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

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.

11 Aug
Steve Jobs' Blueprint for Success Illustrated
peopletek 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

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.

23 Dec
Leadership Makes A Difference
peopletek Decision Making

Leadership Makes A Difference

 
As a leader, have you ever given thought as to how and when you’ve inspired others? Maybe you’ve received feedback about the behaviors or skills you display and possess that others have found to be impactful?

Think about it and give yourself credit for making a difference!

In each weekly leadership tip we like to share quotes that we feel are meaningful. There are literally thousands to choose from, but here are a few of our favorites:

People will forget what you said, people will forget what you did, but people will never forget how you made them feel.—Maya Angelou

Leadership is lifting a person’s vision to high sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations. —Peter Drucker

People buy into the leader before they buy into the vision.—John Maxwell

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

If your actions inspire others to dream more, learn more, do more and become more, you are a leader.–John Quincy Adams

Leadership is a potent combination of strategy and character. But if you must be without one, be without the strategy. —Norman Schwarzkopf

The growth and development of people is the highest calling of leadership.
—Harvey Firestone

The supreme quality of leadership is integrity.–Dwight Eisenhower

The first responsibility of a leader is to define reality. The last is to say thank you. In between, the leader is a servant.—Max DePree

Leadership and learning are indispensable to each other.—John F. Kennedy

Are there any you especially relate to? Do you have a favorite we omitted? Let us know!

Sincerely,
Mike and Jan
 
You Make A Difference!
 
10 Dec
Reasons To Stop Multi-tasking
peopletek Decision Making

Reasons To Stop Multi-tasking

Multi-Tasking Makes Us Less Productive
 

Do you find yourself doing multiple tasks at the same time? We’re probably all guilty of multi-tasking at one time or another, and perhaps even more so as the holiday season ramps up.

We may think having the ability to multi-task requires skill and may serve us well, but that’s not the case. Based on studies, when we multi-task we need to “switch gears” which actually takes time, and we may be paying insufficient attention to both tasks which results in higher error rates. In addition to errors, how we feel is impacted. Stress levels are known to increase as comprehension and levels of focus lessen.

Kendra Cherry, author and education consultant, defines multi-tasking as:

·         Working on two or more tasks simultaneously
·         Switching back and forth from one thing to another
·         Performing a number of tasks in rapid succession

She reports that:

1.    Multi-tasking hampers productivity
2.    Multi-tasking is distracting
3.    Multi-tasking slows you down
4.    Multi-tasking impairs executive function
5.    Multi-taskers make mistakes

Suggestions:

  • If multiple tasks are pending, use the “20 minute rule” (stick to each task for at least 20 minutes)
  • Batch and schedule tasks similar to one another to better manage the change of focus
  • Limit distractions (turn off your phone and ignore incoming emails)
  • Practice mindfulness to remain focused and pay attention to one thing at a time

Even if we think we’re skilled multi-taskers and that Ms. Cherry’s findings don’t apply to us, a study by Stanford University, found that multi-tasking takes a toll on mental health, adds stress to our daily life, and harms our productivity, motivation, mood, and many more.

Can you commit to actioning only one task at a time, or minimally follow the “20 minute rule”? We’re willing to try!

Sincerely,

Mike and Jan

Multi-tasking results in a division of attention that can sometimes result
in confusion, stress, and anxiety.
— Dr Sanjay Kumavat
 
07 Dec
5 Differentiators For High Performing Teams
peopletek Decision Making

5 Differentiators For High Performing Teams

High-performing teams place team results above their own personal gain.
 

We’ve talked about how it is essential to hire team members that are a good fit for your organization; we also provided ideas for interview questions. Let’s say you assembled what you feel will be a high performing team; now what?

Ron Friedman published an article in the Harvard Business Review that provides 5 key ingredients you’ll find in high performing teams:

1. High performing teams are not afraid to pick up the phone  
Research found that high performers in general communicate more frequently and use the telephone more than less successful performers (10.1 vs. 6.1 calls per day on average).
Calls strengthen relationships and prevent misunderstandings.

2. High performing teams are more strategic with their meetings
Best practices are incorporated to make meetings more productive and may require prework (39% more likely), use an agenda (26% more likely), and start the meeting with a check-in where team members keep one another apprised of their progress (55% more likely). We also encourage adding some time for personal updates about family, travels, etc which builds relationships.

3. High-Performing Teams Invest Time Bonding Over Non-Work Topics
We touched on this when we suggested adding time in meetings for personal updates and there is a science to this. Studies show that performance increases when authentic and non work-related conversations are held, and meeting colleagues outside of work was also impactful.

