FearAbility™ or CourageAbility™ 9 of 12
By Michael | July 22, 2010
Develop a Skill
“Today, many companies are reporting that their number one constraint on growth is the inability to hire workers with the necessary skills”.
Bill Clinton
Dear Leaders,
As we continue our Fearability™ or CourageAbility™ series, the 9th topic is the need to Develop A Skill.
We’ve already talked about developing skills in others; now we’ll discuss developing ourselves.
If someone asked you what your greatest skill or trait was, how would you respond? Here are some things to consider:
What do you do that adds the greatest value?
What is your “magic dust”?
What differentiates you from your colleagues?
How sharp are your technical skills?
Do you hone your skills as change occurs?
How do you contribute to making your team strong and whole?
How do you strengthen business partner relationships?
Are you a mentor or do you have a mentor?
Do you know what motivates you?
What type of task or assignment excites you?
What type of task or assignment do you resist?
What does your feedback tell you about becoming stronger?
We don’t always take the necessary time to assess our skills and contributions. We may have been strong in our prior position, but are we doing all that we can to better enable us for career advancement? Some think that development is the responsibility of their company. Why limit it to that? In today’s economy we need to keep our skills sharp. After all, we were all initially hired based on our skill-set; it’s up to us to remain marketable and have a competitive edge.
Invest in yourself! Know what makes you a key contributor and keep those skills strong; simultaneously identify 2 things that need strengthening and begin now!
Sincerely,
Michael W. Kublin and Jan Mayer-Rodriguez
“Of all the things that can have an effect on your future, I believe personal growth is the greatest. We can talk about sales growth, profit growth, asset growth, but all of this probably will not happen without personal growth”.
- Jim Rohn
“Knowing yourself is the beginning of all wisdom”.
- Aristotle
“There is only one corner of the universe you can be certain of improving, and that’s your own self”.
-Aldous Huxley
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 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 »
“The Leadership Journey exceeded expectations. It was very insightful learning about “me” and how to relate to others. The tools/instruments were very powerful and certainly increased my awareness levels”. D.D Accelerated Ecom
By Michael | July 19, 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 be confident and attain greater results.
Our next The Leadership Journey™ program kicks off August 4th.
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.
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
Journey graduates report immediate positive changes and there is a 100% money-back guarantee for any leader whose expectations are not met (provided the leader completes all requirements).
Remember, development and growing the bottom line is a process, not an event.
For additional details contact:
Michael W. Kublin
President PeopleTek
mkublin@peopletekcoaching.com
888-565-9555 Ext.711
SOLUTIONS FOR SUCCESS!
Quote from a Leadership Journey graduate:
“The Journey provided an opportunity for a team forum. We learned about our colleagues and their styles which revealed and unveiled a lot of information. As a result we are more collaborative and possess a better level of understanding. The tools allowed this to happen”.
- D.H American Express Technologies
Topics: Upcoming Classes | No Comments »
FearAbility™ or CourageAbility™ 8 of 12
By Michael | July 15, 2010
Effective Delegation
“Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out”.
Ronald Reagan
Dear Leaders,
The 8th topic in our Fearability™ or CourageAbility™ series is Effective Delegation.
Delegation frees time and provides an opportunity to develop others. Sounds good doesn’t it?
As leaders, we frequently spend too much time doing the task ourselves; we are working in the business instead of on the business. As leaders we need to step back from the tactical work and spend more time on creating strategies and developing others.
There are numerous reasons for not delegating tasks and sharing responsibilities. The most common are not trusting that the job will get done to our satisfaction, discomfort with assigning a boring task, or feeling guilty that the workload will be too great.
Here are some tips to help:
Plan your delegations
Assess the strengths of your delegate, match the assignment accordingly and assign a due date.
Provide clear and documented instructions.
This prevents misunderstandings and if the task is new to your delegate, they can refer back to your instructions.
The best delegators provide the “what and when”, and leave the “how” to the individual which is more empowering and motivating.
Assess how long the task would take you and build in extra time for your delegate and obtain buy-in that the deliverable date is realistic.
Ensure your delegate has the appropriate resources they need to be successful. Inform staff, co-workers, business partners, etc of your delegated role.
Follow-up and monitor the progress; you may be needed to add clarity to the task or be nothing more than a sounding board.
Acknowledge the contributions of your delegate and provide constructive feedback for areas of growth.
Effective delegation will increase morale, build your talent pool and strengthen trust within your organization, ultimately growing results and improving your bottom line!
Sincerely,
Michael W. Kublin and Jan Mayer-Rodriguez
“The first rule of management is delegation. Don’t try and do everything yourself because you can’t.
Anthea Turner
”Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity.”
–General George Smith Patton, Jr.
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
A new 12 session
Leadership Journey Program
begins August 4th
ENROLL TODAY!
