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Work Frustration

We are often frustrated by stupid politics in the workplace. Do you feel like people are backstabbing you and making up all kinds of stories to hurt your reputation? Are the people you work with frustrating the hell out of you? Let master career coach, Unre Visagie guide you through dealing with this unpleasant situation in this coaching video…

Slide 1 (People around here frustrate me)

Careerdevelopmentplan.net offers the foolproof Career Maker System. Today we specifically talk about how people in my workplace and other places could frustrate me from time to time.  In our businesses over the years, coaching, pro bono work at schools and universities, we have found that sometimes people do grind against each other and frustrate each other. How do you use this frustration to your benefit and influence your career decisions positively?

We believe turning frustration into career growth can be an exciting experience. People making career changes using the Career Maker System often got 30% and more increases within 18 months. They took the energy that’s gone into nurturing the frustration and they turned it around to work for them with less effort and a lot more fun. It creates a secure, safe and certain way to change towards your ideal career, and ensure that you earn what you want and what you deserve in the company, the job, the industry of your choice in midlife or after. We hope you enjoy the process and the details we offer you on the website.

Slide 2 (We all work, invest and benefit together)

People often have the awareness that people have is of they, others, that frustrate me. It creates a feeling that the others must change before I can be ok. In this model we turn it around; we let you use the opportunities where you work with others, even in frustration. So you can communicate what you do what you understand, your value, and you then move towards more valuable work for the company and for you. You will see how you grow, by getting rid of the frustrations and turning it into your benefit.

The solution for turning frustration into benefit: know what you currently do for whom, what you are committed to do, what’s part of your job to do and what you can expand to do, there’s a whole lot of opportunities. Prepare this communication with people around you, people you can trust and with whom you are comfortable. With your prepared communication engage anybody where you can deliver value, and especially those that in the past used to frustrate you in your interactions.

Slide 3 (Why would your employer want you to earn more)

Why would your employer be very keen for you to do this and pay you more? Yes, they do want to pay you more, but only if you do much more. That’s the way we’ve all earned more in our lives. In any business there’s shareholders that wants more returns, and if they get more, we get more capital to play with, it’s very simple. It’s easier for the board and the executive management to manage if we make an input strategically, if we add value, they can do more, and we all grow faster.

You personally grow faster, if you have an interest in the business and the industry, an interest in your teams, an interest to contribute, you will really make a big difference and be a cogwheel in the big engine of business that drives the whole thing. When one is frustrated, you so often slow down the whole machine, and then they are obviously going to pay you less. If you speed up the whole machine they are going to pay you more. How do you do that? Understand your role, understand where you fit, find the best fit for you and always keep the client in mind. At the end of the day, the people we deliver the service to finally must come shopping. They pay for what they buy from us. If we can produce better at a lower cost, it works for management, it works for the shareholders, and it obviously then works for us. It’s very important to understand your role as a cogwheel in the big business so we can all grow. There’s much more on this on the website.

We find that many people just look for a job and in a job you get easily frustrated, whereas if you go to work for the company, you go to produce, you go to add value to clients, stakeholders, everywhere around you, everybody loves you and the frustration often just vanish and you will get that fantastic increase, as I hope you will get. The challenge then is to move from the perceived boxes where they frustrate me, where the company decides etc. It’s like a glass plate, you can see on the other side but you can’t touch it. We want to break that glass plate, to think outside the box and move to the great space, where your earnings grow and you get the job you really want and build the career you really want.

Slide 4 (Know what you currently do for whom)

When we all work, invest and benefit together we don’t need permission to do that. We can simply go and do it following these techniques: know what you currently do for whom. On the website I give you a note to show you the value of what you do, the understanding, the insight, you discuss it with people close to you and you ask what more can I do, what else can I do? What must I delegate, what must I do less of? Jack Welsh from GE said NO is the most profitable word in business. NO is also the most profitable word in your career and your job, provided you know what you do, people around you know what you do, you can easily say no and choose what else to do to grow yourself.

Slide 5 (Prepare to communicate to influencers)

From thinking outside the box to the great space, the second step is to prepare to communicate with the people you want to work with, that you need to work with. People must know what you do so they can pay you properly, they can’t pay you properly if they don’t know, so you must prepare so you can communicate. You can’t go and ask them, you have to go to them with solutions, you must have already tested it and be prepared, have your story prepared. You will see elsewhere on the website there’s much more on stories. Your story must be clear.

