Leadership

Employee Engagement: The no cost people skills approach!


Employee Engagement: Image is Gold puzzle pieces connected.

Employee Engagement: 4 Easy No-Cost People Skills Steps

Image licensed from Istock.com.


Leaders, managers, and business owners — you do not have to spend money for employee engagement. With four simple people skills steps, you can engage employees for greater commitment, accountability, and success.


Move past the myth that employees only care about salary increases. Engage employees by tapping the basic human need for acknowledgement.

One minute video with 4 easy no-cost employee engagement steps.






Employee engagement is not a planned event. It isn’t a strategy. It doesn’t focus on salary and promotions.


It is every action you take to honor, respect, and tap the talent you already hired. The business succeeds with and through the employees.


Use the 4 no-cost steps outlined in the one-minute video to acknowledge employees. Tap their strengths and talents AND develop their untapped potential. You will be amazed at the results.


From my professional experience, through these short videos, workshops, and coaching — onto your success!


I welcome your insights in the comments section below.



I look forward to working with you,
Kate Nasser, The People Skills Coach™

Related Post:
True Employee Engagement: Appreciate & Recognize
12 Worthy Kudos to Spark Employee Engagement

©2013 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. Kate also invites you to connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

Leadership: Will the phrase, disruptive innovation, destroy your culture?

One of the hottest business terms today is disruptive innovation. It purportedly was first coined by Clayton Christensen regarding a product or service that starts small and grows larger eventually displacing established competitors.

 

Now the term disruption, oddly enough, is becoming mainstream. There are business schools teaching leadership for disruptive innovation. The press love to cover it.  Fast Company magazine features it. I’ve seen a few CEO’s smile when they say it.

 

Innovation is positive, uplifting, accelerating, worthy of applause.

Leadership: Image is the word innovation.

Leadership: Do you want others to see innovation as positive? Image via Istock.com.

Image licensed from Istock.com


The phrase, disruptive innovation, can be threatening and negative.

Webster’s Dictionary defines disruption as …

to break apart, rupture, to throw into disorder, to interrupt the normal course or unity of

which fits with Clayton Christensen’s description.





As The People Skills Coach™, I ask leaders,

How will frequent use of that phrase affect your company?


Will it inspire your employees to innovate?


Will it draw customers to you?


What if we changed the phrase to catalytic innovation?



Both phrases represent change. Which phrase will inspire employees to innovate and make the change happen? Which will attract customers who want changes that work vs. changes that tear things apart?

A recent study from Young & Rubicam reports that the number one unconscious value and need is security. So once again data suggests that change is difficult for many people.


Some leaders react by pushing hard to break through the need for security. They choose phrases like disruptive innovation. They then see their change leadership falter as employees and customers defend the status quo from the threat of disruption.


Leaders who highlight the positive instead of the disruptive pain see their change leadership succeed.

 

Leadership: Are You Disruptive or Catalytic?

  • Do you use the word disruption to mean positive change? What effect is this having on your employees and customers? Do they see disruption as positive or as threatening and painful?

  • Will the popular phrase, disruptive innovation, infiltrate the definition of teamwork? Will it bring teams to collaborate well and create innovative solutions?

    The workforce is diverse in age, gender, and culture. Will that phrase inspire them all to vital positive interactions? Or will it pit one team against the other as they live the disruption?


  • How many of your customers seek disruption? Can you imagine your marketing and sales executives telling customers, we aim to create a disruption?

    Be careful. Even customers who seek change often want it with low risk. Catalytic change sounds hopeful with a positive ending; disruptive change can sound unfinished and downright scary. People react based on what they perceive — success or threat!



If you choose threatening phrases to lead change, you are assuming that others will perceive this in a positive way and respond well. You are assuming you will see positive results. Those are two very risky leadership assumptions.


The unconscious need for security among those that must make innovation happen may have more power than you think.







Leaders, your words touch employees and customers. What are they hearing? What are they thinking? What will they do? Don’t assume. Find out!


What phrases inspire you to innovate? ‘Disruptive innovation’ or something else?

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

Related Post:
Employee Engagement and Innovation: Choose And Not Or
Harvard Business Review > Disruptive Change: When Trying Harder is Part of the Problem

©2013 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. 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. Kate also invites you to connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

People skills Twitter Chat TOPIC: Leadership for Inclusion Hashtag: #peopleskills

WHEN: Sunday Nov. 10, 2013 10AM ET.

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

Background on This Chat Topic

Leadership for inclusion taps the talent we’ve already hired. Yet, just how easy is it to lead in an age of diverse views and talents? In last week’s chat we explored the dynamics of conformity vs inclusion. This week we dig into inclusion and what it entails!


