​I have previously posted my two cents on contending with those that are not even worthy of being contended with and it's something I address often in coaching sessions. So, this is a reminder for me and every other polished, professional and “all that” career woman who finds herself dealing with another unworthy foe.

Understand that you have the goods.  You have perfected your craft and worked hard to get where you are, but there always is and will be someone who did not see all that you have endured to get where you are, that will sit there and judge you.  Because they did not see all that you sacrificed to get that corner office or that title, they think you don’t deserve to be where you are. The nerve!

They want you to come back. What do I mean by that?  Come back and do the entry level tasks that they are assigned to do because they feel you don’t know how to do them, therefore, you are unworthy to hold your position.  I will keep saying this; you know what you did in order to make it to where you are.  Sacrifice. You delayed portions of your life to accomplish what is important to you. Sacrifice.  You endured criticism and downright disrespectful behavior and proved haters wrong. Sacrifice. You earned every bit of your title.  Don’t let anyone make you think you have to prove something to them.  You don’t. Know who you are and walk in it every day.

Casting pearls before swine is scriptural.  The scripture comes from Matthew 7:6.  It basically warns of not giving your best to those who are not worthy of your best.  Swine will not recognize your best as the best and will have absolutely no regard for your best and will eventually use it against you.  This truth should set someone reading this free.
Don’t be surprised when you experience the “casting pearls before swine” syndrome.  It’s a syndrome because it’s a combination of opinions, emotions and behaviors that your mere presence causes. Be strong and know that you are not by yourself.  Moxie has your back and will always remind you that you are AWESOME!

It's inevitable. When you're working with other people emotions can run high in many office environments. This actually is very healthy. Most companies that are dynamic and experiencing growth will have tense moments when determined focused employees fail to see things the same.

Different opinions and thought processes can come together and create the most forward thinking organizations that ever existed. The mistake that most of us make is that we take things too personally and allow our emotions to get the best of us.

When we find ourselves at an impasse with fellow employees, it's important to play fair and respect authority. You don't want to be deemed insubordinate and labeled a hot-head. Just because you are the loudest and you think you are right, does not mean that you are. It may however, make you look like someone who is emotionally unstable.

Here are a few tips on how to play fair and display your Moxie, sans the diva:

• DON'T YELL!
  
• Keep your voice at an even tone
  
• Stick to the facts and do not make things personal
  
• Leadership CANNOT use their title as a weapon 
  
• Don't misrepresent to make your point
  

If you are confident and not afraid to speak your mind, then you will experience times when you will feel compelled to stand your ground. I encourage you to do so, but use tact and understand you must present yourself cool and in control - the best Moxie light possible! And remember, it's OK to agree to disagree in the workplace.

Until next time, stay #MOXIE!

January is perfect to be designated National Human Resource Month. Now, I could go on with the obvious and discuss the business of human resources, but I’d rather speak to each of us having an obligation to be a “human resource” on this earth.

According to Merriam-Webster online, one definition of “resource” is a place or thing that provides something useful. As humans, we each have a divine purpose that makes us an automatic resource and allows us to provide something useful to our friends, family, co-workers and community.

Whether it be individuals, organizations, or institutions, they ALL can benefit from what you already possess, and you’d be surprised to know that it doesn’t take much at all! Here are three points to consider when determining your own human resource:

TIME - Time is a great resource because it’s something we can carve out of our schedule that will benefit your spirit as well as others.

TALENT - Your talent is another great resource because your God-given ability can help cut administrative costs or expenses that many non-profit organizations incur.

POSSESSIONS - The most obvious and also important resource is something you may already have in your home that’s in good condition and/or has never been used. Go through your pantry, linen closet, attic or garage, and you will see a treasure trove of items that can be donated.

See how easy it is to be a human resource? You definitely have what it takes, so let’s celebrate this month with a spirit of giving! And of course, that's always Moxie!

Previously, I revealed an outline of a basic structure for progressive discipline in hopes you could use it as a foundation. You could add to the disciplines and rearrange according to the need of your business, however, I do not recommend implementing any less than the following:

• Verbal Discussion
  
• Written Warning
• Final Warning
  
• Termination
  

With that stated, let’s breakdown what verbal discussion really is. Just because it is a conversation does not mean that you don't document the discussion. It doesn't have to be formal, but you must document the date and the subject of the conversation you had with the employee. Do not get in a habit of having a verbal discussion and not being able to recall the date and subject matter of the verbal discussion. 

If that goes well, then you can just state the date and a very brief description of the subject. For example, June 28th - tardiness. That is enough information. However, if the verbal discussion does not go well, then you have to make sure that you document the date and subject, but also add the reason the employee took exception to what was discussed. To be on the safe side send an email to Human Resources and/or your supervisor to alert others of how the employee received the verbal discussion if within a team environment.