Leadership is about self discovery. Are you ready for your Journey?
By Michael | August 31, 2010
“After engaging PeopleTek I have noticed positive changes in how my team interacts, and there is more open dialog and trust. We are truly able to do more and with better quality than before. I also have much stronger peer relationships resulting in collaboration and success with our teams”.
- S.B. Federal Savings Bank & American Express Centurion Bank & IMR Governance
Leadership is about self discovery.
Are you ready for your Journey?
PeopleTek® was founded on the belief that within all of us are the traits and characteristics required of successful leaders. Our unique individual and team programs, called Journeys™, inspire leaders of all levels to be confident and attain greater results.
Our next
The Leadership Journey™ program is kicking off September 15th.
If you want to:
- Increase individual and organizational awareness
- Understand differing leadership styles and learn how to best utilize them
- Leverage proven training techniques
- Enhance leadership skills and competencies
this 12 session program is the perfect solution. Since it’s conducted via teleconference location and travel expenses are non issues, and, you can earn project management re-certification credits!
In addition to our Leadership Journey program we specialize in:
• Executive Coaching
• Leadership Training
• Team assessments*
• Individual and organizational feedback
• and
• Management and Career Development For Leaders, Teams and Organizations
*Complimentary team assessments are being offered through September 30th. Contact mkublin@peopletekcoaching.com to schedule
Remember, development and growing the bottom line is a process, not an event. Enroll Today!
For additional details contact:
Michael W. Kublin
CEO/Owner PeopleTek
mkublin@peopletekcoaching.com
888-565-9555 Ext.711
SOLUTIONS FOR SUCCESS!
Topics: Upcoming Classes | No Comments »
2010 Goal and Accomplishment
By Michael | August 27, 2010
Check-In
August 26, 2010
“One of the challenges of good leadership is maintaining priorities. Many things compete for your time, energy, money, and learning to say no to many good things is hard to do”.
- Doug Dickerson
Can you believe 2010 is two-thirds over? We have 4 months remaining to accomplish our goals and take action on development plans. NOW is the time to review organizational and personal goals and assess unfinished business.
Questions to review include:
Have achieved goals been acknowledged and recognized?
What targets have been missed or neglected?
Does your organization have a talent retention plan?
Does it have leadership bench-strength?
Is technical savvy sufficient to keep abreast of changing times?
Have relationship enhancements occurred as needed?
Has action been taken on becoming more courageous leaders?
As a reminder Courageous leaders:
1. Have and live a dream.
2. Document goals.
3. Commit to goals.
4. Understand personal and team strengths.
5. Communicate.
6. Address conflict.
7. Develop others.
8. Delegate.
9. Enhance a skill.
10. Remain controlled.
11. Give rewards.
12. Succeed and learn from failure.
Answering the questions listed above and utilizing the courageous leadership skills will position you to take appropriate actions to differentiate between IMPORTANT issues (those which contribute heavily to goals and objectives and have high value) from URGENT issues (those that require immediate attention but may not contribute to the success of meeting goals and objectives).
All of our behaviors are intended to support our goals, mission, and vision. Don’t get derailed by being consumed by urgent issues – saying “no” is indeed an option!
Sincerely,
Michael W. Kublin
mkublin@peopletekcoaching.com
Jan Mayer-Rodriguez
jan@peopletekcoaching.com
PS. We’d like to hear more stories about the good/bad bosses you’ve had, how they’ve impacted you, and what you learned or changed as a result. (Please, do not include names, organizations or companies!) Send them to either email address above.
If you are not receiving PeopleTek’s tip directly, click here be added to our distribution roster.
For more information about PeopleTek visit our website
http://www.peopletekcoaching.com
Or contact:
Mike Kublin - email
mkublin@peopletekcoaching.com
phone 1.888.565.9555 x711
or
Jan Mayer-Rodriguez
email: jan@peopletekcoaching.com
phone 1.888.565.9555 x712
ANNOUNCEMENTS
Complimentary Team Assessments are available in August and September 2010.