People Skills Twitter Chat Logo

People Skills Twitter Chat Nov. 10, 2013 TOPIC: Leadership for Inclusion

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


Join People Skills Twitter Chat Sun. Nov 10, 2013 10am ET.

Joining me as co-host for this week’s Twitter chat will be Jon Mertz (@ThinDifference). Jon focuses on #GenY and encourages all leaders to cross the gap by sharing insights.

As we think ahead to Sunday’s chat, questions that come to mind include:

  • What benefits and challenges does inclusion present?
  • How can we prevent barriers of diversity from growing?
  • How does leadership, mentoring, and training need to change to address inclusion?
  • What does inclusion do to innovation?
  • How does inclusion strengthen people skills?



These are just some questions to get us thinking before we begin the people skills chat this Sunday. Actual questions post that day.

So bring your personal perspective, your favorite beverage, and join us from around the globe this Sunday in people skills Twitter chat — Nov. 10, 2013 10am ET — to explore People Skills: Leadership for Inclusion.


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



Shout Out of Gratitude

Many thanks to Jon Mertz for suggesting this topic and co-hosting. Also, a huge thanks to all the newcomers to this chat and to those who participate each week and expand our understanding and view of people skills.






Hope you will all join in the #PeopleSkills Twitter chat to explore Leadership for Inclusion, this Sunday Nov. 10, 2013 10am ET/7am PT.

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







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

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


Chat with you this Sunday Nov. 10, 2013 10am ET in #PeopleSkills Twitter Chat: People Skills: Leadership for Inclusion.


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™

©2013 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. 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. Kate invites you to also connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

Leadership People Skills: Consistent High Quality Outshines Uniformity

I teach that the challenge of excellence is consistency. It is very interesting to me that leaders sometimes interpret this as uniformity. There is a big difference!


Leadership People Skills: Image is multicolored molecule.

Leadership People Skills: Seek Consistency Not Uniformity

Gratitude for image by net_efekt via Flickr Creative Commons License.


Consistency for excellence requires adapting to people and situations. The goal is an excellent outcome each time. The path is far from uniform. Uniformity is sameness. It assumes that the same path will produce an excellent result regardless of the people and situations.

 

Great leadership seeks excellent results through outstanding interactions!

 

Great leadership people skills use diversity to achieve this.



Uniformity feels secure. It is quite risky!

  • It alienates personality types different from yours. This reduces collaboration, employee engagement, and the results you could achieve by diverse approaches.
  • It stops you from delivering superior customer experience. Customers expect ease and flexibility not your uniform rules and regulations they must follow.
  • When you must lead change in your organization, a culture of uniformity slows change. You might think if would speed change as everyone falls into line. People who work in and through diversity every day are practicing their change ability. This helps you lead change!



Leadership People Skills – 3 Temptations for Uniformity

In this 3 min leadership people skills video, I offer 3 reasons why leaders and managers are tempted to seek uniformity. This awareness provides you a better path. Add your thoughts in the comments section below!




Don’t let your leadership people skills be trapped by the comfort of uniformity. Seek consistently excellent results through diverse paths, people, and talents. Results through employee engagement and with customers will soar!

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

Related Post:
Leadership People Skills: Achieve Vision Through Values Not Ultimatums
Leadership, 5 Simple Moves to Engage Employees

©2013 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. 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. Kate also invites you to connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

People Skills Twitter Chat TOPIC: Conformity and Diversity Hashtag: #peopleskills

WHEN: Sunday Nov. 3, 2013 10AM ET. Reminder: Daylight Savings Time ends this weekend. If your state and/or country participates in daylight savings time, set your clocks back one hour!

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

Background on This Chat Topic

A certain amount of conformity is needed to form an organization of any type. Demanding too much conformity crushes individuality and loses the value of diverse talents. How do you find the right balance? This is what we will explore in people skills Twitter chat this Sunday November 3rd at 10am ET.



People Skills Twitter Chat Logo

People Skills Twitter Chat Nov. 3, 2013 TOPIC: Conformity and Diversity

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


Join People Skills Twitter Chat Sun. Nov. 3, 2013 10am ET.

Organizations today are embracing diversity through inclusion programs. Leaders are leading through employee engagement to tap diverse views and talents for success. This is progress. How can we keep this going and strengthen it? Let’s explore where and when the push to conform puts this at risk and how to prevent it?

Some questions that come to mind …

  • What is the difference between conformity and uniformity?
  • How can organizations create culture without stifling diversity?
  • Does diversity have to be labelled as non-conformist?
  • What tempts some leaders into demanding high levels of conformity?
  • Can individual conform without losing who they are? How?
  • How can we ensure that diversity is truly part of the culture?



