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Five Signs a Company’s Leader is a Brilliant Jerk
Some business leaders who are bright and hard-working also can be extremely demanding and difficult for which to work. In fact, such a leader’s behavior and its negative impact on others may reach the point where the business becomes dysfunctional. A boss who is both bright and abrasive has many characteristics, and the draining combination […]
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Some business leaders who are bright and hard-working also can be extremely demanding and difficult for which to work. In fact, such a leader’s behavior and its negative impact on others may reach the point where the business becomes dysfunctional.
A boss who is both bright and abrasive has many characteristics, and the draining combination of them can lead to running more people off than running a long-term successful business.
A brilliant but abrasive leader is extremely talented but is driven to gain recognition above all else. They are exceptionally intelligent, but they use that intelligence for their own professional benefit rather than in the best interest of the company.
Moreover, they are blinded to the costs their behavior has for individuals, teams, and the organization as a whole. They can destroy people’s self-confidence and inflict serious, lasting damage on their company. This toxic environment erodes morale and causes turnover to spike.
Here are five characteristics of bright but abrasive leaders:
They lack empathy. These leaders have a blind spot — their understanding of other people’s emotions. Leaders of this type are not naturally tuned in to what others are thinking and feeling. Their focus is on goals and outcomes rather than on people.
They are volatile and manipulative. Nobody is comfortable with a leader who could explode at any second or sabotages them. They are verbally abusive, flying into screaming rages and even physically threatening coworkers. Their underlying anxiety often translates into explosive and uncontrolled emotional outbursts. They micromanage an employee to an extent that makes work impossible. More subtly, abrasive leaders undermine employees by creating conflict, withholding critical resources, and waging a kind of psychological warfare against those they perceive as a threat.
Many are perfectionists. While being a driven leader is an admirable quality, some go too far when rarely taking the foot off the accelerator and running over employees in the process. This often comes in the form of setting unrealistic standards and changing deadlines without much notice or reason.
They are never satisfied with their own work and continually push themselves to work harder. Abrasive leaders are intensely motivated to gain recognition through outstanding results, and they expect no less of the people around them. They can be very hard on their employees. They put constant pressure on their direct reports and offer little to no recognition.
Struggle to maintain good relationships. Not good at reading others’ emotions, abrasive leaders find it hard to maintain positive interpersonal relationships. They hurt people without intending to do so. Some abrasive leaders are good at identifying people’s weaknesses, but they use this skill to satisfy their drive toward perfectionism and, by doing so, harm people. They place enormous focus on results, but they fail to see that to increase results, they need to engage autonomous, thinking, creative people who are not submissive to their leader’s every request.
Have a fear of failure. Abrasive leaders are often defensive and on high alert for challenges to their leadership. They feel personally threatened by their direct reports’ failures. To protect themselves, they feel a strong need to control their environment. A perceived threat to their professional reputation or self-image will send brilliant but abrasive jerks into attack mode immediately.
Abrasive leaders can be incredibly charismatic, especially to clients. Due to their razor-sharp intelligence, they have strong powers of persuasion. But they also create a culture of fear that robs employees of their voice and deadens creativity.
Katrina Burrus (www.ExcellentExecutiveCoaching.com) is author of “Managing Brilliant Jerks: How Organizations and Coaches Can Transform Difficult Leaders into Powerful Visionaries” and founder of MKB Conseil & Coaching and Excellent Executive Coaching, LLC.
Cuomo has Bigger Problems than How ‘Substantive’ Chicken Wings Are
Government overreach has been a hallmark of Gov. Andrew Cuomo’s time in office, but his recent dictates surrounding forced-food purchases at bars have crossed a new line. Surely, the governor has more pressing things to address than debate the merits of chicken wings. For example, the state budget was ravaged by the COVID-19 pandemic, virus-related
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Government overreach has been a hallmark of Gov. Andrew Cuomo’s time in office, but his recent dictates surrounding forced-food purchases at bars have crossed a new line. Surely, the governor has more pressing things to address than debate the merits of chicken wings. For example, the state budget was ravaged by the COVID-19 pandemic, virus-related nursing home deaths remain unanswered, outmigration continues to decimate New York’s population, and small-business owners are reeling from a lack of customers.
In a bizarre attempt to further control every facet of the state, Cuomo recently mandated food must be purchased with all alcohol orders in bars as a means of inhibiting patrons’ movements and limiting socializing for too long. After frustrated bar owners began offering inexpensive, lighter-fare food options, Cuomo rebuffed their workarounds and ordered “substantial” foods be purchased with each alcohol order.
This makes little sense for several reasons. First, if the aim is to keep patrons at their tables to ensure proper social-distancing guidelines are followed, what does it matter what they are eating? What people don’t need is the governor dictating dietary guidelines.