4. High-Performing Teams Give and Receive Appreciation More Frequently
Financial compensation is certainly important; equally important are feelings of being valued, appreciated, respected, and trusted. Friedman’s study found that members of high-performing teams received and provided positive feedback between colleagues, and that their managers regularly acknowledged their accomplishments.

5. High-Performing Teams Are More Authentic at Work
High-performing team members express both positive and negative emotions with their colleagues. They compliment and joke with one another and they also share negative emotions. This may sound unproductive, but when managed, it’s healthy to not suppress feelings or ignore differences; being vulnerable requires trust and per Patrick Lencioni TRUST is foundation for successful teams.

High performing team members feel connected; they value one another, they acknowledge one another’s contributions, and they place team results above their own personal gain.

How would you rate your team? What more can you do to create a team of high performers?

Sincerely,
Mike and Jan

High performing teams are the cornerstone of healthy and cohesive organizations.
— Patrick Lencioni
 
23 Nov
Thankfulness and Gratitude
peopletek Decision Making

Thankfulness and Gratitude

Expressing gratitude and being thankful affects our attitude and our health
 

Happy Thanksgiving!

Did you know celebrating thankfulness and gratitude is not limited to the U.S.? Although not celebrated on the same day, it is something that occurs in dozens of countries across the globe and is often related to autumn harvests.

The Psychiatric Medical Care Communications Team shares that there is a difference between thankfulness and gratitude, and both favorably impact our health.

They share that thankfulness is a reaction, that it is a temporary emotional response generally occurring when something fun or exciting happens.

Gratitude on the other hand is a “chosen state of being”. It includes expressing thankfulness and being appreciative even when nothing out of the ordinary happens.

Incorporating both into our lives (and the lives of others) will provide feelings of satisfaction and well-being.

Wishing you an abundance of both!

Sincerely,
Mike and Jan

As we express our gratitude, we must never forget that the highest appreciation
is not to utter words, but to live by them.
–John F. Kennedy
 
18 Nov
Skills To Value
peopletek Decision Making

Skills To Value

Hire Hard or Manage Hard – Skills To Value
 
This is not the first time you’ve heard us say “hire hard or manage hard”. That’s because we can’t say often enough that who you hire is a critical component for being successful. New hires must complement your existing team while supporting the values of your work culture.  If they don’t, you’ll be spending more time than you’d like addressing the actions and behaviors of the “misfit”.

Career consultant Joseph Liu provides 7 factors to consider for finding the best fit:

1. Emotional Intelligence
Ask your candidate to share personal examples of how they changed their work culture in the past. What struggles did they observe? Were they sensitive to the needs of others? What was their approach?

2. Resilience
How adaptable is the candidate when faced with obstacles, failure, or stress? Again, ask for specifics for the actions taken for attaining desired results.

3. Empathy
Is there sensitivity for colleagues when they are experiencing challenges outside of the workplace? How did they help a colleague work through their issue? Did they truly seem to care?

4. Adaptability
Many workers are now working remotely; some readily accepted this change while others struggled. Ask the candidate to share how they were able to transition from an “in person” work environment to one of teleconferencing.

5. Initiative
How have they prepared for the interview? Did they research your company and the position? Maybe even you? Are they able to self-motivate and influence colleagues? Ask for examples.

6. Tenacity
What does the candidate do to manage setbacks and challenges? Do they maintain their focus for achieving the end goal? Ask for examples.

7. Relationship Management
Working remotely can impact relationships. What or how does the candidate stay connected with colleagues and build relationships? How do they create a strong boss/subordinate relationship?

Don’t neglect required technical skills, but soft skills must be valued. When hiring, look for candidates that possess skills that will positively impact interactions with your team members, and will also be a good fit for your ideal work culture. If not, be prepared to “manage hard”!

Sincerely,

Mike and Jan

92% of executives say soft skills were equally or more important than technical skills.
— WSJ Survey
 
18 Nov
Adaptive Leadership
peopletek Decision Making

Adaptive Leadership

Challenges requiring adaptive leadership commonly include conflict in the workplace,
the need for new work behaviors, and a change in mindset.
 
Difficulty adapting to challenges in the workplace is not new, and as leaders we need to ensure that we influence our teams to continue to support our company values, strategies, and the processes required to achieve operational excellence as we deal with changes across the globe. These changes may be major and impact not only new roles and relationships, but also require new behaviors and approaches for how we work.

