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End Bullying is People Skills Twitter Chat Rally – Sunday May 31, 2015 10am EDT.

Hashtag: #peopleskills

Here’s a time converter to assist all of you around the globe in converting 10am ET to your local time.

Background on People Skills Chat – Rally to End Bullying

Once each quarter we dedicate our #Peopleskills global Twitter chat hour to end bullying.

In this rally, we use our intellect, hearts, and voices to explore the more subtle aspects of bullying to end it in its tracks. Please spread the word and invite others to join us on Twitter Sunday May 31, 2015 10am ET using Hashtag: #peopleskills.


End Bullying: Image is People skills logo

End Bullying: Image by KimbManson for Kate Nasser. All rights reserved.

Image designed by: Kimb Manson Graphics Design for Kate Nasser. All rights reserved.


People Skills Twitter Chat – Rally to End Bullying

Bullying continues to affect everyday life in deep ways. It changes organizations, leaves scars on individuals, and creates a culture of negativity even hatred. Think about all the positive moments we miss in this life because of bullying. Let’s explore the more subtle aspects of bullying so we can make strides to end this plague.



Here are some questions to get us thinking in advance …

  • What picture does bullying bring to your mind?
  • How do you define bullying?
  • What mindset(s) drive bullying?
  • Why does it persist?
  • We often think of bullying as physical. What are the more subtle types?
  • How do conflict and bullying differ?
  • How are gossip and bullying connected if at all?
  • Societal pressures: Do they feed bullying?
  • Is there any correlation between resistance to change, groupthink, and bullying?
  • What steps can we take in the workplace to define and reduce bullying?
  • Can people skills make a big impact to end bullying? How?



Final versions of these questions will post live during the chat. If you cannot attend this Sunday at 10am ET, please help us promote it on your social streams with hashtag #Peopleskills. Many thanks!

End Bullying: Image is sign stop bullying.

End Bullying: JOIN #Peopleskills global Twitter chat rally!




So bring your heart and your focus and join us from around the globe this Sunday in people skills global Twitter chat — May 31, 2015 10am ET (Hashtag: #peopleskills) — our online rally to end bullying.


We have one rule in People Skills Chat: Respect even when we disagree.


I also invite you to continue this chat by joining our Google+ People Skills Community, our Facebook Group People Skills That Really Matter and our LinkedIn Group People Skills Succeed to contribute and learn 24×7. Get your people skills community member badge here.



Shout Outs of Gratitude

Continued thanks to generous people skills community moderators Chantal Bechervaise, Dave Moore, Hoda Maalouf, Jandis Price, Tracy Shroyer and Tom Rhodes for their time, generosity, insight, and contributions.




Thanks to all committed community members who participate in our people skills global Twitter chats (#peopleskills) and online groups. Last, but not least, a warm welcome to newcomers who continue to join our community.






Hope you will all join People Skills global Twitter chat #peopleskills this Sunday May 27, 2015 10am ET/7am PT for our online rally to end bullying!







How to Participate
If you have never been in a Twitter chat, you may find it helpful to log on to Tchat.io, Tweetchat.com or Twubs.com, enter hashtag #peopleskills, and sign in to your Twitter account. The venue will insert the hashtag on each of your tweets and you will see all the tweets on one screen. Other tools available are Hootsuite and TweetDeck.

I am the founder and host of the chat and will be happy to answer any questions you have in advance: Email me.


Chat with you this Sun. May 31, 2015 10am ET in People Skills global Twitter Chat (#peopleskills), for our online rally to end bullying.


Until then, as always, I wish you bonds of happiness and success!

From my professional experience to your success,
Kate Nasser, The People Skills Coach™

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.

 

 

PS-EnergyBar-LogoJoin me through these social channels

Engage in people skills learning! Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience. I invite your questions, share my experience, and welcome your wisdom.

Holocracy & Flat Organizations Reveal Human Truths

You would think that a holacracy, a truly flat organization with no tiers of management, would be every employee’s dream. It isn’t. Holacracy presents many challenges for employees. In fact, holacracy reveals why many employees like well-run hierarchy.



Holacracy: Image is blank field of snow.

Holacracy: Why Employees Like Hierarchy Image by Martin Beaumont via Flickr.

Image by Martin Beaumont via Flickr Creative Commons License.

Holacracy: What Employees Like About Hierarchy

Holacracy, like at Zappos and other lesser known companies, is revealing much about what many employees find so comfortable about traditional management structures. Some of these are surprising and others rather evident. The list holds great lessons for both styles of organization.

  1. In hierarchy, there is security. Holacracy feels scary and risky.
  2. In well-run hierarchy, there is clarity. In holacracy, everyone must clarify everything.
  3. In well-run hierarchy, decisions seem to happen more quickly. Holacracy feels time consuming and laborious.
  4. In hierarchy, influencing others and resolving conflict sits with management. In holacracy, employees face this challenge and without the helpful title of authority.