These are just a few questions to get us thinking before we begin the people skills chat this Sunday! Actual questions will post during the chat.

So bring your personal perspective, all your experience, lots of curiosity, and your favorite beverage, and join us from around the globe for Twitter People Skills Chat this Sunday in the USA — Nov. 3, 2013 at 10am ET — to explore: Conformity and Diversity.!


I also invite you to continue this chat by joining the Google+ People Skills Community to be a part of all the people skills discussions not just on Sundays but everyday 24×7. If LinkedIn is your favorite social media platform, join us in our growing LinkedIn group: People Skills Succeed.



Shout Out of Gratitude

A special thanks to everyone who submitted questions for this chat. I am also very grateful to all those who participate each week and expand our understanding and view of people skills. Finally, a warm thank you to all who have suggested topics and co-hosted. I welcome new topic ideas and co-hosts as well!






Hope you will all join in the #PeopleSkills Twitter chat to explore Conformity and Diversity, this Sunday Nov. 3, 2013 10am ET/7am PT.

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







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

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


Chat with you this Sunday Nov. 3, 2013 10am ET in #PeopleSkills Twitter Chat: Conformity and Diversity!


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™

©2013 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. 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. Kate also invites you to connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

Leaders, people skills are critical to success. Yet in a demanding business pace, people skills are often last on the learning list.

Luckily leaders and teams can build proficient people skills while attending to critical business. The proficiency starts with attitude and flows into people skills behavior!


People Skills: Image is Light Bulb

Leaders, 12 Essential Thoughts to Proficient People Skills Image by:Sean MacEntee

Image by: Sean MacEntee via Flickr Creative Commons License.

Proficient People Skills: Hold and Use These 12 Thoughts


  1. An open mind creates phenomenal results.

    Most people feel respected, honored, and uplifted by an open mind. Both in output and in morale, it produces positive results. There are some exceptions yet overall it is a winning thought. Build proficient people skills from an open mind.


  2. Cultural awareness strengthens people skills and results.

    We are global while local. Technology connects us yet we must be able to build upon that. Would you want to reconnect with people who showed no awareness of your world? Strengthen the proficiency of your people skills through learning about different cultures.


  3. Personal integrity gives you tremendous influence.

    When you own your mistakes, offer apologies with no excuses, and constantly improve your self-awareness, your people skills will naturally shine.


  4. Teams strengthen a leader’s reality.

    When we remember that our vision, understanding, and experience gains momentum with a team’s perspective, we are more likely to respect their input and collaboration. Build proficient people skills from this awareness.


  5. Understanding people leads to influence.

    Most leadership is actually influence in action. To effectively influence others — team members, customers, and even your boss — understand what they care about. Knowledge of others builds proficient people skills.


  6. Know when your people skills naturally shine.

    Complete this sentence: I am best at people skills when ____________________________. Identify when you usually interact well with others. Is it when you are happy? Confident? Relieved? Celebrating? Respected? In need? In difficulty? When is it? Capture what you do during these times and apply it across the board. Your natural pattern can build proficient people skills.


  7. People skills deliver in tough times.

    Contrary to popular belief, people skills are not a sign of weakness. In tough times you can draw on the good will you have built through people skills to deliver otherwise unachievable results. “Because of our long standing relationship, I’ll do it for you.” That’s an homage to your great people skills!


  8. People skills are not just for extroverts.

    If you are more introverted than extroverted, repaint the image you have about people skills. It is not about gregarious, outspoken, high energy behavior. People skills is stepping outside of your own perspective to understand and interact effectively with others. High extroverts have just as much adaptation to make as introverts. Both can succeed if they seek to understand.


  9. Bonds are not bondage.

    Many leaders having a driver personality crave end results not relationships. In fact, many believe that bonds with others are a detour to success and a trap that stops them just short of the finish line. Yet unless these leaders truly do everything themselves to reach success, bonds with others are the road to the finish line. Knowing the difference between bonds and bondage builds proficient people skills.


  10. Finding fault stops progress; finding solutions ignites success.

    One of the riskiest people skills moments for leaders is during a crisis or failure. That trigger voice that says: “Who’s at fault?” can bury future collaboration forever. Great people skills can guide the organization back to success and to a culture of accountability. A focus on success, not blame, can build proficient people skills.


  11. If you overlook team problems, success overlooks your teams.

    Morale matters. It impacts results. Team member people skills affect morale of the team and the results of the organization. “They are not children. Let them work it out themselves.” These beliefs cost the organization money and sacrifice success. Accept the truth about morale and you build proficient people skills.


  12. Get over being comfortable; get versatile.

    Global business success requires constant growth which means the discomfort of change. Focus on the versatility that people skills bring to your success and you will build proficient people skills!



