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Why & When Do Executives Get Annoyed & Impatient With You?


If you feel shaky when executives seem annoyed and impatient with you, knowing why they act this way can help you prevent this.

It will reduce your fear by preventing theirs!

Whether you have frequent interactions with these top leaders or the occasional presentation to them, insight about what executives fear can help you modify your approach with them. The results are amazing.


6 Reasons Top Leaders Get Annoyed w/ You. Image is swirling vortex.

6 Reasons Executives Get Impatient & Annoyed w/ You. Image by: Onkel_Wart via Flickr.

Image courtesy of Onkel Wart via Flickr Creative Commons License.

Don’t Trigger Executive Leaders’ Fears

I often teach managers how to make effective presentations to executives. The most important thing to understand is the executive’s mindset.

Most of what executives do depends on others. They do not accomplish tasks purely with their own skill and experience. They must rely on you yet they are accountable for the success of the organization. All of this can induce their fear.

Don’t activate their fear — prevent it!

  1. Executives are pressured to perform broadly. Everyone wants some of their time. To succeed, they funnel info to hit the mark. When you blabber on with details before the main point, you scare the bejeebers out of them.

    Tip: Know your purpose and get to the point. Focus prevents organizational failure.


  2. Executives must care about the organization, not just about you. When executives feel that your need for validation and personal expression is more important to you than the business, you scare the bejeebers out of them.

    Tip: Capture their attention with the main focus first. Their comprehension goes up and their fear goes down.


  3. Executives are aware of conditions and risks that you don’t know. When they ask for one thing and you give them everything but that, they feel trapped in your lack of knowledge. You scare the bejeebers out of them.

    Tip: Give them what they want. If you cannot deliver it, tell them how close you can get with next best option.


  4. Executives need to know the ship can survive a storm. When you tell them the problem without offering a feasible solution, they feel they are steering a ship with no crew. You scare the bejeebers out of them.

    Tip: Do your job; don’t ask them to do it!


  5. Executives are there to move the organization forward. When you hesitate, waffle, freeze in a fumble instead of recover, executives see stagnation. You scare the bejeebers out of them.

    Tip: Anticipate what questions the executives will ask you and prepare how you will handle it.


  6. Executives are responsible for the overall health of the organization. When you ask for the sun and the moon when the organization is on shaky ground, executives witness mania instead of sanity. You scare the bejeebers out of them.

    Tip: Show them up front how your request/solution makes the ground firmer and the organization healthier.



As Bruce Gabrielle notes in his post 9 Tips to Nail Your Next Executive Presentation, “Don’t be afraid of executives, be afraid for them.”


Do not add to their fear. Reduce it with preparation, insight, and focused communication. Show them they can truly rely on you!


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

Related Posts:
Career Success: 13 Important People Skills Tips
Professional People Skills to Show Your Change-Ability

©2011-2014 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.

Listening Beyond Our Boundaries: Risk Free Success!


Listening Beyond Our Boundaries: Image is person breaking through and emerging through a wall.

Listening Beyond Our Boundaries. Image licensed from Istock.com

Image licensed from Istock.com


We succeed in leadership, teamwork, employee engagement, customer service and relationships in general when we listen beyond our boundaries.

Listening beyond our boundaries solves problems and prevents problems. It turns perceived gaps into understanding. It magically draws people together to do the impossible. There is nothing to stop us.


All we need to do is get started!


Listening Beyond Our Boundaries: 2 Minute Quick Start Video















When has listening beyond your boundaries created surprising results?

How can we help others to listen beyond their boundaries?

Or must everyone do it on their own?


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

Related Post:
Listening Responsibility: Listen While We Speak!

©2014 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.

Listening Responsibility: Listen While We Speak!


Do you get annoyed when people try to interact with you while you are speaking to them? Do you see it as an interruption?

You may be defining listening as complete silence until you are done. If so, you may also be overlooking your listening responsibility.


Listening Responsibility: Image is olive oil pouring through funnel strainer.

Listening Responsibility: Listen for Input While You Speak!

Image courtesy of Williams-Sonoma product catalog.


Unless our purpose is to preach or make a speech, great communication requires that we listen for input while we speak. This is our listening responsibility for true connection.


What kind of input?

  • Non-verbal cues like negative facial expressions, a hand up, heads turning away, people walking away. If we overlook these and keep on talking, our message to others is one of power not care and connection.

  • Polite requests to jump in. Phrases like — excuse me or pardon me or sorry I have to go — signal a need. If we show annoyance at being interrupted, we communicate a desire to dominate and please ourselves rather than connect with others.

  • Input that keeps everyone connected. If people aren’t with us, who are we communicating with? Speaking without allowing input, disengages and disconnects.





