communication

Leadership Strength: How Do You Express Yours?

New leaders often act tough and harsh. Many outgrow the extremes through experience. Others don’t.

Why do some leaders continue to behave harshly?


Leadership Strength: Image looks like crater w/ blue sky in center.

Leadership Strength: It’s Not Coarse, Harsh, Rude. Image by Martin Helgan via Flickr.

Image by Martin Helgan via Flickr Creative Commons License

Leadership Strength: 6 Reasons Leaders Are Harsh vs. Strong

  1. They were led that way.

    They treat others they way their leaders treated them. Not a recipe for growth and success.

  2. They think kindness and humility mean weakness.

    They must learn that selfless doesn’t mean faceless. Influence through intelligence and connection.

  3. They discount situation as a leadership factor.

    Leadership in a continuous crisis environment is not the same as leadership in politics. Leadership in military differs from leadership in business. In business they aren’t training troops to perform constantly in harsh conditions under fire. Match leadership strength to the conditions.

  4. They think you can’t be well-liked and respected.

    This is one of the biggest legacy myths of leadership strength. Respected well-liked leaders inspire, engage, and foster organizational success. Click here for 18 ways they do this.

  5. They lack emotional intelligence and don’t want to develop it.

    They define leadership strength as coarse and harsh to justify their own natural style. Eventually people see this as selfish and reject these leaders.

  6. They mistakenly see honesty and diplomacy as opposites.

    They boorishly communicate anything they think. This is not authenticity and honesty. It isn’t leadership strength. It is leadership incompetence. Communicate with diplomatic honesty and your influence will stretch far and wide.

Why do some people accept these leaders’ harsh behaviors?


For the six reasons above AND two more.

  • They don’t see these leaders’ behaviors as harsh and inappropriate. They see them as strict and think strictness will make everyone better performers.

  • They shy away from leaders who treat them as equals. To some people, equality is scary. It requires shared responsibility with individual accountability. These folks will accept harshness for less accountability.

Develop your leadership strength through emotional intelligence. It highlights how well you lead in diverse situations. Harshness and coarseness rarely apply. Emotional intelligence, insight, and inner strength universally apply.

Where and when have emotionally intelligent leaders helped you?

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

Related Posts:
18 Things Respected Well-Liked Leaders Consistently Do
Leadership People Skills: When Tough Leaders Show Empathy
Leadership, Here’s What’s Great About Humility
13 Emotionally Intelligent Leadership People Skills

©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™

Career Promotion Thinking: Replace These Non-Leader Thoughts

If you want be promoted to leader, make sure you think like one. Show people your potential. Here are 5 thoughts to replace. Enjoy this slide show!



Your Turn: What career promotion thoughts would you add?


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.

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™

Building New Relationships is our People Skills Global Chat Topic

WHEN: Sunday Aug 9, 2015 at 10AM EDT on Twitter. Hashtag: #peopleskills

Background on This Chat Topic: Building New Relationships

Does the thought of meeting new people and building new relationships excite you? Or do you see it as a challenge or even a chore? Please JOIN us Sunday Aug. 9, 2015 10amEDT in people skills global Twitter chat to share your insights and experience on building new relationships.

Building New Relationships: Image is People skills logo

Building New Relationships: Image by KimbManson for Kate Nasser. All rights reserved.

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

Building New Relationships – Exciting or Challenging?

JOIN us in #Peopleskills global Twitter chat to explore the topic of building new relationships.

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

  • Assumptions are the termites of relationships. Ag/Disagree Why? ~Henry Winkler
  • Patience, wisdom, respect, trust, generosity – which is most important for relationships?
  • What kills relationships? What makes them thrive?
  • Relationships: “When what you hear and what you see don’t match, trust your eyes.” ~Dale Renton Ag/Disagree? Why?
  • Meeting new people feels __________________.
  • What does it take to go from “new” relationship to comfortable?
  • When is building new relationships most enjoyable and/or valuable?
  • When building new relationships on #socialmedia, _____________.
  • How does emotional intelligence play a role in building new relationships, if at all?
  • What are the obstacles and challenges to new relationships?
  • How can people overcome their fear of meeting new people?
  • What is your best people skills tip for building new relationships?

