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Technical skills alone cannot take you to the next height

…I’d been a technical professional since the turn of the new century up until I decided to become a trainer in 2007. Between 2000 – 2005, I worked as a researcher for an international research organization. I also worked as a production operator and then a software engineer for a multinational corporation between 2005 – 2007.

These great opportunities gave me chances to work with so many outstanding technical professionals. The majority of these technically superb professionals, though experienced in their field of studies, they struggled to continually advance in their career and climb the corporate ladder due to lack of certain soft skills.

Many technical professionals in accounting, medicine, engineering, math, science, IT, and so on over depend on their technical abilities, and thus, give minimal attention toward improving their soft skills on a consistent basis. They assume that the technical skills that brought them thus far would take them to the next height. Marshall Goldsmith disagrees. He argued, What got you here won’t get you there.”…

 

Taken from page 131 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 print and kindle version of the book 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 to get one or more of these services, don’t hesitate to reach out:

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

Tel: 703-895-4551

Soft Skills that Make or Break Your Success- Preface

Preface

Researches show that the lion share of success comes from soft skills than technical. Sadly, many professionals over depend on their technical skills. And thus, neglect to develop their soft skills proactively and in turn pay dire prices individually and cause havoc in their organizations. Common complaints such as high turnover, conflict, lack of synergy, and low levels of productivity in many of today’s organizations come down to lack of certain soft skills.

This book is based on the story of a successful professional , Dan Murphy who works for a multinational research organization- Global Health Research (GHR). Dan was promoted to lead a multimillion dollar project because of his superb technical skills as a researcher. Unfortunately, due to lack of certain soft skills, problems started to prop up. He couldn’t get along with his peers, and lead his team members.

After several attempt to help, verbal warnings, and then a written one for his file, his immediate boss- Susan Jeffrey, decided to remove him from leading the project. However, since Dan was one of the superstar researchers at GHR, this caused havoc and forced the CEO- Paul Gray, to intervene. Finally, Paul negotiated a deal, which required Dan to attend a three-part Soft Skills Development program, and to work with a mentor in order to continue lead the project.

The book narrates how the problem began, the negotiations, and the main discussion points from the mentoring sessions. The first part of the book covers the discussions among Dan, Susan, and Paul. Introductions of the remaining three parts (Mastering Self, Getting Along, and Leading Others) narrate the discussions between the trainer and attendees of the program. The 12 chapters narrate Dan’s one-on-one mentoring sessions with his mentor- Rafael Arthur.

The main discussion points of each mentoring session include:

  1. Four key lessons he learned;
  2. Some of the assessments, processes, models, and/or tools he found helpful; and
  3. Immediate actions he plans to take as a result of attending that particular workshop.

The story of GHR and its staff in this book is fictional but realistic. GHR and its employees serve as an illustration of common challenges many companies around the world may face because of lack of certain soft skills. As a former researcher and workshop facilitator for scientific and research organizations, the examples are based on my experiences though the identifying details have been changed.

The program Dan attended is composed of 12 interactive workshops necessary to master self, get along with, and lead others. These 12 soft skills 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.

Speaking of extraordinary success, by default, we all strive to succeed. It’s within our DNA. By hook or by crook, every one of us goes the extra mile to succeed- to achieve more, and go to the next level. We all, individually and collectively, have a desire to succeed.

Of course, success is subjective. It’s in the eye of the beholder. What you consider success may not be recognized as success by someone else, and vice versa.

To achieve the success that you’re pursuing, you need personal mastery; you need to get along with, and lead others successfully. And, this book contains great insights, tools, and processes that empower you to develop the 12 soft skills that make or break your success in life, career, and/or business.

 

Notes:
1. The print and kindle version of the book 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 to get one or more of these services, don’t hesitate to reach out:
Email: assegid@successpws.com and/or assegidh@gmail.com
Tel: 703-895-4551

 

85% Success comes from 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).” 

Unfortunately, many inventors, new hires, supervisors, managers, business owners, and professionals over depend on their technical skills. Accordingly, they neglect to develop their soft skills proactively and in turn pay dire prices.

Success Pathways understands the critical roles soft skills play. We provide soft skill workshops to empower your people attain success in what they do.

