Hot Topics and New Bits

Huge Business Success: Can You Innovate & Have Great Morale?

Leaders, do you see employee morale and huge business success as a contradictory? Are you concerned that a focus on employee morale will dull that edge to succeed?



Huge Business Success: Image is light bulb w/ tree inside.

Huge Business Success & Morale: Opposites or Essential Partners? Image by MattWalker69 via Flickr.

Image by Mattwalker69 via Flickr Creative Commons License.


Huge Business Success & Great Employee Morale: Yes You Can!

As we hear about the Amazon.com workplace culture in the news, it raises the question of employee morale in highly innovative environments. Can you have both? Yes.

The challenge is not huge business success vs. great employee morale. It isn’t high innovation vs. employee morale.

The challenge is the belief that innovation and huge business success require an internal culture of cutthroat competition. It’s not a requirement. It’s a choice that leaders make often from their natural work style preference.




Collaborative Innovation vs. Competitive Innovation

  1. Innovation taps diverse talents and ideas to create a successful change. Collaborative innovation respects the innovators while challenging their ideas. Employee morale soars as people are engaged together. Competitive innovation focuses on challenging ideas without a focus on respect. Employees who thrive on competition love this. The morale of the others can falter.

  2. Innovation is risk taking. Collaborative innovation minimizes the risk of personal attack while engaging in the risk of innovation. It can produces huge business success with great employee morale. Competitive innovation often minimizes human respect believing it minimizes the risk of business failure. It doesn’t since great employee morale is necessary to sustain spurts of success into long term business success.




Given this difference between competitive and collaborative innovation, how can you as leaders move from one to the other?

  • Review this list of leadership beliefs that kill collaborative innovation. Change any that have infected your organization’s morale.

  • Make a clear distinction between competing with other companies vs. competing with each other internally. Unite in human respect and innovate to compete with other companies.

  • Get over the myth that natural collaborators are weaklings who lack confidence. See the confidence and strength they use in innovating without attacking others. They challenge ideas with civility and respect.

  • Teach and explore the power of ‘what if’. Collaborative innovation soars when you ask ‘what if’ instead of labeling someone’s idea as wrong. Great questions spur huge business success. Labels squelch it.



Remember …



Your Turn: What morale sustaining phrases do you use when innovating?



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

Related Posts
Two Magic Words for Collaborative Innovation
Leaders, Are You Harsh or Strong?

©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 Strength: How Do You Express Yours?

New leaders often act tough and harsh. Many outgrow the extremes through experience. Others don’t.



Why do some leaders continue to behave harshly?



Leadership Strength: Image looks like crater w/ blue sky in center.

Leadership Strength: It’s Not Coarse, Harsh, Rude. Image by Martin Helgan via Flickr.

Image by Martin Helgan via Flickr Creative Commons License


Leadership Strength: 6 Reasons Leaders Are Harsh vs. Strong


  1. They were led that way.

    They treat others they way their leaders treated them. Not a recipe for growth and success.


  2. They think kindness and humility mean weakness.

    They must learn that selfless doesn’t mean faceless. Influence through intelligence and connection.


  3. They discount situation as a leadership factor.

    Leadership in a continuous crisis environment is not the same as leadership in politics. Leadership in military differs from leadership in business. In business they aren’t training troops to perform constantly in harsh conditions under fire. Match leadership strength to the conditions.


  4. They think you can’t be well-liked and respected.

    This is one of the biggest legacy myths of leadership strength. Respected well-liked leaders inspire, engage, and foster organizational success. Click here for 18 ways they do this.



  5. They lack emotional intelligence and don’t want to develop it.

    They define leadership strength as coarse and harsh to justify their own natural style. Eventually people see this as selfish and reject these leaders.


  6. They mistakenly see honesty and diplomacy as opposites.

    They boorishly communicate anything they think. This is not authenticity and honesty. It isn’t leadership strength. It is leadership incompetence. Communicate with diplomatic honesty and your influence will stretch far and wide.


Why do some people accept these leaders’ harsh behaviors?



For the six reasons above AND two more.

  • They don’t see these leaders’ behaviors as harsh and inappropriate. They see them as strict and think strictness will make everyone better performers.


  • They shy away from leaders who treat them as equals. To some people, equality is scary. It requires shared responsibility with individual accountability. These folks will accept harshness for less accountability.