Ronald Heifetz (founder of the Center for Public Leadership at Harvard Kennedy School) and
and Donald Laurie (corporate adviser), share what they view as the differences between “Technical or Routine Leadership” (Style A) compared to “Adaptive Leadership” (Style B) for the following leadership responsibilities:

DIRECTION
Style A – Defines problems and provides solutions
Style B –Identifies the adaptive challenge and frames key questions and issues

PROTECTION
Style A – Shields the organization from external threats
Style B – Lets the organization feel external pressures within a range it can stand

ORIENTATION
Style A – Clarifies roles and responsibilities
Style B – Challenges current roles and resists pressure to quickly define new roles

MANAGING CONFLICT
Style A – Restores order
Style B – Exposes conflict or lets it emerge

SHAPING NORMS
Style A – Maintains norms
Style B – Challenges unproductive norms

Does one style sound more like you than the other? Perhaps you’re a blend? Being a leader is not easy and it’s up to us share when and how our work culture values must change, and what’s required of us (and others) to adapt to those changes.

We need to be aware of both the existing challenges that are being faced (as well as the potential challenges), understand when stress exists, when change is being resisted, and encourage open communication.  

Sincerely,

Mike and Jan

Getting people to do adaptive work is the mark of leadership in a competitive world.
— Ronald Heifetz and Donald Laurie
 
04 Nov
Coaching – How It Helps
peopletek Decision Making

Coaching – How It Helps

Coaching provides rich and unique development opportunities and helps leaders obtain clarity for strategies, goals, and relationships.
 
Granted we’re in the coaching business, but we wanted to share that clients have told us that coaching has changed their lives, not just from a business perspective, but also from a personal and family perspective.

1.    Coaching helps you see things from a different perspective

2.    Coaching assists you with creating a path towards desired “next steps” and guides you along that path

3.    Coaches hold you accountable for learning, growing, and transforming

4.    Coaches provide unbiased feedback and assist with navigating challenges

5.    Coaches help you set goals and action plans and provide guidance for their execution

6.    Coaching improves leadership skills, increases productivity, and strengthens relationships

7.    A coach is someone you can trust to be concerned about you


Coaching is experiencing explosive growth. Why? The investment pays off.

·         Per MetrixGlobal LLC, companies receive an average return of $7.90 for every $1 devoted to executive coaching

·         They also reported a 529% ROI and numerous intangible benefits to the business after studying executive coaching in a Fortune 500 firm

·         Manchester Inc. reports that Executive coaching provides an average ROI of nearly 6 times the coaching cost

·         A Personnel Management Association report states that “Coaching combined with training boosts productivity by an average of 86% compared to 22% with training alone”

Is coaching for everyone?

That depends on whether the person is committed to making changes and is willing to hear things they may not initially agree with.

Some individuals don’t want to hear that they have opportunities to be more effective, and that quite frankly, they themselves may be derailing their own ability to succeed.

They also may be unwilling to step out of their comfort zone and commit to making the time for self-development

Coaching IS for those that have made the choice to become more effective and productive, and understand that others can see things in them that they can’t. They also understand that a coach will help them reach their highest potential.

Per Forbes writer William Arruda, coaching has become a key ingredient in professional success.

Sincerely,

Mike and Jan

Coaching is unlocking a person’s potential to maximise their own performance. It is helping them to learn, rather than teaching them.
— Sir John Whitmore
 
22 Oct
Persistence
peopletek Decision Making

Persistence

Success is not the absence of failure, it’s the persistence through failure.
—Aisha Tyler
 
What does “Persistence” mean to you? One thought is that persistence refers to how long one is able and willing to stick to a task, even when it is challenging. Also, that lack of persistence is when someone is willing to drop a task and move on to something else when roadblocks are encountered.

We’ll simplify it and define it as “the quality of continuing steadily despite problems, challenges, or difficulties” and call them set-backs.

Are you impacted by set-backs or do they fire you up? When you experience them, what are you feeling and how do you adjust? We know not everything goes as planned, and that we may feel dejected when our efforts are derailed (for any reason), but it’s how we respond that matters.  The list below highlights just a few that “persisted” and succeeded:

Abraham Lincoln
Experienced 12 major failures before being elected the 16th U.S. President

Albert Einstein
His teachers said “he wouldn’t amount to much“.

Ludwig van Beethoven
Beethoven’s music teacher once said “as a composer, he is hopeless“.  

Steve Jobs
He felt he was a public failure when he was fired from Apple.

Walt Disney
Was fired from a newspaper for his lack of imagination.

The Beatles
In 1962 they were told they “had no future in show business” and that “groups with guitars are on the way out”. 

