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2-Hour Workshop on the top 12 soft skills

Sholla presents a boot camp style 2-day intensive workshop on September 2 – 3, 2017 based on the newly published book entitled ‘Soft Skills That Make or Break Your Success: 12 soft skills to master self, get along with, and lead others successfully’. The facilitator of the workshop is Dr. Assegid Habtewold, the author of the book. He has been a trainer for some government agencies and corporations since 2007. Entrance fee is 300 USD/person. Only 20 attendees are admitted for the first batch. To learn more, check this link: http://sholla.com/about-our-training/softskills/

However, Sholla would like to invite Dr. Assegid to facilitate a 2-hour fast paced workshop exclusive to Sholla current students and Alumni for free on August 19, 2017, @4 – 6 pm at Sholla (8204 Fenton St, Silver Spring, MD 20910). We have, nonetheless, some seats reserved for guests.

Please note that research conducted by Harvard University, the Carnegie Foundation, and Stanford Research Center revealed, “85% of job success comes from having welldeveloped soft and people skills, and only 15% of job success comes from technical skills and knowledge (hard skills). Unfortunately, many professionals, especially technical professionals in IT, Science, Engineering, and so on over depend on their technical expertise. Accordingly, they neglect to develop their soft skills proactively, and in turn, many struggles to get jobs that match their skills, many of those who set their feet in may lose their jobs because of their inability to get along with diverse people. Since having well-developed soft skills is a requirement to become a supervisor or a manager and succeed in these leadership positions, many technically savvy professionals unable to advance in their careers, and watch from the sidelines while others with average technical expertise climb the corporate ladder.

These shall not be your fate. You can develop your soft skills proactively to complement your technical skills, and take your career to the next level. It’s possible, and we’re here to help you.

You’re hardworking with an outstanding personality. You have excellent technical skills as IT professionals. Nonetheless, to succeed in the US, get promoted, and climb the corporate ladder, you need to hone your soft skills. This 2-hour workshop on August 19, 2017, @4 – 6 pm is packed with great insights, tools, and processes that will empower you to develop the 12 top soft skills that make or break your career success.

Please confirm your attendance of this invaluable workshop on August 19 by writing email @ info@sholla.com or calling at 301-588-3893. Since we have limited space, first come first served.

The Pope of Soft Skills

On August 4th, 2017, just before facilitating a workshop based on my new book at Veterans Plaza, Silver Spring MD

If you’re wondering why I’m called the Pope of Soft Skills, check this brief video clip from yesterday’s presentation at Veterans Plaza  https://www.youtube.com/watch?v=pVZlforyS2g

My next presentation is going to be on August 11th, 2017 in Alexandria VA. The event is organized by A Consortium of Northern Virginia Workforce Development Organizations.

Theme: Workforce Conference: Rebuilding Your Professional Career in the US’.

This is especially important if you’re an immigrant who would like to take your career to the next level. This kind of opportunity comes once in awhile. Use the opportunity to jumpstart your new career you’ve been dreaming to launch for a very long period of time. If you intend to revitalize, relaunch, rebuild, and/or make a career change, this conference equips you with the necessary info, tips, and guidances.

If you know someone from your family, among your friends, and colleagues who may benefit from this conference, please inform them to attend this vital event.

Don’t quote me 🙂 I heard that some companies have already ordered my book to give to participants. I’m not yet sure how many copies. If I were you, I’d go there early and get a copy. This is a fantastic book so use the opportunity, of course, to hear many great speakers, and it doesn’t hurt to get a great book for free. 

To learn more about the time, place, and most importantly to register, please check out this link: http://successpws.com/?p=2393

Resume writing and interviewing skills are overrated

Both resume writing and interviewing skills are critical. In the 21st C, nonetheless, they are overrated. I’ll show you why, and what to do about it.

Simply put, resumes let you circumvent the automated gatekeeper, also known as soulless automated resume rejecters. Nowadays, corporations use software to screen candidates. Recruiters don’t read thousands and hundreds of resumes any longer. They depend on resume screening software to short list candidates. In modern days workplace, your resume can only allow you to dodge resume robots. That is it! No more, no less.

Once you’re in front of a recruiter (s), it’s another kind of game. You may think that you can get into the door if you just ‘perform’ and impress the interviewers. Bless their hearts. Many well-meaning organizations ‘prep’ job seekers on interviewing skills. They prepare them on the kinds of questions recruiters may ask, how to dress, smile, hand shake, and respond to some of the commonly known challenging questions.

