Leadership tip of the week – Leadership and Thankfulness
By Admin | November 26, 2008
| “Develop an attitude of gratitude, and give thanks for everything that happens to you, knowing that every step forward is a step toward achieving something bigger and better than your current situation.”
- Brian Tracy |
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| Great leadership shares a common trait: thankfulness.
Leaders express the simple act of being thankful for their life, family, friends, business, colleagues, employees and country not only transforming their life, but it also changes everyone they come in contact with over the course of the day. Even leaders have been guilty of allowing the busyness of the day to divert their thinking to the bottom line, making a profit and expanding the businesses. It’s no surprise that the words busyness and business are so closely related in meaning and spelling. But leaders take time to be thankful for all they have and for all of those around them Being appreciative for the bountiful riches we all have produces a certain warm feeling that others pick up on. It’s contagious. Great leaders have this aura of thankfulness and appreciation. Thankfulness breeds success. Excerpts from The Business Journal, John Hersey Intl. Web, author John Hersey |
| “Let us rise up and be thankful, for if we didn’t learn a lot today, at least we learned a little, and if we didn’t learn a little, at least we didn’t get sick, and if we got sick, at least we didn’t die; so, let us all be thankful”.
- Buddha |
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PEOPLETEK EVENTS:2009 OFFERINGS: January 27, Feb 10, Feb 24 8am – noon in Phoenix, AZ Emotional Intelligence (2 day program with follow-up sessions) Dates tbd Leadership Journey I, session 1 of 12 Virtually facilitated, 10:30am – noon EDT This is an open enrollment period for the above program |
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| LEARNING LEADING SUCCEEDING
888.565.9555 |
| “Of all the “attitudes” we can acquire, surely the attitude of gratitude is the most important and by far the most life-changing.”.
-Zig Ziglar |
| Dear Leaders,,
During tough times it’s not always easy to feel appreciative and thankful. Even if things are going well for us, we all have friends, family or co-workers that are being negatively impacted in the job market or by today’s economic conditions. As leaders we may even have had to eliminate positions and terminate employees. Despite the negatives in our life, it’s important to take the time to reflect on the positive things in our life.
Let others know how they add value to your life, and as John Hersey says: “Thankfulness breeds success”. Wishing you and your loved ones a Happy Thanksgiving! Sincerely, Michael W. Kublin & Jan Mayer-Rodriguez |
| “In times of change, learners inherit the Earth, while the learned find themselves beautifully equipped to deal with a world that no longer exists”.
- Eric Hoffer |
Topics: Leadership Tips | No Comments »
Critical Thinking: Why You Can’t Be Too Critical When Evaluating Employees
By Admin | November 24, 2008
by Paula Santonocito
What exactly is critical thinking, and why is it so important in the workplace?
More than factual analysis
People tend to mistakenly define critical thinking as the ability to make decisions by analyzing facts. In actuality, there is a lot more to it.
Critical thinking requires taking a subject or problem and stepping outside the situation to examine it in a variety of contexts. It involves using concrete data and conclusions, as well as abstract reasoning to weigh and challenge assumptions and possible consequences. An open-minded approach is required, but so is a foundation of facts. In other words, critical thinking isn’t concerned with esoteric ideals; it seeks pragmatic solutions. But it does so using the full range of intellectual capability.
Critical thinking is as much a process as it is a skill. And, as a skill, it requires development and honing.
The Foundation for Critical Thinking, a non-profit organization that conducts research and disseminates information on critical thinking to support government, high school, and college and university education efforts, finds it is not a skill that gets a lot of attention. Indeed, the organization’s research finds that critical thinking in not presently effectively taught at the high school and college level, even though it is possible to do so.
This results in otherwise intelligent, capable people entering the workforce ill-prepared in the area of critical thinking. For employers, the situation presents challenges, namely because every job requires some degree of critical thinking.
The Foundation for Critical Thinking explains it this way: “What we produce, make, or build depends precisely on the quality of our thought. Shoddy thinking is costly, both in money and in quality of life.”