So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday Aug. 9, 2015 10am EDT in Twitter (hashtag: #peopleskills) about building new relationships.

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





Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday Aug. 9, 2015 10am EDT/7am PDT to discuss building new 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 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. Aug. 9, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Building New 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™

©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.

Leadership Gap: 3 Steps to Fix the Unintended Trouble You Create

What happens when leaders don’t communicate clearly and completely? Some say that team members rise to the occasion. They engage and start leading. It’s possible. I’ve seen it. Yet it’s not the norm.

Others say that rumors surface and confusion grows.  People disengage and morale suffers.  It’s possible.  I’ve seen it often.

The key question is how can leaders prevent the confusion of the leadership gap and communicate to engage?

Leadership Gap: Image is Large Question mark w/ trails of dots behind.

Leadership Gap: Fixing Unintentional Trouble You Create Image by Stefan Baudy via Flickr.

Image by Stefan Baudy via Flickr Creative Commons License.

3 Steps to Close the Unintentional Leadership Gap

  1. Write down your assumptions that created the last unintentional leadership gap in communication. Did you assume that everyone understood what you said? Did you think they would ask questions if they didn’t? Did you assume they would raise concerns and voice disagreement?

    Fix: Clarify all your assumptions out loud with those you lead. Ask for their feedback. If you are leading teams from other cultures, find out how they normally interact with leaders. In some cultures, it is not OK to speak up.

  2. Note when the leadership gap seems to occur? Is it when you communicate with your peers or their teams? Is it in crises? Is it in routine situations? Or is it pervasive and frequent?

    Fix: If your leadership gap is routine, pervasive and frequent, write down your definition of leadership. You may be suffering from the myth that modern leadership is faceless with the leader being in the background.

    Fix: If your leadership gap occurs during crises, you may be focusing on the problem solving to the exclusion of communicating what’s going on. Do both!

    Fix: If your leadership gaps occur with your peers or their teams, you are most likely skipping the socializing step. This often happens to driver type leaders and passionate visionary leaders. They assume everyone has the same zeal for their beliefs and they jump to the end.  When they get to the end zone, they realize no one is there with them.
    Take time to build consensus through listening and discussion to arrive together!

  3. Ask others to help you spot your unintentional leadership gap.  They will likely experience the gap before you see it.  Their experience at the moment becomes your awareness and cue to change. To lead and communicate well, you must be aware and adapt to close the leadership gap.

Lastly, remember that leadership is not about telling or asking. It’s knowing when to do each. Too laid back and you break the chain of success. Too overbearing and you break morale and engagement. Both lead to unintended and unforeseen trouble.

What other ways do leaders create a leadership gap & what’s your advice to them?

 

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

Related Posts:
Leadership Success: Think Balance Beam Not Mountain Top
18 Things Respected Well-Liked Leaders Consistently Do

©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™

Positive Workplace Behaviors is our People Skills Global Chat Topic

WHEN: Sunday Aug 2, 2015 at 10AM EDT on Twitter. Hashtag: #peopleskills

Background on This Chat Topic: Positive Workplace Behaviors

People go to school and learn occupational skills like finance, business, science, computers etc… When they set out on their careers and get jobs, they also must have great people skills and positive workplace behaviors. Please JOIN us Sunday Aug. 2, 2015 10amEDT in people skills global Twitter chat to share your insights and experience on positive workplace behaviors and people skills.

Positive workplace behaviors: Image is People skills logo

Positive workplace behaviors: Image by KimbManson for Kate Nasser. All rights reserved.

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

Your Work Persona: Positive Workplace Behaviors

What makes others want to work with you and be around you? How do positive workplace behaviors make you a stellar employee and teammate? JOIN us in #Peopleskills global Twitter chat to explore positive workplace behaviors.