Here are some selected notes to get you going. Discuss with selected friends, family and colleagues. Prepare and get more information, do some research; ask people who do a similar job in another company, etc. Join associations; join magazines en ezines etc. In this way you become part of the company and part of the industry. Practice those communications so you are prepared for the third step.

Slide 6 (Engage and communicate your work list)

Now you engage the people that can make a difference around you, people that you can delegate to, people that you can get work from and people that need to know to pay you properly. In this process frustrations just go away because you are a task-driven person, you are clear, and when somebody frustrates you, you can simply ask them: “What are we achieving here?” “Let’s rather go for the results so we can earn more money.” You ask and you share, you need good questioning skills that you can find on the website. Respect and acknowledgement will get you a long way. If you go to people around you, below, next to you or above you, you find something you can say to: “Wow, this is great!” They immediately feel bigger. They will immediately want to be with you and frustrations just disappear.

Slide 7 (FEAR & FAIL & RISK)

Let’s look at moving from where people frustrate you to turning that energy into great production, instead of turning it into a negative situation. We all fear, and fear just stands for False Evidence Appearing Real. Fail stands for First Attempt in Learning. If you look back at your life, you learnt to walk and talk, you learnt to tie your shoes, you learnt to ride a bicycle; anything included some failure and some skin. But we got back on the bicycle, it wasn’t a big deal, but when it gets to people, we are scared what they will think. This process will let you practice so you recognize the false evidence and it goes away, the fear of failure goes away, and you start moving forward. The process, to remind you: know what you do, prepare and engage.

You have a fantastic store of assets, everybody has. People have experiences, expertise, interests, aptitudes and relationships that they never articulate, they never unpack it. Talk to people around you, they can see what you can’t see yourself. During my life when I was building businesses, recruiting people, coaching people and doing pro bono work in schools, I haven’t even found a professor that can do his own list. Talk to others around you, if you experience difficulties, come to the website and ask us questions, we can help you. You will see that the resources, whatever resources you may need, are already out there. Your challenge is to bring those resources inside as you climb up the staircase and make your own staircase. Climbing and making a staircase at the same time could be challenging, that is why we have created this safe process from our experience over the years with our friends and professors.

To start: explore and identify. Prepare, engage, and in the process you grow and clarify your store, and you are clearer on what you say yes and no to. Remember no is the most profitable word ever. In this process you are guided to align the job, company and industry that you want to work in. You want to play in the middle, growing your job and growing your company as part of a growth industry. Secondly, you want to make sure that your job aligns with the work you want to do and the work with the job and both of those helps you grow your career long term. You focus in the middle with your asset list and grow. You end up being completely in charge of your future. You don’t have to ask, because you already know what others think and value. Your career aims are aligned with your work, job, company and industry. This insight and knowledge gives you confidence and it puts you in absolute charge.

Slide 8 (Start with the purpose)

We follow a process that let you clarify your purpose in your career. From purpose you can go to objectives and tasks, and dynamically align with your mission and vision. This is a very dynamic change, industry change, company change, your needs change, especially in midlife when you get impatient quicker, you don’t suffer fools so easily anymore. In that process, the more clarity you have, the more people want to be around you. It’s a lot of fun when there is clarity in communication around you.

Slide 9 (Earn more now thinking discussion)

Another model you will learn about in the process is to clearly understand the company’s rules, every way, strategy, focus, clients, what excites them etc. The rules are known and they can’t be changed easily, obey the rules while you work to change them. This is the space you want to spend more time in, provided you don’t waste time on being frustrated about the rules, because often that causes the frustration. Understand and accept the rules, then you can play in understanding and testing for outcomes: the best outcomes for you, the best outcomes for all the stakeholders as we have mentioned in the business model and especially the best outcome for the client.

When you focus on the client nobody can differ from you, because he’s the client, he comes shopping, he’s the only one that pays. You are also going to move in an area where it’s unknown to you but you have influence, then you go and explore. That is why you get more information, talk to more people. This is what all these models help you grow in inter and intra, with clear aims for the next phase of your career after midlife.  It is so easy to not do this and get stuck in midlife with growing frustrations. Remember we want to turn frustrations into benefits.