Develop your leadership strength through emotional intelligence. It highlights how well you lead in diverse situations. Harshness and coarseness rarely apply. Emotional intelligence, insight, and inner strength universally apply.



Where and when have emotionally intelligent leaders helped you?


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

Related Posts:
18 Things Respected Well-Liked Leaders Consistently Do
Leadership People Skills: When Tough Leaders Show Empathy
Leadership, Here’s What’s Great About Humility
13 Emotionally Intelligent Leadership People Skills

©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™

Career Promotion Thinking: Replace These Non-Leader Thoughts

If you want be promoted to leader, make sure you think like one. Show people your potential. Here are 5 thoughts to replace. Enjoy this slide show!






Your Turn: What career promotion thoughts would you add?



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.



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 Innovation Blocks: Which Ones Are Stopping You?

Change, adapt, innovate or become extinct — the universal motto of business success. KPMG reports in their May 2015 CEO Outlook findings that 66% of CEO’s are concerned about their companies’ products and services staying relevant. To me, it raises the important question:



What innovation blocks are stopping you from staying relevant?



Leadership Innovation Blocks: Image is walls of marble.

Leadership Innovation Blocks: Which Ones Are Stopping You? Image by Stu Rapely.

Image by Stu Rapley via Flickr Creative Commons License.


Leadership Innovation Blocks: Are These 7 Happening to You?

  1. Putting title and status ahead of goals. In fact, has respecting title and status become the goal? There have been serious examples in history where the medical profession shut out new evidence on treating patients because it was from a nurse not a doctor. During the 1930’s and 40’s, polio was crippling many. Nurse Kenny in the Australian bush was exercising muscles vs. putting them in braces. Her patients were recovering. Doctors vilified her and rejected the results for many years. Doctors rationalized that they were protecting patients from unproven treatment. Yet there was proof from her innovative approach. In truth their goal had more to do with protecting title and status not the patients. Years later her innovative approach became the basis for modern day physical therapy.

  2. Stopping others when you can’t see what they see. This is one of the ironic leadership innovation blocks. The very definition of innovation is doing something new and different. It’s quite likely you won’t see others’ innovative ideas until you give them a chance to make it clearer and clearer. This takes trust and true empowerment.

  3. Seeing only what you are looking for. When you start with a goal, what you are looking to do can block your innovation. This is especially true during innovative problem solving. What you think is causing the problem can blind you to other evidence and innovative solutions. Looking again to the medical field, doctors rejected evidence in the 1950’s that H-Pylori bacteria caused ulcers. Finally in 1982, the medical profession was ready to see the evidence. It would have made a tremendous difference in the lives of ulcer patients had the medical profession opened their eyes and innovated sooner.

    “The hardest thing to see is what is in front of your eyes.” ~Goethe


  4. Requiring logic be front and center. Logic can sometimes constrain innovation. Logic represents your current view — your limited view. Innovation is discovery of a truth beyond your current view. After innovation you discover where your logic was right or limited.


  5. Getting stuck in today’s weeds instead of creating tomorrow’s harvest. One of the hidden leadership innovation blocks is seeing today’s details as more important than tomorrow’s harvest. It’s a hidden obstacle because most everyone believes that today’s focus is critical to tomorrow’s success. That’s only true if tomorrow’s demands stay the same as today’s.

  6. Resisting discomfort. Innovation can be scary. It questions what you know. It suspends your sense of control. It undermines your sense of identity and feeling successful. It is often difficult to spot. Sometimes people pose questions that basically say this won’t work vs. asking how will this work. Other times they claim there is too much going on to innovate now.

  7. Blaming and labeling mistakes as bad. This is one of the very damaging leadership innovation blocks. It sends everyone into the shadows of playing it safe. They will seek comfort and live in the status quo. Admit to yourself and to those you lead that success requires risk. Show them now staying the same when everything else is changing is even riskier.



Innovation is the lifeblood of business longevity. It keeps you current and relevant with changing customer expectations. It differentiates you from your competitors. It is the excitement of change translated into long term success. Don’t be trapped in the status quo. Overcome these leadership innovation blocks and create tangible customer loyalty.



Your Turn: How have you overcome these leadership innovation blocks?