Listening Responsibility: 5 Reasons People Interrupt Us

When we speak, people may jump in for various reasons.

  1. They are confused. People who tell me they hate interruptions believe that if people would just let them finish speaking, the confusion would disappear. However, they discount how people feel when they are confused. Waiting prolongs and intensifies the pain of confusion. To communicate and connect, allow people to jump in to clarify and eliminate their confusion.

  2. We are confused. Picture yourself speaking with a customer. They ask a question and we begin to answer it. They jump in when they realize we misunderstood their question. Our listening responsibility is to hear what we misunderstood as soon as possible. Great service comes through dialogue not monologue.

  3. They are seeing disaster that we don’t see. The purpose for speaking can create tunnel vision. As others hear what we are saying, they may jump in to prevent our feet from being stuck in our mouths. Instead of being annoyed at the interruption, consider the helpful input they offer.

  4. We don’t know how they think. Picture presenting to decision makers you don’t know. You start your presentation and they quickly jump in and ask questions. Listen to this input. They are telling you how they think and how they decide. Turn their gift into your success! Don’t resist their input as an interruption. Project your desire to serve not your need for power.

  5. Something has changed. Things can change from the moment we start to speak to the moment people jump in. Perhaps they need to leave suddenly. Maybe we’ve said something that completely changes the topic and view. While we speak, our listening responsibility is to be aware of what is changing and adapt to close the gap.






Speaking is not output. It is output in response to input that is flowing at you. Embrace this input. Connect with others by listening while you speak. Reach ‘em, don’t preach ‘em!


Your turn: When have you embraced input instead of being annoyed at it?



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

Related Posts:
Leadership: Are You Communicating w/ Honesty & Civility?
People Skills: The Secret Within Every Great Communicator
Career Success: Are You Rocking w/ These 13 People Skills?

©2014 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.

Leadership: Do You See a Generation Gap or an Intersection?


Every day  I hear leaders talk about the generation gap in the workplace.  I read about it blogs.  My reaction is, it’s an intersection — not a gap!


When the leadership in an organization see and focus on the differences, they widen the gap.  When the leadership see the possibilities at the intersection of talents, the gap narrows and even disappears.



Leadership: Find the Generation Intersections!

Gaps among diverse people are temporary not permanent. Consider how many times gaps have faded into sudden connection and teamwork in everyday life …

  • Disparate groups — even mistrustful factions — who pull together in a major crisis to save lives
  • Prospects who don’t want to talk to a sales person — until the sales rep finds the common ground
  • Private venture capitalists who embrace very young entrepreneurs when high potential and profit is staring them in the face
  • Very young entrepreneurs who truly welcome older experienced investors and advisers to increase success



Everyone Has a Story
We’ve all seen grandparents captivate their grandchildren with stories of the past. My young niece, when hearing me tell funny stories about relatives she never knew, blurted out “tell more stories!” This was after a long holiday meal where she was the only child at the table. You would think she would have been bored. No! She wanted to connect/intersect with generations she never knew.

What common elements turn the generation gap into an intersection?

  1. Positive, fun, upbeat, hopeful moments
  2. Possibilities and abundance for everyone not exclusions and shortage of opportunities
  3. Mutual gain from respecting diverse talents and views
  4. Higher calling or need as in a crisis

Leadership Generations Intersection: Image is intersecting circles.

Leadership Generations Intersection Not Gap via Istock.com.




What can leadership do to create these intersections?

  1. Create positive opportunities for the generations to intersect.
  2. Highlight the abundance of success that awaits instead of the tough times and narrowing opportunities.
  3. Team build with employees’ stories. The generations intersect as they see common human needs and responses emerge and merge.






Images licensed from Istock.com

Why bother? Because …






Leaders, help the generations to intersect. The time is now. I have many team building programs to make this happen. Let’s do it!


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

Related Teamwork Posts:
Leadership: 5 Essentials to Build 21st Century Teams
Leadership People Skills: 5 Ways to Spark Team Agility

©2013-2014 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.

Exceptional Empowerment: Do Employees Think They Can’t Ask You?

Empower your employees! This has become the leadership mantra of the decade. It develops new talent. It prevents the horror of micro-managing BUT …


Do empowered employees believe they must go it alone?


Leaders, if you want the results of exceptional empowerment, make it clear that it’s OK to tap expertise.






Exceptional Empowerment: Image is flying statues.

Exceptional Empowerment: Includes Mentoring & Collaboration Image by Martin Pettitt via Flickr.

Grateful for image by Martin Pettitt via Flickr Creative Commons License.


Exceptional Empowerment: Include Input & Collaboration

When leaders first try empowering employees, they often go astray. They mistakenly communicate to employees to go it alone.