These ‘crash courses’ are aimed at circumventing recruiters, the second layer gatekeepers. I must admit. They sometimes work, especial if the recruiters are novices. But, many of these prep classes are insufficient to equip job seekers to win seasoned recruiters their side. These classes are incapable of helping candidates continue to succeed once they set their feet in.

Speaking of experienced recruiters, they are fake proofs. They use behavioral questions. They don’t just ask the usual yes or no questions that are taught in interviewing skills crash courses. What do you think will be the response of a candidate if a rookie recruiter asks, “Are you a hard working person?” “Do you get along with others?”, and other similar questions? The candidate will definitely say a resounding Yes to each question. She may even roll her eyes and use some nonverbal cues as if to say why you even asking me these questions.

Don’t miss read me here. You need a killer resume. You need to prepare for interviews. No short cut! But, your attitude shouldn’t be to fake it until you make it. Be genuine to know the organization, its mission, corporate values, the job description you are applying for, and so on. Most importantly, be yourself. I like Judy Garland’s advice, “Always be a first rate version of yourself and not a second rate version of someone else.”

Remember this. You’re not for sale. You too are also choosing whether to work for that company or not. Go there not just to be selected, to pick too. Go there to understand the working environment, the company’s culture, and so on. You may not want to work for that company if your values collide with theirs. If the corporate culture doesn’t allow you to flourish, why accepting the job knowing that you wither away and suffer?

That being said; go past preparing for interviews. Aim beyond bypassing the two layer gatekeepers. Have well-developed technical skills and know-hows to impress the domain expert- the hiring manager.

Above all, develop your soft skills proactively. Otherwise, even if you’re hardworking, your technical skills off chart and a nice person, your body languages, eye contacts, demeanor, energy level, communication approaches, and interactions with recruiters may send wrong messages, and you may not be selected regardless of your superb hard skills, hard working ethics, and excellent character.

Knowingly or unknowingly, many recruiters make the hiring decision within the first 3 – 4 seconds. As you walk in to greet and shake hand with the recruiter, she is gathering lots of data using her senses. With that brief first impression, she makes her mind to hire or not to hire you. That is why people say first impressions last.

You may wonder why? It’s simple. The brain processes a vast amount of data within a few seconds and reaches conclusions. That is how our brain is wired to function. It’s helping us. It tries to make our life easier. Most of the time, consciously or subconsciously, we side with our brain without questioning its hasty conclusions, and in turn, take actions.

Yes, we need our brain’s super computing power. Unless we’re mindful, however, it could cause us make decisions based on inadequate data and some unconscious biases. And, recruiters are not exceptional. They may over depend on their brain and intuitions. They may not be aware that anything they do after that first impression hiring decision is to justify their initial choice. And the initial first impression could be flawed.

Whenever I sit in a panel to screen candidates, I make sure that I use behavioral questions. I’m a human being. I’m aware that I possess a mighty brain. It processes the data that are gathered through my senses within the first 3 – 4 seconds. Based on my past experience, core values, and what I see, feel, intuit, touch, and hear right there, I may climb a virtual ladder in my mind to quickly reach a conclusion. Since I know how the brain works; however, I don’t immediately buy into its hasty conclusion and suggestions. I dig further. I use scenario-based questions. You recruiter may not take these steps. He may totally depend on his brains suggestions.

Let me be clear here by giving you a simple example. Sometimes, you meet someone for the first time and within the first few seconds, without knowing the very reason why you trust that person. You start to share your info, give your phone number, and even take the person with you to introduce him/her to your family and to have lunch or dinner. On the other hand, occasionally, you may meet someone for the first time. You cannot put your finger on it, but somehow you mistrust that person. It doesn’t matter whether this person is the world’s number one trustworthy person. Your brain, be unknown to you, climbed that virtual ladder in your mind and reached a swift conclusion.

Recruiters are humans like you and I. Unless they have self-awareness and conscious about how the brain works, they too are victims of their own brain. And therefore, they may reject the right person and favor the wrong one based on limited data within the first few seconds. Your job is to be the right person plus get selected, and this takes well-developed soft skills.

Steve Jobs of Apple used to create scenarios to select the right candidates who fit the corporate culture of Apple. Of course, some of his screening approaches were too risky, and I’m not here suggesting using all of his methods. For instance, he used to ask weird questions and put his bare feet on the table in front of candidates to watch how they would react. He was trying to figure out whether these candidates function well in a casual, no holds barred environment at Apple.