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

  • Prior to my first “career” job, I pictured workplace interaction as __________.
  • When you first entered the workforce, what was workplace interaction like?
  • How would you describe your work persona?
  • How would your co-workers describe you and the affect you have on them?
  • What goes into how co-workers see each other?
  • What positive workplace behaviors breed org. success?
  • When do positive workplace behaviors get tested? Why?
  • How do great leaders foster these positive workplace behaviors?
  • How do emotional intelligence and positive workplace behaviors relate if at all?
  • Opinion: Schools should put more focus on teaching positive workplace behaviors. Y/N Pls. explain.
  • What people skills are most important in the workplace?
  • How can people develop their own positive behaviors and people skills?
  • What advice would you offer to those just entering the workforce?

So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday Aug. 2, 2015 10am EDT in Twitter (hashtag: #peopleskills) about positive workplace behaviors.

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





Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday Aug. 2, 2015 10am EDT/7am PDT to discuss positive workplace behaviors and 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. Aug. 2, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Your Work Persona: Positive Workplace Behaviors.

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.

Creativity Culture: How to Create Safe Open Engagement

Three years into running people skills global Twitter chat, I am thrilled with how many strangers from around the globe come together and engage openly. Recently, one newcomer said he was grateful I had created a safe open place to interact.

His gratitude made me reflect on what I had done and what others did to make this happen. Here is what we did to create an open creativity culture! It applies to workplaces as well.

Creativity Culture: Image is graphic with word creativity.

Creativity Culture: Keys to Creating Safe Place to Engage. Image by Sweet Dreamz Design via Flickr.

Image by Sweet Dreamz Design via Flickr Creative Commons License.

Creativity Culture: 7 Keys to Create Safe Open Engagement

Leaders and managers can do much to create a safe open place for everyone to engage and create.

  1. Create a simple powerful rule about respect.

    Respect is the key to feeling safe to engage, share, and create. In people skills global Twitter chat, we use one rule: Respect even when we disagree. Civility doesn’t weaken the message. It helps others to hear it.

  2. Listen!

    One of the strongest ways to show respect is to listen. It doesn’t mean obey; it doesn’t mean agree. It says respect for all.

  3. Ask questions to understand vs. judging people to discount ideas.

    We open our minds through questions and discussion. Assessing and deciding comes after that.

  4. Celebrate diversity.

    Applaud very different ideas. Appreciating diverse views doesn’t mean we agree. It means we are open to learning and creating.

  5. Moderate extremes.

    Moderation doesn’t mean mediocrity. It means balancing the needs of many in your creativity culture. If we see moderation as mediocrity, we seek excellence only in extremes — and miss the brilliance in between. Extremes spring up from strong vision and mission, predominance of any one personality type, and high pressure points.

  6. Encourage self-awareness.

    Help everyone identify their own pet peeves and own them. Help them see their talents and brilliance and share them. With this step, you replace a shortage mentality with one of abundance and curiosity.

  7. Identify slip ups early.

    The first six keys mean little if we don’t use them. This means spotting slip ups early on and calling everyone to a high level again.

Fostering a creativity culture where it’s safe to engage is not difficult. If we can bring strangers from around the globe every Sunday morning to engage in people skills Twitter chat, leaders and managers can surely foster the same thing in smaller teams. As long as they see it as important to interaction, they can make it happen.

Your View: What would you add to this list on creating safe open place to engage?


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

Related Post:
Innovation Leadership: Make It Easier to Innovate Than to Complain
Moderation Doesn’t Mean Mediocrity
Leadership: Do You Seek Excellence Only in Extremes?

©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 Treated Respectfully: How to Respond to Disrespect

What would you say to someone who is disrespecting you? How would you respond to pushy people who show no consideration for your view?

Would you take offense, get angry, and tell them off? Would you say nothing and simmer in anger? Would you walk away and avoid them in the future? There is a better way.

Be Treated Respectfully: Image is hand up in front of the sun.

Be Treated Respectfully: Set Limits w/ Pushy People Image by: _RedHeat

Image by _RedHeat via Flickr Creative Commons License.

