Leadership

Chronic Complainers: Great Leaders Ignite Their Contribution

If some of your employees are chronic complainers, don’t focus on the complaining. You get what you focus on. If you want them to contribute, focus on contribution.

Great leaders do not snap at chronic complainers with the disdainful phrase stop whining. They ignite contribution without silencing people or squashing morale.


Chronic Complainers: Image is sketched figure saying I complain therefore I am.

Chronic Complainers: 5 Ways Leaders Ignite Their Contribution. Image by Dushan Wegner.

Image by Dushan Wegner via Flickr Creative Commons License.

5 Ways Great Leaders Ignite Contributions from Chronic Complainers

Leaders, as you feel your frustration with chronic complainers rising, ask yourself why they bother you? Do you feel stuck? Do you wonder how you’ll succeed while they spend time complaining?

Great leaders have these feelings too. They respond by …

  • Replacing the shoulds with communication. Great leaders don’t get stuck in their own expectations. If you find yourself thinking, employees should stop complaining, get busy eliciting employees ideas. It takes out of your own anger and self-focus and into the influence of leadership.

  • Modeling the positive to override the negative. The best way to teach behavior is to show the actions. When chronic complainers dump doubts on everyone, ask them for one way to make the situation better. If they complain some more, politely interrupt them. “I heard what you don’t like. How can we fix it?” Consistently interrupt the complaint with a sincere request for ideas.

  • Sharing power and responsibility. I’ve seen great leaders repeatedly turn chronic complainers into star performers. The leaders empower them to be accountable for results. This goes to the heart of someone’s self-image. A new reality evokes new behavior and eventually a modified self-image.

    Conversely, if you are a micro-manager or a highly controlling leader, you breed complaints. Employees complain when they feel they have no power.



  • Applauding initiative. Great leaders honor people who contribute ideas and solutions. They give recognition to the person for the action. They highlight why initiative matters. This is not the same thing as rewarding success. If you want less complaining and more initiative, reward and appreciate initiative.

  • Correcting themselves when they complain. Anybody can lapse into a complaint. In fact, “stop complaining” and “stop whining” are themselves complaints and whines. They express frustration without offering solutions. When you slip into this, stop yourself. Illustrate how you turn around your own behavior and you model it for everyone.



Chronic complainers are driven by embarrassment, fear, insecurity, and feelings of powerlessness. Interrupt this behavior through awareness, communication, and empowerment.



Ignite contributions and breed accountability. Show everyone what it is. Replace demeaning stop whining decrees with behavior that inspires contribution and green lights success.

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

Related Posts:
Leadership: Breed Accountability Not Blame
Professional People Skills: 6 Ways to Respond to Constant Fault Finders

©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 Self-Awareness Clears the Fog!


Great leaders prevent their weaknesses from becoming paralyzing blind spots. This leadership self-awareness fosters employee self-awareness and creates a high performance culture.


Leadership Self-Awareness: Image is a bridge occluded with dense fog.

Leadership Self-Awareness: Lies Weak Leaders Bequeath to Everyone Image by Martin Fisch.

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

Leadership Self-Awareness: 13 Lies Weak Leaders Bequeath to Everyone

When leaders are not self-aware, they hold the organization back from its true potential. Let’s consider some of the common examples.

  1. I hired the arrogant overbearing candidate because I can be up front with them. With excellent people skills, you can be up front with all your employees. Why do you think you can’t be? Organizational success depends on respectful openness and conversations that move things forward. Develop some leadership self-awareness so you don’t bequeath your fear to the organization.

  2. I make all the decisions because my team is immature. Well then who is developing them? Immaturity doesn’t mean people can’t mature. Great leaders model and mentor. Show courage to be accountable even when you are not directly responsible. Otherwise you leave a legacy of un-empowered employees.

  3. I give people endless chances to develop a great attitude because I’m kind. Or is it that you want to be liked? You can be kind and firm in addressing a persistent bad attitude. Address the bad attitude so you don’t bequeath it to the entire team to endure.

  4. I won’t fire people because I have integrity. Firing people doesn’t mean you lack integrity. If you must let someone go, know and communicate the reasons. Running from your responsibilities while you still hold the position leaves a difficult void.

  5. Extroverts don’t think things through. This old myth reveals your unwillingness to appreciate and lead diverse people. It under utilizes the talent already hired and disengages employees. Respect the differences or you create a homogeneous culture of intolerance.

  6. Introverts slow team success. Introverts don’t work more slowly nor do they slow team success. Your discomfort with quiet thinking is the true issue here. Develop some leadership self-awareness to move past your limits. Otherwise you leave much talent untapped.

  7. There is no I in team. Of course there is. There are many “I’s” in team who contribute their talents to the whole. This old maxim shows a desire to command and control. Inspire and appreciate each team member or you leave the teams less engaged than they could be.

  8. Pessimism and negativity are healthy. Skepticism and critical thinking can be healthy. Pessimism and negativity are toxic. Are you mistaking one for the other or are you uncomfortable in highly positive environments. Develop more leadership self-awareness to address this culture issue!

