22 Aug
PeopleTek Coaching Leadership

Trust and Integrity – Lapses Are Not an Option

The glue that holds all relationships together — including the relationship between the leader and the led is trust, and trust is based on integrity.
–Brian Tracy

Why Trust and Integrity Are Key Leadership Qualities

Trust and integrity. It’s no wonder that these 2 qualities appear on almost every successful leader’s profile. You won’t succeed as a leader unless you have the confidence and trust of your team, your peers, and your customers, and your team will not succeed if the members are perceived as not trustworthy.

Why?

  • To be a leader (successful or otherwise), you must have followers.
  • You can’t succeed without the trust and confidence of your team.
  • Your peers, subordinates, and co-workers will work around you if you are perceived as untrustworthy or not living the values you require from them.
  • To be successful, integrity must be a constant.

Tom Peters says: There is no such thing as a minor lapse in integrity (or trust).

(Excerpt from For Your Improvement by Lombardo and Eichinger)

A skilled leader:

  • Is widely trusted
  • Is seen as a direct, truthful individual
  • Can present the unvarnished truth in an appropriate and helpful manner
  • Keeps confidences
  • Admits mistakes
  • Doesn’t misrepresent him/herself for personal gain

Leadership Mistakes That Cause Loss of Trust

These common leadership mistakes can cause trust to be lost or to never obtained in the first place. As your reading, be honest with yourself about whether or not you could be committing any of these mistakes.

  • Being too direct. People can be caught off guard and become uncomfortable. As a result, the message is lost.
  • Pointing fingers or being too quick to assess blame.
  • Playing favorites or only give a “chosen few” opportunities.
  • Jumping to conclusions.
  • Failure to solicit opinions or alternative ideas.
  • Doesn’t “walk the talk.”
  • Inability to say no and over committing.
  • Not treating others respectfully.
  • Won’t take a stand. (Or making one and continually changing it.)
  • Personal disorganization.
  • Inconsistent behaviors, habits, and expectations.
  • Lack of responsiveness.
  • Inability to admit mistakes.

Suggestions for Leadership Growth

If you think you are exhibiting any of the above trust eroding behaviors, here are some tips to help you become a better, more trustworthy leader.

  • Take time to assess all the reasons others may have for not trusting you. Write them down!
  • Determine what skills you overuse or under-use.
  • Select a highly trusted leader; identify the behaviors that make them successful, and add them to your daily routine.
  • Set boundaries! This will help with time management and priorities.

When people honor each other, there is a trust established that leads to synergy, interdependence, and deep respect. Both parties make decisions and choices based on what is right, what is best, what is valued most highly.
–Blaine Lee

Trust produces positive and productive relationships and improves results. Communication lines are open, conflicts are addressed in a healthy manner, collaboration is enhanced, and creativity and new ideas flow.

No wonder trust and integrity are keys to individual and team success!

What other suggestions do you have for building trust and maintaining integrity levels with your co-workers and other business relationships?

QwikCoach

Each week we partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on what leaders are willing to sacrifice (pay cuts) to help their staff feel valued.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

14 Aug
PeopleTek Coaching Leadership

Voluntary 25% Paycut

We frequently talk about inspiration, rewards and recognition, and valuing your staff, and Kentucky State University’s interim President Raymond Burse takes it very seriously. He learned and deemed it unacceptable that KSU had some employees making less than $10.25 per hour, and some as little as $7.25.

Burse asked his chief financial officer the cost for increasing salaries and was informed the cost would be $90,125. Instead of increasing the school’s payroll, he volunteered to reduce his own salary by 25%, and use that to bring the lower salaried employees to the hourly minimum wage of $10.25.

Burse shared:

You don’t give up $90,000 for publicity. I did this for the people. This is something I’ve been thinking about from the very beginning.

His original salary was $349,869 and has been reduced to $259,745

Burse admittedly has high expectations and demands for his staff. He says “I thought that if I’m going to ask them to really be committed and give this institution their all, I should be doing something in return,” Burse says. “I thought it was important.”

President Burse also plans to conduct a culture survey to learn what his staff, faculty, and students are thinking. He believes this is important in order to know what’s working and what is not, and those results will be used as input for his overall strategic plan.

An extract from a blogger stated: “Now THAT is leadership – and character.” No arguments here!

There aren’t too many of us that are in the position to take a pay cut, especially a very significant one, but we are in the position to inspire, solicit input, and consistently recognize accomplishments.

Do you make valuing your staff a priority? What do you do to reward and recognize them?

