Life Coaching - Dealing With Success

Jon & Kate Divorcing - June 2009

We only hope this that we're being set up for a big family rebirth of husband & wife by season end. If not, then all we have is two people put under the media light & gave up on their family as a whole .

I really don't know what it is that some people think when they marry and run into rough waters. Hard times, family losses, bad accidents that change the structure of a family are things that make it stronger and give it more value. Giving up because you both over loaded with 6 children or just one or two is only thinking about yourself, not the family or the children. In these times of financial struggles one a major breadwinner job loss, can put a lot of strain and change in habits and personality. I don't care if the family is perfect, the marriage is perfect but every 5 years you, your family changes, you change. They're not 5 years old anymore, now it this school function, that school function, the house needs painting, your washer & dryer has seen better days and your brother is going Iraq. All these things change you and you have to adjust to these changes or you get left behind.

Just because Jon & Kate pick on each other, nag one another, its just frustration being let out, deal with it, talk about it. The Jon & Kate's of the world made a pack, a marriage, a contract an agreement, to honor each other and a divorce is a dishonor to each other.

Just this coaches thoughts and 37 years with a great women, that supported me in the good times and the bad.

his is why corporate America uses ... Executive Coaches

By BRENT KALLESTAD, Associated Press Writer Mon Jan 1, 11:08 PM ET

TALLAHASSEE, Fla. - For most people, it's back to work Tuesday after a holiday weekend with family and friends. And for many, a new study shows, it will be under a bad boss. Nearly two of five bosses don't keep their word and more than a fourth bad mouth those they supervise to co-workers, the Florida State University study shows.

And those all-too-common poor managers create plenty of problems for companies as well, leading to poor morale, less production and higher turnover.

"They say that employees don't leave their job or company, they leave their boss," said Wayne Hochwarter, an associate professor of management in the College of Business at Florida State University, who joined with two doctoral students at the school to survey more than 700 people working in a variety of jobs about how their bosses treat them.

"No abuse should be taken lightly, especially in situations where it becomes a criminal act," said Hochwarter.

Employees stuck in an abusive relationship experienced more exhaustion, job tension, nervousness, depressed moods and mistrust, the researchers found. They found that a good working environment is often more important than pay, and that it's no coincidence that poor morale leads to lower production.

"They (employees) were less likely to take on additional tasks, such as working longer or on weekends, and were generally less satisfied with their job," the study found. "Also, employees were more likely to leave if involved in an abusive relationship than if dissatisfied with pay."

The results of the study are scheduled for publication in the Fall 2007 issue of The Leadership Quarterly, a journal read by consultants, managers and executives.

• 31 percent said their supervisor gave them the "silent treatment" in the past year.

• 27 percent said their supervisor made negative comments about them to other employees or managers.

• 23 percent said their supervisor blamed others to cover up mistakes or to minimize embarrassment.

"It is important to stay positive, even when you get irritated or discouraged, because few subordinate-supervisor relationships last forever," he said. "You want the next boss to know what you can do for the company."

And workers should know where to turn if they feel threatened, harassed or discriminated against, whether it is the company's grievance committee or finding formal representation outside the employer.

"Others know who the bullies are at work," Hochwarter said. "They likely have a history of mistreating others."

Hochwarter also recommended some methods to minimize the harm caused by an abusive supervisor.

"The first is to stay visible at work," he said. "Hiding can be detrimental to your career, especially when it keeps others in the company from noticing your talent and contributions."

The survey was conducted by mail. Workers surveyed included men and women of various ages and races in the service industry and manufacturing, from companies large and small, Hochwarter said.

December 26, 2006

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