collaboration

The 12 People Skills of Remarkable Collaboration & Teamwork

In my latest post on LinkedIn, I highlight the 12 people skills you need to succeed when you don’t have official authority.

These are essential for cross teamwork, collaboration, ad hoc team interaction, project completion, team leadership, and career success!


12 People Skills. Image is circle of humans holding hands.

The 12 People Skills of Remarkable Collaboration & Teamwork. Image via Istock.com.

Image licensed via Istock.com

Develop & Excel: The 12 People Skills of Collaboration!

Read my latest on LinkedIn The 12 People Skills to Succeed Without Authority and watch your collaboration, teamwork, and career success multiply.

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.

This Week’s #Peopleskills Chat Topic – Moving From Conflict to Collaboration

WHEN/WHERE: Join us Sunday Dec. 7, 2014 on Twitter at 10AM ET. Hashtag: #peopleskills


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Conflict to Collaboration: The Journey to a Better Place

Join us Sunday Dec. 7th 10am ET to discuss conflict vs. collaboration.

Conflict to Collaboration: Image is People skills logo

Conflict to Collaboration: Image by KimbManson for Kate Nasser. All rights reserved.

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

How Can People Move From Conflict to Collaboration Sooner?

Throughout the world, conflict rages on. It makes me wonder, what does it take to either prevent conflict or move from conflict to collaboration sooner?

Some questions to get us thinking in advance:

  • Conflict – how do you define it?
  • Why does conflict erupt? How does it happen?
  • Collaboration – what image does it bring to your mind?
  • Opinion: Is it possible to accomplish the same things w/ collaboration that we could w/ conflict?
  • “Conflict is a good thing. It toughens people up.” Ag/ Disagree? Why is this such a popular belief?
  • Does society today promote bullying by saying conflict is good? Pls. explain.
  • Why do some people see collaborators as weak?
  • “Speak (walk) softly and carry a big stick.” ~Theodore Roosevelt Why/why not?
  • What role does humility play (if at all) in conflict and/or collaboration?
  • What does it take to move from conflict to collaboration?
  • What will it take to make collaboration and care more desirable than conflict?
  • How can people skills move people from conflict to collaboration sooner?



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


Bring your experience, curiosity, a beverage, and join the community on Sunday Dec. 7, 10am ET in People Skills Chat on Twitter (hashtag: #peopleskills). We will discuss moving from conflict to collaboration.


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 Dec. 7, 2014, 10am ET/7am PT to share your insights and perspective moving from conflict to collaboration.

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. Dec. 7, 2014, in global #peopleskills Twitter chat 10am ET to explore moving from conflict to collaboration.


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.

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:
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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.

Two Magical Words That Expand and Improve Interactions


Two Magical Words: Image is a magician's wand & hat.

Magical Words for Great Interactions and People Skills Source:Istock.com

Image licensed from Istock.com.

As you read the title of this post, you might immediately think of please and thank you as the two magical words for great people skills.  While they are critical for positive interactions, there are two magical words that supersede them by having an impact from just thinking them!

What do you think the two magical words are?


Click to reveal the two magical words their impact on teamwork, collaboration, and innovation.



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.

Millennials Success: 5 Ways to Be Included Not Just Recognized!


Millennials Success: Image is Gold puzzle pieces fitting together.

Millennials Success: Be Included Not Just Recognized Image via Istock.com.

Image licensed from Istock.com


I keep reading articles about what millennials want at work. For millennials success, my advice is …





Being recognized says, “We see you.” Being included says, “We need you and we trust you.” Millennials success, just like anyone’s, depends on being needed and trusted.

Millennials Success: 5 Ways to Be Included Not Just Recognized

Being different can get you recognized yet it won’t necessarily get you included or trusted. Differences create gaps that subconsciously trigger mistrust.

Flex and adapt to others and they will recognize AND include you. As you close the gaps, mistrust fades into comfort and eventually trust.

