14 May
PeopleTek Coaching Change, Leadership

Change – Embrace or Resist?

It’s not a news flash that we’re living in a time of change and individuals, teams, and entire organizations are being impacted.

We need to assume a role of leadership regardless of our actual title to ensure team members are clear about their roles and responsibilities, share a common purpose, have specific goals and trust one another so we can better accept and lead through change.

The first step is to assess our challenges and resistance. Do you know or do you only think you know the reasons for the challenges and resistance? Have you asked others for their thoughts? During uncertain times, we need to increase our level of awareness and communicate more than ever. We need to give and receive feedback in an honoring way and appreciate differing opinions.

We need to re-build team synergy, retain, develop and re-skill top performers. We also need to “sell” our teams by publicizing successes and the value provided.

Change is both a challenge and an opportunity for growth.

It’s also a cause of stress and may breed a climate of mistrust as jobs/positions are redefined or eliminated, with stiff competition for filling open slots.

During any change there will be a period of adjustment in which anxiety and uncertainty grow, which is then accompanied by a corresponding decrease in productivity and job satisfaction levels.

You will be more effective by familiarizing yourself with the principles of change and aligning with what effective performers do, and you will benefit by:

  • Investing in yourself (this may be a personal expense)
  • Making sure your resume is up to date
  • Validating your strengths and gaps
  • Increasing and being active in your networking groups
  • Exploring new opportunities based on your “magic dust” (strengths and wants)

It’s natural to resist change, but ask yourself “if I don’t embrace the change, how might I be impacted?” It’s certainly our choice; sometimes resistance may lead to positive changes in our life, but they may also lead to undesired consequences

Do you embrace or resist change? Remember, change is a journey and can provide new and exciting opportunities and a great sense of accomplishment!

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Change Initiatives

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

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

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

22 Apr
PeopleTek Coaching Videos

Mike Kublin Interviews Alexa Carlin of Hello Perfect

Mike Kublin President of PeopleTek Coaching interviews Alexa Carlin, Founder and President of Hello Perfect. Hello Perfect provides programs that empower adolescents and adults to have confidence in themselves, overcome obstacles and struggles, live a healthy lifestyle, and accomplish their wildest dreams! Hello Perfect became a Non-profit in September, 2014.

Learn more about Alexa Carlin and Hello Perfect at http://www.helloperfect.com/.

 

16 Apr
PeopleTek Coaching Leadership

Lead, Laugh, Learn

Humor in the workplace has been found to increase both productivity and results.

It’s linked with our emotional intelligence competencies, and according to Daniel Goleman, (EQ author/expert):

Research on humor at work reveals that a well-timed joke or playful laughter can stimulate creativity, open lines of communication, enhance a sense of connection and trust, and, of course make work more fun.

Herb Kelleher, former CEO Southwest Airlines, said his focus was on “fun and profit … and know how the two go together.” A winning combination!

A study by the Bell Leadership Institute in Chapel Hill, NC, found that “sense of humor” and “work ethic” were mentioned more than any other phrase when employees were asked to describe the strengths and weaknesses of senior colleagues in their organizations.

Great managers go way beyond insisting on a safe work environment. They work to create a positive, team-like and productive atmosphere which includes the gift of laughter.
—ellyn@promokeyllc.com

As a leader, it’s all too easy to maintain a focus limited to meeting goals and deadlines. Our daily activities can be overwhelming and challenging, and we aren’t always aware of the pressure we put on ourselves and our co-workers. We need to be aware when stress levels begin to rise, and we need to know how to lessen it.

A happy workplace not only improves productivity, it’s also been attributed to increasing loyalty and energy levels, and reducing tension, absenteeism, tardiness, and attrition.

Self-deprecating humor enhances perceptions of leadership ability because it tends to minimize status and title distinctions. Researchers at Seattle University found that project managers who used self-deprecating humor tested highest for transformational leadership in areas including likability, trust, consideration, and intellectual stimulation.

Like any leadership behavior, the use of humor requires skill. For some, using humor is a natural talent, for others it’s awkward.

Tip: Avoid humor that is sexist, ethnic, political, or religious since this is usually at someone’s expense, and is likely to be disruptive and ill received.

How are you incorporating humor in the workplace?

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Team Etiquette

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

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

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

09 Apr
PeopleTek Coaching Leadership

Hire Hard or Manage Hard

Change is a constant. Re-organizations, re-structuring, lay-offs, and looking at ways to cut costs are likely to continue. Knowing this, it’s more important than ever to have the right person in the right job.

