The early part of the year marks the start of a new quarter for businesses, but in Hollywood it simply means that award season has arrived. Stars prep for hours in order to look their best on red carpets for cameras and fans. Each celebrity scrutinizes every inch of themselves to ensure that every angle is perfect. The pictures taken during award season will be circulated for the following year, and making the best-dressed list ensures positive publicity.
The Oscars are known for drama, the Golden Globes are known for being a more casual version of the Oscars, but it is on Grammy night that the stars really push the fashion envelope. But some push it too far. Glittering gowns covered the red carpet, camera bulbs flashed in every direction and then out came Lady Gaga. Covered head to toe in a crystal-encrusted, space age confection from Armani himself, she proceeded to steal every inch of spotlight with her outlandish apparel. Gaga’s identity is composed of eccentricities, but she never ceases to shock viewers and fans.
How do you cope with the Lady Gagas of the office?Although exceptions can be made for an outrageous singing artist, what about the people you encounter on a daily basis? How do you cope with the Lady Gagas of the office—the employees who dress, talk and act like their individuality is more important than their job? Although Lady Gaga is far from conventional, she is in a career that demands an outside-of-the-box image. Managers need to tread carefully in order to address the office eccentrics in a way that balances the need for some conformity without sucking enthusiasm and commitment from individuals who feel the need to express their individuality.
To adequately prepare for the awkward talk, managers should review assessments that identify the employee’s core behavioral traits.
When dealing with eccentric personalities in the office, managers must embrace the fact that the conversation with the employee is going to be awkward. It is never comfortable to confront someone because of his or her personality, or because of sensitive issues such as dress code, but it is necessary if you want to ensure that the work environment remains professional. To adequately prepare for the awkward talk, managers should review assessments that identify the employee’s core behavioral traits. Assessments can help predict how a person will react to your coaching, and how you can more effectively communicate your message. It also helps to document policies on matters such as acceptable dress and social behavior in the workplace. The policy makes awkward conversations less personal, which minimizes lingering hard feelings.
Individuality is something to be treasured and shared, just not always in the office.
Managers who know themselves and their employees can approach problems with confidence. Assessments offer a substantial amount of information that will benefit the situation. Employees do not need to lose their identities, but they do need to be reminded that their contributions are crucial to the well-being of their coworkers and the company. When managers can easily identify the traits that lead employees to behave in certain ways, they are also able to coach those employees to be more effective.
There is something to be said about Lady Gaga’s confident fashion statements, but the Lady Gagas of the office need to be reminded that less is more (as in less distraction is more productive for the workforce). Individuality is something to be treasured and shared, just not always in the office. There is a time and place for bedazzled leotards and eye patches, but the office needs to be respected as a place of collaboration and efficiency.