Not viewed as critical
Yet most employers don’t realize the importance of critical thinking until there’s a problem. At least that’s been the experience of Michael Kublin, founder and president of PeopleTek, a coaching and leadership development firm.
Kublin tells HRWire how PeopleTek became involved with critical thinking as it relates to leadership development. One of the company’s clients, a tech firm, asked PeopleTek to help it solve some major problems; it kept hitting the same issues, regardless of approach. In researching and analyzing the situation, PeopleTek found critical thinking, or lack of, was the obstacle.
PeopleTek took a critical thinking model developed by Rosalinda Alfaro-LeFevre for the nursing profession and adapted it for its client’s environment.
The company also developed a secondary planning process to help people get from where they are to where they want to be.
Kublin finds a lot of companies hit walls similar to the one PeopleTek’s client faced, and the reason is that few people in an organization utilize critical thinking. “I think it’s a total issue. It’s not just employees on the floor doing the work,” he says. “I find it’s at all levels.”
One reason for lack of critical thinking, according to Kublin, is that “everybody does a knee-jerk reaction.”
The fast-paced, multitasking nature of today’s work environment is partly to blame, he says.
“I think people inherently know it’s better to slow down, that it’s best to go through these things,” he tells HRWire.
PeopleTek’s process involves slowing down and probing for deeper understanding. Among the questions the firm recommends asking are, what results do you want to achieve; what are the circumstances; what knowledge is required; and whose perspectives must be considered.
It takes time to answer these and other questions the firm recommends posing, and people don’t feel as though they have the time because today’s workplace generally places the emphasis on accomplished tasks, on quantity rather quality.
Yet, as Kublin points out, quality circles on which companies focused in previous eras were really about critical thinking. In other words, this isn’t a new issue.
All aspects of employment
So how does an employer address critical thinking?
From an HR and management standpoint, evaluating critical thinking should begin as part of the hiring process.
Kublin tells HRWire pre-employment tests aimed at evaluating critical thinking do work. He also advocates asking behavioral questions during interviews.
In addition, it’s important to understand how critical thinking relates to the company’s vision, he says, and to evaluate candidates based on their ability to contribute in this way.
After a candidate becomes an employee, critical thinking should continue to be evaluated. Kublin recommends this evaluation be part of the performance appraisal process, and part of a rewards program.
If an employee falls short in his or ability to apply critical thinking, training should be provided.
HR’s role
Obviously, these areas all require HR involvement. But Kublin views human resource professionals as having an even larger role.
“I see HR as the heartbeat to be connected to the business. They really need to be embedded in the business to understand what the business is trying to achieve,” he says.
That is, HR professionals themselves have to apply critical thinking. They almost have to know the problems they’re going to hit so that the behaviors and the momentums shift to where the business goes, Kublin explains.
From an HR standpoint, the process of building an organization that focuses on critical thinking requires attention to better candidate screening, along with greater attention to performance and rewards management. “Performance appraisals should be tied to visions, missions, goals, and behaviors,” says Kublin.
However, attention to these so-called HR issues results in more than a workforce that engages in critical thinking. By taking this approach, HR promotes critical thinking.
In addition, communication, change, conflict resolution, and trust-building, can and should further critical thinking.
“HR could be the internal coaches to all of this,” he tells HRWire. “I really believe that the HR group should be the one that drives all this.”
Why now
In today’s environment, where companies struggle to maintain or do more with fewer resources, critical thinking arguably becomes more important.
When a company makes snap decisions, it risks several possible scenarios, according to PeopleTek. A seemingly small problem could snowball into a major disaster.
By not identifying the source of a problem, a company could be destined to face the same situation again and again, as the firm’s tech client did.
Finally, because departments are interrelated, what happens in IT, for example, doesn’t stay in IT. If a company implements changes without considering the big picture, it could impede operations.
In any business climate, particularly the tough economic environment companies currently face, critical thinking is critical.
Contact: Michael Kublin, president and founder, PeopleTek, mkublin@peopletekcoaching.com.
