communication

Vigilance and Optimism – People Skills global Twitter chat topic.

WHEN/WHERE: Join us Sunday Feb 1st, 2015 on Twitter at 10AM ET. Hashtag: #peopleskills


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Vigilance and Optimism – Opposites or Valuable Partners?

Join us Sunday Feb. 1st 10am ET to explore the balance of vigilance and optimism. Vigilance about impending trouble is sometimes seen as the enemy of optimism — hopefulness about the future. When this happens, people often frizzle in disagreement, resist each others’ views, or even avoid each other. As a human interaction consultant, I’ve seen it over and over.

That led me to to putting vigilance and optimism on the people skills chat schedule. Joining me as co-host is Dr. Hoda Maalouf, university professor with an incredible passion for human development, learning, and a peaceful world.


Vigilance and optimism: Image is People skills logo

Vigilance and optimism: Image by KimbManson for Kate Nasser. All rights reserved.

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

Vigilance and Optimism – Where’s the Balance?

If you keep your ears, eyes, and mind alert for trouble, does that mean you are a negative naysayer? Or is it a sign of wisdom — the way to make an optimistic view come to fruition? There are many different views on this. Thus we will explore vigilance and optimism in #Peopleskills global Twitter chat. JOIN us!

Here are some questions to get us thinking in advance:

  • In your view, what is optimism? What is vigilance?
  • Can optimism and vigilance co-exist? Y/N Why?
  • What are the benefits of each?
  • Optimistic people live more satisfying lives. Agree/Disagree Why?
  • “Eternal vigilance is the price of liberty.” Agree/Disagree. Impact?
  • What object/image comes to your mind that represents vigilance and optimism in harmony?
  • How can we balance vigilance and optimism if at all?
  • If you had to choose, would you rather work for a highly vigilant leader or a very optimistic leader? Why?
  • Are you vigilant, optimistic, or ________________________?
  • How does foresight and hindsight affect your view of vigilance and optimism?
  • How do great leaders use optimism and/or vigilance to lead well?



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 Feb. 1st 10am ET to offer your views on vigilance and optimism.


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

Special thanks to Dr. Hoda Maalouf for co-hosting this topic with me!

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, Jandis Price and Tom Rhodes for their time and contributions.






Hope you will all join people skills global Twitter chat (#peopleskills) this Sunday Feb. 1st 2015, 10am ET/7am PT on vigilance and optimism.

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. Feb. 1st, 2015, in #peopleskills global Twitter chat 10am ET on vigilance and optimism.


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.

Trust Leadership Employee Engagement – People Skills global Twitter chat topic.

WHEN/WHERE: Join us Sunday Jan. 25th, 2015 on Twitter at 10AM ET. Hashtag: #peopleskills


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Trust Leadership Employee Engagement – What Breeds What?

Join us Sunday Jan. 25th 10am ET on the relationships between trust leadership employee engagement. So much is assumed about it. So much is written about it. Yet in the end, how can leaders forge ahead to lead and engage well?


Trust Leadership Employee Engagement: Image is People skills logo

Trust Leadership Employee Engagement: Image by KimbManson for Kate Nasser. All rights reserved.

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

Trust Leadership Employee Engagement – How Do They Connect?

Although many people have worked with leaders they did not trust, it is not a great work life. It also does not produce maximum contribution and optimal results. Thus we will explore the connection between trust leadership employee engagement in our #Peopleskills global Twitter chat.

Here are some questions to get us thinking in advance:

  • Have you ever left a job because you didn’t trust your direct leader?
  • At work, what impact does trusting/mistrusting the leaders have?
  • How do you decide if you trust your leader?
  • What behaviors do leaders exhibit that build/break trust?
  • If you had to pick ONE attribute/trait that builds trust, which one would you pick?
  • Is there a connection between employee appreciation and the trust employees have in the leaders? Pls. explain.
  • How do *you define employee engagement?
  • What affect does trust have on employee engagement?
  • What should leaders do to make their people feel like insiders & increase their engagement?
  • Humble leaders are more trusted. Ag/Disagree Why?
  • What advice would you offer new leaders on how to build trust?
  • What role do great people skills play in leadership, trust, and employee engagement?



