ARE YOU DISCIPLINED?Written by Rhoberta Shaler
For most people, word "discipline" has an immediate negative connotation. It implies something imposed from outside, doesn't it? It means that someone or something is controlling or demanding, neither of which are particularly appealing. When we do think about self-discipline, it, too, often has a negative spin because it is seen as difficult and contributing to failure. Can you think about it differently?
Self-discipline is nothing more than keeping your commitments to yourself. If you say something is important and significant to you, then take this little test:
Does that something that you SAY is important show up a significant number of times in either your calendar, or your checkbook, or both? If it does not, then, where is demonstration that it is important to you? Do you regularly do what you say has value to you?
I'm sure you understand picture. I believe behavior, not words. How about you?
MALPRACTICE OF THE MOUTHWritten by Rhoberta Shaler
Is your mind your greatest asset? Do you suffer from malpractice of mouth? That is malady that occurs when mouth enrages before mind engages! You may work with someone afflicted!
There is no room in workplace for verbal violence. None! It is inappropriate, unacceptable, and, definitely, unprofessional. No allowances for verbal violence should be made for educated and mentally competent adults in positions of authority. NONE!
Folks who yell and curse (and some who add obscenities) are using their words in same way they would use their fists. It is no more sophisticated. It is both a sign of lack of skills and a symptom of unmanaged frustration. They need help--help to express their feelings and their need for control appropriately.
Should providing this help be responsibility of organization? That is an important question. Employees who are doing an excellent job in most areas are consideration, aren't they? They are valuable and they have a 'people skills' gap. The good news is that people skills can be taught. The bad news is that some folks do not want to learn them. So, first assessment that must be made is willingness of employee to examine and improve their skills. No number of training hours can make a person change.
A few years ago, I was delivering a program on managing difficult people successfully. As this is a program I often deliver, some agencies regularly sent folks to it. One woman appeared in course three times in three years. At one break, she complained to me, "I just don't know why they keep sending me on this silly course. I know it by heart. It's a waste of their money." Well, I knew why she was there. She was 'difficult person' and she just would not internalize information being given to her. You know, we may all be someone else's idea of a difficult person at times. This woman was poster child. She was bright enough. She was able to grasp concepts, but, she simply would not apply them to herself. Perhaps, she is still being sent to that same course...and still complaining about it!