If your desire is to circumvent the automated gatekeeper, yes, have a great resume. To bypass recruiters work on your interview skills. Don’t also forget that many companies put you in front of a domain expert to test your technical skills before they let you in based on your resume and performance during the interview. In that case, you need to have your technical expertise handy to impress the domain expert. Still, your technical skills cannot guarantee your ultimate success; they qualify you to get the job, to set your feet in. That is it!

Once you’re in, if you want to flourish and continually succeed in that organization, you need well-developed soft skills. Research conducted by Harvard University, the Carnegie Foundation, and Stanford Research Center revealed, “85% of job success comes from having well‐developed soft and people skills, and only 15% of job success comes from technical skills and knowledge (hard skills).” Your technical skills only give you a low 15 % chance to stay there and climb the corporate ladder.

Of course, many who, somehow, circumvented the multiple layers of screening without having the right skills, according to Mark Murphy, fail within the first 18 months. What is interesting, however, is that He said, “89 percent of them failed for attitudinal reasons [soft skills]. Only 11 percent failed due to a lack of hard skills.”

The bottom-line is to win recruiter (s) your side, get into the door, and succeed in that organization you need certain soft skills. You cannot over depend on your killer resume and interviews skills alone. If the recruiters are experienced, they sniff your lack of soft skills. You cannot pass them by only preparing for the kinds of questions most recruiters ask.

Thus, resume and interviewing skills are overrated. What you need before getting your feet in and afterward are well-developed soft skills.

Knowing the vital roles soft skills play for success in the workplace and beyond, I wrote a fantastic book entitled ‘Soft skills That Make or Break Your Success: 12 soft skills to master self, get along with, and lead others successfully’. Go to the website of Success Pathways, LLC to learn more, download the first part of the book for free. If you’re in the DC metro area, don’t miss my upcoming presentations on August 4th and 11th. I’m also in preparation to provide boot camp style 2-day or 3-day intensive workshops that will start soon. To learn about these events, check our website @ www.successpws.com

Improving your communication ability cannot wait!

I just came back from a two-day coaching session. I worked with young scientists who are passionate about taking their communication ability to the next level.

They’re world-class professionals with superb technical expertise. However, the latter didn’t stop them from working on their communication competency.

They understood that their scientific discoveries need to be communicated to their audience, and this task requires different sets of skills.

That was why they signed up for this workshop.

Regardless of their busy schedule and having so many tasks on their full plate, they dedicated two days to sharpen their communication ability.

Looking forward to another workshop in the coming two days.

Websites posted some excerpts from the new book

Below are some of the excerpts from the new book ‘Soft Skills That Make or Break Your Success’ that are posted on other websites

  1. Writer Beat: Soft skills are responsible for crushing many people’s dreams: http://writerbeat.com/articles/17257-Soft-skills-are-responsible-for-crushing-many-people-rsquo-s-dreams
  2. EzineArticles: 4 Negotiation lessons from the twitter feud POTUS had with Mexico’s President: http://ezinearticles.com/?4-Negotiation-Lessons-From-The-Twitter-Feud-POTUS-Had-With-Mexicos-President&id=9754458
  3. ZeHabesha: Cultural competence is a game changer for Ethiopian immigrants: http://www.zehabesha.com/cultural-competence-is-a-game-changer-for-ethiopians-in-the-diaspora-by-assegid-habtewold/
  4. Writer Beat: Cultural competence is a game changer in the 21st C: http://www.writerbeat.com/articles/17922-Cultural-competence-is-a-game-changer-in-the-21st-C

Soft skills are responsible for crushing many people’s dreams

My book entitled ‘Soft Skills That Make or Break Your Success: 12 soft skills to master self, get along with, and lead others successfully’ just got published. In the book, I presented some convincing data that clearly showed that soft skills play the lion’s share for one’s success. For instance, research conducted by Harvard University, the Carnegie Foundation, and Stanford Research Center revealed, “85% of job success comes from having welldeveloped soft and people skills, and only 15% of job success comes from technical skills and knowledge (hard skills).” Regardless, many inventors, technocrats, business owners, new hires, supervisors, and managers from diverse industries over depend on their expertise. Accordingly, they neglect to develop their soft skills proactively and in turn pay dire prices individually and cause havoc in their organizations.