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

Related Posts:
Innovation Leadership: 4 Ways to Make It Easier to Innovate Than to Complain
Change Leadership Beliefs or You’ll Change Nothing

©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™

Empathy: Key Thoughts to Boost Your Success

Empathy is one of the people skills that can make or break your business success. Career and business success is all about relationships and empathy is key. It replaces the distance of diversity with bonds of connection.



Image is: Diverse business people.

Empathy builds bonds of success. Image by: Maryland_GovPics

Image by: Maryland_GovPics

Empathy: 3 Key Thoughts to Boost Your Business Success

You can develop your empathy and increase your success. Empathy gets you out of your own head and into others. It allows you to step outside of your own perspective and see where others are coming from. It builds trust. It builds bonds with customers. It boosts your negotiation skills.

Key Thought #1:



Empathy: Image is quote Empathy is the connection before the solution.

Empathy is the connection before the solution. ~Kate Nasser





Key Thought #2:



Image is quote: Empathize before you analyze.

Empathize before you analyze. ~Kate Nasser





Key Thought #3:



Image is quote: Empathy and integrity build and rebuild trust.

Empathy and integrity build and rebuild trust. ~Kate Nasser



Empathy is the universal connector to the new and unexplored. It unites people to create success together — leaders and teams, business owners and leaders, sales reps and customers. It is one of the most powerful business people skills.




Get Started Now!

9 Hidden Places to Find & Develop Your Empathy



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

Related Posts:
Empathy and Integrity: 5 Keys 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.

 

 

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 Gap: 3 Steps to Fix the Unintended Trouble You Create

What happens when leaders don’t communicate clearly and completely? Some say that team members rise to the occasion. They engage and start leading. It’s possible. I’ve seen it. Yet it’s not the norm.

Others say that rumors surface and confusion grows.  People disengage and morale suffers.  It’s possible.  I’ve seen it often.

The key question is how can leaders prevent the confusion of the leadership gap and communicate to engage?


Leadership Gap: Image is Large Question mark w/ trails of dots behind.

Leadership Gap: Fixing Unintentional Trouble You Create Image by Stefan Baudy via Flickr.

Image by Stefan Baudy via Flickr Creative Commons License.


3 Steps to Close the Unintentional Leadership Gap

  1. Write down your assumptions that created the last unintentional leadership gap in communication. Did you assume that everyone understood what you said? Did you think they would ask questions if they didn’t? Did you assume they would raise concerns and voice disagreement?

    Fix: Clarify all your assumptions out loud with those you lead. Ask for their feedback. If you are leading teams from other cultures, find out how they normally interact with leaders. In some cultures, it is not OK to speak up.


  2. Note when the leadership gap seems to occur? Is it when you communicate with your peers or their teams? Is it in crises? Is it in routine situations? Or is it pervasive and frequent?

    Fix: If your leadership gap is routine, pervasive and frequent, write down your definition of leadership. You may be suffering from the myth that modern leadership is faceless with the leader being in the background.



    Fix: If your leadership gap occurs during crises, you may be focusing on the problem solving to the exclusion of communicating what’s going on. Do both!


    Fix: If your leadership gaps occur with your peers or their teams, you are most likely skipping the socializing step. This often happens to driver type leaders and passionate visionary leaders. They assume everyone has the same zeal for their beliefs and they jump to the end.  When they get to the end zone, they realize no one is there with them.
    Take time to build consensus through listening and discussion to arrive together!


  3. Ask others to help you spot your unintentional leadership gap.  They will likely experience the gap before you see it.  Their experience at the moment becomes your awareness and cue to change. To lead and communicate well, you must be aware and adapt to close the leadership gap.


Lastly, remember that leadership is not about telling or asking. It’s knowing when to do each. Too laid back and you break the chain of success. Too overbearing and you break morale and engagement. Both lead to unintended and unforeseen trouble.



What other ways do leaders create a leadership gap & what’s your advice to them?