  9. Collaboration is risky because everybody thinks the same thing. Collaboration is not mindless agreement. People explore many possibilities as they work together. Could it be that you are highly competitive and uncomfortable around collaborators? In truth, people don’t have to be competitive for the organization to win. Collaborators are stronger than you think.

  10. Teamwork is important BUT this employee produces. If you have fallen into this trap, you’ve declared that individual performance matters, teamwork doesn’t. This can be the death knell for teamwork. People will see that you recognize non-team playing mavericks and teamwork erodes.

  11. Emotional intelligence is a bunch of nonsense. Leaders who say this show their lack of emotional intelligence. Self-awareness and awareness of others’ needs impact results. Emotional intelligence is at the heart of great leadership. If you push your way around without it, talent leaves. You create a legacy of high turnover.

  12. I can’t lead change because you can’t change people. You are telling the world that you don’t know how to lead change. Leading change is about inspiring people under new conditions to create the next success. If you don’t lead it, you abandon everyone in the chaos of change. Step up, inspire, discover your influence, and lead change.

  13. My teams know I appreciate them. I don’t have to say it. Showing appreciation is not an update to communicate the unknown. It is the oxygen that keeps people going in good times and bad. Develop some leadership self-awareness around your attitude toward showing appreciation. Otherwise you bequeath a culture of under-appreciated employees and their less then stellar performance.






Denial is not a success strategy. Escape from the lies that keep your organization in the shadows.




Your turn. What lies would you add to this list?



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

Related Posts:

Leadership People Skills: 5 Essentials to Spark Team Agility
Are You An Annoying Maverick or Team Player?

©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 Humility is This Week’s Chat Topic!

WHEN/WHERE: Join us Sunday Nov. 23, 2014 on Twitter at 10AM ET. Hashtag: #peopleskills


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



Leadership Humility: Strength or Weakness?

Picture humble leaders. What do you see? What are they doing? Would you want to work with them? Join us Sunday Nov. 23rd 10am ET to share your personal perspective and deeper view of leadership humility.

Leadership Humility: Image is People skills logo

Leadership Humility – A Deeper View: Image by KimbManson for Kate Nasser. All rights reserved.

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

Leadership Humility: A Deeper View

Despite shifts in the definition of leadership, leadership humility is still widely debated. Does it come across as weak? Does it breed less or more business success? Do all people respect a humble leader?

Some questions to get us thinking in advance:

  • Leadership Humility: Clear connection or oxymoron?
  • Can humble people show their greatness to get promoted?
  • What is the underlying logic of leadership humility?
  • Does humility evoke trust or suspicion from other people? Why?
  • Is humility a part of great leadership? Why don’t we see more of it?
  • How do humble leaders behave?
  • How does leadership humility affect employee engagement?
  • Who produces more leaders – humble leaders or non-humble leaders? Why?
  • Is leadership humility more common in some cultures than in others?
  • How can people skills show humility in a positive light?

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



So bring your desire to help our youth, your experience, a beverage, and join the community on Sunday Nov. 23, 10am ET in People Skills Chat on Twitter (hashtag: #peopleskills). Let’s dig into leadership humility more deeply and see what we discover and learn from each other.


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.

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 Nov. 23, 2014, 10am ET/7am PT to share your insights and perspective on leadership humility.

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. Nov. 23, 2014, in global #peopleskills Twitter chat 10am EST to explore leadership humility.


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.

Collaboration: It Can Be Strong or Fragile


Collaboration: Image are 5 Eggs in the Shells w/ Feather Over Them.

Collaboration: What Does It Really Take? Image by JeshuJohn.

Although this image does not require attribution, I compliment Jeshu John for this great photo.


Collaboration can expand everyone’s greatness when everyone seeks opportunities — not just opportunistic moments to meet their own needs. Whether an entrepreneur, a legislator, a corporate leader, a team member, an educator, a student, or a non-profit volunteer – we all reap the benefits of collaboration when we contribute at least as much we take.

Collaboration: What Does It Really Take?

Collaboration is powerful mechanism for success. It requires:

  • Respect for everyone
  • Building and honoring trust
  • Confidence in yourself and others
  • Belief that interdependence is better than total independence
  • Emotional intelligence – awareness of others’ needs
  • Giving as much or more than we take



Opportunists betray the trust through hidden agendas and manipulation. They build their own success while only seeming to help others. On the surface it appears to be collaboration. When we look deeper we see the superficiality.



Tune Up Your Radar to Spot Opportunists

It is the pattern of behavior that defines an opportunist — not any one moment.

Collaboration: Opportunity not Opportunists Image by:Peyri


Opportunists in a work setting or on social media …

  1. Give half-baked praise of others’ contributions.
  2. Compliment people personally while ignoring their professional work.
  3. Give partial answers to seem collaborative yet withhold knowledge.
  4. Sometimes take credit for others’ thoughts and ideas.
  5. Want people’s contributions with minimal investment of their own time.
  6. Treat others well when people are helping them and pull away when asked for their knowledge and experience.
  7. Accept help from authentic collaborators but contribute the minimum in return.


