Articles tagged with: Advanced People Skills

Add Coaching to the Leadership Toolbelt

Posted in Blog

Add Coaching to the Leadership Toolbelt

There is no argument that effective leadership requires a variety of competencies in the leader’s toolbelt. Some of these tools include effective communication, inspiring, directing, creating vision, strategic thinking, building relationships, adaptability, drive, execution and emotional intelligence. Coaching is a relatively new tool for the leadership toolbelt. Like all the other leadership competencies mentioned, coaching is not the only tool for leaders; however, it is an important one.

There are many misconceptions of what coaching is and even how to use it, and leaders often think they are coaching when they are not. For example, a leader meets with a team member to discuss a challenge, situation or area for improvement and basically tells the employee how to resolve the problem. He or she may tell a story of resolving a similar situation. Next, the leader encourages the team member to “get out there and make the changes.”

Does this scenario sound familiar? Although this approach may have a place in leadership (in fact, it’s more like mentoring), too often, it becomes overused. When a leadership competency is overused, it becomes a weakness.

Read the article in it's entirety here: http://www.trainingindustry.com/blog/blog-entries/add-coaching-to-the-leadership-toolbelt.aspx

Inspiring Millennials Toward Organizational Commitment

Presented by Michelle Braden, CEO Posted in Webinars

Inspiring Millennials Toward Organizational Commitment

 

There is a lot of buzz in the media and in leadership circles regarding leading/inspiring Millennials.  In this webinar we will discuss millennials as a powerful cohort in the workplace and specifically explore how to help them embrace authentic commitment to the organization they work with.  Effective commitment in the workplace happens when there is an emotional attachment and a desire to be a contributing partner within the organization.  Although we are focusing on Millennials, this is a meaningful discussion for all generations.  

 

Executive Presence

Written by Michelle Braden, CEO Posted in White Papers

What it is — What it is not — and How to Develop “It”

Executive Presence

 

Possibly, the most challenging is statement a leader hears is from their boss, stakeholder or board member is “You need to work on your executive presence”.  Unfortunately, this statement is elusive - leaders are left guessing what exactly needs improvement and/or creating their own conclusions.   


Perhaps their boss isn’t sure how to articulate what they need to do in order to improve.  Defining  just what “IT” is can be like trying to nail Jell-O to the wall.  Often people will say, “you just know when someone has it….” or “that person really has presence – they must be born with it….”.  


 

Sharing Your Passion to Improve the Endgame

Written by Ken Karr Posted in White Papers

Practicing Advanced People Skills

Sharing Your Passion to Improve the Endgame

 

Developing people skills is a journey that begins very early in life.  At one time you learned basic rules about your personal behavior and how to get along with others.  Perhaps it was from Robert Fulghum’s book “Everything I need to know I learned in kindergarten,” or the Golden Rule, or just to be helpful.  These are great rules to live by every day.  You’ve had a good start. MSBCoach’s Leadership Maturity Model’s “Ground Level Essentials” will provide an excellent refresher and set a firm foundation for advancing your people skills.



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Using EQ to Enhance Your Stakeholder Analysis

Written by MSBCoach Posted in Blog

Enhance your stakeholder analysis with social awareness and relationship management in mind.

Using EQ to Enhance Your Stakeholder Analysis

When you think of doing a stakeholder analysis, doesn’t it seem a little mid-20th century? When you look at it, after all is said and done, isn’t it really just names? Scrawled black and white names hanging there on the page in front of you with no depth whatsoever. However, there is something much, much more going on behind each and every name on that page.  Every one of those colleagues, every one of those team members, has an emotional makeup that pushes them to make all sorts of decisions, both logical and illogical. Those humans, every individual named on that page, are flesh, blood, and bones so why not take that fact into consideration the next time you perform a stakeholder analysis?

I understand, it might seem a little challenging to project your EQ onto something as two-dimensional as a stakeholder map. “I mean” you might be thinking “isn’t the stakeholder analysis supposed to simply be a strategic planning tool? Don't make this more difficult than it needs to be!”  

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