  5. In hierarchy, there is vertical career growth. The flatness of holacracy leaves many aspiring leaders flat. They must find a sense of worth in professional development and project achievements vs. titles.
  6. In hierarchy, management supposedly addresses egotistical and maverick behaviors. Without managers as buffers, all employees must handle this. It’s uncomfortable and challenging. It requires great people skills.
  7. Hierarchy and titles strengthen less courageous employees. I’ve witnessed employees resisting the wonderful leadership of a peer. They told the peer “we’re not strong like you.” The peer was promoted to being their leader and they followed without resistance. Organizational titles are the extra security blanket they love.
  8. In well-run hierarchy, employees can get things done through the management structure. In holacracy, employees must learn how to get things done other ways. They must develop and use skills to hit the bulls-eye without authority and formal power.



THE challenge for employees in holacracy:



In my workshops and coaching, we explore the people skills for great collaboration and teamwork. My next blog post will delve into these people skills for holacracy. In the meantime,



Your turn: What other challenges are there in holacracy?



From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts:
10 Ways to Work With Immature Teammates
The Surprising Secret Within Every Great Communicator
9 People Skills Tips for Potent Influential Communication
People Skills Philosophy For Success With Others
7 Pleasures That Calm When Dealing w/ Toxic People

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.

QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™

Love and Honor is our People Skills Global Twitter Chat Topic.

WHEN: Sunday May 24, 2015 at 10AM EDT. Hashtag: #peopleskills


Background on This Chat Topic: Love and Honor

Love and honor seem connected. Are they? Do they conflict at all? or Do we fear how much they are connected? JOIN us Sunday May 24th, 2015, Memorial Day weekend, as we explore love and honor.



Love and Honor: Image is People skills logo

Love and Honor: Image by KimbManson for Kate Nasser. All rights reserved.

Image designed by: Kimb Manson Graphics Design for Kate Nasser. All rights reserved.


Love and Honor – A Deeper View

Love and honor are powerful emotions and momentous people skills. They have implications for our businesses, our careers, and our lives. The question is — Why? Where do they get their strength and power? Do they every conflict or are they naturally connected? JOIN us in this #peopleskills global Twitter chat to dig deeper on this topic.

Some questions to get us thinking in advance. Actual questions will post live during the chat.

  • What is honor?
  • How do values, society, and culture affect who/what we honor?
  • How are love and honor connected if at all?
  • Why are love and honor so powerful?
  • What brings people to feel love for others?
  • When are we most likely to express love to others?
  • Can honoring your own values stop you from loving others?
  • How do people skills affect our ability to love and honor others?
  • Should leaders and business love and honor their employees? Y/N/ Why/Why not? Pls. explain.
  • Is ‘honor’ something a person must earn?
  • How can we honor ourselves and is it important?
  • Whom would you like to honor today and why?


So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday May 24th , 2015 10am EDT on Twitter (hashtag: #peopleskills) to explore love and honor.


I also invite you to continue this chat by joining the Google+ People Skills Community and the LinkedIn Group People Skills Succeed to be a part of all the people skills discussions everyday 24×7. Get your people skills community member badge here.



Shout Out of Gratitude

My gratitude to all who participate and grow the people skills global chat community on Twitter (#peopleskills), Google+, and LinkedIn. We welcome your suggestions for topics, offers to co-host, and most especially your individual insights.

Special thanks to generous chat moderators Dave Moore, Hoda Maalouf, Tracy Shroyer, Jandis Price, Chantal Bechervaise and Tom Rhodes for their time and insightful contributions.






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday May 24th, 2015 10am EDT/7am PDT to explore love and honor.

Everyone is welcome! We have only one rule in People Skills Global Chat: Respect for all even when we disagree.







TIP: If you have never been in a Twitter chat, you may find it helpful to log on to Twubs.com or Tweetchat.com, enter hashtag #peopleskills, and sign in to your Twitter account. The venue will insert the hashtag on each of your tweets and you will see all the tweets on one screen. Other tools available are Tchat.io, Hootsuite and TweetDeck.

I am the founder and host of the chat and will be happy to answer any questions you have in advance: Email me.


Chat with you this Sun. May 24th, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Love and Honor.


Until then, as always, I wish you bonds of happiness and success!


From my professional experience to your success,
Kate Nasser, The People Skills Coach™

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.

 

 

PS-EnergyBar-LogoJoin me through these social channels

Engage in people skills learning! Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience. I invite your questions, share my experience, and welcome your wisdom.

Leaders claim objectivity is valuable in preventing emotionally skewed decisions. Yet if leaders detach to be objective or come across as indifferent, they disengage employees and results suffer.


Leaders, are you helpfully objective or actually indifferent?

Leaders, Are You Helpfully Objective or Actually Indifferent? Image by: HikingArtist.com

 

Helpfully Objectivity

  • Considers all perspectives to ensure accurate results
  • Researches what is behind emotion to unearth weighty factors
  • Gets close enough to find and see the truth
  • Respects passion’s lift more than it fears its drag
  • Boldly taps emotion to inspire and engage employees

 

Objectivity Turns Into or Seems Like Indifference

When leaders …

  • Glorify measurements over all other types of information
  • Distance themselves in the fear that getting close will limit their honesty and objectivity
  • Mislabel all passion as illogical
  • Act solo because they lack trust in those around them
  • Revel in the comfort and false security of their own views and personality type
  • Push aside diverse new views under the guise of tried-and-true ways
  • Hold their positional power and/or expertise as the ultimate factor in decision making








Objectivity requires a true and complete picture. It sees the value of emotion. It understands diverse factors and perspectives.