  1. Dress with some individual expression yet not too much. How you dress tells others whether you want to connect with them. Too different says, “Look how different I am.” Somewhat similar to others says, “Yes I want to connect.” As the saying goes, when in Rome, do as the Romans.

  2. Show your endurance and forbearance. Being needed and trusted grows from your ability to endure and tolerate situations (and people) you don’t like. Everyone faces a difficult road. Show emotional intelligence and willingness to work through others’ flaws.


  3. DifficultRoadsOftenLeadtoBeautifulDestinations


  4. Bring your exuberance and curiosity. Moderate your exuberance with curiosity about others. Too much of “here’s my view” without enough “what’s your view” will get you recognized but not needed, trusted, and included. Show true interest in others and you build empathy based trust.

  5. Offer your talents and technology know-how but don’t expect immediate acceptance. Millennials success comes from offering the new while valuing the status quo. Otherwise others may see you as a narrow-minded naive know-it-all.

  6. Act empowered not entitled. Empowerment gives; entitlement takes. Whom would you trust more? Someone who walks in asking others to do for them or someone who walks in contributing? Contributors become needed and trusted.



To do these things without resentment, remember that inclusion doesn’t mean assimilation. You can be included — needed and trusted — without being completely assimilated and fading into the background.


Inclusion doesn’t mean you lose you. It’s not …



Inclusion is not assimilation. You can still be you!

Inclusion is not assimilation. You can still be you!

Image via Robin Hood from Loxley




Whether starting a career or changing jobs, most people hope to be acknowledged. It’s wonderful to be recognized at work.


Yet being recognized is not enough. Being included signals that you are needed and also trusted for respecting and accommodating others. Eccentrics, celebrities, and upstarts are recognized yet not always trusted and seen as necessary.


For millennials success at work, be included. It’s far better than just being recognized!


Your turn: What else breeds career success?



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

Related Posts:
Career Communication: Too Much Playing Can Be Hazardous
The 8 Ins and Outs of Business People Skills
Courtesy Checklist: 10 Superior Ways to Lead, Serve, & Collaborate
Accountability: People Skills Secrets Revealed

©2014 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

Listening Beyond Our Boundaries: Risk Free Success!


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

Listening Beyond Our Boundaries. Image licensed from Istock.com

Image licensed from Istock.com


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

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


All we need to do is get started!


Listening Beyond Our Boundaries: 2 Minute Quick Start Video









When has listening beyond your boundaries created surprising results?

How can we help others to listen beyond their boundaries?

Or must everyone do it on their own?


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

Related Post:
Listening Responsibility: Listen While We Speak!

©2014 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

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


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


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



Leadership: Find the Generation Intersections!

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

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



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

What common elements turn the generation gap into an intersection?

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

Leadership Generations Intersection: Image is intersecting circles.

Leadership Generations Intersection Not Gap via Istock.com.




What can leadership do to create these intersections?

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




Images licensed from Istock.com

Why bother? Because …




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


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

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

©2013-2014 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

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

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


Do empowered employees believe they must go it alone?


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






Exceptional Empowerment: Image is flying statues.

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

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


Exceptional Empowerment: Include Input & Collaboration

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


“Don’t ask me. You’re empowered!”


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


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

 

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


Leadership Steps to Exceptional Empowerment

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

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

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

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





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


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



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

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

©2014 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

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

Teamwork Collaboration: Leaders, Is Your Competitive Spirit Killing It?


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

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

Image licensed via Istock.com


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


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





It doesn’t have to.



Teamwork Collaboration: Check Your Competitive Beliefs!

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

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

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


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

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


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

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

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




How well do you understand the collaborative mind?


Leaders inspire teamwork collaboration when they …

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

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

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

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

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








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


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

Which do you prefer as a leader?



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

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


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

©2014 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

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

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


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



Is Leadership a Contest?

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

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


Is Leadership a Contest? Image is People skills logo

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


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

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

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

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

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



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



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


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



Shout Out of Gratitude

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

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






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

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






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

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


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



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

©2014 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

Making Aggression Unacceptable is our people skills chat topic this Sunday.