Online: The Critical Thinking Community, a website of the Foundation for Critical Thinking, http://www.criticalthinking.org/; PeopleTek, resources for leadership development, including critical thinking, http://www.peopletekcoaching.com/; “Applying Nursing Process: A Tool for Critical Thinking” by Rosalinda Alfaro-LeFevre, available at Amazon.com .
© 2008 Thomson/West
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Leadership tip of the week – Leading and Living Through Change
By Admin | November 20, 2008
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| “An effective change leader does not try to resolve people’s feelings, but listens to them. When leaders listen, acknowledge, and support people experiencing their difficult feelings, they will themselves begin to move through them”.
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| PRINCIPLES OF CHANGE:
Change is an ongoing process rather than an event. There is a progressive sequence of change behaviors that need to be experienced and mastered to be effective in handling change. Seemingly negative behaviors such as denial, apprehension, anger and resistance are normal and adaptive elements in the change process. There are specific strategies available to increase change mastery. The progression through the phases of change represents an opportunity for growth and responsible risk taking.
EFFECTIVE LEADERS: Gain an understanding of the phases of change and pinpoint which stage you (and your team) are in. Inspire yourself and your team to meet change head on. Develop a strategy to master change. Feel calmer and more in control. View change as a need to grow versus being an obstacle. |
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PEOPLETEK EVENTS:2009 OFFERINGS: Communication and Listening Workshop (3 session program): Emotional Intelligence (2 day program with follow-up sessions) Leadership Journey I, session 1 of 12 This is an open enrollment period for the above program |
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| LEARNING LEADING SUCCEEDING www.peopletekcoaching.com 888.565.9555 |
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| Dear Leaders, |
| Today’s market place is experiencing a rapid rate of change which impacts individuals and organizations in many ways.
The status quo no longer exists and clarity is replaced with uncertainty. Change is both a challenge and an opportunity for growth but is also a cause of stress and may breed a climate of mistrust and suspicion as jobs and positions are redefined or eliminated. During any change there will be a period of adjustment in which anxiety and uncertainty increase which is accompanied by a corresponding decrease in productivity and job satisfaction levels. As leaders you will be more effective by familiarizing yourself with the principles of change and aligning with what effective leaders do, and you will also benefit by:
Remember, change is a journey and can provide new and exciting opportunities! Sincerely, Michael W. Kublin & Jan Mayer-Rodriguez |
| “In times of change, learners inherit the Earth, while the learned find themselves beautifully equipped to deal with a world that no longer exists”.
- Eric Hoffer |
Topics: Leadership Tips | No Comments »
Leadership tip of the week – Hiring and Staffing
By Admin | November 13, 2008
“The quality of an organization can never exceed the quality of the minds that make it up”. – Harold R. McAlindon |
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| Hewitt Associates interviewed nearly 750 high potentials and their managers in seven Fortune 500 companies and identified the following six key motivators that drive the performance of high performing individuals:
Motivator No. 1: Job Fulfillment/Challenge Motivator No. 2: Total Compensation Motivator No. 3: Opportunities for Advancement Motivator No. 4: Good Work-Life Balance Motivator No. 5: Being Linked to Business Results Motivator No. 6: Integrity THINGS TO BE CAUTIOUS OF:
DID YOU KNOW: The hard costs of turnover are generally 55% – 200% of an employee’s annual salary, with an additional impact to the team or organization. |
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PEOPLETEK EVENTS:2009 OFFERINGS: Communication and Listening Workshop (3 session program): Emotional Intelligence (2 day program with follow-up sessions) Leadership Journey I, session 1 of 12 This is an open enrollment period for the above program |
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| SOLUTIONS FOR SUCCESS! www.peopletekcoaching.com 888.565.9555 |
| Dear Leaders,
Are you part of an organization that is committed to “hiring hard or managing hard”? At times we as leaders “settle” for a new hire thinking that we’re better off filling an open position immediately instead of investing the time and effort to find the applicant that is the best fit. That doesn’t mean that some on the job training or coaching won’t be required, or that there won’t be transition time required for the new hire to become part of the team, but hiring the right person for the right job better positions us to leverage the key motivators that drive high performance. We not only need to make sure the applicant is a good fit for our team, but also that the position we’re offering is a good fit for the applicant. Hiring a variety of talents is motivating and energizing and will ultimately provide you with the high performing team you desire. Sincerely, Michael W. Kublin & |
| “Plenty of men can do good work for a spurt and with immediate promotion in mind, but for promotion you want a man in whom good work has become a habit”.