Meanwhile, fear, the comfort of habit, and love of data and procedures try to disguise indifference as objectivity. The disguise backfires and leads to a skewed view and poor decisions.


Identify what obstacles are keeping you from engaging with employees, from seeing diverse views, and from building closer relationships. Develop emotional intelligence to overcome those blocks! It is far easier than you think and the business rewards are great.



From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts:
5 Steps to Developing Emotional Intelligence
Leadership Engagement: How to Reach Employees Not Preach to Them
Want Engaged Employees: Don’t Confuse Contentment w/ Lack of Ambition

Grateful for the use of Image by: HikingArtist.com via Flickr Creative Commons License.

©2013-2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.

QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™

Tough Mind Warm Heart: JOIN Us in People Skills Global Twitter Chat!

WHEN: Sunday May 17, 2015 at 10AM EDT. Hashtag: #peopleskills


Background on This Chat Topic: Developing Tough Mind Warm Heart

When people think of mental toughness, they don’t always picture a warm heart. Yet emotional intelligence and empathy are a huge part of mental toughness. JOIN us Sunday May 17th, 2015 as we explore developing tough mind warm heart.

My co-host is former FBI agent and mental toughness coach La Rae Quy She is author of the wonderful book Mental Toughness: 52 Tips to Recognize & Utilize Your Greatest Strengths. You can also tap her insights through her blog.



Tough Mind Warm Heart: Image is People skills logo

Tough Mind Warm Heart: Image by KimbManson for Kate Nasser. All rights reserved.

Image designed by: Kimb Manson Graphics Design for Kate Nasser. All rights reserved.


Tough Mind Warm Heart – Why and How!

Developing a tough mind warm heart life is very doable. In most cases, you can achieve more with emotional intelligence than with a hammer. In leadership, teamwork, sales, and your relationships, a tough mind warm heart approach combines the insight of a great mind with the power of heart.

Some questions to get us thinking in advance. Actual questions will post live during the chat.

  • Mental toughness – what is it and what you do imagine it does?
  • How is mental toughness different from hard-headed?
  • Tough mind warm heart – why does it sound contradictory to many people?
  • How can you have a warm heart without sacrificing critical thinking?
  • What are some examples of being warmhearted?
  • How can you develop a thick skin and a warm heart? Ag/Dis? Why?
  • How can you prevent your warm heart from weakening your mental strength?
  • What life events help/hinder developing a tough mind AND a warm heart?
  • When does a tough mind warm heart approach bring the most benefit?
  • How do people skills help develop a tough mind and a warm heart?


So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday May 17th , 2015 10am EDT on Twitter (hashtag: #peopleskills) to explore “tough mind warm heart.”


I also invite you to continue this chat by joining the Google+ People Skills Community and the LinkedIn Group People Skills Succeed to be a part of all the people skills discussions everyday 24×7. Get your people skills community member badge here.



Shout Out of Gratitude

My gratitude to all who participate and grow the people skills global chat community on Twitter (#peopleskills), Google+, and LinkedIn. We welcome your suggestions for topics, offers to co-host, and most especially your individual insights.

Special thanks this week to LaRae Quy for co-hosting with me and continued thanks to generous chat moderators Dave Moore, Hoda Maalouf, Tracy Shroyer, Jandis Price, Chantal Bechervaise and Tom Rhodes for their time and insightful contributions.






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday May 17th, 2015 10am EDT/7am PDT to explore developing tough mind warm heart.

Everyone is welcome! We have only one rule in People Skills Global Chat: Respect for all even when we disagree.







TIP: If you have never been in a Twitter chat, you may find it helpful to log on to Twubs.com or Tweetchat.com, enter hashtag #peopleskills, and sign in to your Twitter account. The venue will insert the hashtag on each of your tweets and you will see all the tweets on one screen. Other tools available are Tchat.io, Hootsuite and TweetDeck.

I am the founder and host of the chat and will be happy to answer any questions you have in advance: Email me.


Chat with you this Sun. May 17th, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Tough Mind Warm Heart.


Until then, as always, I wish you bonds of happiness and success!

From my professional experience to your success,
Kate Nasser, The People Skills Coach™

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.

 

 

PS-EnergyBar-LogoJoin me through these social channels

Engage in people skills learning! Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience. I invite your questions, share my experience, and welcome your wisdom.

Mental Toughness: Starts w/ Emotional Intelligence!


Mental Toughness: Image is Book Cover

Mental Toughness: 52 Tips fr LaRae Quy




What do you think is the key to surmounting tough obstacles?

  1. Emotional Intelligence
  2. Relationships
  3. Positive thinking
  4. Mental toughness


The obvious answer is mental toughness.  Yet the truth is all of the above — because mental toughness actually requires emotional intelligence, honest relationships, and positive thinking.   So says former FBI agent LaRae Quy and author of Mental Toughness: 52 Tips to Recognizing & Utilizing Your Greatest Strengths.

