0 - 2023 - Peopletek Coaching

14 Sep

September 14, 2023September 14, 2023marketang Uncategorized

Crafting a Thriving Work Culture: Key Insights from Top CEOs

A thriving work culture is all about people and relationships.

We all want our work culture to be the place where we, and our team members can learn, thrive, and actually enjoy our jobs. Why? Because when we create the right environment success is more readily attained.

There are many thoughts around what is required to have this kind of work culture and we want to share highlights of two differing perspectives.

Amy Somerville, CEO, Success Magazine states that there are four components:

1. Curiosity – Get to know your team, learn about their perspectives, passions, and personal stories. This will help with understanding key value drivers, purpose, and what causes joy or discontent.

2. Collaboration – Co-creating your vision, mission, goals (VMG) and company values is galvanizing and will help obtain buy-in and make the VMG come to life.

3. Clarity – Curiosity and collaboration help bring priorities into focus and clarity encourages direction, trusting relationships, and inspires innovation.

4. Connection – Leaders must continuously assess their work culture by observing and addressing how connected people are to the vision and one another. Evaluate what’s working well, what is not, and determine the reasons why.

Adam Witty, founder and CEO, Advantage Media Group feels there are 5 elements that create a desired work culture:

1. Staff Your Team with A-players – This person not only possesses the required job skills but they also add a human element to the team (which admittedly is not always seen during a brief interview). Do they have a “can-do” and positive attitude, a desire to maximize their skills, and can they put the team before their own needs?

2. The Importance of Having Fun – Having fun at work creates energy and enthusiasm and helps promote the feeling of being valued, that the team members are making a difference, and that they are appreciated. The intent is to have a team of individuals who are motivated by the “why” of what they do.

3. Make Employees and Clients Your Extended Family – A family environment facilitates a team mentality especially for those who like to keep to themselves because they’re shy. Treat clients, suppliers and other business relationships with this mentality.

4. Encourage Difference Makers – Team members are driven by the “why” of what they do. The right content in the right person’s hands at the right time can change the world forever. Share stories, passion and knowledge to guide and help others learn and grow.

5. Commit to Lifelong Learning – (we know you’ve heard this numerous times before!). Encouraging all team members to establish a path of personal and professional development. With increased knowledge, experience and skills, people lead a more fulfilled life, which profits everyone in their work environment.

A simple recap is that it’s all about people and relationships. If we want our work culture to thrive, we need to invest in our team members. That’s what drives success!

Sincerely,

Mike and Jan

The work environment is very important in determining how enjoyable work is.
It is very important to work with smart people who have a superior level of intellectual bandwidth and still have softer skills as well.
— Kumar Mangalam Birla

Leading the Future of IT: PeopleTek’s Premier Strategy for Advancing Tech Professionals and Their Teams

At PeopleTek Coaching, our expertise lies in guiding IT visionaries, propelling them to the zenith of their capabilities. With a potent combination of bespoke coaching sessions, forward-thinking methodologies, and deep-rooted insights from the tech sector, we empower both individual tech mavens and cohesive teams to thrive in the dynamic world of IT.

Our state-of-the-art coaching model hones leadership skills and bolsters team unity, aligning them with a shared technological mission. This steadfast dedication to fostering teamwork has cemented our standing, making us the go-to consultancy for myriad tech corporations over our distinguished 20-year journey.

Beyond just business achievements, our aspiration is to mold IT spaces that resonate with positivity, creativity, and mutual respect. We champion environments that catalyze individual advancement and heighten productivity. This visionary approach forms the cornerstone of PeopleTek’s ethos.

At PeopleTek, we invite you to reshape your IT leadership path and lead with unmatched accuracy and enthusiasm. Delve into the nuances of our tailored approach by visiting PeopleTekCoaching.com. Boasting a comprehensive array of tech-focused services, we are primed to refresh your ascent to tech leadership excellence and collaborative success.