- Henry L. Doherty |
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Complimentary Offering – Career Coaching
By Admin | November 11, 2008
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“To know one’s strengths, to know how to improve them, and to know what one cannot do are the keys to continuous learning” – Peter Drucker
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Career Coaching
Complimentary Offering from PeopleTek – Take Action Today!
PeopleTek, Inc. is devoted to your continued personal and profession development and the way we express our passion is by making sure that every one of you who wants to succeed will have the tools she or he needs to be successful in your career.
With the recent turn of events with the economic situation in the US, we realize that change is occurring for many of you in your careers.
As a result, we would like to offer the first 30 people who respond to this email a complimentary 30 minute one on one career coaching session.
Career Coaches can help you with:
- Resumes designed for today’s market
- Rediscovering your passion
- Understanding where your skills translate to dollars
- Taking inventory of the skills in your tool bag that come with you when you leave any position
- Effective networking
- Looking at your career with fresh eyes
- How to sell yourself
- Successful job hunting: Your new job
Our career coaches are highly trained and experienced in helping you get to where you want to be faster and with greater ease ultimately saving you time and money.
To take advantage of this complimentary offering from PeopleTek, please send an email to me, Meade Dickerson at mdickerson@peopletekcoaching.com or call 1-888-565-9555 x717 to get set up with one of our certified coaches today.
Sincerely,
Meade Dickerson
_________________________________
Meade Dickerson, MCC, CPCC
Vice President and Senior Executive Coach
PeopleTek, Inc.
305-673-2627 office
888-565-9555 Ext.717
mdickerson@PeopleTekCoaching.com
www.peopletekcoaching.com
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Leadership tip of the week – Career Ownership
By Admin | November 6, 2008
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” Feel the fear and do it anyway”.
Susan Jeffers
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Career Ownership
In a time of change it is important that we take ownership of our careers and the work we do.
- The first place we must start with is with ourselves.
- Do we have the courage to examine our strengths?
- How we communicate and deal with others?
- How we handle conflict?
- How we deal with change?
- How we listen to others?
- How we deal with our bosses, our staff, peers, vendor partners etc?
- How we brand and market and sell ourselves?
- Are we willing to build our confidence by changing our career into a role that matches our Magic Dust?
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PEOPLETEK EVENTS – October 2008:
Leadership Journey:
October 29 – Leadership Journey I, session 1 of 12
Virtually facilitated
10:30am – noon EDT
Note: If session 1 is missed a makeup session will be held for this program
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2009 OFFERINGS:
Communication and Listening Workshop (3 session program):
January 27, Feb 10, Feb 24 – 8am – noon in Phoenix, AZ
Emotional Intelligence (2 day program with follow-up sessions) Dates tbd
This is an open enrollment period for the above program
Taking it to the next level!
www.peopletekcoaching.com
888.565.9555
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Dear Leaders,
Sometimes changes are thrust upon us and other times we desire to make a change. In either case changes are never easy, however from what I’ve found they always work out for the best.
They become even more meaningful when we’re clear about what we do, how we do it and what it means to us.
I know that I resist looking inside and thinking if everything else changes I will be okay. That is not the case. In times of change it is us that have to change.
We can’t look externally but rather look inside and determine what we could do to learn and develop to be the leader and professional we want to be.
As we take our power back and understand that we are our own bosses for our careers, our lives, and our future, we can learn and achieve things as leaders that we never dreamed possible.
Live your dream!
Sincerely,
Michael W. Kublin
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“If your actions inspire others to dream more, learn more, do more and become more, you are a leader”. – John Quincy Adams
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Quick Links
Our Website – http://www.peopletek-coaching.com/
Our Training Services – PeopleTek Products
Taking it to the next level!
www.peopletekcoaching.com
888.565.9555
Topics: Leadership Tips | No Comments »