How to Set Limits on Disrespect & Be Treated Respectfully

There are many ways to behave in the face of disrespect. In one off interactions, you might ignore it realizing you will never see that person again. You value your serenity and believe in yourself so why bother with it.

Yet when it happens with people you will be around frequently, ignoring disrespect can undermine healthy relationships. You overlook it, remain silent and one day your anger erupts when you’ve had enough. The offender then says “why didn’t you tell me sooner?”

To respond to disrespect and be treated respectfully …

  1. Calmly and firmly say: “Stop. You will not speak to me that way” or “Stop. Please do not speak to me that way.”
  2. Continue with: “I show you basic respect. I ask the same in return.”

If the offender is your boss at work and you cannot respond this way, calmly say: “You have my full attention even without yelling. I am actually more productive that way.” It’s respectful; it communicates commitment; it educates them on your needs.

In both instances you have a dual purpose: Set limits and be treated respectfully. The bonus is that you help others see beyond their own needs. Picture this image of mutual respect and communicate with calm confidence.

Be Treated Respectfully: Image is handshake.

Be Treated Respectfully: Image by Casa Thomas Jefferson via Flickr.

Image by Casa Thomas Jefferson via Flickr Creative Commons License

Confident communication is key to being treated respectfully. Initially the offenders may claim you took it the wrong way. Others may apologize to you and thank you for telling them (yes it does happen). Either way, you have set limits by showing respect for yourself and them — not by yelling. It works.

What successes have you had in setting limits? Please share with us!


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

Related Posts:
Are You Brutally Blunt or Helpfully Honest
The Perfect Apology and the ONE Word That Destroys It
11 Steps to Being Authentic Without Scaring People Away

©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 and managers, have you ever wanted to tell employees to grow up? You’re not alone. Even companies as a whole report that recent graduates and new hires don’t have sufficient critical thinking and teamwork skills. These are but two aspects of employee maturity. 

The truth is, for employees to contribute maturely leaders and managers must mentor a mature understanding of the business and of the collaboration needed to succeed.

Saying “grow up” won’t do it. Reflecting what you want them to do is the first step to great mentoring. Ask yourself what were they doing that brought you to say grow up? Itemize what you want them to do.

Nine Chances to Cultivate Maturity Image by:J.G. in S.F.

Image by JG in SF via Flickr Creative Commons License.

9 Chances to Cultivate Employee Maturity

Maturity is about balance, readiness, consideration, and confidence. It’s about attitudes as well as skills.

  1. When addressing employee concerns and complaints, always speak about the impact on the business. Today it’s popular to focus on changing the workplace to engage employees. If you want maturity in the workplace, balance caring for them with expectations of them.
  2. Illustrate the difference between honesty with diplomacy and rude bluntness. The former is a sign of maturity for it balances the message and the impact when selecting the words. The latter is a sign of selfish immaturity.
  3. Applaud, highlight, and reinforce excellence. When you set and reward a high standard, you mentor and develop that level of mature commitment. If you treat basic behaviors (like meeting objectives or showing up on time) as something special, you keep many in the weeds.
  4. Replace the misguided adage “treat each other like customers” with the more mature team mantra “grow and change to reach a shared success and common goal”. Team maturity has a deeper honesty and type of trust that surpasses that of a business and its customers. Cultivate it from the beginning and you cultivate maturity.
  5. Frequently ask, “what are we each doing to be ready for tomorrow?” When leaders pose this question, it asks employees to initiate some of their own growth. It is a call to maturity. Provide training and opportunities for them to develop further.
  6. Within a certain sphere, make it OK to make mistakes. Confidence grows when mistakes are lessons learned. Sometimes maturity comes from jumping a hurdle and knowing how to prevent a crash next time.
  7. Maturity owns the impact of behavior. Show them how to do it even in difficult moments. Related post: The Perfect Apology and The ONE Word That Destroys It.
  8. Give them access to situations that cultivate a mature open mind. In silos, employees continue to focus on their own jobs or possibly on the silo they are in. When you break through the silos and have employees see the bigger picture, their view of their own job matures. Now they can contribute to the whole not just to the silo..