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 Jan. 25th, 10am ET to offer your views on trust leadership employee engagement.


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, Jandis Price and Tom Rhodes for their time and contributions.






Hope you will all join people skills global Twitter chat (#peopleskills) this Sunday Jan. 25th, 2015, 10am ET/7am PT on trust leadership employee engagement.

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. Jan. 25th, 2015, in #peopleskills global Twitter chat 10am ET on trust leadership employee engagement.


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.

Personality Types: Tapping the Profitable Secrets

Behind the labels of personality types lie the secrets to more profitable leadership and teamwork.

Workplace leaders often assess team member personality types — amiable, expressive, analytic, driver. If leaders stop there, these results become inactive labels of little value. As I work with leaders and their teams, I highlight the profitable secrets of personality types.


Personality Types: Image is a toy safe w/ door open and coins.

The Profitable Leadership & Team Secrets of Personality Types

Image licensed from Istock.com

Secrets of Personality Types

Personality types impact employee engagement and commitment, understanding and outcomes. In times of great change, personality types can block or feed success.



Personality Types & Employee Engagement

  1. Amiable personality types come alive through personal connection. If you want to tap the profit they can bring to the business, bond with them personally. You do not have to be their best friends yet if you skip the bonding you skip the profit. A just the facts approach makes them feel lonely and demoralized. In today’s world of virtual teams, remember to connect with amiable types face to face or video conference for a winning solution!

  2. Expressive personality types shine in and through communication. Two-way communication, a critical skill of any good leader, brings these people to full contribution. If you are fast paced and minimize communication, these expressive types feel shunned. You are leaving the profit they bring by the wayside.

  3. Analytic personality types work with ordered thought. They have much to contribute if you allow for some ordered discussion. If you are brainstorming, take a small pause to capture the analytic’s ideas. If you are a very creative leader, summarize your thoughts in an ordered manner after your creativity. If you skip the order, you leave analytic types frustrated and the value they can provide, untapped.

  4. Driver personality types crave end results and achievement. Give them the big picture, highlight critical milestones and risks, and then let them deliver the results. If you micro-manage them or demand they focus on every tiny detail, they feel trapped and annoyed. Although many people dislike micro-management, driver types resent it. You are keeping them from the brass ring! They may look for a new job that gives them a less obstructed run toward success.



If you are leading change and you are …

  1. Driver personality type intent on pushing through massive change, you will overwhelm other personality types. Don’t issue announcements. Hold all hands meetings. Don’t tell them to stop complaining. Find their concerns and have them develop solutions with you. If you want the employees to implement the change, engage who they are. Else you will not tap the profit of personality types. The change will die a slow death.

  2. Amiable personality type, you can get caught up in feelings and bonding instead of leading through the tough moments. Don’t get stuck. Use your incredible bonding skills to rally support for the change. Engage everyone’s talent to make it happen.

  3. Analytic personality type, you may demand too much information before making decisions. The change effort can falter. Trust the other personality types on the team and profit from their ability to move change along faster with a little less data.

  4. Expressive personality type, you can shine in organizational change because you love to communicate. Yet, you must remember to engage in two-way communication. Don’t deafen them with your constant talk. Profit from the analytic, amiable, and driver type ideas by remembering to let them communicate too!



Great leaders ignite the talents of the team members they have. To engage and lead employees, adapt to their personality types and reap the profits.


If instead you revel in the comfort of your own personality type, you will leave the profit for the next adaptable leader.

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

Related post:
GPS Your Brain to Work With Any Personality Type
The 12 Most Absurd Debates Between Introverts & Extroverts
People Skills Insight Revealed for Introverts & Extroverts

©2011-2015 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.