Hiring that “right person” is a challenge faced by all leaders. It’s important to be clear on job functions, responsibilities and behaviors to help grow results. It’s also equally important to spend sufficient time looking for qualified candidates that would be a good fit for your organization.

In the early days if we had made the wrong hire just once, we would have been done. Hire good people who are a lot smarter than you are. Treat them well, love them, and embrace them.
–Jay Stein, CEO Steinmart

Your hiring options may include both external and internal candidates; both have benefits, both have disadvantages. High potential employees will already be familiar with the culture, and it saves hiring costs, but you may need someone “fresh”. We once worked with a senior leader who believed in alternating internal/external hires so he could promote from within and inspire existing employees, and then hire externally to create greater diversity among his team.

And just to be clear, we’re using the term “diversity” to include not only race, culture, age, gender, sexual orientation, etc, but to also include a variety of personality styles and leadership behaviors.

The candidate obviously needs to possess the technical skills/expertise required for the position, but you also want a well rounded team. Many of you are familiar with Myers-Briggs and DISC profile results which highlight style preferences.

Ideally you’ll have all the styles represented on your team. These differences create a balance for obtaining and driving results while ensuring sufficient analysis and due diligence is conducted before making decisions. You want direct styles to be balanced with reserved styles, you want individuals that are “people” people and take into account feelings and concerns, while others are deep thinkers and focus on the business needs. If everyone has the same behavioral strengths, innovation and growth may be stifled.

As leaders, we need to understand the skills, talent, and passion our staff brings to the table, and we must leverage these skills to support achieving our organizational goals.

“Hiring hard” will position you to have the right person in the right job and will prevent you from spending countless hours of “managing hard”!

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Becoming a Leader With a Vision

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

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

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

02 Apr
PeopleTek Coaching Leadership

Are You Authentic?

Authentic leadership is a topic that continues to be examined in the workplace. How does improving individual and team performance impact profits, employee satisfaction levels, and relationships? Should the emphasis be on the people, or on the profit?

There have been conflicting studies about the results, but one thing that is clear is that authenticity does impact the work climate.

When you hear “authentic leadership,” what does that mean to you? One definition is:

Authentic leaders are positive people with truthful self-concepts who promote openness. By building trust and generating enthusiastic support from their subordinates, authentic leaders are able to improve individual and team performance.

To Bill George, author of Authentic Leadership it means “genuine, worthy of trust, reliance, or belief.” He also says authentic leaders demonstrate the following qualities:

  • Understand their purpose (passion)
    • If you lack purpose and direction in your leadership, why would anyone want to follow you?
  • Practice solid values (behaviors)
    • The values of a leader are shaped by their personal beliefs, developed through study, introspection, and consultation with others, and require 100% integrity.
  • Lead with heart (compassion)
    • Engage the minds and hearts of your employees through a sense of purpose.Greatness (and results!) are achieved when multiple minds contribute to the task.
  • Establish connected relationships (networks)
    • A detached leadership style often used when providing strategy or delegating will not lead to success as much as developing close and enduring relationships will.
  • Demonstrate self-discipline (consistency)
    • Converting values into consistent actions lends itself to building respect. We must admit our mistakes and not let ego or emotion impact our actions.

To self-assess, ask yourself:

  1. What’s the purpose of my leadership? Do I really want to devote my talents to the profession I’m currently in?
  2. Am I in a position where I can make a real difference and feel valued?
  3. Do I ever check my beliefs at the office door? When?
  4. How can I stay true to my values when there are so many pressures to compromise?
  5. Can I develop close relationships with my subordinates and still achieve my objectives?

To be truly authentic, validate what’s important to you and align your personal and professional lives accordingly. We also suggest having clearly defined vision, mission and goals, and ensure all your actions support your ability to achieve them.

Are you authentic? How are you improving individual and team performance?

QwikTips & QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

For those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

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!

Learn More About QwikCoach

26 Mar
PeopleTek Coaching Leadership

Best Companies to Work For

Is your company in the top “100 Best Companies To Work For”? This is the 25th year Fortune magazine has studied and published a list of great work places (issue 3.15.15). Millions of employees from around the globe were surveyed by research company Great Place To Work, and their input helped Fortune make their decisions.

They have used the same methodology for their selection process throughout the years, and highlighted two significant changes.