14 Sep

Servant Leadership: Greenleaf's Vision for Empowerment

September 14, 2023September 14, 2023marketang Uncategorized

Unlocking the Power of Servant Leadership: Embracing Robert K. Greenleaf’s Vision for Empowering and Nurturing Growth

Servant-leaders are functionally superior because they are closer to the ground — they hear things, see things, know things, and their intuitive insight is exceptional. Because of this they are dependable and trusted.
–Robert K. Greenleaf

We’ve mentioned Servant Leadership in the past and feel that it needs to be discussed again.

The term servant leadership was coined in 1970 by Robert K. Greenleaf, and some describe it as being the reverse of traditional leadership. It’s where the needs of the people/employees/colleagues are viewed as priorities, and it means replacing the dictatorial and drill sergeant types of leadership styles and behaviors (that were so prevalent in the past) with “people” and “relationship” skills. It also includes a focus on helping others grow.

Carol Smith wrote an article where she compiled research regarding servant leadership entitled The Leadership Theory Of Robert K. Greenleaf. In it she highlights 20 characteristics and attributes critical to servant leadership (excerpts below):

9 Functional Attributes (defined as intrinsic characteristics of servant-leaders):

Vision
Honesty
Integrity
Trust
Service
Modeling
Pioneering
Appreciation
Empowerment

11 Accompanying Attributes

Communication
Credibility
Competence
Stewardship
Visibility
Influence
Persuasion
Listening
Encouragement
Teaching
Delegation

It’s interesting that so many of these attributes are included in the Leadership Journey and in our COMPASS assessment! Our belief is that strong and effective leadership means building relationships with others, it means being genuinely interested in those we interact with, it means being committed to continual learning (for ourselves and others), and it means creating a work culture of trust and inclusiveness.

Are you a servant leader? How are you helping others grow and thrive in their career? Could you do more?

Sincerely,

Mike and Jan

The best way to find yourself is to lose yourself in the service of others.

~Mahatma Gandhi

Leading the Future of IT: PeopleTek’s Premier Strategy for Advancing Tech Professionals and Their Teams

24 Aug

Leaders practicing emotional intelligence techniques, emphasizing self-awareness and self-management in challenging situations.

August 24, 2023September 4, 2023peopletek Uncategorized

Embracing Challenges with Emotional Intelligence: The Art of Self-Control in Leadership

Emotional intelligence (EQ) is your ability to recognize and understand emotions in yourself and others,
and your ability to use this awareness to manage your behavior and relationships.
—Travis Bradberry

How would you rate your mindset, actions, and behaviors when things don’t go as planned, when the unexpected happens, or when your “buttons” are being pushed?

Our level of effectiveness is directly tied to our self-control, which has been defined as:
the ability to control oneself, in particular one’s emotions and desires or the expression of them in one’s behavior, especially in difficult situations.

Is this sometimes a challenge? It takes work and skill to remain composed and respond to situations appropriately, especially when we feel discomfort and perhaps even anger. Others are watching us to see how we respond, and once we lose our composure the damage is done and may not be recovered from, even when we regain our composure.

Being aware of how we feel physically and mentally is a good starting point. We need to be cognizant of our emotions, we need to feel when we’re having an “off” day, and we need to have the skill to stay level-headed and in control.

Developing our Emotional Intelligence (also called EQ) helps tremendously. This is when we have the ability to recognize, understand, and manage our own emotions as well as understand the emotions of those we’re interacting with.

The 4 quadrants of EQ that we can develop are:

Self Awareness
Critical when engaging in communication

Self Management
Key for managing emotions in difficult situations

Social Awareness
Leverages awareness of others to perform at your peak

Relationship Management
Manages relationships to increase job performance and integrates EQ professionally and personally

Those that score high will likely not buckle under pressure, will continue to think and communicate clearly, decision making remains sound, and relationships and productivity will not be negatively impacted.

The most effective leaders remain calm under pressure and are in control of their emotions at all times.

Do you have techniques to share that help you remain composed and in control? Let us know!

Sincerely,

Mike and Jan

CEOs are hired for their intellect and business expertise – and fired for a lack of emotional intelligence.

– Daniel Goleman

Leading the Future of IT: PeopleTek’s Premier Strategy for Advancing Tech Professionals and Their Teams

17 Aug

Leaders discussing strategies for retaining top talent, emphasizing the importance of work culture, growth opportunities, and genuine interest in employees.

