communication

Holocracy & Flat Organizations Reveal Human Truths

You would think that a holacracy, a truly flat organization with no tiers of management, would be every employee’s dream. It isn’t. Holacracy presents many challenges for employees. In fact, holacracy reveals why many employees like well-run hierarchy.



Holacracy: Image is blank field of snow.

Holacracy: Why Employees Like Hierarchy Image by Martin Beaumont via Flickr.

Image by Martin Beaumont via Flickr Creative Commons License.

Holacracy: What Employees Like About Hierarchy

Holacracy, like at Zappos and other lesser known companies, is revealing much about what many employees find so comfortable about traditional management structures. Some of these are surprising and others rather evident. The list holds great lessons for both styles of organization.

  1. In hierarchy, there is security. Holacracy feels scary and risky.
  2. In well-run hierarchy, there is clarity. In holacracy, everyone must clarify everything.
  3. In well-run hierarchy, decisions seem to happen more quickly. Holacracy feels time consuming and laborious.
  4. In hierarchy, influencing others and resolving conflict sits with management. In holacracy, employees face this challenge and without the helpful title of authority.

  5. In hierarchy, there is vertical career growth. The flatness of holacracy leaves many aspiring leaders flat. They must find a sense of worth in professional development and project achievements vs. titles.
  6. In hierarchy, management supposedly addresses egotistical and maverick behaviors. Without managers as buffers, all employees must handle this. It’s uncomfortable and challenging. It requires great people skills.
  7. Hierarchy and titles strengthen less courageous employees. I’ve witnessed employees resisting the wonderful leadership of a peer. They told the peer “we’re not strong like you.” The peer was promoted to being their leader and they followed without resistance. Organizational titles are the extra security blanket they love.
  8. In well-run hierarchy, employees can get things done through the management structure. In holacracy, employees must learn how to get things done other ways. They must develop and use skills to hit the bulls-eye without authority and formal power.



THE challenge for employees in holacracy:



In my workshops and coaching, we explore the people skills for great collaboration and teamwork. My next blog post will delve into these people skills for holacracy. In the meantime,



Your turn: What other challenges are there in holacracy?



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

Related Posts:
10 Ways to Work With Immature Teammates
The Surprising Secret Within Every Great Communicator
9 People Skills Tips for Potent Influential Communication
People Skills Philosophy For Success With Others
7 Pleasures That Calm When Dealing w/ Toxic People

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


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

QuickSpot-grahpicV2

Engage in people skills learning!

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

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

Leaders claim objectivity is valuable in preventing emotionally skewed decisions. Yet if leaders detach to be objective or come across as indifferent, they disengage employees and results suffer.


Leaders, are you helpfully objective or actually indifferent?

Leaders, Are You Helpfully Objective or Actually Indifferent? Image by: HikingArtist.com

 

Helpfully Objectivity

  • Considers all perspectives to ensure accurate results
  • Researches what is behind emotion to unearth weighty factors
  • Gets close enough to find and see the truth
  • Respects passion’s lift more than it fears its drag
  • Boldly taps emotion to inspire and engage employees

 

Objectivity Turns Into or Seems Like Indifference

When leaders …

  • Glorify measurements over all other types of information
  • Distance themselves in the fear that getting close will limit their honesty and objectivity
  • Mislabel all passion as illogical
  • Act solo because they lack trust in those around them
  • Revel in the comfort and false security of their own views and personality type
  • Push aside diverse new views under the guise of tried-and-true ways
  • Hold their positional power and/or expertise as the ultimate factor in decision making








Objectivity requires a true and complete picture. It sees the value of emotion. It understands diverse factors and perspectives.

Meanwhile, fear, the comfort of habit, and love of data and procedures try to disguise indifference as objectivity. The disguise backfires and leads to a skewed view and poor decisions.


Identify what obstacles are keeping you from engaging with employees, from seeing diverse views, and from building closer relationships. Develop emotional intelligence to overcome those blocks! It is far easier than you think and the business rewards are great.



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

Related Posts:
5 Steps to Developing Emotional Intelligence
Leadership Engagement: How to Reach Employees Not Preach to Them
Want Engaged Employees: Don’t Confuse Contentment w/ Lack of Ambition

Grateful for the use of Image by: HikingArtist.com via Flickr Creative Commons License.

