17 Apr
PeopleTek Coaching Leadership

Are You Confident and Competent?

We recently attended a graduation event for Leadership Journey attendees and a common outcome among graduates was a stronger sense of confidence, enhanced awareness levels, and sharpened skills.

We gain strength, and courage, and confidence by each experience in which we really stop to look fear in the face… we must do that which we think we cannot.
–Eleanor Roosevelt

The Confidence Code

Coincidentally, this week Good Morning America featured a book: The Confidence Code by Claire Shipman and Katty Kay. Their findings reflect a large disparity of confidence levels between men and women. (Yet another gender difference in the workplace!)

One of the most positive results of the studies reflected that we can increase our confidence level at any age.

More interesting findings:

  • Women won’t seek promotions unless they feel they have close to 100 percent of the qualifications, while men will go for it if they think they have 60 percent.
  • After men and women were given the same test, and then asked how they believed they did, women always predicted they performed worse than they did. Men on the other hand tended to think they had done better.
  • Researchers found that women spoke up 75 percent less than males (in the workplace).

The 5 Biggest Mistakes Women Make

  1. Thinking too much – Excessive examination which inhibits confidence, delays taking action, and sometimes even prevents decision making
  2. Belief that failure is a failure – There’s a need for more willingness to try new things/approaches, and a need to understand not everything goes as planned. Make adjustments and learn from the failures!
  3. Carry criticism around – There’s a need to toughen up and move on
  4. Inability to leave comfort zone – Confidence comes from risk-taking, women are too determined to be perfect
  5. Not speaking up, or using “up-speak” – Raising the tone of voice at the end of a sentence in a way that sounds more like a question than a declaration

Regardless of gender, we all have the opportunity to increase our confidence levels, and our competency skills. It’s time to 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 Leadership Tools.

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!

10 Apr
PeopleTek Coaching Leadership

Leadership Tools

As leaders, it’s up to us to keep our skills, abilities and talents sharp, and it’s also up to us to find and use the leadership tools that will enable us to maximize our potential.

We shall neither fail nor falter; we shall not weaken or tire. Give us the tools and we will finish the job.
–Winston Churchill

PeopleTek created a tool, the Leadership Compass, that provides direction for being a successful and effective leader. The COMPASS is based on a combination of skills, traits, behaviors and talents we’ve observed over the years, along with the JoHari Window. (The JoHari Window was created by Joseph Luft and Harry Ingham in 1955 in the United States and helps individuals better understand their relationship with self and others.)

Willingness to Self-Reflect & A Strong Sense of Self-Awareness

Leadership is comprised of many components, and these are two of the most important. Are you prepared to respond to the following questions?

  1. Where are you going? (vision, mission, goals)
  2. How do you plan on getting there? (innovation, strategy, planning)
  3. How could others assist and support you? (people)
  4. What may get in your way? (barriers, weaknesses and the over-use of strengths)

By utilizing the COMPASS, you will be directed towards actions that will take your leadership, and ultimately your career, on a “journey of discovery.”

PeopleTek’s Leadership COMPASS components are:

  • C – Clarity and Communication
  • O – Optimize Differences
  • M – Manage Change
  • P – Plan, Persist, and Organize
  • A – Appropriately Handle Conflict
  • S – Sustain/Enhance Relationships
  • S – Skillfully Influence Others

What changes could you make to become an even more effective leader?

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 Gender in Leadership.

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!

27 Mar
PeopleTek Coaching Leadership

Does Gender Matter?

We regularly talk about effective leadership behaviors, but have not discussed how/if the use (and success) of these behaviors is impacted by gender.

Women make up more than 50% of the workforce, hold a little over 51% of management and professional positions, yet women in leadership positions remains fairly “stuck” around the 15% mark. And, worldwide, females hold only 3% to 4% of the level of CEO.

Women “Take Care,” Men “Take Charge”
–Jeanine L. Prime and Nancy M. Carter

Contrary to this quote, studies show that there are fewer differences/more similarities between women and men leaders, so why is gender an issue? We only wish we had the answers!

Behaviors Attributed to Successful Leaders

Read them and then get an image of how they may be exhibited by leaders of both genders.