Thoughts drive behavior and create a chain of reactions. Hold these thoughts about people skills and build valuable bonds that strengthen results.


Which of these thoughts rings strongest to you? Or would you add to or delete something from this list?



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


Related Posts:
Leaders, 10 Ways to Ignite Greatness Without Leaving Scars
3 Moments When Your People Skills Can Fail & How to Avoid That

©2011-13 Kate Nasser, CAS, Inc. Somerville, NJ. If you want to re-post or republish the content of this post, please first email info@katenasser.com for terms of use. Thank you for respecting intellectual capital.


Kate Nasser, The People-Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, customer service, customer experience, and teamwork. She turns interaction obstacles into business success. See this site for workshop outlines, keynote footage, and customer results. Kate also invites you to connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

People Skills Twitter Chat TOPIC: Forgiveness, Leadership, & Learning. Hashtag: #peopleskills

WHEN: Sunday Oct. 20, 2013 10AM EDT.

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

Background on This Chat Topic

When we think of leaders at work, do we think of their forgiveness? In everyday life, forgiveness is often held as a high ideal. Is it seen this way in business and the workplace? Or does that produce less than stellar results and a lazy workforce?

These are the questions that Chantal Bechervaise, HR professional and leadership blogger, raised that produced this Twitter chat idea. Chantal is a voracious life long learner and invites your discussions on leadership issues.


People Skills Twitter Chat Logo

People Skills Twitter Chat Oct. 20, 2013 TOPIC: Forgiveness, Leadership, Learning.

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


Join People Skills Twitter Chat Sun. Oct. 20, 2013 10am EDT.

We will explore forgiveness in leadership and its connections to learning and performance. Some thoughts to ponder …

  • What role, if any, does forgiveness play in leadership at work? Has this changed over time?
  • How does forgiveness affect learning, morale, and results?
  • What is the difference between forgiveness and letting people slide?
  • In what situations at work, if any, does forgiveness play a critical role?
  • How does forgiveness affect a leader’s objectivity and ability to lead?



These are just a few questions to get us thinking before we begin the people skills chat this Sunday! Actual questions will post during the chat.

So bring your personal perspective, all your experience, lots of curiosity, and your favorite beverage, and join us from around the globe for Twitter People Skills Chat this Sunday in the USA — Oct. 20, 2013 at 10am EDT — to explore: Forgiveness, Leadership, and Learning!


I also invite you to continue this chat by joining the Google+ People Skills Community to be a part of all the people skills discussions not just on Sundays but everyday 24×7. If LinkedIn is your favorite social media platform, join us in our growing LinkedIn group: People Skills Succeed.



Shout Out of Gratitude

A huge thanks Chantal Bechervaise for this week’s topic. I am also very grateful to all those who participate each week and expand our understanding and view of people skills. Finally, a warm thank you to all who have suggested topics and co-hosted. I welcome new topic ideas and co-hosts as well!






Hope you will all join in the #PeopleSkills Twitter chat to explore Leadership, Forgiveness, and Learning, this Sunday Oct. 20, 2013 10am EDT/7am PDT.

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







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

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


Chat with you this Sunday Oct. 20, 2013 10am EDT in #PeopleSkills Twitter Chat: Forgiveness, Leadership, Learning.


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™

©2013 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. 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. Kate invites you to also connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

Leadership People Skills: Vision & Values Not Ultimatums
 

Leadership People Skills: Image is 3 Gold Rings Connected

Leadership People Skills: Respect, Honor, Engage. Image via Istock.com.

Image licensed from Istock.com


We applaud leaders with strong clear vision. We applaud them if they can communicate it in a way that respects, engages, and influences others vs. browbeating them.

We disengage from leaders with poor leadership people skills no matter how incredible the vision. The vision then slows, fades, or dies altogether.

 

Leadership people skills aren’t fluff!

They are the expression of values vs. ultimatums.

They respect, honor, and engage people to realize the vision.


Leadership People Skills: What Threatens Their Greatness?

Today’s leaders have embraced leadership people skills as critical to success. Many realize the importance of emotional intelligence and social acumen to engage others. They are working to find the balance between their commitment for their vision AND engaging others to commit.


Here’s what can trip up great leadership people skills:

  1. Unshared Values.
  2. Without shared values, what connects people? Sometimes dire need and life/death situations bind people together. Yet beyond true crises, absence of shared values is a huge void that disengages. A common goal is not enough!

    Leaders, what values do you and your employees or constituents share? If you can’t easily answer that, make this a priority. Else it will plague every interaction and slow results.