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™ 7 of 12 – Developing Others
By Michael | July 8, 2010
“The growth and development of people is the highest calling of leadership.”
- Harvey S. Firestone
As leaders we not only need to keep our skills sharp but we also need to Develop Others which is our 7th topic in our Fearability™ or CourageAbility™ series.
Most companies and organizations are going through times of change – is your staff prepared for what they may be facing? Do they have the skill-set required to remain valuable and support revised vision, mission and goals to ensure success?
True leaders help others be independent and successful beyond their wildest dreams. This is accomplished by coaching, developing and leading others to where they’ve never gone before and wouldn’t go by themselves. And it means giving them the feedback, tools, and training opportunities they need to succeed (which may require individuals paying out of pocket).
The individuals closest to the customer are the ones we as leaders need to help the most. They are the ones that provide the most impact to the bottom line and also are closest to the processes and skills that are ineffective and realize it first.
If we coach and develop others properly we as leaders and managers can react quickly and without hesitation supporting the true vision and ultimately increasing success.
Developmental items to consider include:
-Ongoing development planning (addressing both strengths and deficiencies)
-Timely and consistent feedback
-Regular one on one coaching (minimally monthly)
-Building organizational bench-strength
-Talent assessment
-Talent retention
-360′ feedback
-On the job training
-Effective delegation
-Cross training
-Leveraging “magic dust” (the strengths and likes of others)
-Setting stretch goals
-Mentorships
The true success of leadership is measured by our ability to help others be financially, physically, emotionally, and spiritually independent, and by providing them with the ability to do the same for others. How successful are you?
Sincerely,
Michael W. Kublin
mkublin@peopletekcoaching.com
Jan Mayer-Rodriguez
jan@peopletekcoaching.com
“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” - Larry Bossidy
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!”
If you are not receiving PeopleTek’s tip directly, click here to be added to our distribution roster.
For more information about PeopleTek visit our website ww.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
A new 12 session
Leadership Journey Program
begins July 21st
ENROLL TODAY!
PeopleTek presents at
ITSMF 2010 Conference
Join us in Louisville, KY Sept 19 – 22
“Good leadership consists of showing average people how to do the work of superior people.”
- John D. Rockefeller
The 12 FearAbility™ or CourageAbility™ Factors:
1. Have and live your dream.
2. Document your goals.
3. Commit to your goals.
4. Understand your strengths and the strengths of others.
5. Communicate.
6. Address conflict.
7. Develop others.
8. Delegate.
9. Develop a skill.
10. Remain controlled.
11. Give rewards.
12. 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: Featured Leader | No Comments »
“PeopleTek training was fantastic! I’d recommend it to anyone who wants to become a better leader, team player or human being!” C.B., Director – Technologies Development
By Michael | July 6, 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 be confident and attain greater results.
Our next The Leadership Journey™ program kicks off July 21st.
Attendees may be from any location or timezone as this 12 session program is offered via teleconference.
PeopleTek’s Leadership Journey™ program is a powerful leadership development program that allows individuals and teams to:
-Assess their strengths and gaps
-Enables them to better understand (and relate to) the styles of others
-Identify and prioritize their goals.
Journey graduates report immediate positive changes and there is a 100% money-back guarantee for any leader whose expectations are not met (provided the leader completes all requirements).
Remember, development and growing the bottom line is a process, not an event.
For additional details contact:
Michael W. Kublin
President 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: Training | No Comments »
FearAbility™ or CourageAbility™ 6 of 12
By Michael | July 1, 2010
Understanding and Managing Conflict
”Successful leaders manage conflict; they don’t shy away from it or suppress it but see it as an engine of creativity and innovation . . . “
Ronald Heifetz and Marty Linsky
“Without conflict there is no leadership”.
Michael W. Kublin
Dear Leaders,
Our 6th topic in our Fearability™ or CourageAbility™ series is the need to understand and manage CONFLICT.
While the “Without Conflict There is No Leadership” quote is controversial, we can assure you that levels of healthy conflict are very good. The best leaders are those that know they need to stretch others and help individuals and teams be the best they can be. Without healthy conflict this won’t occur. In fact if you are not experiencing any conflict you may want to ask yourself “why”.
We have recently observed some entrepreneurs and found that they are constantly asking others to “push the envelope”. They know this is good for everyone, and although some individuals don’t like it, strong leaders know they must take others where they’ve never gone before. Believe us, this will create conflict!
When many people hear the word “conflict” they think of negative situations. It may be, or in its simplest form, it may mean a disagreement or difference of opinion which can be inspirational and lend itself to creativity and growth.
Problems arise when differences are not managed, ill feelings surface, morale diminishes, and productivity suffers.