©2013-2015 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email info@katenasser.com for permission and guidelines. Thank you for respecting intellectual capital.


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

QuickSpot-grahpicV2

Engage in people skills learning!

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

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

Leadership Engagement: Focus on Development Not Self-Sacrifice

Leaders, when you face employees who lack commitment resist the temptation to tell them how hard you work. You think you will inspire self-sacrifice and commitment. Guess again! Leadership engagement is about reaching them not preaching to them.



Leadership Engagement: Image is quote by Elizabeth Cady Stanton on self-development

Leadership Engagement: How to Reach Employees Not Preach to Them Image via DecentQuotes.com

Image via DecentQuotes.


Leadership Engagement: How to Reach Not Preach

Self-sacrifice is not an order you give. It’s an awakening within someone, an arrival.

Leaders who have arrived tell others to get there when those leaders:

  • Are new to leadership. They don’t know how to reach others so they preach.
  • Believe that leadership is about themselves.
  • Get frustrated when employees are not engaging at high level.



Leadership Engagement Sad Story

Leader named Carmen was addressing a young under-performing employee. The employee gave reasons (excuses) for often being late and asked for more interesting work. Carmen replied “Let me tell you what I have to do every morning. My wife leaves very early for her shift work. Her mother is an invalid and lives with us. I have to bathe my mother-in-law, walk the dog, pick up the elder-care worker from the bus stop, get her back to the house and then get myself to work. Are you saying your life is tougher than mine?

This did not change the employee’s performance. Carmen’s self-sacrifice doesn’t awaken the employee’s sense of duty nor commitment.

To awaken commitment in employees:

  • Unearth how they think and what they care about.
  • Discuss self-development instead of self-sacrifice. “What behaviors do you think you need to develop to meet your goals?”
  • Then guide the conversation to how self-development feeds the team and the team feeds each individual. e.g. “When you are late, you let the team down.”


Leadership engagement doesn’t yield to the outrage of a frequently tardy employee asking for more interesting work. It also doesn’t hand out more interesting work to get the employee to show up on time.

Step back from frustration, outrage and the temptation to preach. Reach the employee with what they care about and map it back to the organization’s goals and team support.




Is self-sacrifice relevant in today’s workplace? Or is that a bygone era?


My blog posts reflect scenarios I face in my consulting work (with names changed to respect privacy). I look forward to helping you turn interaction obstacles into mega teamwork and employee engagement.

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

Related Posts
Leadership Engagement: Are You Leading w/ Honesty & Civility?
5 Essentials to Building 21st Century Teams
25 Incredibly Valuable Team Member Talents to Acknowledge

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


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




QuickSpot-grahpicV2

Engage in people skills learning!

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

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


Be Authentic Without Scaring People Away!

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



Be Authentic Without Scaring People Away Image is Titan Moon.

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

Image by Val Klavens via Flickr Creative Commons License.


11 Steps to Be Authentic & Not Scare Others Away

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


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

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


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

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


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

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

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

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

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

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



Authenticity Without Angst – How to Get Started

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



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

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



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

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

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


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




QuickSpot-grahpicV2

Engage in people skills learning!

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

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


Social Networking: JOIN Us in People Skills Global Twitter Chat!

WHEN: Sunday April 26, 2015 at 10AM EDT. Hashtag: #peopleskills


Background on This Chat Topic: Social Networking

As digital communication continues to take center stage, we turn our People Skills chat focus to social networking.

Hosting for me in my absence is Chantal Bechervaise social networking maven, HR professional, and people skills community moderator. Chantal unites a love of people and a passion for technology into great social networking skill. Her blog Take It Personelly reflects this well!



Social Networking: Image is People skills logo

Social Networking: Image by KimbManson for Kate Nasser. All rights reserved.

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


Social Networking People Skills: Beyond the Technology

Many people realize the challenge of interacting with others face to face and on the phone. Multiply that to realize and address the challenge of interacting with the world online! So let’s dig in and explore social networking people skills in this week’s people skills chat.

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

  • How do you define social networking? Is it different from social media?
  • Why has social networking become so popular even in everyday life?
  • Because of the reach, is social networking always impersonal? Pls. explain.
  • What are the differences between in-person networking and social networking?
  • How does social networking change your life? Your business?
  • How can you bring your authenticity to social networking without going to far? Tips?
  • What are the disadvantages to social networking, if any?
  • How can people skills tangibly improve social networking?


