Our reader poll today asks: When dealing with someone who is manipulative, how do you react? I get away from them as fast as I can: 18% I actively combat their manipulation and confront them on it: 16% I try to understand why they’re doing it and avoid the trap: 61% I try to manipulate them right back: 4% I just let it happen: 2% Beware the manipulator. 77% of you either actively battle against a manipulator’s efforts or try to understand their motivations and avoid the trap they’re setting for you. Most of the rest of you try to get away from them as best you can. Unfortunately there are situations where you’ll be challenged to get away – especially if they’re a teammate or a boss. Invest the time in understanding their motivations. Those motives might not make sense to you but that doesn’t matter. You simply need to understand the motivations and see how their behaviors can harm you or, more productively, how you can resolve whatever the conflict is either by meeting their needs or getting them to look at the situation differently. Regardless of the situation, avoid the temptation to manipulate them in return. Those situations rarely end well. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post?  If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog.  It’s free, fun, practical, and only a few emails a week (I promise!).  SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

Our reader poll today asks: How do most leaders in your organization view the world? An abundance mindset: There’s plenty of rewards to go around, so focus on making the pie bigger: 54% A scarcity mindset: There’s only so much to go around, so you should fight for a bigger share of the pie: 46% There’s plenty for everyone. While an abundance mindset is more prevalent, it’s not by much. For the 46% of you living in a scarcity mindset, recognize the anxiety it causes and the innovation it stifles. Only seeing what is available today prevents creativity, partnerships, and expanded opportunities. Challenge yourself to ask how you can make the pie bigger for yourself. Are there organizations you can partner with to get into new markets, products, or services? Are there new customers you can serve? Are there new projects you can propose internally that could create promotion opportunities for people? Stop limiting yourself to what is going on today. Every time you hear someone propose a limit, see if you can think of ways to expand that boundary. You won’t be able to do it for everything but you may surprise yourself with how big you can make the pie! Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post?  If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog.  It’s free, fun, practical, and only a few emails a week (I promise!).  SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

Our reader poll today asks: Have you ever been through a merger/acquisition process during your career? Yes, I’ve had my company be acquired by another: 45% Yes, I’ve been at a company that acquired another one: 35% No, I’ve never been involved in one of those situations: 19% Merger challenges. 80% of you have been involved in mergers either as the buyer or the bought. They’re extremely challenging and stressful situations. One of the most challenging aspects of any merger is managing the culture combination. Processes, technology, products, operations, financials… those are all relatively straightforward to sort out. The big leadership challenge is creating one new culture from the two that came together. Failure to do so creates great risk for the organization and can definitely adversely affect the merger’s outcome. As a leader, stay focused on cultural issues. Pay attention to brewing culture conflicts and get in front of them. Define the culture you want to build and find every opportunity you can to reinforce it. Pointing out actions that are or are not consistent with the desired culture helps people understand what you’re building toward. Your team can handle the operating details – they need you focused on combining two cultures into one successful one. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post?  If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog.  It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!