  • Competitive
  • Attitude/demeanor
  • Looks
  • Words/colorful language
  • Caring
  • Presence
  • Authoritative
  • Assertive
  • An advocate for others

How different were your images? Do other descriptors come to mind for women leaders?

  • Steam roller?
  • Egotistical?
  • Bombshell?
  • Threatening?
  • Wimpy?
  • Witchy?
  • Pushy?
  • Bossy?
  • Plays favorites?

An entirely different topic is “equal pay between genders.” This week on a morning talk show, Rick Perry, Governor of Texas, said he was an advocate of women in politics, has hired many to fill positions in Texas, yet he admitted voting against a bill for equal pay for men and women. (He did not clarify his position.)

We would like to hear from you. What do you think impacts the image of a successful male leader? For a successful female leader?

And to stir up the pot, would you prefer to work for a man, or for a woman? Why?

We look forward to your thoughts!

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 Effective Delegation.

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!

20 Mar
PeopleTek Coaching Leadership

Do You Effectively Delegate?

Effective leaders also delegate effectively. Why?

Delegation frees time and provides an opportunity to develop others.

As leaders, we frequently spend too much time doing tasks; we are working in the business rather than on the business. As leaders we need to step back from the tactical work and spend more time on strategic thinking and innovation, and on coaching and developing others.

The first rule of management is delegation. Don’t try and do everything yourself because you can’t.
–Anthea Turner

There are numerous reasons for not effectively delegating. The most common are not trusting that the job will get done to our satisfaction, discomfort with assigning a boring task, or feeling guilty that the workload will be too great.

Tips for Effective Delegation

  1. Plan your delegations. 
    • Assess the strengths of your delegate, match the assignment accordingly and assign a due date(s).
  2. Provide clear and documented instructions. 
    • This prevents misunderstandings and if the task is new to your delegate, they can refer back to your instructions.
  3. Provide the “what and when.” Leave the “how” to the individual.
    • This strategy is more empowering and motivating.
    • George Patton said: “Never tell people how to do things.  Tell them what to do and they will surprise you with their ingenuity.”
  4. Assess how long the task would take you and build in extra time for your delegate; obtain buy-in that the deliverable date is realistic.
  5. Ensure your delegate has the appropriate resources they need to be successful.
    • Inform staff, co-workers, business partners, etc. of your delegated role.
  6. Follow-up and monitor progress.
    • You may be needed to add clarity to the task or be nothing more than a sounding board.
  7. Acknowledge the contributions of your delegate and provide constructive feedback for areas of growth.

Effective delegation increases morale, builds your talent pool, and strengthens trust within your organization, ultimately growing results and improving your bottom line!

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 Emotional Intelligence.

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!

13 Mar
PeopleTek Coaching Leadership

Are You Emotionally Intelligent?

Some people say leaders are born, others say leaders are made. Regardless of your position on this, leaders possessing certain behaviors and skill-sets obtain greater results and are more likely to have satisfied, higher producing, and more collaborative team members.

As leaders we need to be aware of our behaviors and actions, understand how they impact others, and manage their expectations in order to obtain the results we desire. We don’t just need to be intelligent and knowledgeable, we also need to be emotionally smart.

Psychologist, Steven Stein, and psychiatrist, Howard Book, state that strong leaders have both a high IQ (Intelligence Quotient) and a developed EQ (Emotional Intelligence Quotient). Intelligence will only go so far; leaders must also be aware of how they present themselves and respond to others.

Research shows convincingly that EQ is more important than IQ in almost every role and many times more important in leadership roles.
–Dr. Stephen R. Covey

EQ Can Increase Through Self Development

While our IQ is considered to be non-dynamic and is an indicator of how we perform intellectual tasks Our EQ does not follow this rule. It consists of 4 areas.

  1. Self Awareness is critical when engaging in communication
  2. Self Management is key for managing emotions in difficult situations
  3. Social Awareness leverages awareness of others to perform at your peak
  4. Relationship Management manages relationships to increase job performance and integrates EQ professionally and personally
Emotional intelligence is the genuine ability to feel emotions, understand what you’re feeling and why, understand how others are feeling, and respond appropriately. Having a high EQ builds relationships and fosters communication even in the most difficult of times.
Some consider EQ to be the single biggest predictor of performance in the workplace and the strongest driver of leadership and personal excellence. By developing our EQ, we position ourselves to more successfully cope with organizational demands and pressures.