  1. Education and development 
    • In 1998, 41 hours was the average amount of time for manager and professional training; this year that has increased to 78 hours. Development works!
  2. The best are getting better and happier
    • Overall scores increased 13%, and this is attributed to business leaders focusing on workplace culture and using it as a tool.

Why do some companies keep attracting and holding on to the world’s best talent? The answer is simple. They know how to foster strong, rewarding relationships…among their employees.
–Geoff Colvin

It’s noteworthy to share that two-thirds of a company’s score is based on the “Trust Index Employee Survey” which is sent to a random selection of employees. The questions are related to management credibility, job satisfaction, and camaraderie. The other one third are responses to the “Culture Audit” which include detailed questions about pay and benefits, followed by a series of questions about hiring practices, methods of internal communication, training, recognition, and diversity.

We don’t want to be a spoiler for those that have not read or heard, but Google got the top spot. They have great benefits, with a focus on quality and character. One of those perks includes free, high quality lunches, which they admittedly leverage to build relationships, encourage interactions, and promote learning. They want employees to take advantage of free food, they want employees to stand in line together, they want their talented staff to meet other talented staff, they want employees to share ideas, and they primarily want them to build strong relationships.

The key common qualities for those that made the top 100 list are:

  • Strong leadership
  • Strong hierarchy and clear reporting structure
  • Shared, supported, and attainable goals across the organization
  • Accountability, rewards, and consequences
  • Camaraderie – “we are one” mentality
  • Open-office plan for enhanced communication

Congratulations to those that made the list, and we’re happy to say that we have business relationships with several of them!

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Improving Teamwork and Building on Ideas

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

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

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

Did You Know?

Graduates of PeopleTek’s Leadership Journey Earn:

  • IT Professionals: 19 priSM CPD credits
  • Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
  • Project Managers: PMI – up to 37 hours / 3 PSM level points
  • Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
23 Mar
PeopleTek Coaching Decision Making

Decision Making Tips

Do you feel you are skilled at decision making? If yes, you probably:

  • Make decisions based on analysis, knowledge, and experience
  • Avoid letting emotions impact the decision
  • Take into account deadlines, obtain as many details as possible, and are not afraid to make a decision based on what you know
  • Get solicited by others for advice and ideas for making sound decisions

Decision making is a skill, and does not come easy to everyone.

You’ll never have all the information you need to make a decision. If you did, it would be a foregone conclusion, not a decision.
– David Mahoney, Jr., American Corporate Executive

Tips for successful and timely decision making include:

  1. Avoid perfectionism.
    • Everyone wants to make fault free decisions; this could result in choices never being made. Trust your intuition and strive for a reasonable balance between thinking it through and taking action.
  2. Be disciplined and organized. 
    • This is easy for some and very difficult for others. Keep a log, set priorities, and track your checkpoints. Don’t allow other issues or tasks to divert your focus. If this is a big issue for you, buy books on managing time and setting priorities, work with a coach, or attend a workshop that can provide you with more concrete solutions that address your needs.
  3. Learn from your mistakes.
    • Don’t fall into the “analysis/paralysis” rut because of having made a mistake. We all make mistakes. Review and log what you could have done differently and who the key players were for making the best decisions.
  4. Be prepared to defend your decision.
    • Expect resistance and opposing views. As long as you have done your research and can support why you made the verdict you did, don’t back down unless new data or information is provided to you.
  5. Does it feel right?
    • If your “gut” is telling you something just does not feel right with your decision, take a few hours or even a day or two to re-think it. Rarely does a decision need to be made NOW. If it does, then re-assess what’s known (facts, impacts, historicals), and trust yourself to make the best decision you can. Don’t be afraid to ask others for their input!

We’re not likely to always make the perfect decision as we all make mistakes, and additional information may come to light, but we can commit to conducting due diligence so we can make the best decision at that time.

Good judgment comes from experience. And where does experience come from? Experience comes from bad judgment.
–Mark Twain

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Improving Your Problem Solving Capabilities

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

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

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

Did You Know?

Graduates of PeopleTek’s Leadership Journey Earn:

  • IT Professionals: 19 priSM CPD credits
  • Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
  • Project Managers: PMI – up to 37 hours / 3 PSM level points
  • Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
12 Mar
PeopleTek Coaching Interpersonal Skills, Leadership

Relationships – Not to be Ignored

How effective are you at working with and supporting others? Whether the interaction is with your manager, customer, direct reports, or coworkers, there’s a need and a benefit to influence and nurture relationships.