  3. Feeling Trapped.
  4. When leaders feel trapped in tough moments, they often resort to combative negative replies. It’s a common human response. When Governor Chris Christie of NJ was making reforms to the public schools, one unhappy constituent asked him “Where do your kids go to school?” His reply: None of your business where they go to school. (His children go to parochial schools.) His reply was most likely driven by the “uh oh” moment. Trapped in a possible contradiction.

    Avoid the trap by using a basic tenet, empathize before you analyze. It stops the negative response. In this example, his response would be something like: “I can see that these reforms are tough right now. I know they will lead to better education through a sound financial base. As a Catholic, I choose to send my kids to parochial school. As governor, I work toward better education for everyone.” Leadership people skills allow you to overcome the trap of anger by giving empathy. Clear thinking flows from there.


  5. High Need for Control.
  6. The stronger the need for control, the greater the chance your leadership people skills will suffer. Fear of sharing power stops listening and that disengages others. It brings leaders to mistake listening for capitulation. Listening is the pathway to engaging others. Basic logic: With listening you see how others think. With this information, you can inspire, influence, and increase commitment to your vision.

    Leaders, replace the need to be right with the success of influence!



Take some time and answer these two questions:

  • When do my leadership people skills naturally shine?
  • When do they fail me, the people I lead, and the vision?



Note how you respond in the good times. You can apply your natural pattern to most situations. You need only be aware of what triggers your outbursts and ultimatums. Replace those responses with empathy for those involved and insight to influence them.


Outstanding leadership people skills are not fluff! They respect, honor, and engage everyone to reach the vision.


What examples of outstanding leadership people skills would you like to share here?


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

Related Post:
Leaders, 10 Essential Thoughts to Proficient People Skills
12 Most Beneficial People Skills to Succeed When You Have Little Power

©2013 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. 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. Kate also invites you to connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

People Skills Twitter Chat TOPIC: People Skills to Get Promoted at Work Hashtag: #peopleskills

WHEN: Sunday Oct. 13, 2013 10AM EDT.

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

Background on This Chat Topic

After many decades of focus primarily on occupational skills, people skills are now considered vital at work. Most everyone values people skills in their peers and colleagues. It makes for easy interaction.

They key questions is: Do leaders value people skills when deciding whom they will promote?


People Skills Twitter Chat Logo

People Skills Twitter Chat Oct. 13, 2013 TOPIC: #Peopleskills to Get Promoted.

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


Join People Skills Twitter Chat Sun. Oct. 13, 2013 10am EDT.

This people skills chat topic was suggested by Hoda Maalouf, PhD, associate professor, lecturer, department chair, and student adviser.

I think Hoda has suggested a topic that everyone thinks about and it will make for a valuable and lively chat. As soon as she suggested it, my mind started to wonder …

  • Are the people skills for work promotion different in various cultures? Or has the global focus minimized differences?
  • What people skills do we most value in our peers? Do you want different people skills from our leaders?
  • How has the definition of leader changed over the years and what impact has that had on people skills required for leadership?
  • What people skills must we learn and use to get promoted at work?
  • What role does gender play in how we define great people skills needed to earn a promotion?



These are just a few questions to get us thinking before we begin the people skills chat this Sunday! Actual questions will post during the chat.

So bring your personal perspective, all your experience, lots of curiosity, and your favorite beverage, and join us from around the globe this Sunday in the USA — Oct. 13, 2013 at 10am EDT — to explore: People Skills Needed to Get Promoted!


I also invite you to continue this chat by joining the Google+ People Skills Community to be a part of all the people skills discussions not just on Sundays but everyday 24×7. If LinkedIn is your favorite social media platform, join us in our growing LinkedIn group: People Skills Succeed.



Shout Out of Gratitude

A huge thanks Hoda Maalouf for this week’s topic. I am also very grateful to all those who participate each week and expand our understanding and view of people skills. Finally, a warm thank you to all who have suggested topics and co-hosted. I welcome new topic ideas and co-hosts as well!






Hope you will all join in the #PeopleSkills Twitter chat to explore People Skills to Get Promoted, this Sunday Oct. 13, 2013 10am EDT/7am PDT.

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







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

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


Chat with you this Sunday Oct. 13, 2013 10am EDT in #PeopleSkills Twitter Chat: People Skills to Get Promoted.


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™

©2013 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. 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. Kate invites you to also connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

Hiring Interviews: The Weakness of the Weakness Question

As I read yet another article on how to respond to the classic interview question What’s Your Weakness, I was struck by the mis-logic behind this question.

 

Here’s the troublesome hiring belief:

“If the candidate has made it to this point in the interview process, I have already assessed them, which means that I have a good idea of what their weaknesses are. I just want to know if they know it too.”