August 17, 2023September 4, 2023marketang Uncategorized

Unlocking the Secrets to Retaining Top Talent: A Leader’s Guide

Effective leadership includes creating plans to keep top talent

Are you successfully retaining top talent or are you being impacted by the loss of key performers?

Gallup reports that it costs roughly two times the average salary to replace the person that leaves, and that morale, deliverables, and customer service also suffer. It was also reported that 52% of those quitting could have been impacted to stay by their leader or HR, but were not.

So, as a leader, what can you do?

There are a few factors that leaders can influence:

Conduct regular discussions about career goals and growth opportunities
Create a desirable work culture
Express genuine interest in each person

Additionally the Harvard Business Review provides six suggestions for retaining talent:

1. Incentivize loyalty
Pay and overall compensation is important, but also consider ideas such as one-time bonuses, helping pay down student loans, and providing work-from-home stipends (or return to the workplace stipends)

2. Provide opportunities to grow
Ask each employee what it takes for them to stay and whether their job utilizes good use of their skills; 68% of workers around the world are willing to retrain and learn new skills

3. Elevate your purpose
Make your organization’s purpose clear (vision, mission and goals) and how they can be supported

4. Prioritize culture and connection
Connect and build relationships; social connections have a significant positive impact on productivity

5. Invest in taking care of your employees and their families
Provide health resources (physical and mental) as needed

6. Embrace flexibility
Provide a flexible work environment ex. Location, work hours, paid time off, career options, ask about worker needs, and assess if a four year degree is truly needed (or other job requirements)

It’s up to us as leaders to make a difference! Do you have plans in place to retain your top talent?

Sincerely,

Mike and Jan

Hiring and retaining talent in the tech industry is expensive and vital. Those people have real power over their bosses, especially because it is often fairly easy for them to find work elsewhere . —Hank Green

Leading the Future of IT: PeopleTek’s Premier Strategy for Advancing Tech Professionals and Their Teams

11 Aug

Steve Jobs' Blueprint for Success Illustrated

August 11, 2023September 4, 2023peopletek Uncategorized

Unlock Success with Steve Jobs’ 7 Essential Habits: Passion as the Cornerstone

There are many puzzle pieces for success;
a good start includes relationships, behaviors, trust, and
loving what you do.

Steve Jobs has shared many habits required to be successful and we selected a few to highlight. However, when asked for a single piece of advice essential for success Jobs answered “you must be passionate about the work you’re doing“.

Without passion and the ability to leverage our “magic dust”™ (aka our specials skills and abilities), our work day is less satisfying and the contributions we make may be less than what we are capable of.

Below is a list of 7 Key Habits Jobs felt lead to success:

1. Read every day
Both for enjoyment and relaxation and to also keep abreast of changes within your industry

2. Make your health a priority
Pay attention to your emotional and physical well-being and “listen” to what your body is telling you

3. Learn from people you admire
Make the time to absorb the behaviors and actions that make a difference

4. Plan your day the night before
Do you remember the old Franklin Quest planner? The idea was to document what MUST be done each day, as well as additional actions that could be delayed if needed

5. Keep your goals in front of you
Ensure that all your actions and behaviors support their attainment

6. Take action, even when it’s scary
Indecisiveness does not serve us well; do your homework, decide, and take action

7. Have an attitude of gratitude
Things don’t always go as planned but take the time to appreciate what has gone well and celebrate success

Is there any argument that success requires us to be passionate about what we do, that we must feel energized by the work we do, and that we must build strong, lasting, and supporting relationships?

Sincerely,

Mike and Jan

Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful.
–Alert Schweitzer

Leading the Future of IT: PeopleTek’s Premier Strategy for Advancing Tech Professionals and Their Teams

11 Aug

Four Communication Style Types Illustrated

August 11, 2023August 11, 2023marketang Uncategorized

Unlock Your Communication Style: Discover the 4 Key Types & Find Your Dominant Preference

Communication is your ticket to success if you pay attention
and learn to do it effectively.
— Theo Gold

We all have our own style for communicating and last week we talked about how both our style of delivery and our choice of words matter.

