Is Coaching Leadership the Future?


There is leadership and then there is leadership. And what do you think about this one: you are no longer just in control, but more like coaching your employees in their development in order to achieve the desired results. That is the essence of a new phenomenon called coaching leadership, which is on the rise. Recent studies conclude that a majority of companies provide some form of coaching for their employees, it appears.  And you know what, you can also learn it, or better yet, you should. If you read on I will explain coaching leadership and what it takes to master this capability. Coaching leadership is the future or not?

Let’s start with the definition of coaching

You can distinguish 4 ways to teach a person something: framing (telling something), training (knowledge transfer), mentoring (sharing experiences) and coaching. By making that distinction, you can already see what coaching is not. Coaching is the process whereby someone acts as a guide who challenges another person to realise his potential. You help him set free the good things in himself. As good business management is to use people (and resources) efficiently, coaching is meant to induce an individual to make the best of what he has to offer. From this it follows that the coach must be convinced that a potential not yet realised asset is present, and that the other person must be open to coaching. The latter condition is not always fulfilled. 

Coaching is not a therapy. As a coach, if you really look for it, you can often get close to the inner core of the coachee. As long as it is clear that there is sufficient self-regulating potential, you can continue with coaching. If this self-regulating factor is lacking, the person may need a therapist and the coach should step down. 

What types of coaching are there?

Whoever wants to, can endlessly invent many types. On Google Wikipedia they have defined some 15 of them. For the purpose of this article on the work floor it will be on coaching on behaviour and skills, on performance, on personal development or executive coaching. The first two – behaviour/skills and performance – are often entrusted to internal coaches. Development coaching is rather for external supervisors, because often issues arise which people do not like. As to executive coaching, top people involved in strategy and long term policies have additional reasons for external coaching; these reasons have to do with confidentiality, hierarchy and the professionalism of the coach. 

What is a coaching leader?

Simply said, a coaching leader leads, without playing the boss as many managers take the course to become just that. Why do they want it? Because the old-fashioned way of management, in which the director or manager mainly plans, coordinates and controls, no longer fits into a world that is changing rapidly. As a leader you can not keep up with that pace on your own, so your employees also have to keep on developing themselves to be able to respond to change independently.

Moreover, talent does not like to be guided in the old-fashioned way. If it is only about KPI’s and not about their own development within the projects for which they are responsible, employees are gone. That is why it is so important that you as a coaching leader pay attention to all employees: not only attention for those who do less well, but also – or perhaps precisely – for the good performers. Then the chances are much better that you keep talent on board.

And included as a bonus: as a coaching leader your work will be a lot more fun. The responsibility for planning, coordinating and monitoring lies with your employees and you experience much more involvement with the organisation and your people.

What does it take?

The principal competence of a coach is interest for the other person, for the coachee who is facing him. The other indispensable competence is relational skills. Successful coaching has to do with the quality of the contact. Good coaching gives hope, gives enthusiasm to go to the fullest. Sometimes this means that you help the coachee to find the courage to step out of his or hers comfort zone. 

I realise that above mentioned two principle competences in a coach will not be available in every leader or manager, in fact quite a number of supervisors will simply not be geared to that. And if it is a personal thing, it will not be easy to learn as well.

How to become one

But what do you have to learn to become a coaching leader? Of course there are books and videos about this subject, but you can only become a coaching leader by practising. Okay, you no longer only look at KPI’s, but how do you motivate that employee to achieve a result? And if that does not work: why is that? Is it lacking an employee with a certain skill, or was he or she not motivated to perform the task? If you want to become good at this, you have to practice with different situations. And realise that it needs those two competences described above as a necessary basis.

Many leaders are used to managing on output. They only look at results and conduct a progress interview at set times. These are the so-called deadly performance appraisals, which you can read about here. As a coaching leader you do not have these conversations by appointment, but you continuously look at the competencies of the employee and how he or she applies them. You also ask whether he or she can still use support. Occasionally you watch. You do not take work into your hands, but coach the employee in his or her work. 

Certification is necessary but not enough

Something like that only works when it clicks between coach and coachee. So it is clear that a certificate alone is not a condition for good coaching and no guarantee. But there should be a decent education, with possibly corresponding certification. It separates the wheat from the chaff, and gives organisations the assurance that the coach has been given a quality development path. But it is not a constraint for a successful coaching process. Studies show that there are as many successful coachings by coaches who have not followed specific training, then by coaches who do have a diploma or certificate. More often than one would think, people mask their deep thoughts and intentions, and yet you have to see that as a coach; you have to ask deeper questions after the predictable top-of-mind answers. You can learn those methods. But those questions will only be answered if the relationship between coach and coachee is good. 

Final thoughts

The usefulness of coaching in a business environment is no longer under discussion and an accepted fact. Thus that phase is behind us and organisations that are not applying it today will probably never take the step, which is a pity for their employees. 

But the emergence of the phenomenon has a downside. They see coaching becoming more and more a kind of container concept for everything that is interaction between people. While coaching does require a solid education and knowledge, it also needs some inherent characteristics as we have seen.

I personally wish that during my 37 year career in companies, I had encountered more of the coaching type of leaders and managers as mentioned above. I hope that many of you will meet with them. However, not every company will apply these principles in which case employees invariably suffer.

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Why Disruptive Innovation is heavily Overrated


You may or may not have heard about it. Disruptive innovation is a phrase used by some entrepreneurs whenever it fits the bill, and is often associated with tech start-ups that topple bigger companies. Yet the man who invented the theory of disruptive innovation, Harvard Business School professor Clayton Christensen, says the term is “widely misunderstood” and commonly applied to businesses that are not “genuinely disruptive”.

Right here I will try to shed some light on what to expect from disruptive innovation, by explaining what it is and what it is not. And if you truly do not like all this fuss in your working environment, I will give you a perfect solution at the end.

What is disruptive innovation?

The theory goes that a smaller company with fewer resources can unseat an established, successful business by targeting segments of the market that have been neglected by the already existing entity, typically because it is focusing on more profitable areas.

As the larger business concentrates on improving products and services for its most demanding customers, the small company is gaining a foothold at the bottom end of the market, or tapping a new market the incumbent had failed to notice.

This type of start-up usually enters the market with new or innovative technologies that it uses to deliver products or services better suited to the incumbent’s overlooked customers – at a lower price. Then it moves steadily upmarket until it is delivering the performance that the established business’s mainstream customers expect, while keeping intact the advantages that drove its early success. This could then slowly disrupt the big player’s market.

Perfect example

One of the best examples is Kodak, which only stubbornly adhered to old-fashioned film rolls. And then came the area of the digital camera and that blew out the fairy tale, especially if you know that Kodak owned this digital technology itself, but left it for too long to adapt.

And so a story was created based on fear: Do not let Kodak happen to you. ‘There are all kinds of small start-ups at the gate of your company to rattle your cage. This led to people thinking you will have to disrupt your own company, because otherwise someone else will do it for you.’ Let us look at another, entirely different example.

Joe’s case

Believe it or not, Joe was ordered to attend a seminar on this very subject of ‘disruptive innovation’. Once there, he got to hear a rather frightening story that the world as we know it would never be the same again. What was hammered in his head was that we no longer live in a change of era, but in an era of change. In other words, disrupt or be disrupted. He returned rather impressed, to say the least. But should Joe and his boss really worry so much?

