you from decision-making
                            • Hinders your career growth, and denies you opportunities for learning and advancement
                            • Neglects your well-being, and shows indifference or hostility

                            A bad boss makes you feel devalued, disempowered, and demotivated. You feel a weak bond with the organization, and a limited span of influence. You are more likely to perform poorly, quit, or be unhappy with your job.

                            How to Cope with a Bad Boss

                            If you are stuck with a bad boss, you may feel helpless and hopeless. However, there are some strategies that you can use to cope with a difficult boss, and protect your career and happiness. Here are some tips that you can try:

                            Communicate effectively. Try to understand your boss’s perspective, and communicate your needs and expectations clearly and respectfully. Avoid blaming, complaining, or arguing with your boss, and focus on finding solutions. Additionally, use positive language, and express appreciation when your boss does something right. If you have a conflict with your boss, address it calmly and constructively, and seek a win-win outcome.

                            Manage your emotions. Don’t let your boss’s behavior affect your mood and self-esteem. Learn to control your emotions, and avoid reacting impulsively or defensively. Stay calm and professional, and don’t take things personally. Use positive affirmations, and remind yourself of your strengths and achievements. Seek support from your colleagues, friends, or family, and vent your frustrations in a healthy way. Moreover, practice relaxation techniques, such as breathing, meditation, or exercise, to reduce your stress and anxiety.

                              Set boundaries. Don’t let your boss invade your personal space and time. Learn to say no to unreasonable requests, and prioritize your tasks according to your goals and values. Don’t sacrifice your health, family, or hobbies for your boss, and maintain a work-life balance. Establish a clear separation between your work and personal life, and avoid checking your emails or phone calls after work hours. Respect yourself, and don’t let your boss abuse or exploit you.

                                If this doesn’t work, then:

                                Seek feedback. Don’t rely on your boss for feedback, and seek it from other sources. Ask your colleagues, customers, or mentors for feedback on your work, and use it to improve your skills and performance. Seek constructive criticism, and learn from your mistakes. Celebrate your successes, and reward yourself for your efforts. Keep a record of your accomplishments, and use it as evidence of your value and potential.

                                Grow your network. Don’t isolate yourself from the rest of the organization, and build relationships with other people. Network with people from different departments, levels, and backgrounds, and expand your circle of influence. Seek mentors, sponsors, or allies who can support your career development, and offer you advice, guidance, or opportunities. Participate in organizational events, activities, or projects, and showcase your talents and contributions. Be visible, and make a positive impression on others.

                                  Plan your exit. If your boss is too toxic or unbearable, and there is no hope for improvement, you may want to consider leaving your job. Don’t quit impulsively, and plan your exit carefully. Update your resume, and polish your portfolio. Reach out to your network, and look for new opportunities. Prepare for interviews, and negotiate your salary and benefits. Don’t burn bridges, and leave your job gracefully. Thank your boss and colleagues, and offer to help with the transition. Don’t badmouth your boss or organization, and focus on the future.

                                  Summary

                                  Your boss can have a huge impact on your sense of commitment and control at work. If you have a supportive boss, then you feel more committed and in control of your work. You feel a strong bond with the organization, and a greater span of influence. You are more likely to perform well, stay loyal, and be satisfied with your job.

                                  However, when you have a bad boss, you feel less committed and in control of your work. You feel a weak bond with the organization, and a limited span of influence. You are more likely to perform poorly, quit, or be unhappy with your job.

                                  To cope with a bad boss, you can use some strategies, such as communicating effectively, managing your emotions, setting boundaries, seeking feedback, growing your network, and planning your exit. These strategies can help you protect your career and happiness, and deal with a difficult boss.

                                  Other sources:

                                • Great Place To Work | UNGREAT

                                  Great Place To Work | UNGREAT

                                  Companies often proudly display their “Great Place to Work” certification as a badge of honor, signifying a workplace where employees are not just satisfied, but truly happy and fulfilled. This prestigious recognition reflects a commitment to fostering a positive, inclusive, and supportive work environment where individuals can thrive both personally and professionally. For employees, it serves as a testament to the company’s dedication to their well-being and growth, creating a sense of belonging and loyalty. Prospective employees are drawn to such organizations, and lured by the promise of being part of a community where they can develop their careers and flourish alongside like-minded individuals.