QwikTips and QwikCoach

Each week we partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Growth, Change, and Stress.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

07 Aug
PeopleTek Coaching Change, Communication, Leadership

Growth, Change, Stress

Growth and change are continuous, and if we don’t manage it wisely, stress gets thrown into the equation.

What got you to where you are today will more than likely not take you to your desired next level of achievement. Why? Things change.

Strategies, technology, budgets, skill-sets, customers, partnerships, and shareholders are not constant and it’s not always easy to keep up; sometimes it even feels next to impossible.

Stress is the physical and psychological effects we experience as a result of the way we react to changes in the surrounding environment.
–Pavel Stoyanov

As our environment (and the world) continues to change swiftly, we are all challenged to continuously “evolve” and grow.

As leaders we need to take time and pay attention to what’s happening to us, and we also need to pay attention to those we work with. What’s the pulse in your workplace? How’s productivity? Absenteeism? Collaboration levels? Attitudes? Communication?

Physical and emotional health suffer when change is not managed. Stress also becomes unhealthy instead of energizing and motivating.

A Few Top Stress Contributers

  • Fear of being laid off
  • Unrealistic deadlines
  • Excessive work hours due to reduced staff
  • Emphasis to “do more with less”
  • Reduced recognition for a job well done (what is “above and beyond”?)
  • Work just isn’t fun anymore
  • Constant pressure to always deliver “at your peak” (the result is burn out)

Reports say that the workforce is experiencing increased levels of stress, anxiety, and depression, and that employers are spending 15% more than last year per employee for wellness programs.  And, many wellness programs are now including gym memberships, massages, nutrition counseling, meditation courses, and even bonuses for exercising.

People wear out; we all have thresholds. The idea is to recognize and address needs before health and productivity suffer.

Take care of your own needs and be cognizant of and address the needs of those around you. This will position your workplace to better manage work stress without becoming overwhelmed.  You may even experience increased levels of energy, and bring back an element of “fun”!

When’s the last time you made work fun?

17 Jul
PeopleTek Coaching Blog

Gravitas

How often have you heard the word gravitas? Does it apply to you?

The dictionary defines gravitas as “seriousness of demeanor,” but it goes beyond that.

One way to think of it is in terms of your overall demeanor and how you are perceived; for many it can be as simple as whether or not a person has “substance”, and it’s viewed as a “must have” for hiring and promotional opportunities.

Acquiring gravitas is an essential building block on this fundamental human journey.
–Graham Wilson

Actor Kiefer Sutherland claims it’s his favorite word; if any of you have seen his hit TV show “24,” the role he plays may help clarify the definition!

Think in terms of:

  • Confidence
  • Skill-set
  • Image
  • How you engage others
  • How you sound; the manner in which you speak
  • Self esteem
  • Integrity
  • Dignity
  • Authenticity
  • Commanding respect

“You can only make a first impression once” still holds true.

What you wear also has an impact. And, don’t dress for the position you currently hold, rather dress for the position you aspire to hold!

At a recent IT conference, it was noticeable that not just the presenters were in professional attire; so were the attendees. There were no jeans or sneakers; almost everyone wore sport coats and blazers. Has something changed? When? Why?

What happened to dressing “down”? Having “casual Fridays,” or in some case casual attire on a daily basis?

It seems there’s been a change of mind-set. Although casual attire is enjoyed by many, others feel it reduces how they feel about themselves while at work. If they are dressed casually, they feel their work mode is also “casual”, that they are less productive, less focused, less motivated. Can you relate?

It’s also been noted that gender differences exist when it comes to “dressing down.” When women dressed casually, they were more inclined to be treated not as an equal, but more with a “get me coffee attitude.” Wow!

How you look and speak, how you carry yourself, your posture, and your handshake all leave an impression.

Awareness is key. Do you naturally exude gravitas? If no, determine what actions to take to make it appear natural!

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Actions and Beliefs.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

14 Jul
PeopleTek Coaching Communication, Leadership

Assessment: Actions and Beliefs

How often do you think about the skills and abilities that make you an effective leader and team member? How often do you assess what you do well, and what could be improved upon or “refreshed”?

Interacting with others effectively and efficiently is based on technique, experience, personal styles and temperament. What are your strengths? What are your areas for development?