Researcher/facilitator Kirk Bridgman developed a Communication Style Preference Model (CSPM) with 4 basic styles of communicators:

Demonstrators – Focus on Who

They are people oriented, fast paced, enthusiastic, outgoing, social, and possibly self-centered

Tendencies:

Disorganized, often tardy, lose track of details, laugh easily and loudly, take initiative in conversations, sit in open position

Assertors – Focus on What

They are fast paced, direct, more task oriented than people oriented, work hard, are decisive, confident, assertive, possibly impatient, judgmental, and overly competitive

Tendencies:

On time, efficient, strong appearance and opinions, highly discriminating

Contemplators – Focus on How

They are task-oriented thinkers, are indirect, slow paced, problem solvers, orderly, accurate, like details and may appear as rigid and close minded

Tendencies:

Keeps to themselves, rarely laughs, likes facts/figures/proof, dresses conservatively

Narrators – Focus on Why

They are slow paced, indirect, and are people oriented. They are also warm, friendly, cooperative, and open minded, and may be perceived as meek & easily side-tracked

Tendencies:

Accommodating, helpful, casual look, both talks & listens, laughs softly, shows gratitude

Generally, most of us are a combination of the four styles and vary our usage based on the situation, but we likely have a preferred style. Does one sound more like you than another? What about one that sounds least like you?

Awareness once again is key and adapting our preferences to situations will serve us well.

Sincerely,

Mike and Jan

Speak clearly, if you speak at all; carve every word before you let it fall.
Oliver Wendell Holmes, Sr.

Pioneering IT Leadership: PeopleTek’s Advanced Framework for Elevating Tech Teams and Professionals

At PeopleTek Coaching, we specialize in mentoring IT leaders, driving them towards unparalleled excellence. Leveraging a sophisticated blend of tailored coaching modules, avant-garde strategies, and insights from our rich technological industry background, we equip both tech professionals and their teams to excel in an ever-evolving IT domain.

Our cutting-edge coaching paradigm refines leadership attributes and fortifies team cohesion, steering them towards a unified technological vision. This unwavering focus on collaboration has solidified our reputation, marking us as a preferred consultancy for numerous tech enterprises throughout our illustrious two-decade tenure.

Yet, our vision transcends mere business milestones. We are committed to sculpting IT environments radiating positivity, innovation, and mutual admiration. We advocate for settings that stimulate professional growth and amplify operational efficiency. This transformative ethos is the bedrock of PeopleTek’s mission.

At PeopleTek, we challenge you to redefine your IT leadership trajectory and lead with precision and zeal. Experience the distinction of our specialized approach by navigating to PeopleTekCoaching.com. With an expansive suite of IT-centric services, we stand poised to rejuvenate your journey to tech leadership prominence and team synergy.

29 Jul

July 29, 2023July 29, 2023marketang Uncategorized

The Art of Effective Communication: Exploring Verbal, Para-verbal and Body Language

Communication is not about saying what we think.
Communication is about ensuring others hear what we mean.
–Simon Sinek

Do you consider yourself to be an effective communicator? If yes, why? If no, why not?

Complications occur when we think our messages are accurately understood when in reality they are not. This happens all too often.

It’s been reported that our words (verbal) are not nearly as important as our para-verbal and body language. Maybe that’s why there’s the adage “it’s not the message, it’s the delivery“?

Psychology professor Albert Mehrabian at the University of California developed the following communication model explaining how messages are interpreted:

Verbal – 7%
Our choice of words and the belief that we all interpret words the same way

Para verbal – 38%
The way we say something, how quickly we speak, when we pause, our tone of voice, and our level of intensity

Body language – 55%
How we physically communicate (ex. do we stand, cross our arms, roll our eyes, shake hands firmly, lean in or away?); do our facial expressions change and do we make eye-contact?

On top of that we all have filters and distractions which impact how we send and receive messages. Examples include barriers such as:

Gender
Cultural/race
Age
Education
Religion
Health
Emotional well-being
Past experiences

As always awareness counts. We need to be aware of our choice of words and speak with confidence while being clear and concise in our delivery. We can also ask the recipient to share how they interpreted our message to ensure there’s alignment with our intent.

Wishing you success!