In our history, we’ve witnessed many technically genius individuals struggling to succeed because of lack of some essential soft skills. Nikola Tesla was one of such individuals. Tesla invented AC electrical system and coil, which is recognized for laying the foundation for wireless radio technology. On top of these two inventions, Tesla was also a pioneer in discovering technologies such as X-ray, remote control, radar, dynamos, and so on.

Sadly, Tesla lacked the necessary soft skills that could have complemented his technical skills. He was unable to communicate- both in writing and verbally, his inventions. He came short of promoting and marketing his discoveries. Tesla failed to hold patents for all of his inventions. He was also unable to negotiate to benefit from his ideas entirely. At the end of the day, regrettably, his technical genius couldn’t save him from dying poor in solitary.

As of 2016, Forbes acknowledged that Apple outshines its tech peers such as Microsoft and Samsung. It’s one of the most valued companies in the world. Behind the formation of Apple were two outstanding individuals- Steve Jobs and Steve Wozniak.

However, without the supplement of Jobs’ soft skills, Wozniak- regardless of his off chart technical genius, wouldn’t have pulled off Apple. Even if he could, he wouldn’t have launched it to become a worldwide phenomenon without Jobs’ excellent soft skills. In short, millions around the globe wouldn’t have enjoyed the amazing products of this leading company if the two didn’t come together and complemented one another.

Both Tesla and Wozniak had outstanding hard skills. Unfortunately, these were not enough to attain extraordinary achievement. Only 15% of success comes from technical expertise.

The difference between the two gentlemen, nonetheless, was that Wozniak teamed up with soft skills genius Jobs who articulated, promoted, and marketed Apple and its products; selected, empowered, and continually inspired Apple’s leaders and team members; negotiated, formed coalitions, and more. Tesla wasn’t lucky to have such a partner. He paid the dire prices of lack of soft skills. Accordingly, he died lonely and in debt.

The same is also true when it comes to entrepreneurship. When some technical professionals see that they are amazingly good at what they do, they are tempted to start a business (or encouraged by well-meaning people to become their boss). They quit their job and open their own business thinking that their hard skills alone are enough to excel in the business world.

Disappointingly, it’s widely believed that nine out of ten new startups end up unsuccessful. There are many reasons why new startups fail. What you won’t find in the list of reasons why the overwhelming majority start-ups die is the lack of technical skills. If you sum up all the reasons, however, they boil down to one thing- the lack of certain soft skills.

Not just in the field of invention and entrepreneurship, everywhere, the lack of soft skills is affecting every industry. Let’s just pick the corporate world. There is no shortage of employees. For every position they announce, businesses receive hundreds and sometimes thousands of submissions from overly qualified, technically excellent, and highly experienced applicants. The common challenge all companies face is selecting that one right employee who has the qualification and experience plus the soft skills to fit into the corporate culture and get along with the already existing team members.

Despite carefully selected criteria, background checks, and contemporary screening approaches, the majority employers often end up disappointed in their choices. In the majority of the cases, this is not usually an issue with technical abilities. Mark Murphy- author of Hire For Attitude said, “Forty-six percent of new hires fail in the first 18 months, and 89 percent of them failed for attitudinal reasons. Only 11 percent failed due to a lack of hard skills.” The expertise that brought the new hires through the door was unable to help them stay there longer and flourish. Companies let go of many of their new hires regardless of their superb technical expertise due to the absence of certain soft skills.

Of course, it’s not just new hires that disappoint because of lack of soft skills. Look around you. Many existing employees, supervisors and managers also struggle due to lack or poorly developed soft skills.

Higher-level positions frequently involve supervisory duties that require having excellent soft skills. Unfortunately, many companies don’t pay close attention to soft skills when they promote their super achievers. When the latter demonstrate outstanding technical abilities and outperform their peers, they get promoted to lead their team. And, as a result, they cause havoc.

Common workplace complaints such as high turnover, conflict, lack of synergy, and low levels of productivity many companies are experiencing today come down to lack of certain soft skills by supervisors and managers. For instance, “A Gallup poll of more than 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor…People leave managers not companies…in the end, turnover is mostly a manager issue.”

So, what does this all mean? If you are a business owner, professional, supervisor, or a manager, you need to understand that your dream cannot be realized unless you work on your soft skills. If you are a leader, you should know that the majority of the troubles in your organization are the result of some of your key people lacking certain soft skills.