Owning a small business, especially a restaurant or tavern, is challenging enough. On top of that, add the fallout of the pandemic and the state’s already-prohibitive taxes and regulations. Now, in addition to all that, the governor is adding ridiculous guidelines likely to drive even more customers away. Businesses cannot survive in this climate much longer, and the governor’s rulemaking is exacerbating an already bad situation.
We are well past the pandemic’s state of emergency, yet Cuomo refuses to give up his unilateral control. Even worse, his orders are becoming more restrictive and increasingly ridiculous — we’re talking about chicken wings afterall. It is now time for an equal partnership with the state legislature.
William (Will) A. Barclay, Republican, is the New York Assembly Minority Leader and represents the 120th New York Assembly District, which encompasses most of Oswego County, including the cities of Oswego and Fulton, as well as the town of Lysander in Onondaga County and town of Ellisburg in Jefferson County. Contact Barclay at barclaw@assembly.state.ny.us or (315) 598-5185.
A Rising China is Here to Stay
This is an election year, so we can expect a fresh round of China-bashing. American politicians love to use China as a punching bag; it never stops, really, but the trend accelerates when candidates are running for office. Some punches deserve to be thrown — China does a lot of things we don’t like. It challenges
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This is an election year, so we can expect a fresh round of China-bashing. American politicians love to use China as a punching bag; it never stops, really, but the trend accelerates when candidates are running for office.
Some punches deserve to be thrown — China does a lot of things we don’t like. It challenges American interests — not just in Asia, but across the world. China engages in cyberattacks and steals intellectual property. It has raised tensions over disputed territories in the South China Sea.
The U.S. is the dominant naval power in the Pacific region, but China is a regional power, seeking to project authority in its neighborhood. We have accommodated China’s rise diplomatically and invited the Chinese to play a larger role in the international economic order. But we oppose China’s territorial ambitions, counter its efforts to control shipping lanes, and push back against its Belt and Road initiative for global infrastructure development.
Bashing China plays well in the U.S. We have a long history of mutual hostility, dating from the Korean War and continuing through the Cold War and proxy conflicts. Many Americans consider China our chief adversary.
Polls show that two-thirds of Americans hold negative views toward China, and the number has been rising. Republicans and right-leaning independents are especially likely to have negative views of China, but so do a majority of Democrats.
China is unpopular in much of the world. In Western Europe, majorities have an unfavorable view of China. It gets low marks from its neighbors, especially Japan but also South Korea and Australia. However, majorities or pluralities in Latin America, much of the Middle East, and sub-Saharan Africa view China more favorably.
China’s rise has been impressive. It has built world-class cities, lifted hundreds of millions of people out of poverty, and made significant investments in transportation and communications. It may surpass the United States soon as the world’s largest economy. It is America’s largest trading partner, with the two countries exchanging more than $650 billion in goods.
China has the largest army in the world and has been adding military technology, including aircraft carriers, new-generation jet fighters, and nuclear submarines. But despite its investment, China has struggled to keep up. The U.S. and its alliance partners account for 63 percent of global spending on military technology and training. China’s forces are the largest but not the strongest.
Nevertheless, you cannot help but notice China’s growing sense of confidence, capability, and national pride. It is riding high on its management of the COVID-19 pandemic, flexing its muscles toward its neighbors, and asserting authority over historically autonomous Hong Kong. After the U.S. sanctioned Chinese officials over human-rights violations, China retaliated with sanctions against American officials, including two senators.
President Donald Trump and his administration send mixed signals about China, alternating extreme criticism with fawning admiration.
The United States needs a clear and consistent policy toward China. Currently, the relationship seems to be moving in the wrong direction, headed toward confrontation. To help guide such a policy, we will need a lot of China experts. The State Department and other U.S. agencies will need to develop a steady supply of experts on all matters related to China so we can respond effectively to future developments.
China’s rise is a central reality of our world, something Americans will have to live with for years. We can expect to be in strategic competition with China for a long time, and we need to be ready.
Lee Hamilton, 89, is a senior advisor for the Indiana University (IU) Center on Representative Government, distinguished scholar at IU Hamilton Lugar School of Global and International Studies, and professor of practice at the IU O’Neill School of Public and Environmental Affairs. Hamilton, a Democrat, was a member of the U.S. House of Representatives for 34 years (1965-1999), representing a district in south central Indiana.