So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday April 26, 2015 10am EDT on Twitter (hashtag: #peopleskills) to discuss social networking people skills.


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



Shout Out of Gratitude

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

Special thanks this week to Chantal Bechervaise who is hosting in my absence and continued thanks to generous chat moderators Dave Moore, Hoda Maalouf, Tracy Shroyer, Jandis Price and Tom Rhodes for their time and insightful contributions.






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday April 26, 2015 10am EDT/7am PDT to explore social networking people skills.

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







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

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


Chat with you this Sun. April 26, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Social Networking People Skills.


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

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

©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.

Respecting Boundaries: JOIN Us in People Skills Global Twitter Chat!

WHEN: Sunday April 19, 2015 at 10AM EDT. Hashtag: #peopleskills


Background on This Chat Topic: Respecting Boundaries

Last Sunday in #Peopleskills chat, we discussed expectations. We move on this week to the topic of respecting boundaries. There are people who do and people who don’t. There are people who often do and then in certain moments, don’t. How does this impact human interactions and relationships in personal life and in business?

Joining me as co-host this week is Dave Moore, creator of HPT-Transformation and people skills community moderator. HPT (Human Potential Technology) is concerned with transforming the context in which one views and experiences life. HPT does not change what one knows; it transforms the way in which one knows.”



Respecting Boundaries: Image is People skills logo

Respecting Boundaries: Image by KimbManson for Kate Nasser. All rights reserved.

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


Respecting Boundaries: Let’s Discuss This!

Most people have a comfort zone and personal boundaries. Why? Perhaps boundaries are a matter of security UNTIL we trust someone. Or maybe they are always there at different heights. In any case they impact human interactions and are a great topic for our people skills chat.

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

  • What are personal boundaries? Examples?
  • Why do we have boundaries?
  • Where, when, and how do we develop them?
  • Do successful people have more or fewer boundaries?
  • People ignore/disrespect others’ boundaries because ________________.
  • How do you deal with someone who crosses over your boundaries?
  • What are the advantages and disadvantages to boundaries?
  • Healthy boundaries: What are they?
  • Are boundaries barriers to connection or pathways to stronger ones?
  • When you trust someone, how does it affect your boundaries?
  • How do people skills affect boundaries?


So bring your personal perspective, your favorite beverage, and join me and the people skills global chat community this Sunday April 19, 2015 10am EDT on Twitter (hashtag: #peopleskills) to discuss respecting boundaries.


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



Shout Out of Gratitude

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

Special and continued thanks to generous chat moderators Dave Moore (this week’s co-host), Chantal Bechervaise, Hoda Maalouf, Tracy Shroyer, Jandis Price and Tom Rhodes for their time and insightful contributions.






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday April 19, 2015 10am EDT/7am PDT to explore respecting boundaries.

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







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

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


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


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.

Expectations & Assumptions: JOIN us in #Peopleskills chat!

WHEN: Sunday April 12, 2015 at 10AM EDT. Hashtag: #peopleskills


Background on This Chat Topic: People Skills Expectations & Assumptions

Last Sunday in #Peopleskills chat, we discussed deepening connections. It raises additional questions about expectations and assumptions in human interaction.

Are expectations the hidden obstacle to great interactions? Or are they the force that brings people together in the first place? What about assumptions? Do they have a positive or negative effect? JOIN us this Sunday April 12th, 2015 at 10am EDT to discuss expectations & assumptions.



Expectations & Assumptions: Image is People skills logo

Expectations & Assumptions: Image by KimbManson for Kate Nasser. All rights reserved.

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


People Skills Expectations & Assumptions

Very few people are free of expectations & assumptions. Perhaps no one. Given that, how do expectations & assumptions impact human interactions in business, leadership, teamwork, customer service and in life’s deep relationships?

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

  • Where do expectations come from?
  • When we expect a great deal of ourselves, __________________.
  • What would human interactions be like if we had no expectations?
  • Expectations are the _________ to great human interaction.
  • What are the advantages and disadvantages of leaders’ expectations of others?
  • What relationship is there between assumptions and expectations? Any?
  • How do our personal values affect assumptions and expectations of others?
  • What assumptions about others have helped humanity and which ones have hurt humanity?
  • Assumptions, gossip, and groupthink: Are they connected? If so, how can we stop the damage?
  • Does communicating expectations and assumptions make them OK? Or do they live on?
  • How can we capture the benefits of expectations and minimize the risks?
  • What are the key people skills for working through diverse expectations and assumptions?