 

Hiring Interview Question: Image is an Optical Illusion

Hiring Interview Question: Matter of Perspective

Wait a minute. A weakness is not a fact. It is defined by the situation.


Weakness is one setting is a strength in another.

In an entrepreneurial culture, freewheeling creative bursts are a strength. In a structured procedural culture, they are seen as a lack of focus — i.e. a weakness. It’s all in how your look at it. It is a matter of seeing — not knowing.

 

The logic gap is that you are expecting job applicants — from the outside — to see things exactly the way you do from the inside!

 

Also, choosing and using the word weakness broadcasts a negative culture.  Top talent often want to work in a positive environment that sees and embraces diverse views! They may reject your employment offer.




Hiring: Replace the Weakness Question w/ This


“Given what you know about our company and culture, which of your skills and behaviors would you change and improve to be of greatest value to us?”


Advantage of This Hiring Question

  • Its clarity shows good faith and removes the ‘trick question’ feeling of mistrust.
  • It is has a positive focus (improvement) vs. a negative one (weakness) and still determines whether the job applicants are self-aware.
  • It allows job applicants to position self-improvement as a commitment to your company. This is a one great way to see how committed they are to change and growth.
  • It positions your company as smart and open-minded instead of arrogant and close-minded.




Words matter. Questions matter. They communicate beliefs.

In your hiring interviews, what do your questions say about your company? Hopefully that you are aware of diversity in the world and pose questions to find the best fit for your company!

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


Related post: Leaders & Managers: Proving Need Not Stop the Improving

©2013 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. 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. Kate also invites you to connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

People skills Twitter Chat TOPIC: Assertiveness Hashtag: #peopleskills

WHEN: Sunday Oct. 6, 2013 10AM EDT.

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

Background on This Chat Topic

People often think of people skills as the opposite of assertiveness. Not true!! This belief may flourish when defining assertiveness as getting what you want. Well that isn’t what assertiveness really is.


People Skills Twitter Chat Logo

People Skills Twitter Chat Oct. 6, 2013 TOPIC: Assertiveness

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


Join People Skills Twitter Chat Sun. Oct. 6, 2013 10am EDT.

My co-host for this chat will be Guillaume Gevrey, cross cultural OD consultant whose latest blog post, 4 Steps to Being More Assertive was the inspiration for this Sunday’s people skills chat.

What is assertiveness and how can it make for good relationships AND great results?

  • What is assertiveness?
  • How is it different from aggressiveness and domination?
  • How do you feel around an assertive person? Really?
  • What role does listening play in assertiveness?
  • How does self-esteem play into assertiveness?
  • Can we be understanding and compassionate of others’ needs and still be assertive?
  • How do cultural differences define and deal with assertiveness differently?



These are just a few questions to get us thinking before we begin the people skills chat this Sunday!

So bring your personal perspective, your favorite beverage, and join us from around the globe this Sunday in the USA — Oct. 6, 2013 at 10am EDT — to explore Assertiveness and People skills.


I also invite you to continue this chat by joining the Google+ People Skills Community to be a part of all the people skills discussions not just on Sundays but everyday 24×7.



Shout Out of Gratitude

A huge thanks Guillaume Gevrey for this week’s topic. I am also very grateful to all those who participate each week and expand our understanding and view of people skills. Finally, a warm thank you to all who have suggested topics and co-hosted. I welcome new topic ideas and co-hosts as well!






Hope you will all join in the #PeopleSkills Twitter chat to explore Assertiveness and People Skills, this Sunday Oct. 6, 2013 10am EDT/7am PDT.

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







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

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


Chat with you this Sunday Oct. 6, 2013 10am EDT in #PeopleSkills Twitter Chat: Assertiveness and People Skills.


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

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

©2013 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. 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. Kate invites you to also connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

Leadership: 5 Easy Shifts to Engage Employees in Tough Times
 

Leadership behaviors affect morale and results. In tough times, they have an even greater effect. Employees may already feel disheartened by conditions.

How leaders behave can uplift and engage employees or demoralize them even further. Don’t downshift employees’ morale.


Make these 5 simple and powerful shifts to engage employees especially during tough times.


Leadership: Image is 5 speed gear shift

Leadership: 5 Simple Moves to Engage Employees. Image by Travelling_Artist.

Image by Travelling_Artist via Flickr Creative Commons License.

Leadership: 5 Easy Shifts to Ignite Employee Commitment

The behavior of leaders and managers at all levels, including supervisors, team leads, and project managers, shapes culture and outcomes. Leaders who see their own behavior clearly and shift to engage employees transform results.


