communication

Franchisees must follow franchise rules. In fact, some brands actually look for frenchisees who are comfortable following rules.


Yet customers don’t care about the rules. They want a great experience and rules don’t deliver it. Here’s the question. Do the franchise rules stop super customer experience? They don’t have to.


Franchisees: Image is Customer Service Checklist Excellent Good Poor

Franchisees: Rules Need Not Stop Super Customer Experience

Image licensed from Istock.com


Franchisees: Amaze Customers With These Top Tips

Despite the franchise rules, you can wow customers with a great customer experience.

  1. Inspire service workers to care. Start each shift with a service motto. Use one example each day of how the workers make a difference! Inspire workers to care before you teach them to smile.

  2. Give each customer your full attention. Customers are becoming more and more insulted by distracted workers. At check out counters, workers are chatting with friends while scanning customer purchases. They are texting and talking on the phone while customers wait for service. Attention is one of the easiest ways to show customers you care. It is the first impression you give and sets the tone for the interaction.

  3. Smile. You’ve read it before and I say it again. Customers have chosen to come to your business. A smile says welcome and thank you. It defuses their tension. Everyone has struggles. You can lighten their load and make a difference.


  4. Listen. Make sure you know what customers want. Restate what the customer asks for. Listen for special requests. One drive-through customer stressed they didn’t want any ketchup on their burger. As they drove away and reached into the bag, they found a burger with ketchup. They came back with the burger — very upset.

  5. Double check before you deliver. Had the worker checked the order before giving the burger to the customer, they would have prevented the bad experience.

  6. Blame no one. In a family style chain restaurant, the customer at the table next to mine told the server he brought the wrong order. He then blamed the customer. “That’s what you pointed to on the menu.” Had he restated the customer’s order before sending it into the kitchen, he would have prevented the problem.

  7. Let the customers have their say. When customers are upset, don’t interrupt them. Don’t say calm down. They don’t take orders. Customers aren’t in your army. If you let them speak, they will come up for air. Then show them some empathy and work to resolve the problem.


  8. Franchisees: Quote says Everybody has their own struggle. So be kind.

    Be kind. It creates a great customer experience.

    Image via quoteeveryday.com



Successful franchisees strive and know how to create an irresistible customer experience despite the rules. Their customers rave about the service to their friends and family.


As franchisees, they inspire great service attitudes. So hire friendly employees. Model great service and train service workers to deliver it. Appreciate their work and recognize their efforts.

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

Treat employees well. Be the model of how to treat customers! Remember always that business rules need not stop a super customer experience.

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


Let’s do a customer service workshop or webinar for your service workers. Together we can make a difference! Ph: 908.595.1515.


Related Post:
24 Customer Service Tips to Make It Easy for Customers
11 Surefire Beliefs for Superior Customer Experience

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


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

 

 

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.

Innovation Leadership: Make Innovation Safe & Easy!

Leaders continue to ask me, how do we get employees to complain less and contribute more ideas? My answer to them is …


Innovation Leadership: Image says Make it as easy to innovate as it is to complain.

Innovation Leadership: Make it as easy to innovate as to complain.



Innovation Leadership: Change How You Interact

Here’s an innovation leadership checklist to make it easier!

  1. Elevate your self-confidence and park your ego. Trust that your position as leader is strengthened when you exhibit innovation leadership — the welcoming of ideas. If you are insecure when others’ talents shine, you will squash the spirit of innovation.

  2. Don’t delegate. Empower! To get people to complain less and innovate more, share power. People complain when they feel helpless to change things. Delegation tells them that you are still in power. Empowerment gives them a true voice and accountability for results.

  3. Educate them on the true business picture. Un-empowered people see and verbalize what they are feeling. Share the bigger picture. Example: A technical support desk in a hospital system had uninspired employees who complained about the call load, the customers’ attitudes, and the stress. The leader began rotating the tech support analysts out into the hospital and medical offices to see the impact that broken technology has on patients. This transformed the analysts’ attitudes and actions.

  4. Make it safe to innovate. Are you a harsh realist that slams ideas that seem odd? If you want people to suggest ideas, welcome the ideas. It doesn’t mean each idea will work. It doesn’t mean each idea will be implemented. Encourage ideas and applaud the courage the employees show in suggestions. True innovators know that innovation is not pretty at the start.