“Don’t ask me. You’re empowered!”


That statement undermines empowerment. Avoid this risk. Finish the statement.


“Don’t ask me for permission. You’re empowered.”

 

Those two extra words, for permission, make a big difference. Empowered employees don’t ask for permission. They ask for input, knowledge, and perspective.




Leadership Steps to Exceptional Empowerment

  • Mentor. Empower with knowledge and experience. Don’t go from micro-managing to abandonment. Share your knowledge. Mentor through questions instead of leading with commands.

  • Distinguish exploring from struggling. Throwing someone into the deep end unprepared creates struggle. Sharing knowledge empowers exploration. The former can leave unproductive scars. The latter fuels greatness. Training wheels on a bicycle don’t stop the learning. Riders still have to peddle and steer around obstacles.

  • Define empowerment as development and sharing power — not delegation. Development suggests learning and growth. It shares power through knowledge and collaboration.

    Delegation doesn’t empower. It assigns responsibility. The delegators still have the power. Those delegated to represent those doing the delegating. This is not empowerment.





Make a smart start to exceptional empowerment. Don’t go from a hierarchical, solo work culture, directly to empowerment. Shift to a collaborative culture first. It makes sharing knowledge the norm. Exceptional empowerment in the organization develops easily from there.


Your turn: Do you empower people to collaborate or to go it alone?



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

Related Posts:
Teamwork Collaboration: Leadership Beliefs That Kill It
The True Cost of Fake Empowerment

©2014 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.

Volumes are written on key steps to leading change. When we sort through it all, one blatant truth emerges:

Leading change requires networking our inspiration!

Leading Change: Image is fish jumping from one glass to the next.

Leading Change: Network Our Inspiration

Image licensed via Istock.com.


From this we might focus on communicating the change, the reasons why, what’s in it for everyone, what it will take etc….


Are you inspired by that? Probably not. No one else will be either. Admittedly communication is critical to leading change. Yet communicating about the change is NOT the same as inspiring others to make it happen.


Networking our inspiration with those we lead includes:

  • Starting with mutual respect
  • Developing trust through the heart not just the head
  • Engaging their talents and their spirit
  • Building their change-ability to prepare for major shifts



Networking inspiration must start early — the day we become positional leaders. Not the day we need to lead change.

    Highly directive leaders who rarely engage their teams will seem fake when suddenly networking inspiration to spur a major change. It seems manipulative. People resist being changed.
    Leaders who focus mostly on being liked also struggle with leading change. They have built personal connections based on neediness and their fear is palpable. There is little for others to trust in order to overcome the comfort of the status quo.



We can effectively lead change when we have healthy connections to team members and the mission of the organization. This healthy balance of head and heart is the inspiration!





Earning Trust With Our Heads and Hearts

Long before major changes inch onto the horizon, team members are looking to see how we as leaders handle difficult situations. Some situations may be very mission related while still others will relate to team dynamics and morale.

Examples

  • Showing them our clear heads in a crisis is a start. Developing their clear heads for change through coaching and empowerment is networking our inspiration!
  • Reviewing data with them before a decision develops valuable critical thinking. Using our intuition and tapping theirs builds their change-ability!

    Change involves dealing with the unknown. Using intuition gives everyone practice in grappling with grey areas and moving ahead with less than a full picture. With this practice, we network our inspiration and develop their change-ability long before a major change is needed.

  • When we handle individual performance issues, we act appropriately. When we also address team morale issues resulting from performance issues, we celebrate the value of morale in leading change. “Work it our yourselves” is abdicating our inspirational role. “Let’s work this out and create a model for maintaining great morale”, is networking our inspiration.


We lead change with inspiration; we succeed when we network the inspiration and build change-ability throughout the organization.


Why do many leaders avoid the inspirational approach when it is so critical to leading change?



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

©2012-2014 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.

Related Posts:
Leading Change: Is the Beloved Bully Stopping You?
Leaders, Engage Employees Change-Ability Through Entrepreneurial Spirit
Leaders, Develop Your Intuition


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.

Seeing Inside Others is our people skills chat topic this Sunday.

WHEN/WHERE: Join us Sunday Aug. 17, 2014 on Twitter at 10AM EDT. Hashtag: #peopleskills


Time converter:
Please click the time converter link above to convert 10am EDT to your local time.



Seeing Inside Others for Stronger Connection

The events of this week inspired Tom Rhodes to write this special blog post: What’s on the Inside? His post inspires our people skills chat this Sunday.


Seeing Inside Others. Image is People skills logo

Seeing Inside Others. Image by KimbManson for Kate Nasser. All rights reserved.