                                  But, are these companies really a place of work that we can call great? What does a great place to work even mean? And, how was it even determined? Who says a company is a great place to work?

                                  Surveys play a crucial role in understanding the sentiments and perspectives of employees within a company. It is a valuable tool utilized by external bodies to gather feedback on various aspects of the workplace environment. The survey typically encompasses a wide range of questions that delve into the employees’ sense of growth opportunities, work-life balance, managerial support, and overall treatment within the organization. The scores obtained from these surveys directly impact the company’s reputation as an employer. A higher satisfaction and agreement score signifies a positive workplace culture, contributing to a favorable overall score and the prestigious recognition of being a great place to work. Such accolades can significantly enhance the company’s brand image and attractiveness to potential employees in the competitive labor market.

                                  But none of these questions asks how much time an employee works in the office every day. Even if the survey contains questions like enough vacation leaves are provided, as far as I can remember, there is nothing about time spent working. It’s important to consider the amount of time employees spend in the office to ensure productivity and efficiency. Monitoring work hours can also contribute to a better understanding of workload distribution and potential burnout risks. Additionally, tracking daily work hours can provide valuable insights into employee satisfaction and engagement levels, helping to identify areas for improvement within the organization. Therefore, incorporating questions about daily work hours into employee surveys can be beneficial for both the company and its employees.

                                  And this is the hidden concern of companies that are great places to work. Sure there is growth. Sure there is support. Sure compensation is enough. But what is the catch?

                                  Spending more time at work, such as 12 hours a day on average, allows us to develop stronger connections with our colleagues and superiors. This extended time in the workplace provides ample opportunities for meaningful conversations and interactions, not only with our immediate supervisor or manager, but also with other team members and departments. Building these relationships can contribute to a more cohesive and supportive work environment. Additionally, the additional hours spent engaging in work-related activities offer us the chance to further refine our skills and expertise. It provides a platform for professional growth and the development of our careers, which is often a focal point of surveys conducted to assess workplace satisfaction and employee well-being.

                                  We answer the survey based on the quantity and quality of our experiences at work. The more we spend time with our colleagues, the more time we spend with our immediate bosses, the more the quality of the interaction becomes better or worse. Answering the survey would be entirely based on the many many times we spend interacting at work and working 12 hours a day. As we navigate through our workdays, the dynamics of our interactions with colleagues and superiors shape our overall experience. The shared moments of collaboration, problem-solving, and even shared break times all contribute to the fabric of our work environment. Furthermore, the duration of work hours and its impact on our productivity and well-being is an essential aspect to consider. The longer hours spent at work can influence our perceptions, satisfaction, and the effectiveness of our interactions, ultimately affecting the quality of our experiences.

                                  The people who work fewer hours, keeping it at 8 per day, would generally say they are okay. They would not say it is so great but satisfied enough to stay with the company. However, while they may express contentment with the current arrangement, there could be potential for increased productivity if they had the opportunity to work more flexible hours. This could lead to a better work-life balance, higher job satisfaction, and ultimately, enhanced loyalty to the company. Offering flexibility in work hours could also attract a wider pool of talent, as it accommodates individuals with various personal and familial commitments. Additionally, it is worth considering that some individuals may thrive in a shorter workday, allowing them to dedicate more time and energy to personal pursuits and overall well-being.

                                  So, is a company really a great place to work? I would not think so. Or it would depend on each of us. If our lives revolve around work and nothing else, then it is a great. But, if it is not giving us enough time to do something else in our lives, then I would not think so.

                                  I had worked with companies that were awarded this certification. And being part of these companies, I could truly say, and not just for myself but including the things I see with my colleagues, that time is the one thing a lot of people spend a lot in these companies. Again, it is true that you are taken care of and you will grow. The only fallback is losing time for other things in your life.