Communicate Clearly – Our People Skills global Twitter Chat Topic.

WHEN/WHERE: Join us Sunday Jan. 18th, 2015 on Twitter at 10AM ET. Hashtag: #peopleskills


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Communicate Clearly – Importance, Challenges, & Tips

Join us Sunday Jan. 18th 10am ET on how to communicate clearly. It is the ever present challenge with different people in different settings. Leaders, team members, teachers, public figures, sales reps, and healthcare professionals are all pressed to communicate clearly. Even in our personal lives, we sometimes struggle to communicate clearly.


Communicate Clearly: Image is People skills logo

Communicate Clearly: Image by KimbManson for Kate Nasser. All rights reserved.

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

Communicate Clearly: Benefits, Challenges, and Great Practices

Many things can prevent us from communicating clearly. Yet we also have the ability to overcome those challenges to reach our goals. Join us to explore this important topic of how to communicate clearly!

Here are some questions to get us thinking in advance:

  • What importance do you put on clear communication in your work/life? Why?
  • How do you feel when someone is not being clear?
  • When leaders aren’t clear, _________________________.
  • How do leaders know when they are communicating clearly?
  • What challenges and/or kills clear communication?
  • What do you do to communicate clearly?
  • How can we overcome assumptions and bias to communicate clearly?
  • Who in history do you consider a great communicator?
  • What will you do this year to communicate clearly every single time?



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 Jan. 18th, 10am ET to offer your tips on how to communicate clearly.


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 people skills global Twitter chat (#peopleskills) this Sunday Jan. 18th, 2015, 10am ET/7am PT on communicating clearly.

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. Jan. 18th, 2015, in #peopleskills global Twitter chat 10am ET on how to communicate clearly.


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.

People Skills Philosophy: The Mindset of Success

Success in business comes through your interaction with others. People skills guide that interaction. They are the tools you use to build trust, adapt to change, resolve conflict, and even rebuild trust. Yet your mindset — people skills philosophy — starts and shapes it all.



What is your people skills philosophy?



People Skills Philosophy: Image is humanoid looking at a book.

People Skills Philosophy for Success in Business. Image licensed from Istock.com.

Image licensed from Istock.com.


People Skills Philosophy: 3 Steps to Get Started

  1. Ask before you declare.

    Replace the myth that asking is a sign of weakness. You are not asking for permission or approval. You are asking for information and other views to see the whole picture. It breeds better decisions and agility to deal with changes. The bonus is that others see you as a confident, caring, emotionally intelligent person who respects their views. People skills philosophy reminder: Listening and humility build trust. Without it, success is fleeting.


  2. Give more than you take.

    Greed, selfishness, and overactive egos drive others away. Generosity of spirit, of skill, and of support draw others to you. Generous leaders and teammates create unstoppable success. They put the organization’s needs and goals ahead of their own. People skills philosophy reminder: Be empowered not entitled. When everyone gives, everyone wins.


  3. Show gratitude.

    There is no such thing as too much gratitude. Sincere appreciation for others — even the little things they do — prevents toxic feelings in tough times. It stops doubts and fears about others’ motives from taking root. People skills philosophy reminder: Gratitude strengthens and sustains trust in tough times. Without it, success is fleeting.


  4. Work and live with integrity.

    Honesty and fairness maintain trust. A smiling face that fades into dishonesty cripples success with hurtful scars. People skills philosophy reminder: Integrity and great people skills are partners in building and maintaining trust.





Kate Nasser, The People Skills Coach™


Success in business hinges on trust. Trust depends not only on your occupational skills, educational degrees, and proven results. It also depends on the impression you make and how you treat others.



How is your people skills philosophy helping you succeed?


From my professional experience to your success,

Kate Nasser, The People Skills Coach™


The 12 People Skills You Need to Succeed With Others
Rock Your Career Success w/ These 13 People Skills
5 Ways to Communicate You Are Empowered Not Entitled
The Differences Between Humility and Humiliation

©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.