In social media networking, we can of course turn and walk away from opportunists. In a work setting, it’s not always possible. Opportunistic behavior then plants roots of mistrust. It changes the dynamic in sometimes unidentifiable ways. Those who collaborate and help others feel the foolish sting of being used. They sometimes become guarded and less collaborative.


Preserve the Purity of Collaboration

As a leader, you know that something has changed but you’re not sure what or why. Yet you see the loss of trust and its damaging effects on collaboration.

  • Start discussions on the expectations of collaboration. Shine a light on the topic with teams and ad hoc project teams.
  • Have everyone define the difference between a collaborator and an opportunist.  Of course make sure you are the former!  Build a culture of collaboration through initial discussions, modeling the behavior, monitoring progress, and making changes.
  • Give yourself and everyone the OK to be on the lookout for opportunistic behavior. It doesn’t mean you are a cynic. You can collaborate as an optimistic realist and keep your radar tuned for signals. Raise the warning flag and speak with those whose behaviors are opportunistic. What are their goals? Why are they acting this way? Reconfirm what is expected for collaboration.
  • Remove opportunists if they are unwilling to truly collaborate.  Some leaders find this difficult if the opportunists are very knowledgeable. Yet if you reward individuals who won’t collaborate, your message to collaborators is clear.








Life is learning so learn from it. Learn the signals to avoid being stung again. You will build inner strength to recover from bad times. Then go forward with renewed confidence and create success with authentic collaborators. There’s lots of them and you will find them!


How do you stay positive after being stung?

For me, it’s seeing & living an abundance mentality.



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

Related Posts:
Teamwork Collaboration: Leadership Beliefs That Kill It
Leaders, Collaborators Are Stronger Than You Think
10 Mature Ways to Work w/ Immature Teammates

Image of selfishness by Peyri via Flickr Creative Commons License.

©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.

Employee Appreciation: 3 Ways to Get It!

Do you feel unappreciated at work? That doesn’t mean people don’t appreciate you. It means they aren’t expressing appreciation to you.


It’s an important distinction. If you believe others don’t appreciate you, you can lose motivation. You can start to question your worth at work. You might even spiral into negativity that hurts other parts of your life. STOP!


Employee appreciation: Image is the word Resilience

Employee Appreciation: Be a Buoy to Be Appreciated. Image by Sweet Dreamz Design via Flickr.

Grateful for image by Sweet Dreamz Designs via Flickr Creative Commons License.



You can stay resilient. Simply learn these things about employee appreciation:

  • When people are most likely to express it
  • What stops them from expressing it
  • How to get more of it at work!



Employee Appreciation: When Do Leaders Express It

For many leaders, appreciation is an emotional response. They don’t show employee appreciation for tasks completed. They appreciate you when your actions fill their voids.

People express appreciation when you help them advance or ease their pain — when you are their buoy!



Leaders give appreciation when they have a need that you fill. Why? Because it is at that point they are aware of their vulnerability. They feel the need keenly enough to show employee appreciation. To get appreciation at work, be a buoy of resilience for others.


Employee Appreciation: 9 Reasons Leaders Don’t Show It

  1. Some people are very uncomfortable expressing positive emotion until your caring actions move them beyond their discomfort.
  2. Some leaders were mentored by leaders who thought emotion was unproductive. They live what they were taught.
  3. The organizational culture is not one of gratitude.
  4. Some leaders live by the old rule: No news is good news. They believe you are being paid to do a job.
  5. They believe that you know you are appreciated because you were hired.
  6. Your leader may be a high introvert who keeps much inside.
  7. Their leader doesn’t express appreciation to them and thus they have no motivation to show appreciation to you.
  8. Some people are intrinsically motivated and need little appreciation. They assume everyone is like them.
  9. Leaders who are high drivers focus on end results to the exclusion of everything else.


Employee Appreciation: 3 Ways to Get It!

Use your natural talents and interests to do for others what they can’t or don’t like to do.

  • Complete your boss. An executive admin reported to me that her boss hates to write. She loves to write. He gives her his key thoughts and she writes the document or presentation. He appreciates it and says so! She is his buoy!

  • Lift up your teammate. Teammates empathized with a teammate struggling with a serious personal life issue and filled the void when that teammate was not at work. They buoyed their teammate. The teammate expressed sincere appreciation.

  • Share your talents regardless of your title. One woman reported she is always good in a crisis. She’s a pressure player as the old saying goes. Now people turn to her at crunch time. She is a buoy! She receives appreciation at work for this even though she is not the official leader.



During a recent keynote, I said…

Instead of seeking appreciation for your job tasks, get appreciated for your natural talents.

Someone answered … That still means they don’t value our job function.

I replied: Job functions become extinct. Your talents don’t and won’t. Buoy people with your talents and you will get appreciation.