Slide 10 (Approach people for input and advice. You gain awareness)

Approach people for input and advice and you will gain awareness. A brief review, how would you do this? Your approach should be: I admire something about you. There’s always something you can find, just look past the very frustrating interface, you will find something nice, even if you just thank him for frustrating you in the extreme. We had cases like that, where Nadine was very angry at some people, she thanked them for the opportunity to grow with them, they then turned around and gave her such valuable stuff that her salary increased over 20% in six months. They pointed out what she does that is valuable that she didn’t even know. Communicating that to the right people resulted in her getting a tremendous increase six months later. Recently, during a time when the company gave no increases, they realized they had to compete for her in the industry and she still got her increase.

Turning frustrations into benefits work, if you want to see Nadine’s story, it is on our sister website: ebio. You can just click on Nadine. You have to have serious questioning skills where you ask what else? What more? So you can explore. Your questions can be specific or your questions can be what do you think? There are closed questions and open questions. It’s all on the website and it’s all easy to use. Who else can you recommend I talk to? It’s amazing who people will introduce you to if you just ask. That is an easy way to turn your frustrations into benefits. Closed questions have to be specific. Exploratory questions consist of what else, who else, where else and so forth. There is much more about that on the website. Some of the processes on the web fit exactly what we have given you here. Look at the model SMARTM: Specific, Measurable, Accountable, Reward and Resource, Timing, Monitor, how do you do this? In any work environment all this can be obtained by giving other people benefit or opting them to help you. The processes are on the website.

Careerdevelopmentplan.net website

Let’s look at Planning and Performance. All of the resources are listed here that help you with goal setting, planning and communicating. It is grouped into an easy source for you to navigate.

Resource website

The resource website has a whole lot more resources. There are career success processes, understanding, business processes, career change, development plan; all of these are applicable to midlife career growth and change. A whole number of them, like the interpersonal skills, can turn frustrations into big benefits.

Slide 11 (Supporting the foolproof Career Maker System)

We have the business tool-set and the personal tool set that you’ve just seen on the website. Watch out for your next Career Maker System email!

Link with me on Google Plus:

Trevor Manuel, National Development, Capabilities Approach

Trevor Manuel in his speech on the National Development Plan said that they will be taking a capabilities approach to economic capacity development. X2O and with Career Maker, Ebio and Pro. Japie Kroon from North West University delivers this capabilities approach in economic capacity development.

Click here for a direct link to Trevor Manual’s speech

Slide 1 (X²O Exposure to opportunities)

Careerdevelopmentplan.net offers a solution to economic capacity delivery with exposure to opportunities. We write this as X²O, it is a geometric growth model, thus to the power 2. We learn, work, invest and benefit together. Everybody gains, the top end keeps on growing faster and the bottom ends catches up because of the transfer process, which is in line with the speech made by Minister Trevor Manual as part of the national development plan.

You can find the whole speech on the web on info.gov; this is what we work from. The plan predicts that by 2030 we will live in a community that we have remade, and we would be proud to be part of this community. This will be a community where everyone will grow economically, personally, as a family, as a community, as a tribe and as a nation. Mr. Trevor said the leitmotif has been that we want to eliminate poverty and reduce inequality. Consistent with the diagnostics they found the highest priority is education, which is exactly what we aim for.

Slide 2 (The opportunity is in bridging gaps)

We have found over the last 15 years that there’s a tremendous opportunity in bridging the gaps. As people cross the gaps, cross the bridge, everybody gains, they most of all, but all of us still gain and grow, and the country grows as well. Everybody knows that the haves have all the health, wealth, happiness, choices etc. They also have an abundance of knowledge and experience. The not-haves are in short supply, they need education.

Through education health will come, poverty will reduce and safety will increase. They have a scarcity of knowledge, experience and resources. If you look at the opposite triangles the knowledge is on top, with few people. Little knowledge exist with the many, it’s simply a transfer process for everybody to gain. When you look at the flows: knowledge down, people up, then the whole pyramid grows upwards, we all get healthier, wealthier and happier. A fantastic vision should we achieve it.