Is change necessary?

Although the story of Kodak is from 1997, it is still extremely popular. Thus says a company director echoing many others: Disrupt or die. If some employees say, “We’ve been doing it this way for years,” you’d have to do things differently by definition. Even trend explorers like it.” If computer guys enter your market then they will disrupt everything ‘.

And so people like Joe, working as a buyer at a retail business, get to hear that everything could go wrong. Whether you work in education, a supermarket or sell tickets at the funfair: just start disrupting your business, otherwise the end of time will approach. I personally do not like fear mongering.

More examples

Take Uber: a company that is often referred to as an alarm for disruptive innovation because of its huge impact on the taxi-cab industry. However, according to Christensen the ride-hailing app isn’t an example of true disruptive innovationDisruption happens when the incumbent’s mainstream customers start taking up the start-up’s products or services in volume. Think Blockbuster and Netflix.

These upheavals occur, according to Christensen, not because established companies do not innovate (they do), but because they’re focusing on making good products better for their existing customers. (This is called “sustaining innovation” and it is different from disruptive innovation). “These improvements can be progressive advances or major breakthroughs, but they all enable firms to sell more products to their most profitable customers,” Christensen et al write.

Meanwhile, disruptive companies are exploiting technologies to deliver new or existing products in radically different ways. (Netflix moved away from its old business model of posting rental DVDs to customers to streaming on-demand video.) Their offerings are initially inferior to the currents’, and, despite the lower price, customers are usually not prepared to switch until the quality improves. When this happens, lots of people start using the product or service, and market prices are driven down.

Some critical remarks

However, there are people who question this theory. First of all, Christensen’s research is of a doubtful level. The good man has chosen 77 companies in a disorderly fashion suiting his theory, something that you certainly cannot call representative. And when other scientists started researching, only 9 percent of his examples met his own definition. Companies that would die of disruption according to Christensen turned out to be alive and well. Or there was simply bad management.

For the record: of course ‘disruptive innovation’ occurs, like what Kodak. Whatsapp has overthrown the SMS earnings model. Thanks to Netflix, the video store has disappeared from the streets. And there will always be new innovations that will disrupt existing businesses.

How can companies survive disruption?

Google is developing self-driving cars, Amazon is experimenting with drones to deliver shopping articles, and there’s a chance that in future we could 3D print medications in our own home. With these potentially disruptive innovations on the horizon, how should existing companies respond?

While the catchword “disrupt or be disrupted” may strike fear into the heart of many a large firm, true disruptive innovation is surprisingly rare. Companies need to react to disruption, but they should not overreact, say Christensen, Raynor and McDonald, for example, by dismantling a still-profitable business. The answer is instead to bolster relationships with key customers by investing in “sustaining innovations”.

In addition, companies can create a new division tasked with going after the growth opportunities resulting from disruption. “Our research suggests that the success of this new enterprise depends in large part on keeping it separate from the core business. That means that for some time, present companies will find themselves managing two very different operations,” they write.

“Of course, as the disruptive stand-alone business grows, it may eventually steal customers from the core. But corporate leaders should not try to solve this problem before it is a problem.”


The image that disruption is the order of the day in all sectors is grossly exaggerated. The share of large companies as a percentage of GNP has been increasing for years. For now, start-ups are only doing well according to some media. In practice, it appears that only a very few disruptive companies per year can make a piss-up in a brewery. And if they threaten to do so, a larger company usually buys them. To say that an army of disruptive innovators is ready to overthrow your business is like saying to the USA that they need to prepare for an invasion of Andorra.

So Joe and his boss should not be too worried and stories about disruption are easy to disrupt in practice. Joe has therefore already advised his boss that the strategy ‘keep doing what you are good at’ makes a lot more sense than ‘go at your business like crazy’. But what if his boss does not agree, which is altogether possible?

Then Joe has two options: he takes another job or starts for himself. In option number 1 he could encounter another annoying boss, but in option number two he would be his own boss! So here it is.

My recommendation 

Becoming your own boss, which is the dream of many people, has become much more feasible with the development of the internet and search machines like Google, where possibilities are virtually indefinite. What you need is a scam free, reasonably priced training program that teaches you how to become a successful internet business owner. One of the best, if not the best, in the world is Wealthy Affiliate, which is doing this business since 2005. Read here my full review of how WA works and how you will become an affiliate marketer. And the best thing is, you can start this training immediately in your free time (next to the job you don’t like).

If you have any questions, please do not hesitate to ask through the comment boxes at the bottom. I will reply within 24 hours, as I am online every day.




How to Ask for a Salary Raise – 8 Tips


We all find that we should earn more than we are actually getting. So, it is time for a salary increase. But once you sit at the table with your boss, stress will show its ugly head. But be aware, requesting a salary increase from your manager is a stressful moment for most employees. In order to reduce that pressure, you should ensure a good preparation so that you will feel more at ease. Improvise too much and that salary increase can look a remote possibility. I would like to help you here in preparing for this conversation. Read on and I will explain how to ask for a salary raise in 8 tips.

1. Choose the right moment

If you want to receive a higher salary within your current job, timing is of the essence.

The most convenient time for a salary increase is of course if your job changes. And that does not really have to be such a big change. You can also use a small adjustment or additional responsibilities to enter into a salary interview.
Your annual assessment interview can be a suitable moment. Then you’re already sitting around the table to talk about your performance. If your manager is very satisfied, you immediately have a good basis to start on. Often there is already a standard increase linked to a certain rating of a few percent, but that does not necessarily prevent you from broadening the conversation.
If you really can not wait for the above moments, you can of course choose a moment yourself. If you find it difficult to invite your manager to a salary interview, call it a discussion about your terms of employment. Then it sounds less like it is just about making money (which it does not always have to be).

2. Know what you want

If you do not know in advance what you want to get, there is little chance that you will receive a salary increase that you are satisfied with. Do not put your destiny in the hands of any other person, but indicate for yourself what you think you are worth. That is much more powerful and convincing.

To make a reasonable estimate of your value, you can compare your salary with others in the same business on the internet You can also ask colleagues with similar positions and work experience what they earn. People are no longer so reluctant to share this nowadays. You can also submit your question very well within your network or at a forum in your field. The more input you have, the better you know what is reasonable.

3. Determine your arguments

You do not get a salary because you are so nice, but because you deliver added value to the company. If you want an increase, you will therefore have to prove that your value has increased or in any case why it is not in line with your salary. It is important to clarify these arguments beforehand and put them on paper. Consider the following possibilities.

4. You have been given more responsibilities

Your level of knowledge has improved (through a course or training) so that the quality of your work has improved.
You have not had an increase for a while whilst your work (quality, productivity) has been improved through your experience.
You have noticed that your salary is not in line with the market. This is not the strongest argument, because nothing has actually improved for the employer, but if you have no further points – and if it is indeed the case – you can seize it. Especially if you combine it with a good assessment.
Please note: a new house, a baby coming or a partner who has started working less are no arguments for a salary increase! It is not about you needing it, but you deserving it.

5. Also think about objections!

Just as well as you have to collect your arguments, you also have to think about possible objections from your boss. Make sure you already have a good answer to them.