                                  If it is something you want, go and join these companies that are great places to work. But if you value your time and have other things to do for your life, then, think twice. Life is not just work. It’s essential to find a balance between work and personal life, ensuring that you have time for hobbies, family, friends, and self-care. While a fulfilling career is important, it’s equally crucial to prioritize your overall well-being. Taking time for yourself can lead to increased productivity and a healthier mindset. Consider your long-term happiness and fulfillment when making decisions about your professional path.

                                • Spot Toxic Management And Deal With It

                                  Spot Toxic Management And Deal With It

                                  Spot Toxic Management And Deal With It

                                  Toxic management is a serious problem that can affect your productivity, well-being, and career prospects. A toxic manager is someone who demoralizes, damages or manipulates their employees, creating a hostile and unhealthy work environment. Toxic managers can cause high turnover, low morale, stress, burnout, and even depression among their staff.

                                  But how can you tell if you have a toxic manager? And what can you do to cope with or avoid them? In this blog post are some signs of toxic management, and tips on how to deal with them.

                                  Signs of Toxic Management

                                  Here are some common indicators that you may have a toxic manager:

                                  They micromanage everything. A toxic manager does not trust their employees to do their work, and constantly monitors, criticizes, or interferes with their tasks. They may also set unrealistic deadlines, change expectations frequently, or withhold important information. This type of behavior can create a stressful work environment, leading to decreased morale and productivity among the team. Additionally, micromanaging can stifle creativity and innovation, as employees may feel too constrained to think outside the box and offer new ideas. Furthermore, the constant scrutiny and lack of autonomy can take a toll on the employees’ mental well-being, causing increased levels of stress and burnout. Overall, the impact of micromanagement extends beyond just the work tasks, affecting the overall work culture and employee satisfaction.

                                  They lack communication skills. This deficiency in communication often leads to a toxic work environment, as employees feel undervalued and unheard. A toxic manager’s failure to listen to their team members can result in decreased morale, productivity, and overall job satisfaction. Moreover, the absence of constructive feedback impedes the professional growth of the employees, as they are not given the guidance and support necessary for improvement. Additionally, the disregard, dismissal, or belittlement of the ideas, opinions, and concerns of the employees can create a sense of disempowerment and frustration, ultimately leading to a lack of engagement and commitment to the organization. Furthermore, the use of rude, aggressive, or passive-aggressive communication by the manager can foster an atmosphere of fear and intimidation, inhibiting open and productive dialogue within the workplace. These communication shortcomings contribute to a toxic managerial style that negatively impacts the well-being and performance of the team.

                                  They play favorites. A toxic manager does not treat their employees fairly or equally. They may favor some employees over others, based on personal preferences, biases, or ulterior motives. They may also reward or punish employees arbitrarily, or create a culture of competition and conflict among them. This selective treatment can lead to resentment and demotivation within the team, as well as a lack of trust in the manager’s decision-making. It often results in a divisive work environment, where collaboration and team cohesion are undermined. Furthermore, the employees who feel sidelined may become disengaged, affecting their performance and ultimately impacting the overall productivity of the team.

                                  They take credit and avoid responsibility. A toxic manager does not acknowledge or appreciate their employees’ contributions, and may even claim them as their own. They may also blame their employees for their own mistakes, or scapegoat them for any problems or failures. This behavior creates a toxic work environment where employees feel undervalued and unsupported. Additionally, such managers often manipulate situations to their advantage, using their team as a shield for criticism and negative outcomes. As a result, trust and morale within the team can significantly deteriorate, leading to decreased productivity and increased turnover.

                                    They create a toxic culture. A toxic manager does not foster a positive, supportive, or collaborative work environment. They may create a culture of fear, intimidation, or harassment, where employees are afraid to speak up, make mistakes, or challenge them. They may also discourage innovation, creativity, or learning, and promote a rigid, hierarchical, or bureaucratic system. This toxic environment can lead to increased stress, decreased morale, and higher turnover rates among employees. Additionally, it can stifle open communication, impede problem-solving, and hinder the growth and development of the team. The negative impact of a toxic manager can permeate through all levels of the organization, affecting productivity, employee well-being, and ultimately, the company’s bottom line.