Sincerely,

Mike and Jan

The single biggest problem in communication is the illusion that it has taken place. ~ George Bernard Shaw

Revitalizing Leadership: PeopleTek’s Innovative Approach to Empowering Teams and Individuals

At PeopleTek Coaching, we guide ambitious leaders on their journey to excellence. Our unique blend of personalized coaching programs, innovative strategies, and insights drawn from our extensive industry experience empowers both individuals and teams to stand out in a competitive landscape.

Our transformative coaching methodology shapes leadership behaviors and nurtures team unity, propelling them towards a shared goal. This emphasis on teamwork has been a pillar of our success, establishing us as a trusted partner for numerous businesses over our two-decade history.

But our mission extends beyond just achieving business objectives. We strive to cultivate workplaces imbued with positivity and mutual respect. We champion environments that foster personal development and boost productivity. This transformative philosophy lies at the core of our mission at PeopleTek.

At PeopleTek, we inspire you to seize control of your leadership journey and lead with passion. Discover the power of our unique approach by visiting us at PeopleTekCoaching.com. With a broad range of services on offer, we’re ready to invigorate your path to leadership success and team excellence.

23 Jul

Leadership Team Implementing Open Door Policy for Improved Communication and Morale

July 23, 2023July 29, 2023marketang Uncategorized

Unlocking Success with an Open Door Policy: A Comprehensive Guide for Effective Leadership Communication

The best leaders are approachable and accessible.
They are truly part of the team and not merely a figurehead.
–Ramanathan M

As a leader, how do you view having an “open door” policy and how do you make it work effectively?

The “open door policy” increases the accessibility of the leader, while allowing team members the latitude to ask their leader questions, share work culture issues and challenges, and even provide feedback for achieving goals and ideas for new strategies.

It also allows relationships to be built in an informal venue:

You have the opportunity for increased awareness of the workplace “pulse”
It provides team members a feeling of inclusiveness and for being heard
There’s the opportunity to understand career aspirations
Communication mis-understandings are reduced
Employee morale increases and attrition decreases

When team members are onsite with you, you can literally pick a time and day when your door will be open; with so many remote and virtual workers and leaders, this makes it a bit more challenging.

You can still pick a date and time (1 hour/week? Half day monthly?) when you block your calendar and share your availability. You can make it more regimented when scheduling time is encouraged, or you can accept direct messages, or even create an online conference with open access.

Other opportunities exist for accessibility and exposure:

Skip levels for individuals or teams
Do your team members have any relationship with your boss?
Do the direct reports of your direct reports have any type of relationship with you?

“Townhall” sessions
This is an opportunity to widely share organizational successes, challenges, and goals

The message you want to send is that you truly care about your employees and the work culture. You want to hear their thoughts, build relationships, and have them feel that they make a difference and that you are accessible and approachable.

Sincerely,

Mike and Jan

Effective leaders make themselves accessible for their team members and business partners.

Revitalizing Leadership: PeopleTek’s Innovative Approach to Empowering Teams and Individuals

13 Jul

July 13, 2023July 29, 2023marketang Uncategorized

Transforming Workplace Dynamics: A Comprehensive Guide to Effective Conflict Management

Conflict, when handled correctly, strengthens.
–Benjamin Watson

One of the most common issues causing difficulty in the workplace is conflict and the inability for those differences to be effectively managed.

Conflict, and simply having differing opinions is a given, issues arise when the conflict becomes unhealthy with a lack of willingness to listen to and understand opposing views.

PeopleTek utilizes the Thomas-Kilmann Instrument (TKI) Conflict Model (developed in 1974 by psychologists Kenneth Thomas and Ralph Kilmann) which provides an understanding of preferences for how individuals handle disagreements.

The 5 TKI Conflict Modes Are:

Competing – This is a power-oriented mode and is assertive and uncooperative; the individual pursues his or her own interest at the expense of the other person.

Accommodating – This is the opposite of competing and is unassertive and cooperative. The accommodating person neglects their own concerns to satisfy the concerns of others.

Avoiding – Avoiding is unassertive and uncooperative. The individual does not pursue their own concern or those of another person.

Collaborating – This is the opposite of avoiding where the individual is both assertive and cooperative and works to satisfy all of the concerns of everyone.