  1. Shift from Dreaming to Optimistic Realism.

    The idea leader, aka the dreamer or inventor, is priceless in start-up mode. In do more with less times, uncontrolled dreaming can drive employees mad. They already feel overwhelmed and under-achieved. More ideas and dreams bury them.

    Shift to optimistic realism and give employees the light of day. It ignites their commitment to tangible results.


  2. Shift from No Risk Taking to Courageous Action.

    Risk averse leaders trap themselves and others in perfectionism. Their “prove it before you do it” demand, handcuffs employees’ ability to produce. It strangles morale. In tough times, it can crush an organization’s success.

    Leadership must show the courage to succeed. Shift from fear of risk taking to courageous action. Lift everyone up to success.


  3. Shift from Addicted to Procedure to Results Focused.

    Leaders and managers at the middle and front line areas, often intensify their focus on procedures in tough times. It gives them a sense of security. However, addiction to procedure dis-empowers employees. They disengage as leaders harp on procedure instead of inspiring on vision.

    Standard operating procedure keeps everyone in the trouble of the present. Shift employees forward. Highlight the vision, the innovative path, and the focus on results.


  4. Shift from Having to Be Right to Open-Minded Learning.

    Humility, the confident search for knowledge and respect for others’ views and contributions, lifts everyone up. A leader’s insecurity and having to be right drains the employees’ spirit and strength.

    Practice humility in leadership. Shift from know-it-all behavior to generous open-minded learning. Watch all your employees respect your emotional intelligence. See them engage even in the toughest times.


  5. Shift from Bullying to Respectful Strength.

    Believe it or not, good leaders can temporarily slip into bullying behavior when their own fear takes over. It can happen in tough moments. Emotion conquers insight and wham … leaders bully. Bullying silences employees and shuts down initiative and engagement.

    Shift from emotional reactions to emotional self-awareness. If you are strong enough to bully, you strong enough to show respect.

    Take time at the beginning of the day to write down your emotional triggers. Note what scares you and what annoys you? Have employees do the same thing. Discuss these openly. You will shift from a culture of bullying to one of emotionally intelligent leadership and engagement.





Emotionally self-aware leaders are good at adapting.



They shift to bring out the best in others.



They engage employees’ commitment.




How are you doing? What tough moments do you want to pose here in the comments section? I’m here to help. Let’s explore together!

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

Related Posts:
Leadership Optimism: Dreaming, Denial, or Discovery
Employee Engagement: 10 Ways to Ignite Greatness Without Leaving Scars
Leadership: True Employee Engagement – Appreciate & Recognize

©2013 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. 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. Kate also invites you to connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

People skills Twitter Chat TOPIC: Optimism & Attitude Hashtag: #peopleskills

WHEN: Sunday Sept. 22, 2013 10AM EDT.

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

Background on This Chat Topic

Do you see optimism as something positive? Do your work colleagues, friends, and family agree with you? You might think this is a ridiculous question yet there are varying views on optimism. It affects interactions and thus worthwhile to explore.


People Skills Twitter Chat Logo

People Skills Twitter Chat Sept. 22, 2013: Optimism, Attitude, & #Peopleskills

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


Join People Skills Twitter Chat Sun. Sept. 22, 2013 10am EDT.

Some people dislike being around optimists. They see them as dreamers who quietly demand that others smile and be happy.

Others love them. They see optimists as inspirational thinkers who sustain others with hope as they work to make things better. Phew .. what a large gap in definition and perception! So let’s explore optimism and see if we can close the gap.

As we think ahead to Sunday’s people skills chat, questions come to mind:

  • Why does this gap exist? Pessimists, optimists, realists?
  • What is your definition of optimism?
  • How does optimism and inspiration relate or differ?
  • If you had to choose between being around optimists or non-optimists, which would you choose and why?
  • How does optimism make you feel?
  • How does optimism influence outcomes?
  • What effect does optimism have on people skills?



These are just some questions to get us thinking before we begin the people skills chat this Sunday.

So bring your personal perspective, your favorite beverage, and join us from around the globe this Sunday in the USA — Sept. 22, 2013 at 10am EDT — to explore Optimism, Attitude, and People skills.


I also invite you to continue this chat by joining the Google+ People Skills Community to be a part of all the people skills discussions not just on Sundays but everyday 24×7.



Shout Out of Gratitude

A huge thanks to all the newcomers to this chat and to those who participate each week and expand our understanding and view of people skills. Moreover, a warm thank you to all who have suggested topics and co-hosted. I welcome new topic ideas and co-hosts as well!






Hope you will all join in the #PeopleSkills Twitter chat to explore Optimism and Attitude, this Sunday Sept. 22, 2013 10am EDT/7am PDT.

