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The Skills Gap
Many business people label leadership skills,
communication skills, facilitation skills, coaching skills
as 'soft skills'. Soft implying that these skills are hard
to define and difficult to measure. These soft
skills are hard to measure but the mastery of these
skills is what brings organizations results. Being
brilliant is not enough, brilliant people need to
communicate and influence others in order to achieve
results! Being a technical expert is not enough, there
are many technical experts but only a handful are
great leaders. So, there is a skills gap. Are you a
competent chemical engineer with lousy people skills?
Are you a technical expert that prefers improving
process to working with people? If the answer is yes,
focus on developing some soft skills. The investment
will be worth it!
Find out more....
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Greetings!
Did you ever have one of those moments of clarity
when ideas become crystal clear? When a solution to
a problem seems so simple? When you become sure
of the next step? A few months ago, during a long
car drive, issues that had been bothering me became
crystal clear. After twelve years, I am changing my
business model. More details will follow. This will be
the last issue of this newsletter. Next month, I will be
writing two newsletters - one for Process Excellence
Leaders who strive to develop leadership skills,
the other newsletter for Executive Moms. Please let
me know which newsletter you are interested in
receiving. Each newsletter will go out 6 times a
years, every other month.
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| What about assessments? |
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One way to understand your behavior as it relates to
others is to take an assessment. There are many
assessment tools being used in the business world. I
personally like the DISC and use the assessment
during coaching sessions. The DISC model is the four
quadrant behavioral model based on the work of
William Moulton Marston Ph.D. (1893 - 1947) to
examine the behavior of individuals in their
environment or within a specific situation. DISC looks
at behavioral styles and behavioral preferences.
Marston, the father of the DISC, was a graduate of
Harvard University.
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For more information about DISC... |
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| Giving Feedback |
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Like everything else, there is a right way to give
feedback to associates when you are coaching them,
and there is a wrong way. Holding your employees
over a fiery pit is the wrong way! If you are new to
coaching, try this simple method:
- Step 1 – Describe the issue using a specific
example.
- Step 2 – Disclose your feelings & the impact of
the behavior.
- Step 3 – Ask for input
- Step 4 - Develop suggestions to improve
performance. Write an action plan that is specific and
measureable with dates.
- Step 5 - Schedule follow-up
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