So bring your personal perspective, your favorite beverage, and join me and the people skills global chat community this Sunday April 12, 2015 10am EDT on Twitter (hashtag: #peopleskills) to discuss people skills expectations & assumptions.


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



Shout Out of Gratitude

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

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






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday April 12, 2015 10am EDT/7am PDT to explore people skills expectations & assumptions.

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







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

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


Chat with you this Sun. April 12, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: People Skills Expectations & Assumptions.


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.

Lead Smartly: Reject Dumb Denials & Lead Change!

Successful leaders use courage, IQ, social intelligence, and emotional intelligence (EQ) to lead smartly. Their beliefs and actions are markedly different from others. Most especially, they seek the truth even when it is uncomfortable! They reject dumb denials that trap others in the status quo and inaction.



Lead Smartly: Image is May Angelou quote Without courage, we cannot practice any other virtue consistently.

Lead Smartly: Dumb Denials Smart Leaders Reject. Image by Rachel via Flickr.

Grateful for image by Rachel via Flickr Creative Commons License.


Lead Smartly: 5 Dumb Denials Emotionally Intelligent Leaders Reject

Behind each of these mistaken beliefs, is a dumb denial that sink many leaders. Don’t get trapped. Reject these dumb denials and lead smartly!

  1. If you can’t measure it, it doesn’t exist. Truly absurd.

    It wipes out all sorts of experience, intuition, information etc… Overly cautious leaders deny the truth — that much exists even when we can’t measure it. Smart leaders live in the truth. They don’t deny it. They have the courage to lead smartly from many sources.


  2. No news is good news. Truly dangerous.

    It limits valuable communication to negative announcements and problem solving. Leaders who shy away from showing appreciation, from recognizing talents, and from communicating well, leave untapped potential and morale on the floor. When these leaders speak only the bad news, performance suffers. Smart leaders inspire and engage with communication. They build their influence through relationships.


  3. People skills are inborn. Truly short-sighted.

    When leaders live this belief, they are denying the diversity that challenges human interaction. It takes people skills training to have people stay productive with others. Engaging leaders make time for their teams’ people skills development, especially for team building and how to work through conflict.


  4. Arrogance is a sign of confidence. It inspires others and produces great results. Truly dumb.

    Arrogance is not confidence. It doesn’t inspire teammates. It annoys them and drives them away. It disrespects others and reduces collaboration. The truth is that confidence is rooted in continuous learning. It prevents arrogance from taking root. Smart leaders address the stifling behavior of arrogant employees even if it’s uncomfortable.


  5. Emotion is unproductive. Truly out-of-date.

    Smart leaders tap emotion to lead smartly, encourage innovation, and spearhead change. They don’t label it as unproductive. They tap employee passion — a form of emotion — to ignite the talents the company hired. They show appreciation — a form of emotion — to increase commitment and reduce complaints. They give empathy when teams are struggling and encouragement to help them over the obstacles. Conversely, leaders who deny the value of emotion look weak and antiquated.



Step out of the comfort of denial and lead smartly. Inspire people with your emotional intelligence, vision, and willingness to handle the tough moments. It shows just how much you believe in what you are leading. If you don’t, why should they?




What other dumb denials hold leaders & teams back?


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

Related Posts:
18 Things Respected Well-Liked Leaders Consistently Do
13 Lies Weak Leaders Bequeath to Everyone
Modern Leadership & Teamwork: Be Selfless Not Faceless

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


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




QuickSpot-grahpicV2

Engage in people skills learning!

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

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


Leaders, Don’t Mislabel All Issues as Personality Conflict

Leaders who are averse to conflict, quickly mislabel interaction issues as — just a personality conflict.

It’s one of those feel good denial reactions that creates additional problems. Mislabelling it as a personality conflict ignites hidden resentments. It also fails miserably as it overlooks the true issues to be resolved. That’s not to say that a personality conflict can’t arise. It can.

Yet there are many other causes of interaction difficulty. People may have different definitions of team and teamwork. There may be low trust or little respect. It’s important to determine the true causes instead of writing it all off to just a personality conflict.



Mislabelled Personality Conflict: Image is cracked eggs.