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

Seeing Inside Others

In every aspect of our lives — at home and at work — we interact with many people. How well do we get to know them? Do we see only what we want to see? In the process, do we burden them with our expectations? Much to explore on this topic.

Some questions to get us thinking in advance of Sunday’s #Peopleskills Twitter chat:

  • Seeing inside others — is it possible?
  • What more would you want to know about others — beyond the surface?
  • Do people block others from seeing inside of them? Why?
  • How do cultural & childhood messages block seeing inside others?
  • How do we move from analyzing others to supporting others? Do you want to?
  • How can a balanced view of life and others benefit you?
  • Showing pain – is it accepted in society?
  • “Laugh and the world laughs w/ you. Cry and you cry alone.” What’s the effect of this message?
  • What fears, if any, stop us from seeing inside others? Does deep emotion and vulnerability scare us?
  • Do we worship strength and disdain vulnerability?
  • Why don’t we see inside others more often?
  • How can we learn to be more supportive without becoming co-dependent?



These are just some questions to get us thinking. Actual questions will post live during the chat.



So bring your personal perspective, your experience, a beverage, and join the community on Sunday Aug. 17, 2014, 10am EDT in People Skills Chat on Twitter (hashtag: #peopleskills). Share your creative views and experience in our people skills chat about seeing inside others.


I also invite you to continue this chat by joining the Google+ People Skills Community, The Facebook Group People Skills That Really Matter 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 community on Twitter (#peopleskills), Google+, LinkedIn, and Facebook. We welcome your suggestions for topics, offers to co-host, and most especially your diverse insights.

Special thanks to Tom Rhodes for the inspiration for this chat. Continued thanks to the people skills community and generous chat moderators Chantal Bechervaise, Dave Moore, Hoda Maalouf, Tracy Shroyer and Tom Rhodes for their time and contributions.






Hope you will all join our People Skills Chat on Twitter (#peopleskills) this Sunday Aug. 17, 2014, 10am EDT/7am PDT to share your insights, perspective, and experience on seeing inside 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 Tweetchat.com, or Twubs.com and enter hashtag #peopleskills. 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.


Connect with you this Sun. Aug. 17, 2014, 10am EDT in our People Skills Global Twitter Chat about seeing inside others for stronger connection.

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™

©2014 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 Collaboration: Leaders, Is Your Competitive Spirit Killing It?


Teamwork Collaboration Killers: Image is large foot stepping on a person.

Teamwork Collaboration: Leadership Beliefs That Kill It! Image via Istock.com.

Image licensed via Istock.com


Business owners and leaders hold a competitive spirit in high regard. They often have it and hire for it. They say, “without a competitive spirit how would a business succeed, right? Not necessarily.


Today’s business environment also requires tremendous teamwork collaboration. Innovation needs it. Sales needs it. Superior customer experience needs it. Project completion needs it. In truth, teamwork collaboration is absolutely essential for business success.





It doesn’t have to.



Teamwork Collaboration: Check Your Competitive Beliefs!

Leaders, what are your competitive beliefs doing to your teams’ interaction and collaboration? It’s an important question. Attitude and beliefs drive your behavior and the culture of your organization.

  1. Do you equate collaboration with weakness, laziness, even failure? Your initial answer may be no! Do your actions prove that out? Do you truly value, respect, and elevate high collaborators?

    Do you see collaborators as leaders who can build that culture? Or do you place them under competitive employees? Whom do you promote to a higher position? Great collaborators or individualists with a competitive spirit?


  2. Do you believe collaborators need coddling? In a recent chat, one leader proclaimed he doesn’t have time to coddle people. He prefers competitive types. Coddle?

    True collaborators are not super sensitive people who demand constant support. They are talented employees who know how to initiate ideas and work with others to reach a collective result. If you believe you must coddle collaborators, you may kill teamwork collaboration.


  3. Do you believe that progress stagnates without rivalry and competition? Some people need rivalry to work hard. Yet, natural collaborators find it a huge turnoff. To them it’s distracting. They are already motivated to work hard with others. Rivalry is the antithesis of this.

  4. Do you think that competition builds strength, confidence and backbones? Not in everyone. Many collaborators are motivated through synergy of talents not contests of conquering. Moreover, natural collaborators are not spineless weak adults who lack confidence. They are strong enough to have their own voice and honor others’ as well.

    Leaders, how are your team members motivated? Through competition or collaboration? If you are leading with a competitive philosophy because it’s comfortable for you, you may be killing teamwork collaboration.




How well do you understand the collaborative mind?



Leaders inspire teamwork collaboration when they …

  • Know their teams members and what inspires them. “Celebrate those who compete, celebrate those who collaborate. An ocean refuses no river.” ~@AJManik

  • Recognize when competition is creating a deadlock and help team members see why it’s happening. This is important when you have competitors and collaborators on the same team.