WHEN/WHERE: Join us Sunday July 27, 2014 on Twitter at 10AM EDT. Hashtag: #peopleskills


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



Making Aggression Unacceptable: Is It Possible With People Skills?

Aggression is all around us in the world right now. Politics aside, we wonder how can we make aggression unacceptable? How can we overcome the tendency for aggression and focus on productive peace?

Joining me as co-host for this discussion on making aggression unacceptable will be Dave Moore, founder of the The Moore Consortium. Dave hails from UK and reaches around the globe with his human potential transformation workshops (#HPTTransformation).


Making Aggression Unacceptable. Image is People skills logo

Making Aggression Unacceptable. Image by KimbManson for Kate Nasser. All rights reserved.


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

Making Aggression Unacceptable: Is It Desirable & Possible?

Dave Moore and I had several discussions as we wondered if the topic was viable and desirable for a people skills chat.

Although it took us longer than usual to formulate it, we never swayed from the importance of the topic of making aggression unacceptable. So we turn this Sunday to all the people skills chat participants to add their voice and dig deeper into this vision.

We can explore, from many aspects, making aggression unacceptable. We invite you to lend your perspective without politics to this topic that touches all of humanity. Some questions to get us thinking in advance of Sunday’s #Peopleskills Twitter chat:

  • What is your definition of aggression? Violence?
  • How does it differ from a competitive spirit?
  • Do you see life as individual existence or connectedness? Competition or collaboration?
  • How does that affect views about aggression, if at all?
  • Why do you think aggression is so common in the world today?
  • If trust doesn’t exist, is aggression inevitable?
  • What does harmony represent to you: Success, happiness, or sacrifice/loss?
  • How can we as humans bring a powerful voice of peace to everyday life?
  • Destruction/violence: What can we do in the face of it?
  • How can we make people skills the preferred choice over aggression?



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



So bring your personal perspective, your experience, a beverage, and join the community on Sunday July 27, 2014, 10am EDT in People Skills Chat on Twitter (hashtag: #peopleskills). Share your creative views and experience in our people skills chat about making aggression unacceptable.


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



Shout Out of Gratitude

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

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






Hope you will all join our People Skills Chat on Twitter (#peopleskills) this Sunday July 27, 2014, 10am EDT/7am PDT to share your insights, perspective, and experience on making aggression unacceptable. This will not be about politics. Our focus is about humanity and peace.

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






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

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


Connect with you this Sun. July 27, 2014, 10am EDT in our People Skills Global Twitter Chat about making aggression unacceptable.

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.

Emotional Intelligence Impulse Control – Sunday’s People Skills Twitter Chat Topic

WHEN: Join us Sunday April 6, 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.



Background on Emotional Intelligence Impulse Control

Balance is very important in developing relationships both at work and in everyday life. When we act purely on our own impulses, others may see us self-absorbed, insensitive, and in extreme cases, socially misfit. Yet the key question is, where is the balance point? How can we each control our impulses to respect others and still be authentically ourselves?

Join us Sunday April 6, 2014, 10am EDT in #peopleskills Twitter chat to explore emotional intelligence and impulse control. My co-hosts will be Ed Hennessy (@Leadershipcall) and Chris Hennessy (@EIInspired).



Emotional Intelligence Impulse Control Twitter Chat: People skills logo

Emotional Intelligence Impulse Control Twitter Chat. Image by KimbManson for Kate Nasser. All rights reserved.

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


People Skills Twitter Chat: Emotional Intelligence Impulse Control

Work interactions — especially collaboration and teamwork — require both self-restraint and giving. When team members act purely on impulse, their actions impact others. When they mostly overlook others’ needs to play out their view, the results can be disastrous.

