Archive for ◊ July, 2011 ◊

• Wednesday, July 20th, 2011

Media Training Guidebook


I am pleased to announce that yours truly is one of the contributors to the Media Training Guidebook, published by Access Intelligence and PRNews. The article, 4 Strategic Methods for Building Successful Media Relationships, appears in chapter 7, page 183.

Read the announcement

The guidebook, which was released yesterday, features insight on crisis communications, camera-readiness, and engaging the media.

Joining other contributors, including Bank of America, Google, Microsoft, the National Association of Asian Journalists, and more, I am in awe to stand among such giants.

Due to an agreement, I can’t yet release my article to the public (darn those pesky proprietary rules!). As soon as I am able to share, I will impart some of those tips to you.

For those ASK THE STRATEGIST subscribers who are publicists, handle marketing and public relations for your company or organization, or are responsible for media image preparation for your clients, you really should consider getting the Media Training Guide (disclaimer: I get absolutely no royalties from the guidebook for promoting it).

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• Friday, July 15th, 2011

Glen MacDonell from AAA joins The Strategy Sessions for a discussion on travel tips


Tuesday, July 19, 2011 – 11:00 – 11:30 a.m. EST

Glen MacDonell, Director of Travel Programs and Alliances at AAA,is the featured guest on the next episode of The Strategy Sessions radio show. He will discuss summer travel strategies, budgeting travel for your family, and ways to maximize your entire trip. Whether you are taking a vacation or remaining in your town for a staycation, you won’t want to miss any AAA suggestions for having fun, while employing cost-saving travel planning.

The Strategy Sessions radio show - Tuesday, July 19, 2011 11:00 a.m. – 11:30 a.m. EST

Connect with us!


CALL IN with questions: (805) 285-9841

For more information, visit

• Tuesday, July 12th, 2011

Theatrical release poster/New Line Cinema

Horrible Bosses pulled in $28.3 million during its premier last weekend. That should come as no surprise as the summer heat beckons us to cooler environments. Movie theaters are the perfect place to enjoy a little humor while keeping cool. The draw, however, was not solely the promise of frigid air for a few hours. Folks flocked to the big screen comedy to gain a glimpse into the characters’ world of horrible bosses – and how they dealt with the annoying rabble-rousers.

In Horrible Bosses, art imitates life for most of us. We have, or have heard about, horror stories involving supervisors who demonstrate weird behavior in the workplace: sexual harassment, slacking off and doing no work, or basic ineptitude.

Characters played by Jason Sudeikis, Jason Bateman, and Charlie Day are believable on the big screen, even though their zany plans to eliminate their horrible bosses is far-fetched. For the rest of us real people, how can we bear the burden of horrible bosses, get our work done, and even thrive in a dysfunctional environment?

In all fairness, there are probably multitudes of great, supportive supervisors out there. For those poor souls who brave the horrible bosses every day, here are some helpful strategies for dealing with them.

Surviving Horrible Bosses

1. Know who you are dealing with and act accordingly

If your boss morphs into the Incredible Hulk when employees approach her early in the morning, take this cue to ask any questions or get feedback later in the day. You can easily gauge your supervisor’s personality by taking time to observe her in the workplace. This includes how she treats her inner circle, including the executive assistant, human resources manager, and any interns assigned to the department. Does she treat certain individuals differently? If your boss seems to become more pleasant with an individual than the rest of the team, figure out why.

Does that employee anticipate what your supervisor will ask for and have it in advance? Does the staff member exert extra initiative? Does the employee cower or stand up for his or her rights in the workplace? Take a moment to study an employee who seems to get some level of respect from horrible bosses (yes, there is usually one), figure out how the positive interaction can work for you, and implement the process for yourself. Take care to avoid artificiality. Bosses will notice it, and it may place you in a less desirable situation than you are already in at work.