6. Take the correct posture 

Taking the right attitude applies both literally and figuratively. In a literal sense it helps if you do not sit right in front of each other during the conversation, because it can also feel as if you are figuratively opposed to each other. Try to choose your place so that you sit in a ’10 past 2 ‘ position and not in a fighting one like illustrated.

In a figurative sense, it is important to enter the conversation openly and not immediately put the other person on the chopping block. Do not threaten to leave otherwise, because that disturbs the relationship and does not improve your chances. A manager also understands that there is a chance that you will look around when you are not satisfied with a possible outcome. You really do not have to emphasize that.

Furthermore, listeners are the best negotiators. So do not just tell yourself what you want and how good you are, but let the other person tell you. Ask open questions and listen carefully to the answers.

7. Do not be fooled by platitudes

‘We never do interim increases’, ‘an assessment interview is not meant for salary talks’, ‘sorry, I do not decide on this’. Do not be put off by this kind of platitudes and always keep pushing. For example: “You say management decides on this. How do you think we can convince management together? “Or:

“You say that the regulations do not allow an interim increase. Since when do those regulations apply and how hard are they? “

… but also be flexible
If a salary increase really does not happen for budget reasons, you can also check whether you can be compensated in another way. Maybe you can get extra vacation days, an afternoon free or a training allowance every two weeks. Be flexible and think about anything else that you can be happy about.

You can also draw up a plan so that in a few months you can get a salary increase or a salary increase in steps whereby you and your manager adjust what you have to achieve in order to get more salary.

8. Practice beforehand

Prepare your conversation well! My second tip was: know what you want. But that alone is not enough! It is also very important that you practice beforehand so that you are prepared for all counter-arguments. You can end up in a stressful situation, and without good preparation you lose the focus on your goal: wage increase. Practice your arguments in advance in the order in which you want to bring them up. That way you will not forget anything during the conversation.

You can even practice with a friend in the role of employer.

Final thoughts

Remember, there is nothing unusual to request a raise, as it is your right to ask.

Your manager will try to confuse you, but whatever happens, do not forget why you wanted to talk to him/her, keep the focus on your goal.

Do never be tempted to blackmail, and keep your private life out of this conversation.

If it is not a good time for your question because the results of the company are not that good, for example, try to schedule a different date for the discussion. You have to be determined, but also be reasonable!

Another possibility

It might be that you are sick and tired having to face your boss and having these conversations. The ultimate option is to make a radical decision and leave the corporate jungle altogether. How do you do that? By becoming your own boss! Becoming an internet business operator is now within anybody’s reach. You need a website, a passion, drive traffic and then make money. Easier said then done? Surely, but nevertheless very possible under the constant guidance of professionals. There is one scam free, reasonably priced internet support business program, for which I am a member since late 2014. It is called Wealthy Affiliate (WA) and has been in the business since 2005. If interested in this unique opportunity, please read my full review by clicking here. Through my review you also can join this world’s best community for free for one week and experience its advantages yourself.

If you have any questions right now, please leave them in the comment box and I will be back to you within 24 hours.


9 Things you Never talk about at Work


I bet you will probably know some people that everyone hates at work. Why would that be? Simply because they say the wrong things, at the wrong time. I am certain you will do your best to avoid meeting them as much as you can.

And if you worry that you might be that annoying person in the office, then here is a reassuring thought: you are not, because people who are really irritating do not think much about their own behaviour. Even if you have come to the conclusion that some colleagues might be allowed to say anything they like, there are still nine things that you should never talk about at work, neither to your colleagues, nor to your bosses. Finally I will also give you my ultimate solution to bad bosses and self serving colleagues. So, here we go.

1. Your relationship issues

You may think that everyone around you at work is also really mature, but a lot of people stop growing up just after finishing their education. This means that if everything goes well in your love life, frustrated single colleagues do not want to hear about it. But if your love life collapses, then it takes only one person to hear something about it and then announces it to the whole community. Suddenly you are the talk of the town and not in a positive way.

You should also realise that gossip about a relationship gets worse and worse with every person who hears it. It starts with telling your friends that you have some problems with your girlfriend, and before you know it, you will be summoned by human resources for domestic violence.

Unless you get married or you get engaged, the status of your love life does not interest anyone outside yourself.

2. Health problems 

Talking about your health problems for twenty minutes at a time can be very curing to you. But what would you say if you had to listen non-stop for half an hour to a problem that does not concern you at all? It may be tempting to open up to the first person you meet about your chronic bronchitis, but most people do not really care, even when they ask for it politely. Unless it’s your friends, you’ll only annoy them with your stories and be unpleasant to them.

So, keep it to yourself, unless it really puts a heavy burden on your performance at work. And if you make a small health problem unnecessarily big and stay home, you could become the most irritating employee in your office.

3. Religious beliefs

Religion is still a subject that deeply concerns many people. As a result, it can also cause a lot of division and it can very easily and quickly change into a heated discussion.

I know that the temptation to convert your colleagues to your way of life is great, but you should refrain from this. If you are a zealot, you will only make people unhappy. Keep religious conversations limited to your home environment, unless you share the same belief with a colleague.

4. Your sex life

This should be self evident, but it is good to repeat again. Never talk about sex when you are at work. Never. Not even if you are with your trusted group of colleagues. Nothing makes people, who happen to have not much of a sex life, run faster to human resources than your stories about your hot nights and secret indiscretions. And that is difficult to explain to the people in the HR department. No matter how you turn it, you will always come across as a big ass-hole.

5. Your personal finances

Of course you will be aware that not everyone does equally well. We do not have the same income or spending pattern or sudden and unexpected expenses. So if, at some point of time, you are strapped for cash (which happens to the best of us), deal with it in a mature way and do not talk to anybody about it.

On the other hand: if you are lucky enough to have a good full income, no need to show it off. Those who are not in the same financial situation will hate you for it. You may think that you make an impression on them (and you almost certainly do), but secretly they wish you the worst.

6. How much you earn

This is a subject that should not be a taboo anymore, but unfortunately it still is. You may think that something has to be done in the company for too large salary differences between you and your colleagues. But the reality is different: people are really sensitive about this. A simple conversation with a colleague about an annual salary can quickly get out of hand and then find its way up the ladder. It is up to you whether you want to sacrifice your reputation at work to show transparency in salaries, but I would advise you not to do it.

7. Strange hobbies

It is not so bad to discuss your love for science-fiction and action movies with your colleagues. But if you really have a deviating hobby, such as collecting ecstasy pills or tattooing cars, you can better keep that to yourself.

That is especially true if you are new to the company. A slip of the tongue and your status could immediately change from “new employee” into that of “guy with weird hobby”. This is unfortunately how our societies work.

8. Conflicts and gossip at work

If you tell everybody that you do not like gossip at all, then you are being economical with the truth. A good gossip circuit is the lifeblood of any office politics. But participating in this (sometimes very fun) pastime is a great way to instantly make enemies and start a lot of trouble. If you have any ambition to be popular and funny at your company, do not interfere in corporate gossip, but leave it to the Gossip Girls of this world.

9. Your plans to leave

Do you really want to antagonise your boss? Here is the perfect plan. Tell him or her as loud and clear as possible about your future plans to leave the company! The immediate reaction will be that you do not like it there ( you might even like your job but have a plan to leave anyway).