Empathy and Integrity: A Must to Rebuild Customer Trust


Customers make a leap of faith when they first buy from a company. The trust they initially offer is a request for a respectful human bond.

When they are dissatisfied, do you respond with empathy and integrity? A broken trust can spread throughout social media and damage your business and your brand. Empathy and integrity can prevent that. It RSVPs the customers with the respect they want and deserve. Here’s why it works and how to do it simply and consistently.


Empathy and integrity: Sign saying they rebuild trust.

Empathy and Integrity: Keys to Rebuild Trust w/ Customers



Empathy and integrity rebuild customer trust because it stops the customer from feeling like a fool. They don’t have to doubt their choice nor their future decisions. They can trust their own judgment, trust you, and stay with you and your brand.


Empathy and Integrity: 5 Keys to Rebuild Customer Trust

  1. Empathize before you analyze. Once you hear that the customer is dissatisfied, give empathy to manage the emotion. Then move on to analyzing how to solve it. Analyzing before empathizing is one of the most common and worst mistakes you can make. While you are analyzing, the customer’s mistrust is building. They are wondering if you will care about them or will they feel like a fool for selecting your company?


  2. Transform with listening don’t defend with details. After you have offered empathy, wow the customer with more great listening. You will uncover the expectations you missed and how to please them now. If instead you defend your actions with details, the customers will think you are telling them you are right and they are wrong. Details seem like a defense of your ego. Which do you care more about — your ego or them?


  3. Apologize with no ifs or buts. Two words that destroy a heartfelt apology and trust are IF and BUT. “We are sorry IF we fell short.” The customers have already told you that you fell short. The word IF waffles with a gross lack of integrity. Why would they trust you now? “We are sorry but …” also cancels out the apology. No empathy, no integrity, no trust. It’s just that simple.

  4. Fix the problem and prevent the repeats. Follow through with the littlest details and communicate throughout the organization to prevent a repeat failure. When you fall short with a customer, they see a crack in your company’s effectiveness and they lose trust. If you prevent new or bigger cracks, you re-secure the trust.

  5. Show urgency. The longer you take to respond to customers, the faster their trust erodes. Even if it’s going to take time to fix the problem, respond early and keep the customer informed. Delays and lack of communication are the vacuums that suck customer trust away permanently.



It doesn’t take a huge mistake to dissolve customer trust. Regardless of the issue, view it as the customer. Empathize before you analyze, deliver what you promise, and rebuild trust with unparalleled integrity. It speaks volumes to the customer and to those they speak to!


As a customer, what would you add to the list above?



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

Related Posts
11 Surefire Beliefs to Win Over Customers
24 Tips to Make Sales & Service Easy for the Customers
What Destroys a Perfect Apology
Empathy and Integrity to Respond to Angry Customers

©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.

Ending Toxic Interactions & Relationships: Our People Skills Chat Topic Jan. 11th

WHEN/WHERE: Join us Sunday Jan. 11, 2015 on Twitter at 10AM ET. Hashtag: #peopleskills


Time converter:
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People Skills Chat Topic: Ending Toxic Interactions & Relationships

Join us Sunday Jan. 11th 10am ET to discuss ending toxic interactions & relationships. In or outside of work, our interactions can be positive and productive if we create them. Our co-host for this great topic is Sonia Harris @harrisonia, owner/CEO of Harris Commerce, enhancing brands through events and creative digital imaging. Thanks Sonia for suggesting this valuable topic.


Ending Toxic Interactions & Relationships: Image is People skills logo

Ending Toxic Interactions & Relationships: Image by KimbManson for Kate Nasser. All rights reserved.

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

People Skills Chat: Ending Toxic Interactions & Relationships

When we think about how many interactions we have each day, the healthier the better! Toxic interactions — left too long — can become toxic relationships. As we start a new year of people skills chat, we are exploring choices that make for a healthy year.