The following are some of the soft skills workshops we provide. Our workshops are very interactive and engaging filled with latest insights, practical tools, processes, and methods your people could use in the workplace right away. You may click the links below to read the synopsis and learning objectives of each workshop:

  1. Communication Strategies
  2. Effective Presentation Skills
  3. Turning Conflicts into Opportunities
  4. Negotiate Like a PRO
  5. Promoting Diversity and Embracing Inclusiveness
  6. Essentials of Project Management

If your team needs one or more of these workshops and/or to learn more, please feel free to reach out.

Note: Success Pathways Press will soon publish a reference book that provides insights, stories, and processes to empower readers develop the right attitude, mindset, and soft skills necessary to succeed in what they do. We’ve also designed a program for organizations that would like to empower their people by inviting Success Pathways to their organizations. We will work with you to customize the program to align it with your corporate culture, organizational setting, and the needs of your people. If you’re interested to be notified when the book and the program become available, let’s know.

Emailassegid@successpws.com

Tele: 703-895-4551

Featured Workshops at SPW

The following soft skill workshops are featured at Success Pathways. You may click the links below to read the synopsis and learning objectives of each workshop:

  1. Communication Strategies
  2. Effective Presentation Skills
  3. Turning Conflicts into Opportunities
  4. Negotiate Like a PRO
  5. Promoting Diversity and Embracing Inclusiveness
  6. Essentials of Project Management

If your team needs one or more of these workshops and/or to learn more, please feel free to reach out:

Email: assegid@successpws.com

Tele: 703-895-4551

Empower Your Project Management Team…

As I prepare to facilitate a workshop on project management, I thought sharing with you one of the reasons why some smart project managers ask us to conduct this workshop for their teams.

Here is how it works. We customize each workshop for our clients. We ask some questions to specifically tailor the workshop for that particular client. One of the tailoring questions we ask is: “Why you wanted to arrange this workshop?”

Each client has its own specific reasons. “Because I want my team members to understand how project management works” is one of the reasons many of our clients share in common.

These are seasoned project managers. They fully understand how project management works. They know the ins and outs of successful project management.

But, these project managers understand that no project succeeds without a successful team. And, successful team needs constant empowerment.

If you haven’t invested to empower your project management team yet, here are some of the benefits that may prompt you to consider arranging a workshop for your project management team. When they participate in this workshop, your team members:

1.    Capture the big picture and clearly see where they fit in.

2.    Understand their critical roles for the success of the project.

3.    Know the WHY of what they do.

4.    Participate actively (proactively) throughout the lifecycle of the project.

5.    Learn the best way to set their goals, plan to carryout their tasks, efficiently manage resources, effectively communicate with stakeholders, prepare and distribute well written reports, initiate and implement change, handle conflicts wisely, and many more.

If you are interested to arrange a one or two day workshop on project management for your team, let me know…

 

Assegid Habtewold (AZ) facilitates workshops on project management at Success Pathways. Here is the link to check out the learning objectives of our project management workshop: http://successpws.com/?page_id=1553

AZ has Doctor of Veterinary Medicine Degree, Master’s in Computer Science, and Doctor of Strategic Leadership. He is a certified Project Management Professional (PMP) from Project Management Institute (PMI). Before he began facilitating Project Management workshops, he had managed Science and Research, IT, and Media projects. He is also certified by SkillPath/National Seminars to facilitate their popular seminar: “Fundamentals of Successful Project Management”

Your People Skills, Your competitive advantages

Someone from my LinkedIn network posted the quote of Robert Kuok- the richest man in Malaysia: “When I hire people, I look for great attitude. I don’t look for MBA or PHD.”

I liked the quote. Normally, I’d have just liked it and moved on. But, the quote is a perfect fit to the theme of my upcoming book. Thus, I wrote the following comment: “It’s a great strategy. I forgot where I read but John C Maxwell, a renowned leadership expert, suggested that employers should first look for affinity- whether the person has the right mindset, and attitude to fit within the corporate culture- followed by character, and then skills necessary to do the job. This shows that soft skills (intangible) skills are more important that hard (technical) skills. The temptation, however, for many leaders is to look for skills, and qualifications first.”

Following the above comment, in the comment section, someone posted a very good question: “Well, why then waste all the energy in going school trying distinguish yourself. I would have a better attitude if I don’t owe all that money on student loan.”