Not all trouble is a personality conflict. Image by Quinn Dumbrowski

Image by: Quinn Dombrowski via Flickr Creative Commons License.



An Illustration

A new leader (Bill) joined the leadership team. He has 5 peers and each oversees a different department. They and their teams must interact to deliver a wow customer experience. During the first week, Bill makes many demands on the peer he interacts with the most (Pat). He ultimately says to Pat, “I always get my way.”

When Pat requests a more team based approach, Bill takes offense. The high level leader (Lee) meets with Bill and Pat and says, “you two are having a personality conflict.”


Lee made a big mistake. He lost Pat’s trust that day. Assuming that two people who are having a conflict are having a personality conflict solves nothing. It also makes the leader (Lee) look weak and illogical.



What to Do Instead?

  • Establish and Honor a Baseline. Leaders who engage everyone in developing effective baseline behaviors pave the road to success. In today’s culturally diverse workplace, discussions expand understanding and prevent lots of conflicts. Once people establish baseline behaviors, it’s much easier to see errant behavior from a personality conflict.

    Important baseline behaviors to discuss:

    1. Behaviors for shared spaces
    2. Rules on texting during important meetings
    3. Acceptable ways to disagree and discuss strong views
    4. Handling aggressive and passive aggressive behavior


  • Dig to Discover. If the interaction issues in question are not errant behaviors, then find out what’s happening. To do this well, leaders must promise those who speak up that they will not be punished or minimized for the information they offer.

    It works well to have everyone involved to say what they are experiencing and what they would like to experience instead. This prevents gripe fests and discovers workable solutions.



  • Follow-through. Even if you are using HR or outside consultants to help you through this, leaders must stay involved. It is your expectation of improvement and your follow-through that bolsters employees’ commitment. Interaction affects the bottom line.

    Don’t just delegate this to someone and turn away. Assess, inspire, and stay involved.


Risks to Mislabeling Issues as Personality Conflict



  • Divisiveness. When leaders skip over discovering the trouble, the trouble persists. Un-addressed issues fester and feed frustration. Resentment grows as the leaders replace the truth with their assumptions of a personality conflict.


  • Mistrust and disrespect. Employees tap leaders for their insight, objectivity, strength, and honesty. When leaders tap dance around the issue instead of thinking it through, people lose trust and respect for those leaders. The loss of trust lingers and impacts the organization’s results.

  • Self-protection. When someone raises an issue about interaction problems and the leaders quickly pass it off as personality conflict, people think they are being punished for speaking up. After that, those who raised the issues go into self-protection mode. They block the open mindset needed for resolution and organizational success.

  • Weakened Core Values. The modern workplace is sustained with core values of respect, honesty, truth, and accountability. When leaders twist any situation into something it isn’t, it undermines interaction that could otherwise keep the organization moving forward. Whether it’s leader to leader, employee to employee, or leader and employee, discovering the true issues and addressing them appropriately secures the core values of success.





Most everyone can see the value in positive workplace interaction. What some leaders don’t see is that they play a key role in sustaining it through their accurate assessment. This doesn’t mean you are babysitting — a metaphor often misapplied in these moments. You are leading!

There is even evidence to show that employees leave jobs because of mislabelled un-addressed interpersonal issues that have made work intolerable. In the end, leaders who invest in sustaining the core values of interaction inspire collaboration and fuel success.


What other workplace behaviors is it valuable to discuss?



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

Related Posts:
18 Things Respected Well-Liked Leaders Consistently Do
Leadership to Reverse a Hostile Workplace
Tapping the Profitable Secrets of Personality Types

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


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




QuickSpot-grahpicV2

Engage in people skills learning!

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

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

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

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


Background on This Chat Topic: Diverse Workplace Collaboration

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

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



Diverse Workplace Collaboration: Image is People skills logo

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

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


Diverse Workplace Collaboration: How to Make It Stronger!

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

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

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


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


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



Shout Out of Gratitude

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

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






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday March 29, 2015 10am EDT/7am PDT to diverse workplace collaboration.

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







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

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


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


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


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

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


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

 

 

PS-EnergyBar-LogoJoin me through these social channels

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

Teamwork Productivity: Why Can’t Everyone Automatically Get Along?


Leaders call me when they want teamwork productivity to improve. Their frustration pours out in the question:


Why can’t people just get along and stop the petty squabbles?”