Never neglect an opportunity for improvement.
–Sir William Jones

Self Assessment – Rate yourself

(1 = Never  3 = Sometimes  5 = Always)

  1. I am committed to developing my staff, realizing it builds bench strength, grows the bottom line, reduces attrition, and overall makes the company stronger. Score:
  2. I hold others accountable, and address non productive behaviors in a healthy, honoring way. Score:
  3. I think strategically and take time to work on the bigger picture, not just day-to-day priorities. Score:
  4. I am very “self aware”. I understand my strengths and my areas requiring development, and leverage my strengths to support the attainment of goals. Score:
  5. I am inspired and energized while at work, and know how I contribute to the bottom line. Score:
  6. I clearly communicate my point of view/perspectives, and feel I am listened to (not necessarily agreed with). Score:
  7. I have an open mindset and don’t get stuck on how things used to be, versus how they “could” be. Score:
  8. I listen to opposing viewpoints and take time to process and reflect on them. Score:
  9. I solicit feedback, share the results, and take action against the results. Score:
  10. I maintain my composure regardless of how stressful the situation or antagonistic a person may be. Score:

How many questions scored a 1 or 3? Did any other questions come to mind that you would like to address?

The year is half over; it’s a great time to update your development plan and determine what changes you’d like to make prior to year end.

What are your strengths? What are your areas for development?

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Independence + Courage.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

26 Jun
PeopleTek Coaching Leadership

Calm, Cool, and Collect

How do stressful situations impact you? If you’re under fire at work, do others “feel” it and avoid interactions with you?

Self control is important. The ability to manage our feelings instead of allowing our feelings to manage us is beneficial for everyone, especially so for leaders.

Having the ability to feel and then respond with purpose, while remaining composed, is what we strive for daily and during difficult situations. If a person lets us down and we are angry, we need to have the skill to respond appropriately rather than blowing up or raising our voice.

Leadership is a matter of having people look at you and gain confidence, seeing how you react. If you’re in control, they’re in control.
–Tom Landry

We suggest becoming very aware of our emotions, and what triggers them, so we are better positioned to remain in control. This means becoming familiar with an entire spectrum of feelings including happiness, anger, sadness, loneliness, rejection, pride, shame, peace, etc.

And it means knowing how to diffuse the emotions that will not serve us well.

The more control and awareness we have, the better the leader we can be, now, and in the future. An example may be when someone did something we didn’t expect and we overreacted. Some of us may even yell or scream at our antagonist, which more likely than not puts us in disfavor with those that witnessed it.

Once composure is “lost,” the damage is done and may not be recovered from (even when composure is restored). We all have hot buttons and we all know individuals that seem to have a “gift” to light those buttons up. To excel in leadership we need to be in control of our emotions at all times. (It’s certainly easier when times are calm and steady but may challenge us in difficult and turbulent/crisis situations).

Common Circumstances That Lend Themselves to Control Issues

  • Surprises
  • Unexpected change
  • Incorrect/incomplete information
  • Missed deliverables
  • Insubordination
  • Deadlines, date changes
  • Lack of commitment, buy-in or urgency
  • Lack of team effort or no accountability

We first must understand our feelings and the response, (perhaps an unhealthy one), that desperately wants out. Instead, we can calmly think about a response that would help us deal with the problem at hand. This may require postponing a response which is fine (rarely do we HAVE to have an immediate response).

It can be challenging to remain cool, calm, and collect, but as a Chinese proverb says: Forego your anger for a moment and save yourself a hundred days of trouble.

It takes effort, but it’s worth it! What do you do to maintain your composure?

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Conflict.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

23 Jun
PeopleTek Coaching Leadership

Conflict – Address, Avoid, or Leverage

When you hear the word “conflict,” do you view this as “trouble” or do you think in terms that it could be a simple disagreement or difference of opinion? Do you ever find it to be motivational?

Consider a brain-storming session where everyone is heard and ideas freely bounce around and get further defined. This is a great example of how differences can be inspirational and lend themselves to creativity and growth.

For good ideas and true innovation, you need human interaction, conflict, argument, debate.
–Margaret Heffernan (author, entrepreneur, CEO)

Having said this, conflict must still be appropriately managed, otherwise problems arise, ill feelings surface, morale diminishes, and productivity suffers.

The 5 Modes of Conflict

Kenneth Thomas and Ralph Kilman identified 5 modes of conflict. Some styles sound like they may be “better” than others, but in reality there is no right or wrong style; all five modes are useful when used in the appropriate situation.

The 5 styles, and their best usage are:

  1. Competing 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.
  2. Accommodating mode 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.
  3. 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.
  4. 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.
  5. 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.

Effective leaders understand the value of all conflict styles. They readily adapt to the style most appropriate for the situation, and they intervene only when necessary.

Remember, without conflict there is no leadership!