I hope you did not assume that you would still receive a bonus or perhaps some extra days off. And the next time you report sick? It will not be taken easily. And if you have a boss who is really hateful, you may suddenly get all the crap jobs nobody else wants to do.

In short: just let your boss know that you are leaving at the moment that you really have to. Respect your notice period, but pretend you will stay with your employer for the rest of your life.

Conclusion + recommendation

If you recognize one or more of the above things, it might not be too late. Start by apologizing to anyone you might have offended with your big mouth. And then start slowly with rebuilding your reputation. Unless you really messed up: go look for a different work environment. Hopefully you learn from your mistakes.

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Leave any questions you have in the comment box and I will respond within 24 hours.


What do you Do when your Boss is a Nightmare


Ruthless, unpredictable, mean and craving for power. Thousands of employees are being harassed by a disastrous boss. I would suggest that anyone with a career in companies will sooner or later encounter a terrible supervisor. What can you do about it? Some labour experts performed a survey amongst employees to find out the opinion about horrible bosses. You will think some of their sayings are unbelievable. Some of the expert’s  advises might actually work. Read on and find out what to do when your boss is a nightmare.

Want out of the rat race anyway,  and become your own boss, then click here.

Not good for anybody

I am quoting one participant: “Indeed, my boss is a disaster: he is crap, without vision, no support. I always feel that I am losing weight, that I have to put in a terrible effort and still do not well enough. I’ve been struggling for over a year now and it takes so much emotional energy from me. Every day I come home exhausted. ” The call from experts to people who have experiences with nightmare bosses provoked many distresses and fierce reactions: ‘If I could shoot him I would do it’, someone openly confesses over his now ex-boss.

Anyone who has ever had a tyrannical manager will recognize these desperate stories. A manager who shows utterly unpredictable behavior, regularly outbursts in anger, conducts a divide-and-conquer policy, constantly shows he is the most powerful. Such a person can spoil every pleasure in your work.

It is certain that disastrous bosses can be very harmful to their working environment. Employees can literally break down. Far too many chefs force their employees into sick leave. This is also the fault of the organizations that do nothing about it. 

Employees to show courage

The victims are constantly struggling with questions. Is it really that bad or am I imagining things? Am I the only one who suffers from it? Can I change it? And if the frustrations get really high: do I have to go on or call it quits? If so, where do I go?

‘In the morning I first check his facial expression before I decide whether I should inform him about something. Things that are sensitive are saved for “the right moment”. I also go my own way as much as possible and inform him afterwards. Then I will get scoffed at, but at least it is done in my way. Usually he turns normal after a few days, “a participant in the survey informed us.

There is a personality structure that makes erratic bosses mentally mistreat their employees under certain circumstances. That sounds like that boss is a serious psychopath who actually belongs in an institution, but according to experts that is not the case either. The flaw is usually limited to contact with people who depend on him. As long as the disaster boss does not have to deal with people but with matter – computers or money – he often functions well. 

Not easy to pinpoint

A clearly identifiable profile is difficult to give. “The disaster boss is often a very nice guy, just as the biggest psychopaths can be very friendly,”. Real disaster bosses sometimes give a lot of attention, listen well and share presents, but the next moment they are fierce, angry and rude and everyone is played against each other. ‘They create an atmosphere of fear and intimidation.’

This oppression can last for a long time. ‘A very destructive boss forbids his employees to talk to others about problems in the department.’ Employees have a mechanism that helps them to survive a crisis. ‘In such a case, they suppress their frustrations and are more tolerant than usual. But these mechanisms are often used too long. ‘

The effect of the intimidating behavior of the chef on the team members can also be very different. ‘The stronger ones close themselves off, take their distance and avoid the boss. The rest tries with the courage of desperation to keep their heads above water and thus run the greatest risk of becoming ill and ending up in the social security. ‘

Taking action

“He is antisocial, plays games, gossips, and goes street fighting if he is not right. Many employees have now been dismissed. Except himself. ” Anyone who has great difficulty with the annoying behavior of his supervisor must make a plan. The main question is then: stay or leave? Can you as an employee improve the situation or is there really nothing to do about it?

I think you should set yourself very clear terms within which things must change, otherwise a situation arises in which you tolerate everything but continue to complain. You have to make an active choice and make sure that trouble does not come to you. Keep it in your own hands is said to be a good strategy. Do not let yourself get sick by an organisation, that’s your responsibility. You will have to draw the line yourself.

Yet many people ignore this logic and they stay much longer than is healthy. “They do not want to face the worst of it. It is particularly unreasonable and unfair that you have to leave. It is not easy to take your loss. ” Experts advise you to resign in most of the cases. The boss always wins. What counts is the right of the strongest, and in a company the boss is the strongest. That this is not always true I have described here.

Moreover, most bosses have poor self-insight. For example, many managers believe that they coach well and offer their staff plenty of development opportunities, while employees feel that they are falling short in those areas. 

Address the situation

Only persons who can stand can their ground very well can try to address the situation. But it is a decision that requires careful consideration. Because the messenger is at great risk. Colleagues who initially support you can drop out again. 

In nine of the ten cases you will just get a snap back: What are you actually concerned with? Many personnel departments choose management for fear of their own position. And even if they raise the case with the management, they are not going anywhere. I have seen a lot of protective behaviour in organisations regarding these types of disaster bosses. Then the management says: can be, but it is a damn good guy so we have to accept it. A question of buttering up their boss, yet kicking out to their staff.

Stay or move

“I am looking for something else. I want to find appreciation, a good working atmosphere and opportunities to develop myself, which is very important to me. And that is missing from my job (read boss). Too bad actually, because I have a lot of nice colleagues and it is a nice kind of company. Actually, I would like to kick him out of the factory. Sorry I’m not his boss, “someone responded.

Before the decision is made to leave, it is recommended to make a list of pluses and negatives about the work. Maybe all signals are red, but it can only be one. And maybe the boss will leave in the long run. ‘Focus on the positive aspects: the nice colleagues, the good salary, the short travel time and find your ambition – for a while – outside work.

Conclusion and recommendation

‘Get out of here!!!!! Find a place where you can develop yourself. Maybe you do not have that fat salary, but you will have more pleasure in your work, ‘advises a participant. Many victims of disaster bosses will eventually do this too. I have written an article helping you what to do when losing a job.

But perhaps the most important thing is to prevent the next boss from being a disaster boss again. You have to know what your motives are in your work. People who consciously want to make a career move or want to develop certain talents are less susceptible to atmosphere. They think: I do this for two years and then I am gone again. But  if it is important for you to work in a nice team, then you have to look carefully at your future boss and colleagues at the job interview. You have to follow your instincts.

What are your experiences with ashole bosses. You can share them here in the comment box.

Maybe you are not cut out for the corporate jungle anyway, then I would advise you to become your own boss and even work from home. This can be done using the internet and its search engine Google and having the right support. Read here about the world’s best internet business support program.






How to Deal with Jealousy at Work


Jealousy is part of our daily life. Sooner or later we will all experience it or find people who might be looking green with jealousy. It can be especially annoying in the work place. A colleague who is jealous of your job, your salary or even your age. As long as it remains with subtle envy, there is usually no problem. But what if the jealousy of your colleague is completely out of control? Then it could lead to many issues, most of them not good.  In this article I will firstly define jealousy and then go on to explain how you can deal with it at work. 