As The People Skills Coach™, what struck me about LaRae’s new book was that the first section is all about emotional intelligence.  It’s not what most people consider when they think of mental toughness.



It makes sense explained LaRae in my recent interview and discussion with her.  She coaches many people to become self-aware.  “Know your hot buttons and how not to react.”  This has great implications for individual achievement AND people skills of interaction. Leading teams, engaging employees, productive collaboration, selling and serving customers, etc…

“You can master the majority of tough human interactions better with emotional intelligence than with a hammer and tough approach.  There are moments and exigent circumstances that require the gruff exterior yet it is not the norm.”


LaRae also highlights the difference between mastery versus success.  She stresses: “An attitude of success actually leads to mediocrity. We see it as a fixed arrival point that we never want to leave.  We RIP – retire in place or rest in peace depending on how you look at it. On the other hand, mastery is a growth mindset.  We focus on mastering that moment and then asking what’s next? Experimenting and learning brings clarity!”

SURPRISE: If you want to develop mental toughness, don’t think about success.  Focus on experimenting and mastery!


Q: So what are the specific benefits to developing mental toughness?

LaRae Quy: “Breakthroughs! The grit and resilience to know that you will prevail over the challenge instead of waiting for the circumstances to change.”

Whether it is workplace interaction issues, a project team facing seemingly insurmountable obstacles, a leader trying to reignite employees’ passion and commitment, start with La Rae’s top 3 tips for mental toughness:

  1. Become self-aware
  2. Develop healthy honest relationships to support each other
  3. Practice positive thinking. Neuroscience research shows that it takes five positive thoughts to overcome one negative.

This speaks to how important leaders’ inspiring words and positive attitudes matter to morale, engagement and performance.  Mental toughness is not about acting and talking tough.  It is rooted in understanding yourself and others to overcome obstacles and achieve some mastery.


Mental Toughness: Getting Started

To get started in developing your mental toughness, La Rae advises you to learn what mental toughness is and is not. Become self-aware, understand others, bring clarity to any challenge, and practice positive thinking.

I can’t think of a better way for you to do this than to buy and read La Rae’s refreshing and wonderfully written book Mental Toughness: 52 Tips to Recognize & Utilize Your Greatest Strengths.  I chose the Kindle version and digested it as quickly as my finger could swipe each page.

You can also connect with LaRae on her blog, on Twitter, and LinkedIn to engage her insights and gritty experience.



Thanks LaRae for this great book and the interview!


From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts:
5 Steps to Develop Emotional Intelligence
10 Steps to Emotionally Intelligent Teamwork

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.

QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™

Irresistible Customer Experience Loyalty – Do’s & Don’ts Part II

In part one of delivering irresistible customer experience, we focused on what every customer wants. The next step, irresistible customer experience loyalty comes with consistency in being irresistible! And yes, it is doable. Apple, Ritz Carleton, Nordstroms, Zappos, all deliver it through relationships!

Irresistible Customer Experience Loyalty: Image is a Magnet drawing things inward.

Irresistible Customer Experience Loyalty: Do’s & Don’s Part II



Do’s and Don’ts of Irresistible Customer Experience Loyalty – Part II

An irresistible customer experience:

  • Is pleasurable.
  • Makes customers feel wanted.
  • Gives customers something they really want.
  • Surprises customers with something positive that they didn’t even know we wanted.
  • Gets better and better each time.
  • Reawakens pleasant feelings they had before.
  • Prevents or relieves difficulty or pain.
  • Elevates customers in some way and puts them in a positive light.




DOs/Don’ts:

  1. Greet customers w/ zeal and focus. Don’t use robotic greetings that seem disinterested.
  2. Show individual interest in them. Don’t queue them up like transactions.
  3. Design online and mobile interaction from the customer perspective. Get their feedback and make changes! Give your employees access to the same views to easily assist customers who call. Don’t let the silos in your company sour the customer experience.
  4. Embrace negative feedback w/ empathy and resolutions. Don’t defend with explanations and excuses. Tell the customer why the experience doesn’t make it better and repels them.
  5. Trust each customer until you have data that says otherwise. Don’t use procedures that treat every customer as a potential criminal. Irresistible customer experience loyalty comes from a trusting relationship!!
  6. Train your employees on how to build relationships & empower them to do it. Don’t reserve this training for just the sales folks. No matter what employee your customer interacts with, that interaction must draw the customer in again and again. It must virtually say “we want you not just your money.”
  7. Be flexible and adaptive. This doesn’t mean offering 100 different options. It means adjusting what you do offer to make the experience irresistible to customers. Don’t allow your metrics to become the culture. Metric-focused organizations slide into a rigid approach in service to the metrics. Serve the customer not the metric. Serve the customer and you’ll meet the metric.




Let’s do a workshop to train, empower, and inspire your employees very soon.



From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts:
25 Worst Customer Experiences to Avoid Making the Same Mistakes w/ Your Customers
Customer Experience Superstars: Their Celebratory Give & Take!
11 Surefire Beliefs for Superior Customer Experience

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.



QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™


As leaders strive to improve their leadership, they use their self-confidence to guide and sustain them through the learning. Those who believe they need no improvement suffer from egotism; those they lead suffer in it.


Recently one leader asked me: “How do you know if it’s self-confidence or egotism?”



Breakthrough Leadership: Prevent Egotism w/ Self-Confidence Image by:SweetDreamzDesign

Image by: Sweet Dreamz Design via Creative Commons License.


True self-confidence prevents egotism!

  • Self-confidence opens the ears to feedback.

    This provides a steady stream of learning for realignment. Conversely, egotism makes you deaf. It blocks learning and growth.


  • Self-confidence compels you to use your gifts to serve others.

    Egotism demands others applaud your gifts as a sign of your perfection.


  • Self-confidence fuels true humility.

    It propels all to learn from mistakes and equalizes all on human qualities. Meanwhile, egotism dislikes humility and mislabels it as weakness and humiliation.



  • Self-confidence grows out of understanding your purpose in life.

    In leadership, true self-confidence elevates purpose about the personal. Conversely, egotism flourishes in personal needs over purpose.


  • Self-confidence is keenly aware of the reality.

    It handles the surprise ups and downs of reality very well. On the other hand, egotism plants its roots firmly in denial.


  • Self-confidence embraces doubt as a pathway to learning the truth.

    Egotism squashes doubt in the fear it will reveal the truth.


  • Self-confidence finds greatness in differences.

    Self-confidence revels in elevating diverse talents. Egotism judges differences as unworthiness.


  • Self-confidence allows leaders to shine through their teams’ achievements.

    A leader’s egotism nullifies the team’s importance to protect his or her insecurity.




Self-confidence fuels breakthrough leadership. It allows you to overcome weaknesses and status quo for the good of all you lead.

For example, if you are afraid of conflict yet confident to learn how to overcome your anxiety, you mediate and facilitate with success. If your initial definition of leadership was mostly directive, your self-confidence enables you to engage others’ ideas to meet changing needs of global business.

Egotism, which grounds its power in the status quo, stifles leaders and those they lead. Egotism crushes others to survive the crush of its own insecurity.

Egotism blocks reversal of direction even when it’s clear that the direction is taking business to the cliff. When there is a crisis, egotists are more likely to deny or blame. Self-confident leaders look boldly at the crisis and all its possible causes (including themselves) to solve it and prevent recurrence.



If you are open to feedback, welcoming insights, and always assessing your blind spots, you are using your self-confidence for breakthrough leadership. Kudos!


YOUR TURN: What can leaders do to prevent sudden insecurity from becoming egotism?


From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Other Valuable Leadership Posts
18 Things Respected Well-Liked Leaders Consistently Do
Leaders, Avoid These Common Causes of People Skills Mistakes

©2012-2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.




QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™


Leadership Engagement: Focus on Development Not Self-Sacrifice

Leaders, when you face employees who lack commitment resist the temptation to tell them how hard you work. You think you will inspire self-sacrifice and commitment. Guess again! Leadership engagement is about reaching them not preaching to them.



Leadership Engagement: Image is quote by Elizabeth Cady Stanton on self-development

Leadership Engagement: How to Reach Employees Not Preach to Them Image via DecentQuotes.com

Image via DecentQuotes.


Leadership Engagement: How to Reach Not Preach

Self-sacrifice is not an order you give. It’s an awakening within someone, an arrival.

Leaders who have arrived tell others to get there when those leaders:

  • Are new to leadership. They don’t know how to reach others so they preach.
  • Believe that leadership is about themselves.
  • Get frustrated when employees are not engaging at high level.



Leadership Engagement Sad Story

Leader named Carmen was addressing a young under-performing employee. The employee gave reasons (excuses) for often being late and asked for more interesting work. Carmen replied “Let me tell you what I have to do every morning. My wife leaves very early for her shift work. Her mother is an invalid and lives with us. I have to bathe my mother-in-law, walk the dog, pick up the elder-care worker from the bus stop, get her back to the house and then get myself to work. Are you saying your life is tougher than mine?

This did not change the employee’s performance. Carmen’s self-sacrifice doesn’t awaken the employee’s sense of duty nor commitment.

To awaken commitment in employees:

  • Unearth how they think and what they care about.
  • Discuss self-development instead of self-sacrifice. “What behaviors do you think you need to develop to meet your goals?”
  • Then guide the conversation to how self-development feeds the team and the team feeds each individual. e.g. “When you are late, you let the team down.”


Leadership engagement doesn’t yield to the outrage of a frequently tardy employee asking for more interesting work. It also doesn’t hand out more interesting work to get the employee to show up on time.

Step back from frustration, outrage and the temptation to preach. Reach the employee with what they care about and map it back to the organization’s goals and team support.




Is self-sacrifice relevant in today’s workplace? Or is that a bygone era?


My blog posts reflect scenarios I face in my consulting work (with names changed to respect privacy). I look forward to helping you turn interaction obstacles into mega teamwork and employee engagement.

From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts
Leadership Engagement: Are You Leading w/ Honesty & Civility?
5 Essentials to Building 21st Century Teams
25 Incredibly Valuable Team Member Talents to Acknowledge

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.