Contact:
MKublin@peopletekcoaching.com
to schedule or call 954.916.2740
A new 12 session
Leadership Journey Program
begins September 15th
ENROLL TODAY!
Miguel Rodriguez from PeopleTek will present at the
ITSMF 2010 Conference
Join us in Louisville, KY Sept 19 – 22
“Leaders must know where they are going if they expect others to willingly join them on the journey”.
- Kouzes & Posner, The Leadership Challenge
“Nothing so conclusively proves a man’s ability to lead others as what he does from day to day to lead himself”.
- Thomas J. Watson
“Leadership and learning are indispensable to each other.”
- John F. Kennedy
To find out more about our programs to increase your organization’s success
Click Here
“Fearing a shortage of qualified managers as business picks up, some companies are bolstering leadership-development efforts.”
Wall Street Journal August 2, 2010
Read more . . .
PeopleTek® was founded on the belief that within all of us are the traits and characteristics required of successful leaders creating successful organizations.
Our unique individual and team programs, called Journeys(TM), inspire leaders of all levels to be confident and attain greater results personally and professionally.
Topics: Leadership Tips | No Comments »
PeopleTek® was founded on the belief that within all of us are the traits and characteristics required of successful leaders.
By Michael | August 24, 2010
Special offering now through 9/30/2010:
Complimentary Online Team Assessments
To schedule contact: mkublin@peopletekcoaching.com
Our next The Leadership Journey™ program is kicking off September 15th.
If you want to:
- Improve leadership skills for managing projects
- Learn your preferred leadership style and how to incorporate and leverage differing styles
- Enhance the leadership competencies you already have this 12 session program is the perfect solution. Since it’s conducted via teleconference attend from any location.
Note: All PeopleTek programs earn you PMP recertification credits Remember, development and growing the bottom line is a process, not an event.
Enroll Today!
Help your organization increase and leverage their leadership abilities and grow your bottom line!
For additional details contact:
Michael W. Kublin
CEO/Owner PeopleTek
mkublin@peopletekcoaching.com
888-565-9555 Ext.711 After working with PeopleTek Clients have said:
“I didn’t realize how a lack of focus and goals impacted the morale and motivation of the team.”
“I learned how to handle touchy situations with difficult employees.”
“I learned to take personal accountability rather than blaming others.”
“Finally, I found a training class I can put to use immediately.”
SOLUTIONS FOR SUCCESS!
Topics: Upcoming Classes | No Comments »
Good Bosses and Bad Bosses
By Michael | August 20, 2010
What Have You Learned?
Ever Had A Bad Boss?
“A boss creates fear, a leader confidence. A boss fixes blame, a leader corrects mistakes. A boss knows all, a leader asks questions. A boss makes work drudgery, a leader makes it interesting.”
- Russell H. Ewing
Dear Leaders,
Did you know that research shows that 17 percent of workers report being mistreated by their bosses? Gary Namie, author of “The Bully at Work” and a psychology professor says the victims are not only the employees but also the organizations they work for.
Bad bosses influence attrition, absenteeism, employee satisfaction and productivity levels, and quality overall. And, the most talented employees can cause a threat to incompetent bosses so ultimately they are the targets, are driven out of the organization, with the talent pool and bench strength of the organization impacted.
We want to hear from you. Are you being treated well and is your organization thriving?
What was it like working for a “bad” boss?
What about for a “good” boss?
Please send us your stories and how your morale, productivity and effectiveness were impacted in both positive and negative ways.
Let us know what you learned about yourself and changes you have made as a result.
NOTE: Please don’t include names, titles, or organizational information.