Compromising – This falls between competing and accommodating and is both assertive and cooperative, a mutually acceptable solution is reached, and both parties make concessions to resolve the issue.

All modes serve a purpose; what’s critical is having the skill to appropriately utilize the most effective mode when conflicts occur.

Why is this important? Alexandra Baruffati reports that:

Globally, the average time employees spend weekly on resolving disagreements in the workplace is 2.1 hours
In the US, it rises to 2.8 hours per week
85% of US employees have some level of conflict at work
Managers spend around 6 hours per week (roughly 15% of their time) solving work conflicts
56% of employees who experienced conflict at work reported that it led them to stress, anxiety and/or depression
40% reported being less motivated

How skilled are you at handling conflict in the workplace? Do you know when to intervene, when to disregard, and when to utilize the most effective conflict mode?

Sincerely,

Mike and Jan

For good ideas and true innovation, you need human interaction,
conflict, argument, debate.
–Margaret Heffernan

Guiding the way for ambitious leaders, PeopleTek Coaching equips both individuals and teams with the tools to excel. We leverage a mix of customized coaching programs, innovative strategies, and insights gleaned from our vast industry experience, enabling businesses and individuals to unlock their potential and distinguish themselves in a competitive landscape.

Our transformative coaching methodology molds leadership behaviors and fosters team unity, driving them towards a common goal. This focus on teamwork is the cornerstone of our success and has solidified our standing as a reliable partner for numerous businesses throughout our twenty-year history.

More than just achieving business objectives, we aim to infuse workplaces with a culture of positivity and mutual respect. We advocate for environments that promote personal development and enhance productivity. This transformative philosophy is at the heart of our mission at PeopleTek.

At PeopleTek, we inspire you to take the reins of your leadership journey and lead with fervor. Explore the power of our unique approach by visiting us at PeopleTekCoaching.com. Offering a wide array of services, we’re poised to energize your route to leadership triumph and team excellence.

06 Jul

July 6, 2023July 29, 2023marketang Uncategorized

Embracing Courageous Leadership: A 12-Step Guide to Inspiring Change and Growth

You will never do anything in this world without courage.
It is the greatest quality of the mind next to honor.
–Aristotle

As many of you know, this week the U.S. celebrated Independence Day (generally celebrated July 4th). Did you also know that 175+ other countries also celebrate Independence Day?

In general, this event calls for celebrations with the intent to honor the courage and sacrifices required for physically separating old governments/regimes for new ones.

Changes in the workplace can’t be compared to the magnitude of changes in governments, but as leaders we can still inspire improvement. Consider:

What’s not working well?
Are there new products that will provide us with a leading edge?
Do we engage the opinions of other colleagues for process improvements?

Being a leader is not easy and it requires demonstrating and living courageously. We’ve coined the term CourageAbility™ and here are highlights from 12 Steps For Courageous Leadership that can help us be successful:

1. Passion: Have and live your dream
2.    Document your goals
3.    Commit to your goals
4.    Understand your strengths and the strengths of others
5.    Communicate with confidence and clarity
6.    Understand and manage conflict with a purpose
7.    Develop others
8.    Delegate
9.    Develop a new skill
10. Remain controlled
11. Reward and Recognize
12. Succeed and learn from failure

Are you leading with courage and empowering yourself and others to achieve what you and they desire?

Sincerely,

Mike and Jan

Men make history, and not the other way around. In periods where there is no leadership, society stands still. Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better.
–Harry Truman

30 Jun

Employees thriving in an energized workplace

June 30, 2023July 29, 2023marketang Uncategorized

Unlocking the Power of an Energized Workplace: The Key to Employee Fulfillment and Retention

It’s All About Feeling Connected and Fulfilled

Would you consider your workplace to have a high level of energy? Are team members thriving and contributing at their highest potential?

Envision your workplace; can you use the following words to describe it?