2. Don’t give them an inch and they won’t be able to take a yard

Some bad bosses simply get away with bad behavior because employees, who want to make a good impression when they begin work, change the game in mid-play. Most people, at work and in life, get used to the way people behave and respond. If you started the job with a can-do, bend over backwards to get it done spirit, your supervisor will always think of you as a go-to person who never says no. Even when it is 7:00 p.m. and you are trying to leave the office to pick up your son at daycare before it closes at 7:15 p.m., a bad boss will expect you to call your spouse, neighbor, or stranger to collect your kid from the babysitter. Having a little backbone in the beginning, while still displaying the ultimate professionalism, helps curtail excessive expectations from an insensitive supervisor.

3. Let them know when enough is enough

There are times when a bad boss’ behavior crosses the line – morally and legally. I do not recommend that you consider hit men to take care of these annoying individuals as the protagonists did in the movie Horrible Bosses. Instead, do three things: take your temperature; get feedback; and, put them in their places.

Taking your temperature – or surveying yourself to identify if you are responding appropriately, or are overreacting – is the first step in identifying what, if anything, you should say to a cantankerous supervisor. Consider the boss’ behavior. Is the perceived violation a personal affront? Offensive to everyone? Offensive to women, transgendered, or racially different (from the supervisor) employees? A bad mood leading to a one-off slight?

If the temperature is off the charts, the next step is to get feedback from someone else. It always helps to get another perspective. A coworker who reports to the same supervisor, or has witnessed bad behavior by the boss, can shed light on the situation and help you determine if you should advance to the final step: put them in their places.

There are many ways to check bad behavior in the workplace. If your supervisor’s activities warrant intervention, there is a way to address the behavior professionally, and without potential repercussions. If you have a good relationship with your horrible boss (it can happen – think Dwight Schrute), then you may be able to gently approach the subject. If your supervisor is not that congenial, you may want to take the situation to your human resources department and let the hr professional deal with your supervisor directly. Not only does it take the pressure off you, it lessens the likelihood of potential retaliation if human resources handles the issue appropriately.

4. Become indispensible at work

Chances are that if you are indispensible in the workplace, horrible bosses may check their rude behavior so that you do not quit your job. They may still be ill tempered and rude; however, these supervisors generally know not to press their luck with you.

Develop and display your exceptional skills – fiscal responsibility, the ability to troubleshoot and fix office technology, exceptional speech writing capabilities – that your horrible boss relies upon to get through his or her day. When people have to ask you to do things, they are less likely to tick you off for fear that you may not help them or will be reluctant to assist when you are truly needed. Sadly, this is a reality in some workplace environments.

Do you have a horrible bosses (or staff) story to share? We would love to hear how you overcame the situation.

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• Saturday, July 02nd, 2011

Independence Day and the Entrepreneurs to Whom We Are Indebted

Let's celebrate our entrepreneurial founding fathers and mothers this year

I got to thinking about the upcoming Independence Day activities and how families will hit the road this weekend to celebrate the holidays, hold backyard barbecues, and watch the blazing colors of the fireworks in cities across the country erupt on July 4.

While I imagine that most of us think about the core of what Independence Day means: the charting of our country’s future by English immigrants bravely breaking off from their native land to create a new and exciting land where values, opportunity, and hope could blossom seemingly unfettered.

While America has enjoyed years of struggle and sacrifice, resulting in the vast influence the country has had on every industry, today I give a special shout out to the founding fathers and mothers of entrepreneurship: Founding Father Benjamin Franklin, who was an inventor, printer, and author; Adam Smith, publisher of The Wealth of Nations, which introduced the ‘free enterprise’ system; Betsy Ross, entrepreneur and seamstress of our nation’s flag; poet and publisher Phillis Wheatley; Eli Whitney, inventor of the cotton gin, which mechanized the separation of cotton fibers from seed pods; Josiah Wedgwood, workforce development pioneer who is credited with defining the “division of labor;” and, the countless others who shaped the world of business and impacted their communities.

I thank these brave individuals who undoubtedly had no idea that were constructing America’s concept of free enterprise, entrepreneurial spirit, and inspiring future business leaders with their innovation, pluck, and good fortune.

They are the innovators who encouraged, intentionally or otherwise, other people to dream of and seize independence – financially and politically – since 1776.

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