Do you know your EQ?

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 Interview Preparation.

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!

06 Mar
PeopleTek Coaching Career

Interview Preparation

We’re frequently told to have an updated resume on hand (not too hard, right?). But when’s the last time you interviewed for a new job/position? Are you prepared?

Preparation begins with anticipating what you’ll be asked, and formulating your responses in advance. There’s no way to be sure how your interview will be structured, or the questions that will be asked, but there are few you should have an answer prepared for in the back of your mind.

Interview Questions You Should Prepare For

  1. Why do you want this job?
    • Consider what experience and industry knowledge you can provide. Why are you a good fit?
    • Have specific examples in mind to share your prior accomplishments.
  2. Why should I hire you (or recommend you for this job)?
    • Now’s the time to sell yourself; expand on your strengths. Examples are:
      • Technical skills
      • Professional achievements
      • Industry knowledge/experience
      • Communication and sustained customer relationships
      • Results, goal achievement, innovation, sales
  3. What do you know about our company?
    • When was the company founded?
    • What are they known for?
    • Do they have a mission statement?
    • Is their direction or brand changing?
    • Are they faced with any specific challenges (and how can you help them overcome these challenges)?
  4. What do you consider to be your biggest professional challenge (or your weakness)?
    • Self awareness is a biggie, and we all have something to work on (over-committing, delegation, building trust with those that have accountability issues, being too detailed, managing resistance to change, etc).
    • Follow it up with how you’ve addressed and perhaps continue to address this issue.
  5. What do you like most/least about your current job?
    • Stay positive, but honest.
    • What energizes you?
    • What kind of work are you passionate about?
    • Are your skills being utilized?
    • Is it simply time for a change?
    • Are your values and those of the company no longer aligned?
  6. What are your salary expectations?
    • This is tough. Take some time, and do your homework.
    • What’s the condition of the market?
    • How in demand is the position?
    • What salary does the position merit?
    • What range are you willing to accept?

Interview Preparation Take-Aways

  • Highlight your strengths and accomplishments and provide specific examples.
  • Provide value statements about YOU that will make you stand out from the competition.
  • Make sure you’re a good fit for the job, and that the job is a good fit for you!

Choose a job you love, and you will never have to work a day in your life.
–Confucius

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 Fear and Barrier to Success.

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!

27 Feb
PeopleTek Coaching Success

A Barrier to Success

Over the past few years we’ve been working with various leaders and teams and have observed patterns for effective leadership, as well as patterns that trip us up and impede our ability to succeed.

It turns out that while fear can be a motivator, it’s more often than not a de-stabilizer.

The purpose of fear is to raise your awareness, not to stop your progress.
–Steve Maraboli, Life, the Truth, and Being Free

5 Common Fears Leaders Need to Be Conscious Of

  1. Fear of setting a vision, mission and goals
  2. Fear of delegation and building a team
  3. Fear of accountability and following a process
  4. Fear of failure
  5. Fear of success

Fear #1 – Fear of setting a vision, mission and goals

  • So many of us resist this; why is that? Even when there is a vision and supporting goals, leaders admit to communicating them only once. It takes 7 times for us to process anything new, let alone be part of it; 1 time is insufficient!

Fear #2 – Fear of delegation and building a team

  • If you have no common and agreed upon vision, mission and goals, you have no team. You may ask “why aren’t we a team”? We as leaders sometimes think we can do things on our own. Many leaders feel they are the only ones that have to create and keep everything moving forward. Unless you involve others, positive results are not sustainable (and it’s just plain impractical). Many leaders are afraid to give anything up; they either feel there won’t be anything for them to do, or the other person couldn’t do it as well as they would.

Fear #3 – Fear of accountability and following a process

  • If we ignore it, it may go away. If we don’t create or follow a process, we can’t be measured. A furniture store we’re familiar with never analyzes the reason for their high rate of returns. What are the main causes? What could be done better? Instead, they continue to get a large number of returns. Why not as a team, step back and solve the process issues, and be accountable as owners (or team members) to make the business stronger?