Appreciation at Work: Image is a quote value of working together.

Career Appreciation: Be a Buoy to Be More Appreciated at Work




It’s far better to rely on your talents to be appreciated than on a job function whose value changes with time.


Be a buoy. Support others. Make them resilient. Keep them afloat. Fill the void with your talents. This is how you will get appreciation at work.



Which talents do others appreciate in you?



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


Related Posts:
25 Incredible Talents That Get Appreciated at Work
Leaders, Employee Engagement is Uniquely Personal

©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.

Caring Words: No Cost & High Return in Business


Caring Words Cost Nothing: Image is a poster with those words.

Caring Words Cost Nothing. Image by Kate Nasser, The People Skills Coach™




Don’t mistake caring words in business as weak, risky, or beating around the bush. Caring words cost nothing and create infinite possibilities. Their power comes in what they do and don’t do.

Caring words & caring tone of voice …

  • Build trust.
  • Develop relationships between strangers.
  • Open closed minds with empathy & trust.
  • Strengthen relationships to ride through storms together.




Caring words & caring tone of voice don’t …

  • Insert scars into important business agendas.
  • Trigger defensiveness that slows down success.
  • Foment resentment that overshadows the true business purpose.
  • Create walls that obstruct & maybe doom future opportunities.




Caring words & caring tone of voice are emotional intelligence in action.

  • They are based on respect for all humans even in disagreement.
  • They require a positive self-image that doesn’t preach to others.
  • They call for a courageous choice of giving before you receive anything.


“Being deeply loved by someone gives you strength; deeply loving someone gives you courage.” ~Lao Tzu via Goodreads Quotes


“Kind words can be short and easy to speak, but their echoes are truly endless.” ~Mother Teresa via Goodreads Quotes


Leaders, use caring words and tone to inspire, engage, and buoy employees! Hire employees with the emotional intelligence and desire to care for others. Teamwork and collaboration ascend to new heights. Customer experience soars to loyalty.



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

Related Posts:
People Skills Missteps: Not So Friendly, Friendly Advice
3 Steps to Overcome Bias in Business
Emotionally Intelligent Teamwork: 10 Ways to Work w/ Immature Teammates

©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.

Empathy & Humility: The Powerful Response to Bias


Empathy and Humility: Image is gold ball balancing many silver balls

Empathy and Humility: The Perfect Response to Bias

Image licensed from Istock.com.

When others’ bias threatens to block you, you can tell them off, walk away, or use empathy and humility to overcome their narrow mindedness. Empathy and humility is the place to start. You can always walk away later if you find people’s minds are sealed shut.



Empathy and humility can …

  • Reduce the fears that create the bias
  • Open the mind to a new view of the issue
  • Chip away at the comfort of the status quo and spur learning
  • Give you possibilities that outbursts or walking away can’t or won’t



Empathy and Humility: 3 Responses to Overcome Bias

As I reflected on moments when people were biased against me, I realized that I instinctively used empathy and humility. I was rewarded with positive results.

  1. Can a woman do this job? I was doing subcontracts for other consulting firms. One submitted my name to their client — a Fortune 500 corporation — to teach the new workshop on sales and consulting skills. At that point all the instructors were men. The corporate contact replied: A woman? The owner of the consulting firm relayed that reply to me and then asked me how he should reply. In fact he said to me, “I figured you faced this all the time and have some special way of replying.”

    I could have ripped all of them apart for their chauvinistic bias. Instead, I heard their fear of change. I put myself in their shoes and in the shoes of the women who would be taking the workshop. I replied: “If there will be women taking the workshop, they will benefit from knowing and seeing a woman do the sales and consulting job the corporation wants them to do.” Empathy and humility hit the mark. They immediately said yes.


  2. Why do we need someone from the USA to do this? The first time I went to Canada to teach customer service, the customs officer at the airport asked me why I was there. When I told him why, he forcefully said: “Will you please tell me why we need someone from the USA to teach customer service instead of an expert right here in Canada?”

    This was not the time to sing my own praises. It would have simply intensified his resistance. I replied: “90% of their customers are Americans. Who better to teach them how to deal with Americans, than an American?” He smiled, wished me well, and allowed me to pass. Empathy and humility opened the door to his comfort and my success.


  3. We don’t need you or this change. When leaders bring in consultants to foster change, team members sometimes resist the change by mislabeling us as uninformed outsiders. In these moments, empathy and humility overcome the bias by fostering learning and understanding.

    I ask them questions to understand their perspective. I offer examples of how things can be better. This empathy doesn’t stop the change; it helps team members to move it forward. The humility removes the power struggle and powers up the change.



Could a greater miracle take place than to look through each other’s eyes for an instant. ~Thoreau


When the deck seems stacked against you, remember the power of empathy and humility. As you step out of your own feelings of outrage and see into others’ minds, you may well find the connection to overcome their bias. As empathy makes the connection that reduces fear, humility elevates a shared purpose above their personal misgivings.



When has empathy and humility helped you overcome bias?