  9. Think out loud. Employees learn critical thinking by hearing it and participating in it. If you want to speed this aspect of maturity, show them how you arrive at decision vs. just telling them the decision.

Most of all leaders, continue to evolve your self-awareness and maturity. Your growth spurs theirs. It expands this list of nine chances all the way to infinite. Highlight and applaud growth. You get what you focus on. If you want employees to stretch and grow, recognize and reinforce growth. If you focus only on results, who are you actually leading and mentoring to achieve those results?

What other ways can you develop employee maturity?


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

Related Posts:
Employee Appreciation: Be a Buoy to Be Appreciated
5 Immature Extremes That Harm Teamwork

©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.

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™

Team Dynamics: Extremes That Harm Teamwork People Skills

Team Dynamics: Image is stormy waters on rocks.

Team Dynamics: 5 Extremes That Harm Interaction & People Skills

Image by Daniele Berlucci via Flickr Creative Commons License.

Team Dynamics: Eliminate These 5 Extremes for Great Interaction

  1. Labels and fixed definitions. Sometimes team members thinking gets stuck on labels and fixed definitions. As teams try to innovate and deal with change, individuals who think literally or hold on to their fixed definitions unsettle team dynamics. Example: I wrote a blog post, Holacracy: Why Employees Like Hierarchy, and two people lectured me on how I didn’t understand holacracy. They were stuck on a fixed definition of holacracy and couldn’t see past it. If they did that to their colleagues in a team meeting, you can imagine the tension between those who were stuck in their definition and those who wanted to explore the topic.
  2. Gotcha behavior. Leaders and team members who revel in pointing out others’ mistakes damage trust. Some even go so far as to set people up to see if they make mistakes. If they do, the gotcha gang points out their errors. They then take credit for educating them. Trust and team dynamics suffer.
  3. Sidelines driving. Picture one team member handling a difficult situation. Other team members who are not directly involved criticize from the sidelines. Share your knowledge but don’t tell others what to do. It’s not just what you say that matters — it’s how you say it. Team up don’t gang up!
  4. Hearing either/or when it doesn’t exist. Team interaction thrives on great listening. When team members hear and think either/or when others are not saying it, it harms team dynamics. Example: In a Twitter #DareToBe chat on curiosity, I tweeted “self-reliance fuels a curious mind.”

    Someone responded directly to me, “I respectfully disagree. Collaboration feeds curiosity, helps it grow, deepens questioning.” Interesting comment. I never said, “self-reliance, alone, fuels a curious mind.” She heard an either/or that I never implied. I believe there are many things that fuel curiosity and I nicely tweeted that back to her.

  5. Absolutes and know-it-all behavior. Rigid team members who insist that their views or positions are right damage team dynamics and results. Their behavior is the opposite of teamwork. Great listening and adaptability is the hallmark of positive team dynamics.

How can leaders help teams prevent or minimize these extremes? Invest time in having the team define positive team behaviors. Discuss what to do if extremes develop. Use team role plays to help each team member become more accountable for their own extremes and self-correct them. I would be pleased to deliver these sessions and work with your teams on positive team dynamics.

Your turn: What other extreme behaviors damage interaction and team dynamics?


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

Related Posts:
11 Steps to Be Authentic & Not Scare People Away
Leadership: 18 Things Respected Well-Liked Leaders Consistently Do

©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™

Random Acts of Kindness: People Skills Global Chat Topic

WHEN: Sunday June 28, 2015 at 10AM EDT on Twitter. Hashtag: #peopleskills

Background on This Chat Topic: Random Acts of Kindness

Kindness can melt the hardest heart. It can reach around the globe without boarding a plane. Its power seems infinite. JOIN us Sunday June 28, 2015 10amEDT in people skills global Twitter chat to discuss random acts of kindness. Guest hosting this chat for me is Chantal Bechveraise @CBechervaise. Many thanks Chantal!