                                      How to Deal With Toxic Management

                                      If you have a toxic manager, you may feel frustrated, stressed, or demotivated at work. You may also experience physical or mental health issues, such as headaches, insomnia, anxiety, or depression. You may also lose confidence, passion, or interest in your work, or consider quitting your job.

                                      However, there are some ways to cope with or avoid toxic management, such as:

                                      Set boundaries. You can try to limit your exposure to your toxic manager, by setting clear and reasonable boundaries. You can communicate your expectations, needs, and preferences, and stick to them. You can also avoid engaging in unnecessary or unproductive interactions, such as gossip, arguments, or personal matters.

                                        Document everything. You can try to protect yourself from your toxic manager, by documenting everything. You can keep records of your work, achievements, feedback, and communication. You can also report any incidents, issues, or complaints, to your human resources department, or other relevant authorities.

                                          Seek support. You can try to find support from your colleagues, friends, family, or professional sources. You can share your experiences, feelings, and concerns, and seek advice, feedback, or validation. You can also join a network, group, or community, of people who have faced or are facing similar situations, and learn from their insights, tips, or strategies.

                                          Focus on yourself. You can try to maintain your well-being, by focusing on yourself. You can take care of your physical and mental health, by eating well, exercising, sleeping, and relaxing. You can also pursue your personal and professional goals, by learning new skills, taking on new challenges, or exploring new opportunities.

                                          Leave if necessary. If you feel that your toxic manager is affecting your health, happiness, or career, you may consider leaving your job. You can look for a new job, that suits your skills, interests, and values, and has a healthy and positive work culture. You can also prepare for your transition, by updating your resume, portfolio, and references, and networking with potential employers, clients, or partners.

                                          Conclusion

                                          Toxic management is a common and serious issue, that can have negative impacts on your work and life. However, you can spot and deal with toxic management, by following some of the tips shared in this blog post. I hope that this blog post has helped you understand and cope with toxic management and that you can find or create a work environment that is respectful, supportive, and rewarding.

                                        • The Cons of Asking Employees to Work on Their Day Off

                                          The Cons of Asking Employees to Work on Their Day Off

                                          The Cons of Asking Employees to Work on Their Day Off

                                          As a manager or a business owner, you may sometimes face situations where you need extra help from your employees. Maybe you have a sudden surge in demand, a staff shortage, or an urgent deadline. Whatever the reason, you may be tempted to ask your employees to work on their day off. But is this a good idea? What are the consequences of making such a request? And how can you avoid it in the first place?

                                          In this blog post, we will explore the cons of asking employees to work on their day off, and offer some tips and alternatives to handle staffing issues more effectively. We will also look at some of the best practices for managing employee expectations and communication when it comes to working hours and schedules.

                                          Why Asking Employees to Work on Their Day Off Is a Bad Idea

                                          Asking employees to work on their day off may seem like a quick and easy solution to your staffing problems, but it can have many negative impacts on your employees and your business. Here are some of the main reasons why you should avoid doing it:

                                          It can lower employee morale and motivation. Employees value their time off and use it to rest, recharge, and pursue their personal interests and hobbies. Asking them to give up their day off can make them feel unappreciated, exploited, and resentful. This can affect their attitude, performance, and loyalty to your company.

                                          It can increase employee stress and burnout. Working on a day off can disrupt employees’ work-life balance and interfere with their physical and mental health. Employees who work on their day off may experience fatigue, anxiety, depression, insomnia, and other health issues. This can lead to lower productivity, higher absenteeism, and higher turnover rates.

                                            It can reduce employee engagement and satisfaction. Employees who work on their day off may feel less connected to your company’s mission, vision, and values. They may also feel less satisfied with their job and their career prospects. This can affect their commitment, creativity, and innovation.

                                            It can damage your company’s reputation and brand. Asking employees to work on their day off can send a negative message to your customers, partners, and competitors. It can imply that you are understaffed, unorganized, or unprofessional. It can also suggest that you do not care about your employees’ well-being and happiness. This can hurt your customer loyalty, retention, and referrals, as well as your ability to attract and retain top talent.