This is a legitimate question. If we don’t put Robert’s quote in context, it looks like he undermined the importance of skills. He is not. You cannot just hire a very impressive bystander to do heart surgeries in your hospital. You are not crazy enough to give your BMW car for a guy who isn’t a mechanic but full of positive attitude and people skills. You got my point…

Here is my response: “Good question. Why wasting our time, energy, and finance to go to school if hard skills like accounting, engineering, IT, surgery, and hundreds of other technical skills we need to perform our primary job description aren’t important compared to attitude and character? Going school and acquiring these skills is mandatory. They are the bare minimum. We need them to get into the door. But, they cannot help us succeed without the right soft skills like positive attitude, and other people skills, which many schools neglect to offer to their students. Employers would like to make sure that the new hires fit into the corporate culture. Therefore, if they have hundreds of candidates all of whom have PhD in physics and they need one person, most employers go for the one who has the right attitude and character who would be the right fit to the existing team than the one who has the highest GPA. The most important thing to professionals is to master our craft (technical skills) plus invest on our soft skills to become skillful in our communication, EI, problem solving, decision making, teamwork, etc. These intangible skills, which we may not get from formal education, are our competitive advantages to succeed in any career/environment….”

Well, I thought you might be interested to read this interesting conversation.

By the way, how do you rate your people skills (1 to 10, 1 being very poor, 10 excellent)? If you gauged your soft skill competency below 8, you need help. Whatever time, resource, and energy you may dedicate to improve your soft skills, it’s worth your investment. It compliments your technical abilities. It also empowers you not only to survive in this very competitive era, but also to excel and thrive.

Whether you are a professional, business owner, politician, activist, community organizer, what have you, you need to work on your people skills. Your technical abilities cannot take you far; they cannot separate you from the crowd in your field/industry.

Just so you know, your zeal to serve isn’t enough!

Assegid Habtewold (AZ) is an author, consultant, coach, speaker, and trainer at Success Pathways, LLC (http://www.successpws.com). He facilitates soft skill workshops for some government agencies, technology and research companies, and non-profits. If you’re interested to empower your people with key soft skills to experience harmony, synergy, low turn over and conflicts, and so on, you may contact us via email: Assegid@successpws.com (and/or assegidh@gmail.com) and we’ll be happy to work with you to create customized workshops right for your team.

By the way, Assegid’s upcoming book, which will be published soon, addresses the very theme touched in this blog. We’ll announce on our website when the book becomes available. Stay tuned!

Becoming an Inclusive Leader

In the 21st C, where competition is fierce and going to be fiercer, inclusive leaders are the only ones that are capable enough to lead their organizations to the next height. Inclusive leaders don’t feed their ego and seek to be right all the time. They are graceful when their ideas and positions are questioned. They don’t demand compliance from their people without merit. They’re confident enough that they are not threatened when diverse views and ideas are expressed within their organizations.

They, on purpose, promote diversity of viewpoints internally. They are inclusive who entertain ‘organized disagreements’ knowing that such an organization enjoys a great deal of benefit from the collision of diverse ideas. They understand that when ideas collide, the best idea prevails. Rather than being entrapped by ordinary and common ideas and preventing their organization from becoming the best in what it does, inclusive leaders liberate their organization from such imprisonment of mediocracy by creating a safe environment that encourages well-organized disagreements.

For their organizations (whether they are for profit, non-profits, charitable organizations, political parties, NGOs, etc.) to innovate and continuously improve and grow- they pay the necessary price. Some of the prices include but not limited to being vulnerable to be challenged, willing to listen even those ideas they don’t like and understand, and open to be corrected when they are wrong, and when their ideas and proposals are inferior.

Your country, community, and the world at large needs confident and inclusive leaders in the New Year who are willing to design within their organizations organized disagreements, entertain diverse views, and who are willing to tolerate outliers within their organizations.

Inclusive leaders, rather than attempting to build cult around their personality and surrounding themselves with a monotonous team filled with ‘yes’ men and women, they are committed to the higher purpose of the organization and the Greater Good by allowing people to speak their minds freely and without being ostracized!

What kind of leader do you want to be? What will be your legacy? Do you want to be remembered as a control freak? Or, are you willing to become inclusive? It is your choice. Here, in front of you, is a New Year to become a more inclusive leader. If you’re not in a leadership position right now, what kind of leaders are you supporting? What role (s) should you play in the New Year to make your team and leaders more inclusive?

If you would like to become an inclusive leader in this New Year and beyond, first, be bold and decide to break away from the tradition of intimidating dissenters. Purposefully invite people that may not agree with you all the time. Recognize and incentivize those in your team who are willing to risk and express differing views.