Here are some examples of what we’ve experienced:
“BAD” BOSS events:
Crying while giving a performance evaluation
Changing directions and approach every time another person became involved
Taking credit for work done by others
Unwilling to take risks
Needs approval before making a decision
“GOOD” BOSS events:
Giving feedback in a meaningful, non hurtful way
Recognizing and rewarding key contributions
Addressing toxic behaviors
Understands you can’t be “everything to everyone”
Can you relate to any of these? We’d like to make our lists longer so please share some of your experiences and feel free to provide “stories” and not just bullets!
NOTE: National Boss Day (or Bosses Day) falls on October 16. Remember to recognize those that have positively influenced you!
“A good boss makes his men realize they have more ability than they think they have so that they consistently do better work than they thought they could”.
- Charles Erwin Wilson
“A good manager is a man who isn’t worried about his own career but rather the careers of those who work for him.”
- H. S. M. Burns
“Nothing so conclusively proves a man’s ability to lead others as what he does from day to day to lead himself”.
~Thomas J. Watson
ANNOUNCEMENTS
Complimentary Team Assessments are available in August and September 2010.
Contact:
MKublin@peopletekcoaching.com
to schedule or call 954.916.2740
A new 12 session
Leadership Journey Program
begins September 15th
ENROLL TODAY!
PeopleTek presents at
ITSMF 2010 Conference
Join us in Louisville, KY Sept 19 – 22
To find out more about our programs to increase your organization’s success Click Here
Wall Street Journal August 2, 2010
Topics: Leadership Tips | No Comments »
PeopleTek® was founded on the belief that within all of us are the traits and characteristics required of successful leaders.
By Michael | August 17, 2010
Our next The Leadership Journey™ program is kicking off September 15th.
If you want to:
- Increase individual and organizational awareness
- Understand differing leadership styles and learn how to best utilize them
- Leverage proven training techniques
- Enhance leadership skills and competencies
this 12 session program is the perfect solution. Since it’s conducted via teleconference attend from any location.
Remember, development and growing the bottom line is a process, not an event. Enroll Today!
Help your organization increase and leverage their leadership abilities and grow your bottom line!
For additional details contact:
Michael W. Kublin
CEO/Owner PeopleTek
mkublin@peopletekcoaching.com
888-565-9555 Ext.711
SOLUTIONS FOR SUCCESS!
After working with PeopleTek Clients have said:
“I didn’t realize how a lack of focus and goals impacted the morale and motivation of the team.”
“I learned how to handle touchy situations with difficult employees.”
“I learned to take personal accountability rather than blaming others.”
“Finally, I found a training class I can put to use immediately.”
Topics: Upcoming Classes | No Comments »
FearAbility™ or CourageAbility™ 12 of 12
By Michael | August 13, 2010
Succeed and Learn From Failure
“You can’t have any successes unless you can accept failure”.
~George Cukor
Dear Leaders,
Our FearAbility™ and CourageAbility™ series comes to an end with our final topic being “succeed and learn from failure”. The word “failure” raises blood pressure in some and motivates others. Why?
No one likes to fail; simply stated it just does not feel good and we’re trained to be successful. Yet without failures and issues we wouldn’t be able to thrive and grow as quickly as we do.
For those of you involved in making or implementing any type of change in your profession do you track your success rate? When issues exist, do you conduct an analysis of went awry? Even when successes have been experienced there’s almost always opportunity to be even stronger.
While conducting your post review of changes:
1) think out of the box
2) take time to reflect what could be done differently to inspire success
3) LISTEN. What are you hearing and feeling?
We started our series by saying it’s not easy being a leader. It takes:
-Courage and commitment
-A willingness to step out of our comfort zone
-The need to readily adapt to change
-An obligation to develop our skill set and the skills within our organization
We’d like you to select one leadership behavior you will change starting today as a result of the FearAbility™ and CourageAbility™ series. (And we’d love to hear from you if you’d like to share).
Remember, courage and commitment are required for being a strong leader and by leveraging the fear and courage you feel you can be even more inspired and effective!
Sincerely,
Michael W. Kublin and Jan Mayer-Rodriguez
“Nothing fails like success because we don’t learn from it. We learn only from failure”.