 

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

Related Posts:
Leadership Success: Think Balance Beam Not Mountain Top
18 Things Respected Well-Liked Leaders Consistently Do

©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™

Positive Workplace Behaviors is our People Skills Global Chat Topic

WHEN: Sunday Aug 2, 2015 at 10AM EDT on Twitter. Hashtag: #peopleskills


Background on This Chat Topic: Positive Workplace Behaviors

People go to school and learn occupational skills like finance, business, science, computers etc… When they set out on their careers and get jobs, they also must have great people skills and positive workplace behaviors. Please JOIN us Sunday Aug. 2, 2015 10amEDT in people skills global Twitter chat to share your insights and experience on positive workplace behaviors and people skills.



Positive workplace behaviors: Image is People skills logo

Positive workplace behaviors: Image by KimbManson for Kate Nasser. All rights reserved.

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

Your Work Persona: Positive Workplace Behaviors

What makes others want to work with you and be around you? How do positive workplace behaviors make you a stellar employee and teammate? JOIN us in #Peopleskills global Twitter chat to explore positive workplace behaviors.

Here are some questions to get us thinking in advance. Actual questions will post live during the chat.

  • Prior to my first “career” job, I pictured workplace interaction as __________.
  • When you first entered the workforce, what was workplace interaction like?
  • How would you describe your work persona?
  • How would your co-workers describe you and the affect you have on them?
  • What goes into how co-workers see each other?
  • What positive workplace behaviors breed org. success?
  • When do positive workplace behaviors get tested? Why?
  • How do great leaders foster these positive workplace behaviors?
  • How do emotional intelligence and positive workplace behaviors relate if at all?
  • Opinion: Schools should put more focus on teaching positive workplace behaviors. Y/N Pls. explain.
  • What people skills are most important in the workplace?
  • How can people develop their own positive behaviors and people skills?
  • What advice would you offer to those just entering the workforce?


So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday Aug. 2, 2015 10am EDT in Twitter (hashtag: #peopleskills) about positive workplace behaviors.


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






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday Aug. 2, 2015 10am EDT/7am PDT to discuss positive workplace behaviors and 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. Aug. 2, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Your Work Persona: Positive Workplace Behaviors.


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.

Teamwork Persona: Will Others Want to Work With You?

Colonel Pamela Melroy, former NASA space shuttle commander, recently asked a very telling people skills question during her career mentoring talks at the space and science festival on the Intrepid Museum.



Are you someone others would want to spend two years with?


Young adults in school, new entrants into the workplace, or experienced workers changing careers, often overlook this question. They focus on developing occupational skills. Yet the people skills and team skills are the aspects that answer Colonel Melroy’s question. It took more than science smarts to be in space with others.


Teamwork Persona: Image is teammates working on a creative project.

Teamwork Persona: Are You Someone Others Want to Work With? Image by Creative Sustainability via Flickr.

Image by Creative Sustainability via Flickr Creative Commons License.


Teamwork Persona: Are You Someone Others Will Want to Work With?

Start developing your teamwork persona early on and never stop. Your people skills and teamwork skills determine if others want to spend time with you. Here’s a checklist to guide you.

  1. Flexibility and affability. What behaviors do you exhibit that make it easy to get along with you? What traits or behaviors will you develop to make it even easier?

  2. Reliability. Do you bring all your talents and abilities to work every single day? Do you shine or retreat in tough times?

  3. Honesty not bluntness. Do you communicate with honesty and care? Are you straightforward without being blunt? Your teamwork persona will attract others when you are easy to understand without being hurtful.

  4. Collaboration. How do you react to this word? Do you want to scream out, “I’m highly competitive!” If you did, would others want you on their team? Something to think about.

  5. Confidence not arrogance. How do you come across? Teammates want your confidence. It lightens the load. They don’t want your arrogance. It increases the load. Make a list of behaviors that you believe express confidence and those that show arrogance. Ask others how you come across. Work on the first list and eliminate the second! This is how you improve your teamwork persona.

  6. Moderation of extremes. Most everyone has some extreme behaviors. It could be habits you’ve developed or traits that have evolved. The key question is: Can you moderate them so they don’t burden others?

  7. Courage and humility. Work requires both depending on the situation. When pressure mounts, how do you act? When conditions require some restraint, can you do that well?

  8. Respect. Showing respect to and for others is essential to a great teamwork persona. It is the basis for all teamwork.

  9. Integrity. The ultimate factor in whether people will want to work with you. Trust is everything.


Developing your occupational skills is the normal career path. Developing your teamwork persona will lead to incredible career success. Start now!