An effective leader is proficient in managing and strengthening relationships and understands the need to build networks. They also possess the ability to find common ground and build rapport to drive results and improve satisfaction levels.

Leadership: It’s not something you do to people, it’s something you do with people.
–Patricia Zigarmi and Drea Zigarmi

Over 300 managers and executives across the globe were asked if the definition of leadership had changed in the past five years. 84 percent responded yes, and attributed it to having more complex challenges resulting in hardships for their organizations.

Despite the challenges, there was a side benefit: greater collaboration, improved work processes, and expanded work boundaries. Yet an interesting point is that only 47 percent of managers queried believed that collaboration was a skill leaders in their organization demonstrated.

How could this be? Consider the nature and speed of work that is now required by most professions. How many allow time to develop relationships, or invest in the time and expense to develop the necessary skills?

The role of a leader is evolving. There are more female leaders in the workplace, and women in general are found to be more collaborative than their male counterparts. And it’s said that innovation is sparked by collaborative efforts, which are key for remaining competitive (and staying in business!).

Leaders need to listen to, observe, and understand what motivates those they interact with. They need to understand intent, be knowledgeable of skill-sets, and have a foundation of trust to maintain strong relationships.

The number one failure to succeed has been attributed to the inability to build a strong team (or relationship), followed by the leader not being a good fit with the work culture.

In order to succeed you must first have clear and shared goals and objectives. There cannot be conflicting agendas, and the “right” person needs to be assigned to the “right” role.

There has to be a “want” to create an environment where teamwork and collaboration are not only encouraged, but allowed to support goals utilizing the skills and expertise of all team members.

People want to be appreciated, listened to, and have a sense you care about them (not about only obtaining results).

Don’t ignore building and sustaining strong and lasting relationships!

They may forget what you said, but they will never forget how you made them feel.
–Carl W. Buechner

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Using a Cooperative Approach

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

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

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

Did You Know?

Graduates of PeopleTek’s Leadership Journey Earn:

  • IT Professionals: 19 priSM CPD credits
  • Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
  • Project Managers: PMI – up to 37 hours / 3 PSM level points
  • Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
09 Mar
PeopleTek Coaching Leadership

Feeling Valued

Other than being paid fairly, the second major “want” for employees is the need to feel valued and recognized for their skill-set and contributions they provide their organization.

We all want to be appreciated and recognized when we’ve done a good job. As a leader, we sometimes overlook this, or we may have good intentions but don’t make it a priority and it drops to the bottom of our “to do” list.

Employees are a company’s greatest asset – they’re your competitive advantage. You want to attract and retain the best; provide them with encouragement, stimulus, and make them feel that they are an integral part of the company’s mission.
–Anne M. Mulcahy

Issues regarding providing recognition include:

  • Given too often
  • Given on a limited basis
  • Given inconsistently
  • Not linked to vision, mission and goals

Letting someone know they are valued can be done in a number of ways: it can be monetarily related, but given tight budgets recognition may also be provided via newsletters, town-halls, employee of the month certificates, cross training opportunities, delegation responsibilities, and simple verbal and written “thank-yous”.

One complaint we’ve heard in the past is being recognized for minimal contributions. People know when they or a peer deserve to be recognized; if the effort is negligible the reward is hollow and not meaningful.

We heard a story about someone being recognized as a key contributor and they had no idea what they had done that was considered “special.” This caused confusion and embarrassment when they were asked why they received the award. The intent is for the receiver of the reward to feel good about their contribution and bottom line, feel valued.

Another dissatisfier is providing recognition inconsistently. We recommend establishing criteria and reviewing team accomplishments on a monthly basis, or minimally, quarterly. True accomplishments will readily be linked to your vision, mission or goals enabling you to clearly state why the recognition is deserved.

We also suggest encouraging individuals to recognize each other at team meetings. This will assist you with being informed of contributions you may not have been aware of, and position you to more formally reward efforts that meet your criteria.

In a nutshell, consistently reward for value added, clearly state what that value was, and celebrate the successes of teams and individuals. Employees are your greatest asset!

QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

For those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

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

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

Did You Know?