~Kenneth Boudling
“There is no failure. Only feedback”.
~Robert Allen
“Failure is an event, never a person”.
~William D. Brown, Welcome Stress!
“I don’t know the key to success, but the key to failure is trying to please everybody”.
~Bill Cosby
“One fails forward toward success”.
~Charles F. Kettering
“Failure is only the opportunity to begin again more intelligently”.
~Henry Ford
The 12 FearAbility™ or CourageAbility™ Factors:
- Have and live your dream.
- Document your goals.
- Commit to your goals.
- Understand your strengths and the strengths of others.
- Communicate.
- Address conflict.
- Develop others.
- Delegate.
- Develop a skill.
- Remain controlled.
- Give rewards.
- Succeed and learn from failure.
“Fearing a shortage of qualified managers as business picks up, some companies are bolstering leadership-development efforts.”
Wall Street Journal August 2, 2010
To find out more about our programs to increase your organization’s success Click Here
“Executive coaches report steady demand for their services despite the recession. Individual and corporate clients say the one-on-one counseling is critical for career success, especially during tough economic times”.
- Sarah E. Needleman, WALL Street Journal Aug 25, 2009
(click here read more)
Our unique individual and team programs, called Journeys™, inspire leaders of all levels to be confident and attain greater results personally and professionally.
Topics: Leadership Tips | No Comments »
FearAbility™ or CourageAbility™ 11 of 12
By Michael | August 5, 2010
Reward and Recognize
“Start with good people, lay out the rules, communicate with your employees, motivate them and reward them. If you do all those things effectively, you can’t miss”.
Lee Iacocca
Dear Leaders,
Other than being paid fairly, the second major “want” for employees is the need to feel valued and recognized for their contributions which is the 11th topic in our CourageAbility™ and FearAbility™ series.
We all want to be appreciated and recognized when we’ve done a good job. As a leader, we sometimes overlook this, or we may have good intentions but don’t make it a priority and it drops to the bottom of our “to do” list.
Issues regarding rewards include:
- Given too often
- Given on a limited basis
- Given inconsistently
- Not linked to vision, mission and goals
Rewards can be given in a variety of modes and do not all need to be financial to be motivating to the contributor. Yes, they can be monetarily related, but given tight budgets recognition may also be provided via newsletters, townhalls, employee of the month certificates, cross training opportunities, delegation responsibilities, and simple verbal and written “thank-yous”.
One complaint we’ve heard in the past is being recognized for minimal contributions. People know when they or a peer deserve to be recognized; if the effort is negligible the reward is hollow and not meaningful.
We heard a story about someone being recognized as the key contributor for the month and they had no idea what they had done “special”. This caused confusion and embarrassment when they were asked why they received the award. The intent is for the receiver of the reward to feel good about their contribution and appreciated for their efforts.
Another dissatisfier is providing recognition inconsistently. We recommend establishing criteria and reviewing team accomplishments on a monthly basis, or minimally, quarterly. True accomplishments will easily be linked to your vision, mission or goals enabling you to clearly state why the recognition is deserved.
Remember to recognize all individuals or teams that have supported the effort; this may include rewarding others not under your span of control. A fairly regular complaint revolves around only one individual or team being recognized for supporting and completing a goal, yet several individuals/teams were key contributors. This leads to ill feelings and resistance to wanting to work as a team again.
We also suggest encouraging individuals to recognize each other at team meetings. This will assist you with being informed of contributions you may not have been aware of, and allow you to more formally reward efforts that meet your reward criteria.
In a nutshell, consistently reward for value added, clearly state what the value was, and celebrate the successes of teams and individuals!
Sincerely,
Michael W. Kublin and Jan Mayer-Rodriguez
ANNOUNCEMENTS
A new 12 session
“You get what you reward. Be clear about what you want to get and systematically reward it.”
