collaboration

Leadership Dilemma: Self-Serving Team Members

One of my customers, a strong leader, described this leadership dilemma to me:

A team member who produced results with the other team members had fallen very ill. Let’s call this team member “Reach”.

When the leader approached the team members for a show of empathy, cards, flowers, and other help for “Reach”, many team members quietly avoided the subject and some clearly declined.

Leadership Dilemma: Image is a skyscraper type structure.

Leadership Dilemma: Self-Serving High Performing Team Member Image by: ErickGonzalez50

Image by ErickGonzalez50 via Flickr Creative Commons License.


The concerned leader asked me to speak with the team members to learn more about the situation and what he had missed. He wanted to know how to lead better in the future. I agreed and asked the leader to think about his definition of teamwork.

Inside the Team Members’ Perspective

  1. Reach was well-known for saying things like: “Always associate with people better than you to achieve success.” The team members wondered who Reach was referring to? Meanwhile, they perceived Reach overlooking them while always looking up.

  2. Reach helped himself grow — he didn’t help others to grow. He was also well-known for saying, “people give and help because they want to. They shouldn’t expect anything in return.”

  3. Did they ever speak to the leader about Reach’s attitude? Two team members reported they had separately spoken to the leader who refocused the discussion on Reach’s work contribution and results. As they compared notes of the leader’s outlook — which they shared with the rest of the team — they all felt is was futile to raise the subject again with the leader.

  4. How had they been able to produce results with Reach while having these negative feelings? Interestingly, they had completely shut out personal feelings for Reach and focused only on results.

  5. When the leader approached them for empathy, cards, flowers and other help for Reach, they were shocked. They had accepted the leader’s results only focus and said they felt both confused and betrayed by his call for personal help for Reach. Neither Reach nor the leader had cared about them. They asked me: What is the leader’s definition of teamwork? Purely getting the job done or caring for and helping each other to get the job done?


I reported my findings to the leader (without identifying who said what). The leader was stunned to learn that the team members saw Reach as a self-serving opportunist. I asked the leader for his definition of teamwork? He told me he always believed that teamwork included caring and helping each other to grow.

When I asked him about results only focus regarding Reach, he confessed he didn’t know what else to say/do when the team members came to him about Reach’s attitude. He didn’t see himself as a psychologist. He faced a leadership dilemma and quickly fell back into a traditional results only focus.


Leadership Dilemma: People Skills Lessons Learned

    Results only focus has at least one benefit and one risk. The short term benefit is clear. The risk is blindness to plummeting morale that can affect future work results.
    Fear can mesmerize and stop a leader from growing. The team members had courageously approached the leader; the leader panicked in fear and took the easy way out — avoidance.
    Awareness and listening are critical leadership skills. Reach was well-known for saying things that this leader never caught. Even if Reach hadn’t said them in front of the leader, team members reported it to him. He then got stuck in his leadership dilemma.
    It isn’t enough for a leader to let the team define teamwork. The leader must contribute to the definition. The leader is part of the team. They all must live it. The leader’s expectations of teamwork are critical in difficult times. It replaces a leadership dilemma with shared definitions and successful actions.


What other lessons do you glean from this leadership dilemma?

What else stops leaders from addressing opportunistic team member behavior?



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

Related Posts:
Leadership Dilemma: Can You Spot Self-Serving Mavericks?
Teamwork Productivity: 21 Reasons People Can’t Automatically Get Along
Teamwork Persona: Are You Somone Others Want to Work With?
18 Things Respected Well Liked Leaders Consistently Do


©2016 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, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™

Leadership Reawakening: People Not Processes Create & Innovate

Leaders, has your organization fallen in love with processes? Do you label them best practices and rely on them heavily? Processes can ensure uniformity of results. Advantageous for the now and dangerous for the future.

It’s time to rethink this. It’s time for a leadership reawakening that ignites employee innovation not preserves the established process.



Leadership Reawakening: Image is of business people in meeting w/ flow chart on wall.

Leadership Reawakening: People Not Processes Create & Innovate Image by Erin Sparking via Flickr.

Image by Erin Sparling via Flickr Creative Commons License.


Uniformity of results to many represents the ideal — no possible failure. It’s alluring and almost addictive. The processes expand to prevent every possible deviation. Excessive documentation to prove everyone followed the process takes up more and more time. Sometimes the mission of the company deviates from the initial vision and becomes one of sustaining the process.