Dr. Seuss
His initial manuscript was rejected 28 times prior to being accepted by Random House/Vanguard Press.

Oprah Winfrey
After seven and a half months in her first job as a TV anchor she was fired and told she was “unfit for television news”.

Expect and plan for set-backs and persist! You will experience failures and face challenges, and when they occur, analyze what happened and why.  Be clear about your strategies and the direction needed to obtain the results you desire, and don’t shy away from continuing steadily despite encountering problems!

Sincerely,

Mike and Jan

 

Patience, persistence, and perspiration make an unbeatable combination for success.
–Napoleon Hill

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15 Oct
The Art Of Communication
peopletek Decision Making

The Art Of Communication

The single biggest problem in communication is the illusion that it has taken place.
—George Bernard Shaw
 
As leaders there’s a need to be viewed as authentic, trustworthy, and inspiring, and it’s also essential that we are viewed as good communicators.

Have you ever left a meeting thinking you provided clear updates, shared required next steps, and even added dates for deliverables yet you saw a number of blank stares and felt your communication was lacking?

You may have felt that way for a reason. An Interact/Harris Leadership Communication Poll was conducted and employees rated their leaders as follows:

63% – employees were not recognized for their achievements

57% – employees were not given clear directions

52% – leaders did not have sufficient time to meet with them

51% – leaders refused to talk to subordinates

47% – their boss took credit for others’ ideas

39% – constructive feedback was not provided

23% – there was no effort to ask about employees’ lives outside of work

These numbers are certainly nothing to be proud of, but the good news is that we all have the ability to ensure our numbers are better than those reported. Taking them in order:

1.    We need to seriously assess if we recognize accomplishments. If we’re not doing it consistently, why not?

2.    Do we feel we provide clear direction? How could our opinion differ from that of our direct reports?  Do we ever ask how they’ve interpreted the message?

3.    Do we make ourselves available to meet and discuss issues without the employees feeling rushed?

4.    Do we regularly schedule time to meet with our team members?

5.    Have you ever taken credit for work done by another? 

6.    Can you confidently and regularly provide feedback that is both positive as well as for growth opportunities?

7.    Do you invest the time to truly get to know your team?

Are you willing to ask your team how well you communicate (or don’t!)? It may prove interesting to see how your self-scores compare to the team results for these 7 questions.

Let us know what you learn.

Sincerely,

Mike and Jan

Communication – the human connection – is the key to personal and career success.
–Paul J. Meyer

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09 Oct
Mindset and Awareness
peopletek Decision Making

Mindset and Awareness

 
5 Pillars For Success by Natasha Graziano
 
Let’s assume that we all want to succeed. If that’s true (and yes, we know what assume means to some!), we need to have clear aspirations and define what success means to us.  As leaders, this also applies to our teams and organizations. Think in terms of “where are we now” and “where do we want to be”?

Also assess your mindset. Are you focused? Are you self-aware? Do you truly know what you want to achieve?

Natasha Graziano, Mindset Coach and Motivational Speaker provides 5 Pillars to assist with creating success both personally and professionally:

     1. Get clarity on your vision
You’ve heard us time and again share the need to have documented vision, mission, and goal statements, and that all of our behaviors must support achieving them. Graziano adds that “Most people mess up at this first hurdle because they don’t actually know what they want”. Having a clear and written vision will help with clarity for taking the necessary actions required to move forward.

    2. Remove the blockages
What barriers are getting in your way of success? Do you have “Gremlins” that limit your beliefs or that are immobilizing you?  Graziano shares “Once we realize we are standing in our own way of the thing we want, we can begin to move forward“.

    3. Replace old beliefs with new beliefs
We all have baggage and have had experiences that negatively impacted our mindset. What have you learned from them? What beliefs and thoughts can be replaced with some that will better serve you? The idea is that we learn from the negativity we’ve experienced, let them go, and now focus on our desires with positive energy that will help us achieve our vision.

    4. Expand your vision
Don’t think of what’s happened in the past; think outside of the box; don’t limit yourself; step out of your comfort zone. What is it you truly want?  Graziano adds “start dreaming bigger“.

    5. Take inspired action
Graziano says “When the doing and the thinking are aligned, you’re able to achieve massive success”. It takes that first step, it takes commitment, and it takes action.

How’s your mindset?  Are you determined? Are you self-aware and focused on what it is you want? Are you willing to take that first step?

Wishing you success!
Sincerely,
Mike and Jan

Once your mindset changes, everything on the outside will change along with it.
–Steve Maraboli   
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