Being a good boss is way overrated.  It's time...to be a bad boss.

That's right, forget the stress-management courses, axe the communication training seminars, and cancel the mentoring-buddy system.

Looking to really stress your employees out?  Here's how:

• Role clarity – Don't let anyone know what they are supposed to be doing then punish them for not doing it!
• Job Demands – Just keep upping these as you reduce resources and increase stress!
• Control – Don't give employees any control!
• Change Management – Keep people guessing! Never tell them about your many changes until the last minute.
• Support – Do not give this and provide structures which discourage it amongst employees. Divide and conquer!
• Relationships – encourage conflict and bullying every chance you get!

The following factors have been shown to be significant traits and skills for increasing the stress in direct reports and sending people insane:

• Low Integrity – Don't build trust. Be dishonest.
• Poor Emotional Management – Be moody and panicky to build workplace stress. Make sure to pass on your own stress.
• Dictator Style – Employee engagement is for wimps! Gives negative feedback or non at all.
• Reactive Work Management – Don't plan or monitor workload.  Have poor time management.
• Problem Solving Skills – These are also for wimps.
• Conflict Management Skills – There is no stress when your enemies are dead! Unresolved and aggressive conflict is what work is all about.
• Company Resources -  Hoard or ignore these and treat other departments as idiots and competitors.
• Personal Responsibility and Accountability – Also for wimps. Lie, back-stab and get away with things.
• Inaccessibility – Be anti-social and aloof.
• Uncaring – Never give empathy it only encourages stressed people!

These tempting and exciting ideas were created by Mark Walsh, a UK-based integration trainer who specializes in stress-management tactics in corporate settings. 

Note:  This is a creative message to ensure managers practice the OPPOSITE of each noted idea :)  If you didn't get that hint and found these ideas truly inspiring - well then, I guess you truly are a bad boss and not just pretending to be one.

As always with today's economy, there's good news and bad news.  The good news is that according to the Bureau of Labor Statistics, job openings are up 45 percent since the official end of the recession in July 2009.  Although an increase in job opportunities is a positive stride for our recovering economy, it can pose great difficulty in the areas of retaining and maintaining talent.  Hiring managers are seeking well-qualified talented individuals to contribute to their companies – not bodies to fill desks and cubicles. 

How do we bridge the gap?  Do we want more jobs or more talent?

The answer:  We want both.  Jobs and talent do not have to be mutually exclusive when appropriate training is practiced. 

It is crucial to ensure that the appropriate skills and base knowledge are in place prior to hiring an individual, but training plays a large role in a new employee's performance.  Soft-skills training contributes largely to employees' engagement, productivity, and overall level of performance.  In other words, it's not an empty slot that creates the job – it's the talent coupled with appropriate guidance and training that creates the job.  

Even companies performing at full capacity with no open job opportunities are concerned about retaining talent – and jobs.  According to a global coaching and leadership development firm, a recent survey of 174 organizations found that 68 percent of organizations are worried about retention and are taking active strides in ensuring stability for their top executives and managers, pipeline prospects and front-line workers.  Here are their concerns:

• 90% are worried about losing high-potential talent
• 72% don't want to lose front-line workers
• 60% are concerned about middle managers leaving
• 45% are afraid about senior executives leaving 

How are these companies addressing their concerns?  Yes, they are offering enticing compensation and benefits packages along with flexible work schedules and tuition reimbursement, but they are also offering coaching, mentoring, cross-training, and professional development opportunities.  Clearly, convenient work schedules and increased paychecks create an incentive to stay with a company, but so do training, development, and professional growth opportunities.

In summary, training plays a monumental role for companies with or without open job opportunities.  Whether your company is looking to attract new talent, or retain its current talent, do not underestimate the power of training and professional development.  It can mold new employees into effective and happy performers and it can retain current employees by assisting in advancement and professional growth. 

Most importantly, when training is offered in an array of formats ranging from audiobooks, online training, and downloadable materials – employees are bound to stay happy, engaged, and well-rounded.    

Yesterday I had a discussion with a few individuals in education.  They represented the business component of the education system – working in the HR and financial departments.  The managers brought up an interesting point:  Much emphasis is put on employees' “hard skills” such as IT training, understanding the usage of cutting edge software and staying up to speed with today's e-Learning tools – whereas emphasis on the “soft skills” side was completely left to the wayside.  It seems a bit hypocritical that an entire system based on continuing education and strengthening knowledge and skill-sets – would neglect nurturing the relationships and environment in which the employees work. 

Kind of sad.

With budget cuts (specifically in education) money must be allocated strategically.  Although it is crucial to allocate money toward technology and latest trends, we cannot forget about the employees and the workforce behind the diplomas.  I'm not even talking about the faculty – I'm talking about the administrative workforce behind the school system. 

Interpersonal relationships are key within this industry.  Employees and managers should be encouraged to interact positively so they can create a harmonious work environment that promotes creative thinking and streamlining the business component of student education.  Furthermore, younger, less experienced individuals are moving into managerial positions and need the guidance and support for effective decision making, managerial skills, and innovative thinking.  Due to budget cuts, layoffs, and other stressful financial and interpersonal issues, some establishments unfortunately have problems with ineffective, fearful leaders and the way employees treat one another.

Hello??

Conflict Management Anyone??

Leadership?  Accountability?  Oral Communications?

The need for soft skills training is more pertinent than ever.  Regardless of your industry – it is imperative to nurture a professional work environment and ensure that all employees are respectful, engaged, and effective. 

Don't let the need for IT training blindside the importance of human relations and interpersonal skills.  We can't have one without the other.  A strong education system can only come from a strong workforce behind the scenes.    

We need to train the trainers.  And those who work on the business side of training.  Our school systems need a strong foundation – in order to produce effective results – our students.  

How do you REALLY feel about the government targeting travel and conference costs in efforts to cut insufficient federal spending?    In May 2012, The Office of Management and Budget (OMB) announced that starting in October, federal travel expenses will be cut by 30% and the government will prohibit more than $50,000 to be spent on conferences.   

Good move?  Bad move?

On the positive side, agencies are projected to spend 30% less funding on travel expenses from FY 2012 through FY 2016.  Conferences will be monitored by senior-level to ensure appropriate levels of funding match the participation and training requirements for the meeting.  In the words of Jeffrey Zients, Acting Director of OMB, "These are all common sense steps that will save taxpayer dollars by eliminating waste and improving government operations — all while maintaining the core government functions that the American people count on.”

Fair enough. 

We all agree budget cuts are necessary in making strides to cut federal spending and increase effectiveness in both management and performance.  But why target training?  Does this cut imply the government is putting employee training and education on a lower rung on the priority ladder? 

Absolutely not. 

Training is as important as ever.  The method and delivery of training, however – is what's questionable.  It seems as though the OMB is discovering a concept 3LG markets every day:  Let's cut training costs and use more effective, streamlined methods that reduce time, travel, and monetary expenses.

It's true.  Even the U.S Government is realizing that training can be maximized by using other forms of media – audiobooks, mobile downloadable devices, video conferences, online training tutorials.  There are numerous modes to choose from – for all levels of technical proficiencies.  For those traditionalists concerned with losing human interaction - - follow up review sessions can be scheduled after technical training  to ensure all requirements are met and all questions answered.     Cross-training on a local scale can be implemented to encourage face-to-face interaction and to supplement independent tutorials. 

Bottom line – there is a world of training beyond the need for physical travel and in-person conferences.  There are plenty of opportunities in digital training that can be securely and effectively implemented – even in the federal space. 

The time has come – time to cut travel plans, time spent, and budget restrictions when it comes to training.  There is a multitude of areas in which these savings can be allocated.  Not to mention, salvaging a deep federal deficit. 

We're glad the U.S. Government hopped on our band-wagon for “the pros of mobile, digital, and audio training”. 

Not to toot our own horn, but – we told you so :)