Random Acts of Kindness: Image is People skills logo

Random Acts of Kindness: Image by KimbManson for Kate Nasser. All rights reserved.

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

Random Acts of Kindness: Why and How

JOIN us in #Peopleskills global Twitter chat to share random acts of kindness.

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

  • How do you define kindness?
  • Where does kindness get its power?
  • How do kindness and generosity relate?
  • What is significant about ‘random’ acts of kindness?
  • When has kindness touched you in a powerful and deep way?
  • What effects do random acts of kindness have on humanity?
  • When are people most likely to perform random acts of kindness?
  • Do random acts of kindness have to be anonymous or private to be effective? Pls. expl.
  • How do personal or social values foster or hinder random acts of kindness?
  • What acts of kindness can leaders show at work and why?
  • What people skills do we need to do random acts of kindness?

So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday June 28, 2015 10am EDT in Twitter (hashtag: #peopleskills) on random acts of kindness.

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

Shout Out of Gratitude

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

Special thanks to guest host Chantal Bechervaise and generous chat moderators Dave Moore, Hoda Maalouf, 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 June 28, 2015 10am EDT/7am PDT to share random acts of kindness.

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. June 28th, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Random Acts of Kindness.

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.

Leadership Success: The Real Challenge is Balance Not Achievement

Which one of these images do you picture when you think of leadership success?


Leadership Success: Image is cross beams in tall building.

Leadership Success: Balance Beam Not Mountain Top. Image by Ben Rogers via Flickr.

Leadership Success: Not Just Mountain Top

For many it is getting to the mountain top. Everyday phrases like, at the top of your game and reach the summit, express what many believe about leadership success.

They focus on initiative and drive which are necessary and valuable. Yet the real challenge in leadership — and life — is balance. Achievement is easy compared to balance.

Leadership Success: Think Balance Beam Not Just Mountain Top

  • Consider the greatest challenge for most businesses — managing growth. This is an issue of balance: projections, investment, supply, demand, etc… Yet many continue to act as if they’re still in start-up mode and focus on climbing to the top.
  • Consider one of the greatest global challenges of any business — optimizing diverse cultures. This too is about balance. Understanding, embracing, and adapting to all factors that can enhance or topple success.
  • Developing high performance teams is about balance. Leaders must get diverse personality types, occupations, ages, and educational levels to work together.
  • Engaging employees for ownership, accountability, and commitment, requires balance. Leaders must balance telling and asking. Great leaders know when to do each.
  • Balancing humility and signs of outward strength is essential. Too much strength and leaders seem domineering. Too much humility and they seem weak. If you struggle with the idea of humility in leadership, read: Never confuse humility for humiliation.
  • In communicating to improve employee engagement and commitment, leaders must balance candor and care. High level leaders often need to add more care to their candor. Front line leaders often need to add more candor to their care.

Unfortunately, somewhere many have learned that focusing on balance is the same as maintaining the status quo. It isn’t! When you have balance, you can move faster, perform better, and adapt to change more easily — without tumbling down.

Essential list of things to balance for leadership success:

  • Intuition and data
  • Safety and risk
  • Big picture and details
  • Creative thinking and critical thinking
  • Practicality and inspiration
  • Reflective listening and active expression

What else do leaders need to balance? Please add your perspective to this list.


You can ascend and master the balance beam of leadership success. Develop it throughout your career long before you have the title of leader!

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

Related Posts:
Moderation Doesn’t Mean Mediocrity!
Leadership Success: 18 Things Respected Well-Liked Leaders Consistently Do

Mountain top image licensed via Istock.com.
Balance beam image by Ben Rogers via Flickr Creative Commons License.

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


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

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™

Introverts and Extroverts: People Skills Global Chat Topic.

WHEN: Sunday June 21, 2015 at 10AM EDT on Twitter. Hashtag: #peopleskills

Background on This Chat Topic: Interaction Between Introverts and Extroverts

There are many myths about introverts and extroverts as well as challenges when they interact. JOIN us Sunday June 21, 2015 10amEDT as we explore communication between introverts and extroverts.

