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Franke James is Editor/Founder of Office-Politics.com and Inventor of the Office-Politics® Game. Peter R. Garber has worked as an HR professional for over 25 years and is the author of many business books including: Winning the Rat Race at Work and 100 Ways to Get on the Wrong Side of your Boss. Dina Beach Lynch, is an Ombudsman, Author and former attorney. An award-winning mediator, Dina served as the Corporate Ombudsman for the 7th largest bank in the US helping over 48,000 employees to resolve workplace issues. Dr. Rick Brandon is CEO of Brandon Partners. He has consulted and trained tens of thousands at corporations worldwide, including Fortune 500 companies across a variety of industries. Dr. Marty Seldman is one of America's most experienced executive coaches. His 35-year career includes expertise in executive coaching, group dynamics, cross-cultural studies, clinical psychology, and training. Arnie Herz, is a lawyer, mediator, speaker, author and consultant nationally recognized for his practical and inspired approach to conflict resolution and client counseling. Dr. John Burton LL.B. M.B.A. M.Div. Ph.D. is an ethicist, mediator, lawyer and theologian. John is currently located in Prince Rupert, B.C., Canada, working with Canada's aboriginal communities. |
My boss will say "I've had feedback that your attitude is negative." March 2005, Article 2 Dear Office-Politics, I had a misunderstanding last Friday with a co-worker (we hardly ever see each other). He is at the same level and position as me. I am sure when I return to work tomorrow my boss will call me in her office and say "I've had feedback that your attitude is negative, etc." What can I do to prepare for 'he said, she said' and NOT get fired? Misunderstood
Dear Misunderstood, This is a bit like a chess game. Think of it positively -- forewarned is forearmed. You have time to consider your moves, and what your opponent will say or do to defeat you. Take it seriously. You have to be able to put the right 'spin' on the misunderstanding so that you will be able to defend yourself. Pull out a piece of paper and write down phrases which summarize in one or two lines what the bottom-line is on this issue. You don't need to memorize them, but it will be good practice for the 'battle' tomorrow. Let's assume that the misunderstanding is mostly your fault. Graciously take the blame. But state clearly why the mix-up happened. At the end of the day most Bosses don't want to hear whiny excuses as to who is guilty, and who did what. It's exhausting. All they want to know is that the person(s) realize their mistake, and will take actions to make sure it doesn't happen again. End of story.
Regards, Franke James
The Ethics Letters that appears as a feature of this Website is an educational and discussion oriented column designed to help the reader better understand ethical issues. The matters discussed in the letter are reviewed in a summary/abbreviated way and are only meant to foster thinking on the part of the reader. If a person decides to adopt or implement suggestions, they do so at their own risk. No representation or warranty is provided in relation to suggestions or the contents of the letter. Neither the authors of the letter, Franke James, John W. Burton, or the owners of this Website accept any liability whatsoever for any opinions expressed in the letter or for errors and omissions. Submission of letters to the Office-Politics Forum grants the Publisher, Nerdheaven Ltd. the right to reproduce, republish, repurpose and excerpt the submission in any and all other media, without compensation or contacting the author. Copyright Nerdheaven Ltd. 2002-2005
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