  • Overcome the myth that collaboration is everyone thinking the same thing. It isn’t. It’s diverse views without the mindset of who’s right/wrong and who’s going to win. Help team members learn to disagree with respect, to reach collaborative results.

  • Remember that initiative is different from competition. Initiative and a can-do attitude are always valuable. They keep the business moving toward success. Yet, competition sometimes kills much needed teamwork collaboration.

  • Address domineering non-collaborators even if they are great individual performers. If you justify their behavior with their results you undermine teamwork collaboration.








What progress truly requires is initiative, can-do attitudes, critical thinking, innovation, and great execution. You can find this in both natural competitors AND collaborators. Know who you are leading and inspire them to great heights!


Competitor or collaborator – Which do you think makes a better leader?

Which do you prefer as a leader?



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

Book Keynotes:
GPS Your Brain to Work w/ Any Personality Type
Leaders, Be a Buoy of Inspiration & Balance


More Blog Posts on Related Topics:
Are You an Annoying Maverick or a Welcome Initiator?
Teamwork Collaboration: Do You Welcome People In or Push Them Out?

©2014 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.

Irresistible Customer Experience: The Core Truth

An irresistible customer experience is not the tough unachievable summit many leaders and teams picture. There are things that every customer wants to hear and wants to experience.

Irresistible Customer Experience: Image is pictoquote of Make positive thinking our way of life.

Irresistible Customer Experience: What Every Customer Wants! Image by: BK Symphony of Love

Image by BK Symphony of Love via Flickr Creative Commons License.

Irresistible Customer Experience: What Everyone Wants

An irresistible experience …

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



An irresistible experience doesn’t …

  • Inflict pain.
  • Confuse.
  • Demean.
  • Manipulate.
  • Ignore.
  • Require anger for action.



What customers want to hear …

  1. Welcome. We’re happy you’re here.
  2. Thank you for being our customer.
  3. You’re the reason we exist.
  4. We like serving you.
  5. We respect your choices.
  6. We’re glad you’re back.
  7. We’re listening.
  8. We work hard so you won’t have to.
  9. You’re worth it.
  10. We’re sorry you’re having trouble. Let us fix it!
  11. We will make this easy for you.



Marketing folks capture this core truth of irresistible customer experience in the company tag lines they write. So why do so many companies with great tag lines struggle with delivering an irresistible customer experience?


They make the simple truth complicated!

  • They don’t believe that customer experience is critical to financial success. Yet the simple truth is, customers leave when the experience they have with your company is mediocre or bad.
  • They mistrust customers and thus hedge on giving. Irresistible customer experience becomes unattainable.
  • They mistrust employees and thus don’t empower them. Say goodbye to irresistible customer experience.
  • They become metric-centric instead of customer-centric. Customers don’t list great metrics as an irresistible customer experience!
  • They believe that only small companies can deliver an irresistible customer experience very time. They think that scaling up makes wowing the customer impossible. This belief blocks the possibility. If you can’t envision it, it won’t happen.




However, when we remember the core truth of what every customer wants, we are well on the way to delivering an irresistible customer experience every single time.





Irresistible Customer Experience: Image is "Thank You Cards"

Irresistible Customer Experience: The Simple Core Truth Image by: KatrinaAlana

Image by Katrina Alana via Flickr Creative Commons License.



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

Related Posts:
Customer Experience Superstars & The Irresistible Things They Give
Customer Experience Vibe: Are You Being Generous or Greedy
Fake Empowerment: The True Cost to Customer Experience


©2014 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.

Being Process Driven Squeezes People Out & Away


Being Process Driven: Image is a pastry bag creating identical cookies.

Being Process Driven May Squeeze People Out Image by: Mike Bierschenk

Image by Mike Bierschenk via Flickr Creative Commons License.


Processes are filters that funnel what is acceptable and reject what isn’t. Many leaders and managers tout the benefits of being process driven. It facilitates metrics and reduces errors. It prevents chaos and increases consistency.

The Dark Side and Downside of Being Process Driven

But being process driven often makes process more important than people. It blocks engagement and the input of those who are creative, results driven, or relationship focused — i.e. not process driven.

This downside may be the downfall of your employee engagement efforts, customer satisfaction, and your business growth.


This downside is more likely to occur when …

  • Your personality type craves order and consistency
  • The organization’s culture is hierarchical, un-empowered and highly risk averse
  • You lead from metrics
  • Proving results is more important to you than engaging and improving



Prevent this downside from becoming your downfall!





