Trabajo Empleo

It is in our nature as human beings to strive to be accepted and recognized. But it is also in our socially developed nature that we strive to gain the respect of other people. No person would want to be regarded as unworthy, as of no importance, with no acknowledgment and no respect. But as with the nature of life, respect should be earned. You cannot, just by any random chance, get the respect of other people even if you don’t deserve it. So what does it take to gain respect? The following are.

1.     Respect yourself. If you want to be respected, be the first one to respect yourself. You cannot expect other people to see you in a higher light if you, yourself, does not regard yourself as such.

Juegos

I called 6 different numbers – and each person told me that despite the inconvenience, for which they were very sorry, they really couldn’t help me – I was calling the wrong number and needed to speak to a different department ‘customer support’. I breathed deeply and made sure I smiled before I thanked them in my nicest Canadian voice full of understanding for the challenges I posed and contrition for my unrealistic expectations but could they please give the correct number to call? And then I bravely dialed, sat on hold for 20 minutes only to discover that not surprisingly, this too was the wrong person. When I finally did reach ‘customer support’ they firmly told me that a year was a year and they wouldn’t fix the computer under warranty. And, yes, they agreed I had had a lot of trouble with the computer. They were very “sorry for the inconvenience.”

I’ll miss that notebook. It was bright red and just the right size. But looks aren’t everything. I ordered a new notebook 3 weeks ago which, I’ve been assured, is on its way from China. It’s a very boring black and very unremarkable. Let’s hope it stays that way.

What is your team doing that makes no sense?

Trabajar

IDEAS YOU CAN USE

What ineffective conversations are cluttering communication between people in your organization? Are people talking about the things that matter? Are they having open, honest and robust conversations? When people follow ‘scripts’ they aren’t having the meaningful conversations needed to really understand issues and engage in the dialogue required to find creative solutions or overcome misunderstandings. Scripts aren’t only used in call centers; at times we all revert to formulaic responses either because we don’t care or we fear having the kind of conversations that really matter. Trust is at the heart of a team’s ability to have courageous conversations that “interrogate reality” a description used by Susan Scott in her wonderful book Fierce Conversations. Communication is how teams learn. Do your teams have the communication skills needed to learn from each other?

3. Improve your inner circle – If you want to know a little more about yourself, look at the people who you choose to have around you. We tend to attract those people who are most like us, so look at your inner circle of friends and colleagues. Are they positive? Do they challenge you to be more than you are? Are they living the kind of life you would like to live? If not, consider expanding your circle to include people who are where you want to be in your career and in your personal life and ask them to mentor you on your journey. Learn from their wisdom and experience.

What unnecessary oversight is limiting the creativity and innovation in your group? When we don’t trust others we compensate by adding additional reviews and sign-offs. Similarly, managers are overfunctioning for their staff when they get involved in every meeting or deliberation. The effect of these behaviors is to shut down creativity and commitment. The best managers know how to help others think rather than telling them how to think. They substitute open-ended questions for oversight and in the process stimulate innovation and engagement. And above all they help others to see the learning present in every situation you can be published without charge. You can to republish this article in your website or blog. Please provide links Active.

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What separates those who succeed and those who live their lives feeling that things could have been better?

Can anyone achieve their dream? Having a clear strategy can help you make your dream a reality.  It isn’t rocket science, or magic.  Take the following steps and fulfil your dream.  Make it your reality.

The first step is to understand that in order to achieve success you must take action.  Inertia is the most common reason for lack of success!

What is your dream?  Your goals for the future?  What do you want to achieve in your life in the next week? month? year? 5 years? What would you like people to remember you for after you have left this world?

Think big – challenge yourself.  Reach for the stars!

Be clear about where you are now.  Audit your strengths and areas for development

What needs to be done to eliminate the gap between your dream and the reality?

Prioritize – Look for quick wins, consider those things which will have maximum long term impact.  Build solid foundations, think of sustainability!

Set challenging but realistic targets. Aim high.

Communicate your vision, and keep doing so.  Ensure that all stake holders understand and subscribe to the same vision.

Who do you need to involve?  How will you ensure they sign up to and stay committed to the vision?