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Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™


Be Authentic Without Scaring People Away!

Many say — be authentic! It’s important to a happy successful life. Yes, unless it overruns others. Then it is obnoxious even scary.



Be Authentic Without Scaring People Away Image is Titan Moon.

Be Authentic & Without Scaring Others Away. Image by Valerie Klavens via Flickr.

Image by Val Klavens via Flickr Creative Commons License.


11 Steps to Be Authentic & Not Scare Others Away

  1. Be authentic and tactful. Authenticity doesn’t justify being rude and hurtful. It doesn’t mean saying everything without a filter.


  2. Treat others the way they want to be treated. It shows basic human respect. Observe them. Listen and understand their views. Don’t assume they want to be treated the way you want to be treated. You can be authentic and respect others’ views and preferences.

  3. Be honest not blunt. “I disagree or I see it differently” is honest. “That’s foolish or stupid” is blunt. Honest is truthful and the way to be authentic. Blunt is skewed with your slant or emotion. Be honest and tactful to be authentic.


  4. Think coexistence not conquering. You can be authentic and welcome others’ authenticity.

  5. Live with confidence AND humility. Confidence enables you to reveal who you are. Humility allows you to see who others’ are. It isn’t a fake shell. It’s an inner belief of continuous learning. Humility honors everyone (you and others) without minimizing anyone. Be confident and humble to be authentic.


  6. As a teammate, recognize your talents AND those of others. You can be authentic and speak about your talents IF you applaud others’ talents as well. Else, it seems obnoxious and self-absorbed.

  7. As a leader, lead with empathy and appreciation. Inspire, engage, and appreciate those your lead. The relationships you build allow you to lead even in tough times without fear tactics. Be appreciative of others to be authentic without scaring them.

  8. Be courteous and polite. It doesn’t mean you’re fake. It doesn’t mean you agree with them. It means you can show respect even in disagreement. Civility allows everyone to embrace authenticity.

  9. Understand and manage your expectations. Expectations can both define and communicate who you are. Dumping those expectations on others is not being authentic. It’s presumptuous and overbearing. Be authentic by knowing and managing your expectations.

  10. Moderate your frustrations don’t fry others with them. When you are frustrated with others, venting on them is not authentic. It’s insensitive. Take a minute to calm your anger and then communicate what you want in a reasonable way. “Stop whining” is rude and hurtful. “How can we solve this problem” is respectful and focused.

  11. Choose your words wisely. The language is rich with words to describe your authentic thoughts and feelings. The old saying “It’s not what you say it’s how you say it” is still true today. Avoid words that label or minimize others. “You’re just upset …” minimizes others feelings. “I can see you are upset with me …” shows a sincere authentic awareness. Be authentic through great communication!



Authenticity Without Angst – How to Get Started

Who are you? Write a description of the authentic you. Include how you want to be treated. Write down some examples of when you find it difficult to be authentic and still consider others’ needs. Now re-read the list above. How can you apply the eleven steps to those moments?



You will be able to balance your needs with others. You will see that it doesn’t reduce your authenticity. It attracts people to it!.

Share your success here! How have you balanced your needs and others?



From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts:
18 Things Respected Well-Liked Leaders Consistently Do
Be Selfless & Giving Not Faceless & Fake

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.




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Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™


Customer Service: Defensive Answers Always Backfire


Customer Service Defensiveness: Image is the word STOP.

Customer Service: Stop the Defensiveness. Image by: Lucas Cobb.

Image by Lucas Cobb via Flickr Creative Commons License.


Picture It! A customer tells you or your teammate didn’t get back in touch with them, has been unresponsive, missed a deadline, gave them an incorrect answer, was rude and non-empathetic, or a host of other negative information.


What Many Team Members Hear. You are a failure. You are no good. In an attempt to recover their sense of self-confidence and feel good, they then tell the customer why the customer service was bad. Being defensive like this is pure folly. It makes you seem self-absorbed, insecure, and mediocre.



What the Customer is Really Saying. Help me and rebuild my trust in your brand. The truly memorable response includes empathy for the inconvenience, attention to fixing it now, and in some cases, compensation for the inconvenience and trouble. Once you have solved the issue in question, you might provide information on how this error will be prevented in the future if it was a serious error. This impresses the customer. This brings them back to your brand for more memorable experiences.



The folly of being defensive in business is that it reduces trust, makes working with you difficult rather than easy, and demeans your professional image. Avoid this defensive dribble.

You will regain customer’s trust when you take ownership of your mistakes, offer a sincere apology for the trouble, and fix the errors. It sends out the cheer of integrity, the warmth of caring, and loads of professional competence. It is worth celebrating. It is truly memorable. It will echo in customers’ minds for quite some time. It delivers progress to your business and sets you apart.


What else makes for truly memorable customer service? What do you expect as a customer?


From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts:
The One Word That Destroys the Perfect Apology
Empathy & Integrity: 5 Ways to Rebuild Customer Trust

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.




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Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™


Social Networking: JOIN Us in People Skills Global Twitter Chat!