The bottom-line is, if your desire is to succeed and achieve extraordinary results, you and your team need to develop the 12 soft skills unveiled in the book. These 12 soft skills are necessary to master self, get along with, and lead others successfully. They are industry and culture neutral. In whichever industry and country you may belong, they empower you to achieve extraordinary success in your personal life, career, and business.

 

Assegid Habtewold is a coach, consultant, and soft skills and leadership workshop facilitator at Success Pathways, LLC (http://www.successpws.com). His new book is available at Amazon. To download the first part and conclusion of the book, and also get more info about the book, check out this link: http://successpws.com/?page_id=2254

The press release is featured on some media outlets

So far, the following media featured the Press Release of the new book. Please share, at least, one of your choices on social media to spread the news:

  1. PR Urgent: https://www.prurgent.com/2017-07-12/pressrelease429299.htm
  2. Satenaw: http://www.satenaw.com/new-book-unveils-12-soft-skills-make-break-ones-success/
  3. Nazret: https://www.nazret.com/2017/07/13/ethiopia-new-book-unveils-12-soft-skills-that-make-or-break-ones-success/
  4. EIN PressWire: http://www.einpresswire.com/article/392331445/new-book-unveils-12-soft-skills-that-make-or-break-one-s-success
  5. PR LOG: https://www.prlog.org/12652350-new-book-unveils-12-soft-skills-that-make-or-break-ones-success.html

If you have not watched the brief video message from the author, check it out: https://youtu.be/nZLG2cBT-vg

Does soft mean weak? p. 28

…Dan remarked dryly. “In one hand, we’re talking about how critical soft skills are, and how tough it’s to develop them. On the contrary, we use a label like ‘soft.’ If you ask me, it’s confusing.”

Without waiting for Karen’s reply, Dan asked skeptically. “Don’t you think that the word ‘soft’ may be taken as ‘weak’?” Participants looked at one another and shrugged as if to say, ‘I don’t.’ Not Karen. She took Dan’s question seriously.

After a couple of seconds pause, she clarified. “The word soft shouldn’t diminish the significance and power of soft skills. People shouldn’t take the word ‘soft’ literally. They shouldn’t also assume that ‘hard’ means strong and tough. Developing soft skills is more challenging and more difficult than developing hard skills.” Dan looked unconvinced.

Karen continued. “By the way, there are soft things that are strong. Think about silk. Insects produce it. Yes, it’s soft. But, it can be as strong and tough as steel.”

However, she admitted that the term ‘soft skills’ has been controversial. “We had tried to find an alternative fitting name that could show a parallel between the two skills without success. We brainstormed and came up with some alternative names such as interpersonal skills, people skills, adjunct skills, non-cognitive skills, 21st C skills, and more. But, none of them seemed best fit for the purpose of this program. Though we recognized that some people might get confused with the word ‘soft’ and take it literally, we thought that the term ‘soft skills’ is universally known and can easily be used to make a comparison with hard skills.”…

 

Taken from page 28 of the book ‘Soft Skills That Make or Break Your Success: 12 soft skills to master self, get along with, and lead others.’

Notes:

1. The Kindle version of the book is available on Amazon. The print version will soon be available. Stay tuned.

2. Below are some of the follow-up services Success Pathways will soon start to provide based on the theme of the book:

  • Book signings
  • Keynotes
  • Individual workshops
  • Individual and group coaching
  • Soft Skill Development program

If you may have any question or need additional information, let’s know. If you’re also interested in getting one or more of these services, don’t hesitate to reach out:

Web: www.successpws.com

Emailassegid@successpws.com and/or assegidh@gmail.com

Tel: 703-895-4551

Giving and receiving feedback to get along and lead others- p.182 – 183

…“To succeed in getting along with and leading others, I need to become skillful in providing tough feedback. Unfortunately, this task is easier said than done.” Dan admitted that he isn’t yet in the position to provide difficult feedback neither to his team nor his boss/peers. “Though it’s a very tough challenge, however, it’s possible to develop and continually fine-tune this soft skill. It’s within your reach to remain nice while at the same time giving honest and strong feedback to the people you love and care about.” Rafael then shared his experience in providing strong feedback, and Dan loved the examples.