                                              How to Avoid Asking Employees to Work on Their Day Off

                                              Asking employees to work on their day off should be a last resort, not a regular practice. There are many ways to prevent or minimize the need for such requests, such as:

                                              Plan ahead and anticipate your staffing needs. Use historical data, market trends, and customer feedback to forecast your demand and workload. Adjust your staffing levels accordingly and hire extra staff if needed.

                                              Cross-train and empower your employees. Teach your employees multiple skills and roles so that they can cover for each other when someone is absent or unavailable. Encourage your employees to take initiative and make decisions without always relying on your approval. This can increase your flexibility and efficiency and reduce your dependence on specific individuals.

                                                Delegate and outsource tasks. Identify the tasks that are not essential or core to your business and assign them to someone else. You can delegate tasks to other employees, freelancers, contractors, or agencies. This can free up your time and resources and allow you to focus on your priorities and goals.

                                                Communicate and collaborate with your employees. Keep your employees informed and involved in your planning and decision-making processes. Ask for their input, feedback, and suggestions on how to improve your operations and performance. Listen to their concerns, challenges, and needs and address them promptly and respectfully. This can build trust, respect, and rapport between you and your employees and foster a culture of teamwork and cooperation.

                                                What to Do If You Have to Ask Employees to Work on Their Day Off

                                                Sometimes, despite your best efforts, you may still face situations where you have no choice but to ask your employees to work on their day off. In such cases, you should follow some best practices to minimize the negative effects and maximize the positive outcomes, such as:

                                                Be respectful and polite. Don’t demand or assume that your employees will work on their day off. Instead, ask them politely and respectfully and explain the reason and urgency of your request. Acknowledge that it is an inconvenience and a favor and express your appreciation and gratitude.

                                                Be flexible and fair. Don’t expect your employees to work on their day off without any compensation or recognition. Offer them some incentives, such as extra pay, bonus, time off, or gift card. You can also give them some options, such as working remotely, working part-time, or choosing a different day off. Make sure that you distribute the workload and the rewards equally and don’t favor or penalize anyone.

                                                Be supportive and understanding. Don’t pressure or guilt-trip your employees to work on their day off. Respect their decision and their boundaries and don’t take it personally if they decline your request. Understand that they may have other commitments or obligations that prevent them from working on their day off. Support them and help them cope with the stress and the workload.

                                                  Conclusion

                                                  Asking employees to work on their day off can have many negative consequences for your employees and your business. It can lower employee morale, motivation, engagement, and satisfaction. It can increase employee stress, burnout, absenteeism, and turnover. It can also damage your company’s reputation and brand.

                                                  Therefore, you should avoid asking employees to work on their day off as much as possible. You should plan ahead, cross-train, delegate, outsource, communicate, and collaborate with your employees to prevent or minimize the need for such requests. If you have to ask employees to work on their day off, you should be respectful, polite, flexible, fair, supportive, and understanding.

                                                  By following these tips and best practices, you can manage your staffing issues more effectively and maintain a positive and productive relationship with your employees.

                                                  Sources:

                                                • Not Rewarding Employees | Stop The Unfair Practice

                                                  Not Rewarding Employees | Stop The Unfair Practice

                                                  How to Stop the Unfair Practice of Not Rewarding Employees Who Work Under Pressure

                                                  Do you work under pressure? Do you face tight deadlines, high expectations, and multiple tasks every day? Do you feel stressed, overwhelmed, and exhausted by your workload? If you answered yes to any of these questions, then you are not alone. Many employees today are experiencing high levels of work-related stress and pressure, which can have negative effects on their health, well-being, and performance.

                                                  But what do you get for working under pressure? Do you receive extra pay, recognition, or appreciation from your employer? Do you feel valued, respected, and supported by your manager and colleagues? Do you have opportunities for growth, development, and advancement in your career? If you answered no to any of these questions, then you are also not alone. Many employees today are not rewarded for working under pressure, which can lead to dissatisfaction, frustration, and demotivation.

                                                  This is an unfair and unacceptable practice that needs to stop. Employees who work under pressure deserve to be compensated, acknowledged, and encouraged for their efforts and achievements. They deserve to be treated with dignity, fairness, and respect. They deserve to have a healthy and positive work environment that fosters their well-being and productivity.