Introverts and Extroverts: Image is People skills logo

Introverts and Extroverts: Image by KimbManson for Kate Nasser. All rights reserved.

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

Introverts and Extroverts: Myths, Truths, and Interaction

JOIN us in #Peopleskills global Twitter chat to explore interaction between introverts and extroverts.

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

  • What is an introvert? Extrovert?
  • I identify myself as an introvert, extrovert, or ______________. Why?
  • I am happiest when ____________________.
  • What are some assumptions about introverts and extroverts?
  • Where is extroversion helpful? When is introversion helpful?
  • They say opposites attract. Is this true w/ introverts and extroverts?
  • What are some advantages of interacting w/ people different from you?
  • What are the challenges of interacting with different types?
  • How can introverts and extroverts learn more about each other’s type and preferences?
  • Considering personality type and job success, are there certain jobs that are a better fit for each? Pls. explain.
  • How do people skills help you adapt to different types?

So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday June 21, 2015 10am EDT in Twitter (hashtag: #peopleskills) on introverts and extroverts.

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

Shout Out of Gratitude

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

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





Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday June 21, 2015 10am EDT/7am PDT to share insights on introverts and extroverts.

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. June 21st, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Interaction Between Introverts and Extroverts.

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.

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™

Change Leadership: How to Sustain Morale When Aborting a Difficult Project

When you read this title, you might be inclined to think everyone would be relieved to see the difficult project disappear. Why would you need to address and sustain morale? In very difficult projects, employees who endure and perform well do so with deep commitment. When you pull the plug and abort the project, their morale can crash.

Change leadership addresses morale to re-inspire employees for the next challenge.


Change Leadership: Image is an electric cord unplugged.

Change Leadership: Addressing Morale When You Pull the Plug

Image by Kipp baker via Flickr Creative Commons License.

Change Leadership: What do employees feel and how can you help them?

When a very difficult project is cut short, the employees who were truly committed can feel:

  1. Used like rats in a maze
  2. Sacrificed for nothing
  3. Cheated from the finish line
  4. Unappreciated for their extra effort
  5. Failure and responsible for it
  6. Angry over being excluded from the decision

If you want your change leadership efforts to be successful in this moment, you must address these feelings and what leads up to them.

What Happens to Employees Psychologically During a Very Difficult Project

Employees who rise to a difficult challenge, endure, and perform well do so by believing that:

  • Nothing is impossible
  • Teamwork can conquer any challenge
  • Sacrificing their comfort and personal time will be worth it at the end
  • They will all share in the sweet rewards of success

In other words, they rule out the possibility of failure to keep themselves going. Think of the US Marines motto: “Surrender is not in our creed.” Many times employees have subconsciously adopted this belief. Then suddenly you abort the project and their morale crashes.

Change Leadership: Steps to Address Morale

  • Most importantly, communicate through the project so that employees’ expectations adjust along the way. More information, more reality, less shock.
  • Do not blame the team. Sometimes leaders will blame a whole team when slackers slowed success. Yet great leaders address under-performers along the way. They don’t wait and they don’t blame the whole team.
  • If possible, let them be involved in or at least have access to the decision making process.
  • Draw everyone together and discuss what has happened. Often issues were beyond their control. Get their thoughts. Highlight the talents and efforts applied and ask them to add their kudos of each other to this discussion.
  • In a separate team meeting, discuss the lessons learned. If you do the lessons learned in the first meeting, they may interpret it as “failure analysis”. Much better to let them heal with a celebration of talent and then look at lessons learned after that.
  • Use this change to explore, teach, and develop the team’s agility. I can help you with this!

Great change leadership stems from emotional intelligence that inspires and cares for employees. It’s not fluff. It’s the tangible steps to re-inspiring and re-engaging employees after a crushing blow. Pull the plug without unplugging employees’ drive and resilience!

Your Turn: What other change leadership actions will sustain morale?