WHEN: Sunday April 26, 2015 at 10AM EDT. Hashtag: #peopleskills


Background on This Chat Topic: Social Networking

As digital communication continues to take center stage, we turn our People Skills chat focus to social networking.

Hosting for me in my absence is Chantal Bechervaise social networking maven, HR professional, and people skills community moderator. Chantal unites a love of people and a passion for technology into great social networking skill. Her blog Take It Personelly reflects this well!



Social Networking: Image is People skills logo

Social Networking: Image by KimbManson for Kate Nasser. All rights reserved.

Image designed by: Kimb Manson Graphics Design for Kate Nasser. All rights reserved.


Social Networking People Skills: Beyond the Technology

Many people realize the challenge of interacting with others face to face and on the phone. Multiply that to realize and address the challenge of interacting with the world online! So let’s dig in and explore social networking people skills in this week’s people skills chat.

Some questions to get us thinking in advance. Actual questions about respecting boundaries will post live during the chat.

  • How do you define social networking? Is it different from social media?
  • Why has social networking become so popular even in everyday life?
  • Because of the reach, is social networking always impersonal? Pls. explain.
  • What are the differences between in-person networking and social networking?
  • How does social networking change your life? Your business?
  • How can you bring your authenticity to social networking without going to far? Tips?
  • What are the disadvantages to social networking, if any?
  • How can people skills tangibly improve social networking?


So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday April 26, 2015 10am EDT on Twitter (hashtag: #peopleskills) to discuss social networking people skills.


I also invite you to continue this chat by joining the Google+ People Skills Community and the LinkedIn Group People Skills Succeed to be a part of all the people skills discussions everyday 24×7. Get your people skills community member badge here.



Shout Out of Gratitude

My gratitude to all who participate and grow the people skills global chat community on Twitter (#peopleskills), Google+, and LinkedIn. We welcome your suggestions for topics, offers to co-host, and most especially your individual insights.

Special thanks this week to Chantal Bechervaise who is hosting in my absence and continued thanks to generous chat moderators Dave Moore, Hoda Maalouf, Tracy Shroyer, Jandis Price and Tom Rhodes for their time and insightful contributions.






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday April 26, 2015 10am EDT/7am PDT to explore social networking people skills.

Everyone is welcome! We have only one rule in People Skills Global Chat: Respect for all even when we disagree.







TIP: If you have never been in a Twitter chat, you may find it helpful to log on to Twubs.com or Tweetchat.com, enter hashtag #peopleskills, and sign in to your Twitter account. The venue will insert the hashtag on each of your tweets and you will see all the tweets on one screen. Other tools available are Tchat.io, Hootsuite and TweetDeck.

I am the founder and host of the chat and will be happy to answer any questions you have in advance: Email me.


Chat with you this Sun. April 26, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Social Networking People Skills.


Until then, as always, I wish you bonds of happiness and success!

From my professional experience to your success,
Kate Nasser, The People Skills Coach™

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.

 

 

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Engage in people skills learning! Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience. I invite your questions, share my experience, and welcome your wisdom.

Restarting Success: Replace Regret With 7 Certainties


Restarting Success: Image is small hot air balloon next off from large one.

Restarting Success: 7 Certainties to Turn Regret Into Success Image by: chicadecasa via Flickr.

Image by chicadecasa via Flickr Creative Commons License.


Restarting Success: 7 Certainties About Beginning Again

Whether restarting with a new relationship, more schooling, a career path, a new business, relocation, or healthier living, soar with the certainties of success.

  1. Restarting success is always an option — if we choose it.
  2. Past regrets are only permanent if we choose to live them again. Change behavior.
  3. The bigger pattern of woulda, shoulda, coulda shows the true success to go after now. See the pattern and the lesson — instead of obsessing over each event.
  4. There are infinite paths to create success. Be hungry and curious! Then pick one that makes sense now.
  5. Restarting success is easier than starting — because of the lessons learned!
  6. Habit can be a bully that stops us from changing. Cast off old habits and create new ones! Begin again with new behaviors. “Habit is either the best of servants or the worst of masters.” ~Nathaniel Emmons.
  7. As long as we are alive, restarting success is an option. Don’t let fear say it isn’t!





Woulda, shoulda, coulda is a useless lament that keeps us stuck. Life is rich and full of opportunities if we begin again with a new mindset.

I travelled three career paths before starting my own business. Not easy but very achievable — without regrets.


When have you restarted success & where did it take you?



From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts:
Want Success? Don’t Let Fear Be the Gum on Your Shoe
Give Rise to Your Success w/ These People Skills Traits

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.




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Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™


Courageous Employees: Essentials to Leading the Hesitant & Courageous

Leaders and managers, do you have some courageous employees and others who are more hesitant? What troubles arise when they try to collaborate and innovate? What if the employees are more courageous than you?



Courageous Employees: Image is a big ferris wheel.

Courageous Employees: Essentials to Leading & Managing Them

Image via Pexels.


5 Essentials to Leading Hesitant & Courageous Employees

Courageous employees tend to be natural change agents. They question the rules. Their solutions to problems push the limits. They innovate and stretch the boundaries. They are naturally engaged at work. However …



If leaders do nothing to address this, courageous employees often leave to work for startups, companies with high performance teams, innovative enterprises, or start their own businesses. Meanwhile, leaders and managers continue to work on inspiring courage in employees!