                                                  In this blog post, we will discuss why rewarding employees who work under pressure is important, what are some of the best ways to do it, and how you can advocate for yourself and others to stop this unfair practice.

                                                  Why rewarding employees who work under pressure is important

                                                  Rewarding employees who work under pressure is important for several reasons:

                                                  It boosts their morale and motivation. When employees feel appreciated and recognized for their hard work, they are more likely to feel happy, engaged, and loyal to their employer. They are also more likely to perform better, deliver quality results, and exceed expectations.

                                                  It reduces their stress and burnout. When employees receive extra pay, recognition, or appreciation for working under pressure, they are more likely to feel that their efforts are worthwhile and meaningful. They are also more likely to cope better with the challenges and demands of their work, and avoid the negative consequences of chronic stress and burnout, such as fatigue, anxiety, depression, and illness.

                                                  It improves their retention and turnover. When employees are rewarded for working under pressure, they are more likely to stay with their employer and less likely to look for other opportunities. They are also more likely to recommend their employer to others and attract new talent. This can save the employer time, money, and resources that would otherwise be spent on hiring, training, and replacing employees.

                                                  What are some of the best ways to reward employees who work under pressure

                                                  There are many ways to reward employees who work under pressure, depending on the situation, the employee, and the employer. Some of the best ways are:

                                                  Extra pay. This is the most obvious and tangible way to reward employees who work under pressure. Extra pay can be in the form of bonuses, commissions, incentives, or overtime pay. Extra pay can help employees meet their financial needs and goals, and show them that their employer values their contribution and output.

                                                  Recognition. This is the most simple and effective way to reward employees who work under pressure. Recognition can be in the form of verbal praise, written feedback, awards, certificates, or public announcements. Recognition can help employees feel proud, confident, and respected, and show them that their employer notices and appreciates their effort and performance.

                                                  Appreciation. This is the most personal and emotional way to reward employees who work under pressure. Appreciation can be in the form of thank you notes, cards, gifts, or gestures. Appreciation can help employees feel cared for, supported, and connected, and show them that their employer understands and empathizes with their situation and challenges.

                                                  How to advocate for yourself and others to stop the unfair practice of not rewarding employees who work under pressure

                                                  If you are an employee who works under pressure and does not receive adequate rewards, or if you know someone who is in this situation, you can take action to stop this unfair practice. Here are some steps you can take:

                                                  Communicate your needs and expectations. Talk to your manager or employer and express your concerns and desires. Explain how working under pressure affects you and your work, and what kind of rewards you would like to receive. Be specific, realistic, and respectful, and provide examples and evidence of your work under pressure. Ask for feedback and suggestions, and negotiate a fair and mutually beneficial agreement.

                                                  Seek support and solidarity. Reach out to your colleagues or co-workers who are also working under pressure and not receiving rewards. Share your experiences and feelings, and offer your help and encouragement. Form a network or a group, and discuss your common issues and goals. Together, you can raise your voice and advocate for your rights and interests.

                                                  Look for alternatives and opportunities. If your current employer does not reward you for working under pressure, and does not show any signs of change or improvement, you may want to consider other options. You can look for another employer who values and rewards employees who work under pressure, or you can start your own business or freelance career. You can also look for ways to reduce your work pressure, such as delegating, prioritizing, or outsourcing tasks, or seeking professional help or counseling.

                                                    Conclusion

                                                    Working under pressure is a reality for many employees today, and it can have both positive and negative effects on their work and well-being. However, employees who work under pressure deserve to be rewarded for their efforts and achievements, and not to be exploited or ignored by their employers. Rewarding employees who work under pressure can benefit both the employees and the employers, as it can boost morale, motivation, performance, quality, retention, and turnover.

                                                    If you are an employee who works under pressure and does not receive rewards, or if you know someone who is, you can take action to stop this unfair practice. You can communicate your needs and expectations, seek support and solidarity, and look for alternatives and opportunities. You can also share this blog post with your friends, family, and colleagues, and spread the word about this important issue.

                                                    Remember, you are not alone, and you deserve to be rewarded for working under pressure. Don’t let anyone tell you otherwise.

                                                    Sources: