Comments on: BCR #26 – advance your career by monitoring your behaviour http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/ innovative communication for innovative communicators Tue, 07 Feb 2012 15:39:45 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Lee http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-514 Lee Sun, 26 Feb 2006 04:38:48 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-514 Just realised something -- don't you listen to the 'For Immediate Release' podcast? I present a 6min report every Monday... You're mentioned in my report this week... Just realised something — don’t you listen to the ‘For Immediate Release’ podcast? I present a 6min report every Monday…

You’re mentioned in my report this week…

]]> By: Lee http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-4832 Lee Sun, 26 Feb 2006 04:38:00 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-4832 Just realised something -- don't you listen to the 'For Immediate Release' podcast? I present a 6min report every Monday... You're mentioned in my report this week... Just realised something — don’t you listen to the ‘For Immediate Release’ podcast? I present a 6min report every Monday…

You’re mentioned in my report this week…

]]> By: Lee http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-513 Lee Sat, 25 Feb 2006 04:58:09 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-513 Sure -- would First Class be okay? I just need to confirm booking dates and times -- can you shoot me over your credit card so I can prebook your hotel room for you. :-) Sure — would First Class be okay? I just need to confirm booking dates and times — can you shoot me over your credit card so I can prebook your hotel room for you. :-)

]]> By: Lee http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-4831 Lee Sat, 25 Feb 2006 04:58:00 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-4831 Sure -- would First Class be okay? I just need to confirm booking dates and times -- can you shoot me over your credit card so I can prebook your hotel room for you. :-) Sure — would First Class be okay? I just need to confirm booking dates and times — can you shoot me over your credit card so I can prebook your hotel room for you. :-)

]]> By: Andrea Weckerle http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-512 Andrea Weckerle Fri, 24 Feb 2006 17:49:45 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-512 Lee, I was going to ask *you* when my airline ticket is arriving... With regard to podcasting, if I were invited, I would gladly be your guest. Just let me know :-) Lee, I was going to ask *you* when my airline ticket is arriving…

With regard to podcasting, if I were invited, I would gladly be your guest. Just let me know :-)

]]> By: Andrea Weckerle http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-4830 Andrea Weckerle Fri, 24 Feb 2006 17:49:00 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-4830 Lee, I was going to ask *you* when my airline ticket is arriving... With regard to podcasting, if I were invited, I would gladly be your guest. Just let me know :-) Lee, I was going to ask *you* when my airline ticket is arriving…

With regard to podcasting, if I were invited, I would gladly be your guest. Just let me know :-)

]]> By: Lee http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-511 Lee Fri, 24 Feb 2006 14:50:55 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-511 So when do we hear the voice behind the face of New Millennium PR then? And when are you flying me over to address your company on how to podcast and why you should? :-) So when do we hear the voice behind the face of New Millennium PR then? And when are you flying me over to address your company on how to podcast and why you should? :-)

]]> By: Lee http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-4829 Lee Fri, 24 Feb 2006 14:50:00 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-4829 So when do we hear the voice behind the face of New Millennium PR then? And when are you flying me over to address your company on how to podcast and why you should? :-) So when do we hear the voice behind the face of New Millennium PR then? And when are you flying me over to address your company on how to podcast and why you should? :-)

]]> By: Lee http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-510 Lee Fri, 24 Feb 2006 14:48:52 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-510 Ahhh, indeed Andrea, that is probably the largest complaint I hear in companies. What goes on behind the boss' back is often what undermines performance. Not sure how you can address this, unless it is by getting a quorum together to air their views to the boss all at once, or else secretly videoing the offending behaviour (and *that's* a legal/HR minefield). HR departments are supposed to be useful places to discuss these issues before going to the boss, or confronting the offending colleague. But if the offending employee is a 'favoured son or daughter' in the boss' eyes then sometimes all that is left for it is to either stick it out and hope they get promoted out, or else move yourself. The stress of working with someone like that is sometimes too hard to bear -- especially as you start doubting yourself, your ethics, your perceptions and your sanity if no one else sees the offending behaviour. Ahhh, indeed Andrea, that is probably the largest complaint I hear in companies. What goes on behind the boss’ back is often what undermines performance. Not sure how you can address this, unless it is by getting a quorum together to air their views to the boss all at once, or else secretly videoing the offending behaviour (and *that’s* a legal/HR minefield).

HR departments are supposed to be useful places to discuss these issues before going to the boss, or confronting the offending colleague. But if the offending employee is a ‘favoured son or daughter’ in the boss’ eyes then sometimes all that is left for it is to either stick it out and hope they get promoted out, or else move yourself.

The stress of working with someone like that is sometimes too hard to bear — especially as you start doubting yourself, your ethics, your perceptions and your sanity if no one else sees the offending behaviour.

]]> By: Lee http://www.leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/comment-page-1/#comment-4828 Lee Fri, 24 Feb 2006 14:48:00 +0000 http://leehopkins.net/2006/02/24/bcr-26-advance-your-career-by-monitoring-your-behaviour/#comment-4828 Ahhh, indeed Andrea, that is probably the largest complaint I hear in companies. What goes on behind the boss' back is often what undermines performance. Not sure how you can address this, unless it is by getting a quorum together to air their views to the boss all at once, or else secretly videoing the offending behaviour (and *that's* a legal/HR minefield). HR departments are supposed to be useful places to discuss these issues before going to the boss, or confronting the offending colleague. But if the offending employee is a 'favoured son or daughter' in the boss' eyes then sometimes all that is left for it is to either stick it out and hope they get promoted out, or else move yourself. The stress of working with someone like that is sometimes too hard to bear -- especially as you start doubting yourself, your ethics, your perceptions and your sanity if no one else sees the offending behaviour. Ahhh, indeed Andrea, that is probably the largest complaint I hear in companies. What goes on behind the boss’ back is often what undermines performance. Not sure how you can address this, unless it is by getting a quorum together to air their views to the boss all at once, or else secretly videoing the offending behaviour (and *that’s* a legal/HR minefield).

HR departments are supposed to be useful places to discuss these issues before going to the boss, or confronting the offending colleague. But if the offending employee is a ‘favoured son or daughter’ in the boss’ eyes then sometimes all that is left for it is to either stick it out and hope they get promoted out, or else move yourself.

The stress of working with someone like that is sometimes too hard to bear — especially as you start doubting yourself, your ethics, your perceptions and your sanity if no one else sees the offending behaviour.

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