Teamwork Productivity: image is 2 chess pieces in face to face standoff.

Teamwork Productivity: Reasons Why People Can’t Automatically Get Along Image by Juan Ignacio Sánchez Lara via Flickr.


Image by Juan Ignacio Sánchez Lara via Flickr Creative Commons License.


Teamwork Productivity: 21 Reasons Why Employees Can’t Just Get Along

There are many reasons why employees can’t automatically get along.

  1. They have different personality types and don’t know how to adapt or don’t want to.
  2. They feel overrun by mavericks on the team who don’t collaborate.
  3. Their low emotional intelligence keeps squabbles alive.
  4. Respect is low
  5. Trust is low.
  6. They have different personal career goals.
  7. They come from different cultures and with different mores.
  8. They are competing for a limited number of promotional opportunities.
  9. They have different habits which drive each other crazy.
  10. They have different definitions of team and teamwork.
  11. Teams goals and acceptable team behaviors aren’t clear.
  12. They have old baggage that affects today’s behavior.
  13. They slow or stop interacting to avoid conflict.
  14. There is bullying going on that you haven’t addressed or don’t even know about.
  15. They don’t know how to disagree in a productive way. Instead, they express thoughts and emotions in an aggressive way.
  16. Some who seem to work harder resent those who seem to work less.
  17. There are some team members who give orders to others instead of asking. “Get me those numbers right away!” This lowers teamwork productivity.
  18. You have a blame culture and people are pulling back to avoid failure.
  19. Change agents who are innovating are disrespecting past and current efforts. People take offense and interaction suffers. (FYI: You don’t have to demean the past to create the future.)
  20. Leaders aren’t forthright about upcoming changes and the rumor mill reduces teamwork and productivity.
  21. Leaders don’t express appreciation and recognition for employees’ work and talents so they don’t express it to each other. Low inspiration = low engagement and teamwork productivity.


When employees ask you, the leader, to help with these struggles, telling them to work it out themselves or stop complaining makes matters worse. If they could, they would.

Delegating it someone else to handle won’t settle matters either.




What Does Work?

  • Ask, listen, and explore options. Involve the teams in making things better.
  • Redefine teamwork. Most leaders and teams are still defining it as a group of people working toward common goals and results. And you see where that’s gotten you. A team actually is: people growing, changing, and adapting to reach a shared success. If you don’t include growing, changing, adapting in your definition of a team, people work on common goals purely from their own style and view. You then end up on the list of 21 troubles.
  • As a leader, increase your emotional self-awareness and emotional intelligence. Leadership is about inspiring and influencing others. This creates a better work environment and minimizes the 21 troubles.
  • Tap outside help. Independent team builders bring specialized expertise, fresh perspectives, objectivity, and the ability to say things that insiders can’t risk saying.


Most importantly, don’t let these troubles fester. Although you can’t prevent all of them, you can address interaction troubles as they surface. Left alone, these struggles become long held grudges with insurmountable barriers.




In your experience, what else stops people from working well together?



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

Related Posts:
Teamwork Productivity: 5 Essentials to Build 21st Century Teams
Modern Leadership & Teamwork: Be Selfless Not Faceless
18 Things Respected Well-Liked Leaders Consistently Do
One Giant Communication Blunder & One Easy Fix

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


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

 

 

QuickSpot-grahpicV2

Engage in people skills learning!

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

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

Healthcare People Skills: JOIN us in #Peopleskills chat share your view.

WHEN: Sunday March 22, 2015 at 10AM EDT. Hashtag: #peopleskills


Background on This Chat Topic: Healthcare People Skills

How do doctors, nurses, physician assistants, physical therapists, medical assistants and medical technicians treat you? I don’t mean the medical treatments they give you. I mean how good are their people skills? Do they show empathy? Do they listen? Do they respond well to questions or rush about and cut you off? Our #Peopleskills Twitter chat explores healthcare people skills this Sunday.

My wonderful co-host is Dr. Gia Sison. Dr. Sison is a practicing physician, breast cancer survivor, and first Philippine leader of Livestrong Foundation. She is a powerful voice on social media about healthcare and healing. She faclitates the #HealthXPh Twitter chat and lends her voice to other online healthcare convos.



Healthcare People Skills: Image is People skills logo

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

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


Healthcare People Skills: Do They Matter?