Companies are not the only organizations susceptible to this addiction to process. One of my online management colleagues Khalid Abdulla found and posted this TED talk on fixing Social Services. A powerful talk by Hilary Cottam about the results they created when she and colleagues broke through addiction they witnessed by breaking process with an innovative approach. It was a true leadership reawakening through innovation with remarkable results.






Leadership Reawakening: For Innovation, Focus on People Not Processes

Leaders, ask yourselves: Are you mission driven or process driven? Does your leadership keep the company alive or mostly the processes?

Reawaken your leadership focus on people not processes!

  • Engage and train people to question and interact to create and innovate. If your onboarding schedule is full of process training, add workshops about innovating and improving.
  • Have expiration dates on processes. Prior to the expiration date, teams review and change processes to reflect the innovations they have created.
  • Better yet, start every team interaction with innovation not the process is. Create a summary of approach for that innovation instead of codifying a process that takes on a life of its own.
  • Replace silos with cross teamwork. Processes are often put into place to make one team’s operations clear to other teams. Innovation sessions that include different teams reduce the need for fixed inflexible processes that top innovation.
  • Ask your employees for ideas on how to overcome addiction to process and breathe new life into innovation. If your organization has become process driven, you must initiate this request and kindle their creativity.


Ignite a leadership reawakening in yourself and creative innovation in your employees. Elevate questioning over following process. Fire up their passion for excellence not their addiction to process.




Where have you seen innovation conquer process addiction?



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

Related Posts:
10 Reasons Why Hardwiring Patient Experience Best Practices Will Make You Average by @chaisecamp
Leadership Innovation Blocks: Which Ones of These Are Stopping You?
Leadership Reawakening: Make It Easier to Innovate Than to Complain and Stay the Same

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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



QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™

A Salute to the Second Bananas in the Workplace!


So much focus is put on leadership, we run the risk of overlooking the incredibly wide range of talents in everyone — just waiting to be developed more.


25 Incredibly Valuable Talents to Recognize, Honor, and Develop




People who strive for a leadership position are held in higher esteem than those who do not. A second-class message lingers about employees who do not strive to move up the ladder — despite their vast talents and contributions.

We can replace this misguided culture with one that values all the talents of the entire team.



The benefits to the organization and employees abound.

  • Retention of high performing team members and their knowledge and finely honed teamwork.
  • An abundance mentality rather than a fight for the leadership spots.
  • A flourishing collaboration as people experience true recognition rather than a skew toward those who strive for the title of leader.



This is the zone of true employee engagement. It highlights contributions not just as tests for future leadership slots but also as a celebration of everyone’s talents and contributions. People can grow and excel at what they do well rather than feign interest in a leadership position to avoid being seen as an underachiever.

25 Incredibly Valuable Talents to Honor & Celebrate

In addition to occupational skills and business knowledge, people have natural talents and people skills abilities that deliver success to the organization.