- Bob Nelson
“It is the American way to reward ability”.
- Judd Gregg
“What every genuine philosopher (every genuine man, in fact) craves most is praise — although the philosophers generally call it ‘recognition’!
—William James
For those that did not read the first article in the series, here’s a recap for the intent behind the series:
Being a leader is not easy. It takes courage and commitment, the willingness to step out of our comfort zone, the need to readily adapt to change, and the obligation to develop our skill set and the skills within our organization.
To some this is fearful. Dealing with the unknown or facing a known weakness creates discomfort. Another way to look at it is that courage and commitment are required to become a stronger leader. Embracing both the fear and courage emotions we feel can actually be inspirational!”
The 12 FearAbility™ or CourageAbility™ Factors:
- Have and live your dream.
- Document your goals.
- Commit to your goals.
- Understand your strengths and the strengths of others.
- Communicate.
- Address conflict.
- Develop others.
- Delegate.
- Develop a skill.
- Remain controlled.
- Give rewards.
- Succeed and learn from failure.
To find out more about our programs to increase your organization’s success Click Here
“Executive coaches report steady demand for their services despite the recession. Individual and corporate clients say the one-on-one counseling is critical for career success, especially during tough economic times”.
- Sarah E. Needleman, WALL Street Journal Aug 25, 2009
(click here read more)
Our unique individual and team programs, called Journeys™, inspire leaders of all levels to be confident and attain greater results personally and professionally.
Topics: General | No Comments »
Let PeopleTek help you and your organization continue on your journey to leadership excellence!
By Michael | August 3, 2010
We specialize in:
- Executive Coaching
- Leadership Training
- Team assessments
- Individual and organizational feedback, and
- Management and Career Development For Leaders, Teams and Organizations
PeopleTek® was founded on the belief that within all of us are the traits and characteristics required of successful leaders. Our unique individual and team programs, called Journeys™, inspire leaders of all levels to be confident and attain greater results.
Contact us today to determine how we can help you and your organization thrive and improve your bottom line!
Our next The Leadership Journey™ program is kicking off September 15th.
If you want to:
- Increase individual and organizational awareness
- Understand differing leadership styles and learn how to best utilize them
- Leverage proven training techniques
- Enhance leadership skills and competencies
this 12 session program is the perfect solution. Since it’s conducted via teleconference no travel expense is required and you earn project management credits.
Remember, development and growing the bottom line is a process, not an event.
Enroll Today!
Help your organization increase and leverage their leadership abilities and grow your bottom line!
For additional details contact:
Michael W. Kublin
CEO/Owner PeopleTek
mkublin@peopletekcoaching.com
888-565-9555 Ext.711
SOLUTIONS FOR SUCCESS!
Topics: Upcoming Classes | No Comments »
FearAbility™ or CourageAbility™ 10 of 12
By Michael | July 30, 2010
Remain Controlled
“Leadership is a matter of having people look at you and gain confidence, seeing how you react. If you’re in control, they’re in control.”
Tom Landry
Dear Leaders,
Self control is important. The ability to manage our feelings instead of allowing our feelings to manage us is beneficial for everyone, especially so for leaders. This leads to our 10th topic in our Fearability™ or CourageAbility™ series: Remaining Controlled and Composed.
It requires courage to look at our emotional responses and understand how we as leaders can improve our interactions and relationships with our staff, customers, and situations.
Having the ability to feel and then respond with purpose, while remaining composed, is what we strive for daily and during difficult situations. If a person lets us down and we are angry, we need to have the skill to respond appropriately rather than blowing up or raising our voice.
We suggest reviewing and becoming knowledgeable with our emotions so we can use them to our advantage. This means being familiar with an entire spectrum of feelings including happiness, anger, sadness, loneliness, rejection, shame, peace, etc.
The more control and awareness we have the better leaders we can be now and in the future. An example may be when someone did something we didn’t expect and we overreacted. Some of us have yelled and screamed which rarely serves us well and more often than not puts us in disfavor with those that witnessed it.