  • Build emotionally intelligent processes. Being process driven can honor people’s input and diverse perspectives.
  • Moderate your need for control. Processes aren’t rigid; some people are. They rigidly enforce processes. Ease up on your need for control and you won’t squeeze others out.
  • Make process a flow rather than a constrictive funnel. As rivers flow they make twists and turns and the water still reaches the mouth.
  • Remember, that proving results need not stop change, growth, and improvement.



Being process driven can be deceptively comfortable. Consistency often feels better than change.

Yet being rigidly process driven is based on the risky assumption that nothing is changing around you. New business opportunities, evolving customer expectations, available talent, and cultural differences are just some of the changes that processes often shut out. Don’t let this happen to you.


Replace the comfort of “the process is” with the intelligence of “how does the process apply here?”






Follow Nordstrom’s Rule: Use best judgment in all situations!



What else must leaders & teams do to stay agile and inclusive?



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

Related Posts:
Persistence vs. Resistance to Change

Leaders, 5 Times When Logic Will Fail You

©2014 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.

Is Leadership a Contest? Tell us what you think in Sunday’s People Skills Chat.

WHEN/WHERE: Join us Sunday Aug. 3, 2014 on Twitter at 10AM EDT. Hashtag: #peopleskills


Time converter:
Please click the time converter link above to convert 10am EDT to your local time.



Is Leadership a Contest?

Is everything a competition? Is that what leadership is in its core? Some say yes and others say no.

Greg Richardson weighed in with his post Leadership is Not a Contest. It gave us much to ponder and inspired our upcoming people skills chat.


Is Leadership a Contest? Image is People skills logo

Is Leadership a Contest? Image by KimbManson for Kate Nasser. All rights reserved.


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

Is Leadership a Contest? If Not, What Is It?

Do we lead to conquer and win? Do we lead to collaborate and create win/win? It’s an interesting subject that impacts people and results.

Some questions to get us thinking in advance of Sunday’s #Peopleskills Twitter chat:

  • “Competition brings out the best in products and the worst in people.” ~David Sarnoff founder of RCA Agree/Disagree?
  • What attitudes in leaders make leadership a contest?
  • If you don’t see life as a contest, can you be successful as a leader? Pls. explain.
  • What are the advantages and disadvantages of seeing leadership as a competition/contest?
  • How do competition and motivation relate?
  • Do you see yourself as more competitive or collaborative? Why?
  • What do competition and collaboration have in common?
  • How can very collaborative people work for/with competitive types?
  • For competitive leaders to be successful, what attitudes must they hire in others?



These are just some questions to get us thinking. Actual questions will post live during the chat.



So bring your personal perspective, your experience, a beverage, and join the community on Sunday Aug. 3, 2014, 10am EDT in People Skills Chat on Twitter (hashtag: #peopleskills). Share your creative views and experience in our people skills chat on Is Leadership a Contest?


I also invite you to continue this chat by joining the Google+ People Skills Community, The Facebook Group People Skills That Really Matter 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 community on Twitter (#peopleskills), Google+, LinkedIn, and Facebook. We welcome your suggestions for topics, offers to co-host, and most especially your diverse insights.

Special thanks to this week’s inspiration for this post Greg Richardson and the people skills community. Continued thanks to generous chat moderators Chantal Bechervaise, Dave Moore, Hoda Maalouf, Tracy Shroyer and Tom Rhodes for their time and contributions.






Hope you will all join our People Skills Chat on Twitter (#peopleskills) this Sunday Aug. 3, 2014, 10am EDT/7am PDT to share your insights and perspective on Is Leadership a Contest?

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 Tweetchat.com, or Twubs.com and enter hashtag #peopleskills. 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.


Connect with you this Sun. Aug. 3rd, 2014, 10am EDT in our People Skills Global Twitter Chat “Is Leadership a Contest?”



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

©2014 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.

Customers Frustrating You? Stay Professional in Unfair Moments!


Are Customers Frustrating You? Image is Speak No Evil Hand Over Mouth

Are Customers Frustrating You Onto the Ledge?

Image by Tim Samoff via Flickr Creative Commons License.


In my previous post, 5 Powerful Beliefs to Win Over Rude Angry Customers. I explained 5 ways to stay objective and caring with rude or angry customers.


One customer service representative left the following comment riddled with frustration and posed a heartfelt question. I felt what she was going through and promised I would write this post to respond.

Her Struggle

I’m having a very very difficult customer service day, and am trying to talk myself off the ledge. Specific to my current customer service issues, I am convinced that it doesn’t matter how nice you are, how much you let them vent, how much you empathize with them, how much you don’t interrupt, how much you try to help, there are just some people who you cannot make happy no matter what, and that’s what I’m dealing with right now. Frustration is a good way to describe this.

My question is: When is enough enough? When should respect be commanded? ~Wendy Y.