Kenneth Thomas and Ralph Kilman indicate there are 5 modes in which conflict may be managed. Some styles sound like they may be “better” than others but in reality there is no right or wrong style and all five modes are useful when used in the appropriate situation.
The 5 Conflict Modes Are:
Competing – This is a power oriented mode and is assertive and uncooperative; the individual pursues his or her own interest at the expense of the other person.
Accommodating – This is the opposite of competing and is unassertive and cooperative. The accommodating person neglects their own concerns to satisfy the concerns of others.
Avoiding - Avoiding is unassertive and uncooperative. The individual does not pursue their own concern or those of another person.
Collaborating - This is the opposite of avoiding where the individual is both assertive and cooperative and works to satisfy all of the concerns of everyone.
Compromising – This falls between competing and accommodating and is both assertive and cooperative, a mutually acceptable solution is reached, and both parties make concessions to resolve the issue.
WHEN TO LEVERAGE EACH STYLE
The COMPETING mode is most effective when quick, decisive action is required and for important issues that may be unpopular or are vital to the organization. Examples include discipline, cost cutting, legal requirements, and enforcing company rules and policies.
ACCOMMODATING is useful when preserving harmony is essential, for allowing others to learn from their mistakes (where the risk is minimal), when you realize you can learn from others and that their position is likely a better solution or that the issue is much more important to the other person than it is to you.
AVOIDING is useful when there are more pressing issues, when others are addressing the situation and don’t require your intervention, when gathering more information is more important than having an immediate response, when you have no chance of satisfying your own concerns, and to let people cool down and reduce tension and then readdress the concern at a later time.
COLLABORATING is useful when there are important issues on both sides which can not be compromised, must be integrated into a solution, and when there is a need to work through hard feelings that are impacting interpersonal relationships.
COMPROMISING is useful when there are time constraints and solutions must be obtained quickly, when your issue is moderately important, when two opponents of equal power are strongly committed to differing goals but must reach a solution (ex. labor contracts), and as a back-up when collaboration or competition fails.
An effective leader:
-Stretches others and takes them where they wouldn’t go without their guidance
-Is aware of their preferred conflict style but readily uses all styles
-Recognizes the conflict styles of others
-Understands effective conflict management and when and how to get engaged
-Assesses if they are over or under using a style and determines how that may be impacting their leadership skills and abilities
Take the time to review your preferred style(s), assess how incorporating the use of other styles could make you a stronger leader, and remember that by stretching yourself and your team, results will improve!
Sincerely,
Michael W. Kublin and Jan Mayer-Rodriguez
“If you are going to be viewed as a leader in your organization and survive and thrive at work into the next century, you must develop your own conflict approach and develop a reputation for leadership in conflict management and consensus building.”
- Lynne Eisaguirre
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.
If you are not receiving PeopleTek’s tip directly, click here to be added to our distribution roster.
For more information about PeopleTek visit our website 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
A new 12 session
Leadership Journey Program
begins July 21st
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
“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 »
“PeopleTek training was fantastic! I’d recommend it to anyone who wants to become a better leader, team player or human being!”
By Michael | June 28, 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 be confident and attain greater results.
Our next The Leadership Journey™ program kicks off July 21st.
This 12 session program is offered via teleconference so location is not an issue.
If you want to:
- Increase individual and organizational awareness
- Leverage proven training techniques
- Enhance leadership skills and competencies
this program is perfect for you. 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
President 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: Training | No Comments »
FearAbility(TM) or CourageAbility(TM) 5 of 12
By Michael | June 24, 2010
“Communication is the real work of leadership”.
- Nitin Nohria
As we continue our Fearability(TM) or CourageAbility(TM) series, our 5th topic is
COMMUNICATION.
Do you have a clear understanding of how your leader, customers, and shareholders wish to be communicated with? Do your staff and peers have a clear understanding of how YOU want to be communicated with? Does everyone know what is expected of them in terms of what should be communicated when?
Keys to being an effective communicator:
-Know that both over-communicating and under-communicating are problematic
-Provide timely and well intended feedback
-Be an active listener
-Pick the best channel of communication
Picking the right channel of communication is a key skill for all leaders. To do this well you have to understand the richness of the channel and the type of message best suited for that channel.
Channels of Communication (in order of richness)
- Face to face. Why is this the richest? Think about tone of voice, posture, gestures, eye contact, and body position.
- Telephone. What items do you retain here? Which do you lose?
- Computer/email/instant messaging. These modes limit you to text sharing only. Some people try to use smiling faces, phrases in parentheses, italics, or bold type to denote their emotional perspective, but the message, or its importance may not be correctly understood.
- Memos/letters. This is pretty much one size fits all – everyone on distribution gets the same message.
- Bulletins/flyers/general reports. This is meant for the widest possible audience and you have no knowledge as to who read them.