Do healthcare providers still care about bedside manner? Do medical, nursing, and physical therapy schools highlight it? Do they teach the importance of listening and getting the patient’s story? JOIN us in #Peopleskills global Twitter chat to explore healthcare people skills.

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

  • When you are the patient, how important are the people skills of those treating you?
  • What people skills are important in providing excellent healthcare?
  • What happens when medical office staff and those providing direct care have poor people skills?
  • How can healthcare providers & staff be more open to patient questions?
  • Think of the doctors you truly like and trust? How do they behave? Why do you like and trust them?
  • How do cultural differences impact people skills and healthcare?
  • How can everyone involved in delivering healthcare develop better people skills?


So bring your personal perspective, your favorite beverage, and join me and the people skills global chat community this Sunday March 22, 2015 on Twitter (hashtag: #peopleskills) to explore healthcare people skills.


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



Shout Out of Gratitude

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

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






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday March 22, 2015 10am EDT/7am PDT to healthcare people skills.

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







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

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


Chat with you this Sun. March 22, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Healthcare People Skills.


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


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

©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.

Respected Well-Liked Leaders: The Things They Always Do

I continue to hear leaders say they must choose between being respected and being liked. The good news is it’s not true. Moreover, it is important not to trade one for the other. Respected well-liked leaders inspire, engage, and foster organizational success.



Respected Well-Liked Leaders: Plaque Says Humanity Love Respect

Respected Well-Liked Leaders: The Things They Consistently Do. Image by B.S. Wise via Flickr Creative Commons License.

Image by B.S. Wise via Flickr Creative Commons License.


Respected Well-Liked Leaders: 18 Things They Consistently Do!

  1. Respected well-liked leaders are like-able but they don’t seek to be liked at every moment. They don’t avoid situations just to be liked.

  2. They communicate with honesty and civility not bluntness and disdain.

  3. Respected well-liked leaders take time to get to know people. They don’t come on at the beginning like everyone’s best friend. They show comfort in leadership and over time in friendship.

  4. Respected well-liked leaders appreciate and recognize effort and talent as much as results and success. They understand and accept the human need for appreciation and encouragement. Leaders who think that praise weakens teams weaken their teams by skipping the praise.

  5. They are confident and humble. Respected well-liked leaders illustrate how to be self-assured while sharing the spotlight with others. They are selfless not faceless.

  6. They are open-minded not indecisive. They listen and consider many views and weigh in with their expertise. They know that empowerment is not abandonment. They know when to tell, when to ask; when to wait and when to take action.

  7. In difficult moments, they give empathy as well as possible solutions. Respected leaders use their expertise and vision to solve problems. Respected well-liked leaders attend to the human needs as well.

  8. Respected well-liked leaders rise above their own pet peeves. By focusing on others’ needs instead of their own personal preferences, leaders become respected as well as liked. Those who constantly expect everyone to cater to their personal preferences are disrespected and disliked.

  9. They improve their high emotional intelligence every day. Respected well-liked leaders develop their social skills to greet people warmly. They evolve their self-awareness to be the model of self-regulation.

  10. Respected well-liked leaders are optimistic and realistic. They have healthy skepticism without being pessimistic and jaded.

  11. They create an environment where it is safe to innovate and change. Change can be scary. Respected well-liked leaders don’t quarantine their courage. They make it contagious!

  12. They show up fully for themselves and others every day. They energize others and model true contribution.

  13. Respected well-liked leaders live and exhibit love of diversity. They don’t create clones; they spot and develop diverse talent. Who wouldn’t respect and like that!


  14. Respected well-liked leaders put the “we go” before the ego.

  15. They put themselves on the line with their teams. They address unfairness, bullying, cliques, chronic complainers, and slackers. You never hear them say, “just work it out yourselves.”

  16. Respected well-liked leaders seek and inspire excellence, not perfectionism. Their reasonableness has room for forgiveness that develops a valuable culture of learning and accountability.

  17. Respected well-liked leaders are a buoy (not the buoy) of inspiration and balance. Their energy and light guide everyone from the gray zone of confusion to the end zone of success. The team members then buoy each other.

  18. They communicate very well. Their words and tone inspire greatness without leaving scars. They reach others they don’t preach to others. They call everyone to change and grow while honoring who they are. This is why these leaders are respected and well-liked.



What is your fav on this list & what would you add to this list?