Fear #4 – Fear of failure

  • Most leaders want to lay low and take minimal risk; no one wants to fail or do anything wrong.  With this attitude and set of behaviors, there is little chance that things will go wrong, and there’s also little chance for growth and innovation. We’ve seen the best leaders stretch themselves and take chances, and encourage others to do the same, but it takes a brave soul to think and say “it’s time for change” or “I believe we can improve customer service through training and support, and I’m willing to invest in it.”

Fear #5 – Fear of Success

  • Nelson Mandela said: “We are not afraid of failing, in actuality we are afraid of succeeding beyond our wildest dreams.”
  • Dr. Miles Monroe said “most creativity and un-lived dreams and ideas never get fulfilled because they are buried in the cemetery.”

Why is this? Are you living your passion and your dreams? Is self reflection ongoing and providing you with any “ah-ha” moments? Do you encourage others to become more self aware and live their lives with passion?

Make self reflection a priority, increase your awareness levels, and don’t let fear be a barrier to success!

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 Top 10 Time Wasters.

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!

13 Feb
PeopleTek Coaching Leadership

Challenges: Accept or Avoid?

Journalist Fareed Zakaria wrote the book, The Post-American World. One area of concern that was addressed was the belief that organizations are not adapting well to emerging challenges.

This is only one of the themes, but one we feel readily applies to leadership styles and skills.

Zakaria’s Guidelines for Success in the Face of Challenges

Choose. Choose priorities rather than trying to have it all.

  • Our comment: Have clear goals, ensure all behaviors and tasks support those goals, and understand you can’t be everything to everyone.

Build broad rules, not narrow interests. Recommit to international institutions and mechanisms.

  • Our comment: Set goals and standards, and then let your people excel – they don’t need (or want) to be told HOW to do something, but they do need clear expectations and the desired outcome.

Be Bismarck, not Britain. Maintain excellent relations with everyone, rather than offset and balance emerging powers.

  • Our comment: Build and maintain relationships, address differences in a healthy way, listen, and take more time to think of what “could” be done differently. Make an effort to relate and communicate to others in their terms and style.

Order à la carte. Address problems through a variety of different structures (e.g. sometimes UN, sometimes NATO, sometimes OAS).

  • Our comment: Understand the needs and goals of others. What are their strengths? How do they best add value? What end result are you looking for?  Do you have the right resources in place?

Think asymmetrically. Respond to problems (e.g. drug cartels, terrorists, etc.) proportionately and do not respond to bait (i.e. small attacks meant to draw attention).

  • Our comment: Expect and plan for conflict, be emotionally intelligent, know your hot buttons, remain controlled.  Think about what could de-rail you, and have a plan in place to address those challenges.

Legitimacy is power. Legitimacy creates the means to set agendas, define crises, and mobilize support.

  • Our comment: Leaders are authentic; they build trust, truly listen, communicate openly and consistently, and don’t have hidden agendas.  A complaint that we frequently hear is that too many leaders lack integrity.

All professions, all industries, and all positions are faced with challenges; it’s up to us as leaders to help anticipate and effectively manage them as they occur, and then produce success in the face of challenges.

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.

Last week’s tip focused on 5 “Must Haves.”

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

If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.

Help turn your leadership knowledge into leadership action!

06 Feb
PeopleTek Coaching Change, Leadership

5 “Must Haves”

How much change are you observing in the workplace? The need for team work is stronger than ever; leading by intimidation is pretty much a thing of the past, the leader may or may not be the subject matter expert, and the need to collaborate is at an all time high.

So, how is this working? Quite honestly, it depends on the individuals that comprise each team. If you’re part of a team that listens to one another, is open to new ideas, and promotes interactions that are trusting and respectful, it takes success to new heights.  If these behaviors are lacking, desired results are hard to achieve.

Eric Burton’s (BBB-Capitol) 5 things that all successful managers need to know:

5. Trusting Workplaces Breed Creativity

  • The best leaders find a way to encourage creativity in their teams. “Everybody has the ability to be creative in one way or another,” said executive coach Charles Day. “The key is to figure out how to unlock it in your employees.”

4. Trust Your Intuition – Sometimes

  • Within a generation, the concept of instinctive intuition has gone from quack science to a proven strategy for success in business. That’s in large part thanks to studies that show it’s best to rely on a gut feeling when you need to make a quick decision.
  • It’s especially true when you have extensive knowledge of a subject. “Intuition is the result of your subconscious brain picking up on clues and hints and calculating the situation for you, and that’s based solely on experience,” says Massimo Pigliucci.