Herkimer County Community College has appointed JESSICCA J. BACHER as an advisement center specialist. She will be relocating to New Hartford for the position. Bacher graduated from Montclair State University in New Jersey in 2017 with a bachelor’s degree in communication studies and then continued on to receive her master’s degree in educational leadership and
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Herkimer County Community College has appointed JESSICCA J. BACHER as an advisement center specialist. She will be relocating to New Hartford for the position. Bacher graduated from Montclair State University in New Jersey in 2017 with a bachelor’s degree in communication studies and then continued on to receive her master’s degree in educational leadership and administration in 2020. She previously worked as a program associate in Montclair State’s Academic Success Center. As an advisement center specialist, Bacher will provide academic advisement to Herkimer College students. She will assist new and continuing students in planning their program of study, including counseling them on requests to change majors, helping them understand graduation requirements, assisting with scheduling, and more.

Shumaker Consulting Engineering and Land Surveying, D.P.C. has hired PAUL A. SPERANZA as the division manager for its Environmental Services group. He is responsible for the day-to-day operations of the group and is working from the firm’s Binghamton office. Speranzo’s career encompasses more than 40 years of environmental and regulatory project-management experience in the industrial
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Shumaker Consulting Engineering and Land Surveying, D.P.C. has hired PAUL A. SPERANZA as the division manager for its Environmental Services group. He is responsible for the day-to-day operations of the group and is working from the firm’s Binghamton office. Speranzo’s career encompasses more than 40 years of environmental and regulatory project-management experience in the industrial sector. His expertise includes environmental issues, project management, and problem solving. Speranzo has experience with environmental operations, regulatory reporting and compliance, permits, and interaction with federal and state regulatory agencies such as U.S. EPA, NYS DEC, and NYSERDA. His responsibilities have included environmental programs such as clean water, air, waste, site remediation, groundwater, chemical management, and energy management. Speranzo has a bachelor’s degree in civil/environmental engineering and a master’s degree in environmental engineering from the University at Buffalo. He is a licensed professional engineer (PE) in New York state.

Roswell Park Comprehensive Cancer Center and Oneida Health have hired MAYA MATHEW, M.D. as medical director of the Dorothy G. Griffin Radiation Oncology Center in Oneida, part of the Roswell Park Care Network. She comes to Central New York after serving as a radiation oncologist at Memorial Hospital in Gulfport, Mississippi. Mathew will lead a
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Roswell Park Comprehensive Cancer Center and Oneida Health have hired MAYA MATHEW, M.D. as medical director of the Dorothy G. Griffin Radiation Oncology Center in Oneida, part of the Roswell Park Care Network. She comes to Central New York after serving as a radiation oncologist at Memorial Hospital in Gulfport, Mississippi. Mathew will lead a team that includes a Roswell Park medical dosimetrist and medical physicists, along with radiation therapy and nursing personnel, developing evidence-based and peer-reviewed treatment plans that follow the same quality standards as the National Cancer Institute-designated comprehensive cancer center in Buffalo. She earned her medical degree from Kerala University in India and completed a radiation oncology residency at Loyola University Medical Center in Chicago.
Five new hires have joined local IT services company ICS in the Binghamton and Syracuse regions. CHRIS VANDERWERKER, a Binghamton University graduate, joined the company as central tech ops technician for all regions. He comes to ICS from Conduent, a business operations and human resources-focused company in Endicott, where he served as a transaction processor
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Five new hires have joined local IT services company ICS in the Binghamton and Syracuse regions. CHRIS VANDERWERKER, a Binghamton University graduate, joined the company as central tech ops technician for all regions. He comes to ICS from Conduent, a business operations and human resources-focused company in Endicott, where he served as a transaction processor and was responsible for cataloging and documenting license-plate data. Vanderwerker’s role at the company will primarily focus on technical functions and maintenance. BRITTANY CARVER has joined ICS as a client-strategy manager in the Endicott office. She comes to the company from Bandalier, where she functioned as a sales-development representative, generating sales leads, and managing the company’s social-media platforms, as well as utilizing relationships with clients to assist in their recruiting and staffing needs. Carver brings an array of administrative, creative and sales experience to her position at ICS. JONATHAN MCVEY, a Syracuse native and military veteran, joins the company as a level II systems engineer for the Syracuse region. He comes to ICS from American Food and Vending Company, where he worked as a SonicWALL upgrade technician and was tasked with maintaining and upgrading firewalls, using extreme attention to detail to maintain a 99 percent accuracy rating for all SonicWALLs being sent out. McVey brings a variety of expertise, including technical IT experience, as well as an array of software skills to ICS. BRANDON STERNBURG also joined the company a level I systems engineer for the Syracuse region. Sternburg comes to ICS from the Garam Group, LLC where he was an IT engineer, providing remote and on-site IT support as well as IT hardware repair and maintenance. Sternburg brings a wealth of industry knowledge as well as more than 10 years of proven IT experience. JOSH THOMPSON joined ICS as a telephony engineer for the Endicott region. His role at ICS will primarily focus on project execution in the area of access control, security cameras, and low-voltage cabling. Thompson will also provide the company’s customers with hands-on troubleshooting of those systems hardware in accordance with industry best practices. He brings in-depth experience of physical security products as well as hands-on troubleshooting experience to the company.

