WCI on CareerSuccess Radio – Creating High Performing Teams using MBTI, DISC & EQ

Want to know more about creating high performing teams using MBTI, DISC & EQ? Click link below to listen to Cynthia Kivland, co-founder and president of Workplace Coach Institute, Inc., discuss that very topic on CareerSuccess Radio

Creating High Performing Teams using MBTI, DISC & EQ

Social Media: It’s Dynamic Impact on HR

Social Media: It’s Dynamic Impact on HR

More than 580 million people use social media today. In the current economic climate, it’s critical for companies to learn how to leverage this powerful media to improve visibility and more efficiently perform human resource functions.

In just 45 minutes, participants will learn how employers throughout the US are using social media to:

1. Recruit the best talent

2. Improve employee engagement

3. Build a stronger corporate brand

Don’t miss this important topic presented by our guest expert, Pattie Wagoner, CEO of CareerCurve. She’ll share strategies employers are using throughout the US accomplish these key objectives.

Click link to register for the free forum Social Media: It’s Dynamic Impact on HR

Celebrate Your Humanity at Work

Celebrate Your Humanity at Work

Without work all life goes rotten- but when work is soulless, life stifles and dies. ─ Albert Camus

Business owners, leaders and CEOs everywhere are talking about the search for humanity in the workplace. These global leaders are examining the role of true meaning and purpose, both on an organizational and individual level.

Steven Covey says there is a “spiritual renaissance taking place in the business world today.” While corporate leaders are searching ways to ignite commitment and performance, for most people this means finding true significance in what they do. The rapidly changing job environment causes us to ask questions such as, “How does my humanity or significance “show up” in the workplace?”

Here are four personal questions worth asking:

1. How does my purpose thrive here?
2. How can I bring more significance to my work?
3. Is this the job I am really meant to do?
4. Is there a place for me and my true values to contribute in this workplace?

Link to entire article “Celebrate Your Humanity at Work“

Successful Supervisors Aren’t Born That Way!

Successful Supervisors Aren’t Born That Way!

Do you agree with this statement? The above assertion is made at the risk of igniting the age-old debate about whether someone is born a leader or whether one can learn how to be good leader. For someone who has been recently hired in or promoted to a supervisory role, the debate doesn’t matter. All new supervisors care about is how to be effective in their roles.

There are some common characteristics that successful supervisors share.  Here are four:

Successful supervisors…

• View themselves as leaders in their sphere of influence. Supervisors who have great impact are able to do so because they don’t view themselves as “just a supervisor.” They take a broader view of their role by looking for ways in which they can connect their responsibilities to the larger organizational goals and strategies. This motivates them to create a vision for their work and for their team, and in turn helps them to boost productivity.
• Do more listening than talking. Humans have two ears and one mouth for a reason! In today’s world of instant communication, most employees still crave to be around others who will really listen to what they are saying. Successful supervisors recognize that others (direct reports, peers, customers, etc.) often have better ideas than they do for solving operational problems.
• Build healthy teams by tapping into the strengths of each team member and helping the team to operate at its peak. The essence of effective supervision is getting work accomplished through other people’s efforts. Successful supervisors use what they know about the skill sets of each of their team members to orchestrate success by putting each member’s strengths to use in support of the overall team goals.
• Take time to get to know their staff and to help them improve their skills. The best supervisors are ones who have invested time in their direct reports. This investment comes in the form of having regular conversations with each person about their career goals, their strengths and areas for development. Successful supervisors then create opportunities for their direct reports to leverage their strengths and work on improving skills. It is an investment that pays off in increased productivity and engagement.

Learn more about being a successful supervisor by signing up for our January 19, 2011 Humanity Forum where you will hear more success tips and where you will hear details about the upcoming online training series, Essential Skills for the New Supervisor.

Coaching Clients to Resolve Workplace Conflict

Coaching Clients to Resolve Workplace Conflict

Workplace conflict is common and can be exacerbated by business pressures and people differences. If left unchecked, conflict can polarize staff, cause stress, and lower work productivity. Coaching is an effective intervention to support individuals in working through conflict with others in a healthy manner.

Attend a free teleclass, Coaching People on Conflict –Steps Toward Resolution on January 20th and receive a Whitepaper “Coaching on Conflict: 15 Steps Toward Resolution.” Register for the upcoming programs Certified Leadership Development Coach or Certified Leadership & Talent Management Coach training programs that begin on February 9, 2011.

Case Study Example:

Pat (an office manager) is fed up with Tom (a manager in the unit) who got mad at her because none of her staff was willing to work afterhours to complete Tom’s high priority project. Tom has a very demanding style and often drops off work assignments late in the day, expecting administrative staff to stay late to finish his work without advance notice. After accommodating Tom’s numerous demands, Pat put her foot down and instituted a policy requiring at least 48 hours advance notice for large last-minute projects that would require staff to work late.

Tom’s goal is to have staff at his beckon call and Pat’s goal is to protect her staff from unrealistic work demands being placed on their time. Tom lost control of his emotions and Pat is very upset with Tom’s emotional response and apparent lack of concern for Pat’s staff. Tom and Pat are polarized and neither is collaborating to find a “win-win” solution.

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