In the Star Wars movie’s famous bar scene you knew, by appearance, what zany character was sitting beside you.

Each character had a distinctive look. Yet in today’s meetings you may have no idea the constellation of characters that you’re meeting with. That’s because their normal outward appearances belie often-troublesome behavior. Use this article as your guide to the crazy cast of characters you’re likely to encounter in your meetings. Whether or not you’re armed with a light saber, you’ll nevertheless be equipped to do battle with these oft-destructive forces who subvert meetings with their bothersome behavior.

The Monopolizer: This person thinks he or she is the only one with wisdom on subjects. The monopolizer believes everyone else is there to hear him or her speak, and so they do, incessantly. They don’t appreciate that meetings offer an opportunity to hear from many. They prattle on and on, arrogantly acting as though their ideas or beliefs are inherently more important than others. Sadly other people shy away from contributing, intimidated by the monopolizer’s stranglehold on the meeting. When facilitators allow this it sends a message their rudeness is sanctioned. The facilitator or even other meeting participants should indicate an interest in hearing from others in the meeting, to remind the monopolizer that others can speak as well as listen.
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An infrequently discussed area of business management is employment ethics.

As with most personnel management concepts, employment ethics is a two way street. Both the employer and the employee have duties, privileges, and responsibilities as part of the employment agreement.

Whether it’s a formally written contract or simply a handshake deal, both sides must maintain and open and honest relationship for the benefit of everyone.

It’s up to the employer to keep promises made to the staff person, and it’s the responsibility of the worker to keep their word to the employer. Mutual understanding of each other’s rights and duties, and living up to the terms of the agreement, are essential to good employment relationships.

For employers, the most important things are openess and honesty with staff members, to create an atmosphere of trust and mutual respect.

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BIGResearch’s latest simultaneous Media Usage Study raises a big flag for marketers and PR practitioners: you’re operating in a new reality of a consumer controlled communication model.

This is not the first time we’ve heard that the traditional media models aren’t working, but this study clearly show the mismatch between where consumers are being influenced and where marketers are placing theri messages.

And it applies just as much to PR and media relations. If we are chasing the old media model we’re missing the most effective ways to reach and influence our audience. (more…)