MMRI has hired HILLARY COTE as development associate data analyst, a new position. She will be working closely with the development team to create an improved analytics system to identify new fundraising opportunities to assist MMRI’s research teams. Cote joins the MMRI from Worcester, Massachusetts, and holds a history degree from Hartwick College and a
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MMRI has hired HILLARY COTE as development associate data analyst, a new position. She will be working closely with the development team to create an improved analytics system to identify new fundraising opportunities to assist MMRI’s research teams. Cote joins the MMRI from Worcester, Massachusetts, and holds a history degree from Hartwick College and a completed fellowship in nonprofit leadership from the University of Albany’s Rockefeller College. Before joining the MMRI, she worked in fundraising operations at the Friends of Bassett Healthcare Network and as a development-operations manager at Boston Medical Center.
Here are some recent tweets that came across the @cnybj Twitter feed, offering small business, COVID-19, HR, and leadership tips. SBA @SBAgovThe #COVID19 pandemic has impacted millions of small businesses across America. SBA can help in the recovery effort with financial relief options and other resources. Read this blog post to see what’s available: https://www.sba.gov/blog/covid-19-resources-small-businesses
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Here are some recent tweets that came across the @cnybj Twitter feed, offering small business, COVID-19, HR, and leadership tips.
SBA @SBAgov
The #COVID19 pandemic has impacted millions of small businesses across America. SBA can help in the recovery effort with financial relief options and other resources. Read this blog post to see what’s available: https://www.sba.gov/blog/covid-19-resources-small-businesses
MLR Promotions @MLRPromotions
4 SEO Tips Every Local Business Needs to Know | Vivial #smallbiz: https://vivial.net/blog/4-seo-tips-every-local-business-needs-to-know/
Jumbiz @JumbizNews
5 Fears All Entrepreneurs Face (and How to Conquer Them): http://dlvr.it/RcD3rg
Entrepreneur @Entrepreneur
Lots of entrepreneurs have great ideas. The successful ones know how to sell them. https://www.entrepreneur.com/article/352281
Small Business Expo @SmallBizExpo
Businesses Can’t Run from Kitchen Tables Forever. Here’s Why Coworking Will Make a Comeback. http://twib.in/l/zzMznzBgR7Gx
Talent Management @MSITalent
5 Steps For Transitioning To A Permanent Remote Workforce: https://msi.media/3eUuNZK #HR #Relocation
Mark C. Crowley @MarkCCrowley
I predicted we’d soon grow weary of the #WorkFromHome experience & here’s confirmation we have: “Projects take longer, training is tougher, hiring & integrating new employees is more complicated & younger professionals aren’t developing.” https://www.wsj.com/articles/companies-start-to-think-remote-work-isnt-so-great-after-all-11595603397
Hancock Estabrook @HancockLawLLP
Healthcare Law Alert: SAMHSA Publishes Changes to 42 CFR Part 2; Updates Under the CARES Act Still to Come https://hancocklaw.com/publications/healthcare-law-alert-samhsa-publishes-changes-to-42-cfr-part-2-updates-under-the-cares-act-still-to-come/ #healthlaw #SAMHSA #CARESAct
HR Dive @hrdive
A recent report found that employees made far fewer requests this year for PTO compared to the same time last year: https://www.hrdive.com/news/covid-19-tanked-pto-requests-attendance-platform-finds/582193/
miguel ornelas@migueljrornelas
What is ‘zoomification’? And how can #HR use it to their advantage? via @HRDCommunity: https://bit.ly/3eUXw0j
Pat Osigian @Tiger_Fan_1988
Hints to: Keep the talent you have! Have you invested in developing your internal #tech talent? One of the best ways to ensure the success and adoption of #HR tech is to ensure that your tech team knows how, and what, tech you use. Develop your team. #HR https://tinyurl.com/y3br353s
Lolly Daskal @LollyDaskal
The Best Leaders Shine from Within @LollyDaskal: http://bit.ly/1PoYIdY
Incretech @Incretech
Few would argue with the importance of open and honest communication in healthy work relationships. But from a leadership perspective, have you ever pondered: Is honesty always the best policy? https://buff.ly/2Ituoj3 via @susanmazza
Josephson Institute @EthicsInstitut
“Leaders become great not because of their power, but because of their ability to empower others.” — John C. Maxwell

CenterState CEO promotes Rogers to management team as VP for racial equity & social impact
SYRACUSE, N.Y. — CenterState CEO announced it has promoted Dr. Juhanna Rogers to its leadership team as its new vice president for racial equity and
Stay up-to-date on the companies, people and issues that impact businesses in Syracuse, Central New York and beyond.