Definition of jealousy

Wikipedia defines jealousy is follows: ‘Jealousy is an emotion; the term generally refers to the thoughts or feelings of insecurity, fear, concern, and envy over relative lack of possessions, status or something of great personal value, particularly in reference to somebody else.’ Jealousy can result in a variety of emotions such as anger, resentment, inadequacy, helplessness or disgust. It can affect you in two ways: you can be jealous of somebody or somebody is jealous of you.

Everyone wants to be seen, respected and valued. That is why we all suffer, from time to time, from the green monster: that gnawing sense of jealousy, which your minds say is nonsense to feel, but that is slowly starting to eat you from within. Especially at work such a feeling can bother you. You might perform less, so you may be in the picture even less.

Work situation

When you are speaking in the meeting, your boss looks at his smartphone. Your colleague gets the exciting assignments, you the routine jobs. That new employee who is just looking, gets the job you have been looking for for years. When that happens, it really starts to get to you. You start worrying, sleep less, reluctantly go to work, avoid your colleagues, and yes, they will try to avoid you.

Jealousy mainly affects the professional who always wants to understand exactly what is going on, and who has a good eye for detail. These are creatives who can solve problems well, but if something is unjust or offensive, they keep on pondering, so that the feelings of jealousy only become stronger and productivity decreases.

Fighting and fleeing

Experts say it corresponds to the neuro-biological insight that if emotions prevail, the defence system of fighting and flight is activated, and the rational brain is eliminated. So yes, you can still think that you should not be jealous, but if your brain is in the hands of the green monster, no sensible thought will help you.

Your rational brain will not work until the situation is psychologically safe for you. A nice word from a colleague, a compliment from your supervisor, or a very nice invitation for a conference that makes you feel extra appreciated, can help. That can put you back to your normal self and give you renewed energy for your work.

Your own jealousy

But what if that positive appreciation fails? If your boss sees more in your colleague than in you? How can you then ensure that you can regain access to your rational brain?

The first thing you have to do is step aside. Just get out of your emotion and put your brain on a different track. Go running or swimming instead of thinking about the unreasonable treatment by your boss. If you are distanced from the offence, you can focus your attention on your own values. What do you choose? What is your heart going for? What are you strong about? If you feel good about yourself, you can try and discuss with your boss. His rejection of you certainly says as much about himself as about you.

Focus on something that makes you happy, gives you energy. Drink coffee with a nice colleague and compliment him or her. You then no longer feel victim of unhelpful treatment, but focus on what you yourself have an influence on. And gone is the green monster.

For myself, having an attitude of accepting the things in any way they come, helps enormously. If I have a problem, I will try to solve it, but wen I cannot, I will accept and live by my decision. I mostly look at what I have and believe me, when you do, you will see that it is a lot already. In such a case the grass is never greener at your neighbour’s.

In an article on the website of the economics daily Financial Times, Rhymer Rigby, author of the book ‘The Careerist: About 100 Ways to Get Ahead at Work’, gives a number of tips for dealing with jealous people.

1. You can avoid jealousy

Try to prevent jealousy from developing on the work floor. If you work in a team and everyone is competing for the same promotion, be humble and diplomatic if you end up with it. Do not deliberately oppose people and accept that some people are more jealous than others.

2. How do you deal with it?

It is important to make a distinction between jealousy that you are responsible for and those that you can not do anything about. Colleagues can not blame you for anything if you are younger or that you are more skilled in your job. Do not be fooled by envy that you really can not do anything about. So ask yourself to what extent you yourself contribute to that jealous behaviour. If the problem is your arrogance, because you clearly show that you earn more than your colleague, try to avoid it. Do not deliberately antagonise people but help them realise their own goals.

3. What if it continues?

Think carefully how hard that jealousy actually affects you. Does your daily job or an important relationship interfere? If so, engage in a private conversation with the person in question and try to involve as few other colleagues as possible. Control your emotions and choose the right moment. You can not start a proper conversation with someone who is angry. Let that jealous colleague tell his story. Then try to explain how you interpret his or her behaviour. Refer to a concrete example of jealousy instead of just saying that he or she is always jealous. That makes it easier to address the problem and is less accusatory.

4. What if you can not change anything?

Sometimes jealousy is very irrational and it is very difficult to change someone’s beliefs. However, it is not advisable to turn on higher channels, unless you can not do otherwise because the situation really gets out of hand. When you personally address that jealous colleague it shows professionalism and courage. Immediately going to your boss or HR, makes you look like a helpless child.

But if either way does not help improving your situation and you start hating your job, it is simply time to step away from it. After all, you do not want your health to be adversely affected. So, look around you and find another job or if that is not an option, here is one that I propose wholeheartedly: get away from the corporate jungle and start your own business.

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How to Relieve Stress at Work- Read these 11 Tips


Everyone in his life sooner or later has to deal with stress. Whether it is tress at work or during your study or at home. And in times of economic crisis the pressure within many companies will increase and there are more and more people experiencing stress. It has recently been discovered that there are also more and more young people who have to deal with stress. Especially the last one is a worrisome development. On the internet thousands of articles can be found about reducing stress. So the knowledge is there. But why does it not work?

After explaining stress, I will give you 11 tips to to relieve stress at work. My number 11 will also give you the ultimate and perfect solution to get rid of stress once and for all

Definition of stress

Stress is defined by HSE in the UK  as: The adverse reaction people have to excessive pressures or other types of demands placed on them at work. Stress is not an illness – it is a state. However, if stress becomes too excessive and prolonged, mental and physical illness may develop, something everybody should avoid at all times!

There is a difference between pressure and stress. Pressure can be a positive and a motivating factor, and it is often an essential part in a job. It can help us achieve our goals and perform better. Stress occurs when this pressure becomes excessive. Stress is a natural reaction to too much pressure.

From personal experience I know this is an insidious danger. It just sneaks in, slowly but surely. I only knew after finishing a 3-year contract, how bad my mental and physical condition really was. After half a year I felt better or next to normal again. I cannot emphasise this enough: do not let stress get the better of you and I urge you to follow below tips.

1. Do not live for a fata morgana

Do not think ‘someday it will get better’. Or do you contemplate about what you are going to do after your pension every day? Then try to remind yourself that today is at least as important as any future day after your retirement, if you are lucky enough to go that far. Therefore do not miss a day until the day has gone, otherwise you will miss out on a lot!

If by the same token, you live from vacation to vacation, then it is time to think about your realities. These are today! Looking forward to something is different from dreaming about a future that might never come. Try and do things, all things, as good as you can on a day to day basis. This will give you a lot of satisfaction and self esteem.

2. No more worries about deadlines

Here you have to understand that it is not the deadlines that cause you stress, but the worry about it. Will we make them or will we not? Any self-pity,  complaining and especially blaming of others do not help you at all. They are energies lost, of which you have so much each day. Consider how often you worry about a deadline or complain, but you will still need to work on them. Be honest to yourself and admit that this leads to stress and that you can spend your energy better. So stop worrying about them and who knows, eventually you can even have peace with deadlines.