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

Related Posts:
When Tough Leaders Show Empathy
Leadership: Never Confuse Humility w/ Humiliation
What’s So Hot About Humility Anyway?

©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.

Change Leadership Beliefs: The Ones That Stop Change & Growth


Change Leadership Beliefs: Image is the phrase I Believe

Change Leadership Beliefs or You’ll Innovate Nothing. Image by Wes Schaeffer

Image by Wes Schaeffer via Flickr Creative Commons License.


Change starts in the mind. Beliefs can drive it or block it. When change is your goal, change leadership beliefs or you’ll change nothing.

Change Leadership Beliefs: Especially These Three

  1. If you can’t measure it, it doesn’t exist. This belief, valuable in scientific research, is often misapplied to the business world. When you demand data to prove in advance that the change will work, little will change. In business, very little is absolute and perfect. Replace leadership beliefs which demand a guarantee with insights on how to minimize risks.


  2. We can’t inspire people to do non-status jobs better. Story: A leader asked me to help him address the issue of performance of the customer service teams. I assured him that I could inspire and train the team members to deliver professional quality customer service. When he replied, “Well, I don’t think anyone would ever consider customer service a profession — I certainly wouldn’t”, he revealed a big part of the problem — his beliefs. If the leaders doesn’t believe change is possible why should the teams?

    Teams can sense how a leader views them and their jobs. Change leadership beliefs to inspire excellent performance. Leaders who inspire pride and commitment, foster a culture of excellence.



  3. There is no I in team. This old chestnut worked well when good leadership was defined as command and control and most workers were Baby Boomers or the WWII Silent Generation who raised them. Life was about sacrifice and duty. Today, to inspire employees to engage and create change, recognize and appreciate individual talents that unite for great results.

    Change leadership beliefs about teamwork and you ignite greatness in the teams you lead.





Leaders, How to Get Started to Change Leadership Beliefs

  • With your teams, outline and discuss the change needed.
  • Have the teams create a list of the beliefs they think you have that help or hinder the change.
  • While they do that, write down the beliefs you hold about the change.

As you compare your list to theirs, a road map to change leadership beliefs will emerge. This simple exercise has helped countless leaders create change. It also increases employee engagement and openness between leaders and teams.



Your Turn: What other leadership beliefs must change to spur change & growth in business today?

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

Related Posts:
Are Your Leadership Beliefs Killing Teamwork & Collaboration?
Leading Change: Is the Beloved Bully Stopping You?
Leadership People Skills: 5 Essentials to Spark Team Agility
Leaders, Are You Needlessly Sacrificing Great Results?

©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.

Emotionally Intelligent Teamwork: 10 Ways to Work With Immature Teammates


Is it possible work well with immature teammates when you have developed your emotional intelligence? Yes.

It may not be as enjoyable as working with emotionally intelligent teammates. However, it’s very possible!


Emotionally Intelligent: Image of Marianne Williamson quote.

Emotionally Intelligent Teamwork w/ Emotionally Unintelligent Teammages Graphic via VeryBestQuotes.com

Image via VeryBestQuotes.Com

10 Steps for Emotionally Intelligent Teamwork w/ Less Intelligent Teammates

Most everyone agrees that emotionally intelligent teammates produce better than immature staff who squabble, waffle, and veer off course. It’s also true that teams often have some less emotionally unintelligent team members.

As the goals and deadlines loom, your emotional intelligence can help everyone reach success.



  1. Spot emotionally unintelligent teammates early on. Use your emotional intelligence to spot annoying behavior for what it is. With your positive energy, you will inspire productive teamwork instead of being trapped in annoyance.

  2. Step forward with calm confidence. With your calm confidence, you can accomplish much with immature teammates. They will be drawn to you as a pillar of support.

  3. Influence everyone with your emotionally intelligent humility. Respond to overactive egos with the strength of humility. It flows with quiet power to reach any goal. It smooths resistance. It cuts through immature egos without threatening them. Humility builds trust through its selfless giving. With that influence, you and the team can accomplish anything.

  4. Listen beyond your boundaries. Go beyond your reactions to teammates’ immaturity and listen to draw people magically together. Listening builds understanding. It reduces gaps to accomplish the impossible.

  5. Tune into human needs. Be aware of what immature teammates need to feel secure. Offer empathy, validation, and support. You free them from the emotional needs that trap them and then they contribute to the team. This is not the same thing as fake schmoozing. When your heart cares, your behavior is authentic.

  6. Let your leadership shine. As odd as it sounds, your immature teammates give you many chances to lead. Great leaders don’t drown around people who have less ability. They lead them. Do it happily.

  7. Be realistic. Expect the immaturity and celebrate the growth. Once you spot teammates’ weaknesses, don’t waste your time hoping they will change immediately. Live life as it is not as you think it should be. As they evolve, celebrate their growth.

  8. Be very grateful for your emotional intelligence. It gives you much success and happiness. When you meet immature teammates, be grateful for the maturity you’ve developed. Gratitude keeps your emotional intelligence alive and active. Share your gift!


