management skills

Our Personality Style comes through every day, whether we are conscious of it or not.  Awareness allows us to take control of – and improve – our interpersonal relationships.  Developing an understanding of our Personality Style can be the first step in improvement.  This Halloween, you can start by choosing to celebrate your style.  Obviously, you were planning on being a Ninja Turtle.  I didn’t even have to ask.  But which one should you be? Do you have a Direct style? Raphael embodies the Direct style.  Never hesitating to take action, he’s always ready when the team encounters conflict and, Read More

Change is not an easy thing for most organizations to deal with – especially when paired with conflict.  Maintaining high performance in a changing environment is a challenge, but it’s one that can be overcome by starting with the individual. Resilience in individuals extends to teams’ ability to handle conflict.  When an individual sees the value in issues or problems identified, conflict and change can be seen as opportunities, not obstacles.  But, not everyone is naturally disposed in this way.  Some need leadership to guide them through times of fluctuation. A good leader provides transparency throughout processes – he encourages, Read More

Why should you care about your employees’ personalities? If they are fulfilling their job as outlined, and are generally following the organizational culture, you are doing pretty well, right? Although many leaders might agree with that statement, it sets the bar much lower than it needs to. There is likely untapped productivity within the personality of your employees – even the hopelessly under-performing or endlessly average ones. According to Scott Keller, performance improvement expert and co-author of Beyond Performance (2011, Wiley), “…we’ve found that leaders can create and sustain stronger business results if they understand — and manage — how, Read More

For literally thousands of years, people have been asking the question, “What’s the deal with me?” In Classical times, “what we are” was the same thing as “who we are.”  The physical body was fundamentally connected to the “I” (the personality) and the deed/action.  Classical physician Hippocrates noted signs from the body that related to the disposition and personality.  He called these physical/behavioral pairings the Four Humors, and related each to an element of nature (fire, water, wind, earth): Classical notions of ideal forms (developed by Hippocrates’ contemporary, Plato) found resurgence during the modernist period.  People had, in the face, Read More

In difficult economic times, it becomes very important to prove return on soft-skills development and training.  So how do you keep your training expenses low, and your return high? Be Precise. Design your training around the needs of your organization.  Do you have a limited time to deliver a wide breadth of information?  Has a problem arisen that requires soft skills in seemingly disparate areas?  Is your organization undergoing structural or cultural change?  Be able to handle tough situations head on.  With modular training programs, you can design a unified training session that directly targets the needs of your group., Read More

FREE WEBINAR Hosted by HRDQ Presented by Linda Galindo Wednesday, September 26th, 2012 2:00pm – 3:00pm (eastern time) There’s no doubt that work life is far better when organizations subscribe to accountability as a guiding principle and value. But when push comes to shove especially in turbulent times, the concept is much easier said than done. In this webinar you will learn what accountability is—what it’s not—and how it can give your organization a much-needed makeover that will result in higher retention rates, improved morale, fewer errors, stress reduction, and better overall performance. Using real-life examples and a three-step model, subject, Read More

“I love trophies, but forget ’em. They’re for old men, for guys living in memory.  I’m talking about: Are we competing today, every minute, in everything we do in practice? Are we letting loose and daring to be great here and now? And can we sustain that? And repeat it? Trophies are great, but we’re trying to win forever.” ~Pete Carroll Managers are not always aware of the value and benefits of regular coaching meetings.  Because these meetings are associated with performance issues, they can be seen as difficult or confrontational interactions. But, when acknowledged immediately, and worked through with, Read More

Teamwork is the ultimate competitive advantage.  Fostering teams is a direct route to higher performance and a healthy organization.  While teams may encounter all sorts of conflict and discord, Patrick Lencioni (author of The Five Dysfunctions of a Team and business expert) suggests that the obstacles to team success boil down to five issues: Absence of Trust Fear of Conflict Lack of Commitment Avoidance of Accountability Inattention to Results Here are some articles we’ve been reading while thinking about ways to keep our team healthy and successful: Click here to read about Team Dysfunction Patrick Lencioni has created an assessment to measure, Read More

A Guest Post by Personality Style at Work author Kate Ward. With the Fourth of July behind us, and an election just around the corner, I’ve been thinking about our American presidents. Four in particular, whom most people would agree were effective leaders: George Washington, Thomas Jefferson, Abraham Lincoln, and Franklin D. Roosevelt. Each led from a distinct strength and Personality Style, and I believe that was the key to their effectiveness. Envision the future: This was Thomas Jefferson’s strength. Jefferson was a visionary who could picture a very different United States with the addition of the Louisiana Purchase. People, Read More

The actual scope of a job is more than the tasks we perform every day.  Especially for those of us whose positions center on interpersonal relationships, there are added responsibilities that are less tangible.  Sometimes, these responsibilities can be more important than our daily tasks – and they require soft skills. In a recent study of nurse managers, 80 percent reported that they seek new hires with informatics, communication, and leadership skills.  In the same study, 98 percent of practicing nurses reported a desire for more education and training in these areas.  Of this new data, Sheryl Sommer, director of, Read More

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