Create a culture that promotes diverse viewpoints and a corporate culture that embraces inclusiveness if your desire is to tap into the talent, uniqueness, experience, and full potential of all of your people! It’s a different era, demands to have a different attitude and approach as a leader in this awesome century.

Wish you in the New Year success as you attempt to become a more inclusive leader!

Assegid (AZ) Habtewold is the owner and lead trainer at Success Pathways, LLC. He facilitates Diversity and Inclusiveness workshops. Here is the link to learn the learning objectives of our Diversity in the Workplace workshop: http://successpws.com/?page_id=1990

Tapping into conflicts

Instinctively, many of us fear conflict like a plague. This fear is justifiable when we think of the consequences of most of the conflicts we have been involved. Conflict is powerful and triggers emotions- mostly negative emotions. In its wake, it leaves relationships destroyed without repair eroding trust and preventing future cooperation.

However, conflict isn’t always a bad thing. The innovations, creativities, and progresses we have experienced since the beginning of our civilization were possible because of the manifestation of conflicts of ideas, approaches, and ways of thinking. We wouldn’t have enjoyed the advancements in our organizations, communities, and nations without conflicts.

The chance of conflicts handled well resulting healthy competition is high. Competition leads to quality, lower price, convenience, etc. When two companies enter into ‘conflict’ to win the local market, the customers benefit in the form of improved and affordable products and services. When team members’ ideas clash, the team gets exposed to better and multiple options, and the chance to choose the best ideas.

Unfortunately, if conflicts are mismanaged or left unmanaged, they lead to dysfunctional teams. Many organizations suffer due to their people’s inability to tap into conflicts and turning them into opportunities. Numerous teams, as we speak, are stranded due to internal and external conflicts; most importantly, because of lack of a soft skill to turn the conflicts into opportunities. No one is born with conflict management skill. It’s something we all can develop, refine, and master.

Assegid (AZ) Habtewold is the owner and lead trainer at Success Pathways, LLC. He facilitates Conflict Management workshops. Here is the link to learn the learning objectives of our Conflict Management workshop: http://successpws.com/?page_id=1489

Communication Strategies for Technical Professionals

Communication

Last week, I posted on my face-book timeline a casual statement saying “Many people told me that my accent is OK & they understand me very well. It’s very hard to stop being OK when you’ve EXCELLENCE as a value.” Considering English is not my native language, and we were taught English poorly while we were in High School and College, I’ve come a long way. Nonetheless, I’m working on my accent on a consistent basis even if more than 90% of English language native speakers understand me 100% of the time. This status post attracted some interests from some of my face-book friends, and also from some acquaintances off line. I’m not here to further talk about what have been already discussed there. You may check it out yourself, and if you’re interested, add your say 🙂

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In this quick blog, nonetheless, I’d like to clarify one important thing for those who struggle to work on their accent. I met some great friends and colleagues who struggle to buy into the idea of modifying their accent to communicate better. Regardless of having thick accent, which is getting in the way and affecting their career advancement, they don’t want to do something about it. They may have so many reasons why they’re not taking action but it boils down to one thing, I figured 🙂 They don’t have passion to see it through. The root cause of lack of passion is one- you’re not desperate enough to change. You’re some how surviving regardless of that limitation so why should you invest your time and energy while you’ve so many other important and urgent things that need your attention 🙂 Understandable, right?

The other reason is a belief. Many of the people I had a chance to strike conversation about accent consider acquiring another accent as if they’re betraying their native culture. When you’ve that kind of invisible belief behind the scene, it sabotages your success by denying you to have motivation. While you are in this mode, it’s unlikely that you invest your scarce resources such as your time and energy in order to modify your accent since acquiring a new accent takes time, and a serious commitment to learn and, most importantly, practice what you’ve learned.

Personally, I don’t feel like acquiring the accent of a given culture I live in as betraying my native culture. I know who I’m, from where I came from, and also celebrate many of my culture’s heritages. On the other hand, if my desire is to succeed in a new culture, I need to be flexible, and adapt things that are important in that culture. What is your goal? When people understand you easily and clearly, they always look forward to have conversation with you, relate, and work with you. When that happens you keep your relationships and in turn succeed in what you do. One of my favorite motivational speakers- Les Brown, said, “Effective communication is the number one tool to succeed in any endeavor. Communication determines whether people vote for you; write you a check; invest in what you do; and buy your services and products.”