The biggest mistake I see in innovation leadership, is lack of empowerment. Leaders delegate and think that will engage employees. It won’t. Delegation is not empowerment. Delegation communicates, stay in line.

Check your beliefs. One leadership team realized that they believed employees had to earn the right to innovate and make suggestions. They reached out to top performers, not to everyone.

As we worked through their beliefs, they realized that employee engagement is not an award you give to top performers. Employee engagement and empowerment are how you foster top performance. It’s how you get less complaints and more actionable ideas. Empower and engage!


What other beliefs make it slyly easier to complain than to innovate?



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

More Info on This Subject:
5 Ways Great Leaders Ignite Contributions from Chronic Complainers

©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.

Chronic Complainers: Great Leaders Ignite Their Contribution

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

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


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

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

Image by Dushan Wegner via Flickr Creative Commons License.

5 Ways Great Leaders Ignite Contributions from Chronic Complainers

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

Great leaders have these feelings too. They respond by …

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

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

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

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



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

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



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



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

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

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

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


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

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.

Professional People Skills: Find Solutions, Not Fault


Professional People Skills: Image is a poem about listing positives.

Professional People Skills: How to Deal w/ Fault Finders Image by:ANDI

Image by ANDI via Flickr Creative Commons License.


Finding fault stops progress; finding solutions ignites success. I posted that on Twitter and many re-tweeted it. Some sent replies and this one caught my eye:


How  do  you deal with chronic fault finders?

A great question.



Dealing with chronic fault finders can demoralize a team. In Dr. Robert Sutton’s book Good Boss, Bad Boss he notes: “Teams with downers produce 40-60% less than teams without them.”

That rang true to me. When I am around chronic fault finders, I feel like I am pushing a truck up a hill without a motor.

Conversely, when I am around people who focus on finding solutions, their professional people skills, energy, and ideas are uplifting. It’s a heavenly duo of optimism and realism.

Professional People Skills: Dealing w/ Chronic Fault Finders

So what professional people skills approach would you use to deal with chronic fault finders?

  1. Are they aware that they come across as negative? You might think this is a ridiculous question yet many people never think about how they appear to others. Ask them for their ideas and solutions. If someone is going to change their behavior, first they must see their behavior for what it is to others.

  2. Use the power of the written “what if”. Ask them: “What if we each write down some possible solutions and then share them?” By going to the written form, you create a spotlight for the positive. The chronic fault finders will see their behavior more clearly if they have suddenly have nothing to share.

  3. If the fault finding continues, ask them “What does fault finding mean to you or do for you?” It asks without accusing. If they are finding fault with ideas without offering new ones, they are resisting change. If they are finding fault with people, it generally shows their fear or insecurity. In either case, communication about finding fault can get them to move past it.

  4. Spot their personality type. Driver types are so focused on the end result they assume that others are too. They skip telling you the positive aspects of your idea to reach success more quickly. If you are not a driver personality type, you may see this as negativity and finding fault. Let the driver personality type know that looking at the positives and negatives helps you reach the end result.

  5. Take what is valuable. Set limits on the rest. If they are highlighting the risks or flaws in an idea, use their comments to make things better. If they are attacking you personally, set limits appropriately. “I treat people with respect. I ask the same in return.” This is a professional people skills response to inappropriate behavior.

  6. Leave it behind. There are times in your personal and work life where you may choose to walk (not run) away from a chronic fault finder. It is a viable choice when done with prior thought and awareness. Being around positive people can change your life.



Picture a team of inventors. They look at each failed attempt as a positive step toward creating a great result. They don’t point fingers at who suggested it and spend time blaming. They are alive with energy and ideas to reach a solution.


Chronic fault finding comes from fear, selfishness, and low emotional intelligence. When you face that negativity, your self-confidence, optimism, and emotional intelligence rise about it and enable a professional people skills response.



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.

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.

Developing Workplace People Skills in School is This Week’s Chat Topic!

WHEN/WHERE: Join us Sunday Nov. 16, 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.



Developing Workplace People Skills in School

When you first entered the workforce, what did you wish you had learned in school? Join us Sunday Nov. 16th 10am ET to share your practical experience and insight with today’s youth and young workers?