3. Ensure meetings are less boring

Go into meetings with a different attitude. Do not look at meetings as a boring intermezzo or a necessary evil. They will always be there. Instead look at them as to give you a lot of positive energy. Experts have discovered that two secret recipes make meetings less boring. The first: Ensure that you are really present, meaning that you do not let your thoughts wander. This way you can add a lot more to the meeting. The second recipe: try to take something positive from every meeting you need to attend. Listen carefully in the hope that you hear something you did not know.

4. Make friends with your colleagues

Receptionist, secretary, department assistant or back office employee. Being nice to people can make your life a lot easier. This will result in indefinable things like: protecting your privacy, no annoying salesmen who will transfer them to you, remind you of important matters, help you set priorities, etc. It will cost you nothing, but there will be a payback.

It can also be useful to get to know your colleagues better. Not knowing your colleagues properly can cause a lot of misunderstanding in a team, which in turn can lead to more stress. 

5. Accept that you sometimes have a bad day

Sometimes everything really goes wrong. Nothing wrong with that, we have to face the fact that we all have hopeless days. Accept that it will happen to you occasionally and you will see that you experience less stress because of this. And do not ask yourself the question ‘Why should this happen to me now?’ Try laughing at it (no matter how hard it can sometimes be) and make the most of it.

6. Income must fit your way of life?

Imagine this one: the satisfaction of the level of your income is overshadowed by the stress it takes to maintain your way of life. You may feel that you no longer have a life next to your work, but you would still like that. If your way of life gets the better of you, this can be a painful source of stress. Your life would be a lot less stressful if you released yourself from it. So look carefully at your way of life. Where does the stress really come from? Is it because you look at others and you want their kind of life? The only way to get out of this is to have a really good look at yourself and assess what it is you exactly want, without looking at others. I would not go playing golf because so many do it, but because I like playing golf.

7. Do nothing for 10 minutes a day

I think everybody will be able to comply with this one. A few minutes of idleness or sitting still gives you the opportunity to see everything in the right proportions and to gain access to that quiet place in your brain where your wisdom and common sense resides. Your mind then gets the time to come to a new setting. After ten minutes you have the feeling that life is coming at you less quickly, making everything seem easier. If you would be able to empty your mind for a short period every day, it can help you to reduce your stress. Yoga and meditation can help out here.

8. Accept chaos

Henry Adams once said that chaos is the law of nature and order is a man’s dream. So if something cannot be avoided then surrender, accept it with open arms and something miraculous will happen. If you give up the need to control your environment or predict certain results, you learn to work in a chaotic environment without suffering. You begin to experience the chaos with a certain mental calmness, with humour and a sense of proportion. From this attitude you can reduce your stress.

9. Do not let your ego get in your way

The ego in you constantly wants to prove that you are unique and the ego has only one task: to maintain itself. Just think about how stressed you become when you always compare yourself with others and put yourself on a lower level. It is very exhausting to worry about what others think of you. Stop your ego from doing its devastating work. Keep your thoughts and behavior in check. Humility and patience are the keywords here.

10. Do not let a demanding boss get to you

This is one of the most important tips I can give you. Do you have a demanding or ass hole boss? Try to see the irony of it. Probably your boss is stuck in his demanding role. In addition, he (or she) is probably demanding towards all employees, so do not take it personally. It is often the demanding people who are able to bring out the best in you. So ask yourself the question: how often has your demanding boss brought out the best in you? That thought can help you to experience your demanding boss as less stressful.

But if he or she really behaves like a jerk and you see no way out? Then tip 11 can be of great help to you.

11. Start your own (internet) business

If none of the above would work in your particular situation, I would highly recommend you to leave that company and either find another job or become your own boss by building your own (internet) business. This is what I did late 2014. The possibilities in especially the internet are legion, so it would be a challenge to find the right one, as I did. In order to start building your own website, grow it, get traffic you will need professional support. I happen to be part of the world’s best such organisation: Wealthy Affiliate. Established in 2005 it has helped hundreds of thousands of people finding their way in building their own business. I have fully reviewed this unique and scam free opportunity, where you can also sign-up for  a week for FREE. See my review by clicking here.

If you would have any questions, please feel free to put them in the comment box and I will react within 24 hours.






How to Deal with Conflicts at the Workplace


You spend eight hours a day with colleagues. You often see them more than some family members or friends. Logically, therefore, the cooperation does not always go smoothly and irritations might arise. However, a collision does not have to have any negative consequences and can even clear the air. Provided, of course, action is being taken in right way. If this does not happen, disagreements and irritations can result in a real conflict. I am going to explain here what a conflict is, what managers can do and how a good conflict handling interview can steer things in the right direction. How to deal with conflicts at the workplace is a part of normal work situations.


There is a labour conflict if an individual or group is involved in a labour organisation and another person or group feels frustrated or thwarted by them. This conflict should be related to:

  • job content;
  • work relations;
  • working conditions;
  • employment conditions.

Manager’s tasks

As a manager, you must ensure a safe and pleasant working environment. You have to follow a two-fold responsibility:

  • You must bring conflicts between employees and parties out into the open and have to motivate them to come up with a solution;
  • In addition, you may not ignore conflicts that are related to the style of management. The latter requires the courage to recognise that there is a conflict and that you play a part in it yourself. You may need to ask for advice or support, for example from a senior manager or a staff consultant.

Style of management

Your style of management has a major influence on whether or not conflicts arise:

  • employees who feel that they have the support and trust of their supervisor, are better able to deal with conflicts of interest and different visions. With appreciation and recognition comes self-confidence and motivation;
  • conversely, the lack of trust can be a source of labour conflicts. It is therefore important to note disturbing results of staff surveys on this point, conduct well-being surveys and employee satisfaction surveys very seriously to take timely measures;
  • it is important that you do not only address (potential) conflicts and contradictions, but do so in a constructive way directed to discuss and solve. Handle a style of leadership that is focused on addressing and solving.

Preventing conflicts

Here are the management characteristics that prevents conflicts, they do not weed them out but keep them to a minimum:

  • communicate clearly and openly;
  • appoint positive and negative performance aspects and record them;
  • be clear about material aspects and working conditions, speak clearly about your own expectations and do not give false expectations to employees;
  • be clear about responsibilities and record them;
  • pay attention to the future perspective of employees through work, training and supervision plans;
  • inform employees about developments within the organization in a timely manner.

Intervention options in labour disputes

How you can best intervene depends on the nature of the conflict:

If there is a (mutual) conflict among employees:

  • engage with the people involved;
  • bring the people involved into conversation, let them introduce themselves as much as possible
  • come to a solution;
  • make clear agreements about the progress and record it;
  • if necessary, ask the personnel department for support;

If you yourself have a conflict with an employee:

  • name the (potential) conflict;
  • discuss in mutual consultation which way you will follow to get out;
  • remember that you are in a more powerful position and that this could be threatening to the employee;
  • mutually discuss who you are going to  ask for support: the personnel advisor / HR department or a company social worker on the method to be followed;

In acute, violent conflicts:

  • if necessary, arrange in consultation with the personnel consultant or your own manager, a time-out to prevent unpleasant escalations and to build in a cooling period;
  • ensure that clear agreements are made about the further approach to the conflict (when will the next meeting take place, with whom, et cetera).