  1. A great collaborator. Those who have natural collaboration skills or have developed them through years of work are a definite asset to any team.
  2. A memory bank. Even the greatest computers don’t replace someone with a memory for BOTH what has transpired AND the human impact and reaction to it. This memory bank becomes the team’s intuition and collective gut for in-the-moment decisions.
  3. A motivator. Those who inspire themselves and others to higher levels bring every organization to un-imagined success.
  4. A velvet truth teller. These naturals at speaking the truth honestly not brutally deliver the soft strength of trust to an organization and its pursuits.
  5. A creative. Having a creative on a team whose function is not primarily creative expands the team’s capacity to work on non-standard requests and its ability to work with creative departments.
  6. An innovator. Those who love and deliver innovation fuel evolution and prevent the failure that comes from inertia and resistance to change.
  7. A supporter. Supporters naturally anticipate needs, fill gaps, and often excel at last minute problem solving. Valuable for any team.
  8. An empathizer. Teamwork needs more than occupational skills to succeed. It needs people with emotional intelligence who can sustain each other. An empathizer does this easily and well and helps all to rise above tough times to reach the goal.
  9. A sounding board. This ability to know exactly when to listen and when to question while allowing others to own their progression uplifts all who experience this gift.
  10. A get-it-done guy/gal. Without action, ideas die. The follow-through champs drive home success.
  11. A healthy skeptic. Skeptics abound and often drown progress. Healthy skeptics challenge assumptions and prevent groupthink to keep progress flowing.
  12. A critical thinker. Often tapped for a leadership position yet not always interested or successful as a leader. Their value to any team is undisputed.
  13. A port in a storm. Those who can keep the calm for themselves and others during unexpected chaos keep the team balanced and performing during the blasts.
  14. A practical philosopher. Philosophical insights can sustain morale, move all beyond obstacles, and even solve problems. When applied with a simultaneous eye for the practical, the practical philosopher sees solutions that others overlook.
  15. A balance beam. Employees that see both sides of every issue, easily give and take, have hope yet still understand despair, love the present and adapt to the future, become the solid base of success for the whole team.
  16. A sprinter. Bursts of winning energy help every team handle sudden changes and requests, jump the hurdles, and win the day.
  17. A marathoner. Picture a grueling project that is not a sprint. Marathoners are an endless pump of energy, hope, and action during the long haul.
  18. A billboard of diversity. An employee who is of mixed culture, has lived in different countries, grew up with parents of different generations, etc… can bring a valuable renaissance of open-mindedness to the organization and resulting success.
  19. A nexus of personality types. Personality type differences can often be the source of discord. People who border the different personality types (and yes they do exist), help smooth the rough edges and blend the diversity into success.
  20. A double cookie. This is a phrase I coined for people who have great capacity to use their left and right brains together. Instead of being heavily left brain or tipping over to the creative right side, double cookies deliver the power of creative analysis and the big picture. They can spot when the team is trapped on either side or in a war between the two. They spotlight the juncture for team success.
  21. An intuitive. Historically, workplace cultures have marginalized the value of intuition. That is slowly changing to embrace intuitives’ gift of the gut to speed team success.
  22. An organizer. The natural organizer clears the path of complexity for all to reach simple success.
  23. A transplant. The employee who has worked in many industries, or professions, or departments in the organization delivers the single greatest advantage to reducing silos. Let us not label them as unreliable. Let us benefit from their broad vision.
  24. A rainmaker. This rare ability to create opportunities and attract new customers is not just for sales departments. A rainmaker fuels cross teamwork. A rainmaker can energize any team to the highest level of spirited performance.
  25. A communicator. Great communication was, is, and will be the essential fuel and necessary glue of any organization. Celebrate those who do it well and let them be the model for the organization.

What must leaders do to salute these talents and the employees who have them?

    Overcome the historical myth that those who don’t want to climb the ladders are lazy. Global success does not proceed vertically. Companies must reach outward not just upward. Organizations who “get this”, retain the talent.

    Change compensation schemes that claim there must be some who outperform others and base bonuses on that scheme. When you retain tremendous talent who are feeding success, make sure you give them all the fruits of their labor.

    Change compensation schemes that automatically pay more if someone switches into a management/leadership position. This has been discussed for years as the dual track issue and some organizations have made great strides.

    Give testimonials on high performers to other departments. Employees who don’t want to climb the ladder may want to broaden their experience by working in other areas of the organization. When a leader praises their talents to other department leaders, that leader is saluting the employee’s talent. The leader is fueling the employee’s career success and the organization’s as well.



From your unique perspective, what would you add to the list of 25 to make it a list of 50 valuable talents to honor and celebrate? I welcome your contribution in the comments field below.

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

Related Posts:
Video: 5 Essentials to Building Remarkable 21st Century Teams Through Their Natural Talents
Leaders, Do You Really Know Why Your Employees Work?
7 Keys to Creating a Safe Place to Engage

©2012-2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

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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, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™

Teamwork Persona: Will Others Want to Work With You?

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



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


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


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

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

Image by Creative Sustainability via Flickr Creative Commons License.


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

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

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

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

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

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

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

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

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

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

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


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



What would you add to this teamwork persona checklist?



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

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

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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



QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™

Harmony is our People Skills Global Chat Topic

WHEN: Sunday July 19, 2015 at 10AM EDT on Twitter. Hashtag: #peopleskills

Background on This Chat Topic: Harmony

Harmony is a rich blend of diversity. Yet it isn’t easy to achieve. There are many misunderstandings and myths that stop people from even trying to achieve it. JOIN us Sunday July 19, 2015 10amEDT in people skills global Twitter chat to discuss harmony. Guest hosting this chat for me is Jandis Price @Jandis_Price. Many thanks Jandis!