What would you add to this teamwork persona checklist?



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

Related Posts:
21 Reasons People Don’t Get Along at Work
5 Extremes That Harm Teamwork
Moderation Doesn’t Mean Mediocrity

©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™

Seeing Beauty in Others is our People Skills Global Chat Topic

WHEN: Sunday July 26, 2015 at 10AM EDT on Twitter. Hashtag: #peopleskills


Background on This Chat Topic: Seeing Beauty in Others

Beauty is often defined for people in society. Yet beauty is infinite and diverse. Famed fashion photographer Rick Guidotti decided to break society’s cycle of telling people who is beautiful and set out to capture the true beauty in everyone. As I watched his video, I was very moved. How we define beauty guides how we interact. It touches others deeply. Please JOIN us Sunday July 26, 2015 10amEDT in people skills global Twitter chat to discuss seeing beauty in others.



Seeing Beauty in Others: Image is People skills logo

Seeing beauty in others: Image by KimbManson for Kate Nasser. All rights reserved.

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

Seeing Beauty in Others: Beyond Social Norms

When society narrowly defines beauty, it shortchanges everyone. It robs the world of the potential of everyone’s beauty and all that it can create. It breeds bullying, isolation, and pain. JOIN us in #Peopleskills global Twitter chat to explore true beauty — beyond our societal norms.

Here are some questions to get us thinking in advance. Actual questions will post live during the chat.

  • What is beauty?
  • How do narrow definitions of beauty emerge?
  • Why do narrow definitions of beauty take hold in society and people’s minds?
  • What does it take to find and love our own beauty?
  • How do narrow definitions of beauty affect people’s lives?
  • Do narrow definitions of beauty affect workplace interaction? Pls. explain.
  • How does beauty affect human interactions in life and business?
  • “Beauty is in the eye of the beholder.” Ag/Disagree? Why?
  • Can a society’s definition of beauty breed bullying? Y/N Pls. explain?
  • If different countries define beauty differently, how does that impact their interaction?
  • What do you find beautiful in others? Does society celebrate it?
  • How can each of us help others celebrate the true beauty of diversity?


So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday July 26, 2015 10am EDT in Twitter (hashtag: #peopleskills) about seeing beauty in others.


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






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday July 26, 2015 10am EDT/7am PDT to discuss seeing beauty in others.

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. July 26th, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Seeing Beauty in Others — Beyond Stereotypes & Social Norms.


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.

Creativity Culture: How to Create Safe Open Engagement

Three years into running people skills global Twitter chat, I am thrilled with how many strangers from around the globe come together and engage openly. Recently, one newcomer said he was grateful I had created a safe open place to interact.


His gratitude made me reflect on what I had done and what others did to make this happen. Here is what we did to create an open creativity culture! It applies to workplaces as well.



Creativity Culture: Image is graphic with word creativity.

Creativity Culture: Keys to Creating Safe Place to Engage. Image by Sweet Dreamz Design via Flickr.

Image by Sweet Dreamz Design via Flickr Creative Commons License.

Creativity Culture: 7 Keys to Create Safe Open Engagement

Leaders and managers can do much to create a safe open place for everyone to engage and create.

  1. Create a simple powerful rule about respect.

    Respect is the key to feeling safe to engage, share, and create. In people skills global Twitter chat, we use one rule: Respect even when we disagree. Civility doesn’t weaken the message. It helps others to hear it.


  2. Listen!

    One of the strongest ways to show respect is to listen. It doesn’t mean obey; it doesn’t mean agree. It says respect for all.


  3. Ask questions to understand vs. judging people to discount ideas.

    We open our minds through questions and discussion. Assessing and deciding comes after that.



  4. Celebrate diversity.

    Applaud very different ideas. Appreciating diverse views doesn’t mean we agree. It means we are open to learning and creating.


  5. Moderate extremes.

    Moderation doesn’t mean mediocrity. It means balancing the needs of many in your creativity culture. If we see moderation as mediocrity, we seek excellence only in extremes — and miss the brilliance in between. Extremes spring up from strong vision and mission, predominance of any one personality type, and high pressure points.


  6. Encourage self-awareness.

    Help everyone identify their own pet peeves and own them. Help them see their talents and brilliance and share them. With this step, you replace a shortage mentality with one of abundance and curiosity.