Involving a mediator is also a possibility in all cases above, provided that both parties are in agreement about this possibility. You can think of an internal or external mediator. Furthermore, you can think of a conflict handling interview.

What is a conflict handling interview?

A conflict handling interview is a negotiation with the aim to bring two quarreling parties together again. During such a conversation you not only map out the problem (cause of the conflict), but also each other’s interests and objectives. This is ultimately to achieve a solution together and to create a basis for future cooperation.

A conflict management interview can significantly increase your job satisfaction and motivation. It is a step towards a better relationship with a colleague. The better the cooperation goes, the better you can function.

What parts does a conflict management interview consist of?

A conflict management interview often consists of six parts. With the majority of the components, the manager/mediator is in control. 

1 Introduction
Begin the conversation by mentioning the goal: finding a solution to the conflict and restoring the cooperation. To achieve this goal, all parties must listen carefully to each other. You therefore mention the most important do’s and don’ts when it comes to giving feedback. An important rule is to talk in the I-form instead of the you-form. So ‘I find it difficult to communicate with you’ and not ‘you can not talk’. Also state the history of the interview and explain again how the interview will proceed (procedure).

2. Vision of the mediator
You summarize the individual discussions as clearly and neutrally as possible. Avoid passing judgment. Try to mention facts in your analysis. For example: “Dick has trouble with the role of Joe as chairman during meetings. He feels inhibited by him when he inserts his points. “

3. Reactions to the quarrels
As a mediator you now have to be alert; this is the moment when most emotions come loose and you have to keep the control tight in your hands. Give both parties the opportunity to formulate the problem from their perspective. Make sure they listen to each other and that criticism is substantiated. Ask for concrete examples. What do you mean exactly? What did that look like? Summarize reactions regularly and check whether the other party has understood them well. “What is he trying to say now?” If the parties get bogged down in an undirected discussion, take action. You can structure the conversation by writing down the most important bottlenecks, for example on a flipchart.

4. Identify causes
On the basis of the list you just made, you jointly go through all the bottlenecks noted. Check with each bottleneck whether both parties can find themselves in the description. Arrange the bottlenecks if necessary in terms of importance. The biggest problem originator is at the top of the list. Also involve the interests of both parties. Is it in favour of one of the parties to behave in a certain way? What importance does he intend to serve by giving the colleague little room in a meeting? Can that interest also be defended in a way without the colleague being affected? And above all: what common interests can both parties mention?

5. Design and choose solutions
Again follow the list of bottlenecks. Now formulate a solution for each bottleneck. Both parties ask you to submit suggestions. You will note these all. You then discuss the suggestions and eventually you jointly choose a solution. Then check whether there is enough support for a solution. If this is not the case, again emphasise the common goal: resolving the conflict. A stubborn attitude of an employee can be changed by asking questions such as: “What would you like to do to improve the cooperation?”

6. Closing
Create an action plan together. You describe what steps have to be taken, who will do what, when something has to be done. You also agree on a date for an evaluation meeting to see if the chosen solutions work.


If you are working with people in whatever organisation or company, conflicts are bound to happen. We are all humans after all and differ greatly from each other. Companies and their management had better policies in place to deal with conflicts at an early stage, so as not to let them grow to something insurmountable. There are various ways employers and employees can follow in order to resolve potentially big threats.

I hope you work for a company that really deals with conflicts, however, if they are not, things might get out of hand to the point where it is advisable for you to leave the company. In that case, I am proposing to you to become your own boss by starting your own internet business. Read all about this unique opportunity offered by the world’s best internet business support program  by clicking on my full review of them here.

In case you have any questions, please leave them in the comment boxes and I will come back to you within 24 hours. 



Discrimination against Women at the Workplace


Although great progress has been made in the fight against discrimination at work, a person’s gender, race and faith are still decisive for the way he or she is treated at work. Women in particular are still faced with discrimination at work.
Disabled people, homosexuals and people with AIDS infection are discriminated against in different, more subtle ways than before. This is stated in a report from the United Nations Labour Organisation, the ILO, published recently. Being an important report as a whole, I am going to concentrate here on the discrimination of women at the workplace. Much has been done to curb this abusive situation, but it still exists, although at a lower level then before. If you want a way out, then I have the perfect opportunity for you to become a working from home lady or mom.

The ILO Protocol

In 1951, the ILO drafted a protocol that requires equal pay for men and women. At the time, the protocol was very far-reaching, but now 163 of the 180 countries that are members of the organisation have signed it. Not surprisingly most of the refusers are Arab countries. Thailand and Singapore are among the countries that have not ratified this agreement, yet they concluded a statement in 1958 that prohibits all forms of discrimination at work. Strangely enough, the United States have neither signed the protocol nor made any agreement to the effect that women should be treated equally.

Here are some typical examples that still occur on the work floor.


Although everywhere in the world more and more women do paid work they still earn less than men, according to the report. The so-called glass ceiling prevents women from being given top positions and in parliaments and national governments they are still strongly underrepresented. With only one exception in Sweden where women form a majority in the government.


In Asian countries, women in factories earned at least 30 percent less in 2004 than their male counterparts, and in most Western European countries it is not much better. There, on average, factory workers receive less than 80 percent of men’s wages. In Bahrain, women are most underpaid and again Sweden, but also Australia come out the best.

Although they are not allowed to do this in many countries, employers often still ask female applicants whether they want to have a child. Discrimination is more and more often prohibited by law, but employers are finding more and more subtle ways to discriminate against women. 

Pregnancy discrimination

31 percent of the complaints filed concern discrimination in the working environment of women due to pregnancy, childbirth or motherhood. .

Culture and media

The complaints in the field of culture and media have almost quadrupled. According to experts, this explosion of complaints can be explained by the awareness of public opinion about the problems of sexism in advertising and the media. According to a magazine, women still earn 20% less than men and women’s organisations are actively finding out what the reasons behind them are.

If you have a situation at your work, please share it with us here in the comment boxes.

Problem with standard vision

A problem that still leaves women with fewer opportunities on the labour market has to do with the general mentality in our society and the labour market. It is still the case that the standard view is that men should work full-time. Families need a second income, but if care tasks (caring for family members, raising children) must be included, in most cases it is still women who take the step to work less. We will need to deal with the stigma that prevails over men to work less, and if they do so, this will soon be perceived as a lack of ambition. Here are some more examples of still prevailing abuses.