How can these difficult moments build a team’s agility?


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

Related Posts
10 Ways to Ignite Greatness Without Leaving Scars
Thriving in Change: 7 Certainties to Replace Every Regret
5 Steps to Develop Emotional Intelligence

©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™

Second Chances Is Our People Skills Global Twitter Chat Topic.

WHEN: Sunday June 7, 2015 at 10AM EDT. Hashtag: #peopleskills

Background on This Chat Topic: Second Chances

Mistakes happen. Disagreements arise. At work and in life, what brings people together or keeps them apart again after difficulties? JOIN us Sunday June 7, 2015 as we explore second chances.

Second Chances: Image is People skills logo

Second Chances: Image by KimbManson for Kate Nasser. All rights reserved.

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

Second Chances – When, Why, and How?

If life is learning, what makes the idea of second chances so hard to embrace? Is it mostly about trust? Does it take courage to give someone a second chance? JOIN us in this #peopleskills global Twitter chat to explore the dynamics of second chances in your professional and personal life.

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

  • What feelings does the phrase ‘second chance’ evoke in you?
  • Should there be a limit on how many chances we give people?
  • In what conditions would you not offer someone a second chance? Why?
  • What stops us from giving people a second chance?
  • How is trust related to second chances?
  • If you give someone a second chance and they fail you again, how do you feel and how do you deal with it?
  • Where or when were you grateful to get a second chance?
  • How does it benefit a business to give employees a second chance at success?
  • Does giving someone a second chance paint you as a fool? Why/why not?
  • How can people skills minimize the risks we feel in giving someone a second chance?

So bring your personal perspective, your favorite beverage, and join the people skills global chat community this Sunday June 7, 2015 10am EDT on Twitter (hashtag: #peopleskills) to explore second chances.

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

Shout Out of Gratitude

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

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





Hope you will all join People Skills Global Chat on Twitter #peopleskills this Sunday June 7, 2015 10am EDT/7am PDT to explore the dynamics of second chances.

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. June 7th, 2015 10am EDT in People Skills Global Chat on Twitter (#peopleskills) TOPIC: Second Chances.

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 Image: Do People See You as Open-Minded or Argumentative?

Questions open communication. They unearth expectations. They minimize conflict while working through disagreements. They can make you seem open-minded and highly interested. That’s a great people skills image.

Questions can also make you seem argumentative and always contrary. What makes the difference?

People Skills Image: Image is picture of question marks.

People Skills Image: Argumentative vs Probing. Image by Valerie Everett via Flickr.

Image by Valerie Everett via Flickr Creative Commons License.

People Skills Image: Open-minded vs. Argumentative & Contrary

  1. Open-minds ask open-ended questions. Who, what, when, how explore others’ views. Argumentative questions load to one position. “Don’t you think” vs. “What do you think.”
  2. Open-minds know when not to ask questions. There are times to let people talk without questioning them for details. They may be upset and need to vent. They may be overwhelmed and trying to talk it out. Not asking questions at that moment honors their needs. Else you seem argumentative and insensitive — not a good people skills image.
  3. Open-minds love to question and discover new views that change theirs. They seek clarity and possibilities vs. being right. “Where can you take me and/or where can we go together?”
  4. Open-minds show interest. Argumentative/contrary questions say “prove it to me.” How you word “why” questions makes the difference. For example, “I’m interested to know why” shows interest. “Why do you think this?” often sounds argumentative and judgmental. Not so great a people skills image.
  5. Open-minds sometimes agree. Argumentative and contrary almost always raise the opposing view. Do you know people like this? They may even pride themselves on being that way. Yet it distances them from others and grows old quickly. It can be very damaging to a career! The people skills image and message is arrogance and disconnect.

Results require open-minded relationships. Asking for feedback and reflecting on how you come across to others is a simple and powerful way to refine your people skills and sustain great relationships. It impacts teamwork, collaboration, leadership, employee engagement, and customer experience.

What open-ended questions have expanded your view? Where can I take you?


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.

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 »