Think about the language you use – sound positive, if others think you are confident it can be achieved they will gain confidence too.  Develop a “Can do” mentality within your staff.  For every problem there is a solution, encourage others to see themselves as problem solvers not problem givers.

Create clear lines of communication which operate at every level and in all directions.

Break each priority down into small achievable steps, involve your team.

Who needs to do what – by when?  Set a timetable

Identify the roles and responsibilities for all staff; ensure that staff take ownership without creating a “jobs worth” approach.

Ensure that people are appropriately trained and that training is constantly updated.

Build in the monitoring and review process from the start so you can evaluate performance and be prepared to adjust as necessary.  (By creating a culture of development rather than blame huge potential will be released.)

Celebrate success! and remember to thank people for their contribution, give credit where it due and be generous with it.

Develop professional honesty within your staff, constructive feed back can be invaluable.

Finally leave your ego behind as it will simply get in the way of your success.

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Leadership can be a very challenging task. As leaders we don’t always get to choose who is on our team. Leaders can greatly benefit by being able to identify the types of personality characteristics of team members. By facilitating each team member to function in their areas of natural strength and motivating them by communicating in a way that inspires harmony and team work, the leader is well on the way to achieving extraordinary results.

Leadership can be a very challenging task. As leaders we don’t always get to choose who is on our team. In fact very often a leader inherits a team, of which most of the members have been there far longer than the leader, and may even know more about the work than the leader. Whatever the situation, one of the responsibilities of a leader is to motivate the team to all work together towards the common goal. This can be a daunting challenge. So often the team is comprised of very diverse members, each with their own strengths, weaknesses, and work styles. The team dynamics are also often complicated by internal disagreements and personal conflicts. The leader, not only has work with this group of people, but also needs to achieve the results expected by their superiors.

Leaders can greatly benefit by being able to identify the types of personality characteristics of team members. By understanding the basic personality types, the leader can use individual strengths of members for the good of the team, as well as assign tasks that individual team member’s naturally excel in. A leader can also learn to communicate in a way that is motivating, by taking into account the needs, values and working preferences of different team members.

A good leader will see the greatest results by working and utilizing the strengths and working style characteristics of the personalities on the team. By correctly positioning the individual member strengths and compensating for weaknesses, the leader can bring the team into a productive balance and harmony.

A brief overview of the different values and working styles of the four main personality types demonstrates the importance of this knowledge being part of the successful leadership toolbox. The four types of personality will be described using the colours Gold, Blue, Green and Orange.

The strong Gold employee takes work and responsibility very seriously. Gold personalities want to contribute, be part of the team, and to be successful and productive. They respond well to recognition, rewards and incentives. However Gold team members need well defined responsibilities and structure, firm expectations and timelines as well as being reassured from authority that they are on the right track.

The strong Blue personality needs an open, social atmosphere to be able work well. Relationships are very important for them, and they need the freedom to be able to nurture relationships with coworkers, customers and employers.. Conflict and intense competition are painful for a strong Blue, but they will thrive in a positive, creative, service orientated atmosphere.

A strong Green personality is more noted for expertise rather than people skills. They are excellent working with facts, data, research and analytical projects. Greens shine in their ability for designing, understanding complex systems and strategy. Facts are of utmost importance for the Green, but they have a weakness for routine follow through and are somewhat insensitive in social interactions.

Orange team members are noticeable by their energy, skill and creativity. A key factor for an Orange is the freedom to be able to use their skills and abilities. If there is too much structure, or their boss is very authoritarian, the orange personality feels blocked and does not function well. Orange personalities like people and work well in a spirit of teamwork, competition and camaraderie. They are action orientated, though and become impatient with prolonged talking and detailed administrative tasks.

A leader, by knowing the colours of his team, can use this knowledge to blend the team members into a unified, well coordinated picture poised for success. By facilitating each team member to function in their areas of natural strength and motivating them by communicating in a way that inspires harmony and team work, the leader is well on the way to achieving extraordinary results.

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Drive Profits Up And Golf Scores Down. Vera Compares Principles Of Golf To Leadership Skills.

Leadership Integrity & Change.

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Success In A Down Market W/ Situational Leadership, Over 14m Trained.

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