Given this, all channels of communication serve a purpose dependent on what’s being communicated. We recommend that you know your audience and the message, identify the intent, list the main points and then choose the channel of communication that is the best fit. We also suggest anticipating questions and being prepared with responses.
Some key questions to help you prepare include:
What is going to happen?
Why is it going to happen?
How is it going to happen?
When is it going to happen?
Who is it going to impact and how?
How will concerns be addressed?
Taking the time to choose your ideal communication channel and preparing for questions (and maybe even resistance) will allow you to deliver your message with clarity and confidence. Let us know if this helps!
Sincerely,
Michael W. Kublin
mkublin@peopletekcoaching.com
Jan Mayer-Rodriguez
jan@peopletekcoaching.com
“The single biggest problem in communication is the illusion that it has taken place.”
- George Bernard Shaw
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!”
For more information about PeopleTek visit our website
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
For more information about PeopleTek visit our website
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
A new 12 session
Leadership Journey Program -begins July 21st
PeopleTek presents at
ITSMF 2010 Conference
Join us in Louisville, KY Sept 19 – 22
“To listen well is as powerful a means of communication and influence as to talk well”.
- John Marshall
The 12 FearAbility(TM) or CourageAbility(TM) Factors:
1. Have and live your dream.
2. Document your goals.
3. Commit to your goals.
4. Understand your strengths and the strengths of others.
5. Communicate.
6. Address conflict.
7. Develop others.
8. Delegate.
9. Develop a skill.
10. Remain controlled.
11. Give rewards.
12. 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”.
by Sarah E. Needleman, WALL Street Journal Aug 25, 2009
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 – Committed to Leadership Excellence!
By Michael | June 21, 2010
“PeopleTek training was fantastic! I’d recommend it to anyone who wants to become a better leader, team player or human being!”
C.B., Director – Technologies Development
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(TM), inspire leaders of all levels to be confident and attain greater results. Let PeopleTek help you and your organization continue on your journey to leadership excellence!
We specialize in:
Executive Coaching
Leadership Training
Team assessments
Individual and organizational feedback
and
Management and Career Development For Leaders, Teams and Organizations
Contact us today to see how we can enable leadership success!
PROGRAM ANNOUNCEMENT
Our most popular program,
The Leadership Journey kicks off July 21st. This 12 session program is offered via teleconference so location is not an issue.
- Increase individual and organizational awareness
- Save travel money
- Leverage proven training techniques
- Enhance leadership skills and competencies
this 12 session program is the perfect solution. 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: General | No Comments »
FearAbility™ or CourageAbility™ 4 of 12
By Michael | June 18, 2010
Understanding Your Strengths and the Strengths Of Others
”You need to find people that compliment your skills in the key positions within your company.”
- Michael Lake
The fourth topic in our Fearability™ or CourageAbility™ series revolves around understanding our strengths, and equally important, understanding and leveraging the strengths of others.
Many of us know what our strengths are, know where we have opportunities to grow, and enjoy the feeling of being appreciated and adding value to our organization. Those that solicit regular feedback and validate their feelings become even more self aware and confident and can focus on maintaining their strengths and lessening their growth areas.
But what about your colleagues, team members, and subordinates? How aware are you of their strengths? Do you surround yourself and build your team based on filling voids or do you prefer to seek talent and behaviors similar to yours?
It takes courage to let others “take the wheel and drive”; we as leaders need to understand the strengths within our teams, take a step back, and let others do what they do best.
This means facing our fears and apprehensions, understanding we can’t be everything to everyone, having a willingness to let go, and enabling others to excel. Letting go takes tremendous courage. We’ve done so many tasks for so many years (some came easy to us, others did not), did them because we felt we had to, and now have the opportunity to let others shine and leverage their strengths.
Most of us have completed leadership assessments (ex. Myers-Briggs, DiSC, Team Dimensions, etc) where our preferences are identified. It’s amazing to see just how clear the preferred roles and associated strengths are for each individual.
How successful would your team be if everyone had the same strengths and similar weaknesses? Clue: Remember that overusing a strength may result in becoming a weakness, and that no style is right or wrong, good or bad.
Build a network, get connected to the key people in your organization who are critical to your mission and goals and ensure the team members also understand one another’s strengths. Understanding individual and team strengths and linking them with goal achievement will lend itself to growing your bottom line.
Know the strengths(s) of each of your team members and leverage them to inspire success at both the individual and team levels. Try it!
Sincerely,
Michael W. Kublin
mkublin@peopletekcoaching.com
Jan Mayer-Rodriguez
jan@peopletekcoaching.com
“Success is achieved by developing our strengths, not by eliminating our weaknesses”.
- Marilyn vos Savant
“Our strength grows out of our weaknesses”.
- Ralph Waldo Emerson
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!”
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