Slide 3 (Economic Capacity Delivery – Trevor Manual’s speech)

Let’s look at economic capacity delivery, Minister Manual also state that three complementary enablers are required. The first is an active citizen, the second is a capable and effective state, where the state must become more effective but the citizenry must also use the state more effectively. The third enabler is strong and mature leadership.

Our program works with local leaders, supporting the elected and appointed leaders to grow faster. If we can get an active citizenry in harmony with government, academic institutions, business etc. it will set a new paradigm in development.

Slide 4 (I want a job, I want the right job, I want to grow in my job)

People say: “I want a job, I want the right job, I want to grow in my job.” The people at the top wants to grow faster in their jobs, the people in the middle just want the right job and the people at the bottom, the broad mass of South Africa, simply want any job. If we can address those three requests, which we believe we can, we believe that getting a job and earning more can be a very exciting experience. We believe this after many years in business and many years in pro bono work with universities and communities.

People using the Career Maker System often got 30% and more salary increases within 18 months. The secure, safe and certain way towards your ideal salary in the job you’ve chosen, the company you’ve chosen, the industry you’ve chosen and it lets you grow your career in a way that is best for you, aligned with your inner, natural talents. We like to say that people that are aligned like this never work a day in their lives. I’ve been privileged to be there for over 20 years, it’s a fun place to be.

Slide 5 (Insight, opportunity & knowledge spread)

Let’s look at the insight, opportunity and knowledge spread, what is the current situation? We like to look at it in six levels. People that currently sit with vast talents but they don’t have the knowledge, insights and access to resources to use those talents. Then people who are under- and unemployed in this area and then people who are safely employed but wants to grow, people that are great but wants to grow, people that are fantastic and want to grow.

If you look at the six natural levels of work competency, you can see that knowledge is up here and little knowledge is down here. That is what we believe drives the stratification, this ever increasing gap between rich and poor, which is no good for anybody and the more people that can become economically active the more big business, the government, everybody will grow.

Slide 6 (The three companion products)

Let’s briefly look at our three companion products; it is the Career Maker System, which makes an impact and a difference in increasing your productivity and your salary within a fairly short time with a high impact. This product is also offered within companies, within work teams, and we hope shortly within government institutions.

Exposure to opportunity X²O that include work and study readiness and is meant for people that take a little longer and have a few more gaps to bridge. The people are fantastic, they just earn base competencies. With their families and community they can increase the support and increase their ability in the core five proficiencies: language, numeracy and so forth, to grow to where they can enter the big system of the economy and contribute as they want to. We use the learning methodology from ebio developed with Education and work place learning in mind.  We have developed a sustainability model where the program becomes scalable with web support and local agents as companions. The web supplier is Tribe Centric.

Let’s briefly take a look at Career Maker. It’s on the web, web-supported and originally developed from our multi-million dollar businesses we developed as well as one of the largest incubators ever in South Africa. If you look at the process you can see the whole process of career change, just scroll through it, it’s all there on the web, and how people grow their salaries. X2O and its brochure are on the web and we’ll take a look at that just now.

X2O, also on careerdevelopmentplan.net, you will see all the areas of work proficiencies that get addressed. You can download the brochure from the website. You can also look at some companion products and services that go with it. There’s something at the bottom of the page about the core five proficiencies. You can read more about that on the web.

Lastly, if you look at ebio, it has similar processes, with individual growth in six steps and it’s also available on the web, you can read it when you have the time. Lastly, we found that with scalability it is very important that the community mobilise the people behind the leaders, for the leaders, by the leaders. Therefore, we have created the More South Africa space, where people can join up for activities like project management, forums, groups, and newsletters. There’s a store where the products and services plus the companion products and services are offered in and by the community, supported by a highly competent set of managers and management teams. Thus we believe we deliver exactly what Minister Manual recommended. We can thus play a role in the vision of the future of South Africa.

Slide 7 (Productivity in sync with formal education)

Productivity must be in sync with formal education, and to integrate the three products, if you look at the six levels, the mass at the bottom, the few people at the top, and ebio creating an army of learners, working with and through institutions, primary, secondary, tertiary education, as well as education within companies, supporting the gaps in core proficiencies, and growing from there.