Join us in global people skills Twitter chat (#Peopleskills) this Sunday April 6th at 10am EDT to explore the delicate balance of emotional intelligence impulse control. Some questions to get us thinking in advance:

  • How do you define impulsive behavior?
  • What emotions trigger impulsive behaviors?
  • How do you typically deal with an impulse to act?
  • In what situations is reacting impulsively a positive?
  • How does someone’s low impulse control impact you?
  • How might your impulsive behavior impact others & relationships?
  • What are some ways we can improve our impulse control?



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

So bring your personal perspective, your favorite beverage, and join me and the people skills global chat community this Sunday April 6, 2014, 10am EDT on Twitter (hashtag: #peopleskills) to explore People Skills: Emotional Intelligence Impulse Control.


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 chat 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 the community and chat moderators Chantal Bechervaise, Dave Moore, Hoda Maalouf, Tom Rhodes, and Tracy Shroyer. and this week’s co-hosts Ed & Chris Hennessy.






Hope you will all join People Skills Global Twitter Chat (#peopleskills) this Sunday April 6, 2014, 10am EDT/7am PDT to explore People Skills: Emotional Intelligence Impulse Control.

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.


Chat with you this Sun. April 6, 2014, 10am EDT in people skills global Twitter chat to explore People Skills: Emotional Intelligence Impulse Control


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.

Business People Skills: Can You See Your Ins & Outs? Others Can!


Business People Skills: Image is multi-color sign words are connection openness.

Business People Skills: Welcome In or Stay Out? Image by PSD via Flickr.

Grateful for image by PSD via Flickr Creative Commons License.

Business People Skills: People Can See If You Are Letting Them In

Many actions tell people if you truly want to connect with them or keep them at a distance. It matters in leadership and teamwork. It very much matters with customers. What signals are you sending? “Yes, let’s work together?” or “I’m not so interested.”


Have any of the following behaviors hurt your business people skills? They are easy to check and to keep in check. The effort is well worth it. Success comes with others — not alone.



  1. Mentioned in 2 minute video above.
  2. Mentioned in video above.
  3. Mentioned in video above.

  4. The need to be right. When people must have last word on everything, they come across as insecure, even arrogant. They are also sending the message — stay out! Closed-minded portrays as closed off. How do your business people skills portray you?

  5. Too much talking or too much silence. When people talk and talk and talk, it paints them as self-absorbed. It also communicates “stay out”. Too much silence can paint the same picture and send the same message. Many mistakenly believe that silence shows incredible interest and welcomes others in. Yet, silence isn’t always golden. It can also seem like disinterest. Seek balance. Engage in dialogue.

  6. Lots of absolutes and generalizations. Absolutes are rarely true. They often discourage discussion and connection. Generalizations about people also shut out connection and learning. Treat each person as the unique individual they are. Learn about them. It says “Let’s engage.” That portrays great business people skills.

  7. Being distracted & multitasking. When people don’t give their full attention, the message is partially — stay out. No matter how great the claim about their ability to multitask, the message they are sending is far from welcome. If you give partial attention, you are communicating a “stay out” message. Apologize for being distracted and refocus. That says “I welcome you in.”

  8. Immediately redirecting people to written material. I’ve seen this frequently in online networking. I receive a LinkedIn invitation to join someone’s network. I initially look at the person’s profile to learn more about them. If I accept the invitation, I send a thank you message highlighting something from their profile and asking them some questions to learn more. More than once, I got this reply: “The best way to learn more about me is to go to my website.”

    Really? Instead of interacting and learning about each other? The business people skills message was: “I don’t want to interact.” Then why invite people to join your network? Do you want to welcome people in or keep them out? Engage in discussion to network and uncover new business opportunities!



When a situation calls for extreme caution, it’s wise to be slow to trust. Yet closed off with no trust can’t reveal whom you can trust. Business people skills can light the way and do just that!






Do your business people skills more often welcome people in or keep them out?



What tips will you add to the list from your world of connections?


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

Related Posts:
Avoid These 8 Common Causes of Business People Skills Mistakes
Career Success: Are You Rockin’ w/ These 13 People Skills
12 Signs You Have to Be Right! on Alli Polin’s Break The Frame blog.

©2014 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

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