Are Customers Frustrating You?

Have you ever felt frustrated with customers just like Wendy? I think most of us would say yes.

  • When customers claim we didn’t tell them something when actually we did
  • When customers don’t communicate their expectations until they see the solution isn’t working
  • When customers change requirements at the last minute
  • When customers get impatient with us



Feeling frustrated is human. Wanting to finally show it is also human and very foolhardy.

  1. It won’t change the customer’s behavior.
  2. It won’t command or earn you respect. It will cost you.
  3. It won’t feel as good as you think because you will pay for this moment of revenge in future interactions or lost business.




Picture Customers Frustrating You

Picture yourself feeling frustrated with customers. What are they doing? What do you want them to do — change their behavior? Lashing out at them or giving them sarcastic slams won’t accomplish that.

If you are, as Wendy said, on the ledge and ready to lose it, write down all the reasons the customers might be acting that way. The list will be long and incomplete and there is only one way to work in this state — with a patient positive can-do attitude.

Focus on what needs to be done and do it. Simple! Deliver knowledge with care. It keeps you and the customers moving toward a solution not detouring to the land of emotional squabbles, vengeful dings, hurtful one-upsmanship.





Picture customers frustrating you and remember that customer service is not friendship. It’s not equality. It’s a professional pursuit of objective caring that allows us to be proud and happy when we show patience and restraint in frustrating unfair moments.



Customers frustrating you? Don’t make it a battle of who’s right or wrong. Use your emotional intelligence to show customers how professional, perceptive, and forbearing you are.




I look forward to helping you and your teams reach this level of happy professionalism!



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

Related Posts:
Customer Service Superstars: 11 Things They Give That Make Them Great!
Simple Integrity: Best Single Step We Can Take
Potent Communication: 9 People Skills Tips That Make It Easy

©2014 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.

Career Communication: Do Others Take You Seriously?


Career Communication: Image is man seriously studying a game.

Career Communication: Playing Can Be Hazardous. Image via Will Vanlue.

Image by Will Vanlue via Flickr Creative Commons License.

Career Communication: Just Playing Can Be Hazardous

Occasionally I write a short post on a word or phrase that can bring you unexpected trouble. Today I raise the flag on a trendy phrase that’s becoming popular at work and in networking.


“I’m just playing at this.”



Despite the findings about the value of play at work, using this phrase can create mistrust, worry, and even indignation.

It causes trouble in career communication when …

  • You are interacting with professionals who take their work quite seriously
  • People are looking to you for help and guidance
  • You are new to the field and others are trying to bond with you



Enjoying your work is necessary for long term success. Having a sense of humor is a valuable trait.

Yet appearing whimsical in your career communication can sidetrack your success. Too many jokes, excessive ha ha’s and the phrase, I’m just playing at this, may create distance between you and others. Create bonds not distance!




Sense the attitude and mood of others. Your career communication is not about you. It’s about you connecting with others. Let others see your social intelligence, emotional intelligence, your intuition, and your serious talents and skills. It builds trust and bonds of success.


What other phrases unknowingly create distance between people?



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

Related Posts:
Replace These 5 Emotionally Triggered Statements Especially at Work
People Skills: Change ONE Unfortunate Word for Great Career Communication

©2014 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.

Leadership: Persistence vs. Resistance to Change


Persistence is frequently touted as a critical success quality. Babe Ruth’s famous quote, “It’s hard to beat a person who never gives up” is only one of many proclamations that has exalted persistence.


When we lead teams through change, we hope that everyone will persist through tough times. Persistence is a tremendous strength — unless it’s actually distorted change resistance that blocks success.


Seeing the difference minimizes this risk. As leaders we are more likely to engage employees in innovation when we persist to a goal not when we resist new ideas. In business, we need both persistence and agility to reach a vision.


Persistence. Image is Tree trunk up against iron fence.

Persistence or Change Resistance? Image by:stevefaeembra

Grateful for image by Steve Faeembra via Flickr Creative Commons License.


The exalted status of persistence can distort our thinking to believe there are only two options — persistence or surrender. Surrender screams defeat to the psyche. It brings many people to mistakenly persist just to avoid feeling like a quitter or a failure. This is truly an unfortunate choice for there are more than two options.

Instead of thinking, “know when to hold ‘em and know when to fold ‘em”, we succeed when we …




Persistence: Perseverance Not Stubbornness

We can persist toward a goal by changing the course of arrival. We don’t have to fly into a storm. We can change course, go around it, and still arrive!

Persistence to success requires change ability. Let’s not persist in methods and moments; let’s persist in reaching success. We don’t have to walk away; we can walk another way.