Eager
Lively
Participative
Empowered
Excited
Invigorated
Motivated

O.C. Tanner Institute collected and analyzed input from over 36,000 employees, leaders, and practitioners from 20 countries and reports that:

Nearly 1 in 3 employees don’t feel fulfilled at work which makes them:

399% more likely to actively look for another job
340% more likely to leave the organization within a year
47% less likely to put in a great deal of effort to help the organization succeed
71% less likely to promote the organization as a great place to work

They also found that Community and Fulfillment were critical components for creating an energized workplace. Workers wanted to feel connected, they wanted a sense of well-being, and they wanted to feel that they were part of, and included in, an enterprise that has purpose. When this exists, along with a sense of stability, they were inspired and would more readily contribute to obtaining desired results.

Each year O.C. Tanner Institute measures six elements within the workplace culture and calls them Talent Magnets. They are:

1. Employee Sense Of Purpose
ex. Clearly defined roles and expectations

2. Employee Sense Of Opportunity
ex. Career development and fulfillment

3. Employee Sense Of Success
ex. Achievement of goals and feeling valued

4. Employee Sense Of Appreciation
ex. Recognition and rewards

5. Employee Sense Of Well-Being
ex. A trusting and honoring work culture

6. Employee Sense Of Leadership
ex. Inspiring others to learn, grow and transform

Are you operating at full power? How are you attracting and retaining team members and energizing your enterprise?

Sincerely,

Mike and Jan

Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.
—Sam Walton

27 Jun

June 27, 2023July 29, 2023marketang Uncategorized

Unlocking Potential: Understanding Myers-Briggs Personality Types for Better Team Dynamics

It is up to each person to recognize his or her true preferences.
—Isabel Briggs Myers

For decades we’ve been using the Myers-Briggs Type Indicator (MBTI) assessment developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers.

Why? Because it helps us understand our preferences and the preferences of others. Because these are preferences, there is no good/bad or right/wrong “type”. Rather, the results help us by providing an understanding and appreciation of individual differences which enhances relationships and increases individual and team productivity.

Our “type” also provides us information about styles of communication, how decisions are made, and approaches to change.

The 16 Myers-Briggs personality types are comprised of the following four categories:

Extraversion (E) or Introversion (I) is the first identifier

Individuals who are “E’s” get their energy from people, places and things
Individuals who are “I’s” get their energy from ideas and concepts

Sensor (S) or Intuitive (N) is the second identifier which tells how we take in and process information

Individuals who are “S’s” want to know who, what, when, where, why and how many
Individuals who are “N’s” want to go beyond details and facts and use what they think based on their intuition or 6th sense.

Thinking (T) or Feeling (F) is the third letter that identifies how we make decisions

Individuals who are “T’s” base their decision on logic and facts
Individuals who are “F’s” base their decision on how others will feel about it

Judging (J) or Perceiving (P) is fourth letter and identifies how we want to live

Individuals who are “J’s” prefer to live a life that is planned and orderly
Individuals who are “F’s” prefer to live a life that is flexible and spontaneous

The 16 differing MBTI “types” tell us a lot. Each has their own strengths and characteristics. An ideal team would consist of all types; when the differing perspectives, styles, and methods are leveraged, goals are more readily achieved and stronger relationships are built.

Do you know your type, and does your organization have a blend of types?

Sincerely,

Mike and Jan

No type has everything.
The introverts and thinkers, though likely to arrive at the most profound decisions, may have the most difficulty in getting their conclusions accepted.
The opposite types are best at communicating, but not as adept at determining the truths to be communicated.
― Isabel Briggs Myers

Steering the path for aspiring leaders, PeopleTek Coaching aids both individuals and teams in their quest towards excellence. We incorporate a blend of tailored coaching programs, dynamic methodologies, and insights cultivated from our extensive industry experience, empowering businesses and individuals to tap into their potential and stand out amidst fierce competition.

Our transformative coaching approach shapes leadership behaviors while nurturing a sense of unity within teams, propelling them towards a shared vision. This strong emphasis on teamwork forms the bedrock of our success and has cemented our reputation as a trusted partner for numerous businesses over our two-decade journey.

Beyond meeting business goals, we strive to imbue workplaces with a spirit of positivity and mutual respect. We champion environments that nurture personal growth and boost productivity. This transformative ethos is at the core of our mission at PeopleTek.