  9. Set limits intelligently. For example, if a teammate’s immaturity shows you great disrespect, ask for basic human respect: “I would like simple respect. I give it to you and I would like it in return.” Respect is the basis for trust and teamwork. Bring the issue to the table. They may get defensive at first. Eventually, they will see the fairness in it and respond appropriately. By communicating your needs, you give them a chance to evolve.

  10. Buoy yourself. Associate with other emotionally intelligent people. Working with immature teammates can be taxing. Recharge your batteries, inside and outside of work, with others who are as capable as you. Refueling keeps everyone evolving, energized, and working at peak performance.






Let your emotional intelligence shine and elevate the team. Your generosity will come back to you tenfold.



How has your emotional intelligence helped your teammates?



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

Related Posts:

5 Steps to Develop Emotional Intelligence
Positive Attitudes for Dealing With Toxic Leaders

©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 Calls: Are You Ready to Answer?


Leadership calls. Are you ready to lead others? Do you have the people skills to handle the tough moments?

Do you have the emotional intelligence to spot difficulties early on? Do you have the initiative and courage to step up in order to prevent difficulties from becoming major trouble?


Leadership Calls: Image is paper weight on desk w/ pens sticking out of it.

Leadership Calls: Are You Truly Ready? Image by Arlo_ via Flickr.

Grateful for image by Arlo_ via Flickr Creative Commons License.

Leadership Calls: How Will You Answer?

In the 25 years I’ve been consulting to mid-level leaders, I’ve seen an unfortunate trend. They are managing functions not leading people. Leadership calls, they get promoted, and then feel stumped on how to lead others.

The good news is, you can develop your leadership people skills. Whether new to leadership or not, when leadership calls you can be ready.






Prepare your people skills for these tough situations …

  1. Someone comes to you and says a co-worker is bullying or harassing them. What would you do? There is much evidence to show many leaders minimize the person’s claim, blame the victim, or tell the victim to work it out with the co-worker. BIG mistake. Your response comes across to the victim as abandonment and mistrust. Co-worker bullying thrives on leaders who live in denial. Leadership calls and the leaders don’t lead. They deny and blame.

    Leadership people skills approach: Don’t abandon your employees. Get closer. Talk to them. Ask non-judgmental questions! Explore and listen. In this way, you communicate that you care. You also learn important information and understand the issue. You can then decide on appropriate next steps.

  2. One employee is slacking off. No one is formally complaining to you but they complain to each other. What would you do? If you are thinking, “how would I know if an employee is slacking off,” you are not leading. Leading is pro-active emotional intelligence in action. It senses and sees what’s going on before the virus spreads.

    Leadership people skills approach: Stay connected to the pulse of the workplace. With the teams’ input, set the bar high and then call everyone to reach it with skills, attitude, and great teamwork. If some are slacking off, speak with them. Find out if it’s a skills issue or an attitude issue. If it’s a skills issue, address development or reassignment. If it’s an attitude issue, be clear and frank. Leadership calls and you must call everyone to high levels of performance. If you hide your head on this one, the quicksand will pull you all under.

  3. There’s an organizational change announced and you must lead your teams through it. Upper leadership has announced it. You and your teams aren’t thrilled about it. How do you act? If you commiserate with your teams, you enable their resistance.

    Leadership people skills approach: Embrace the change and lead them to do the same. Empathize and acknowledge their feelings but don’t commiserate and encourage mutiny. Deepen your commitment to the change and get closer to your teams to buoy them. If you don’t believe in the change, why should they?







To get closer and deeper when leadership calls, remember …

  • Being objective and fair doesn’t mean being neutral. Lead them. Don’t abandon them.
  • Leadership requires performance of your duties. Hiding and denying are a form of malpractice. Overlooking symptoms, avoiding necessary conversations, blaming instead of resolving are leadership negligence. Leadership calls. Lead with your eyes wide open.
  • Bonds are not the same thing as bondage. Bonds don’t handcuff and block success. Closer and deeper bonds build trust — the pathway to success. Leadership calls. Be more connected to your people not just the results.



Show your readiness. When leadership calls, get closer and deeper to take everyone farther!



What has been your greatest leadership challenge & how did you handle it?



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

Related Posts:
The Biggest Leadership Surprises of New Leaders
Leaders, 10 Ways to Ignite Greatness Without Leaving Scars
Exceptional Empowerment: Keep Your Expertise Involved
Leadership: 12 Essential Thoughts to Proficient 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.

 

 

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.

Positive Attitudes: How to Survive Toxic Leaders

Your initial reaction to this title might be that if they’re toxic, they are not leaders.

Most people would probably agree with you. BUT you still have to deal with these toxic leaders unless or until you choose to leave.


Positive Attitudes: Image is the word Toxic w/ dollar signs around it.

Positive Attitudes: Dealing w/ Toxic Leaders Image by Don Shall via Flickr.