Some questions to get us thinking in advance:

  • What exactly are toxic interactions and relationships?
  • What attitudes and behaviors characterize toxic interactions and relationships?
  • How do toxic relationships affect people and the future?
  • “Turn the other cheek.” Does it apply to dealing with toxic interactions and relationships?
  • How can you avoid and/or escape toxic interactions at work?
  • Toxic interactions among team members: How do they stay alive and how do you cure them?
  • How can you be patient with people yet not tolerate toxic behaviors?
  • What leadership behaviors do you find toxic?
  • How do you deal with a toxic leader/manager?
  • How do great leaders create non-toxic environments and relationships?
  • People Skills: How do they fix toxic interactions and create positive ones?



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 global #peopleskills Twitter chat Sun. Jan 11th, 10am ET to explore ending toxic interactions and relationships.


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



Shout Out of Gratitude

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

Special thanks to this week’s co-host Sonia Harris @harrisonia. 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 Jan. 11th, 10am ET/7am PT to share your insights and perspective ending toxic interactions and relationships.

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 Sunday Jan. 11, 2015, in global #peopleskills Twitter chat 10am ET to discuss ending toxic interactions and relationships.


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.

Toxic People: How to Stay Calm When Interacting w/ Them


I remember a colleague from years ago who remained incredibly calm in the face of toxic people. Despite the storm of frustration, she moved forward unscathed, with a positive attitude.

I asked her one day, “What’s your secret when dealing with toxic people?” She replied, “Find pleasure in frustration.”

She told me she found people infinitely intriguing and took great pleasure in seeing through, behind, and beyond the frustrating behavior.


Toxic People: Image is a Rainbow

Pleasures That Calm When Dealing With Toxic People Image by:NomadicLass

Image via Nomadic Lass via Flickr Creative Commons License.

7 Pleasures That Calm When Dealing With Toxic People

  1. Find a pleasant detour to your frustration by seeing your goal beyond the moment.

    A detour gets you to your destination if you don’t get lost in their toxic behavior. Find your own detour; don’t take theirs.


  2. Find pleasure in learning about yourself.

    As their toxic behavior peeks out, ask “what can I possibly discover from this?” Perhaps your insecurities and fears, your ethos and values, your strength to speak up, your control to hold back, your intuition, your career destiny, or your personal leadership skills.


  3. Find sanctuary in owning your energy.

    Success takes energy; channel it into your happy journey not into a toxic dump.


  4. Find pleasure as a spectator.

    See the dysfunction as a comedy or reality TV show. Enjoy the humor in the absurd behavior from the safe distance of your objectivity.


  5. Give yourself permission to escape to a more pleasant place.

    Whether you mentally escape to happier thoughts or physically move to a better place, your happiness is a choice. Whether it’s a toxic boss, a frustrating coworker, a pesky neighbor, or grating acquaintance at a hobby you enjoy, your communication choices with each can be your escape shoot to happiness.

    “If your world doesn’t allow you to dream, move to one where you can.” ~ Billy Idol


  6. Separate the behavior from the person.

    Most of us know that we can’t change others. However we can influence others’ behavior with our behavior. Instead of seeing them as toxic people, see the toxic behaviors. It calms and empowers you.


  7. Extricate your mindset when you can’t escape the moment.

    If you must be around someone who irks you, simply highlight the difference between the two of you: “We see things differently.” It states your calm acceptance of the difference and doesn’t trap you in the toxic behavior.






Find pleasure in frustration and get your calm on. Well worth the effort for a fabulous life!




Dealing with toxic people: What success have you had & how can I help you?



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

Related Posts:
Reduce Conflict: Hear the Urgency Before the Yell!
Positive Attitudes for Dealing w/ a Toxic Boss

©2012-2014 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

 

 

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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.

 

 

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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.

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.

 

 

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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.

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.

 

 

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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.

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.

 

 

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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.

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.

 

 

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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.

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.

 

 

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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.

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.

 

 

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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.

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