As the old saying goes, be careful what you wish for, you may get it. If you inspire courage, you have to lead and manage courageous employees.



Leaders and managers, here’s how …

  1. Develop your self-awareness. How comfortable are you with change? Write down some recent examples where courageous employees made you feel uncomfortable. Why? Note all the reasons.

  2. Define what you think is a change agent and what is a loose cannon? There’s a difference and it is essential to distinguish one from the other. Compare what you have written here to your self-awareness notes in step #1. How do they compare? If the business needs change and innovation, address your own fears of courageous employees and change.

  3. Now engage employees in this discussion. Beyond the basic vision you have, what key issues and questions about courage do they raise? This will uncover contradictions between your vision and your actions. It will also highlight interaction struggles between hesitant and courageous employees. This openness is essential to collaboration, innovation, and change.

  4. Clear the fog of misinterpretation. Courageous employees may mislabel step-by-step thinking as change resistance. Hesitant employees may label the change agent’s zeal as dominating and even pushy. Have everyone use examples of how words and behaviors come across. From there, they can adapt to each other for collaboration and change.

  5. Empower everyone to raise the essential change challenge. When collaboration gets stuck, everyone must be ready to ask: Are we resisting change OR are we actually working through details to move forward? This essential question replaces the frustration of getting stuck with communication, understanding, and action.


Above all, leaders and managers, remember that courageous employees don’t automatically lead others out of change resistance. They can have a positive influence. Yet, I’ve also witnessed stalemates that demoralized everyone and drove courageous employees out of the company. I’ve heard hesitant team members say to courageous employees, “We’re not strong like you.”


Replace these stalemates with vision and communication. Have everyone discuss what courage in your workplace is, how to develop it, and how to manage it!



What other team challenges arise from different levels of courage?



From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts:
Are You a Maverick or a Courageous Change Agent?
5 Essentials to Building 21st Century Teams

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.




QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™


Lead Smartly: Reject Dumb Denials & Lead Change!

Successful leaders use courage, IQ, social intelligence, and emotional intelligence (EQ) to lead smartly. Their beliefs and actions are markedly different from others. Most especially, they seek the truth even when it is uncomfortable! They reject dumb denials that trap others in the status quo and inaction.



Lead Smartly: Image is May Angelou quote Without courage, we cannot practice any other virtue consistently.

Lead Smartly: Dumb Denials Smart Leaders Reject. Image by Rachel via Flickr.

Grateful for image by Rachel via Flickr Creative Commons License.


Lead Smartly: 5 Dumb Denials Emotionally Intelligent Leaders Reject

Behind each of these mistaken beliefs, is a dumb denial that sink many leaders. Don’t get trapped. Reject these dumb denials and lead smartly!

  1. If you can’t measure it, it doesn’t exist. Truly absurd.

    It wipes out all sorts of experience, intuition, information etc… Overly cautious leaders deny the truth — that much exists even when we can’t measure it. Smart leaders live in the truth. They don’t deny it. They have the courage to lead smartly from many sources.


  2. No news is good news. Truly dangerous.

    It limits valuable communication to negative announcements and problem solving. Leaders who shy away from showing appreciation, from recognizing talents, and from communicating well, leave untapped potential and morale on the floor. When these leaders speak only the bad news, performance suffers. Smart leaders inspire and engage with communication. They build their influence through relationships.


  3. People skills are inborn. Truly short-sighted.

    When leaders live this belief, they are denying the diversity that challenges human interaction. It takes people skills training to have people stay productive with others. Engaging leaders make time for their teams’ people skills development, especially for team building and how to work through conflict.


  4. Arrogance is a sign of confidence. It inspires others and produces great results. Truly dumb.

    Arrogance is not confidence. It doesn’t inspire teammates. It annoys them and drives them away. It disrespects others and reduces collaboration. The truth is that confidence is rooted in continuous learning. It prevents arrogance from taking root. Smart leaders address the stifling behavior of arrogant employees even if it’s uncomfortable.


  5. Emotion is unproductive. Truly out-of-date.

    Smart leaders tap emotion to lead smartly, encourage innovation, and spearhead change. They don’t label it as unproductive. They tap employee passion — a form of emotion — to ignite the talents the company hired. They show appreciation — a form of emotion — to increase commitment and reduce complaints. They give empathy when teams are struggling and encouragement to help them over the obstacles. Conversely, leaders who deny the value of emotion look weak and antiquated.



Step out of the comfort of denial and lead smartly. Inspire people with your emotional intelligence, vision, and willingness to handle the tough moments. It shows just how much you believe in what you are leading. If you don’t, why should they?




What other dumb denials hold leaders & teams back?


From my professional experience to your success,
Kate Nasser, The People Skills Coach™

Related Posts:
18 Things Respected Well-Liked Leaders Consistently Do
13 Lies Weak Leaders Bequeath to Everyone
Modern Leadership & Teamwork: Be Selfless Not Faceless

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.




QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™


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