Image by Don Shall via Flickr Creative Commons License.

Positive Attitudes: Mind Over (What Doesn’t) Matter

Positive attitudes give you the power to cope and even transform very difficult moments. The question is: Can you get your mind to overcome what doesn’t matter?


First and foremost, know what matters to you. For me, it’s my health. I can’t live without it. I’ve learned what conditions zap my health. In those toxic moments — if I can’t change them — I move on.


In other toxic moments I use positive attitudes to survive and even thrive!

  1. Realize it’s a feeling not a fact. You can feel conquered by toxic leaders when you believe that what you are feeling is an unchangeable fact. You can change your outlook and your feelings. You have choices. You’re not trapped!

    “If you change the way you look at things, the things you look at change.” ~Wayne Dyer


  2. Know and focus on your long term goals. This is a pleasant detour from the rough road of toxic leaders. It gets you to your destination without getting lost in their toxic behavior. Your positive attitudes set the path of that detour; don’t take theirs!

  3. Find sanctuary in your own energy. Success takes energy. Channel it into your happy journey not a toxic dump. Positive attitudes lift you up!

  4. Be an amused spectator. See the dysfunction of toxic leaders as a reality TV show. Enjoy the humor in the absurd behavior from the safe distance of mental objectivity. Take great pleasure in seeing through, behind, and beyond the toxic behavior.

  5. Escape to positive attitudes. During work, mentally escape to positive attitudes that spur you on. I often think of how much I am learning. It gives me great comfort. After work, engage in activities that you love. Your happiness is your choice.

  6. Compare what worse you have already faced. As galling as toxic leader behavior is, it pales in comparison to serious, even life threatening events. I will always remember a client telling me that toxic leaders don’t bother him.

    Before that, he was in the U.S. Coast Guard on a patrol boat looking for drug runners. He told me, “This is way better than getting my ass shot off in the Gulf of Mexico. I’m happy to have a job, contribute, and yes, even deal with my crazy boss.” Ask yourself, what is your current job better than?



What positive attitudes keep you going? Share them with us!


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

Related People Skills Posts:
Reduce Conflict: Hear the Urgency Before the Yell
Career Success: Rock With These 13 Key People Skills
6 Key Reasons Leaders Get Annoyed With 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.

Empowerment vs Entitlement is our people skills chat topic this Sunday.

WHEN/WHERE: Join us Sunday Sept. 21, 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.



Empowerment vs Entitlement

Empowerment and entitlement are can sometimes get in each other’s way. Perhaps because there is confusion over the difference or different philosophies on which is better? To sort it out, we will explore empowerment vs entitlement in Sunday’s people skills Twitter chat.


Empowerment vs Entitlement.  Image is People skills logo

Empowerment vs Entitlement. Image by KimbManson for Kate Nasser. All rights reserved.


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

A Deeper Look at Empowerment vs Entitlement

JOIN us Sunday at 10am ET in #peopleskills Twitter chat to share your views and experience on entitlement vs empowerment.

Some questions to get us thinking in advance:

  • What is the difference between empowerment and entitlement?
  • Do you consider yourself to be empowered, entitled, or _______________?
  • How does feeling entitled help or hurt your life?
  • What if anything are workers entitled to?
  • What are the words of entitlement? What are the words of empowerment?
  • Where does empowerment take you that entitlement can’t and vice versa?
  • How do empowerment and delegation differ?
  • How does empowerment affect businesses and employees?
  • The 3 most important factors for successful empowerment are _______________.
  • What leadership beliefs help or hinder empowerment?
  • What people skills do leaders, managers, and teams need to succeed in empowerment?



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 Sept 21, 2014, 10am EDT in People Skills Chat on Twitter (hashtag: #peopleskills). Share your creative views and experience in our people skills chat about empowerment vs entitlement.


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.

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 Sept. 21, 2014, 10am EDT/7am PDT to share your insights, perspective, and experience on empowerment vs entitlement.

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. Sept. 21, 2014, 10am EDT in our People Skills Global Twitter Chat about empowerment vs entitlement.

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.

A World Gone Social: Interview of Authors Ted Coiné & Mark Babbitt

A World Gone Social: Image is the book cover.

A World Gone Social by Ted Coiné & Mark Babbitt




After years of research, Ted Coiné and Mark Babbitt have penned a substantive leadership book, A World Gone Social.  This book could easily be subtitled, The Accountability Age – Leadership in a World Gone Social. It digs into leadership, employee engagement, customer experience, and innovation. 

The book goes beneath meaningless numbers like total followers to the true influences and influencers in business today.  It reveals social media’s impact on leadership and management and guides leaders on how to make the shift. 

As The People Skills Coach™, I was intrigued and attracted to the book’s title, A World Gone Social.  I wondered what impact it’s truly having on businesses and employees.



I caught up with authors Ted Coiné and Mark Babbitt to learn more about what their research uncovered.

Q: Ted & Mark, as you researched A World Gone Social, what surprises did you uncover?