Graduates of PeopleTek’s Leadership Journey Earn:

  • IT Professionals: 19 priSM CPD credits
  • Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
  • Project Managers: PMI – up to 37 hours / 3 PSM level points
  • Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
26 Feb
PeopleTek Coaching Leadership

Presidential Characteristics

 Behavior is what a man DOES, not what he thinks, feels, or believes.
–Emily Dickinson

The behaviors we exhibit can either add to or diminish our value and the degrees of success we achieve. All of our behaviors must support our vision and our goals. They have huge impacts as to how others perceive us (authenticity), and they impact our ability to build and maintain levels of trust.

In honor of President’s Day, we’re sharing a C-Span Presidential Leadership Survey which reports the top 10 leadership characteristics.

Top 10 Presidential Leadership Characteristics

  1. Public Persuasion
  2. Crisis Leadership
  3. Economic Management
  4. Moral Authority
  5. International Relations
  6. Administrative Skills
  7. Relations with Congress
  8. Vision/Setting An Agenda
  9. Pursued Equal Justice For All
  10. Performance Within Context of Times

Regardless of your profession or position, these characteristics provide value and can serve you well.

To make them more meaningful in the context of general leadership skills, we’re taking liberty with the characteristics and renaming them.

Our List of Top Leadership Skills

  • Influence
  • Conflict management
  • Budget and finance
  • Integrity
  • Relationship building
  • Results oriented
  • Clearly defined and communicated vision/missions/goals
  • The ability to drive results, meet deadlines, and motivate and inspire others

Do you view these as critical leadership skills? Are there any you don’t feel are crucial for success?

There has also been a wide range of inconsistent presidential characteristics as well: inventive, intellectual, serious, humorous, reserved, outgoing, kingly, unassuming, great communicator.

Not all leaders possess the same skills and traits–we’re all unique! We must recognize our gifts, develop and hone our growth areas, and leverage them to become an even stronger leader.

Here’s a U.S. presidential fun fact:

  • 7 of the last 14 presidents were left-handed or ambidextrous. Given that roughly 10% of our population is “lefties,” does that tell us anything?

Some scientists say left-handed people “have a wider scope of thinking.” Others say left-handed people are more adaptable and resilient as they must compete in a world designed for righties.

Are you a leftie? What do you think?

QwikTip and QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Having and Communicating a Powerful Vision

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.

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

Learn More About QwikCoach

Help turn your leadership knowledge into leadership action!

Did You Know?

Graduates of PeopleTek’s Leadership Journey Earn:

  • IT Professionals: 19 priSM CPD credits
  • Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
  • Project Managers: PMI – up to 37 hours / 3 PSM level points
  • Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
19 Feb
PeopleTek Coaching Leadership, Success

A Climate For Leadership

In John Maxwell’s book, Developing The Leaders Around You, one of the key topics is that a leader’s toughest challenge is to create a climate for future leaders.

It takes a leader with a vision to see the future leader within the person.
–John Maxwell

Why? Because you not only need to recognize talent in others but you must also create an environment that will attract new leaders and allow them to flourish. (We also suggest maintaining a climate for existing leaders which allows them to continually learn/grow, and effectively influence those they interact with.)

Leaders must be change agents within their environment. The analogy in the book compares a thermostat to a thermometer.

Although they both measure heat, a thermometer is passive and records the temperature and can do little more.

The thermostat is dynamic; it determines the environment by enabling change and modifying the climate.

The climate within an organization and the attitude of the leaders are essential for having a consistently positive atmosphere which builds momentum.

Maxwell also says “momentum is the greatest of all change agents.” More than 90% of successful changes within organizations have been the result of creating momentum before asking people to change.

With momentum leaders look better.

With momentum followers increase their performance.

Tips to aid in the growth of leadership skills:

  • Model desired styles of leadership
  • Give meaningful and well intended feedback
  • Solicit feedback (what do I do well? What could I change? What should I stop doing?)
  • Share your goals
  • Celebrate successes
  • Review failures (what could have been done differently for more favorable results?)
  • Establish clear roles and share expectations
  • Delegate
  • Do not demand of others what you will not demand of yourself
  • Encourage continual learning
  • Select a mentor

Leadership is a journey and like the thermostat, it must be dynamic. Successful leaders adapt to and influence change, and create a positive work environment.

If your work climate is not desirable, how successful do you think you and your organization will be?

QwikTip & QwikCoach

PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.

QwikTip for Change Initiative

And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques. 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!

Learn More About QwikCoach

Did You Know?

Graduates of PeopleTek’s Leadership Journey Earn:

  • IT Professionals: 19 priSM CPD credits
  • Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
  • Project Managers: PMI – up to 37 hours / 3 PSM level points
  • Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
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