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When we are in charge of a company, department, office, committee, or whatever, it carries with it a lot of pressure and responsibility. We have to walk a fine line between pleasing our leadership and our employees or associates and that doesn’t even factor in all of the other stakeholders involved. But one thing I learned along the way is that we can’t always lead by democratic rule. Problem-solving requires a deep dive and everyone doesn’t always get a vote.

The Drama Queen! Everyone has known someone like that in their life. Drama seems to swirl about them and they manage to suck the most unsuspecting people into their vortex. Here’s how to deal with them for your own sanity and to keep your other employees from being caught in the fallout.

A lot of Relocation Directors struggle with the challenge to cover the volume of work in their department when they have staff out or if they want to take a vacation. Some Directors feel that can’t detach to take a vacation, so they end up working while on paid time off when they should be decompressing. There are ways to ensure your business keeps moving when you or your staff are out.

Relocation Directors spend a lot of time dealing with the same types of problems over and over. We get stuck in a cycle of response. We become reactive which takes away our time and energy to focus on proactive behaviors. But if we really look at the damage that is done and the time spent trying to repair it, repetitive and methodical preventative actions would have been a much better path. Go upstream on these ten issues and you will have less conflict downstream.

I have Relocation Directors tell me all the time that they would like to hire me but that they don’t think they can convince their broker/owner to do it. Don’t be afraid to ask. A respectful request for help from an outside consultant can be a win-win for you and your employer. Here are the steps you can take to make it happen.