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







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

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


Chat with you this Sunday Sept. 22, 2013 10am EDT in #PeopleSkills Twitter Chat: Optimism, Attitude, and People Skills.


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

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

©2013 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. 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. Kate invites you to also connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

Leadership Optimism: Are You Dreaming, Denying, or Discovering?


Leadership Optimism: Image is a sweet dreams sleep mask.

Leadership Optimism: Dreaming, Denial or Discovery Image licensed from Istock.com

Images licensed from Istock.com

Leadership optimism is popular today. Innovation, today’s business buzzword for success, is leadership optimism in action. Believe and conceive what is possible!

Yet, there are still many who see optimism as negative. As I read Optimism May Be Stifling Your Team in the Harvard Business Review, it struck me that the problem is not optimism. The problem is in the definition of leadership optimism!


Is Leadership Optimism:


Dreaming, Denial, or Discovery?



When optimism shuts out reality, it gets the label of dreaming and denial. When combined with reality it moves everyone forward with discovery. Sounds simple, right? Well it’s not so black and white. As a leader, how do you keep optimism real without it reverting to negative, pessimistic, hopeless thinking?

Leadership optimism: Image is eye chart w/ big E for explore.

Leadership Optimism: Discover and Explore. Image from Istock.com.

Leadership Optimism: Keeping it Real!

  1. Speak and Engage Feedback.

    In the Harvard Business Review article noted above, the leader kept saying to the team: “How hard can it be?” This is not actually an expression of optimism. It is a rhetorical question that indirectly tells the team to follow orders. It also denies the team members’ hard work and thus it not inspirational. Keep leadership optimism real by engaging the team’s ideas and honoring their efforts. “This goal is high. We’ve met remarkable challenges in the past. I believe we can do this. What will it take? What are the challenges. How will we meet them?”

  2. Encourage Healthy Skepticism not Pessimism.

    To prevent reality from turning into endless pessimism, illustrate the difference between healthy skepticism and pessimism. Health skepticism raises issues about tough challenges. It encourages diverse discussion and critical thinking. It helps to prevent groupthink. Pessimism is a negative expression of what isn’t possible. It comes across as complaining. It seeks to shut down healthy debate with rigid restatements of what isn’t possible.


  3. Separate Your Fears from the Vision.

    Are you afraid the teams will resist and not meet the vision? Do you feel pressure to meet financial goals or the expectations of your boss? All these fears can push you to block reality by dreaming and denying. Identify your fears and remind yourself “It’s a feeling not a fact.” This little statement has the power to keep you upbeat, inspirational, engaging discussion, and leading with true optimism.


  4. Communicate Vision and Listen to Reality.

    I witnessed one leader get the label “dreamy-eyed” because all he ever did was communicate new vision and ideas. He drove his leadership team crazy because he wouldn’t allow them time to follow through and implement. In truth, he was not practicing leadership optimism. He was actually indulging his personal preference for constant change. He even admitted to me that he loved change and hated status quo. Envision then listen so all can participate in success.



Optimism and realism nicely co-exist. They are powerful partners. They sustain each other by preventing the extreme of each.


Capture the power of both in communicating:

  • Discuss instead of mandate.
  • Engage to explore vs. declare to hide.
  • Practice patience in listening vs. frustration in fear.
  • Honor commitment, efforts, and achievements instead of denying the truth and proclaiming it’s easy.


What else harnesses the dual power of optimism and realism?



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

Related Post:
Leading Change: Are You Strong Enough Not to Leave Scars?
Optimism & Realism to Be the One to Succeed

©2013 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. 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 business success. See this site for workshop outlines, keynote footage, and customer results. Kate invites you to also connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

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 weekly in 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 for success at the intersection of talents, the gap disappears.



Leadership: Find the Generation Intersection!

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



We’ve all seen grand parents captivate their grand children with stories of the past. My young niece, upon hearing me tell funny stories about relatives that passed away before she was born, blurted out “tell more stories!” This after a long holiday meal where she was the only child at the table. You would think she would have been bored.

What common elements turn the generation gap into an intersection?

  • Positive, fun, upbeat, hopeful moments
  • Possibilities and abundance not exclusions and shortage
  • Mutual gain from respect of differences
  • 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 learn from these intersections?

  • Create positive opportunities for the generations to intersect.
  • Highlight the abundance of success that awaits instead of the tough times and narrowing opportunities.
  • 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 when youthful energy meets experience and wisdom, success is limitless.



Leadership, help the generations to intersect instead of focusing on the gap. The time is now! I have many team building exercises to make this happen. Just give me a call.


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 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. 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. Kate invites you to also connect with her on Google+, LinkedIn, and Twitter. She welcomes your interaction!

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