Example 1: Demoted

When a female worker asked whether after giving birth a temporary work schedule of 80% was possible, she was told:” Then you have to renounce your degree of office manager and go to a lower position. As office manager, you have to work full-time. “Because I did not want to renounce the degree I had acquired, but also could not work full-time because of my family situation, I took a break from my career, which resulted of course in a broken career. However, I did not want to degrade myself. “

Example 2: Man “lives at her expense”

“What amazes me regularly is how astonished people sometimes are (sometimes even in a very negative or disparaging way) about the fact that my husband is currently a house man and so (as somebody once said)” lives at my expense “. Apparently it is still not evident as a man not to have the ambition to build a career but wants to stay home to take care of our child … “

Example 3: Foreign assignment

“It’s always in the small things, I’m a consultant and together with a male colleague we worked for a client who wanted to do a project abroad with us.” We were both excited. “The customer wanted to book my colleague right away. but asked me: “Will that work for you with your children?” It is not because I am the woman that the children are by definition my responsibility, and that they can not live without their mum. Evidently it is also assumed that our children can do without the dad, but not without the woman. ” 

Example 4: “Part-time work is lack of motivation”

“When I wanted to take my parental leave (only the legally required terms), I was told that I would no longer be a member of the team and that the management asked serious questions about my work motivation if I no longer worked full-time. I was also informed immediately that I should certainly not be allowed to work 4 or 5 days. In education you can apply for this unpaid, and the management decides whether or not you can, I still find that reaction very inappropriate, given that I work both very well and very much like, whether I am a mother or not, and whether I am working 4 or 5 days. In the end they often let me come on my day off and planned meetings that I had to attend. ” 

Final thoughts

Discrimination in any form or shape is a disgusting, unsavoury issue, which should be banned completely. Discrimination at work for being a woman should be banned today. Fortunately, nowadays there are a lot of organisations that are battling these abuses and you can report your personal experiences at many places. The law is on your side.

Yet, some subtle, but despicable acts of these forms of abuses still exist, as mentioned above. So, the battle should continue!

However, there is one way of avoiding this abuse and this is to leave that work place and not for another company where you might encounter more of the same. My recommendation would be to become your own boss and work from home. The internet has numerous opportunities, although many of them just want to scam you out of your money. In order to build your own successful internet business, you will need the best support available, at the best price, free of scams with world class training and support.

I joined Wealthy Affiliate (WA), which was established in 2005, in late 2014 when I found this once in a lifetime opportunity. As the name indicates, this program teaches you to be an affiliate, by promoting products through a website or sites. The products would be in a niche of your own choosing, based on your passions, interests and hobbies. You can read my full review of WA by clicking here. Through that review you can join WA for one week for FREE and experience this unique chance yourself.

In case you have any questions, please leave them in the comment box and I will reply within 24 hours.






Helpful information about Age Discrimination at Workplace


Discrimination, in many forms and shapes, is unfortunately of all times. But did you know that at the work floor older employees are even more discriminated against than coloured immigrants? From another newspaper I recently learned that older people are more at risk of discrimination when applying for jobs. It may be clear: discrimination on the basis of age is not only prevalent in the national and international scientific literature, but in the media it also is a burning current theme. In fact, age discrimination on the labour market is described as the strongest form of discrimination. Now how about that! 

I personally think the tide is turning and companies have to face some realities as a result of a changing demographic society. Here is some helpful information about age discrimination at the work place.

My own experiences

At the very mature age of 60 years, my last working contract expired and was not renewed. The Thai company in Bangkok said I could have had a job for life, if I would have been an engineer. Thus I found myself in dire straits as my retirement was not starting for another couple of years. Of course I had my 37 years of experience in marketing, commercial, sales, purchasing and contract management with various multi-national companies, but I am not an engineer. With hindsight, I am not so sure that made much of a difference. 

There are numerous possibilities for somebody with my experience and I apllied with a lot of companies, headhunters and recruitment agencies. I think I did this for over a year and what do you think I received? I received exactly zero feedback, no replies, in one or two occasions a confirmation, no phone calls, zip, nada. So, with so much experience and moderate salary demands, why is nobody interested? I can only come up with one answer. Call it discrimination or not, but it really appears that Thailand, as indeed many more countries in the world, is not ready to introduce older people in their workforce.

Experiences in Western Europe

A labour expert tells that the elderly run into many prejudices in job applications and find it difficult to get started. ‘Fifty something year old people are not part of the new technology,’ is one of the alleged reasons. The number of cases that are opened about age discrimination has risen sharply in recent months. That is why she starts a digital campaign against these prejudices.

In almost half of the new files, age plays a role in the rejection of applications. “This is worrying. If your job applications are about age and not capacities, where should you continue to get the motivation to work longer, “she asks. ‘If we take a close look at the files that we have been opening since 2016, we see that older employees in particular are pulling the short straw. Almost thirty six out of sixty of the files that have been opened so far are about people over 45 “.

With older applicants, it is the wage costs, but also the perception of employers. ‘That bias, such as people over 50 do not know about high tech is something to address.’

So, it certainly appears that I am not alone in this situation. But the demographics in most western style countries are changing.

The social problem – Is there hope?

Age discrimination complicates the approach of that other hot topic in the national and regional media: the overall ageing issue. The labor market supply will decrease drastically due to the ageing population, with the result that the burden of social security is to be worn by less shoulders. You see, it is always about the money!

Another aspect, in some countries, is that economies are growing faster, consequently there is an increasing demand in the work force, but what if the supply of young people is drying up or simply not enough?

To keep this financial burden sustainable and the work force at necessary levels, it is of the utmost importance to keep older employees working longer and it consequently is crucial to eliminate obstacles of discrimination on the basis of age. Companies should look at strategies to re-enlist elderly people as well. Here are some tips on what you can do to be hired again.

How do you prevent age discrimination at work?

Most countries will have laws that prohibit discrimination for any reason, so age discrimination is also prohibited when recruiting new people. But companies should look at themselves in the mirror and ask what they can do.

Look at the job description and assess the suitability of the candidate on this basis, not on the basis of prejudices. Ask questions based on those job requirements, so “In this job you have to travel a lot, do you find that annoying?” And not “Do you have children, oh, you certainly do not want to be so much away from home?” And also be aware that there are some older employees who may want to work longer!

Do not rule people out just based on their age. Try to find a learning method that fits with everyone’s learning style, regardless of age. I have seen many people of 40 years old and they are already worn out, but I have also seen 55 yr olds up, that still want to learn every day! Which one would you choose?

Division of tasks
Be flexible, take into account changing working hours. And here again applies: no assumptions, ask people how they see a job, if they can cope, and so on. You might miss out on somebody who is still very eager and capable to work.


Do not look down on the elderly ‘who can no longer follow it anyway’: appreciate each other, learn from each other. Older people will have a wealth of knowledge and experience that younger people, even young guns, can learn from. One example: an older and a young bull are standing on top of a hill, looking down a meadow full of grazing cows. The younger bull gets excited and starts running down saying come on let’s grab one. The older bull stays calm and says: relax, take it easy, we’ll grab them all!

You see the benefits of age?

My final thoughts and number one recommendation

Depending on which country you live in, your particular situation might differ from others. I know for instance that Singapore has an active policy in place to get older people into the companies again, however, this is only valid for Singaporeans, but nevertheless hopefully more to follow.

If you are finding it very difficult to get into a job again, then why do you not consider becoming your own boss by building your own (internet) business. It is what I did when reaching 60. The opportunities on the web are virtually limitless, the only thing to watch out for being the numerous scams. How does it sound that you will build your own website, that you will do so in your own time, scam free and with the support of the best there is. I joined Wealthy Affiliate (WA), established in 2005, in late 2014 and have never regretted this decision. You get to monetise one or more of your passions, interests or hobbies under the guidance of this unique support and training program.

If you are interested, then you can read my full review of how they work, what they offer, the very reasonable cost by clicking here. Through that review you can also join the program for FREE for one week and experience the training and support firsthand.

Have any questions, please leave them in the comment box and I will be back to you within 24 hours.