At PeopleTek, we encourage you to take charge of your leadership journey and lead with passion. Discover the potential of our unique approach by visiting us at PeopleTekCoaching.com. With an extensive range of services, we are ready to invigorate your pathway to leadership success and team brilliance.

1 2 3 4

A thriving work culture is all about people and relationships.

The work environment is very important in determining how enjoyable work is.It is very important to work with smart people who have a superior level of intellectual bandwidth and still have softer skills as well.— Kumar Mangalam Birla

Servant-leaders are functionally superior because they are closer to the ground — they hear things, see things, know things, and their intuitive insight is exceptional. Because of this they are dependable and trusted.–Robert K. Greenleaf

The best way to find yourself is to lose yourself in the service of others.

~Mahatma Gandhi

Emotional intelligence (EQ) is your ability to recognize and understand emotions in yourself and others,and your ability to use this awareness to manage your behavior and relationships.—Travis Bradberry

CEOs are hired for their intellect and business expertise – and fired for a lack of emotional intelligence.

– Daniel Goleman

Effective leadership includes creating plans to keep top talent

Hiring and retaining talent in the tech industry is expensive and vital. Those people have real power over their bosses, especially because it is often fairly easy for them to find work elsewhere . —Hank Green

There are many puzzle pieces for success;a good start includes relationships, behaviors, trust, andloving what you do.

Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful.–Alert Schweitzer

Communication is your ticket to success if you pay attentionand learn to do it effectively.— Theo Gold

Speak clearly, if you speak at all; carve every word before you let it fall.Oliver Wendell Holmes, Sr.

Pioneering IT Leadership: PeopleTek’s Advanced Framework for Elevating Tech Teams and Professionals

Communication is not about saying what we think.Communication is about ensuring others hear what we mean.–Simon Sinek

Revitalizing Leadership: PeopleTek’s Innovative Approach to Empowering Teams and Individuals

The best leaders are approachable and accessible.They are truly part of the team and not merely a figurehead.–Ramanathan M

Effective leaders make themselves accessible for their team members and business partners.

Revitalizing Leadership: PeopleTek’s Innovative Approach to Empowering Teams and Individuals

Conflict, when handled correctly, strengthens.–Benjamin Watson

For good ideas and true innovation, you need human interaction,conflict, argument, debate.–Margaret Heffernan

You will never do anything in this world without courage.It is the greatest quality of the mind next to honor.–Aristotle

Men make history, and not the other way around. In periods where there is no leadership, society stands still. Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better.–Harry Truman

It’s All About Feeling Connected and Fulfilled

Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.—Sam Walton

It is up to each person to recognize his or her true preferences.—Isabel Briggs Myers

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The work environment is very important in determining how enjoyable work is.
It is very important to work with smart people who have a superior level of intellectual bandwidth and still have softer skills as well.
— Kumar Mangalam Birla

Servant-leaders are functionally superior because they are closer to the ground — they hear things, see things, know things, and their intuitive insight is exceptional. Because of this they are dependable and trusted.
–Robert K. Greenleaf

Emotional intelligence (EQ) is your ability to recognize and understand emotions in yourself and others,
and your ability to use this awareness to manage your behavior and relationships.
—Travis Bradberry

There are many puzzle pieces for success;
a good start includes relationships, behaviors, trust, and
loving what you do.

Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful.
–Alert Schweitzer

Communication is your ticket to success if you pay attention
and learn to do it effectively.
— Theo Gold

Speak clearly, if you speak at all; carve every word before you let it fall.
Oliver Wendell Holmes, Sr.

Communication is not about saying what we think.
Communication is about ensuring others hear what we mean.
–Simon Sinek

The best leaders are approachable and accessible.
They are truly part of the team and not merely a figurehead.
–Ramanathan M

Conflict, when handled correctly, strengthens.
–Benjamin Watson

For good ideas and true innovation, you need human interaction,
conflict, argument, debate.
–Margaret Heffernan

You will never do anything in this world without courage.
It is the greatest quality of the mind next to honor.
–Aristotle

Men make history, and not the other way around. In periods where there is no leadership, society stands still. Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better.
–Harry Truman

Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.
—Sam Walton

It is up to each person to recognize his or her true preferences.
—Isabel Briggs Myers