  7. Identify slip ups early.

    The first six keys mean little if we don’t use them. This means spotting slip ups early on and calling everyone to a high level again.


Fostering a creativity culture where it’s safe to engage is not difficult. If we can bring strangers from around the globe every Sunday morning to engage in people skills Twitter chat, leaders and managers can surely foster the same thing in smaller teams. As long as they see it as important to interaction, they can make it happen.



Your View: What would you add to this list on creating safe open place to engage?



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

Related Post:
Innovation Leadership: Make It Easier to Innovate Than to Complain
Moderation Doesn’t Mean Mediocrity
Leadership: Do You Seek Excellence Only in Extremes?

©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™

Be Treated Respectfully: How to Respond to Disrespect

What would you say to someone who is disrespecting you? How would you respond to pushy people who show no consideration for your view?

Would you take offense, get angry, and tell them off? Would you say nothing and simmer in anger? Would you walk away and avoid them in the future? There is a better way.



Be Treated Respectfully: Image is hand up in front of the sun.

Be Treated Respectfully: Set Limits w/ Pushy People Image by: _RedHeat

Image by _RedHeat via Flickr Creative Commons License.


How to Set Limits on Disrespect & Be Treated Respectfully

There are many ways to behave in the face of disrespect. In one off interactions, you might ignore it realizing you will never see that person again. You value your serenity and believe in yourself so why bother with it.

Yet when it happens with people you will be around frequently, ignoring disrespect can undermine healthy relationships. You overlook it, remain silent and one day your anger erupts when you’ve had enough. The offender then says “why didn’t you tell me sooner?”



To respond to disrespect and be treated respectfully …

  1. Calmly and firmly say: “Stop. You will not speak to me that way” or “Stop. Please do not speak to me that way.”
  2. Continue with: “I show you basic respect. I ask the same in return.”


If the offender is your boss at work and you cannot respond this way, calmly say: “You have my full attention even without yelling. I am actually more productive that way.” It’s respectful; it communicates commitment; it educates them on your needs.

In both instances you have a dual purpose: Set limits and be treated respectfully. The bonus is that you help others see beyond their own needs. Picture this image of mutual respect and communicate with calm confidence.



Be Treated Respectfully: Image is handshake.

Be Treated Respectfully: Image by Casa Thomas Jefferson via Flickr.

Image by Casa Thomas Jefferson via Flickr Creative Commons License


Confident communication is key to being treated respectfully. Initially the offenders may claim you took it the wrong way. Others may apologize to you and thank you for telling them (yes it does happen). Either way, you have set limits by showing respect for yourself and them — not by yelling. It works.




What successes have you had in setting limits? Please share with us!



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

Related Posts:
Are You Brutally Blunt or Helpfully Honest
The Perfect Apology and the ONE Word That Destroys It
11 Steps to Being Authentic Without Scaring People Away

©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™

Leaders and managers, have you ever wanted to tell employees to grow up? You’re not alone. Even companies as a whole report that recent graduates and new hires don’t have sufficient critical thinking and teamwork skills. These are but two aspects of employee maturity. 


The truth is, for employees to contribute maturely leaders and managers must mentor a mature understanding of the business and of the collaboration needed to succeed.


Saying “grow up” won’t do it. Reflecting what you want them to do is the first step to great mentoring. Ask yourself what were they doing that brought you to say grow up? Itemize what you want them to do.



Nine Chances to Cultivate Maturity Image by:J.G. in S.F.

Image by JG in SF via Flickr Creative Commons License.

9 Chances to Cultivate Employee Maturity

Maturity is about balance, readiness, consideration, and confidence. It’s about attitudes as well as skills.

  1. When addressing employee concerns and complaints, always speak about the impact on the business. Today it’s popular to focus on changing the workplace to engage employees. If you want maturity in the workplace, balance caring for them with expectations of them.

  2. Illustrate the difference between honesty with diplomacy and rude bluntness. The former is a sign of maturity for it balances the message and the impact when selecting the words. The latter is a sign of selfish immaturity.

  3. Applaud, highlight, and reinforce excellence. When you set and reward a high standard, you mentor and develop that level of mature commitment. If you treat basic behaviors (like meeting objectives or showing up on time) as something special, you keep many in the weeds.