3. Know When to be Funny

  • Knowing when to use a joke can help disarm uncomfortable situations and help bosses build real relationships with their employees. However, jokes should never belittle a more junior employee or stray in to the realm of off-color humor.
  • But a boss who can crack jokes at his own expense? That’s a good way to lighten the mood.

2. Trust in Delegation

  • It takes faith for managers to delegate important tasks, and it’s something few successfully pull off. The reason is simple: They often think they’re better equipped to do the work than their more junior employees.
  • Instead, the key is to trust them with the difficult parts of the job. Let them succeed, with just a few nudges and checks, workers will be more likely to work hard for you.

1. Top-Down Collaboration

  • Creating workplace collaboration isn’t as simple as just telling employees to work together. Instead, managers must give their teams specific tools, then oversee how they are being used.
  • Managers must show how good ideas come out of working together. They must also demonstrate that real collaboration equals innovation, and be on the watch for communication breakdowns.
  • Meetings may lead to team members disagreeing. Within reason, that’s a good thing. Conflict displayed in a healthy, honoring, and respectful way, lends itself to creativity, stronger relationships, and more successes!

How many of the 5 “Must Have” skills do you exhibit daily? Are there any you could develop?

And, we’re starting something new

Last week’s tip was on Succession Planning.

To read even more, visit PeopleTek’s QwikTips.

We welcome your feedback and ideas for other topics!

30 Jan
PeopleTek Coaching Planning

Succession Planning

What do you do when a key member of your team announces they’re making a career move? Are you prepared to fill that position? Can you readily identify the value and contributions that individual provided you and your organization, and do you have a replacement in mind?

The key to sustained competitive advantage in any industry is not size, image, or technology. It’s talent, particularly at the leadership level. Your organization’s future depends on its ability to identify, retain, and prepare a dependable “bench”–its next generation of leaders–continuously.
–Dr. Robert W. Barner

As more and more “baby boomers” retire or change jobs, is your organization prepared to lose their tenured, mature, and knowledgeable workforce?

Leadership talent is one of the most critical needs of any organization and a strategic approach for succession planning is required.

Ask yourself:

  • What challenges is your organization currently facing?
  • What skill-set and experience is needed to address the gaps?
  • Do you prefer positions be filled internally before seeking external candidates?
  • Does having a blend of internal and new hires provide innovative and fresh ideas?
  • Are you utilizing cross training to build bench strength?
  • How often (and to whom) do you delegate assignments and responsibilities to?
  • Could having a coach speed up the development process?

Look outside of your immediate team.

What interactions do you have with other leaders? Can you work jointly to develop a succession planning process?

Do you have shared business strategies, directions, and critical positions?

Are you able to provide names of possible successors for critical positions? (These positions may not need to be filled now, but you will be building your bench strength and be positioned to act quickly should you find the need).

Make sure the candidates understand the vision of the organization they’ll be part of. That includes clearly defined roles, responsibilities, expectations, and what they’ll be measured against.

Would assigning a mentor help clarify the role and facilitate growth? We once had a leader that was targeted for a promotion and shared that he had no interest, whatsoever, in ever having the position that others felt he was strongly suited for!

If it’s an external hire, what kind of on-boarding process do you have in place?

For both internal and external candidates, identify how they will complement the team. Perhaps all the gaps can’t be addressed by one person; what more is needed?

Succession planning and career development require time, but the pay-offs will serve you well.

Are you prepared?

16 Jan
PeopleTek Coaching Leadership, Success

Innovation and Growth – What Can You Do?

In keeping with our innovation and growth theme, we want to talk again about General Motors new CEO, Mary Barra. On Monday, Ms. Barra was featured on Good Morning America and said something that is worthy of sharing.

During the interview she was asked “did you think that you would ever be CEO”? She said while she may have had clear goals and objectives for her career, she never focused on that. Her main objective was to always perform at her best, and deliver the greatest results for each position she held.

She focused on building a team and organization that delivered outstanding results. In order to achieve outstanding results, you must have processes and a clear focus, you can’t be risk adverse, and you must have the willingness to take the necessary steps to create a strong team and promote change.