Mark: Since my business, YouTern, is social all the way, I was surprised that many companies are not living it. Especially at the Csuite level, many haven’t embraced it and aren’t leading from it or with it.

Ted: I was surprised that many companies don’t yet realize that social media is a tool creating a holistic change in how we think, act, and lead. It’s not just a technology trend.  It’s empowering small, little known businesses in garages to truly challenge big businesses.

Kate: Ted, I can almost hear the shark music from Jaws playing in the background as you say that!


Q: Why aren’t leaders, especially at the highest levels, leading from and with social media?

Mark & Ted: They don’t know how to measure it. What’s the ROI of using social media for x amount per day or week?  That is why we included a whole section in the book to meaningful social media metrics and how to calculate them.


Q: How is social media truly changing the work lives of the workers?

Mark & Ted: Well the standard workday is dead. For employees with managers who are emailing them very early and very late, this can lead to overwork, burnout, etc… For employees with managers who believe in flexibility as long as you deliver results, mobile and social media are transforming the workplace in a positive way.


Q: In your opinion, has social media caused more harm than good OR more good than harm?

Ted: I like that question. Best one I’ve been asked yet.  Social media is good. It connects people to a world of new possibilities. And it’s here. You don’t really get a vote. You can choose not to use it yet it affects you anyway.

Mark: It’s all in how you use it. It’s great to celebrate wins and meet that human need for connection in business and in life. However, people who use it to tell the world about their sore feet are missing the true purpose of social media.


Q: Mark & Ted, what are the key messages in your book, A World Gone Social?

  • Death of the large! Small companies are now truly empowered to tell the world about their innovative products and services. This type of communication was formerly only the territory of big players. So for large companies to not  truly embrace social media is a huge strategic mistake.
  • Metrics are still possible! You can measure social media ROI. We show you in this book the approaches to take. 
  • Ordinary is now extraordinary. An ordinary person with an extraordinary network can be hugely successful.  Whether you are a budding entrepreneur or just out of school looking for your first job, branding with social media IS the pathway to success.



Q: What do you intend and hope this book will do for everyone in the business world?

Mark: Help people realize it’s important to re-energize people in the workplace and social media is the pathway to doing it!

Ted: Being social, not just industrial or digital, makes sense because it plays to human nature and basic human needs.

Kate: So it’s not just small talk or useless chatter. It doesn’t distract from business success.  It is the pathway to success.

Mark & Ted: Yes!




Author: Ted Coiné

Chairman, Switch and Shift: Ted Coiné

CEO & Founder YouTern: Mark S. Babbitt

Author: Mark S. Babbitt





Listen to more of the interview about A World Gone Social with Ted Coiné and Mark Babbitt.







Thank you, Mark & Ted, for writing A World Gone Social.  In my opinion it’s a must read for every leader and manager wanting to move past the trend and into the truth about social media’s purpose, influence, and outcomes. Congratulations!

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


Additional Leadership Posts
Leadership: 5 Essentials for Building 21st Century Teams
People Skills: The Secret Within Every Great Communicator


©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.

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.

 

 

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.

Impact of Ego & Pride on Leadership is our people skills chat topic this Sunday.

WHEN/WHERE: Join us Sunday Sept. 7, 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.



Impact of Ego & Pride on Leadership

Joining me as co-host for this discussion on the impact of ego & pride on leadership will be professional development coach Doris Braun.

Doris is the CEO of Leadership Solutions for Women, a coaching and consulting business advising career-minded women how to advance in their careers, transition to new roles and develop their leadership presence. As a former Wall Street Banker, Doris is passionate about the professional development and advancement of women in business.


Impact of Ego & Pride on Leadership. Image is People skills logo

Impact of Ego & Pride on Leadership. Image by KimbManson for Kate Nasser. All rights reserved.


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

What is the Impact of Ego & Pride on Leadership?

Some say a confident ego and loads of pride are essential to high performance and inspiring others to new heights. Others say it is narcissism run amok and the death of great leadership.

JOIN us in this chat as we sort out the finer points to see the impact of ego & pride on leadership.

Some questions to get us thinking in advance:

  • How do you define ego and pride?
  • What is the difference between ego and narcissism?
  • How do you lead? From ego or from something else?
  • What is the difference between self-esteem and pride? Does it matter?
  • How can pride help or hurt a team?
  • How can leaders keep ego & pride in check and still lead?
  • Would you rather work with a prideful leader or a humble leader? Why?
  • What do ego & pride do to people skills and vice versa?



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 Sept 7, 2014, 10am EDT in People Skills Chat on Twitter (hashtag: #peopleskills). Share your creative views and experience in our people skills chat about the impact of ego & pride on leadership.


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 DorisBraun 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 Sept. 7, 2014, 10am EDT/7am PDT to share your insights, perspective, and experience on the impact of ego & pride on leadership.

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. Sept. 7, 2014, 10am EDT in our People Skills Global Twitter Chat about the impact of ego & pride on leadership.

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.

« Newer Posts - Older Posts »