Innovate the approach when the current path,

  • Is directly into harms way
  • Is truly slowing progress
  • Is eroding morale and confidence
  • Is against core values
  • Is illegal
  • Is crushing with negativity



AND

when other paths,

  • Can achieve the goal more easily or with unique benefits
  • Engage talents more effectively
  • Connect with positive resources and helpful people
  • Inspire creativity, spirit, and productivity



Vitality shows not only in the ability to persist, but in the ability to start over.” ~F. Scott Fitzgerald



Question/change the goal when it,

  • Blocks a positive future
  • Tries to hold onto the past or rewrite history
  • Denies or sidesteps the truth
  • Points to a far better goal



It is much easier to change a goal or a path when we see it as growth instead of failure. Successful people embrace this truth. They lead teams to embrace and develop agility.

They have more than just persistence. They …


  1. See futility sooner
  2. Quickly learn and correct course
  3. Balance vision between their intuition and what is actually happening
  4. Change course courageously without fear of the short term detour
  5. Have greater desire for success than the comfort of habit
  6. Believe that the opposite of persistence is not laziness






Sometimes changing course is THE method for reaching success — in business and in life. Meanwhile, inaction can turn change resistors into comfortable sitting ducks for those who are both persistent and agile in finding success.


What ONE thought moves you past change resistance to reach success?



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

Related Posts:
Leadership: Do You See Patience or Inaction?
Change Leaders: Is the Beloved Bully — Habit — Stopping You?

©2012-2014 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.

Making Great First Impressions is our people skills chat topic this Sunday.

WHEN/WHERE: Join us Sunday July 13, 2014 on Twitter at 10AM EDT. Hashtag: #peopleskills


Time converter:
Please click the time converter link above to convert 10am EDT to your local time.



Making Great First Impressions: What Does It Truly Take?

The old saying: “You never get a second chance to make a good first impression” has stood the test of time. Although it’s origin remains in question being attributed to such diverse people as Oscar Wilde, Mark Twain, and Will rogers, the message lives on. Let’s probe what making great first impressions really takes?

Joining me as co-host for this discussion in our global #Peopleskills Twitter chat will be Dave Moore, founder of the The Moore Consortium. Dave hails from UK and reaches around the globe with his human potential transformation workshops (#HPTTransformation) for business and sales success.


Making Great First Impressions: Image is People skills logo

Making Great First Impressions. Image by KimbManson for Kate Nasser. All rights reserved.


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

Making Great First Impressions At Work and In Life!

Dave Moore suggested this people skills chat topic of making great first impressions because image can build or break down barriers. Yet, this topic is often overlooked as people prepare for their careers or start their businesses.

As Dave puts it, “Being seen as someone who is confident, calm, friendly, and approachable is the key to building, rather than burning, bridges. It is about energy, how you say what you need to say, how you treat people, how you speak to people and how you behave.”

This is a great people skills chat topic with so much to probe and ponder. Some questions to get us thinking in advance of Sunday’s #Peopleskills Twitter chat:

  • How do you see yourself? What first impression do you make? Do others agree?
  • What memories do you create when meeting others for the first time?
  • How can we project confidence without arrogance?
  • Making great first impressions: Is it a partnership or individual responsibility?
  • How can we overcome assumptions and stereotypes in making great first impressions?
  • When/how do goals and beliefs impact making great first impressions?
  • How do we ensure that the lasting impression is worth lasting?
  • How do we show we are worthy of other people’s trust and build trust that will last?
  • How do we get a connection that will remain for a long time?



These are just some questions to get us thinking. Actual questions will post live during the chat.



So bring your personal perspective, your experience, a beverage, and join the community on Sunday July 13, 2014, 10am EDT in People Skills Chat on Twitter (hashtag: #peopleskills). Share your creative views and experience in our people skills chat about making great first impressions.


I also invite you to continue this chat by joining the Google+ People Skills Community, The Facebook Group People Skills That Really Matter 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 community on Twitter (#peopleskills), Google+, LinkedIn, and Facebook. We welcome your suggestions for topics, offers to co-host, and most especially your diverse insights.

Special thanks to this week’s co-host Dave Moore and the people skills community. Continued thanks to generous chat moderators Chantal Bechervaise, Dave Moore, Hoda Maalouf, Tracy Shroyer and Tom Rhodes for their time and contributions.






Hope you will all join our People Skills Chat on Twitter (#peopleskills) this Sunday July 13, 2014, 10am EDT/7am PDT to share your insights, perspective, and experience on making great first impressions.

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 Tweetchat.com, or Twubs.com and enter hashtag #peopleskills. 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.


Connect with you this Sun. July 13, 2014, 10am EDT in our People Skills Global Twitter Chat about making great first impressions.

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™

©2014 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.

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