Harmony: Image is People skills logo

Harmony: Image by KimbManson for Kate Nasser. All rights reserved.

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

Harmony: A Deeper View

JOIN us in #Peopleskills global Twitter chat to share insights on harmony.

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

  • How do you define harmony?
  • What images come to your mind when you think of harmony?
  • Is the state of harmony the same as the state of peace? Pls. explain.
  • Can you disagree and still have harmony? Why/why not?
  • When is harmony most/least important to you?
  • When you have harmony, you have ________ and can ___________.
  • What people skills and beliefs are essential for harmony?
  • What are the advantages of harmony in life and at work?
  • Why is harmony difficult to achieve and maintain?
  • What is one thing you will do this week to achieve harmony?

So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday July 19, 2015 10am EDT in Twitter (hashtag: #peopleskills) about harmony.

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

Shout Out of Gratitude

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

Special thanks to guest host Jandis Price in for Kate Nasser, and generous chat moderators Dave Moore, Chantal Bechervaise, Hoda Maalouf, and Tom Rhodes for their time and insightful contributions.





Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday July 19, 2015 10am EDT/7am PDT to discuss harmony.

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





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

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

Chat with you this Sun. July 19th, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Harmony.

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

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

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

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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.

Be Authentic Without Scaring People Away!

Many say — be authentic! It’s important to a happy successful life. Yes, unless it overruns others. Then it is obnoxious even scary.



Be Authentic Without Scaring People Away Image is Titan Moon.

Be Authentic & Without Scaring Others Away. Image by Valerie Klavens via Flickr.

Image by Val Klavens via Flickr Creative Commons License.


11 Steps to Be Authentic & Not Scare Others Away

  1. Be authentic and tactful. Authenticity doesn’t justify being rude and hurtful. It doesn’t mean saying everything without a filter.


  2. Treat others the way they want to be treated. It shows basic human respect. Observe them. Listen and understand their views. Don’t assume they want to be treated the way you want to be treated. You can be authentic and respect others’ views and preferences.

  3. Be honest not blunt. “I disagree or I see it differently” is honest. “That’s foolish or stupid” is blunt. Honest is truthful and the way to be authentic. Blunt is skewed with your slant or emotion. Be honest and tactful to be authentic.


  4. Think coexistence not conquering. You can be authentic and welcome others’ authenticity.

  5. Live with confidence AND humility. Confidence enables you to reveal who you are. Humility allows you to see who others’ are. It isn’t a fake shell. It’s an inner belief of continuous learning. Humility honors everyone (you and others) without minimizing anyone. Be confident and humble to be authentic.


  6. As a teammate, recognize your talents AND those of others. You can be authentic and speak about your talents IF you applaud others’ talents as well. Else, it seems obnoxious and self-absorbed.

  7. As a leader, lead with empathy and appreciation. Inspire, engage, and appreciate those your lead. The relationships you build allow you to lead even in tough times without fear tactics. Be appreciative of others to be authentic without scaring them.

  8. Be courteous and polite. It doesn’t mean you’re fake. It doesn’t mean you agree with them. It means you can show respect even in disagreement. Civility allows everyone to embrace authenticity.

  9. Understand and manage your expectations. Expectations can both define and communicate who you are. Dumping those expectations on others is not being authentic. It’s presumptuous and overbearing. Be authentic by knowing and managing your expectations.

  10. Moderate your frustrations don’t fry others with them. When you are frustrated with others, venting on them is not authentic. It’s insensitive. Take a minute to calm your anger and then communicate what you want in a reasonable way. “Stop whining” is rude and hurtful. “How can we solve this problem” is respectful and focused.

  11. Choose your words wisely. The language is rich with words to describe your authentic thoughts and feelings. The old saying “It’s not what you say it’s how you say it” is still true today. Avoid words that label or minimize others. “You’re just upset …” minimizes others feelings. “I can see you are upset with me …” shows a sincere authentic awareness. Be authentic through great communication!



Authenticity Without Angst – How to Get Started

Who are you? Write a description of the authentic you. Include how you want to be treated. Write down some examples of when you find it difficult to be authentic and still consider others’ needs. Now re-read the list above. How can you apply the eleven steps to those moments?