Many leaders confuse career aspirations with a goal, and lose site of the results they have to deliver now. Ms. Barra said that she found too many leaders focusing on “what is my next job?”, rather than establishing the elements and providing the results that make it obvious that new challenges are welcomed and will be managed.

We are not suggesting that you do not have career aspirations and dreams because that is very important. What we are saying is to not primarily focus on pursuing the next level, as it detracts from being “present,” and may actually derail you from attaining desired results.

Too often we see leaders spending insufficient time building strengths within their team and organization. This development is required for innovation and growth, and ultimately success.

Change the world; rethink outdated assumptions and make a real difference…
–M. Barra

How to Promote Innovation and Growth

Start by building a strong team through these key steps.

  1. Recruiting Process. What skills abilities and talents do you need, and do you have a clear hiring process that links to your vision, mission and goals.
  2. Build trust within team members and encourage engaging interactions. Do team members feel comfortable giving and receiving feedback? Do they address conflict in a healthy honoring respectful manner?
  3. Include accountability, engagement, feedback and fun in team development processes.
  4. Operational Process and tools. Invest in saving time, and improving quality.
  5. Observe your customer and identify ideas for improvement. Ex: delivery, availability, reduce time to market, and enhance the value of your products and services
  6. Create a team focus. Down-play the need for individual gains and reward accordingly.
  7. Link your rewards and performance appraisal system to innovation and growth.  Does everyone’s IDP link to their specific needs to innovate and grow, or just to maintain the status quo?
  8. Training/Development/Coaching. Set up a process linking development to effectiveness for individuals, teams and organizations. Do you proactively invest in yourself and others to be strong leaders, or do you wait until someone tells you what to learn?

We, as leaders, are accountable for influencing others. It is up to us to link the tools, processes and resources with the vision of our organization.

Take some time and review the key components listed above. Are they part of your 2014 plan? Are any changes required?

If your focus includes innovation and growth, you’re positioning yourself for recognition and future promotions – maybe even to the position of CEO, like Mary!

09 Jan
PeopleTek Coaching Leadership, News

Innovate and Grow

Innovation and growth starts with self discovery, a purpose, and a vision. A real leader of growth and innovation has key objectives they want to reach, and they have a workable plan.

An innovation and growth oriented person gets others involved in their plan because they know it can’t be done alone. They have a growth mindset, and they demonstrate courage and the behaviors necessary to support their plan. For example, they take mindful risks on issues that relate to their vision, and they let no one derail them from realizing their plan.

They also coach and develop others, and let go of their need to be “in control.”

Rate yourself on how well you perform in these areas (5 being the best; 1 not all).

What could you change to improve your score?

Innovation distinguishes between a leader and a follower.
–Steve Jobs

This week we’d like to feature Dr. Abe Fischler, a definite leader and innovator!

Abraham S. Fischler is currently President Emeritus at Nova Southeastern University in Fort Lauderdale, Florida. Dr. Fischler graduated from Columbia University, served as Assistant Professor of Science Education at Harvard University, and was the Professor of Education at the University of California, Berkeley, before joining Nova Southeastern University (NSU).

At NSU, Dr. Fischler served as Dean of Graduate Studies, was the Director of the Behavioral Sciences Center, and ultimately became President. He has always been a visionary, an innovator and a risk taker, and he strove to enhance traditional methods of learning.

During his tenure as President, he developed and offered the first doctoral distance education program in the country, a precursor to modern online education programs which is a method of instruction now available at many institutions of all levels.

Join us Friday To Hear Dr. Fischler’s Leadership Insights!

What: PeopleTek’s Inaugural Broadcast of Leadership TV

When: January 10, 2014 10:00 a.m. to 10:30 a.m. (EST)

Why: To provide insights on effective leadership

Who: Mike Kublin and Dr. Abe Fischler

How: UStream Live Broadcast — watch from anywhere in the world!

Licensed QwikCoach have the ability to watch the live broadcast and access premium content.

PeopleTek / QwikCoach guests, click here. You have the ability to watch the live broadcast.

We’re excited about our new venue, and even more excited to feature Dr. Abraham Fischler.

We hope you can join us!

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