How well do you manage conflict? Do you have a tendency to use one style more than others? Could the use of another style provide better results?

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Listening.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

09 Jun
PeopleTek Coaching Decision Making

Wake Up to Live Your Dream

In order to live your dream, you have to wake up!

Most people are sleep-walking through life, never becoming aware of why they are here and what they are supposed to do.

Wake up to your dream! Don’t just accept life as it has been given to you. Jump out of your comfort zone. Act decisively to create a life you love and will give you a sense of fulfillment.

Wake up! Drink deeply from the cup of knowledge, wisdom, silence and spirituality. Connect to the alarm clock of life and wake up to your dream! You have something special.

You have greatness within you!

–Les Brown

15 May
PeopleTek Coaching Leadership

Leaders Are Continual Learners

We’re pretty sure you’ve heard the quip that learning never stops. What about that leadership requires ongoing development?

Effective (and successful) leaders adopt the mindset of being continual learners which better positions them to manage, communicate and lead through change, address problems and issues, make informed and timely decisions, and more strategically influence their team/organization.

For an organization to survive, its rate of learning must be at least equal to the rate of change in its external environment
–Professor Reg Revans

L = P + Q

Professor Reg Revans (1907-2003), was an Olympian, physicist, professor, author, and management consultant who pioneered action learning.

He created a formula: L = P + Q

learning = programmed knowledge + questioning insight

The scope for continuous learning is limitless; it could address workload management, technical skills, soft skills, “people” problems, process issues, project management, the handling of difficult situations, or simply being an advocate for enabling and empowering people to learn with, and from, each other.

One of Professor Revans’ beliefs was that the key to improving performance was not exclusive to the thoughts/opinions of ‘experts’, but that practitioners must also have a say. It requires that each team member not only study their own actions, experiences, and behaviors, but also those they interact with.

Action learning frequently includes having a coach who is responsible for promoting and facilitating new learnings, and encourages and helps the team become self-managing.

Once again, we’re circling back to the need for awareness (of self and others); we need to identify and leverage individual and organizational strengths, and we need to address/minimize and develop any gaps that impede progress, profits, products, or services.

Are you a continual learner? What development plans do you have in place for yourself and for your staff?

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Stress Relievers.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

09 May
PeopleTek Coaching Success

Stress Relievers

We received quite a bit of feedback on the topic of burn-out and decided this was a good time to re-share some stress relievers from a prior tip.

Stress is not what happens to us. It’s our response to what happens. And response is something we can choose.
–Maureen Killoran

Most everyone experiences stress at some point in their professional life; so much to do, too little time. Do you have coping mechanisms to help you manage it, or do you just accept the fact that your life will include stress?

We suggest that you don’t just “live with it”, but rather face it head-on so you don’t negatively impact relationships, decisions, and how you influence and communicate with others. (And also put your health at risk).

Stress Relieving Tips

  • Establish Priorities. What can you realistically accomplish and in what time frame?
  • Create a task list. Use your priority list as the baseline and then determine what you MUST do, select all tasks that can be delegated to others, and identify any dependencies. Say “no” when there’s a need!
  • Don’t procrastinate! Unfinished work weighs you down.
  • Remember that multitasking increases stress. It delays completing a “to do”, can lead to disorganization and frustration, and creates a loss of focus.
  • Journaling. Writing down your thoughts and experiences is a release.
  • Keep a notepad and pen by your bed. Great ideas may come to us in our sleep; having the notepad allows you to capture the idea, then go back to a sound sleep.
  • Pay attention to your stress levels. Stiff neck? Irritability? Exhaustion? Stand up, walk around, stretch, laugh, listen to music, and laugh more! (Laughter is considered one of the best, and cheapest, medicines.)
  • Schedule time for you on a daily basis. This is critical even if for only 10 minutes. What do you like to do? Read? Listen to music? Take a walk? Power nap? Whatever it is, make time for it.
  • Watch for stressful behaviors in co-workers (and family members). Coach them on stress relievers.
  • Limit the “goodie” intake. The extra carbs can add to fatigue and make you feel guilty (“stressed” spelled backwards is “desserts”).
  • Drink green tea. Caffeine-free green tea has a calming effect.