Secondary, Secoza NPC offers the services where the learning curve is a bit longer because of the gaps being a little bit bigger and there being more gaps. Working with a solid measurement process that gives you solid feedback on the web, it’s like a dashboard of people’s development, community development, how many are engaged and so forth. Career Maker offer the same services at the top, where there’s a higher impact, the core proficiencies already exist, it’s a slightly higher level offer to people employed on the higher end. Just to integrate the three then, the focus is in the middle, but such that each one grow by itself bringing people up, growing people up. Each area grows by itself and thus the overlap grows. That’s a concept they often call a balance.

Slide 8 (Start with the purpose)

Look at every person, whether employed at the high end or at the very bottom end,, we deliver a model that is suitable to them to make their purpose clear. The purpose drives objectives and actions, and synchronizes with adapting your vision and mission very dynamically. We all know that a person with a clear vision, a clear purpose, is almost unstoppable. We found that to get recognition; we have to get people with clear visions and missions that are clearly aligned with their objectives and tasks.

Slide 9 (Earn more now thinking discussion)

Secondly what people have to understand very early on is that there is a game with rules, they must know the rules and play by them. So many people spend their energy fighting the rules, instead of spending their energy where they can make decisions, make a difference using and building on the rules. This creates people that are easy to govern, people that fit and drive and maintain the rules. They also understand that there’s unlimited space where they still have influence, but they can still explore and make it known, while growing their space of production. It’s very simple models and we have a whole lot of exercises underneath to make sure this is implemented.

Slide 10 (Get the job you want from any starting situation)

We are now going to look at how to break out of the box. This is like a glass plate, it is all perceived, none of it real, but where people are at the moment it is awesomely real to them, it is the absolute truth, you can’t argue that perception is reality. To change those perceptions they have to go through three simple steps, they must know what they currently do and are, and what they want to become and want to do. Then they have to prepare and communicate this clarity. In our full sets you will get all these activities in full. They grow what they currently do and what they want to do.

Slide 11 (Get the job you want from any starting situation – 2)

They then clarify this to communicate it so they can break the glass plate, go beyond it, break out of the box and get to the great spaces. Again, these are simple actions, we just give some examples.

Slide 12 (Get the job you want from any starting point – 3)

Thirdly, still, breaking out of the box, getting the glass plate to disappear and get to the great space, they need to then engage and communicate with the people where they want to go, people that have the knowledge that they want. Go be useful to them, work with them in an apprentice, intern style. They will work for knowledge at this time, not so much to get paid. At some early stages pay tends to be survival, but we also coach people in the same technique that recently moved from well over a $100 000 in earnings to 1.3, 1.4 million dollars in earnings. So the process works right at the top, works right at the bottom, at the bottom it’s just slower, community, home, and resources must be integrated. Again, just some selected steps.

Slide 13 (www.careerdevelopmentplan.net)

People get recruited, go through a process, get the hard skills of their industry, and align the whole process with the National Qualification Framework Level 1 to 5, and through phases that we take them over a period of time. The bigger the gap the longer the time but the process is the same. It’s a clear process, I just want to show you briefly what is behind it. The process is designed to break the boxes and break the glass plate and move to the great spaces. This big migration is exactly what Minister Manual talks about.

Slide 14 (Physical infrastructure with local partners)

In your infrastructure there’s outbound values and inbound values, demand leading to supply, so everybody benefits, everybody gains, everybody earns as they learn and even learn to earn.

Slide 14 (Supporting the foolproof Career Maker System)

The infrastructure partners are always local or the big telecom providers with broadband and communication. Supporting the foolproof Career Maker System we have a business toolset and a personal toolset which I will just briefly click. The business toolset is available on careerdevelopmentplan.net as I’ve shown earlier and there is a whole set for social ventures, business ventures and most of the rest personal because personal growth grows social ventures and grow business ventures. The personal and the business toolset are available there. In conclusion, let’s look at how we hope to spread.

We attempted to explain these five years ago in an actual graphic set. What we hope to do is to grow from home to home, the process is designed to be passed on for free, in the family and from home to home, and supported at the formal qualification levels. We have proven that it can go from home to home, through communities, from community to community, we hope Africa wide and we hope from Africa to the world, proudly African and only from Africa.