The bottom line is that the purpose of communication is to understand and be understood. If your native accent stands in the way and prevents you from being understood in the place where you work and live, modifying it isn’t betraying your native culture. It’s called being reasonable, flexible, and most importantly, being humble- going the extra mile to serve others who don’t speak like you. What you’re doing is making the lives of the people you work and hangout with easy and pleasant. Of course, many people may reciprocate and attempt to understand your accent that you may not need to make lots of efforts. But, you don’t have control over that. For that matter, let’s be honest, you’re a ‘minority’ and the one who benefits the most from being flexible. Don’t you think? Believe me, I understand what I’m talking here. Myself, I struggled a lot initially until I betrayed (not my culture) my ego, and began investing on acquiring a new accent. I’d have done the same if I move to Italy, India, or Ghana to live and work there. Therefore, do your part and see what you’ve been missing 🙂

Of course, improving one’s accent is just one part of becoming an extraordinary communicator. Let me give you a practical example how lack of communication has been getting in the way and preventing many technical professionals from advancing in their career. I’ve been a technical person: a veterinarian, and then an IT guy worked as a researcher, production operator, and software engineer for multinational organizations since the turn of the new century up until 2007. I’d worked with so many great colleagues who were superb in their technical skills. Because of that they were rewarded, promoted, and admired a lot. Some of these professionals, however, stopped there. They thought that the most important things for their career success were their hard skills, and therefore, they neglected their interpersonal skills.

These professionals, though experienced and qualified, they struggled to climb the corporate ladder because of lack of interpersonal skills such as the inability to communicate with diverse stakeholders from different upbringings, cultures, professional backgrounds, etc. Many technical professionals in accounting, medicine, engineering, maths, science, IT, and so on over depend on their technical abilities, and thus, give minimal attention toward improving their soft skills on a consistent basis. They assume that what have made them successful technically and thus far, would take them to the next height. Marshall Goldsmith disagrees. He said, “What got you here won’t get you there.”

By the way, because of the critical role communication plays, I provide Communication Strategies workshops for technical professionals. This one-day workshop enables participants to overcome communication barriers and become effective communicators. It empowers them to develop effective communication, improves their listening ability, increases their competency to cross cultures without committing deadly sins, and more.It’s a very dynamic and interactive workshop designed to engage participants in pairing, and small and large group discussions. The workshop is filled with latest insights, models, tools, and processes that equip participants to take their communication ability to the next level, and in turn succeed in their personal, professional, and business endeavors. Let me know if your people need this workshop. Your team and organization greatly benefit a lot and at many levels when your people are great communicators. When that happens, your organization achieve high productivity, synergy, harmony, and most importantly, you’ll experience less conflict and minimal turn over…

 

Assegid (AZ) Habtewold is a trainer at Success Pathways, LLC. He provides trainings on technical, managerial, and business skills including Communications Strategies for technical professionals in science, accounting, medicine, IT, engineering, and so on. Here is the page that provides more info about Success Pathways’ Communication Strategies workshop:  http://successpws.com/?page_id=1503 To learn more about the other available training themes, check this link: http://successpws.com/?page_id=1411 

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Individual and corporate level benefits of self-awareness

The9CardinalBuildingBlocks_Book_3DThe lack of self-awareness of a leader, and/or the inability to raise the self-awareness of his/her people creates so many blind spots, grey areas, uncertainties, and indecisions. Many of the confusions, conflicts, and disarrays that exist in many organizations, communities, and nations could have been avoided if the leaders have holistic self-awareness. Unfortunately, individuals and organizations give little attention to self-awareness. High priorities are given to the day to day challenges, demands, and distractions leaving self-awareness neglected.

In this post, I’d like to share with you the benefits of increasing your self-awareness so that you may be willing to invest your time, energy, and resources. Below are some of the major individual and corporate benefits you will enjoy when you increasing your (your team’s) self-awareness. It’s taken from my book:

I. Benefits at Individual level:

  • Knowing your true self and worth. Once you pass through this process, you won’t be the same. You won’t settle for less than who you truly are. You may experience some important rebirths during your lifetime. One of the most important rebirths is when you come to know your true self and the reason of your existence. When that happens, you start to say more of I can than I cannot. You seek to redeem your true self-worth. You restore back yourself to its original blueprint. This process may even involve changing your genes to fit your perception about who you truly are. Latest scientific discoveries have shown…
  • Aware of the power that resides in you. When you dig deep and understand your make up, you start to realize that there is a greater power working within you and in your favor. You aren’t just flesh, bones, blood, and ligaments. You originated from something more powerful than you. He had a purpose in His mind when He created and released you at this time and generation. He is in you, and you’re in Him…
  • Becoming humble. Self-awareness prevents you from pride. Rather, it leads you to humility. Not only do you know your strengths but also your weaknesses and vulnerabilities. You now know that you are part of the bigger picture. You are part of the universe, and everything that exists in this awesome universe. When you reach this level of consciousness, you let go of your ego and believe that everything is not about you. You relinquish acting as if you are the center of the universe but part and parcel of an amazing movement and you are one of the critical players…
  • Remain alarmed and alerted. Once you are self-aware, you know your comparative and competitive advantages. This knowledge alerts you to identify the right job, relationship, and partnership you should have. You become so alarmed in your steps that no one can sway you where you shouldn’t be or you don’t stay for long at a wrong spot. Once you are self aware, no one manipulates and uses you because you know your breaking points. You discern people’s intention, and avoid traps. They don’t easily prime you to say and do things as they wish…If you are an alarmed and alerted person, you are aware of what is happening on all sides of the box. You tap into the opportunities, avoid traps, pitfalls, and distractions.
  • Productive, creative, and cooperative. Self-awareness raises your productivity. You know your priorities and where to invest your time and energy. If we have enough self-enlightened business leaders, engineers, artists, doctors, and politicians, we would have a different world. Humanity would have experienced a quantum leap jump because of the creativity that comes from self-awareness. The latter expands your consciousness. It can bend your reality in your favor. You become a creator. The more you know your place in your team and society, the more constructive roles you may play. You seek to contribute your best, and bring out the best from others…
  • Creating synergy and focus. Self-awakened individuals don’t step on someone’s toes or run on someone’s lane. They spot their unique place within their community, organization, and nation. They completely understand that they are better if they stay where they matter the most, and help others do the same. When you increase your self-awareness, you create synergy and avoid unhealthy competition. You are no longer jealous. Others’ achievements won’t intimidate you. You create synergy because you know that you need the help of others around your weaknesses. You also become focused to contribute your unique roles only in the area of your strength.
  • Becoming wise. When we pass through the process of self-awareness, we uncover so many truths, and knowledge. When we apply these truths and knowledge, we increase our wisdom. Self-awareness is the road that leads to wisdom. The latter starts with knowing who you are, why you do what you do, with whom to relate, work, and partner. We need wisdom to succeed in life. Without wisdom, it is hard to pursue and fulfill our purpose in life. As we live, work, and do business in this complex, ever changing, and competitive world of the 21st C, it is unlikely to succeed without employing wisdom. Those who are succeeding, achieving, and changing the world positively are those who developed and refined their wisdom…

II. Benefits at Corporate level:

  • Highly productive and competitive. No community, organization, or nation can arise above the collective self-awareness of its members. When you have many self-awakened individual members, your collective awareness increases. The more enlightened members you have, the more corporate success and productivity you may enjoy, and the more competitive you may become.
  • Increased cooperation. Since your people know themselves and their unique roles within your organization and community, they become cooperative. They avoid unhealthy competition against other self-awakened members of your community.
  • Birds of the same feather fly together. In a given society or organization where the majority of the members are self-awakened, it is easier for members to find the right people with whom to work together. People who share the same passion can easily create a win-win partnership.
  • Less conflict. When the majority of your people are self-awakened and know their strength, they most probably avoid conflict. You enjoy more peace and friendship among your self-awakened people. You won’t spend valuable resources, energy, and time to resolve conflicts.
  • Improved synergy. Once your people know who they truly are and their relative position among their peers, it is easier for them to choose the right path that leads them to fulfillment. They know which school to enroll, which organization to join, which business to open, etc. When the majority of your people are on the right path, they collectively create synergy that advances your progress.
  • More solution providers and contributors. When the majority of your people are self-awakened, you have more solution providers and contributors than trouble makers. And more…

The above excerpt is taken from my Book entitled “The 9 Cardinal Building Blocks: For continued success in leadership”. Page 26 – 28, Building Block 1: Self-awareness.

By the way, Success Pathways (www.successpws.com) provides a one-day dynamic and interactive workshop to empower you and your team increase your individual and collective self awareness. This workshop is designed to help you understand the different dimensions of self-awareness to enjoy the benefits that come with it (which I shared with you in the above post). The workshop also provides you tools, approaches, steps, and packed with small and large group discussions. If you’re interested, let’s know (Tel: 703-895-4551)