  4. Replace the misguided adage “treat each other like customers” with the more mature team mantra “grow and change to reach a shared success and common goal”. Team maturity has a deeper honesty and type of trust that surpasses that of a business and its customers. Cultivate it from the beginning and you cultivate maturity.

  5. Frequently ask, “what are we each doing to be ready for tomorrow?” When leaders pose this question, it asks employees to initiate some of their own growth. It is a call to maturity. Provide training and opportunities for them to develop further.

  6. Within a certain sphere, make it OK to make mistakes. Confidence grows when mistakes are lessons learned. Sometimes maturity comes from jumping a hurdle and knowing how to prevent a crash next time.

  7. Maturity owns the impact of behavior. Show them how to do it even in difficult moments. Related post: The Perfect Apology and The ONE Word That Destroys It.

  8. Give them access to situations that cultivate a mature open mind. In silos, employees continue to focus on their own jobs or possibly on the silo they are in. When you break through the silos and have employees see the bigger picture, their view of their own job matures. Now they can contribute to the whole not just to the silo..

  9. Think out loud. Employees learn critical thinking by hearing it and participating in it. If you want to speed this aspect of maturity, show them how you arrive at decision vs. just telling them the decision.


Most of all leaders, continue to evolve your self-awareness and maturity. Your growth spurs theirs. It expands this list of nine chances all the way to infinite. Highlight and applaud growth. You get what you focus on. If you want employees to stretch and grow, recognize and reinforce growth. If you focus only on results, who are you actually leading and mentoring to achieve those results?



What other ways can you develop employee maturity?



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

Related Posts:
Employee Appreciation: Be a Buoy to Be Appreciated
5 Immature Extremes That Harm Teamwork

©2011-2015 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™

Team Dynamics: Extremes That Harm Teamwork People Skills


Team Dynamics: Image is stormy waters on rocks.

Team Dynamics: 5 Extremes That Harm Interaction & People Skills

Image by Daniele Berlucci via Flickr Creative Commons License.

Team Dynamics: Eliminate These 5 Extremes for Great Interaction

  1. Labels and fixed definitions. Sometimes team members thinking gets stuck on labels and fixed definitions. As teams try to innovate and deal with change, individuals who think literally or hold on to their fixed definitions unsettle team dynamics. Example: I wrote a blog post, Holacracy: Why Employees Like Hierarchy, and two people lectured me on how I didn’t understand holacracy. They were stuck on a fixed definition of holacracy and couldn’t see past it. If they did that to their colleagues in a team meeting, you can imagine the tension between those who were stuck in their definition and those who wanted to explore the topic.

  2. Gotcha behavior. Leaders and team members who revel in pointing out others’ mistakes damage trust. Some even go so far as to set people up to see if they make mistakes. If they do, the gotcha gang points out their errors. They then take credit for educating them. Trust and team dynamics suffer.

  3. Sidelines driving. Picture one team member handling a difficult situation. Other team members who are not directly involved criticize from the sidelines. Share your knowledge but don’t tell others what to do. It’s not just what you say that matters — it’s how you say it. Team up don’t gang up!


  4. Hearing either/or when it doesn’t exist. Team interaction thrives on great listening. When team members hear and think either/or when others are not saying it, it harms team dynamics. Example: In a Twitter #DareToBe chat on curiosity, I tweeted “self-reliance fuels a curious mind.”

    Someone responded directly to me, “I respectfully disagree. Collaboration feeds curiosity, helps it grow, deepens questioning.” Interesting comment. I never said, “self-reliance, alone, fuels a curious mind.” She heard an either/or that I never implied. I believe there are many things that fuel curiosity and I nicely tweeted that back to her.


  5. Absolutes and know-it-all behavior. Rigid team members who insist that their views or positions are right damage team dynamics and results. Their behavior is the opposite of teamwork. Great listening and adaptability is the hallmark of positive team dynamics.



How can leaders help teams prevent or minimize these extremes? Invest time in having the team define positive team behaviors. Discuss what to do if extremes develop. Use team role plays to help each team member become more accountable for their own extremes and self-correct them. I would be pleased to deliver these sessions and work with your teams on positive team dynamics.


Your turn: What other extreme behaviors damage interaction and team dynamics?