The best approach to provide tough feedback that I suggest to my audience when I facilitate feedback giving and receiving workshops is to customize every feedback to the individual. To provide tough feedback:

  1. Find the right place and time. Where and when you offer your feedback determines its outcome. Choose the right atmosphere and timing if your desire is to succeed in giving tough feedback.
  2. Create a positive environment. Always begin with a positive tone. Everyone has some strengths and things that are going very well. Acknowledge the strengths of the person and what has been working well before you talk about what went wrong, weaknesses, and limitations of the person.
  3. State the issue very clearly. Clearly indicate what isn’t working, what must change.
  4. Be specific. Don’t just use generic terms. Stop beating around the bush. Be specific and give some examples and instances.
  5. Provide some options. If the feedback requires making changes, give the person the opportunity to suggest some ways to improve the situation. If the person doesn’t have anything to suggest or if you have better options, provide some alternatives.
  6. Offer support. Once you reach agreement on how to resolve the issue or improve it, ask the person any help he/she may need from you. If the issue requires monitoring and arranging subsequent meetings, work out the details with the person.

Of course, you don’t need to implement this process strictly. You may customize and use it as it fits your objective condition on the ground. The most important thing is to understand the place of giving tough feedback as you empower your people to succeed in what they do. By the same token, seek tough feedback if your desire is to grow as a leader continually. Kevin Cashman wrote, “Sometimes other people hold keys to unlocking self-knowledge. Rather than spending energy resisting feedback, look for the seeds of learning contained in people’s perceptions. Leaders grow proportionally to their openness to input.”

 

Taken from page 182 – 183 of the book ‘Soft Skills That Make or Break Your Success: 12 soft skills to master self, get along with, and lead others.’

Notes:

1. The Kindle version of the book is available on Amazon. The print version will soon be available. Stay tuned.

2. Below are some of the follow-up services Success Pathways will soon start to provide based on the theme of the book:

  1. Book signings
  2. Keynotes
  3. Individual workshops
  4. Individual and group coaching
  5. Soft Skill Development program

If you may have any question or need additional information, let’s know. If you’re also interested in getting one or more of these services, don’t hesitate to reach out:

Web: www.successpws.com

Emailassegid@successpws.com and/or assegidh@gmail.com

Tel: 703-895-4551

Hard skills and soft skills complement one another- Taken from p. 29 – 29

…Karen looked at her watch and realized that she was running out of time. However, she didn’t want to conclude the current discussion like this. And thus, Karen decided to give the class an example that demonstrates how soft skills supplement hard skills, and their critical roles. Though her background is computer science, she chose to use a simple analogy everybody could understand.

Karen explained as simple as possible. “A computer may be packed with excessively powerful hardware such as a high-speed processor and a large memory chip. It cannot even boot without the aid of an operating system (software) let alone to function and execute your tasks properly. Similarly, hard skills without the support of soft skills are lame.”

It seemed participants easily got the point Karen was trying to communicate except Dan. He seemed confused. “Software by themselves are useless. They need the right hardware.” He protested.

Karen clarified. “Yes, both need each other. Unfortunately, many professionals misplace their focus. They undermine the place of soft skills. They keep on working on their technical knowledge and abilities neglecting to invest in their soft skills.”

International Talent Management Strategist and Coach- Dorothy Dalton, used a relevant analogy to explain the complementary nature of hard and soft skills. She wrote, “Hard skills are the foundation of a successful career.  But soft skills are the cement.” In construction, it’s impossible to have any enduring foundation without using cement. It’s used to glue rocks and other hard materials together to build a solid foundation.

Mostly because of lack of awareness, many undermine the critical roles soft skills play to succeed in their personal life, career, and business endeavors. Very few understood the rightful place of soft skills at the early stage of their career. These are the ones that have avoided paying dire prices that come from failing to work on soft skills, which take relatively long time to develop…

 

Taken from page 28 – 29 of the book ‘Soft Skills That Make or Break Your Success: 12 soft skills to master self, get along with, and lead others.’

Notes:

1. The Kindle version of the book is available on Amazon. The print version will soon be available. Stay tuned.

2. Below are some of the follow-up services Success Pathways will soon start to provide based on the theme of the book:

  1. Book signings
  2. Keynotes
  3. Individual workshops
  4. Individual and group coaching
  5. Soft Skill Development program

If you may have any question or need additional information, let’s know. If you’re also interested in getting one or more of these services, don’t hesitate to reach out:

Web: www.successpws.com

Emailassegid@successpws.com and/or assegidh@gmail.com

Tel: 703-895-4551