Developing Workplace People Skills in School: Image is People skills logo

Developing Workplace People Skills in School: Image by KimbManson for Kate Nasser. All rights reserved.

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

Developing Workplace People Skills in School

When you’re in school, you don’t often think about what you’ll need to survive and thrive at work. As I listen to today’s young workers, I hear their surprise over what it takes to get a job and succeed in it. So we take a new step forward in people skills chat by looking back at what we wish we had learned before work.

Some questions to get us thinking in advance:

  • When you started work, what did you wish you *had already learned growing up?
  • How did you feel without that knowledge/skills?
  • How can today’s youth and young adults expand their horizons to be better prepared for work?
  • How does society help or hinder the development of great people skills?
  • Should educators play a more significant role in developing workplace people skills?
  • Dear educators, please teach ______________ for success at work.
  • How can business leaders/owners and educators work more closely to better educate youth and teens for work?
  • How can we as a society awaken a thirst for learning that will feed workplace success?
  • Teamwork & collaboration: How can this be fostered before entering the workforce?
  • What #peopleskills could those in the workplace learn from today’s youth?

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. 16, 10am ET in People Skills Chat on Twitter (hashtag: #peopleskills). Let’s share all we know and learn even more on developing workplace people skills in school.


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. 16, 2014, 10am ET/7am PT to share your insights, perspective, and experience on developing workplace people skills in school.

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. 16, 2014, in global #peopleskills Twitter chat 10am EST to explore developing workplace people skills in school.


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.

Employee Appreciation: 3 Ways to Get It!

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


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


Employee appreciation: Image is the word Resilience

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

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



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

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



Employee Appreciation: When Do Leaders Express It

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

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



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


Employee Appreciation: 9 Reasons Leaders Don’t Show It

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


Employee Appreciation: 3 Ways to Get It!

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

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

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

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



During a recent keynote, I said…

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

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

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

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

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




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


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



Which talents do others appreciate in you?



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


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

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


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

Caring Words: No Cost & High Return in Business


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

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




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

Caring words & caring tone of voice …

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




Caring words & caring tone of voice don’t …

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




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

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


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


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


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



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

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

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


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

Handling Immature Teammates, Bosses, and Family is this week’s chat topic.

WHEN/WHERE: Join us Sunday Nov. 9, 2014 on Twitter at 10AM EST. Hashtag: #peopleskills


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



Handling Immature Teammates, Bosses, & Family

People develop different levels of emotional intelligence and maturity. What happens when you must interact with people less mature than you?



Handling Immature Teammates & Bosses: Image is People skills logo

Handling Immature Teammates & Bosses: Image by KimbManson for Kate Nasser. All rights reserved.

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

Handling Immature Teammates, Bosses, and Family!

Handling immature teammates and bosses — not to mention family — presents some special challenges. JOIN us Sunday 10am EST in #peopleskills global Twitter chat to share ideas and tips on this universal predicament.

Some questions to get us thinking in advance:

  • How do you define immaturity? Is it purely a matter of comparison?
  • What are some mature people skills behaviors and what does it feel like to be mature?
  • What emotions and conditions trigger immature behavior?
  • How is immaturity different from free spirited fun?
  • Is maturity a straight line path of growth or does it come and go?
  • Which immature behaviors undermine teamwork?
  • How would you respond to immature teammate behavior?
  • How do immature bosses/leaders behave & how do they impact those they lead?
  • What can employees do to help their boss/leader mature?
  • How do great people skills help you respond maturely to immature behavior?

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 Nov. 9, 10am EST in People Skills Chat on Twitter (hashtag: #peopleskills). Share your experience, insight, and perspective on handling immature teammates, bosses and family.


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. 9, 2014, 10am EST/7am PST to share your insights, perspective, and experience on handling immature teammates, bosses, and family.

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. 9, 2014, 10am EST to explore handling immature teammates in our #Peopleskills Global Twitter Chat.

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.

Empathy & Humility: The Powerful Response to Bias


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

Empathy and Humility: The Perfect Response to Bias

Image licensed from Istock.com.

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



Empathy and humility can …

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



Empathy and Humility: 3 Responses to Overcome Bias

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

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

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


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

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


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

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



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


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



When has empathy and humility helped you overcome bias?