Once the composure is “lost”, the damage is done and may not be recovered from even when composure is restored. We all have hot buttons and we all know individuals that seem to have a “gift” to light those buttons up. To excel in leadership we need to be in control of our emotions at all times. (It’s certainly easier when times are calm and steady but may challenge us in difficult and turbulent/crisis situations).
Some common items that lend themselves to control issues include:
- Surprises
- Unexpected change
- Incorrect/incomplete information
- Insubordination
- Deadlines, date changes
- Lack of commitment, buy-in or urgency
- Lack of team effort
We first must understand our feelings and our desired but perhaps unhealthy responses, and then calmly think about what response would serve us better. This may require postponing a response which is fine (rarely do we HAVE to have an immediate response).
If regrouping is required, make an excuse that you must attend a meeting or make a call, take a break, or step away from the situation but commit to providing a response by “X” time. Ex. Within the hour, the next day, etc
If you don’t have the ability to get away from the situation, drop a pencil and take your time picking it up and take some deep breaths, or take a phantom phone call. Both buy you a few minutes to regroup and regain the control you desire.
Remaining calm under pressure is an appreciated leadership trait, especially during times of change. What technique do you use that enables you to be composed and in control? Let us know!
Sincerely,
Michael W. Kublin and Jan Mayer-Rodriguez
“The greatest remedy for anger is delay”.
- Seneca
“If you lose your temper, you’ve lost the argument.”
- Proverb
For those that did not read the first article in the series, here’s a recap for the intent behind the series:
Being a leader is not easy. It takes courage and commitment, the willingness to step out of our comfort zone, the need to readily adapt to change, and the obligation to develop our skill set and the skills within our organization.
To some this is fearful. Dealing with the unknown or facing a known weakness creates discomfort. Another way to look at it is that courage and commitment are required to become a stronger leader. Embracing both the fear and courage emotions we feel can actually be inspirational!”
The 12 FearAbility™ or CourageAbility™ Factors:
- Have and live your dream.
- Document your goals.
- Commit to your goals
- Understand your strengths and the strengths of others.
- Communicate.
- Address conflict.
- Develop others.
- Delegate.
- Develop a skill.
- Remain controlled.
- Give rewards.
- Succeed and learn from failure.
ANNOUNCEMENTS
RECOMMENDED READING:
Emotional Intelligence 2.0 by Travis Bradberry, Jean Greaves
ISBN 0974320625
To find out more about our programs to increase your organization’s success Click Here
“Executive coaches report steady demand for their services despite the recession. Individual and corporate clients say the one-on-one counseling is critical for career success, especially during tough economic times”.
- Sarah E. Needleman, WALL Street Journal Aug 25, 2009
(click here read more)
Our unique individual and team programs, called Journeys™, inspire leaders of all levels to be confident and attain greater results personally and professionally.
Topics: Leadership Tips | No Comments »
Let PeopleTek help you and your organization achieve leadership excellence!
By Michael | July 26, 2010
PeopleTek® was founded on the belief that within all of us are the
traits and characteristics required of successful leaders.
Our unique individual and team programs, called Journeys™, inspire leaders of all levels to enhance their skills and attain greater results.
We are now accepting enrollment for our September
Leadership Journey program
(sorry – the August program is filled!).
PeopleTek’s Leadership Journey™ program is a powerful leadership development program that allows individuals and teams to:
-Assess strengths and gaps
-Better understand (and relate to) the styles of others
-Identify and prioritize goals
Attend from any location and timezone as this 12 session program is offered via teleconference. This is a perfect way for team members and business partners from different locations to learn more about one another and build relationships.
All PeopleTek programs are satisfaction guaranteed!
For additional details contact:
Michael W. Kublin
President PeopleTek
mkublin@peopletekcoaching.com
888-565-9555 Ext.711
Topics: Upcoming Classes | No Comments »