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

Related Posts:
Leadership Video (2.5 min): Be A Buoy of Inspiration & Balance
Leaders, 10 Ways to Ignite Greatness Without Leaving Scars
Leadership: People Skills to Reverse a Hostile Workplace

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


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

 

 

QuickSpot-grahpicV2

Engage in people skills learning!

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

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

Forgiveness: JOIN us in #Peopleskills chat to explore this.

WHEN: Sunday March 15th, 2015 at 10AM EDT. Hashtag: #peopleskills


Background on This Chat Topic: Forgiveness at Work and In Life

A recent article in Forbes magazine caught my eye. Forgiveness – The Least Understood Leadership Trait. The opening line of the article draws you in.

It hooked me with the claim that online search for leadership and forgiveness produced little if any results. It made me stop and ask myself how often have I heard forgiveness discussed in business? Not often. It made me wonder, why not?



Forgiveness: Image is People skills logo

People Skills Chat Topic is Forgiveness: Image by KimbManson for Kate Nasser. All rights reserved.

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


Forgiveness: Is It Important in Business?

There are so many dimensions to this question. Here are some to get us all thinking before our people skills Twitter chat on Sunday.

  • What does it mean to forgive and what does it do for us?
  • What is the opposite of forgiveness and the impact of it?
  • It is easier to forgive an enemy than to forgive a friend. ~William Blake Ag/Dis Why?
  • Can you be too forgiving? Are there risks to it?
  • Forgiveness and trust: How do they relate?
  • Does forgiveness turn an enemy into a trusted friend or can you forgive but not forget?
  • Is forgiveness all or nothing or are some things unforgivable?
  • Humility and forgiveness: Are they essential to each other? Pls. explain.
  • Does forgiveness foster and feed selfish behavior in others? Pls. expl.
  • What are the business benefits of forgiveness?
  • How does forgiveness impact accountability? Y/N Pls. explain.
  • Should leaders actively develop their capacity to forgive? Why/why not?
  • What is the difference between being forgiving vs avoiding conflict?
  • In business that believes in forgiveness, should it be an individual choice or a core value all must live?
  • Forgiveness, mistakes, and learning: How do they relate?
  • How can leaders practice forgiveness at work and still focus on profit?
  • How can people skills foster forgiveness in work and life?



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

So bring your personal perspective, your favorite beverage, and join me and the people skills global chat community this Sunday March 15, 2015 on Twitter (hashtag: #peopleskills) to explore forgiveness at work and in life.


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



Shout Out of Gratitude

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

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






Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday March 15, 2015 10am EDT/7am PDT to explore if forgiveness at work and in life.

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







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

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


Chat with you this Sun. March 15, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Forgiveness at Work and Life.


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.

Giant Communication Blunder & One Very Easy Fix

You feel strongly about something. You want others to care about it. As you communicate with them, you hit a brick wall! What’s the problem? You built the wall!

Giant Communication Blunder: Image is brick wall w/ a one way sign on it.

Giant Communication Blunder. Image by Great Beyond via Flickr Creative Commons License.

Grateful for image by Great Beyond via Flickr Creative Commons License.

Ask yourself, have you slipped into stating questions instead of asking questions? When people feel strongly about something they often slip into stating a question that tells instead of asks.


Don’t you think? Wouldn’t it be better?


What answers do you expect? You are in tell and sell mode and pretending it is conversation and listening.

Instead of stating their true opinions, they either say “no”, say nothing, or walk away. You suddenly face the brick wall you built.


Can’t people disagree regardless of how you pose the question? Yes, some can. Will they want to bother? Very likely no.

Questions like “don’t you think” …

  • Treat others as subordinate
  • Suggest others’ views are not important
  • Demand agreement while pretending to be open-minded


This is a giant communication blunder. Who wants to scale a brick wall of pretense and arrogance — especially when they don’t care as much about your cause as you do.


One Easy Fix to This Giant Communication Blunder

State your opinion as opinion and ask open-ended questions to engage others. “What do you think?” vs. “Don’t you think?” Ask and listen.

Influence honors others with generous restraint and gentle honesty. It invites people to express their views and make their own decision.




What else do you think contributes to influential communication?



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

Related Posts:
Potent Communication: 9 Easy People Skills Tips
Silence: When Is It Golden and When Not?

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


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

 

 

QuickSpot-grahpicV2

Engage in people skills learning!

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

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

Older Posts »