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

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

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


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

Bluntness Bombs Out: Here’s Why!

As The People Skills Coach™, I often coach leaders, managers, and technical professionals on steps to move from bluntness to helpful honesty. For people who are inspired by logic to change their behavior, here are 6 smart logical reasons why bluntness bombs out.


Bluntness: Image is sign that says Logic Lane.

Bluntness Bombs Out for 6 Logical People Skills Reasons Image by:Rupert Brun

Image by Rupert Brun via Flickr Creative Commons License.


6 Logical People Skills Reasons Bluntness Bombs Out


  1. No Warm-Up. Picture your bluntness as very cold water. If you push someone into a cold swimming pool, they remember the shock. If you let them wade in, they adjust to the temperature and function well. If you want people to hear and embrace your message, don’t shock them with bluntness.

  2. Punching Dulls the Brain. Punching bags are not known for their performance. They hang and swing. If you are blunt to effect a change, those you verbally punch may swing away from you. They are not likely to understand your message or change behavior.

  3. Bluntness builds barriers. Communication is for connection. Bluntness can create a busy signal — a barrier — between communicator and listener. If someone isn’t listening, your message essentially bombs out.

  4. Bluntness undermines respect and credibility. The strength of the message is weakened by the rudeness of the approach. Who is going to respect and believe the message delivered by a blunt oaf?

  5. Bluntness breaks bonds. Most people aren’t hermits. They interact and build bonds with others to survive and thrive. Bluntness may get your words out but it bombs out by breaking important bonds. It may even create vengeful feelings and start a verbal war.

  6. Bluntness focuses on your needs and overlooks others. It screams selfishness. It lacks emotional intelligence. It’s no wonder that bluntness turns others off.



Many leaders resort to bluntness out of frustration. When diplomatic honesty doesn’t seem to be working, they swing over to bluntness. Others resort to bluntness when they lose patience with those who don’t seem to understand their message or won’t listen.

Yet when you reach the end of your rope, why cut it with bluntness? Unless you need to use bluntness to save a life or prevent death, hold on to the rope!

Take a moment and tap your intellect, logic, and people skills to find a way to communicate with honesty and respect. It’s far more effective than bluntness.



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

Related Post:
Reduce Conflict: Hear the Urgency Before the Yell
6 Key Reasons Executives Get Annoyed w/ You

©2011-2014 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

People Skills for Trust is Sunday’s #Peopleskills Twitter Chat.

WHEN/WHERE: Join us Sunday Nov. 2, 2014 on Twitter at 10AM EST. Hashtag: #peopleskills


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



People Skills for Trust

Trust is a deep and complex subject. It is in every relationship from business to personal. For this reason, we will explore people skills for trust in this Sunday’s #peopleskills global Twitter chat at 10am EST.



People Skills for Trust. Image is People skills logo

People Skills for Trust: Image by KimbManson for Kate Nasser. All rights reserved.

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

People Skills for Trust

JOIN us Sunday 10am EST in #peopleskills Twitter chat to help dig into and unravel the complexities of trust. My co-host for this topic is Andrea Sanchez. Andrea is a writer/editor with 16 years of communications experience. Her passion is leadership and emotional intelligence. She is the host of the new leadership Twitter chat #DareToBe.

Some questions to get us thinking in advance:

  • What is your definition of trust and what does it mean to you?
  • How do you know if you can trust someone?
  • Does it take courage to trust others or only to “re-trust” them?
  • How do empathy and trust relate?
  • What increases and what destroys our ability to trust?
  • How does confidence impact trust?
  • How can leaders build trust with their teams?
  • When is trust most important to you?
  • How does the propensity to trust change as we mature?
  • How do #peopleskills impact trust?

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 Nov. 2, 10am EST in People Skills Chat on Twitter (hashtag: #peopleskills). Share your experience, insight, and perspective on people skills for trust.


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.

Thank you to my co-host for this topic Andrea Sanchez. 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. 2, 2014, 10am EST/7am PST to share your insights, perspective, and experience on people skills for trust.

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. 2, 2014, 10am EST for people skills for trust in our #Peopleskills Global Twitter Chat.

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.

Older Posts »