You will be able to balance your needs with others. You will see that it doesn’t reduce your authenticity. It attracts people to it!.

Share your success here! How have you balanced your needs and others?



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

Related Posts:
18 Things Respected Well-Liked Leaders Consistently Do
Be Selfless & Giving Not Faceless & Fake

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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




QuickSpot-grahpicV2

Engage in people skills learning!

Let’s turn interaction obstacles into business success in leadership, teamwork, and customer service experience.

I invite your questions, welcome your wisdom, and look forward to working with you.
~Kate Nasser, The People Skills Coach™


Diverse Workplace Collaboration: JOIN us in #Peopleskills chat and share your views.

WHEN: Sunday March 29, 2015 at 10AM EDT. Hashtag: #peopleskills

Background on This Chat Topic: Diverse Workplace Collaboration

Just how tough is collaboration? Do we grow up knowing how or learning how to do it? Or perhaps it’s something that some people love to do and others don’t. Yet when they get into the workforce, collaboration seems to be required. Very few people do all their tasks alone! JOIN our #Peopleskills Twitter chat this Sunday to explore diverse workplace collaboration!

My special co-host on this topic is Jon Mertz. leadership consultant and author of Activate Leadership: Aspen Truths to Empower Millennial Leaders. Jon’s contribution to cross-generational productivity is extensive and his social media presence shares that expertise across many platforms. You can read his blog posts and tap his expertise at ThinDifference.com.

Diverse Workplace Collaboration: Image is People skills logo

Diverse Workplace Collaboration: Image by KimbManson for Kate Nasser. All rights reserved.

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

Diverse Workplace Collaboration: How to Make It Stronger!

Many people connect. Do they truly collaborate especially when they have different perspectives? JOIN us in #Peopleskills global Twitter chat to explore diverse workplace collaboration.

Some questions to get us thinking in advance. Actual questions will post live during the chat.

  • Many connect; not everyone collaborates. What’s the difference?
  • What makes a person suited for collaboration?
  • What sparks and sustains diverse workplace collaboration?
  • How do you prevent or manage conflict in collaboration?
  • How does collaboration make a difference in the workplace?
  • What people skills breed more than connection — in other words collaboration?
  • OPINION: Is it tough to collaborate with people who are different from you? Why/why not?
  • What skills do you need to collaborate when you can’t be together in the same place?
  • What group dynamics change when collaborators have different perspectives?
  • If diverse generations openly collaborate in trust, what will the next 10 years look like at work?
  • How can leaders create a collaborative culture with so much diversity in the workplace?
  • Why do some leaders not promote collaboration?

So bring your personal perspective, your favorite beverage, and join me and the people skills global chat community this Sunday March 29, 2015 on Twitter (hashtag: #peopleskills) to diverse workplace collaboration.

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

Shout Out of Gratitude

Special thanks to my co-host this week Jon Mertz. My gratitude to all who participate and grow the people skills global chat community on Twitter (#peopleskills), Google+, and LinkedIn. We welcome your suggestions for topics, offers to co-host, and most especially your individual insights.

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





Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday March 29, 2015 10am EDT/7am PDT to diverse workplace 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 Twubs.com or Tweetchat.com, enter hashtag #peopleskills, and sign in to your Twitter account. The venue will insert the hashtag on each of your tweets and you will see all the tweets on one screen. Other tools available are Tchat.io, Hootsuite and TweetDeck.

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

Chat with you this Sun. March 29, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Diverse Workplace 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™

©2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

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

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


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


Leadership Humility: Strength or Weakness?

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

Leadership Humility: Image is People skills logo

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

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

Leadership Humility: A Deeper View

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

Some questions to get us thinking in advance:

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

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

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

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

Shout Out of Gratitude

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

Continued thanks to generous chat moderators Chantal Bechervaise, Dave Moore, Hoda Maalouf, Tracy Shroyer and Tom Rhodes for their time and contributions.





Hope you will all join our People Skills Chat on Twitter (#peopleskills) this Sunday Nov. 23, 2014, 10am ET/7am PT to share your insights and perspective on leadership humility.

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




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

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

Connect with you this Sun. Nov. 23, 2014, in global #peopleskills Twitter chat 10am EST to explore leadership humility.

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

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

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


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

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.

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