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

Related Posts:
11 Steps to Be Authentic & Not Scare People Away
Leadership: 18 Things Respected Well-Liked Leaders Consistently Do

©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™

Customer Experience: How to Improve It Quickly


Customer Experience Quick Improvements: Image is light shaped curve.

Customer Experience Quick Improvements. Image by Sam Delong.

Image by Sam DeLong via Flickr Creative Commons License.

Customer Experience: 6 Ways to Improve It Quickly

  1. Improve your welcome. That first impression sets the tone for the customer experience. As a brand, pick one word that defines how you want to come across to customers. Then have every employee the customer with a welcome that matches that image. The image is memorable so make it great.

  2. Listen for what the customers are not saying. You are already listening to what they are saying. To improve customer experience quickly, hear what they are not saying. It wows the customers and gives them the extra connection they love so much.



  3. Kate Nasser, The People Skills Coach™


  4. Think ‘yes’ and ‘how to’ vs. ‘that’s not the way we do it here.’ Customers don’t come to you to follow your process. They come to experience what they want!

  5. Ask how are we doing instead of how did we do! Every moment of customer interaction is a moment to learn and improve. Take the customer’s pulse sooner. Their vital sign is your vital sign.

  6. SHOW customers you care. They cannot observe your intentions. The experience is in the doing. It comes alive with your actions — not in what you are trying to do.

  7. Be very open to feedback. Any time you feel frustrated or annoyed with customer complaints, ask yourself: Would you rather they complain or leave without telling you why? Complaints are a sign of continued interest — the lifeblood of any business.



As a customer, what customer experience improvements do you want to see?



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

Related Posts:
Customer Experience: 24 Tips to Make It Easy & Valuable
Irresistible Customer Experience: What Every Customer Wants
Irresistible Customer Experience: DOs & Don’ts Part II

©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 Success: The Real Challenge is Balance Not Achievement


Which one of these images do you picture when you think of leadership success?



Leadership Success: Image is cross beams in tall building.

Leadership Success: Balance Beam Not Mountain Top. Image by Ben Rogers via Flickr.

Leadership Success: Not Just Mountain Top






















For many it is getting to the mountain top. Everyday phrases like, at the top of your game and reach the summit, express what many believe about leadership success.

They focus on initiative and drive which are necessary and valuable. Yet the real challenge in leadership — and life — is balance. Achievement is easy compared to balance.


Leadership Success: Think Balance Beam Not Just Mountain Top

  • Consider the greatest challenge for most businesses — managing growth. This is an issue of balance: projections, investment, supply, demand, etc… Yet many continue to act as if they’re still in start-up mode and focus on climbing to the top.

  • Consider one of the greatest global challenges of any business — optimizing diverse cultures. This too is about balance. Understanding, embracing, and adapting to all factors that can enhance or topple success.

  • Developing high performance teams is about balance. Leaders must get diverse personality types, occupations, ages, and educational levels to work together.

  • Engaging employees for ownership, accountability, and commitment, requires balance. Leaders must balance telling and asking. Great leaders know when to do each.

  • Balancing humility and signs of outward strength is essential. Too much strength and leaders seem domineering. Too much humility and they seem weak. If you struggle with the idea of humility in leadership, read: Never confuse humility for humiliation.

  • In communicating to improve employee engagement and commitment, leaders must balance candor and care. High level leaders often need to add more care to their candor. Front line leaders often need to add more candor to their care.



Unfortunately, somewhere many have learned that focusing on balance is the same as maintaining the status quo. It isn’t! When you have balance, you can move faster, perform better, and adapt to change more easily — without tumbling down.


Essential list of things to balance for leadership success:

  • Intuition and data
  • Safety and risk
  • Big picture and details
  • Creative thinking and critical thinking
  • Practicality and inspiration
  • Reflective listening and active expression



What else do leaders need to balance? Please add your perspective to this list.



You can ascend and master the balance beam of leadership success. Develop it throughout your career long before you have the title of leader!


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

Related Posts:
Moderation Doesn’t Mean Mediocrity!
Leadership Success: 18 Things Respected Well-Liked Leaders Consistently Do

Mountain top image licensed via Istock.com.
Balance beam image by Ben Rogers via Flickr Creative Commons License.

©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™

Older Posts »