Is everything as urgent as your stress would imply?
–Carrie Latet

5 Stress Relieving Team Activity Suggestions

  1. Build 15 minutes into a staff meeting and have every team member write a positive one-word descriptor for each teammate. It’s a “feel good” exercise, reduces stress, and builds harmony. (Each person puts their name on a blank piece of paper and the papers are passed around the table for completion.)
  2. Play festive music (if allowed). Encourage each team member to share their favorite song/CD.
  3. Have a bake day where everyone brings in a special treat to share.
  4. If possible, schedule a day for everyone to have lunch together. This can either be potluck or at a restaurant. Share holiday traditions with team members and select the most unique and the most common.
  5. Have the team select and support a community event. There are food drives, gifts for those in need, visits to the lonely, decorating assistance, and even holiday caroling.

Make an effort to keep your perceptions and attitude positive; looking for the good in every situation will help keep your stress levels in check.

Remember, it’s up to us to manage stress and to proactively respond to it! What’s your favorite stress reliever?

QwikTip and QwikCoach

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

01 May
PeopleTek Coaching Success

Adaptive and Agile

During the last several years there has been a large push towards faster delivery and a more rapid deployment of solutions promoting innovation and growth. This is wonderful news for using a creative energetic process that permits out of the box thinking while increasing customer satisfaction.

It no longer takes years for implementations to occur (or for enhancements to be applied), but it does require a new mindset, new processes, new tools, and of course skilled resources.

Our resources are the crux of the matter. We must continue to understand how people work, think, act and react, and we need to understand that the basic foundation of any team is trust.

The faster you build it, the better it is for obtaining results!

Too often as technocrats we think that we can circumvent the “people” development side of the equation, and forget (or choose not to concern ourselves) about how we “show up,” and limit our focus to the task at hand.

Key components of being adaptive and agile include placing an emphasis on teamwork and continuous improvement, and of course possessing a strong sense of values. Make sure the following values are incorporated within the framework of your team: focus, courage, openness, commitment, and respect.

Get to know your team members! Understand one another, know the gifts or “Magic Dust” of each team member, and honor, support, and leverage them. A strong sense of self awareness, and an awareness of what others are passionate about will inspire and release more occurrences of innovation and growth that will transcend your current business state.

Trust within teams fosters collaboration. Obstacles will be addressed and removed, and if the issue is out of their “scope” of responsibility, they will work with other teams that do have the authority to take action.

Communication is always key. Everyone must have, and must share information, so that decision making is effective, that problems and concerns are openly discussed, and that solutions are timely (immediate!).

Be adaptive and agile and let your courage allow you to undertake greater challenges!

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Burn Out.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

24 Apr
PeopleTek Coaching Blog

Control Burn Out

We’re guessing that most of us have either experienced feelings of burnout at work and/or have observed it in others.

We’ll start by sharing a definition provided by Dr. David Ballard of The American Psychological Association:

Burn-out is an extended period of time where someone experiences exhaustion and a lack of interest in things, resulting in a decline in their job performance.

During times of change and uncertainty, and the associated demands, burnout is being experienced in greater volumes because of our inability to manage the stressors.

Signs of Burnout in an Organization

Before you can try to control burn out, you must first recognize what it looks like. Across the organization, are you seeing (or experiencing) these signs of burnout:

  • Mental fatigue
  • Role ambiguity or role conflict
  • Unusual demands
  • Stressful situations
  • Work and output overload/underload
  • Unpredictable behaviors
  • Productivity issues related to job security
  • Lack of or inappropriate communication
  • Withdrawal

We have the need to feel good about ourselves, be proud of the value we provide, and of our accomplishments. We have a natural drive to “achieve,” and in general, confidence levels suffer when we don’t meet our own expectations. We’re our own harshest critic!

You are most vulnerable to burnout when the stresses you experience impact negatively on the things that you find most fulfilling in your job. Not only do you experience the unpleasantness of stress, you lose the job satisfaction that counter-balances this.
–MindTools on Stress Management

Helpful Burn0ut Coping Suggestions

Identify what is causing the burnout and address it. Positively attacking and solving problems, creating solutions, and implementing change will help.

Focus on your demeanor; don’t deny or ignore your negative feelings. It’s okay to share both negative and positive feelings in a professional manner. Everything is not always sunny.

Build relationships and create a network; get a mentor. Share feelings and work with others to create positive energy.

Be flexible; plan for, and expect change. Be genuine, and be open to changing your behaviors that address and minimize burn-out. The result: productivity and happiness levels will improve.

Don’t ignore what you’re feeling; take control!

Here’s a Wealth of Information

Each week we’ll partner with QwikCoach and provide the ability for you to reinforce or expand your knowledge of a prior topic.

Last week’s tip focused on Confidence and Competence.

Go to QwikTips to read more! There are two different versions–one for visitors and one for licensed QwikCoach users.

Help turn your leadership knowledge into leadership action!

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